Comprehensive Analysis of Case Study

 

Comprehensive Analysis of Case Study

In this assignment, you will compile your previous assignments, which you will revise to incorporate new insights as well as feedback from your instructor. In addition, you will assess your strengths and weaknesses as a human services leader based on your course readings. Finally, you will create a professional development plan for yourself. Prior to doing so, review the course project description to ensure that you meet each requirement. Refer to the helpful Campus links in

Resources

as needed.

Requirements

• Turnitin: Submit your assignment to Turnitin and upload your Report of Similarity with your assignment.
• Font: Use 12-point Times or Times New Roman, double-spaced type.
• Writing: Writing should be clear, organized, and free of errors; it should also follow professional standards.
• Research: Use at least 10 academic and professional sources to support your work.
• Length: Your paper should be approximately 10 pages, not including cover or reference pages.
• Format: Follow all current edition APA style and format requirements.

Resources

Running head: ETHICAL AND HUMAN SERVICE DIVERSITY

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ETHICAL AND HUMAN SERVICE DIVERSITY
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Ethical and Human Service Diversity

Priscilla Hill

Capella University

Ethical and human diversity at work place

In this case, we are going to look at ethical and human diversity in service at the workplace. The Human services are produced in suspicion and reaction of human needs. The calling is described by a positive gathering of human needs considering the majority of their assorted variety. In the setting of group and condition, Human administrations experts offer help to their customers and serve their specific needs. A need of morals in human administrations calling is of significant significance. Ethics are rules which speak to set of gauges of lead that is viewed as moral by experts and instructors. Morals in spite of the fact that not authoritative report but rather help to aid settlement of issues and issues identified with moral issues in human administrations calling (Cascio, 2018).

Human services experts are enter players in Human administrations division. In this exceedingly tweaked calling, human administration proficient collaborates often with families, people and gatherings and so forth, all these are their customers. Human administrations experts are caseworkers, they are a parental figure, instructor, specialist, advisor, legal counselor, and analysts and so on in the accompanying area, some moral norms are characterized for human administrations experts (Congress, 2017).

A human service expert can convey its administrations in a better way on the off chance that he is very much aware of the significance of morals in his calling. Code of morals in human administrations calling advances put stock in, classification, acknowledgment, and arrangement of customer’s privilege of self-assurance and educated assent. Medicinal services experts and other individuals engaged with human administrations process should regard the right of protection of their customers. In human administration, customers are sharing their extremely classified data and issues with experts, since they need from experts to tackle their issues. It ends up extreme duty of these experts to build up the relationship of trust and trustworthiness with customers and keep their data classified, and don’t impart it to others in any case some outstanding circumstances when need to talk about it with their group or other expert so as to take care of out the issue of their customer. Indeed, even for this situation, data ought not to be shared without the composed assent of the customer (Crosson-Tower, 2017).

To make the individual a gainful piece of society is likewise an extreme objective of human administrations experts. Now and again, customers don’t have the foggiest idea about the main problem he/she is confronting, this might be a mental or wellbeing related issue, in this circumstance, human administrations experts first locate the genuine reason and after that goes for its answer. Each state and nation has some legitimate system and laws for society, these laws are made for individuals from the society which is people, so the mindfulness and learning of neighborhood and government laws of state or nation is basic for human administration experts as their calling is about people. The experts should be moral goals while regarding for all societies, convictions, and connections (Khan, 2018).

Moral measures for human administration laborers require energy and devotion by experts and specialists also. Honesty, following the laws, consistency with approaches and manages, keeping up the customer records and case documents and so on all incorporate proficient morals prerequisites. Aside from their immediate support of customers, human administration experts additionally have obligation to challenge social foul play and group strengthening (Mackelprang, & Salsgiver, 2016).

