leadership chapter 1 & 2

Human Relations Theory

(1930's-1950's) -Elton Mayo and the Hawthorne Effect: work better when know they are being watched -Principles: 1. Recognition of the importance of cultures and subcultures within the organization 2. The influence of the group on individual performance 3. Understanding the nature of meaningful rewards

Total Quality Management (TQM)

(1950's with reemerge in 1980's) -Edward Deming, 1982 -More production, less quality -Principles 1. Quality is difficult to define and establish in the absence of a uniform technology 2. Systems of continuous quality improvements can be designed and implemented

Theory X and Theory Y

(1960's) -McGregor, 1969 Organizational effectiveness and efficiency -Neither framework is considered to be a theory by scholars, simply an essay on observations and attitudes of management -the premise of managements attitude toward employees and how management behaves -most useful applications are: 1. Nature of motivation in the workplace 2. The role of management in stimulating and capturing that motivation

Systems Theory

(1960's-1980's) - Daniel Katz & Robert Kahn, 1966 -first developed by biologist and was first authored to orgs by Katz & Kahn -Characteristics: Importance of energy, the throughput, the output, systems as cycles of events, information input, negative feedback, and the coding process (allows for correction and helps system find steady state) -Principles: 1. Understanding organizational inputs, throughputs, outputs, and outcomes 2. Understanding how the logic model is applied 3. recognizing the ways in which human services organizations need to deal with the environment -Input (resources/material) Throughput (process) Output (service) Feedback

Contigency Theory

(1960's-1980's) -Burns & Stalker, 1961 -Provided alternative structure and design options -Typology of organizations mechanistic organizations (at one end) organic organizations (at other end) -Principles: 1. Providing structure and design options 2. Focusing on results rather than process as the primary consideration 3. Recognizing the importance of a feeling of competence for a worker

Diversity Management

(1970's-1990's) -Standards of cultural and gender competence should be established in human service agencies -Management theories and practices should be evaluated in the light of contemporary concerns about their fit to ethic and gender issues

bureacratic theory

(Early 1900's - the 1940's): -Max Webber; One of the least favorite among practitioners; many negative implications but also contributions to not overlook. We will work with many bureaucratic agencies so useful to attempt to understand basic concepts. -Principles: 1. Accountability 2. Defining jobs and placing them within a hierarchy 3. Valuing competence and preparation for the job

Scientific Management

(Early 1900's): -Fredrick Taylor (1911): viewed production process as chaos that needed a system; assembly line; focused on elements of planning, organizing, and controlling. No set expectations, no incentives, based on hunches and intuition with no studies done with workers performing with little knowledge -Principles: 1. Management as a specialized role 2. Training and preparation for the job 3. Precision in the development and application of technology 4. A research orientation

Task Environment

(Thomas, 1967) elements outside of an org that enable it to operate and that set the basic context for these operations. Customers (distributors and users), suppliers (of materials, labor, capital, equipment, work space), competitors (for market and resources), and regulatory groups (Government agencies, unions and interfirm associations) -other external elements: funding sources, noncash revenue sources, clients and client sources, other constituents

1.06 Conflicts of Interest

(a) Social workers should be alert to and avoid conflicts of interest that interfere with the exercise of professional discretion and impartial judgment. Social workers should inform clients when a real or potential conflict of interest arises and take reasonable steps to resolve the issue in a manner that makes the clients' interests primary and protects clients' interests to the greatest extent possible. In some cases, protecting clients' interests may require termination of the professional relationship with proper referral of the client. (b) Social workers should not take unfair advantage of any professional relationship or exploit others to further their personal, religious, political, or business interests. (c) Social workers should not engage in dual or multiple relationships with clients or former clients in which there is a risk of exploitation or potential harm to the client. In instances when dual or multiple relationships are unavoidable, social workers should take steps to protect clients and are responsible for setting clear, appropriate, and culturally sensitive boundaries. (Dual or multiple relationships occur when social workers relate to clients in more than one relationship, whether professional, social, or business. Dual or multiple relationships can occur simultaneously or consecutively.) (d) When social workers provide services to two or more people who have a relationship with each other (for example, couples, family members), social workers should clarify with all parties which individuals will be considered clients and the nature of social workers' professional obligations to the various individuals who are receiving services. Social workers who anticipate a conflict of interest among the individuals receiving services or who anticipate having to perform in potentially conflicting roles (for example, when a social worker is asked to testify in a child custody dispute or divorce proceedings involving clients) should clarify their role with the parties involved and take appropriate action to minimize any conflict of interest. (e) Social workers should avoid communication with clients using technology (such as social networking sites, online chat, e-mail, text messages, telephone, and video) for personal or non-work-related purposes. (f) Social workers should be aware that posting personal information on professional Web sites or other media might cause boundary confusion, inappropriate dual relationships, or harm to clients. (g) Social workers should be aware that personal affiliations may increase the likelihood that clients may discover the social worker's presence on Web sites, social media, and other forms of technology. Social workers should be aware that involvement in electronic communication with groups based on race, ethnicity, language, sexual orientation, gender identity or expression, mental or physical ability, religion, immigration status, and other personal affiliations may affect their ability to work effectively with particular clients. (h) Social workers should avoid accepting requests from or engaging in personal relationships with clients on social networking sites or other electronic media to prevent boundary confusion, inappropriate dual relationships, or harm to clients.

