...Human Services Professional Case Study BSHS 355 September 16, 2014 Human Services Professional Case Study In this paper, the role of a social worker will be addressed. A Human Service professional has, in its hands, the responsibilities in the life of the clients and families they meet. The tremendous and arduous responsibilities they take on include, but are not limited to, the well-being and care of people and their communities. Such roles can be helping others manage the care of a family member, assisting individuals experiencing problems with family relations and conflicts, dealing with changes that come with growing old, aiding those suffering mental illness and or those individuals struggling with addictions. Briefly put, the field of Human Services requires that professionals become part of the safety net in society and empower individuals to make a positive impact in their personal life. In the case study of “Real Life Human Services Work”, Francine Licate, C.S.W. explains, in detail, her responsibility as a licensed clinical social worker and director of Social Services in a skilled nursing facility. The social worker in the case study displays characteristics of an effective helper. An effective helper has accurate empathy for her clients (O'Hagan, 2007). The helping relationship begins with the development of trust and empathy and the understanding of the clients’ pain. Compassion and understanding assist the social worker to identify with a problem...
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...Proposal Motivation: a psychological influence for Achieving success in the work place ( A case study of the National Institute for Sports) Background of the Research Study 1.1 Introduction It is widely recognized in the human resource literature that promotion of the motivation of workers in both private and public organisations leads to a higher quality of human resources and optimum performance. Consensus is also growing among managers about the significance of combining good human resource performance approaches on motivation incentives to encourage good performance. National Institute for sports a re-known government organisation is not an exception and the notion of workers motivation and good performance outcomes is not new. As the organisation seeks to improve its workers performance severe challenges exist to achieve the overall objective of the organisation to extend adequate motivational incentives to its entire population. Motivation theory can help us to consider the different investments which can be made in people. Investment in workers through motivational measures are made today with the hope of future benefits for an organisation. “In a world characterised by competition, customer focus and the need for speed and flexibility, in order to get the results you want, you still have to depend on your people to carry the day” (Storey, 2001:9). This therefore makes it a necessity to employ “talented individuals, who need to be developed, motivated, rewarded...
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...A Social Worker Case Study Phoenix A Social Worker Case Study The social worker in the case study displays characteristics of an effective helper. An effective helper has accurate empathy for her clients (O'Hagan, 2007). The helping relationship begins with the development of trust and empathy. The worker seems to understand the clients’ pain. Compassion and understanding assist the helper to identify with a problem. The employee acknowledges how heartbreaking it is to watch the family submit the care of their loved ones to the institution. The worker has absolute desire to help the clients recover. She reveals warmth as she interacts daily with residents, families, and staff in the institution. Values are important in influencing the use of her skills. Professional ethics guides her actions. The social worker treats the residents with respect, dignity, and integrity. As a human service professional, she is expected to maintain confidentiality about clients’ condition except in cases where there is suspected danger or harm to themselves or others (Doel, 2012). Her prior work experience motivated the use of her skills. She is thorough in what she does. She obtains a comprehensive psychological report on each client and draws decisions from the history obtained from the assessments. At community level, the social worker plays the role of advocacy. She is persuasive, assertive, and patient in her day-to-day...
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...ABSTRACT Objective: This qualitative descriptive study investigates how public health nurses working within the child welfare system view the organization and the organizationÕs effect on their case management practice. Design: Semistructured interviews were conducted utilizing the Bolman—Deal Organizational Model. This model identifies four frames of an organization: symbolic, human resources, political, and structural. Sample: A purposive sample of nine nurses and one social worker was selected to participate in comprehensive interviews. Results: Data analysis identified two main themes. The first theme was the presence of organizational structural barriers to providing case management. The second theme was the lack of political influence by the nurses to change the structure of the organization; hence, their skills could be more completely utilized. Conclusions: Public health nurses who work in child welfare will need to systematically analyze their role within the organization and understand how to work in Òhost settings.Ó Nursing educators need to prepare public health nurses to work in non-health care settings by teaching organizational analysis. Key words: child protective services, organization, public health nursing. The purpose of this exploratory qualitative descriptive study was to investigate how public health nurses working in the child welfare system in a large metropolitan county in California view the organization. The study utilized the Bolman—Deal Organizational ModelÕs...
