Note: Sample below may appear distorted but all corresponding word document files contain proper formattingExcerpt from Term Paper:
Part of the supervisor's job is to education social workers, help social workers "internalize the service aspirations of social work practice" and moreover help sustain "the worker-as-person in the face of difficult challenges" (Kadushin, 22-23).
Following the reading of this book, I am aware that when social workers perform "non-uniform tasks" in "uncertain and unpredictable contexts" -- toward objectives that are perhaps "ambiguous" -- that leads directly to more "decentralization of decision making" and hence a greater need for "autonomy" (Kadushin, 36). This is not intended to promote the idea that social workers should be out on their own following their own values and goals. But rather, it is an admission that I do need structure, and when there is uncertainty as to how to proceed, and where my intervention may result in possible failure, I need to know my supervisor has provided direction for me. The book is clear in that regard, because the "desirability" of a supervisor lies not just in leadership, but also in the full use of that supervisor's knowledge and experience.
An Empowering Approach to Management in Social Work -- an Overview
Author Donna Hardina -- professor of social work education at California State University in Fresno -- offers a number of empowering advice and examples in her book, an Empowering Approach to Managing Social Service Organizations. For example she offers a chapter on how to promote the psychological empowerment of workers, suggesting that a social workers duties do not have to lead to "dull, routine, and mechanical" outcomes for the worker (Hardina, 2007). Monotonous work and low motivation lead to very poor quality efforts, so it is the supervisor's job to keep workers engaged and enthusiastic.
Hardina relates empowerment to self-efficacy in the sense that the social worker is trained to empower clients and to assist them in discovering their "inner power," and to help clients increase their sense of self-efficacy by relating to the "true causes of their condition" (Hardina). However, notwithstanding the empowerment tactics used with clients, "…little attention has been paid to the needs of social worker that may feel powerless working in traditional, highly centralized, top-down organizational settings…" (Hardina). In addition, Hardina suggests that low morale, low motivation and "minimal levels of job performance" can result when the social worker is not made to feel important by the supervisor, and when the social worker has very little input into decision-making within the organization.
Hardina also uses the easy read of her narrative to help a social service organization approach team building, an alternative to an agency where decisions are made by a "small number of managers" and power is in the hands of a very few with little or not collaboration with staff. The author offers specifics on skills and strategies that managers need for team building (using 5 specific stages to be used in the process) and after reading these points by Hardina any future manager or leader can clearly see the utility in taking these steps.
Advocacy is a necessary tool not just for the client, but also for the social worker, Hardina explains. Championing the rights of individuals through direct intervention and empowerment is the job of the social worker, but the manager must also use creative and proven advocacy strategies to address potentially challenging issues the social worker is confronted with.
How These Points Apply to Me
In looking ahead to the day when I may be a supervisor, or manager, books like these are important not just to read through and enjoy, but to take notes from and to keep a binder with notes from the best supervisor / manager texts that are available. Empowering people in the community is important, but if the social worker is not empowered to feel good about what he or she is doing, is not empowered to take additional responsibility and to heighten his or her self-image, the work will not get done with the same degree of professionalism that the challenges call for. Knowing how to help build a team -- not just embracing cliches or having a token meeting here or there -- is absolutely vital for the administration of quality social work. This book by Hardina is very useful in that regard.
In conclusion, both the book by Kadushin / Harkness and the book by Hardina contain invaluable strategies and policy advice; but if those books remain on shelves, with no notes taken from them and no ideas gleaned from them to be shared with others, they are rendered moot.
Hardina, Donna. (2007). An Empowering Approach to Managing…[continue]
"Management & Supervision In Social" (2012, February 02) Retrieved December 9, 2016, from http://www.paperdue.com/essay/management-amp-supervision-in-social-53975
"Management & Supervision In Social" 02 February 2012. Web.9 December. 2016. <http://www.paperdue.com/essay/management-amp-supervision-in-social-53975>
"Management & Supervision In Social", 02 February 2012, Accessed.9 December. 2016, http://www.paperdue.com/essay/management-amp-supervision-in-social-53975
Management Development Techniques All business organizations seek to maximize the profitability using the least available resources. The bottom-line in realizing such coveted success is by making their management processes efficient. In this regard, managers will often employ various techniques in developing and improving their existing management styles. This is because new issues always would come up and have to be addressed through the necessary change management initiatives. This study will look
Management accounting is an important factor that helps organizations to map their future directions through providing managers with necessary information for the establishment of strategies that ensures all inputs, processes, and outputs are in line with the organizational goals. Through the information provided by management accounting, managers access information that is critical in formulating policy, making comparison between alternative situations, and evaluate and examine performance. While management accounting has similar
Lesson Plan Amp; Reflection I didn't know what state you are in so was unable to do state/district standards! Lesson Plan Age/Grade Range; Developmental Level(s): 7-8/2nd Grade; Below grade level Anticipated Lesson Duration: 45 Minutes Lesson Foundations Pre-assessment (including cognitive and noncognitive measures): All students are reading below grade level (5-7 months) as measured by standardized assessments and teacher observation Curricular Focus, Theme, or Subject Area: Reading: Fluency, word recognition, and comprehension State/District Standards: Learning Objectives: Students will develop
Branding in Service Markets Amp Aim And Objectives Themes for AMP Characteristics Composing Branding Concept Branding Evolution S-D Logic and Service Markets Branding Challenges in Service Markets Considerations for Effective Service Branding Categories and Themes Branding Theory Evolution S-D Logic and Service Markets Branding Challenges in Service Markets Considerations for Effective Service Branding Branding Concept Characteristics Characteristics Composing Branding Concept Sampling of Studies Reviewed Evolution of Branding Theory Evolution of Marketing Service-Brand-Relationship-Value Triangle Brand Identity, Position & Image Just as marketing increasingly influences most aspects of the consumer's lives, brands
Workplace Violence Everyday in the United States millions of Americans leave their homes and enter the places of their employment. Captain Among these millions, most report to work unaware of the prevalence of workplace violence or fully understand the gamut of actions that represent such violence. It is typical of the media to only report high profile cases including a former employee or a worker losing control - the most
Neo-Confucianism is a philosophy which was born from the need to explain the existence of man and the universe in a manner which was just as complex as the Buddhist one. The philosophers which belong to this school of thought took the core of the Confucian philosophy and enriched it with contributions from other philosophies. It can also be stated that neo-Confucianism is a reaction to various provocations of philosophical
This enables the supervisor to target specific domains which the supervisee is lacking. It also encourages the young teacher to set meaningful goals (which is yet another criticism of professional development plans, because some teachers may genuinely not know how to set useful goals for themselves and their students). However, for a more seasoned professional, the "intensive, hierarchical, interpersonally focused relationship" might seem smothering, even patronizing, and they may