In the event that the code of morals isn’t utilized and polished in human administrations calling, it will convey decimation to society. There will be no connection of trust and respectability can be created among experts and society. Individuals will feel hesitant to impart their issues to their experts as they will have no surety that their data will be kept secret. Accordingly, society will endure everywhere as individuals will lead lives brimming with issues and stresses since human administrations work with point of better existences of their customers and to make every one of the individuals from society beneficial and dynamic piece of society. Without moral practices and responsibility of experts to take after these practices, the mission of human administrations can’t be accomplished. Conceding the significance of moral practices, each human administrations association has the code of morals all individuals are urged to take after. So in the event that we create and rehearse our own code of morals to exceed expectations in our calling, it will be a decent system to take after that will make ready for achievement in future (McPhaden, 2018).

Compelling services of assorted variety depends on the acknowledgment of shared characteristics and familiarity with contrast. Overseeing social assorted variety includes recognizing the accepted procedures. A best practice is a strategy, strategy, process, action, motivator, or reward that is accepted to be more successful at conveying a specific result than some other system, technique, process, and so on when connected to a specific condition or situation. He gives specific significance to decent variety preparing programs, giving directors assorted variety related objectives and ensuring they are met lastly, offering admiration to individuals of all races, that is, accounting for religious occasions, abstain from food inclinations and so on., in light of the fact that occasionally it’s the easily overlooked details that issue the most. Leading careful needs evaluation with the goal that the decent variety activities are custom fitted to the circumstance”. Another recommendation is to build up a procedure remembering the ecological setting of the association in this manner reverberating the consequences of the exploration completed. One more point that they touched in their paper was the requirement for creating a framework to assess the impacts of assorted variety administration procedures created by associations with the goal that as good as ever methodologies can advance by taking in the missteps from past ones (Miley, Melia & DuBois, 2016).

Different examinations on the topic give some exceptionally fascinating outcomes. Article reviews the later examinations on decent variety. Here I might want to discuss two of them. To start with, the examination of the US managing an accounting industry, which picked 63 banks from 3 states in light of 3 distinct components, California (high racial assorted variety), Kentucky (low racial decent variety) and North Carolina (money related riches). The examination demonstrated that there was no immediate connection amongst decent variety and execution rather it depended more on the organizations’ business systems. At the point when the technique was more centered on development there was a positive connection amongst decent variety and execution, however, the outcome was inverse when the system moved towards cutting back (Neukrug, 2016).

Once more, the above investigation, despite the fact that viewed as profitable data, just incorporated the US keeping money industry so it can’t be said to delineate the total picture along these lines extended the degree to different ventures and concentrated the connection between racial assorted variety and middle of the road and additionally long haul firm execution and the part that natural setting plays in this. The outcomes demonstrated that at high and additionally low levels of racial assorted variety, there was a curvilinear positive connection between racial decent variety and middle firm execution. The outcome additionally demonstrated a positive relationship between’s racial decent variety and long-haul firm execution. However, these outcomes were reliant on the sort of industry and natural security, implying that the molded connection between racial assorted variety and firm execution would be weaker in unsteady conditions contrasted with a steady one (Sundel & Sundel, 2017).

The inexorably differing working environment is reliably posturing more current difficulties for an association. In this manner, there is a requirement for associations to understand the significance of contriving assorted variety administration techniques. These procedures require exhaustive arranging and taking a gander at all perspectives and in addition, the subsequent results that will emerge from a specific methodology in light of the fact that a decent system can do ponders for an association (Trittin, & Schoeneborn, 2017).

In the meantime, these systems could reverse discharge if there is an absence of arranging or research before execution. Subsequent to assessing the previously mentioned writing, one can see that social assorted variety is an unpredictable marvel. Its part in enhancing authoritative execution relies upon different components, for instance, the ecological setting, the kind of industry, hierarchical systems, and so on. Besides social decent variety alone does not ensure prompt, unmistakable changes in authoritative, gathering, or individual execution. In any case, accomplishing a socially assorted workforce and successfully dealing with this workforce can yield colossal advantages.

References

Cascio, W. (2018). Managing human resources. McGraw-Hill Education.

Congress, E. P. (2017). What social workers should know about ethics: Understanding and resolving practice dilemmas. Social Work Ethics, 1909.

Crosson-Tower, C. (2017). Exploring child welfare: A practice perspective. Pearson.

