Some of the most often quoted verses in regard to these roles are found in 1 Timothy 3 where Paul admonishes the early church to remember the role and the character of overseers or elders. Attention is also given to the spiritual character of deacons or the leading servants of the church. The words of a teacher reflect how IFR provision is guided by both the logic of social equity and fairness and by market-like logic: A frequently asked question in the local church setting is, "Who is in charge?" People want to know, what is the authority structure? This is a question that is asked by new members coming into a fellowship. It is also asked by pastoral candidates who are thinking about going to a church. It is asked by many within a local church as they try to discern what might work best for their particular fellowship.

Similarly, an employment consultant told of a client who could not attend meetings with his case worker at the National Insurance Institute, in which he was supposed to ask for monthly allowances, merely because he could not afford to take the bus: “I gave him the bus money because that’s the only way I could ensure he get there and receive the rights he’s entitled to” (Interview 16). Later in the interview, she said: Lessen deterministic thinking about causes (e.g. “he can’t help it.. he has ADHD” or “… he saw his father be violent”) – it is always multi-causal. Alongside the marketization of policy implementation, the analysis reveals that the values of accountability to citizen interests, quality service provision which fosters equality among citizens, and comprehensive support to clients are also central characteristics of contemporary service provision. These often contradictory values create an environment in which the boundaries of the workers’ role become vague, facilitating the provision of IFRs by SLBs. The ambiguity of this situation was well expressed by a physician, who was confused by our question regarding IFR provision: The first identified issue in the case comes in the form of Patty Matthews. The problem with Ms. Matthews is that she has shown a propensity for uncooperative behavior regarding the proposed policy changes. The workday consists of appointments of seven to fifteen minutes when I meet with patients. I hear what the problem is, ask questions and examine them and provide them with home care or physical care in the clinic. And in addition to this very tight schedule, today I also need to give them a formal detailed letter of all the things I did. It goes without saying that you can’t do your job properly under these conditions (Interview 65).

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Indeed, we are committed to increase citizens’ wellbeing. Because our clients need resources beyond what the organization gives them, only informal resources will allow us to achieve this goal (Interview 2). Conclusions The informal resource of availability was widely reported by participants from all policy domains. However, a cross-coding analysis found nurses to be the exception to this rule. The uniqueness of this finding might be explained by the needs of the nurses’ clients: most interviewed nurses worked in hospitals and their availability was mainly required during their formal shift. This is in contrast to other healthcare professionals, such as community-based nurses or doctors, who broadly mentioned availability as an informal resource they provided to clients. He also potentially escalate the issue to the president of the bank, Ray McIntosh, who would have the authority to immediately implement some form of strict disciplinary measure given that it is the future success of the bank at stake. Lastly, he could communicate with Tim Hall, the VP of Operations, who is the boss of Allen Jones and in turn Patty Matthews. Many churches struggle as to whether to have a plurality of elders. In the aforementioned debate, Mark Dever stated his belief in the plurality of elders. Patterson also said, "I do not have a problem with the multiplicity of elders within congregationalism." While I agree with both Dever and Patterson at this point, the vast majority of our churches choose to have a singular pastor, bishop, or elder. I think that is quite fine. Even when additional staff members are employed or lay elders are selected, I think the issue before us is not as much an issue of polity, but of character. Having been a pastor for a long time and having worked with and ministered to pastors for a long time, I can tell of very sad situations that have come from both congregation-led churches, pastor-led churches, and elder-led churches. When humans are involved, there is always going to be the possibility of conflict. Where there is a congregational group of people who look to the Lord for strength and guidance, there will always be a possibility of reconciliation, redemption, and resolution. It is my hope and prayer that all of our churches will seek to have a Christ-likeness that results in resolution of conflict regardless of their polity or structure.

As long as the agent is authorised to act on behalf of the landlord, the tenant is therefore entitled to assume that what the agent says is authorised by the landlord. Even if it is something which the landlord did not actually agree to. (Unless it is something so bizarre that no agent would be authorised to do it). Later, this respondent explains how the immersion of values of effectiveness and public interest into the work environment makes IFR provision inevitable, virtually compulsory ( Vigoda-Gadot 2006, 2007):all individuals aged 16 years to 64 years with underlying health conditions which put them at higher risk of serious disease and mortality Sandra asks in her question whether it is the tenant who is in charge here. The answer is that tenant is not in charge as such, but you cannot force tenants to agree to something they do not want to agree to. On the other hand, there is the tendency for pastors or elders to decide that they want to rule rather than lead. This kind of leadership often tends toward an autocratic style that alienates other staff and certainly lay leaders within a fellowship. This unfortunate situation is being witnessed across our country. The CEO model of pastoral leadership is leaving its sad mark all across our Convention. Sadly, this kind of leadership comes often not from theological reflection but from a personal need to be seen as powerful In the health domain, despite health insurance law aimed at guaranteeing every citizen the right to quality medical care, researchers argue that the Israeli health system needs an “urgent transfusion” ( Svirski 2018). There is low government investment in health, long lines for doctors and medical procedures, an overloaded hospital infrastructure, scarcity of medical staff, and growing spending on private health services ( Linder 2018). Arm parents with some simple concepts that have proved empowering: e.g. entitlement, the power of being irresponsible, etc.

