...Human Services Programs: Commonalities and Successes Paper Sandra Vargas BSHS/425 February 11, 2015 Dr. Christa Banton Human Services Programs: Commonalities and Successes Human services organizations are unique organizations that are different than any other in the general business world. According to Lewis and Packard (2012), human services organizations work together toward a common goal. Human services professionals work together in different settings and many ways to assist clients improve their lives. This shared vision brings other challenges that need to be dealt in partnership with other professionals. There are common denominators between agencies that are essential in the delivery of the services. Each organization has its own specific service that is provided to a specific population or area. Never the less, they all share the same goal that is to enhance their client’s lives. Through the years, service deliveries have changed based on the trends of that specific time. Service deliveries change based on different factors such as: Political trends, economic trends, social trends, and technological trends (Lewis & Packard, 2012). There are qualities in the human service field that are contributors to the organization’s success. Some of the qualities in the human services organizations are the careful consideration been given to the employees and the sense of stake they have in the organization (Lewis & Packard, 2012). Common denominators...
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...Human Service Programs Commonalities & Successes Paper BSHS 425 Human Service Programs Commonalities & Successes Paper The field of human services primary objective is meeting human needs this is accomplished through an interdisciplinary knowledge base. Human services focus on the prevention and solution of problems while maintaining their commitment to service populations to improve or enhance their overall quality of life. The personal and social development of individuals, families, and communities are dealt with by human service programs. The central focus of all human service programs is to enhance the well-being of the client. Human service programs are in place to help clients meet their needs and solve their problems. The four environmental trends of human service are political, economic, social, and technological. Human service programs are affected by political trends that affect their local environments and challenge their abilities to respond to change (Lewis, Lewis, & Packard, 2012). Despite the efforts of economic development to empower low-income residents the increase of inequality is causing our society to divide further. The human service programs social trends deal with the increase of immigrants in the United States. With these diverse populations clients and families in need of services will increase and with that comes the need for the workers to have knowledge of other cultures. This will cause young people entering the human services field...
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...Commonalities and Success Commonalities and Successes Human service organizations are unique from other general businesses. Yes, they both provide services to others, but what makes Human Service agencies different is that they offer help with social development for an individual. Human service organizations provide resources such as therapy, counseling, education and training. Human service programs provide direct and indirect services for people who need help for their well-being. Central Focus of all Human Service Programs In Human Service programs individuals can find that their central focus of an agency focuses on seven categories, planning, designing, developing human resources, supervising, managing finances, monitoring and evaluating. These seven are the major components that are followed. Planning is the development of a strategy with goals for the client in need. Designing is the component where a human service provider coordinates the plan and resources that will be necessary. Then there is developing human resources stage where the caseworker makes sure that the client has access to programs that will help their productivity in reaching their goals. By making sure to connect the client and resources with actual service providers, the client will be supervising in their best interest. The case worker also manages financing, where he/she makes sure to provide the finances that the client will need to reach their goals. The case worker is also...
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...Commonalities and Successes Jacqueline Friederich BSHS/425 April 6, 2015 Joanie Blamer Commonalities and Successes Human service organizations are unique from organizations in the general business world. In this paper will explicate the essential focal point of all human service programs. It will as well identify the trends of human services, and identifying qualities of human service agency's associate with and how the office contributes to success. Central Focus of Human Service Programs Human service agencies work together, sharing the same goal in each program to enhance the client’s well-being (Lewis & Packard, 2012). In order to assist clients to improve their lives as human service professionals work together in different program settings. The common denominators are essential in the delivery of services. In order to enhance the client’s lives, each organization provides specific services but maintain the same goal. According to Harvey (1998), “having a very clear sense of purpose, direction, mission, or vision and a focus on its accomplishments is necessary to achieve excellence in Human Service Organization.” The human service mission is the needs of the client’s first and the commitment to improving the quality of life with the client and those in the community. Trends In Human Services Throughout the years, trends have changed the service delivery on the specific time. The different factors that change the service deliveries are political...
