We live in an ever-changing world; the world in which we lived five years ago is long gone, the political, social and economic dynamics of the environment is not as it once was. As people evolve and adapt to these changes, human service organisations must be ready; not only to address the issues being faced by their clients over the years but to anticipate and prepare to deliver a kaleidoscope of new services to meet the challenges being faced by their clients in today’s world. As a result HSOs are not oblivious to change, they must change as the dimensions of the task environment changes; in fact over the years changes within these organisations have taken place on a grand scale, some on a small-scale, some gradual and others radical. These changes range from organisational structure, technological innovation, social forces and economic factors. HSOs must be ready to impart the requisite skills, knowledge, resources and other services need by their clients to improve their lives. Not only must the human service organisation remain poise to intervene in the lives of those they serve, they must also make adjustments to the internal operations of the organisation and regularly evaluate the effectiveness of the service they offer to clients. The human service organisation therefore needs to have a dynamic team in order to deliver quality service to its ever changing clienteles and it is important that these organisations are headed by the kind of leadership that not only foresees the changes to come but have a plan in place to respond and sustain it.
According to Human Services as Complex Organizations 2010, organisational change refers to the process that occurs in HSO as a result of external constraints imposed on it or as a resul...
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...lourishing programs and projects. Where the budget falls short, it is supplemented by searching for new resources from multilateral agencies, interagency collaboration, service delivery modification, political advocacy and saving on staff. The Child Development Agency, according to their End of Year Report for 2007, gets gifts and grants from local and international organizations. In that year the agency got a gift of $4,000,000.00 from the British High Commission to assist with their child care facilities. The PATH programme which is provided to needy families and the elderly have implemented greater accountability on staff members and on recipients in an effort to ensure that only the neediest persons are eligible but also recipients have to ensure that they meet their end of the bargain by sending their children to school or else they risk losing their benefits.
Since we are all at least heading towards the Human Services profession, what do we need to do to prepare ourselves? By following a few suggestions and taking to heart the seriousness of Burnout, hopefully, we can create ourselves some resiliency to withstand the daily grind.
Human Services workers must have some other qualities as well in order to successfully complete their position in this career. Some of these are but not included are; effective listening and communication, effective organization skills, and good working relationship with others. As I considered Reamer (2006), he goes on...
Define the term “the whole person” and explain why this is important in human services and explain the components of “the whole person”
Human services professionals are those who facilitate and empower those in society who require assistance in meeting their basic human needs both emotionally, mentally, and physically. Human services professionals work with diverse cultures in many different settings to provide prevention, education, and resources for individuals, families, groups and communities. Some of the populations served are, children and families, adolescents, and the homeless. To support groups in crisis human services professionals must be committed, patient, possess listening skills, and have an ability to be empathetic without reducing one’s ability to be empowered (Martin, 2011).
In Human Service practices there are 3 models of service delivery used by professionals. These include the medical model, public health model, and the human service model. Each of these models differs in several ways, although the use of all three interactively, can many times provide the most effective outcomes for clients. Human Service professionals should have knowledge of all 3 models in order to effectively serve each unique individual and his or her specific needs.
The field of human service consists of particular goals and objectives of human needs, and it promotes improved services delivery systems by addressing the overall quality of life of service population. Similarly, Human service delivery system focuses on how human service professionals approach their work. While encompassing a broad range of idea, Human service is a unique useful and purposeful discipline aiming to assist human needs and communities through an interdisciplinary knowledge base. Human services professional is a generic term for people who hold professional and paraprofessional jobs, and it concerns to improve the quality of life of people, accessibility, accountability, and co-ordination among professional and agencies in service
This paper will be broken down into six sections profiling each critical part of implementing and managing change in an organization. The sections included are; outline for plan creating urgency, the approach to attracting a guiding team, a critique of the organizational profile, the components of change, and how to empower the organization.
Change is a fundamental element of individuals, groups and all sorts of organizations. As it is the case for individuals, groups and societies, where change is a continuous process, composed of an indefinite amount of smaller sub-changes that vary in effect and length, and is affected by all sorts of aspects and events, many of which cyclic are anticipated ones. It is also the case for organizations, where change occurs repeatedly during the life cycle of organizations. Yet change in organizations is not as anticipated nor as predictable, with unexpected internal and external variables and political forces that can further complicate the management of change (Andriopoulos, C. and P. Dawson, 2009), which is by itself, the focus of many scholars in their pursuit to shed light on and facilitate the change process (Kotter 1996; Levin 1947; et al).
The culture of a human service organization (HSO) impacts the managers, workers, clients, and all entities interactions. Culture is created and influenced by varies aspects and can be positive, negative, or a combination of the two. This paper will discuss the impact of culture and learning within an organization, and how it relates to supervision, personality differences as well as risk and safety as it relates to culture.
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Changing Roles. Traditionally, HR has been an administrative position-processing paperwork, benefits, hiring and firing, and compensation. However, recently HRM has moved from a traditional to a strategic role, the emphasis is on catering to the needs of consumers and workers. Before, HR was seen as the enemy and employees believed that HR’s main purpose was to protect management. Now, the position requires HRM to be more people oriented and protect their human capitol, the staff. In addition, human resource management has to be business savvy and think of themselves as strategic partners in the 21st century.
...days. All human resources professionals must be aware of the trends in their field and need to plan a head to meet the future requirements in this world of globalization.
In recent times, Human Resource Professional has faced a growing number of challenges in responding to the needs of the contemporary workforce and attempting to win “The War for Talent”. These include globalisation, increasing workplace diversity, technological change and an aging workforce among others. This essay will attempt to show that the three most pressing concerns the Human Resources Professional faces today in satisfying the needs of the contemporary workforce are those, of addressing skill gaps, ensuring employee wellbeing and adapting to increased workplace diversity. Companies will need, to address these three areas; in order to become “Employers of Choice”, meet the needs of their employees and achieve their Strategic Human Resource objectives and ultimately succeed in “The War for Talent”.
Jones, G. R. (2010). Organizational theory, design, and change. 6th Ed. Upper Saddle River, NJ: Prentice Hall
Robbins et al. (2011, p. 186), states ‘Change is an organizational reality and affects every part of a manager’s job’. Today’s wave of change primarily created by economic condition so change is now such a constant feature of organization life (Goodman, E. 2011, p.243). Organizations need to be changed at one point or another in structure, technology or people. These changes are defined as organizational change (Robbins et al. 2011, p.18). Organizational change is important because changes can increase effectiveness and efficiency, the innovation of products, services as well as dealing with changes in external and internal forces (Goodman, E. 2011, p.243). However, ‘the bottom line is that organizational change is difficult because management systems are design and people are rewarded for stability’ (Lawler, E.E. & Worley, C.G. 2006, p.11).