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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. Gardner (2006) states that the culture of an organization can be examined through many different theories. From a postmodern approach it would be asked what are the “different ways that people experience this organization” (2006, p.106). In contrast, a modernist approach would ask, “what is the issue and it’s cause” (2006,
It was thought that if a social worker was engaging in the life and struggles of a client, it needed to be ensured through supervision that the personal life of the worker did not influence their interactions. Presently, in HSO the notion of supervision demonstrates a dichotomy between hierarchy and control or support and nurture. Kadushin (1985) outlines support, education, and administration, as three areas to consider when looking at the conflict of practice and pressure faced by supervisors and the supervised. Gardner (2006) states that supervision within an organization is going to have it’s own culture, which may differ from the culture of the organization. The culture of supervision is impacted by the importance placed on it. To examine this, one could ask, does the supervisor have an agreement that is followed or an agenda for the meeting? Notability, supervision is a way to develop or maintain learning in a
Additionally, differences in personality greatly influence the working culture, dynamics, and effectiveness of a HSO. Some organizations utilize personality tests to look at a worker’s potential strengths. One example is the Myer’s Briggs Type Indicator that can identify how the worker perceives the world. However, perhaps it is the approach taken towards differences in personality that needs to be examined. Gardner concludes, that people tend to impose that their way is right verses understanding the differences between
Another problem with supervision is power which comes affects the relationship between the supervisor and supervisee. Factors like social position, race, gender, social class and sexuality, Issues of subordinate positions of women affect the supervisory relationship. To solve this problem it has been advocated that someone with a similar background should do the supervisory job.(White, E. & Winstanley, J. 2010). APPLICATION OF THE CONCEPT TO CURRENT JOB (CLINICAL SUPERVISION):
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
Professionalism in the social work field goes beyond licensure and expertise (Cournoyer, 2014). According to Cournoyer (2014), social work professionalism encompasses the concepts of integrity, self-efficacy and knowledge, self-understanding and self-control, and social support (Cournoyer, 2014). Embedded in social work professionalism is the person-environment perspective, which posits that our personal attributes, interactions and relationships with others, and environment influence a social worker’s practice. Cournoyer stresses that it is a social worker’s responsibility to acknowledge and regulate his or her personal biases, ideologies, and beliefs when working with clients in order to prevent them from negatively impacting the therapeutic
The field of human services is a complex and encompassing profession, which focuses on the well being of individuals and groups. While there are a number of components that fall into the duties and sphere of influence of a helper, there are generally three main “functions”: social care, social control, and rehabilitation (Woodside & McClam, 2015, p. 9). Social care refers to assisting individuals who are unable to care for themselves (Woodside & McClam, 2015, p. 9). Social control refers to providing assistance to individuals who can care for themselves, but have been unsuccessful in doing so or have done so in a way that defies generally accepted social norms or community laws (Woodside & McClam, 2015, p. 9). Lastly, rehabilitation refers
Personality tests help identify an individual’s characteristics, provide employees and managers information about the individual to use for discussing individual differences, promote conscious knowledge of one’s character, feelings, and motives, and provide a starting point for group discussion (Passmore, 2008). Employers that uses workplace personality tests for development purposes look for tests that are “less psychological and have more positive language, such as Myers-Briggs Type Indicator (MBTI)” (Lloyd, 2012). The MBTI is one of the most used personality tests in businesses today. It was developed over 30 years ago by Katherine Briggs and her daughter Isabel Briggs Myers. They generated their test based on Carl Jung’s theory personality types. Jung proposed that there are two psychological types of the basic personality traits—introversion and extraversion, and four functions (thinking, feeling, sensing, and intuiting). He also believed that everyone has aspects of both introversion and extraversion; however, one of those attitudes is seen more consciously and the other is more unconsciously. Myers and Myers-Briggs added two more functions to Jung’s theory (judging and per...
A social agency is an organization providing some designated client population who experience some defined needs. Services are providing according to prescribed set policies regarding how the agency staff should accomplished their service provision goals. There are a number of concepts can characterize as a social agency. There is human services organization (HSO) that are run by the government and usually regulated by laws impacting policy. An example of HSO is public welfare department (Kirst-Ashman, 2014). Another concept is community base organization (COB). COB is run by people who are not employed by the government. CBO and HSO both provide some designated social services (Kirst-Ashman, 2014). HSO and CBO have values that
This study is expected to provide social workers with information by examining what social workers do post-graduation to help them remain culturally competent. Social workers will be in a position where they can understand barriers/obstacles that make it difficult to engage in the professional development regarding this topic.
