1. What is the managers or supervisors role in a Human Service Organization?
There are several roles of managers or supervisors in a Human Service Organization some of which include:
Coaching: A decent supervisor puts a high need on instructing employees. Good instructing includes working with employees to set up reasonable objectives, action plans and time lines. The manager delegates and furthermore gives continuous direction and support to the employees as they finish their action plans. Occasionally can work objectives be set up without thinking about different parts of an employee's life, e.g., time accessible for training, vocation preferences, individual qualities and shortcomings, and so on. A supervisor is here and there defied with
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In this theory the supervisors come with a positive and optimistic opinion about their employees and they use a localized, participative management style. Individuals are given greater responsibility, and supervisors urge them to build up their skills and propose enhancements. Evaluations are consistent, they are utilized to motivate open correspondence as opposed to control staff. (Brody & Nair, 2014, pp. 131-132)
b) McClelland's theory of needs clarifies the procedure of motivation by separating what and how needs are and how they must be approached. This motivational theory expresses that the requirements for achievement, power, and affiliation fundamentally impact the behavior of a person, which is valuable to comprehend from a supervisor's context. McClelland's theory can be connected to deal with individuals by being recognizing and sorting each colleague among the three needs. Knowing their attributes may absolutely deal with their expectations and help running the organization easily. (Brody & Nair, 2014, pp.
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It expresses that person's conduct is an element of its results. It is based on "law of impact", i.e., person's behavior with constructive results has a tendency to be repeated yet person's behavior with adverse outcomes tends not to be repeated. Reinforcement theory of motivation neglects the inner condition of individual, i.e., the inner sentiments and drives of people are disregarded by Skinner. This theory centers absolutely around the end result for a person when he takes some action. In this manner, as indicated by Skinner, the external environment of the organization must be composed adequately and emphatically to motivate the worker. This theory is a solid apparatus for investigating controlling component for person's conduct. Be that as it may, it doesn't center around the reasons for individual’s behavior. ("MSG Management Study
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
A supervisor is a leader who supervises over a person or facility. These supervisors are similar in positon as a director, manager, chief and more. A supervisor handles a wide variety of responsibilities, like helping it subordinates with understanding goals and the facilities targets. Training new, workers on their role and job titles. Assisting with hiring and firing employees. resolving escalations, and many more. Unfortunately some supervisors are not great to work with while others are. Great qualities that make an effective leader would be a supervisor that inspires, motivate, and instill high values in their employees. There are 3 main theories of leadership, one being behavioral theories, second being contingency theories and last being
A1 – Skinner believed that behaviour in setting which is reinforced tends to be repeated and behaviour that is not reinforced tends to die out or be weakened. Positive reinforcement should be used in setting to strengthen behaviour. Negative reinforcement can also strengthen behaviour because it stops or removes an unpleasant experience. Positive reinforcement can be shown by rewarding good behaviour with stickers and golden time. Negative reinforcement can be shown by doing the opposite of positive reinforcement with no stickers and no golden time.
A human service professional promotes improved service delivery system by addressing quality of direct services. The human services coordinated service for diverse populations such as adolescent, mental illness, youth, substance abuse, children and family. The three populations to be addressed regarding the human service professional population is homeless, mentally ill and the aging.
In the 1940s Abraham Maslow created his famous theory of needs and set the groundwork for David McClelland who in 1961 launched his book, “The Achieving Society” (Mind Tools, n.d.). McClelland’s Acquired Needs Theory explores the thought that “needs are acquired throughout life…needs are not innate, but are learned or developed as a result of one’s life experiences” (Buchbinder & Shanks, 2007, p.27). In this theory are three types of needs: need for achievement-desire for success, mastering tasks, and attaining goals; need for affiliation-desire for relationships and associations with others; and need for power-desire for responsibility, control, and authority (Buchbinder & Shanks, 2007). Therefore, management, hospitals, and organizations must determine what the needs of their employees are in order to properly motivate
Skinner developed the concept of positive reinforcement which showed how placing a hungry rat in a box. The rat learned to pull the lever so food would be knocked down. Therefore receiving food would prompt them to repeat the action of knocking over the lever. Positive reinforcement strengthens a behavior by providing a consequence an individual finds rewarding. For example, if your mom gives you candy or reward each time you complete your homework it will be more likely to for this behavior to be repeated in the future, therefore strengthening the behavior of completing your homework.