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...Commonalities & Successes Paper Commonalities & Successes Paper The Human Services field has a broad range of organizations, and programs. Human Services has branches, and branches of different facilitators and facilities that can focus on multiple barriers or can simply focus on one. Facilitators work with adults, children, and elders. These programs and organization can have many common denominators, focus and trends, as well as other agencies that help contribute to the success, of not only the company, but the individuals that need help. Across all organizations and programs there are many common denominators that go intact with serving the society. Advocators within the field share the same ethical standards and the ability to work with different cultures and individuals (Gail, 2014). They also accommodate anyone no matter if they are male or female, including and not limited to sexual preference, age, nationality, beliefs or anything that is important to a client. The professionals must also empower the clients and create and implement treatment plans to help the clients reach competency and self-sufficiency (Gail, 2014). Workers also have responsibility to the clients, the community and society as a whole. All human services worker have no personal motive to help the client and cannot have any relationship with the client unless it is professional. Human services also have certain trends to approach clients. In the human services fields the trends are to...
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...Commonalities and Successes Paper Glenta Glass BSHS 425 May 4, 2015 Jennifer Hance Commonalities and Successes Paper Human service organizations vary in the nature of the populations they serve, the methods they use, and the exact services they provide; however, these groups share the same common goal, values, and purpose. The human service organizations strive to facilitate human development and to enhance the quality of life for their clients. The central focus is determined to be the well-being of the clients that are served and assisting them with satisfying their basic needs, concentration on prevention and resolutions for current and possible future problems. All of these areas help to bring about positive change in individual lives, families, and communities. Organizations are best defined as an organized body of people on a particular purpose regardless if it is in the business world or a human service field. The significant difference between the two is the concentration of purpose and the nature of the services the organization offers to the community. Human service organizations are unique in the manner in which they are designed to assist the public with a set of services such as, mental health, or child and family services. These organizations operate under the guidelines of a particular mission and other organizations such as schools, courts, jails, and hospitals have primary purposes other than providing human services but they do offer the provision of...
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...Part A: Literature Review Logistic systems and supply chains are continuously impacted by a multitude of internal and external variables. These variables include globalisation, shorter product life-cycles, technological advances, the development of electronic supply chains (ESC), increased communication, breakdowns of trade barriers, development of national economies and ever continuing efficiency improvements in transportation, manufacturing and communication (Gunaskeran, Patel & McGaughey 2004, Persson 1991). These factors can make creating and sustaining competitive advantage in supply chain management (SCM) a complicated and difficult task (Cavinato 1992, Persson 1991, Mehrjerdi 2009). A range of measures of supply chain competitiveness have been developed throughout SCM literature. Bhatangar & Sohal (2005, pg. 445) stated that there are “no stable set of measures that can be used for assessing the performance of the supply chain” (Lee & Billington 1992, Gunaskeran et al 2004). The pair constructed a framework (see Appendix A) that categorises and combines many of the concepts developed in the literature surrounding the competitiveness of supply chains. Gunaskeran et al (2004) also developed a framework for measuring performance in terms of strategic, tactical and operational levels of supply chain activity (See Appendix B). Developments in the perceptions of SCM are moving from a basic, purely cost approach to one of value-adding and non-cost measures such as customer satisfaction...
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...Examination Paper of Enterprise Resource Planning Professional IIBM Institute of Business Management Examination Paper MM.100 Enterprise Resource Planning Professional Guidelines for paper Total No. of Questions is 100. The minimum passing marks is 40%. Each Question carries 1 mark. Answer all the Questions. Multiple Choices: 1. Enterprise resource planning is_______ a) Computer System b) Manufacturing Organization c) Method of effective planning of all the resources in an organization d) None of the above 2. Enterprise resource planning vendors are those people_________ a) Who are experts in administration and management of project b) Who have developed the ERP package c) Who uses the ERP system d) None of the above 3. The objectives of ERP ____________ a) Provide support for all variations best business practices b) Enable implementation of these practices c) Empower the customer to modify the implemented business process d) All of the above 4. Which of the followings not the advantages of ERP________ a) ERP eliminates duplication of work b) Reduce overheads, lead type, cycle time and work in progress c) Customization of the ERP software is limited d) Help to achieve competitive advantage 5. EDI stands for__________________ a) Electronic digital interface b) Electronic data interchange c) Enterprise data interface d) None of these 6. A____________________ tool use to quickly develop quality database design...
