Empowerment and Approach Paper
Franita Jones
BSHS/425
June 20, 2016
Venessa Lee

Empowerment and Approach Paper
This paper will imitate ideas used for empowerment of consumers within organizations. There are 12 principles that administrators, workers, clients, and board members should take into account in the human service field. It is important to execute procedures and protocols that address consumers without social partiality in social systems. Contained in this paper, the reader has a impression of how a dream organization or agencies arrange quality service delivery to their consumers. The expression empowerment connects to the English word power. Empowerment permits organizations, agencies, and selected individuals the authority to act for a precise aspiration or purpose (Rapport, 1987).
Principles and Empowerment Approach
Social service management consists of 12 basic principles that assist human service professional in supporting their clients through the application of the empowerment approach. The essayist will attempt to provide a summary and a concise account of how these approaches affect organizational structuring. First, an effective organization works diligently at designing a structured agency that offers support, provide resources, and encourage client participation. When coordinated processes are in place for consumers, the organization is allowing the consumer the chance to be a part of the decision- making process. Many agencies still introduce and utilize the classical theories approach. However, there is an enduring apprehension that these professionals are only carrying out tasks that he or she is comfortable with instead of what better meets the needs of the client according to Perrow (1986). When granted the chance consumers that are able to determine what course of action is most effective, they tend to become more encouraged about moving toward his or her goals. Additionally, the consumer acquires a sense of control and is more likely to participate completely in his or her treatment aspirations. In fact, it is imperative for the staff and board members to ensure that the consumers feel that they are just as equally important throughout the process. The human service provider executes this protocol by ensuring that the consumer’s notions and perspectives are contemplated. Throughout the evolving stages, processes, and procedures goals should be clearly stated. The consumer is the most significant factor not the organization. All individuals that are actively involved must agree upon practical and attainable goals set by the consumer, as this will strengthen the consumer helper rapport. When a consumer believes that his or her feelings and views matter, they feel confident instead of hopeless. In addition, the self- esteem and value of the consumer begins to increase and he or she will finally rid himself or herself of that powerless feelings that is weighing so heavily on them.
Organizational Empowerment Approach
Many organizations, businesses, and agencies are designed from the top down according to Likert (1967). During his investigation of precise organizational configuration Likert proclaimed that there are four organizational variables which are system one (exploitive authoritative), system two (benevolent authoritative), system three (consultative), and system four (participant group). In these systems, one can view the apparent differences in the way that human service professionals apply these approaches with the consumer. In system one, the consumer is entangled in the decision- making and setting of goals. However, in system two the monopolization used by the subordinates offers them the authority to regulate, which is condescending in nature toward the consumer. Next is system three, which provides the employees the prospect to contribute ideas and feedback but the rulings are still made from the top down. Last is system four, which is opposite of system one. Throughout this system, the helpers task is to correspond amongst each other, and there is a wide spread of control (Likert, 1967).
If organizations would contemplate realigning the method used to structure the functions of the faculty and deliver continued training to everyone, conceivably that will minimize the ineffective manner in which services is rendered to the consumer. Quite naturally, individuals at the base are overlooked, and their views are overshadowed by bureaucratic insolence, which will negatively affect all of the people involved.
Dream Agency
An ideal organization is one that is systemic and readily available to oblige the population that is in need of help. All participants are vigorously involved and working in the direction of the common goal, which is refining the well- being of the consumer. The most important focus for the staff is to preserve integrity and uphold ethical principles as they associate to the human service profession. This agency contains medical, board members, and professional staff with advanced educational degrees. In addition, to holding degrees the staff obtains ongoing training and additional re- certification based on mandates of the law. While sharing in the program consumers are encourage to participate in his or her treatment aspirations. The consumers attend weekly appointments and meet with his or her therapist or counselor regularly.
Whenever the consumer requires assistance that the agency is not prepared to provide or is out of the agencies realm of expertise, the consumer is referred to a location that can better serve him or her. In fact, this human service agency serves the indigent, homeless, disabled, and other clients in the community. Furthermore, the dream agency does not turn anyone away for any reason. This agency will not discriminate against individuals based on race, gender, ethnicity, religious preference, disability, sexual preference, or any other socio- economic concerns. Therefore, all persons from all lifestyles are welcome and if he or she believes that this is not the organization for them, the agency will offer additional resources that will assist them further. It is the obligation of this agency to promote diversity and equality for all involved including the staff members.
Agency Empowerment
The agency will conduct empowerment exercises with staff often in an effort to train workers on how to execute the strength based approach with the consumers. This agency will view the consumers as hopeful instead of hopeless. They will receive ongoing encouragement, support, positive reinforcements, and obtain reasonable goals set by them. Consumers will never feel ignored, isolated, disregarded, or looked down upon by anyone working within this organization. The aim is to afford the consumers with corrective, efficient, and effective intervention techniques. According to Julian Rapport (1981), social problems are related to a world- wide view of powerlessness. In an attempt to generate a harmonious atmosphere at this agency, the staff will work tirelessly at constructing a democracy of professional people that take delight in service delivery. Finally, the workers will integrate a scaffold of ideas that will center on issues surrounding social problems that influence minorities.
Conclusion
In conclusion, it is relevant to consider the significance of structure in organizations. The primary goal for those involved must remain consistent with emphasis on servicing the consumer as a whole person. Furthermore, revisiting the commitment, focus, and the goal of the human service professional the worker is provided with a road map that will guarantee that he or she is providing efficient and effective service. While examining the 12 key principles the agency is able to adjust towards what is or is not working for the population served. Social service management is comprised of many organizational structures and many times the top down approach is the most ineffective (Julian Rapport, 1981). One must analyze and evaluate a new way of carrying out empowerment strategies using strategic methods so that the consumer can reach and maintain his or her goals.

References
Likert, R. (1967). The human organization: its management and value. New York: McGraw- Hill
Management of Human Service Programs Fifth Edition Chapter 4 Applying Organizational Theories: Judith A. Lewis, Thomas R. Packard Cengage Learning 2012
www.mpow.org/elisheva_sadan_empowerment_chapter2.pdf