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
The clear understanding of both the role of the Human Services Worker and the role of the client in treatment.
Motivation play an important role in today’s work environment as motivated employees are more productive employees. However, the ways how we motivate the employees have to be improved from time to time as employees are being more demanding and that they are more concern about their needs than before. Motivational strategies have probably affected the most by employee concerns and values (Greiner 1986, p. 82). ‘A motivational strategy is any effort to induce employees to initiate and sustain activities that can directly or indirectly improve service productivity’ (Greiner 1986, p. 82). Motivation can have an effect on the output of your business and concerns both quantity and quality. For example, if you are in a manufacturing company, your business actually relies heavily on your production staff to make sure that quality product are being produce and being delivered to your client at the right time. However, if your production employees are lack of motivation they will be not motivated to produce the amount of product demanded, thus will be very costly. In the essay below, we will be discussing on the strength and weaknesses of McClelland’s acquired needs theory and the expectancy theory.
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.
B.F. Skinner is a major contributor to the Behavioral Theory of personality, a theory that states that our learning is shaped by positive and negative reinforcement, punishment, modeling, and observation. An individual acts in a certain way, a.k.a. gives a response, and then something happens after the response. In order for an action to be repeated in the future, what happens after the response either encourages the response by offering a reward that brings pleasure or allows an escape from a negative situation. The former is known as positive reinforcement, the latter known as negative reinforcement (Sincero, 2012). A teenager who received money for getting an “A” is being positively reinforced, while an individual who skips a class presentation is being negatively reinforced by escaping from the intense fear and anxiety that would have occurred during the presentation.
In daily life, we need motivation to improve our performance in our job or in studies. Motivation is an internal force, dependent on the needs that drive a person to achieve. In the other words, motivation is a consequence of expectations of the future while satisfaction is a consequence of past events (Carr, 2005). We need to give reward to our self when we did correctly or we has achieve our target. Reward is something that we are given because we have behaved well, worked hard, or provided a service to the community. Theories of motivation can be used to explain the behavior and attitude of employees (Rowley, 1996; Weaver, 1998). The theories include content theories, based on assumptions that people have individual needs, which motivate their action. Meanwhile according to Robbins (2001), motivation is a needs-satisfying process, which means that when a person's needs are satisfied by certain factors, the person will exert superior effort toward attaining organizational goals. Schulze and Steyn (2003) affirmed that in order to understand people’s behavior at work, managers or supervisors must be aware of the concept of needs or motives which will help “move” their employees to act.Theories such as Maslow (1954), McClelland (1961), Herzberg (1966) and Alderfer (1969) are renowned for their works in this field. The intrinsic reward or also be known as motivators factors is the part of Herzberg motivation theory. Motivators are involve factors built into the job or the studies itself such as achievement, recognition, responsibility and advancement. Hygiene factors are extrinsic to the job such as interpersonal relationship, salary, supervision and company policy (Herzberg, 1966. There have two factors that are called hygiene fac...
Pardee, R. L. (1990). Motivation Theories of Maslow, Herzberg, McGregor & McClelland. A Literature Review of Selected Theories Dealing with Job Satisfaction and Motivation.
Motivation is an important function in organizations to motivate their employees for their ability to perform well, improving their skills, increasing productivity, job satisfaction and employee extension. Employees also are not a machines that we could just program their task in their brain and they will do it automatically, they require motivation to actually do their job properly. And so, after discussing the process models of the Maslow’s “Hierarchy of needs”, Douglas McGregor theory X and Y, and also the Herzberg’s “two factor motivation hygiene theory.” understanding the ways of motivating people, the human nature, and the substance of nature. I believe that the true motivation can only come from within and also managers can actually motivate all of their employees.