1.08 Access to Records

(a) Social workers should provide clients with reasonable access to records concerning the clients. Social workers who are concerned that clients' access to their records could cause serious misunderstanding or harm to the client should provide assistance in interpreting the records and consultation with the client regarding the records. Social workers should limit clients' access to their records, or portions of their records, only in exceptional circumstances when there is compelling evidence that such access would cause serious harm to the client. Both clients' requests and the rationale for withholding some or all of the record should be documented in clients' files. (b) Social workers should develop and inform clients about their policies, consistent with prevailing social work ethical standards, on the use of technology to provide clients with access to their records. (c) When providing clients with access to their records, social workers should take steps to protect the confidentiality of other individuals identified or discussed in such records.

1.04 Competence

(a) Social workers should provide services and represent themselves as competent only within the boundaries of their education, training, license, certification, consultation received, supervised experience, or other relevant professional experience. (b) Social workers should provide services in substantive areas or use intervention techniques or approaches that are new to them only after engaging in appropriate study, training, consultation, and supervision from people who are competent in those interventions or techniques. (c) When generally recognized standards do not exist with respect to an emerging area of practice, social workers should exercise careful judgment and take responsible steps (including appropriate education, research, training, consultation, and supervision) to ensure the competence of their work and to protect clients from harm. (d) Social workers who use technology in the provision of social work services should ensure that they have the necessary knowledge and skills to provide such services in a competent manner. This includes an understanding of the special communication challenges when using technology and the ability to implement strategies to address these challenges. (e) Social workers who use technology in providing social work services should comply with the laws governing technology and social work practice in the jurisdiction in which they are regulated and located and, as applicable, in the jurisdiction in which the client is located.

1.16 Referral for Services

(a) Social workers should refer clients to other professionals when the other professionals' specialized knowledge or expertise is needed to serve clients fully or when social workers believe that they are not being effective or making reasonable progress with clients and that other services are required. (b) Social workers who refer clients to other professionals should take appropriate steps to facilitate an orderly transfer of responsibility. Social workers who refer clients to other professionals should disclose, with clients' consent, all pertinent information to the new service providers. (c) Social workers are prohibited from giving or receiving payment for a referral when no professional service is provided by the referring social worker.

