Columbia MetroWest Human Services: A Study of Persistence, Planning, and Producing Change.

Autor/inn/en	Gold, Martine; Marrone, Joe
Institution	Children's Hospital, Boston, MA. Inst. for Community Inclusion.
Titel	Columbia MetroWest Human Services: A Study of Persistence, Planning, and Producing Change.
Quelle	2 (1998), (5 Seiten) PDF als Volltext kostenfreie Datei Verfügbarkeit
Beigaben	Tabellen
Sprache	englisch
Dokumenttyp	gedruckt; online; Monographie
Schlagwörter	Adults; Change Strategies; Community Programs; Economic Factors; Employment Services; Job Placement; Leadership Qualities; Marketing; Organizational Change; Resistance to Change; Severe Disabilities; Supported Employment; Vocational Rehabilitation + Suchen Sie Ihr Suchwort? Lösungsstrategie; Ökonomischer Faktor; Employment service; Arbeitsvermittlung; Employment services; Führungseigenschaft; Organisationswandel; Severe disability; Schwerbehinderung; Arbeitsförderungsmaßnahme; Berufliche Rehabilitation
Abstract	This organizational vignette is the second in a multi-part series highlighting community rehabilitation providers. This particular issue focuses on Columbia MetroWest Human Services of Ashland, Massachusetts, an organization that works with people with developmental disabilities and has undergone major transformation resulting in greatly expanded opportunities for individually focused employment and community support for people with severe disabilities. Steps in the change process are described and lessons to be learned are provided, including: (1) leadership needs to include both a strong philosophical base to guide the agency's action and individuals willing to act and take risks; (2) having a detailed plan for the eventual structure of an agency is not necessary to begin the change process; (3) attitudes and beliefs get shaped by experience, and many agencies need to test the efficacy of old beliefs before they can adopt a new belief system; (4) staff, families, and funding agencies have a harder time adjusting to changes than individuals served; (5) during major organizational change, an agency should expect, and perhaps welcome personnel turnover; (6) major organizational change cannot be successful without marketing; and (7) in order to move ahead, difficult compromises must be made. (CR)
Anmerkungen	Institute for Community Inclusion/UAP, Developmental Evaluation Center, Children's Hospital, 300 Longwood Ave., Boston, MA 02115. Tel: 617-355-7338; Tel: 617-355-6956 (TTY); e-mail: marrone@a1.tch.harvard.edu; Web site: http://www.childrenshospital.org/ici.
Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2004/1/01