Human Service Organizations Research Articles

Nonprofits in a Time of Turbulence: Challenges and Opportunities

AbstractWe have entered a period of turbulent economic and political change. Internationally, slower growth coupled with youth unemployment and rising inequality have driven a renewed interest in social policy. In the US, the preferred policy approach since the 1990s has been to move away from cash assistance to direct service provision spurring demand for nonprofit services at the local level (Smith 2015, “Managing Human Service Organizations in the 21st Century.” Human Service Organizations: Management, Leadership, & Governance 39 (5):407–411). Recently, however, we have observed a power backlash against trade, immigration and economic insecurity that is reshaping politics and bringing about significant cuts in social service programs and health care at a time when the need is high. Fiscal scarcity will no doubt create an additional burden for nonprofits working with communities in need. In Canada, the federal government is moving in the opposite direction with greater investment in the social policy fields, including healthcare, childcare, housing and poverty reduction initiative. These investments will mean a greater flow of resources to the nonprofit sector, but the government has been clear that in exchange they want to tie funding to results and performance.

Managerial Strategies to Influence Frontline Worker Understanding of Performance Measures in Nonprofit Child Welfare Agencies

In response to demands of funders and interorganizational competition, nonprofit human service organizations have invested in performance measurement to demonstrate the effectiveness and efficiency of internal operations. Literature suggests that frontline workers’ involvement in performance measurement is critical in supporting organizational efforts to improve performance. Yet, we lack information on how nonprofit managers convey performance standards to frontline workers and promote their engagement in performance measurement. This study draws on data from the 2011 National Survey of Private Child and Family Serving Agencies to identify strategies nonprofit managers used to engage frontline workers in performance measurement. Findings indicate that less than half of managers reported that their workers had a strong or very strong understanding of the agency’s performance measures. Managerial communication and board involvement in performance measurement were associated with greater worker understanding of performance measures. These managerial approaches may be key factors in frontline understanding of performance measures.

New Careers for the Poor: Human Services and the Post-Industrial City

In the 1960s, a new and popular theory of “new careers” proposed to address urban poverty and deindustrialization by growing the human services sector and hiring so-called nonprofessional workers to aid the delivery of those services. This strategy gained traction in social scientific, philanthropic, and bureaucratic circles and shaped Great Society legislation, which allocated federal grants to create entry-level jobs and professionalizing career ladders in the fields of health, education, and welfare. The implementation of this strategy had consequences for the human service organizations that received federal funds, as well as for the people hired into the new positions. Instead of building ladders to professional employment, efforts produced dead-end positions that left the predominantly African American women hired as aides in poverty. Even as the new careers experiment helped usher in a post-industrial economy, it reinforced the stratification of the labor market along lines of race, gender, and credentials.

Call to Action: The Case for Advancing Disaster Nursing Education in the United States.

Climate change, human conflict, and emerging infectious diseases are inexorable actors in our rapidly evolving healthcare landscape that are triggering an ever-increasing number of disaster events. A global nursing workforce is needed that possesses the knowledge, skills, and abilities to respond to any disaster or large-scale public health emergency in a timely and appropriate manner. The purpose of this article is to articulate a compelling mandate for the advancement of disaster nursing education within the United States with clear action steps in order to contribute to the achievement of this vision. A national panel of invited disaster nursing experts was convened through a series of monthly semistructured conference calls to work collectively towards the achievement of a national agenda for the future of disaster nursing education. National nursing education experts have developed consensus recommendations for the advancement of disaster nursing education in the United States. This article proposes next steps and action items to achieve the desired vision of national nurse readiness. Novel action steps for expanding disaster educational opportunities across the continuum of nursing are proposed in response to the current compelling need to prepare for, respond to, and mitigate the impact of disasters on human health. U.S. educational institutions and health and human service organizations that employ nurses must commit to increasing access to a variety of quality disaster-related educational programs for nurses and nurse leaders. Opportunities exist to strengthen disaster readiness and enhance national health security by expanding educational programming and training for nurses.

Using Prosopography to Raise the Voices of Those Erased in Social Work History

In this article, we introduce prosopography, a valuable historical research method that can be used by feminist social work scholars. While feminists in various fields use this methodology to investigate background characteristics of women in history through collective studies of how they have established relationships and networks to influence change, our review of the literature suggests that it has been little used in social work. We provide a brief overview of prosopography, strengths and limitations, and an illustration of the method as enacted focusing on the roles of early feminists within the development of nonprofit human service organizations. It is our intent to demonstrate the possibilities of prosopography to identify and understand groups of women who have been erased in social work history.