1.07 Privacy and Confidentiality

(a) Social workers should respect clients' right to privacy. Social workers should not solicit private information from clients unless it is essential to providing services or conducting social work evaluation or research. Once private information is shared, standards of confidentiality apply. (b) Social workers may disclose confidential information when appropriate with valid consent from a client or a person legally authorized to consent on behalf of a client. (c) Social workers should protect the confidentiality of all information obtained in the course of professional service, except for compelling professional reasons. The general expectation that social workers will keep information confidential does not apply when disclosure is necessary to prevent serious, foreseeable, and imminent harm to a client or other identifiable person. In all instances, social workers should disclose the least amount of confidential information necessary to achieve the desired purpose; only information that is directly relevant to the purpose for which the disclosure is made should be revealed. (d) Social workers should inform clients, to the extent possible, about the disclosure of confidential information and the potential consequences, when feasible before the disclosure is made. This applies whether social workers disclose confidential information on the basis of a legal requirement or client consent. (e) Social workers should discuss with clients and other interested parties the nature of confidentiality and limitations of clients' right to confidentiality. Social workers should review with clients circumstances where confidential information may be requested and where disclosure of confidential information may be legally required. This discussion should occur as soon as possible in the social worker-client relationship and as needed throughout the course of the relationship. (f) When social workers provide counseling services to families, couples, or groups, social workers should seek agreement among the parties involved concerning each individual's right to confidentiality and obligation to preserve the confidentiality of information shared by others. Social workers should inform participants in family, couples, or group counseling that social workers cannot guarantee that all participants will honor such agreements. (g) Social workers should inform clients involved in family, couples, marital, or group counseling of the social worker's, employer's, and agency's policy concerning the social worker's disclosure of confidential information among the parties involved in the counseling. (h) Social workers should not disclose confidential information to third-party payers unless clients have authorized such disclosure. (i) Social workers should not discuss confidential information in any setting unless privacy can be ensured. Social workers should not discuss confidential information in public or semipublic areas such as hallways, waiting rooms, elevators, and restaurants. (j) Social workers should protect the confidentiality of clients during legal proceedings to the extent permitted by law. When a court of law or other legally authorized body orders social workers to disclose confidential or privileged information without a client's consent and such disclosure could cause harm to the client, social workers should request that the court withdraw the order or limit the order as narrowly as possible or maintain the records under seal, unavailable for public inspection. (k) Social workers should protect the confidentiality of clients when responding to requests from members of the media. (l) Social workers should protect the confidentiality of clients' written and electronic records and other sensitive information. Social workers should take reasonable steps to ensure that clients' records are stored in a secure location and that clients' records are not available to others who are not authorized to have access. (m) Social workers should take precautions to ensure and maintain the confidentiality of information transmitted to other parties through the use of computers, electronic mail, facsimile machines, telephones and telephone answering machines, and other electronic or computer technology. Disclosure of identifying information should be avoided whenever possible. (n) Social workers should transfer or dispose of clients' records in a manner that protects clients' confidentiality and is consistent with state statutes governing records and social work licensure. (o) Social workers should take reasonable precautions to protect client confidentiality in the event of the social worker's termination of practice, incapacitation, or death. (p) Social workers should not disclose identifying information when discussing clients for teaching or training purposes unless the client has consented to disclosure of confidential information. (q) Social workers should not disclose identifying information when discussing clients with consultants unless the client has consented to disclosure of confidential information or there is a compelling need for such disclosure. (r) Social workers should protect the confidentiality of deceased clients consistent with the preceding standards.

1.17 Termination of Services

(a) Social workers should terminate services to clients and professional relationships with them when such services and relationships are no longer required or no longer serve the clients' needs or interests. (b) Social workers should take reasonable steps to avoid abandoning clients who are still in need of services. Social workers should withdraw services precipitously only under unusual circumstances, giving careful consideration to all factors in the situation and taking care to minimize possible adverse effects. Social workers should assist in making appropriate arrangements for continuation of services when necessary. (c) Social workers in fee-for-service settings may terminate services to clients who are not paying an overdue balance if the financial contractual arrangements have been made clear to the client, if the client does not pose an imminent danger to self or others, and if the clinical and other consequences of the current nonpayment have been addressed and discussed with the client. (d) Social workers should not terminate services to pursue a social, financial, or sexual relationship with a client. (e) Social workers who anticipate the termination or interruption of services to clients should notify clients promptly and seek the transfer, referral, or continuation of services in relation to the clients' needs and preferences. (f) Social workers who are leaving an employment setting should inform clients of appropriate options for the continuation of services and of the benefits and risks of the options.

1.09 Sexual Relationships

(a) Social workers should under no circumstances engage in sexual activities, inappropriate sexual communications through the use of technology or in person, or sexual contact with current clients, whether such contact is consensual or forced. (b) Social workers should not engage in sexual activities or sexual contact with clients' relatives or other individuals with whom clients maintain a close personal relationship when there is a risk of exploitation or potential harm to the client. Sexual activity or sexual contact with clients' relatives or other individuals with whom clients maintain a personal relationship has the potential to be harmful to the client and may make it difficult for the social worker and client to maintain appropriate professional boundaries. Social workers--not their clients, their clients' relatives, or other individuals with whom the client maintains a personal relationship--assume the full burden for setting clear, appropriate, and culturally sensitive boundaries. (c) Social workers should not engage in sexual activities or sexual contact with former clients because of the potential for harm to the client. If social workers engage in conduct contrary to this prohibition or claim that an exception to this prohibition is warranted because of extraordinary circumstances, it is social workers--not their clients--who assume the full burden of demonstrating that the former client has not been exploited, coerced, or manipulated, intentionally or unintentionally. (d) Social workers should not provide clinical services to individuals with whom they have had a prior sexual relationship. Providing clinical services to a former sexual partner has the potential to be harmful to the individual and is likely to make it difficult for the social worker and individual to maintain appropriate professional boundaries.