Khan, H. A. (2018). Globalization and the Challenges of Public Administration: Governance, Human Resources Management, Leadership, Ethics, E-Governance and Sustainability in the 21st Century.

Mackelprang, R. W., & Salsgiver, R. (2016). Disability: A diversity model approach in human service practice. Oxford University Press.

McPhaden, M. (2018). American Geophysical Union adopts and implements a new scientific integrity and professional ethics policy. Scientific integrity and ethics in the geosciences, 67-76.

Miley, K. K., O’Melia, M. W., & DuBois, B. L. (2016). Generalist social work practice: An empowering approach. Pearson.

Neukrug, E. S. (2016). Theory, practice, and trends in human services: An introduction. Cengage Learning.

Sundel, M., & Sundel, S. S. (2017). Behavior change in the human services: Behavioral and cognitive principles and applications. Sage Publications.

Trittin, H., & Schoeneborn, D. (2017). Diversity as polyphony: Reconceptualizing diversity Management from a communication-centered perspective. Journal of Business Ethics, 144(2), 305-322.

Running head: RIVERBEND CITY SCENARIO

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As an effective leader, various combinations of styles and approaches can be used at various time. The journey to leadership begins by knowing themselves and being the most observed and most scrutinized professional on a team (Harley-McClaskey, 2017). Taking time to observe one’s surroundings and to listen to one’s self enhances their awareness level. The more a leader, practice observation and reflection of other behaviors, the more he or she will be able to accurately identify other people’s behavior styles. A leader can use four behavioral styles to lead effectively by ensuring that they know which style they are themselves, knowing about all four styles, and being able to know which style applies to which person. An effective leader will also know that no one style is best or more important than another one (pg.57).

An effective leader knows that being in leadership is not a position or title but a role that is achieved through respect, relationships, attention to detail, diligence, accomplishments, mentoring, and, finally, the development of new leaders (Hockaday, 2015). To be an effective leader, one must possess emotional intelligence. It is stated there are five key components of emotional intelligent that one must accomplished to be an effective leader: self-awareness, self-regulation, motivation, empathy, and social skills.  Without social and interaction skills, a leader is unable to succeed with their team. An important aspect of being an effective leader is day-to-day demonstration that the team is valued and supported by the leader (Hockaday, 2015).

Leadership has five different levels as well as different position such as permission, production, people development, and the pinnacle. The most recognized out of the five would be “people development”, one must be able to build rapport and relate to be successful. People development contains three essential components to being a leader: preceptorship, mentorship and managing up your staff. Having the essential component allows a leader to motivate and inspire their staff to do the best they can each time that is required of them.

Per textbook, there are five organizational values each leader should possess: authenticity, trust, excellence, bold aspirations, and behaving in a meaningful and balanced way. Having the characteristics listed will enable a leader to develop a well diverse team. Leaders also must put a value on all behavioral leadership styles to bring a variety of talents to the table, and the best skill sets to the organization (Harley-McClaskey 63). The key to fostering good relationships is the ability to identify each team member’s unique skills that they have to offer to the organization. A good leader realizes how to bring out the best performance and attitude in all employees no matter which style they possess. Successful leaders know that analyzers often need time to explore solutions to problems that arise however those who display controlling behavior tend to make quick decisions and are then ready to move on to the next crisis. The key to successful leadership is knowing that people with different behavior styles bring unique attributes that must be tapped into, so they can perform at their own optimal level in the manner that best suits them.

Harley-McClaskey (2017) states individual style preferences are learned and the strength of each preference is a function of both his or her age and life experiences, causing the learning and synapse growth from childhood to young adulthood. An effective leader will also know that no one style is best or more important than another one (pg.57).

In the Riverbend City scenario, the task force was looking for a new leader to head up a task force team who would focus on the epidemic of homelessness among teens throughout the city. This leader would need to possess many skills and be diverse to fulfill this position. According to Bruce Greenberg, Superintendent of the Riverbend City School District, homelessness among students in the district is up an estimated 20 percent from five years ago. In sections of city that serve poorer students, that percentage is even higher. The neighborhood never recovered from the Great Recession, or from the exodus of manufacturing jobs that at one time were a mainstay in Ruby Lake.

