Every organization would like to have an effective model of management and administration. However, for human service organizations, this often extends past a desire, and into a requirement in order to best implement a service that represents the organization’s values. At Feeding Freedom, our focus is on creating an effective, yet comfortable, and safe workplace that values each member of the team, as employees are a key stakeholder in our organization. In their chapter, The Work Environment, authors Gibelman and Furman (2008a) discussed multiple characteristics that good managers displayed, such as two-way communication, participatory management, and open management. Using these skills have been proven to produce more effective work (Gibelman …show more content…
This axiom emphasizes the role of societal and organizational values and norms (Garrow & Hasenfeld, 2010). In helping to establish an anti-oppressive practice, Feeding Freedom is adamant in being aware of the aforementioned values and norms which may impact both service users’ and staff’s ability to work within the organization. For example, as the primary source of treatment used within our agency is an alternative one, there may be backlash because the norm with eating disorder treatment is to more strictly follow the medical model. This could be a barrier to Feeding Freedom, as it could deter potential clients, funders, or employees who may not be willing to go against the norm. However, instead of letting this inhibit our methods and mission, we aim to embrace using alternative treatment, and focus on educating those within the agency on why such societal values are imposed, in efforts to make a change. On the other hand, the very thing that could be a barrier also has the potential to bring a new opportunity to our organization. Institutional theory identifies that there are rules identified by sources, such as the state, the profession, and public opinion; and that organizations typically follow three (coercive, mimetic, and normative) processes in order to adhere to these rules (Garrow & Hasenfeld, 2010). Following these roles can lead to institutional isomorphism, which in turn can “...[lead] to considerable structural similarity and homogeneity among organizations in the same industry” (Garrow & Hasenfeld, 2010, p. 41). This creates an opportunity for Feeding Freedom to be able to serve those who feel unsatisfied with the traditional model employed by so many other eating disorder recovery
The Human Service field can be challenging to people at times and rewarding as well in other moments of one’s career. What is the Human Services field exactly? According to the National Organization for Human Services they report that “the field of Human Services is broadly defined, uniquely approaching the goal of meeting human needs through an interdisciplinary knowledge base, focusing on prevention as well as remediation of problems, and maintaining a commitment to improving the overall quality of life of service populations” (NOHS, 2009).
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
Eating Disorders." Current Issues: Macmillian Social Science Library. Detroit: Gale, 2010. Gale Opposing Viewpoints In Context. Web. 20 Oct. 2015.
Another problem is ineffective communication. According Herman Aguinis, managers should listen to others, process the information and communicate effectively. They should also instill trust and provide proper direction to their team. As leaders, they should guide, develop and motivate to im...
Dr. Sutton highlights what it takes to be a good boss. People that work for a good boss are 20 percent less likely to have a heart attack (Sutton, 2010). Dr. Sutton wrote that teams with stronger leaders cost the company less money and achieved their work better (Sutton, 2010). Engagement and performance of employees were based upon their direct boss and not if the company was good or bad (Sutton, 2010). Most bad bosses have employees who have check-out: actively disengaged, and undermine their co-workers accomplishments. Managers have to find the balance between performance and humanity to be successful. Performance is about doing everything possible to help followers do great work; while humanity is about employees experiencing dignity and pride. Treating managerial work as an endurance race instead of a sprint race with small wins will lead one to becoming a good boss called grit by Sutton. Sutton believes that good bosses walk a constructive line between being assertive and not assertive enough with guidance, wisdom, and feedback that he called Lasorda’s law (Sutton, 2010).