1.05 Cultural Awareness and Social Diversity

(a) Social workers should understand culture and its function in human behavior and society, recognizing the strengths that exist in all cultures. (b) Social workers should have a knowledge base of their clients' cultures and be able to demonstrate competence in the provision of services that are sensitive to clients' cultures and to differences among people and cultural groups. (c) Social workers should obtain education about and seek to understand the nature of social diversity and oppression with respect to race, ethnicity, national origin, color, sex, sexual orientation, gender identity or expression, age, marital status, political belief, religion, immigration status, and mental or physical ability. (d) Social workers who provide electronic social work services should be aware of cultural and socioeconomic differences among clients and how they may use electronic technology. Social workers should assess cultural, environmental, economic, mental or physical ability, linguistic, and other issues that may affect the delivery or use of these services.

1.13 Payment for Services

(a) When setting fees, social workers should ensure that the fees are fair, reasonable, and commensurate with the services performed. Consideration should be given to clients' ability to pay. (b) Social workers should avoid accepting goods or services from clients as payment for professional services. Bartering arrangements, particularly involving services, create the potential for conflicts of interest, exploitation, and inappropriate boundaries in social workers' relationships with clients. Social workers should explore and may participate in bartering only in very limited circumstances when it can be demonstrated that such arrangements are an accepted practice among professionals in the local community, considered to be essential for the provision of services, negotiated without coercion, and entered into at the client's initiative and with the client's informed consent. Social workers who accept goods or services from clients as payment for professional services assume the full burden of demonstrating that this arrangement will not be detrimental to the client or the professional relationship. (c) Social workers should not solicit a private fee or other remuneration for providing services to clients who are entitled to such available services through the social workers' employer or agency.

Systems Perspective

-Elements and components do not work/act in isolation; they all affect each other

Technological Factors

-Final domain to be considered in attempt to understand task environment -Equipment, hardware, software (type depends on budget, may have to be minimum) -As well as development of new treatment approaches -attention to professional literature to insure for innovations that are successful -Also guidelines for technology in Code of Ethics (NASW)

Leading

-Introducing internally consistent motivation and reward systems -Understanding the importance of internal consistency throughout the entire system

Importance of Systems Integrity

-Maximize productivity, efficiency, effectiveness, and quality -No one best way; Developing an eclectic theoretical framework for management of HSOs and human variable that contribute to the understanding of organizational behavior

Controlling

-Maximizing the use of technology

Competitors

-Relatively unknown prior to purchase of service contracting in 1970's -Privatization gained momentum, government entities rather contract out with agencies to provide certain services (day care, mental health, drug & alcohol treatment and residential treatments) -Agencies must compete with other agencies for steady stream of clients

Organizing

-Understanding org as a system with inputs, throughputs, outputs, outcomes, feedback, and with many subsystems -Understanding the need for organizational structures need to be flexible, appropriate, and based on careful analysis

internal environment

-Understanding requires identification of the significant components of the organization and the extent to which they work in harmony with each other -a coming-together of organizational variable and human variables -includes goals, technology, and structure

Client and consumer sources

-built on assumption or knowledge there is a need that can be translated into a demand for services. As long as demand exists, the agency will continue. Demand dies so does agency. -Exception for not for profit; doesn't translate to higher revenue -Types of client pay: high pay or breakeven (pay full costs or more through self-pay and insurance), low pay (sliding scale, less than full costs), no pay (pay nothing), and contract-eligible clients (services are paid for through contract awarded to agency)

Management Roles and Responsibilities

-design organizational and human variable in way that fits unique needs of org, staff and community -goals should always define, design and establish subsystems that are internally consistent -support efficiency, effectiveness, quality and productivity

Organizing and Planning

-employee's need for attention and recognition, personalization, finding a niche and developing identity -value of introducing autonomy and entrepreneurship into agency practice -importance of diversity and incorporation of multiple perspectives in all aspect