The candidate I chose to fulfill the manager position on the task force was Shelly, she presents to be very motivated and committed to this field. I think she would be successful at motivating other team members as she’s been the assistant director at the largest group home in the city for a year and a half. She has a lot of enthusiasm as well as serving a very diverse population, including LGBT kids, and kids with addictions. She also has experience helping kids find emergency resources.

After carefully reviewing candidate’s resume, the only area of concern for me as an interviewer is she doesn’t have much of a track record in this field, will she understand the teen homelessness as a systemic issue? And does she understand the kinds of community changes that need to happen to make a difference? But I believe this can only be learned through experience and errors.

Being able to select this candidate, I was able to utilize the human services model and Hansell’s Theory. The human services model recognizes that undesirable outcomes are often the results of a failure in the basic needs of the individual. These needs are assessed, and goals created to mitigate them quickly (Burger, 2018) which is clearly need for this new task force to be successful. The human services model fits my decision because a leader should know what needs of clients are not being met. It forces a leader to have a variety of skills to be able to help their clients and community. In the city of Riverbend, it is confronted with an epidemic of clients that are frustrated because of their unmet basic needs.

In Hansell’s theory, it contains seven components that are very important to learn to help the people and the community in many areas of life. If people do not achieve each attachment, they go into crisis, or a state of stress (pg. 169) which currently Riverbend is experiencing. In Hansell’s theory, the drive that gives one the feeling of well-being, which may differ depending on culture, beliefs, and ethnicity; nevertheless, that person will attempt to gain gratification of goals and needs by interrelating with their outer environment and their ability to meet the above attachments. In the city of Riverbend, we must make sure the components are met which results in decrease of homelessness among teens and their families.

References

Burger W. R. (2018). Human services in contemporary America (10th ed.). Boston, MA: Cengage Learning

Dawson, M., Phillps, B., & Leggat, S. G. (2012). Effective clinical supervision for regional allied health professionals: The Supervisee’s Perspective. Australian Health Review: Collingwood, 36(1), 92-7. Capella-summon-serialssolutions-com.library.capella.edu

Harley-McClaskey, Deborah. Developing Human Service Leaders. SAGE Publications, Inc, 20160112. VitalBook file.

Hockaday, M. S. (2015). “Service to people: A Must-Have Quality for Effective and Influential Leaders”. Journal of Trauma Nursing (1078-7496), 22 (6), p. 308. Capella-summon-serialssolutions-com.library.capella.edu

Sadykova, K. K., Kulzhambekova, A. E., Abilmazhinov, T. T., & Koksharova, V. V. (2015). Approaches to effective use of human resources in public service. Journal of Advanced Research in Law and Economics, 8 (4), 26. Capella-summon-serialssolutions-com.library.capella.edu

Running head: RIVERBEND CITY SCENARIO 1

RIVERBEND CITY SCENARIO 7

Riverbend City Scenario

Priscilla Hill

Capella University

As an effective leader, various combinations of styles and approaches can be used at various time. The journey to leadership begins by knowing themselves and being the most observed and most scrutinized professional on a team (Harley-McClaskey, 2017). Taking time to observe one’s surroundings and to listen to one’s self enhances their awareness level. The more a leader, practice observation and reflection of other behaviors, the more he or she will be able to accurately identify other people’s behavior styles. A leader can use four behavioral styles to lead effectively by ensuring that they know which style they are themselves, knowing about all four styles, and being able to know which style applies to which person. An effective leader will also know that no one style is best or more important than another one (pg.57).

An effective leader knows that being in leadership is not a position or title but a role that is achieved through respect, relationships, attention to detail, diligence, accomplishments, mentoring, and, finally, the development of new leaders (Hockaday, 2015). To be an effective leader, one must possess emotional intelligence. It is stated there are five key components of emotional intelligent that one must accomplished to be an effective leader: self-awareness, self-regulation, motivation, empathy, and social skills.  Without social and interaction skills, a leader is unable to succeed with their team. An important aspect of being an effective leader is day-to-day demonstration that the team is valued and supported by the leader (Hockaday, 2015).