Many nonprofits vulnerable to uncertainty due to low operating reserves

Nonprofit Business AdvisorVolume 2017, Issue 335 p. 5-8 Financial Management Many nonprofits vulnerable to uncertainty due to low operating reserves First published: 21 July 2017 https://doi.org/10.1002/nba.30344Read the full textAboutPDF ToolsRequest permissionExport citationAdd to favoritesTrack citation ShareShare Give accessShare full text accessShare full-text accessPlease review our Terms and Conditions of Use and check box below to share full-text version of article.I have read and accept the Wiley Online Library Terms and Conditions of UseShareable LinkUse the link below to share a full-text version of this article with your friends and colleagues. Learn more.Copy URL Share a linkShare onFacebookTwitterLinkedInRedditWechat Abstract New research from accounting firm BDO shows that the nation's nonprofits are still struggling with liquidity issues that could hamper their ability to weather a downturn in donations and grants. The firm's recent study Nonprofit Standards found that nonprofits have liquid unrestricted net assets amounting to an average of 8.7 months of operating reserves. However, some 40 percent maintain between one month and less than six months of reserves, and almost a quarter of health and human services organizations surveyed for the report don't maintain any operating reserves at all. Volume2017, Issue335August 2017Pages 5-8 RelatedInformation

Nonprofit Growth and Decline During Economic Uncertainty

ABSTRACTDuring times of economic uncertainty, why are some human service organizations able to grow while others fail? In this paper, we present qualitative data on differences in the institutional logics adopted and managerial strategies used by child and youth–serving organizations during the 2008–2012 recession. We compare organizations that grew with those that experienced decline, looking particularly at those organizations with increased versus decreased dependency on government funds. We find differences in service population allowed some organizations to remain successful within a government-partnership logic; others faced decline if they did not entrepreneurially adopt a market logic.

Goodbye comand & control – Hello circles!

Introduction : While most organisations in the health and social services strive to reduce fragmentation in care delivery, especially Primary Health Networks in Australia, they themselves suffer the side effects of a command and control bureaucratic organisational design and work in siloed departments. It is generally agreed that the current ‘department’ or ‘stream’ based organisational designs have many drawbacks including, causing silos and fragmentation, turf protection mentality, stymied collaboration and integration, inability to use the full capability of staff and grow and develop staff. Change : So is there an alternative? Moving away from the historical command and control bureaucratic organisational design, reducing fragmentation between and within organisations, requires a new way of working and organising. To achieve this, structures and processes that enable and facilitate collaboration and coordination, rather than those that block and impede it, are needed. North Coast Primary Health Network (NCPHN) over the past two years has moved to a new way of organising itself and working. We simply call it CIRCLES. Innovation : A CIRCLE is a formal organisational structure designed to carry out business functions or projects. Importantly, the CIRCLE transcends organisational departments and silos. There are clear structures, processes and elements that we have developed through trial and error and experimentation. When the need for a CIRCLE is determined, the process of establishment includes first and foremost identifying the capabilities required to achieve the project outcomes. The capabilities are then matched to staff using the NCPHN ‘capability repository’. Staff whose capabilities are a match, from across the organisation, are invited to join the CIRCLE. This is the tactical CIRCLE responsible for the 'doing'. CIRCLEs operate in three monthly cycles, each cycle beginning with a Strategy meeting (participants are; tactical CIRCLE members, experts and management) wherein the plan for the ensuing three months, including measures, are set out. The tactical CIRCLE meets on a weekly basis in an hour long (maximum) sharp & purposeful meeting to ensure progress in achieving the program metrics and remove any obstacles. The tactical CIRCLE members have defined roles including the CIRCLE Lead and CIRCLE Facilitator. The CIRCLE has a technology application where all the CIRCLE’s information is stored and is accessible to all. The CIRCLE methodology ensures that the regular progress is being made in a cyclic and consistent manner in achieving the organisational objectives and strategies. We have developed this model that shifts power from management hierarchy to functional roles - moving the power to the collective rather than individual managers. CIRCLES exercise autonomy and creativity. Once the scope and purpose of the CIRCLE has been developed and confirmed, the CIRCLE is free to organise itself within the basic building blocks provided in the CIRCLE manual. This has been a major change management process.This is an essential internal change required in health care organisations to facilitate integration. The method is applicable for working between organisations as well. We have published our CIRCLE methodology in a handbook, suited to human services organisations. The model is transferable to all human service organisations.