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...Critically evaluate the relationship between applying the law and social work values in a child protection case study in Northern Ireland case study. Social work is a value-based profession, and one of the core capabilities, at all career levels, is recognising, and where appropriate addressing, personal and professional values and prejudices. It is not uncommon, for the law to be seen as a critical component in developing provision and strengthening professional practice. According to the College of Social Work, in social work professional practice we work with some of the most disadvantaged and marginalised individuals, families and communities, often at the most difficult points in their lives. When parents do need help, they still want to be in control and indeed in the vast majority of families they should be it is important that a balance between intervention and assistance is maintained. (2009 NIRFPS) Since the late 1980’s there has been an increasing awareness of the impact of oppression and discrimination on clients and communities (Thompson, 2001). In 1997 Thompsons Theory called the PCS model recognises oppression and discrimination from a Personal, Cultural and Structural perspective. In the Code of Ethics of Social Work it is stated, respect for human rights, commitment to promoting social justice and professional integrity are at the core of social work practice throughout the world, but in actual practice of implementing the law there is a stark contrast...
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...KWAME NKRUMAH UNIVERSITY OF SCIENCE AND TECHNOLOGY SCHOOL OF BUSINESS THE USE OF STRATEGIC HUMAN RESOURCE DEVELOPMENT AS A MEANS OF ACHIEVING CORPORATE OBJECTIVE IN THE MICROFINANCE SECTOR. (A CASE STUDY OF SOME SELECTED MICROFINANCE INSTITUTIONS) BY: ACKON BEATRICE APRAKU ESTHER ASABEA OPPONG-SEKUM KINGSLEY A DISSERTATION SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE AWARD OF THE DEGREE OF BACHELOR OF SCIENCE BUSINESS ADMINISTRATION (HUMAN RESOURCE MANAGEMENT OPTION) MAY, 2015 DECLARATION We the undersigned, declare that this is the result of our own research work carried out in the School of Business, and under the supervision of Mr. Emmanuel Oheneba-Acquah ACKON BEATRICE 8535512 …………………………… …………………………… APRAKU ESTHER ASABEA 8548912 …………………………… …………………………… SEKUM-OPPONG KINGSLEY 8584412 …………………………… …………………………… CERTIFIED BY: EMMANUEL OHENEBA-ACQUAH……………………….. ……………………………. (SUPERVISOR) SIGNATURE DATE MR. J.E TURKSON ………………….. ……………………………. (HEAD OF DEPARTMENT) SIGNATURE DATE DEDICATION This study is dedicated to the Almighty God, we made this possible despite the many challenges faced and to our supervisor Mr. Emmanuel Oheneba-Acquah whose patience and intellect, guided us through this whole phase. We appreciate you! ACKNOWLEDGEMENT ...
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...ASSESSMENT OF EMPLOYEE MOTIVATION ON ORGANISATION PERFORMANCE (A CASE STUDY OF CASE STUDY OF COCACOLA KWANZA COMPANY DAR ES SALAAM TANZANIA) BY OMARI RAHA SHEDRACK A Research Proposal Submitted in Partial Fulfillment of the Requirement for the Degree of Bachelor of Human resources Management of Tumaini University Makumira-Dar es salaam College. 2015 IMPACT ASSESSMENT OF EMPLOYEE MOTIVATION ON ORGANISATION PERFORMANCE: (A CASE STUDY OF CASE STUDY OF COCACOLA KWANZA COMPANY DAR ES SALAAM TANZANIA) BY OMARI RAHA SHEDRACK Supervisor: Dr. J. Mwita A Research Proposal Submitted in Partial Fulfillment of the Requirement for the Degree of Bachelor of Human resources Management of Tumaini University Makumira-Dar es salaam College. 2015 ABSTRACT The study aims at assessing the impact of employee motivation on organization performance so as to help the organization know the contribution of motivation to them. This study will be carried out at Coca-Cola Kwanza Company limited at Dar es Salaam Tanzania. The study have the objectives of assessing various motivational packages for the staff of Coca cola Company Limited, to determine which of these motivational packages influence staff performance at Coca Cola Kwanza Company Limited, to assess the effect of motivational packages on corporate performance at Coca Cola kwanza Company limited, and to examine the motivation strategies of motivating employees The study is expected to help employers to determine whether motivation...