In civilized societies, there are continuous prizing of thinness than ever before. Occasionally, almost everyone is watchful of their weight. Individuals with an eating disorder take extreme measures to concern where they ultimately shift their mode of eating, this abnormal eating pattern threatens their lives and their well-being. According to Reel (2013), eating disorders are continually misapprehended as all about food and eating. However, there is more to that as the dysfunction bears from emotion concealing a flawed relationship with food, physical exercise and oneself. Persons with eating disorders convey fault-finding, poor self- esteem and intense body discontent. This can lead to extreme distress of gaining weight,
The quality of any organization that uses servant leadership improves, because of the organization’s continuous efforts on development. These efforts help create more efficient, content, empowered and innovative teams to generate more profitability (Schmidt, 2013). Starbucks’ employee satisfaction rate has increased and they have markedly grown since 2014 with their attempt to build a community by offering the free college tuition (Business Wire,
Eating disorders have the highest mortality rate of any mental illness; 24 million people of all ages and genders suffer from eating disorders and only 1 in 10 of those 24 million are treated (ANAD). Eating disorders do not discriminate; all ages, genders, ethnicities and races can be victim to this mental illness. It’s important to be aware of the impact eating disorders have on societies across the globe and how the media plays a role if we want to fight the source and promote prevention and/or rehabilitation. I’ve known many people in my life who have some sort of eating disorder, whether it’s anorexia(not eating enough), binge eating(eating large amounts of food rapidly), bulimia (throwing up their food) or just struggling with an unsatisfying self-image. Becoming aware of eating disorders and how they are developed is important to me because in a perfect world, I would like to see this illness become less common or diminished completely among those that I love and anyone else in today’s society. Eating disorders hit home for many people, including myself. Raising awareness may decrease the rate of eating disorders by informing the population of the harm this illness causes and hopefully promote prevention and/or rehabilitation. With the 3 theoretical approaches used by sociologists, Eating disorders can be understood which will better inform society on how to raise awareness, prevent this illness and help those who suffer from eating disorders.
Creating a structured environment and opportunities to apply what employee have learned and firmly delegate authority will lead viable outcomes in productivity. Managers utilizing situational leadership will have the platform to change their style to meet the workers’ needs and allow for growth and professional development to meet the operational needs.
Luthans, F. and Youssef, C.M. ‘Emerging Positive Organizational Behavior’, Journal of management, vol.5 no.3 June 2007 pp. 321-49.
An organisation is a deliberate arrangement of team consisting different personal identities to accomplish some specific goals and managers are the ones who hold the responsibility of mastering and placing them together to strive for that purpose (Robbins, Bergman, Stagg, and Coulter, 2008). Robbins et al. (2008) have stated that managers are people who coordinate and oversee the work activities of others so that the goal is accomplished effectively and efficiently. Managers usually possess qualities such as having strong communication skills, flexibility, imagination, enthusiasm, problem solving skills, and of course the desire to be a great leader (Phdinmanagement.org, 2014). The structure of management conducted by a manager is often influenced by the four functions introduced by Henri Fayol (planning, organising, leading, controlling); how Henry Mintzberg’s management roles play in the organisation and also the three essentials management skills proposed by Robert L. Katz (Robbins et al., 2008).
In the twenty first century, leaders are required to build a greater impression in which people believe in strategy, trust in management decisions, and trust in their work. Once people believe in management choice, there will be enthusiasm inside an organisation. Such an environment helps the organisation growing or flourish. A doing well leaders create a surroundings in cooperation inside and outside the organisation. (Subir chowdbhury management, 21c financial times prentice hall (2000)
Management is not just about making decisions, watching over employees, and bossing others around. Good management results in satisfied customers, who provide better customer service. In order for new managers to be successful, they need to have good communication, human skills, and the ability to motivate others. The ability to do these skills effectively makes a big difference to a manager and the company’s overall success. Companies depend on managers to fulfill their skills and knowledge to help their company excel.
Creating the right work environment is priority number one for every CEO. Employees at all levels must feel proud working at the company and the CEO should make sure that they have the chance to feel that they are adding value to the company's operations. The golden rule of 80/20 can be a very useful tool to make sure that the CEO provides positive reinforcements to his or hers employees. For every interaction with an employee, the CEO should try to say four good things about that particular employee's work and one slightly bad. In this wa...
“Freedom is having autonomy over one’s daily work” (Williams, 2017, p. 140). It allows for workers to have a sense of belonging and to make decisions that affect their work daily. For example, at Atlas, we operate on schedules with in departments to accomplish work most efficiently throughout the day. However, workers are not assigned to specific job function, they asses the priorities in each area and make the decision to work where they are going to be most productive. At times, redirection is required and we use it as a training opportunity. We do everything we can to avoid micromanaging our staff as we cannot afford for someone to not to be part of the work