Policies govern the way in which we live. They dictate and shape our lives and distinguish which services are being implemented by the agencies many of us work for. Furthermore, social welfare policies are put in place to help the client population we service and are designed to promote the wellbeing of its citizens. Social welfare policies were designed to “service the needs of particularly vulnerable or disadvantaged groups such as foster children, low-income families living in inner-city areas, or people with mental illness” (Midley, 2009, p. 5). Social welfare policies affect us on many levels and is not only designed to protect the vulnerable population but also to protect employees benefits which include but are not limited to the benefits such as Social Security, Medicaid, and Medicare.
I. Introduction: Dorothy I. Height and Whitney M. Young, Jr. Social Work designed the Social Work Reinvestment Act to advocate the issues of recruitment, research and retention within the Social Work profession. Problems that are faced as a social worker is high educational debt, fair wages, work safe environments, and ongoing research. This reinvestment act is set up to protect us as individuals while advocating for equal rights in this helping profession.
Social Workers also approach the clients to not only resolve personal conflicts but to allow the client to function best within their environments. Social Work distinguishing characteristics include the emphasis on the person-in-environment model as well as its emphasis on social justice. Compared to other similar professions, Social Work has differing professional values and ethics that include appreciation to human diversity, understanding of social welfare policy and services, emphasis on both social and economic justice, as well as a strong foundation in education. The importance of Social Work includes numerous of explanations. Social Workers help countless of people navigate through major life challenges or setbacks to find hope as well as options to achieve greater things.
One way in which workplace diversity translates into improved performance is the increased likelihood of a worker to obtain the necessary information for handling issues and solving workplace problems. When people are disintegrated on the basis of their cultures, race or ethnicity, it becomes a bit difficult to remove the barriers and obtain the information or instruction needed to complete a task. Also, integration of diversified teams creates a pool of innovative workers with unique ideas and solutions, which might lack if each team worked alone in a non-diverse set up, which excludes workers with the right skills, expertise, experience and in-depth knowledge of client requirements, needs and tastes (Fang, 2009). Heterogeneity in a workforce
Things such as unrealistic deadlines, lack of appropriate break periods, and increasingly heightened expectations are common causes of work-related stress that exist throughout a wide variety of occupations (Shimazu & Kosugi, 2003). Other harmful factors that are related to work overload include rapid change, disordered multitasking, uncertainty, and interruptions during work. While it is possible for many hours of concentration on a well-defined job to have a positive effect on a person’s mental state, it is also possible for less than an hour of chaos in the workplace to have a hazardous effect on a person’s health (Zohar, 1999). People who serve as managers and supervisors are most susceptible to work overload. One potential explanation for this is the open-ended nature of the managerial job (Johns & Saks, 2001).
Meeting deadlines and being responsible of other tasks can be a bit stressing at times. Stress is not only at home but it is also suffered in jobs, some more than others. Many workers experience job stress and don’t receive help to cope with it. They may feel alone in this situation or may not know what to do about it. Not everyone goes through it the same way but that is exactly why they must receive help.
Cultural Diversity Organizations today have a social and ethical responsibility for managing diversity and ensuring the culture of the company is one that values the employees no matter the background. Workforce diversity consist of similarities and differences among employees in terms of age, cultural background, physical abilities and disabilities, race, religion, sex and sexual orientation. Organizations are focusing on cultural diversity due to globalization (worldwide growth), generational gaps, increased global competition, and due to the increased social and economic fairness and morality. For whatever the reason, organizations who focus on cultural diversity initiatives, are putting themselves in the driver seat for longer-term
The world 's increasing globalization requires more interaction among people from diverse backgrounds to remain competitive. Supervisors and managers need to recognize the ways in which the workplace is changing and evolving. Managing diversity is a significant organizational challenge, so managerial skills must adapt to accommodate a multicultural work environment. A diverse workplace is made up of employees of different races, genders, abilities, ages and cultural differences (Werner & DeSimone, 2012). A company that lacks diversity usually has decreased employee morale and a drop in productivity.
Diversity goes beyond employment equity to nurturing an environment that values the differences and maximizes the potential of all employees, one that stimulates employee creativity and innovativeness (U.S. Merit Systems Protection Board (U.S. MSPB), 1993). To create an organizational culture that supports workforce diversity involves several important elements. These elements include a needs analysis, administrative and management support and commitment, education and training, culture and management systems changes and continuous follow-up and evaluation. Needs Analysis In many of my resources, a needs analysis was the second crucial element after senior management support and commitment.
Employee testing and selection plays a very critical role during the hiring process for employers. If not given the proper attention and over looked, employee selection can open the floodgates to underqualified or unqualified new hires. As sales rep mentor at my company I consistently train new employees, I stay busy training partially because we are growing but mostly because we have a fairly hire turnover rate. The testing my company currently has in place for certain positions is either nonexistent or in need of a major overhaul. My organization needs to recognize the high turnover rates for certain departments and positions and decide whether it is ethical to have an applicant test during the screening process and if that testing will create a more diverse workplace.