Neither the DHSC or NHS England have formally announced that this is the division of responsibilities involved in the rollout, however. Today there is more of a demand for numbers—for example, a table is sent to us asking how many rights fulfillment actions you have done for the client. There are constantly goals and schedules. We need to constantly assess ourselves (Interview 43).The cross-coding analysis revealed that teachers provided this type of resource to the greatest extent, followed by SLBs from the welfare profession and then nurses. Medical doctors were least likely to report provision of instrumental IFRs. These variations may be attributed to differences embedded in the nature of the professions, whose goal is broadly defined: a teacher’s overall mission is to provide knowledge to students, and a major part of the welfare workers’ job is to provide information to clients (e.g., their social rights, eligibility for allocations and support from various institutions). Thus, informal consulting and information-related assistance are provided more commonly by workers in these professions than from workers in domains whose professional mission is more specifically goal-directed, such as nurses and doctors. Material IFRs Cross-coding analysis revealed that teachers are the main providers of material IFRs. Workers in the welfare domain reported supplying informal material resources less often, whereas healthcare workers reported provision of this resource type the least frequently. Such variations may be attributed to different types of interactions with clients-citizens. Both teachers and welfare workers have long-term acquaintances with clients. Indeed, teachers might witness hardship among students (or their families) on a daily basis, allowing them to identify emergencies as well as long-term difficulties and deficiencies and highlighting the need for material assistance. Other workers, whose acquaintances with clients are short term or occasional, are probably not aware of such needs. Factors Influencing the Provision of IFRs When we dive into these four areas, it becomes fairly apparent that ensuring new hires successfully adjust requires the input of more than just the HR staff. It does, indeed,take a village.

It is not yet known how the vaccine rollout will happen in Scotland, Wales and Northern Ireland, though the NHS there is likely to also play the lead role. The 40m doses of the Pfizer vaccine are for the whole of the UK and the DHSC has spoken to the devolved administrations about this, but nothing has been decided yet.Aiming to portray the nature of contemporary service delivery, we have focused on the issue of “who’s in charge” in the frontline. Thus, the first study goal was to contribute to growing knowledge in public administration about current forms of service delivery, by highlighting its informal aspect. The second goal was to contribute to the SLB literature, providing evidence of the fundamental role SLBs play maneuvering between designed policy and citizens’ actual needs, in times of reduced formal resources. A: Yes, especially initially, when the first task will be vaccinating the ten different groups deemed the greatest priority. They include care home residents, NHS and social care staff, over-80s and the 2.2 million people on the “shielding” list because they have serious underlying health conditions. However to succeed in this, you would have to be able to prove, on the balance of probabilities, that the tenant would – had the agents insisted – agreed to sign to start the tenancy a week early. As opposed to pulling out. Which you may not be able to do. Workers were first asked to describe their general work routine and their formal job requirements. The opening question was: “Describe a regular workday routine in terms of your interactions with clients. In defining your role, what services are you supposed to provide?” They were then asked to describe the resources they provide to clients, in terms of the formal resources supplied by the state or organization. The main part of the protocol focused on the provision of IFRs. After the interviewer clarified the distinction between formal and informal resources, participants were asked if they provide the latter to clients, and ensuing questions probed the types of IFRs they gave to clients, to whom and for what reason. For example: “Do you only provide clients with what you are required by your job, or do you sometimes want to give them other resources the organization does not require of you?” “Have you ever provided informal resources to clients? What resources?” Interviewees were asked to provide as many examples of such practices as they could recall. Follow-up questions included: “Why did you provide such resources?” “To what type of clients do you provide informal resources, and why? What about other clients?” Interviewees were also asked about the perceptions of others (managers, colleagues) about these practices. Finally, participants were asked about the personal implications of providing such resources. All interviews were audio recorded, transcribed, and analyzed.