Leadership has five different levels as well as different position such as permission, production, people development, and the pinnacle. The most recognized out of the five would be “people development”, one must be able to build rapport and relate to be successful. People development contains three essential components to be a leader: preceptorship, mentorship and managing up your staff. Having the essential component allows a leader to motivate and inspire their staff to do the best they can each time that is required of them.

Per textbook, there are five organizational values each leader should possess: authenticity, trust, excellence, bold aspirations, and behaving in a meaningful and balanced way. Having the characteristics listed will enable a leader to develop a well diverse team. Leaders also must put a value on all behavioral leadership styles to bring a variety of talents to the table, and the best skill sets to the organization (Harley-McClaskey 63). The key to fostering good relationships is the ability to identify each team member’s unique skills that they have to offer to the organization. A good leader realizes how to bring out the best performance and attitude in all employees no matter which style they possess. Successful leaders know that analyzers often need time to explore solutions to problems that arise however those who display controlling behavior tend to make quick decisions and are then ready to move on to the next crisis. The key to successful leadership is knowing that people with different behavior styles bring unique attributes that must be tapped into, so they can perform at their own optimal level in the manner that best suits them.

Harley-McClaskey (2017) states individual style preferences are learned and the strength of each preference is a function of both his or her age and life experiences, causing the learning and synapse growth from childhood to young adulthood. An effective leader will also know that no one style is best or more important than another one (pg.57).

In the Riverbend City scenario, the task force was looking for a new leader to head up a task force team who would focus on the epidemic of homelessness among teens throughout the city. This leader would need to possess many skills and be diverse to fulfill this position. According to Bruce Greenberg, Superintendent of the Riverbend City School District, homelessness among students in the district is up an estimated 20 percent from five years ago. In sections of city that serve poorer students, that percentage is even higher. The neighborhood never recovered from the Great Recession, or from the exodus of manufacturing jobs that at one time were a mainstay in Ruby Lake.

The candidate I chose to fulfill the manager position on the task force was Shelly, she presents to be very motivated and committed to this field. I think she would be successful at motivating other team members as she’s been the assistant director at the largest group home in the city for a year and a half. She has a lot of enthusiasm as well as serving a very diverse population, including LGBT kids, and kids with addictions. She also has experience helping kids find emergency resources.

After carefully reviewing candidate’s resume, the only area of concern for me as an interviewer is she doesn’t have much of a track record in this field, will she understand the teen homelessness as a systemic issue? And does she understand the kinds of community changes that need to happen to make a difference? But I believe this can only be learned through experience and errors.

Being able to select this candidate, I was able to utilize the human services model and Hansell’s Theory. The human services model recognizes that undesirable outcomes are often the results of a failure in the basic needs of the individual. These needs are assessed, and goals created to mitigate them quickly (Burger, 2018) which is clearly need for this new task force to be successful. The human services model fits my decision because a leader should know what needs of clients are not being met. It forces a leader to have a variety of skills to be able to help their clients and community. In the city of Riverbend, it is confronted with an epidemic of clients that are frustrated because of their unmet basic needs.

In Hansell’s theory, it contains seven components that are very important to learn to help the people and the community in many areas of life. If people do not achieve each attachment, they go into crisis, or a state of stress (pg. 169) which currently Riverbend is experiencing. In Hansell’s theory, the drive that gives one the feeling of well-being, which may differ depending on culture, beliefs, and ethnicity; nevertheless, that person will attempt to gain gratification of goals and needs by interrelating with their outer environment and their ability to meet the above attachments. In the city of Riverbend, we must make sure the components are met which results in decrease of homelessness among teens and their families.

References

Burger W. R. (2018). Human services in contemporary America (10th ed.). Boston, MA: Cengage Learning

Dawson, M., Phillps, B., & Leggat, S. G. (2012). Effective clinical supervision for regional allied health professionals: The Supervisee’s Perspective. Australian Health Review: Collingwood, 36(1), 92-7. Capella-summon-serialssolutions-com.library.capella.edu

Harley-McClaskey, Deborah. Developing Human Service Leaders. SAGE Publications, Inc, 20160112. VitalBook file.

