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relevance of Maslow's hierarchy of needs in organisations
relevance of maslow's hierarchy of needs in an organization
case studies using maslows hierarchy of needs in the workplace
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I have already mentioned in my Planning and Development stages that for the purpose of completing the Graded Unit Project, I assisted a service user; whom I assigned the alias of ‘David’, to play a group game of basketball. Now I have completed the activity, I will evaluate the efficiency and effectiveness of the project as a whole, as well as evaluating the appropriateness of the methods and theories I used in my practice. With the aim of identifying a suitable activity, I cross-referenced the information in David’s support plan with Abraham Maslow’s ‘Hierarchy of Needs’. Maslow’s theory (1943) allowed me to focus on short-term goals to improve his lack of confidence and self-esteem, and how assisting with the development these personality traits would ultimately reward David with the attribute of problem-solving. I then proposed the recreational activity to David on the grounds of encouraging his development in the afore-mentioned areas with the view of pursuing the long-term goal of increased independence. While formulating this activity, I decided I had to gather information from the various units I have covered throughout my HNC Social Care studies, with particular consideration given to the values on which The Scottish Government’s [TSG] ‘National Care Standards’ (2005) were created. The British Association of Social Workers (2012) tell us that these ‘values’ can be regarded as particular types of beliefs that people hold about what is regarded as worthy or valuable. In social care, these values consist of Dignity, Privacy, Choice, Safety, Realising Potential, and Equality & Diversity. As these are the underpinning principles Scottish Social Service Council’s [SSSC] ‘Codes of Practice’ (2009), I strived to impl... ... middle of paper ... ...are.org.uk/aims-objectives/ • Maslow, A.H. (1943). A theory of human motivation. [webpage] available at Psych Classics website; psychclassics.yorku.ca/Maslow/motivation.htm • Social Care Institute for Excellence (2010). Adults Services: SCIE Guide 15 - Dignity in Care, Social Inclusion • Scottish Social Services Council [SSSC] (2009). Codes of Practice for Social Service Workers [PDF] available at Scottish Social Services Council website; sssc.uk.com/doc_view/1020-sssc-codes-of-practice-for-social-service-workers-and-employers • The Scottish Government [TSG] (2005). National Care Standards - support services (revised march 2005) [PDF] available at The Scottish Government website; scotland.gov.uk/Resource/Doc/239525/0066023.pdf • West, M. (2004). Effective Teamwork: Practical Lessons from Organisational Research, Second Edition [print] Leicester: BPS Blackwell.
Leadbetter, D. and Lownsbrough, H. (2005) Personalisation and Participation: The Future of Social Care in Scotland, London, Demos.
Scottish Social Services Council [SSSC] (2009). Codes of Practice for Social Service Workers [PDF] available at Scottish Social Services Council website; sssc.uk.com/doc_view/1020-sssc-codes-of-practice-for-social-service-workers-and-employers
The Health and Social Care Act 2008 made every health and social care service in England and Wales legally responsible for making sure it meets new essential standards of quality and safety. Ensuring that staff are supported in their role of providing care and treatment to vulnerable individuals. It states that staff must be properly trained, supervised and appraised. It also ensures that professional development for all staff and CQC requires that staff are supported and codes of practice are followed and supervisions help us to achieve this.
The Open University (2010) K101 An introduction to health and social care, Unit 3, ‘Social Care In The Community’, Milton Keynes, The Open University.
SiSWE (2003) Standards in Social Work Education The Framework for Social Work Education in Scotland http://www.scotland.gov.uk/publications/2003/0116202/17016 [accessed 12.3.2011]
A positive care environment is reinforced by legislation and national care standards implemented by the Scottish Government. Legislation such as, Data Protection Act 1998, Mental Health (Care and Treatment) (Scotland) Act 2003, Health and Safety at Work Act 1974, GIRFEC (Getting it right for every child) and the Regulation of Care (Scotland) Act 2001 put safeguards in place to give the service user legal rights.
As a student new to social work, The Code of Ethics written by the National Association of Social Workers (NASW) is in the forefront of my mind whenever practicing my freshly learned skills. According to the Code, these rules were written as the “values, principles, and standards to guide social workers’ conduct” (Code of Ethics - NASW, n.d.). Within my most-recent session, certain aspects of this code were relevant, including informed consent, privacy and confidentiality, a commitment to the client, the dignity and worth of a person, the importance of human relationships, integrity and competency of the worker, and social diversity.
It shows that professional values and personal morals do not always have to clash. These values can be used concurrently to provide better services to clients as a social worker. A lot of these professional values practitioners follow are extracted from morally and ethically accepted practices which means they go hand in hand with many personal standards which are also mainly tailored in accordance to moral and ethical beliefs and practices. They all focus on treating every individual equally and fairly and putting the client’s interests first just as the ethical standards
These are the values that all social service workers must follow. I feel that the most important value that underpins social care practice is trust. It is very important that the person being cared for trusts you as their social service worker. The best way to do this is to develop a strong relationship with the person so that they know that they have someone they can speak to if they ever have a problem. This value is described in various different ways within the SSSC codes of practice. One of these codes states that as a social service worker should be seen as “being reliable and dependable” (SSSC,2009:2.4) if you are always there for them then they will be able to trust you. Another value that is related to the SSSC codes of practice would be the value of respect. All clients want to be and deserve to be respected by everyone especially their social service worker. This also means respecting their personal belongings as well as them as a person. As a social service worker your role includes “treating each person as an individual” (SSSC,2009:1.1) this just means that everyone should be accepted for who they are and treated with the utmost
Dominelli, L (2004). Values ethics and empowerment in Social work theory and Practice For a Changing Profession.Uk: Policy Press
The six core values of social work should guide and impact how social workers act and treat their clients. A social worker must show anyone who they come in contact with that they are valued by serving, standing up against injustices, letting them know they have inherent worth, teaching them the importance of healthy human relationships, having integrity, and being competent. These values are necessary to apply not only to the professional areas but in our daily
Social work practice is a profession where it works alongside the ‘code of ethics’, these consist of formal statements which represent values of the professional community. The national associations such as Britain state the core values within this field are human dignity and worth, social justice, service to humanity (human rights), integrity and competence. The professional field is regulated by the ‘British Association of Social Work’ (BASW). The core values within social work are huma...
Researching the Hierarchy of needs pyramid this is was done because he wanted to understand what motivates people. What was believed was that people take a set of motivation system unrelated to rewards and unconscious desires. Maslow stated that people are motivated to achieve certain needs. When one need is met a person seeks to fulfill the next one and so on. http://www.simplypsychology.org, 2007-2014 . With the Maslow hierarchy of needs it starts at the bottom and work its way up to the top. One must fulfill lower lever basic needs before
Commission for Social Care Inspection (2005) Making Every Child Matter, Commission for Social Care Inspection
An individual’s contribution towards teamwork is a hidden factor towards high performance that not many people understand until they have had significant experience working with various teams. While interdependence amongst all team members is something people are familiar with, one tends to undermine the necessity and intensity of individual contributions. Hearing Professor Hutchinson’s lecture he made me realize that there is an “I” in team which motivated me further to improve my individual performance on the team (“Building Effective Teams”). Our first team deliverable was the Team Contract which encompassed all our goals, expectations and formal rules that would govern our team’s performance. After delivering our team contract, every team member had a clear understanding as to how our team would function. We had a common goal and very organic values and ideas.