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...Bangladesh are also trafficked to India for commercial sexual exploitation.Human Trafficking In Bangladesh Bangladeshi men and women migrate willingly to Saudi Arabia, Bahrain, Kuwait, the United Arab Emirates (UAE), Qatar, Iraq, Lebanon, Malaysia, Liberia, and other countries for work, often under legal and contractual terms. Most Bangladeshis who seek overseas employment through legal channels rely on the 724 recruiting agencies belonging to the Bangladesh Association of International Recruiting Agencies (BAIRA). These agencies are legally permitted to charge workers up to $1,235 and place workers in low-skilled jobs typically paying between $100 and $150 per month. According to NGOs, however, many workers are charged upwards of $6,000 for these services. A recent Amnesty International report on Malaysia indicated Bangladeshis spend more than three times the amount of recruitment fees paid by other migrant workers recruited for work in Malaysia. NGOs report many Bangladeshi migrant laborers are victims of recruitment fraud, including exorbitant recruitment fees often accompanied by fraudulent representation of terms of employment. The ILO has concluded high recruitment fees increase...
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...harmful for workers | | | BMAN31430: Human Resource ManagementCourse Coordinator: Dr. Isabel Tavora799264112TH NOV 2013 | This paper aims to explore fundamental concept of emotional labour, based on the empirical case studies in order to attempt to answer the question, “Is emotional labour really harmful for workers?”, and also investigate the contradictory claim that it is not harmful, including the practical recommendations for problematic emotional labour. | CONTENTS 1. Introduction………..………………………………….…..…… 2 2. Emotional Labour……….…………….…………….………… 3 Surface Acting………….………………………………………………….….……. 3 Deep Acting……………………………………………………………………….... 4 3. Is Emotional Labour Really Harmful for Workers?................ 5 4. Does Emotional Labour Positively Affect Employees?............. 7 5. Recommendations for Problematic Emotional Labour.............8 Creating ‘Downtime’………………………….…………………………….......... 8 Calming Strategies………………………………………………………………... 9 Cognitive Restructuring…………………………………………………………... 9 6. Conclusion…………………………………….……………….. 10 7. References….………………………………….……………….. 11 1. Introduction “Every time you see a guest, smile and offer an appropriate hospitality comment. Speak to every guest in a friendly, enthusiastic and courteous tone and manner”, staff at Sheraton Hotel said (Boella & Goss-Turner, 2013, p. 275). Employers recruiting in the service industry expect workers interacting...
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...State of Practice……………………………………………………………………………………………………………..4 1.3. Technological Advancement……………………………………………………………………………………………5 2. Review of Literature..….…………………………………………………………………………………………………….6 2.1. Case 1…………………………………………………………………………………………………………………………….6 2.2. Case 2…………………………………………………………………………………………………………………………….7 2.3. Case 3…………………………………………………………………………………………………………………………….8 2.4. Case 4…………………………………………………………………………………………………………………………….9 3. Conclusion…..…………………………………………………………………………………………………………………..10 4. Reference… ….………………………………………………………………………………………………………………….10 1. INTRODUCTION In this paper, I am going to look at the issue of People Management within the Business Process Management. People, in the general sense would mean all humans who come into contact with the business at all levels of the business process. The people could be categorized in these categories:- 1) Customers – the people who pay for goods or services from the business. 2) Business Actors (workers) – the people who work within the structures of the business and are paid for their service to the customers. 3) Suppliers – People who sell goods or services to the business. For the purpose of this paper, we shall narrow our focus to the Business actors (workers) and we shall refer to this group as “People”, without regard to the rest. Over the years, there have been tremendous changes in how the people interact with the businesses. Some people would call the changes...
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...INTRODUCTION Background of Study Prostitution is the performance of sexual acts for payment. It exists throughout the world, largely in urban areas. Some prostitutes work for themselves. Others work for men known as pimps or for woman called madams. Some prostitutes seek customers on streets and in other public places and this happen especially in developing countries where poverty is the main reason. (Shedlin, Michele G, World Book p.15, 2007) The idea of sex workers fighting for their human rights is a foreign concept to most people, even those who identify politically as progressives or feminists. Sex workers have lived on the margins of society through most of human history, and despite the prevalence of this work all over the world, sex workers are often treated as less than human, both in cultural attitudes and public policy. In fact, it cannot be said enough: sex workers are people—friends, neighbors, family members, wage earners, and parents—and they deserve the same human rights as everyone else. (http://www.ontheissuesmagazine.com/july08/july2008_1.php) Feminists and advocates of all stripes have argued that they want to work for the human rights of sex workers, often without an analysis of what human rights for sex workers might look like. While many people would agree that access to human rights includes the right to be free from harm, to have access to health care and housing, and to seek safe employment that pays a living wage, there is fierce...