Hockaday, M. S. (2015). “Service to people: A Must-Have Quality for Effective and Influential Leaders”. Journal of Trauma Nursing (1078-7496), 22 (6), p. 308. Capella-summon-serialssolutions-com.library.capella.edu

Sadykova, K. K., Kulzhambekova, A. E., Abilmazhinov, T. T., & Koksharova, V. V. (2015). Approaches to effective use of human resources in public service. Journal of Advanced Research in Law and Economics, 8 (4), 26. Capella-summon-serialssolutions-com.library.capella.edu

Running head: LEADERSHIP AND MANAGEMENT SKILLS 1

LEADERSHIP AND MANAGEMENT 7

Leadership and Management Skills

Priscilla Hill

Capella University

Leadership and management go hand in hand, at any type of organizations; being an effective leader means they both are there to support each other. The role of a leader (leadership) is to inspire others to achieve and shared the vision or goal by motivating, influencing and encouraging people. The role of the director (management) is to execute the visions in a systematic way and through directing others. One role of an effective leader is to establish partnerships with various organization both inside and outside of the organization to ensure needs of various stakeholder needs are met (McClaskey, 2017, p. 4). Maintaining positive relationships with these plans is critical to continued success of the organization because it is reliant on payments from these organizations to provide resources to fund current operations, support research activities and expand business operations.

According to Burger (2017) good leadership begins within the organization. These individuals have degrees as well as experience and training to aid them in assisting individuals in the community. There are several levels of managers and leaders in a profession and their job duties can include but are not limited to the organization mission, policies, procedures and overseeing the entire operations of the agency Leadership does not mean just one individual; a person becomes a leader because of their ability to work well with others. The relationship that the supervisor has with colleagues is one of the most important component to have because the success of the agency and the clients depends on it. Per Harvey-McClaskey (2017), the relational theory focuses on the interactions of the leader and the followers. It is very important that anyone in a leadership position has develop the ability to connect with and build relationship with other leaders in other organizations.

Human services workers have many duties and tasks that they preform each day ranging from attending meetings to fundraising. Human services agencies need the help and support of other like-minded agencies to get the job done that ability to connect goes back to behaviors. How the leader behaves has much to do about their ability to connect with other local human services agencies. We have discussed the attributes of good and strong leaders. It is also imperative that the leader understands the abilities of those who report to them, as you do. Knowing their strengths and weaknesses are things a strong leader is aware of. “Successful leaders must be observant, thoughtful, and conscious of their own patterns and tendencies as well as other behaviors, while analyzing the situational variables. (Harley-McClaskey 2017, p. 31).

There are many issues and/or problems managers and leaders face pertaining to their roles. One main issue and/or problem is handling conflict in an organization. In the work environment, leadership can expect some degree of conflict. The reason why conflict exists is because of the different personalities, values, beliefs, and work ethic of employees. Leadership should be able to recognize the triggers of conflict. According to Robbins and Judge (2009), perceived conflict is defined as awareness by one or more parties of the existence of conditions that create opportunities for conflict to arise. In this conflict, a person may not be directly affected by the conflict. It deals more with the perception of it. It is at this stage where conflict is formed because of opposition or incompatibility. In building a perception of conflict, emotions have taken place. Majority of the time, these emotions are usually negative. Some emotions that may be felt are anger, frustration, anxiety, tenseness, hostility, and depression. Negative emotions have been found to yield oversimplification of issues, reductions in trust, and negative interpretations of the other party’s behavior (p. 489).

When conflict arises, there should be some means of resolution efforts. An effective leader should be able to execute some type of interventions therefore eliminating some of the problem where an agreement is able to take place. An effective leader should be able to maintain control always in the workplace. Being a leader will cause one to not be liked by others but be the example. Conflict is inevitable in the workplace. Considering the increased diversity in the workplace, knowledge about the role of personality and individually held values in dealing with conflicts would certainly increase the effectiveness of organizational conflict management. Every situation will need to be handled differently. Many employees are resistant to change; which creates a negative relationship with the leader. At times, the supervisor is molding herself to the organizational culture, without forcing it to their standards. When resistance is present, the supervisor must change their style with those individuals.  