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...Job analysis Job analysis involves a systematic investigation of jobs using a variety of methods, to determine essential duties, tasks and responsibilities. Job analysis is crucial to the identification of relevant skills and competencies. It involves obtaining objective and verifiable information about the actual requirements of a job, and the skills and competencies required to meet the local area and University’s needs. Job analysis facilitates accurate recruitment and selection practices, sets standards for performance appraisals and allows appropriate classification/reclassification of positions. Comparing the skills possessed by employees with the results of job analysis can greatly assist in workforce planning strategies and restructuring or redesigning jobs to reflect the requirements of the local area and/or University-wide changes. Key Factors in Job Analysis Task identity: Employees receive more satisfaction from doing a ‘whole’ piece of work. This is likely to happen when the job has a distinct beginning and end which is clearly visible to the employee and others. It is important that employees see the end results of the work they have produced either on their own or as a part of a team. Variety: Employees, who perform repetitive tasks which offer no challenge, may lose interest and become bored and dissatisfied. Greater variety can improve interest, challenge and commitment to the task. Variety means more than simply adding an extra but similar task. For...
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...The effects of APEC To ensure the safety of the economic leaders and delegates in Manila, tight security was enforced. This included road closures and rerouting schemes of major thoroughfares — such as EDSA and Roxas Boulevard — that resulted in traffic disruptions in The APEC lane along EDSA extension in Pasay City. the metro. Most motorists and commuters complained of the traffic schemes adjustments, which forced them to walk to their destination. Several airlines canceled their flights to make way for the arrival and departures of the APEC participants. Philippine Airlines said it lost an estimated P870 million, while Cebu Pacific lost around P400 million. A number of people also took to the streets and staged protests, denouncing the APEC and the leaders of its 21 member economies. Quiz: Can you recognize these world leaders? Was the summit a success? The Philippines reportedly allotted P10 billion to stage the week-long APEC activities. Ambassador Marciano Paynor Jr., director general of the APEC National Organizing Council, said the expenses in hosting the event was an investment. He added that the traffic and inconvenience the summit caused is "a little sacrifice compared to the benefits that we will gain out of our membership from APEC." Related: APEC gains not quantified, says economists But former Budget Secretary Benjamin Diokno said the P10 billion the government spent was too much. He said that it could have been cheaper if the APEC leaders' meeting was held outside...
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...The Clash of Civilizations? by Samuel P. Huntington (SAMUEL P. HUNTINGTON is the Eaton Professor of the Science of Government and Director of the John M. Olin Institute for Strategic Studies at Harvard University. This article is the product of the Olin Institute's project on "The Changing Security Environment and American National Interests”. THE NEXT PATTERN OF CONFLICT WORLD POLITICS IS entering a new phase, and intellectuals have not hesitated to proliferate visions of what it will be -- the end of history, the return of traditional rivalries between nation states, and the decline of the nation state from the conflicting pulls of tribalism and globalism, among others. Each of these visions catches aspects of the emerging reality. Yet they all miss a crucial, indeed a central, aspect of what global politics is likely to be in the coming years. It is my hypothesis that the fundamental source of conflict in this new world will not be primarily ideological or primarily economic. The great divisions among humankind and the dominating source of conflict will be cultural. Nation states will remain the most powerful actors in world affairs, but the principal conflicts of global politics will occur between nations and groups of different civilizations. The clash of civilizations will be the battle lines of the future. Conflict between civilizations will be the latest phase of the evolution of conflict in the modern world. For a century and a half after the emergence of the...