THE HOUSTON ALLIANCE TO ADDRESS DEMENTIA ENACTS SYSTEMS CHANGES IN MOBILIZING DEMENTIA CARE: CASE STUDY OF THE HOUSTON METHODIST HOSPITAL SYSTEM

The Houston Alliance to Address Dementia (HAAD), funded by a three-year grant from the Administration for Community Living, has been created to construct a dementia capable system of home and community based services and supports in Houston/Harris County, Texas. Prior to HAAD, few formal linkages existed between Harris County health and human service organizations and dementia-capable resources. HAAD has filled that gap by creating a systematic approach to identifying individuals with or at risk of dementia and their care partners and appropriately connecting them to various resources that can promote their safe and independent living in the community. This poster will describe and evaluate the partnership between HAAD and the Houston Methodist Hospital System, an eight-hospital system serving greater Houston, which serves as a good case study for this systems change. Five hospitals participated in the HAAD systems change protocols. Representatives from the social services teams participated in baseline assessments and focus groups on their hospital's dementia capability. This data informed education programs designed to address knowledge gaps within the hospitals. 16 professional trainings including 1 webinar were delivered, reaching 357 providers in the Methodist system. The Methodist team working with the HAAD project devised an easy referral process for busy healthcare providers. Knowing that elders underutilize community resources, providers struggle to stay abreast of available community resources, and patients may be ill-equipped to initiate contact with community resources, secure email referrals were put in place for Methodist providers to connect to community resources and establish a warm handoff of information. Based on location and need level, clients with cognitive impairment and/or their caregivers are triaged to either the care consultant at the Alzheimer's Association or the HAAD dementia specific case manager or caregiver support specialist. 228 PWD and caregivers have been referred and received assistance through this project over the course of twelve months. Key lessons learned: all steps must be in the natural workflow for referrals to occur. Introductory meetings helped to increase referrals and communication. Availability of resources must be advertised repeatedly. Flexibility in programs to meet needs of the hospital community were critical in success.

휴먼서비스조직 돌봄서비스제공자의 심리적 임파워먼트 척도개정 및 타당화 연구 : 요양보호사를 중심으로

휴먼서비스조직 돌봄서비스제공자의 심리적 임파워먼트 척도개정 및 타당화 연구 : 요양보호사를 중심으로

PLANKTON: A New Theory of Organization for the 21st Century

Theories of the organization were extensively researched during the 20 th century and are still important at 21 st century. We explain the behavior of organizations and then propose an innovative and creative perspective through the pronunciation of PLANKTON organization theory, which responds to the new needs and developments of organizations human services in the technological and global world in which we live. The organizational PLANKTON theory is a theoretical perspective that has been developed by the authors during the last fifteen years as a result of an intensive advisory work to human service organizations and College teaching at the Human Services, Sociology and Political Science departments in Israel. PLANKTON theory of organization proposes eight theoretical concepts through which the understanding of the theory is possible. The eight concepts are planning, learning, achievable, norms, knowledge, technology, opportunity and natural.

Mack Center on Nonprofit and Public Sector Management in Human Service Organizations

This invited set of reflections upon the research carried out under the auspices of a school of social work is part of a series featuring research centers. It reflects 25 years of scholarly work related to both public and nonprofit human service organizations at the only university-based research center in the United States devoted to research on the management of human service organizations. Organized in the predefined categories of center history, structure, past projects, and current projects, it features current and past research in the areas of welfare services, child welfare services, adult and aging services, organizational support for evidence-informed practice, sustainability of nonprofits, international human services, and practice research methodology. Dedicated to the principles of team science by including graduate students, postdoctorate fellows, and consulting researchers, the Mack Center features the processes of practice research in which practitioners play a major role in the research process.

Sustainability of Nonprofit Human Service Organizations in a Neighborhood Context

Nonprofit human service organizations (NHSOs) carry both practical and symbolic implications for serving local needs. Whether neighborhood characteristics influence the existence of NHSOs is a critical inquiry, albeit with mixed results. This study examines the relationship between neighborhood characteristics and organizational sustainability based on the data of the capital district of New York State. Spatial analysis showed that the largest concentration of NHSOs remains in the inner‐city neighborhoods. Regression analysis identified small revenues of organizations and density of African American residents as significant factors that are negatively associated with the longevity of NHSOs, controlling for neighborhood income level. These findings imply that small‐budget organizations in African American neighborhoods may experience a quick turnover, which prompts a deeper understanding of how NHSOs attempt to sustain in such neighborhoods.