Another conflict leaders must deal with is the gender-bias theory of man vs woman. It has been well known and written that a woman’s place is in the kitchen not the workplace. Past research and experimental studies has shown that female leaders are equally effective as male leaders, yet female leaders are evaluated slightly less favorably than male leaders. Gender stereotyping is one reason why female leaders receive less positive evaluations. Women and men are perceived differently in the state of leadership.

Women of the past western societies have been more communal such as caretaker, emotional, and a help to men, who are seen more as agentic; being active, decisive, dominant. The belittled stereotype and leader role has significant consequences for how women view themselves. Women are focused to see themselves as less agentic and more communal than men and as such less suited for a leadership position. Anderson et al. (2012) showed that sense of power has a trait-like stable nature, and personal sense of power is moderately consistent across relationships. Accordingly, to a recent study it has defined a leaders’ sense of power as a trait-like state, which refers to leaders’ perception of their power and influence vis-à-vis subordinates in the workplace. Sense of power predicts the cognition, emotion, and behavior of the power holder (Sturm & Antonakis, 2015). This questions the psychological process by which power can affect team process and performance, about which little research has been conducted within an organizational context. Whether or not leaders’ sense of power can improve team performance remains controversial (Williams, 2014).

In a structure organization, a strong interest interdependence exists between power holders such as leaders and their counterparts which are subordinates, whereas interest interdependence between strangers is weak in the social context (Lin, 2014). Therefore, as interactions in a structural organization context differ significantly from those in a social context, results obtained in different factors are not necessarily consistent. Because researchers usually explain the effect of leaders’ sense of power by showing the action or goal orientation of the power holder (Willis & Guinote, 2011), the mechanism of sense of power from a relationship conflict perspective should be demonstrated. Sense of power influences the social attention, social cognition, and social behavior of the power holder, and is an important influence on social interactions (Tost, 2015).

Management roles, and what managers do to support and catalyze on the capacity of organizations to recognize goals, is critical to the efficiency, development, and implementation of human services. A transformational leader is one which focuses on building positive organizational cultures, and the role of transformational leadership in terms of concern for team members, intellectual stimulation, ethical behavior, and relationship building, is vital to organization success in this student’s opinion (Gastil, 2009).

Many theorists also support motivational theory, such as in line with Hansell’s motivation theory (Harley-McClaskey, 2017), and the human relations approach, which is my chosen role, has proven to be a successful management style focusing on four key interrelated areas: (1)human resource practices management,  (2) trust, (3) job satisfaction,  and (4) leadership (Patti, 2009), and in my humble opinion, these focuses are significant to team empowerment, participation, influence, and organizational success.

Reference

Anderson, C., Spataro, S. E., & Flynn, F. J. (2008). Personality and organizational culture as determinants of influence. Journal of Applied Psychology, 93, 702–710. https://doi.org/bkrzt4

Burger, W. R. (2018). Human services in contemporary America (10th ed.). Boston, MA: Cengage Learning. 

Harley-McClaskey, D. (2017). Developing human service leaders. Thousand Oaks, CA: SAGE Publications, Inc.

Lin, L.-H. (2014). Organizational structure and acculturation in acquisitions perspectives of congruence theory and task interdependence. Journal of Management, 40, 1831–1856. https:// doi.org/bj3d

Patti, R. J. (2009). The handbook of human services management, 2nd edition. SAGE Publications, Inc. Retrieved from VitalBook Bookshelf Online.

Robbins, S. P., & Judge, T. A. (2009). Organizational behavior (Liberty University ed.). Upper Saddle River. NJ: Prentice Hall.