Human resource management (HRM) processes are crucial to the success of an acute care hospital facility. In this paper, I will give insight on how HRM processes have to align with the organizations goals and objectives in order to operate successfully. Hiring, training and benefits are a few of the major roles that human resources control in an organization. Therefore, it is important that human resource managers are abreast of all current policies and procedures.
Organisational culture is one of the most valuable assets of an organization. Many studies states that the culture is one of the key elements that benefits the performance and affects the success of the company (Kerr & Slocum 2005). This can be measured by income of the company, and market share. Also, an appropriate culture within the society can bring advantages to the company which helps to perform with the de...
Employee benefits coordinator play a significant role in Human Resource Management. Employee Benefits coordinators are responsible for assisting with employee benefits, maintaining employee data base, managing all insurance billings and maintain employee files, sick pay, vacation and retirement. This study explores the importance of employee benefits to corporations, government agencies and non profit organizations. This paper also researches the effects on the management team and on individual employees’.
The main purpose of Human Resource Management is to increase the effectiveness and contribution of employee’s attainment of organizational goals and objective (Youssef, C.). Many areas of HRM have been discussed in this course. Those areas are EEO and Affirmative action, Human resource planning, recruitment, and selection, Human resource development, compensation and benefits, safety and health, and employee and labor relations. All these categories have an impact on how an organization is managed. Although there are many things that impact a business, the most important thing about managing a business is selecting the right people to help the company succeed.
The concept of organizational culture is one of the most debated topics for researchers and theorists. There is no one accepted definition of culture. People even said that it is hard to define culture and even more change it. It is considered a complex part of an organization although many have believed that culture influences employee behavior and organizational effectiveness (Kilmann, Saxton, & Serpa 1985; Marcoulides & Heck, 1993; Schein, 1985a, 1990).
Organisational culture is emergent and socially created by constant interactions of organisational members with their environment as well as with each other. Looking at the former, Schein (1985) defines culture as learned solutions to problems that arise from positive problem-solving situations, be it problems of “external adaptation” or “internal integration”. Essentially, when confronted a problem that threatens the continuing survival of an organisation, members of the organisation would try out various responses until they discover one that most effectively remedies the situation. This solution, once accepted, is absorbed into the culture and becomes a cultural norm. For the latter, culture also emerges as a way for members to cope with environmental anxieties. For example, in order to cope with the stress of their occupational responsibilities and develop an effective way to communicate their points with each other, members of an organisation may develop their own jargon and language, which then becomes an implicit cultural
Due to the nature of the service HSOs provide to their clients, these organisations possess unique attributes which distinguishes them from other types of organisations such as commercial organisations. As a result, any changes to the status quo of these organisations cannot be predicted in the same way that similar change in commercial organisations does. Regardless of the change that occurs in these organisations, it is hard to determine how the clients, the ultimate beneficiaries; will not only interpret the change but also how the client will behave as a result of their interpretation. According to Professor Hillel Schimid, ‘‘of all the factors that are subject to change in an organisation, the human factor is considered the most difficult and complex change.’’ Despite their extensive knowledge and experience social workers and other professionals are often times surprised by the responses of their clients when interventions are implemented. Some of these clients revert to their prior behavioural patterns because of change, as a result of the counter-production many workers often tend to maintain the status quo and avoid dealing with the need to change or improve their client’s behaviour. However, workers must realise that this fear of change is not beneficial to clients in the long run, simply because the change whether technological or structural, should be an opportunity for workers to teach their clients how to accept changes and learn how to adapt to it through skills training. While it can be a daunting process of disrupting the status quo, it appears to me that some workers are more afraid of disrupting their own predictable work environments in order to maintain their routines, but never-the-less change is inevitable, ...
The social work profession is defined as “a practice-based profession and an academic discipline that promotes social change and development, social cohesion, and the empowerment and liberation of people (ISFW, ‘Global Definition of Social Work’, 2016).” The definition may be true about the profession but it is more in depth than just that. To me, the profession’s primary focus is to help others through life as much as we can while letting them make their own choices and guiding them. In society, social workers are utilized in many different nonprofit and government roles. They serve the community in many different ways from monitoring parent visits to helping people through mental illnesses. Human beings are so complex and things that happen