Lilly Endowment awards $100 million for Indiana‐focused groups

As part of its support for efforts that improve the quality of life in Indianapolis and in Indiana, the Lilly Endowment has announced $100 million in grants to 15 human service organizations to help them enhance their long‐term impact by building stronger financial futures. The grants, which complement the endowment's regular support of human service organizations through direct grants and its grants to United Way of Central Indiana, reflect the organization's long‐standing commitment to help charitable organizations that strive to improve the lives of low‐income individuals and families and build social capital in communities across the city and state.

Mission and Advocacy Structure: A Perspective from Human Service Organizations

Nonprofit organizations are expected to advocate for the needs of their clients. However, advocacy is often not part of organizational structure, which can create reactive rather than proactive res...

Organizational Identification: Perspectives of Dispersed Social Workers

Human service organizations are often challenged to become more efficient while maintaining the quality of their services. As a result, more organizations have restructured, adopting the practice of dispersed work, which allows employees more freedom and flexibility to meet organizational goals outside of the traditional workplace. While dispersed work allows social workers to engage in work activities beyond the traditional office environment, it may also impact their sense of belonging to the organization. Eleven dispersed social workers were interviewed to understand how interaction via new communication technology impacts organizational identification. Overall themes gleaned from this study suggest that although dispersed social workers perceive themselves as having more autonomy and flexibility, they also can feel socially isolated and disconnected from their peers and supervisors, which may negatively impact organizational identification. Despite the enhanced efficiency that technology can bring, human service organizations must strive to understand the unintended consequences of a dispersed workforce.

White Bear Syndrome: Recognizing Potential Roadblocks in Transitioning from Practitioner to Leader

ABSTRACTSocial work practitioners are ingrained with values that shape their professional selves and the activities they perform. A critical piece of clinical social workers’ motivation involves relationships with clients. This firmly entrenched mindset can present barriers when practitioners become leaders in human service organizations. Transitioning from clinical practitioner to leader requires a paradigm shift. To help understand and overcome internal conflicts, the authors use the white bear syndrome accompanied with symptoms and strategies to help pinpoint potential struggles. Key questions are provided to help clinical practitioners successfully transition into leadership roles.

Minority Founders of Community-Based Organizations in a Neighborhood of Concentrated Disadvantage: Motivations, Barriers, and Strategies

ABSTRACTThis study examines the significance of organizational founding and leadership by focusing on the minority founders of nine community-based–human service organizations in a neighborhood of concentrated disadvantage. It discusses founders’ motivations, barriers encountered, and strategies employed in establishing and operating such organizations. The paper draws on both institutional and resource dependence perspectives by paying particular attention to how minority founders seek to establish legitimacy and secure resources, but it also makes an important contribution to these perspectives by noting the distinct challenges and advantages for minority founders operating in a racialized context. Implications for research and practice are discussed.

Managerial and Frontline Perspectives on the Process of Evidence-Informed Practice Within Human Service Organizations

ABSTRACTEmphasis on evidence-informed practice (EIP) in human service organizations aimed at improving service quality and client outcomes has increased in recent decades. Research has suggested that the organizational context shapes EIP, yet few studies have explored the agency-based activities that constitute this form of practice. This survey of 473 managers and frontline practitioners in 11 county human service organizations examines EIP activities in agency settings. Analysis of responses to open-ended questions identifies the specific cognitive, interactive, action, and compliance dimensions of EIP, including challenges. EIP emerges as complex and nonlinear, shaped by organizational environment, practitioner perspectives, and client needs.

The Effects of Accumulated Wealth and Corporate Governance Quality on Nonprofit Performance

This study will explore the relationship between governance quality, accumulated wealth, and organizational performance in U.S. nonprofits. Accumulated wealth in nonprofits has been previously shown to reduce overall support contributions due to donor perception of reduced need of financial resources. The absence of shareholders in the nonprofit sector also lend itself to weaker monitoring mechanisms and inherent agency problems. Despite the size of the nonprofit sector (5.5% of GDP and 9% of employment), the impact of governance in organizations with accumulated wealth has not received much attention. Using recent data on governance practices at nonprofits, this study finds that the strength of governance practices in nonprofits reduces the negative impact of accumulated wealth in Arts, Health, and Human Services organizations.