Rovira-Asenjo, N., Pietraszkiewicz, A., Sczesny, S., Gumı,´ T., Guimerà, R. & Sales-Pardo, M. (2017). Leader evaluation and team cohesiveness in the process of team development: A Matter of Gender? PLoS ONE 12(10): e0186045. https://doi. org/10.1371/journal.pone.0186045

Sturm, R. E., & Antonakis, J. (2015). Interpersonal power: A Review, Critique, and Research Agenda. Journal of Management, 41, 136–163. https://doi.org/bj3f

Tost, L. P., Gino, F., & Larrick, R. P. (2013). When power makes others speechless: The Negative Impact of Leader Power on Team Performance. Academy of Management Journal, 56, 1465–1486. https://doi.org/bj3h

Williams, M. J. (2014). Serving the self from the seat of power: Goals and Threats Predict Leaders’ Self-interested Behavior. Journal of Management, 40, 1365–1395.

https://doi.org/bj3m

Willis, G. B., & Guinote, A. (2011). The effects of social power on goal content and goal striving: A situated perspective. Social and Personality Psychology Compass, 5, 706–719. https://doi.org/ cbf9kc

Comprehensive Analysis of Case Study Scoring Guide

Due Date: Unit 9 
Percentage of Course Grade: 20%.

CRITERIA	NON-PERFORMANCE	BASIC	PROFICIENT	DISTINGUISHED
Summarize analysis and recommendations for a practice situation. 16%	Does not summarize analysis and recommendations for a practice situation.	Incompletely summarizes analysis and recommendations for a practice situation.	Summarizes analysis and recommendations for a practice situation.	Summarizes analysis and recommendations for a practice situation, comparing pros and cons of potential solutions.
Analyze the qualities of a good leader in the human services field. 17%	Does not analyze the qualities of a good leader in the human services field.	Identifies the qualities of a good leader in the human services field.	Analyzes the qualities of a good leader in the human services field.	Analyzes the qualities of a good leader in the human services field, including suggested criteria for evaluating these qualities in individuals.
Analyze the importance of collaboration in human services delivery and ways to handle conflict in collaborative groups.  17%	Does not analyze the importance of collaboration in human services delivery and ways to handle conflict in collaborative groups.	Describes the importance of collaboration in human services delivery.	Analyzes the importance of collaboration in human services delivery and ways to handle conflict in collaborative groups.	Analyzes the importance of collaboration in human services delivery and ways to handle conflict in collaborative groups, providing real-world examples.
Evaluate the role of ethics and diversity in human services, including the role of the practitioner in supporting ethical standards and diversity. 17%	Does not evaluate the role of ethics and diversity in human services, including the role of the practitioner in supporting ethical standards and diversity.	Describes the role of ethics and diversity in human services.	Evaluates the role of ethics and diversity in human services, including the role of the practitioner in supporting ethical standards and diversity.	Evaluates the role of ethics and diversity in human services, including the role of the practitioner in supporting ethical standards and diversity and suggesting criteria for evaluating practitioner effectiveness.
Assess personal strengths and development needs in regard to human services leadership, including a plan for professional development.  17%	Does not assess personal strengths and development needs in regard to human services leadership, including a plan for professional development.	Assesses personal strengths and development needs in regard to human services leadership but does not include a plan for professional development.	Assesses personal strengths and development needs in regard to human services leadership, including a plan for professional development.	Assesses personal strengths and development needs in regard to human services leadership, including a plan for professional development and specific resources to be used.
Communicate in a manner that is scholarly, professional, and respectful of the diversity, dignity, and integrity of others consistent with the expectations for human services professionals. 16%	Does not communicate in a manner that is scholarly, professional, and respectful of the diversity, dignity, and integrity of others consistent with expectations for human services professionals.	Inconsistently communicates in a manner that is scholarly, professional, and respectful of the diversity, dignity, and integrity of others. Falls short of meeting the expectations for human services professionals.	Communicates in a manner that is scholarly, professional, and respectful of the diversity, dignity, and integrity of others consistent with the expectations for human services professionals.	Clearly, consistently and concisely communicates in a manner that is scholarly, professional, and respectful of the diversity, dignity, and integrity of others consistent with expectations for human services professionals.