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...COMPASSION FATIGUE AMONG HEALTHCARE WORKERS A PROPOSAL PRESENTED TO THE FACULTY OF THE GRADUATE SCHOOL OF UNIVERSITY OF THE VISAYAS CEBU CITY, PHILIPPINES IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE DEGREE OF MASTER OF ARTS IN NURSING MAJOR IN NURSING MANAGEMENT BY: CONCHITA BRANZUELA BERGADO CHAPTER I THE PROBLEM INTRODUCTION: Quality of life among healthcare providers will matter on the quality and safety of patient care. Today the proportion of acute patients entering the health care system through emergency departments continues to grow and the number of patients in the Intensive care unit also increasing. In emergency room department, the Emergency medical services (EMS) workers are primary providers of pre-hospital emergency medical care and integral components of disaster response. The potentially hazardous job duties of EMS workers include lifting patients and equipment, treating acute injuries or life-threatening illnesses, handling hazardous chemical and body substances, and participating in the emergency transport of patients in ground and air vehicles. These duties create an inherent risk for EMS worker occupational injuries and illnesses. Healthcare workers in the Emergency medicine has evolved to treat conditions that pose a threat to life and have a significant risk of morbidity. Work-related stressors in which Emergency Department nurses encounter are numerous as a result of the...
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...leadershipELAF 683 LEADERSHIP FROM THE BOARDROOM TO THE CLASSROOM: EFFECTIVE PRACTICES IN BUSINESS AND EDUCATIONAL LEADERSHIP Introduction Purpose and Direction for the Paper: This paper intends to discuss leadership from a business perspective leading to effective practices that are both documented in business and educational leadership. It will present a historical perspective on leadership from the kings of the 16th Century to a discussion on theory (administrative and leadership). The paper will transition to discuss effective practices and common characteristics of effective leaders tying the concepts from business thought to educational leadership. Finally, a discussion will be presented detailing current educational and economic trends for schools for the 21st century and a summary of the leadership that will be required. A Business and Educational Leadership Perspective: A Required Change Niccolo Machiavelli, the 16th century author of The Prince (1981), stated, “The whole Kingdom . . . is governed by one man; everyone else is his servant” (p. 22). Since its first printing in 1516, The Prince has been the inspiration for many managerial texts and has been utilized as a guide for leaders throughout the centuries, including several today. In a Machiavellian or so-called “top-down” managerial philosophy, a chief executive officer (CEO) defines and controls the power of the organization. The workforce serves the mission as determined by management, which oftentimes has...
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... The Strategic Human Resource Management Model A human resource department helps organizations and their employees attain their goals. But it faces many challenges along the way. This chapter explores some of these challenges and outlines a strategic human resource management model upon which the rest of this book builds. The Strategic Human Resource Management Model Environmental Analysis Organizational Mission and Goals Analysis Analysis of Organizational Strengths and Culture Analysis of Organizational Strategies Choice and Implementation of Human Resource Strategies Planning Human Resources Attracting Human Resources Human Resource Tactical Plans Placing, Developing, and Evaluating Human Resources Maintaining High Performance Motivating and Rewarding Human Resources Human Resource Systems and Procedures Review and Evaluation of Human Resource Strategies CHAPTER ONE Strategic Importance of Human Resource Management The successful 21st-century organization will not take the loyalty of talented people for granted. It will constantly try to recruit and keep them. … The mutual commitment of an employer and an employee will be one of the most important factors for a 21st-century organization. Subhir Chowdhury1 One CHAPTER OBJECTIVES After studying this chapter, you should be able to: • List challenges facing Canadian organizations in the context of managing their workforce. • Discuss the objectives of human resource management...
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... The Strategic Human Resource Management Model A human resource department helps organizations and their employees attain their goals. But it faces many challenges along the way. This chapter explores some of these challenges and outlines a strategic human resource management model upon which the rest of this book builds. The Strategic Human Resource Management Model Environmental Analysis Organizational Mission and Goals Analysis Analysis of Organizational Strengths and Culture Analysis of Organizational Strategies Choice and Implementation of Human Resource Strategies Planning Human Resources Attracting Human Resources Human Resource Tactical Plans Placing, Developing, and Evaluating Human Resources Maintaining High Performance Motivating and Rewarding Human Resources Human Resource Systems and Procedures Review and Evaluation of Human Resource Strategies CHAPTER ONE Strategic Importance of Human Resource Management The successful 21st-century organization will not take the loyalty of talented people for granted. It will constantly try to recruit and keep them. … The mutual commitment of an employer and an employee will be one of the most important factors for a 21st-century organization. Subhir Chowdhury1 One CHAPTER OBJECTIVES After studying this chapter, you should be able to: • List challenges facing Canadian organizations in the context of managing their workforce. • Discuss the objectives of human resource management...
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