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...assist the process are often awed by the extent of collaborations involved in integrating employees with mental health issues back to work as well as concern about compliance with human rights legislation. Needed accommodations in terms of approach to the work itself are often simple; however substantiating the need for adjustments is more complex. This case study introduces a model to support the development of shared goals and shared understandings for return to work (RTW) among workers with mental health concerns, employers, co-workers and therapists. The model of occupational competence is used as a basis to guide dialogue, identify challenges and generate solutions that take into consideration a worker’s preferences, sensitivities, culture and capacities in relationship to the occupational demands in a given workplace environment. A case study is used to demonstrate the potential utility of the model in assisting stakeholders to strengthen collaborations and partnering to achieve a shared understanding of worker and workplace needs. 1. Introduction Disclosure of mental health issues in the workplace is influenced by multiple factors including intrinsic and extrinsic issues. While there is legislation that protects a worker’s right not to disclose health information in the workplace, some workers may want to share aspects of their challenges....
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...Student Self-administered case study Importance of Diversity In The Workplace Case summary: Case duration (Min): Human Resource Management (HRM) 45-60 Promoting diversity Worldwide This case focuses on DIFFERENCE ‐ Interacting and working productively with others and how best to use human resources to meet organizational goals through high levels of performance (motivated, effective and efficient workers) and competing in the global marketplace. We begin this case by exploring the changing nature of the workplace; We then explore what is meant by diversity and consider the business case for promoting and managing diversity within contemporary organizations. Learning objectives: Evaluate diversity and multiculturalism as a source of sustainable competitive advantage and identify the benefits of diversity for organizations. Case problem: What is meant by diversity and should organizations seek to be diverse? Company Aramark http://www.aramark.com/ Food ‐ Major Diversified ARAMARK is a leader in professional services, providing award‐winning food services, facilities management, and uniform and career apparel to health care institutions, universities and school districts, stadiums and arenas, and businesses around the world. In FORTUNE magazine's 2009 list of "World's Most Admired Companies," ARAMARK was ranked number one in its industry. ARAMARK seeks to address issues responsibly that matter to its clients, customers, employees and communities by focusing on employee advocacy...
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...PART ONE Introduction to Organizational Behaviour CHAPTER 1 Study of Organizational Behaviour INTRODUCTION The study of Organizational Behaviour (OB) is very interesting and challenging too. It is related to individuals, group of people working together in teams. The study becomes more challenging when situational factors interact. The study of organizational behaviour relates to the expected behaviour of an individual in the organization. No two individuals are likely to behave in the same manner in a particular work situation. It is the predictability of a manager about the expected behaviour of an individual. There are no absolutes in human behaviour. It is the human factor that is contributory to the productivity hence the study of human behaviour is important. Great importance therefore must be attached to the study. Researchers, management practitioners, psychologists, and social scientists must understand the very credentials of an individual, his background, social framework, educational update, impact of social groups and other situational factors on behaviour. Managers under whom an individual is working should be able to explain, predict, evaluate and modify human behaviour that will largely depend upon knowledge, skill and experience of the manager in handling large group of people in diverse situations. Preemptive actions need to be taken for human behaviour forecasting. The value system, emotional intelligence, organizational culture, job...
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...analysis 8 Ethical concerns: 8 Limitation of the Study: 9 Timetable through Gantt chart: 9 Accessibility issues: 10 Strength of anticipated findings and how they relate to aims and objectives of study: 10 Part-B Title: Employee motivation and its impact on employee performance, a case of Tesco, UK Introduction: Employee motivation is demarcated as the inclination or exertion applied by the worker in demand to accomplish objectives of the association and this occurrence of motivation is widespread and outcomes because of some disappointed requirements of the worker. (Armstrong, 2009) The elementary motivation procedure has four phases; a single has assured fondness and fascinations and hatreds that he/she desires to accomplish. When these requirements and yearnings are not pleased, a determination or motivation is shaped in that individual to attain that aim. Motivating the employees is thoroughly connected to the customer’s contentment and retention. If the worker is not motivated in workplace and is not pleased to the job that he/she is executing then he will not be capable to aid the consumer with packed commitment and decency. Consumer’s satisfaction is heavily reliant on consumer facilities work. (Werner, 2009) The administrations which are convoluted in the service industry like Tesco are very intense to center on their consumer services level by inspiring their customer services workers as it unswervingly touches the employee job performances...
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