Leading

-employee's need to use knowledge, skills and creativity, and sense of competence -the importance of the social group -recognizing that productivity comes through people, and that the needs of these people must be met for them to want to maximize productivity -importance of internal consistency and that employee's are always aware of mixed messages

Evidence-Based practice & Evidence-Based Management

-the application of research and clinical evidence to decisions made about practice -Expectation for managers as well; facilitate access to sound research and evaluation data, collect data to document program success and needs

Planning

-the significance of the orgs environment -Establishing mission, goals, and objectives -Ensuring job design, consistent with job description and performance, consistent with job description and performance evaluation systems -Monitoring, evaluating, and undertaking research

-Economic and Political Factors 4 Components

1. Funding Sources · Government funds (grants, service contracts, matching, tax benefits) · Donated funds (charity contributions, private grants, endowments) · Fees for services (direct payments from clients and 3rd parties) · Other agency income (Investments, profit-making subs, fund raising) 2. Noncash Revenue (volunteers, in-kind contributions) 3. Economic Downturns (cutbacks especially for nonprofits) 4. Political Climate (attitudes and support of elected reps and citizens)

NASW Code of Ethics

6 Core section and broken up into subsections spelling out in detail what is expected of a practitioner who is bound by this code

service

Addressing social ills and helping others is a primary goal of all social workers. Service is the value from which all other social work values stem. SWs regularly elevate the needs of others above their own personal interests and use their skills and knowledge (from education and experience) to help people. SWs often volunteer their time, in addition to their paid services, with no expectation for financial reward.

administrator

Concentrated on determining policy, co-ordination of finance, production, and distribution; compass of the organization and executive-level, policy-making functions.

Management by Objectives (MBO)

Drucker, 1954) approach where management makes clear goals and expectations that are understood by employees and can find talent to meet expectations for org. -elements of this theory "risk-taking entrepreneurial decision always embody the same 8 elements": Objectives, Assumptions, Expectations, Alternative courses of action, The decision, The decision structure, The impact stage, and The results -Principles: 1. Techniques for adapting to change 2. Strengthening of selected management practices 3. Enhancing employee motivation 4. Bringing greater precision to the performance appraisal

Dignity and Worth of the Person

Every person is different, with different cultural and social values. SWs are mindful of those differences, treating each person with dignity and respect and promoting their clients' capacity and opportunity to address their own needs and improve their personal situations. SWs must be cognizant of their duties to both individual clients and to society as a whole, and seek solutions for their clients that also support society's broader interests.

integrity

In order to facilitate these relationships and improve others' lives, SWs must exhibit trustworthiness at all times. Each social worker must be continually aware of the profession's mission, values, and ethical principles and standards, and set a good example of these components for their clients. By behaving honestly and responsibly, social workers can promote the organizations with which they're affiliated while also creating the most value for the populations they serve.

competence

Professional SWs often hold BSW or MSW, but a fair amount of their knowledge comes from gaining on-the-job experience. As part of the social work values outlined in the NASW Code of Ethics, each social worker must practice within his or her scope of competence and avoid misrepresenting his or her skills or experience to potential clients. SWs must continually strive to expand their knowledge base and competence in order to make meaningful contributions to the profession.

Social Justice

SWs advocate on behalf of the oppressed, the voiceless, and others who are unable to advocate for themselves. Often focus on issues such as poverty, homelessness, discrimination, harassment, and other forms of injustice. SWs provide information, help, and other resources to people seeking equality, and they educate people who may not directly experience discrimination about the struggles of the less fortunate.

Importance of Human Relationships

SWs connect people who need assistance with organizations and individuals who can provide the appropriate help. SWs recognize that facilitating human relationships can be a useful vehicle for creating change, and they excel at engaging potential partners who can create, maintain, and enhance the well-being of families, neighborhoods, and whole communities.

1.02 Self-Determination

Social workers respect and promote the right of clients to self-determination and assist clients in their efforts to identify and clarify their goals. Social workers may limit clients' right to self-determination when, in the social workers' professional judgment, clients' actions or potential actions pose a serious, foreseeable, and imminent risk to themselves or others.

1.15 Interruption of Services

Social workers should make reasonable efforts to ensure continuity of services in the event that services are interrupted by factors such as unavailability, relocation, illness, disability, or death.

1.10 Physical Contact

Social workers should not engage in physical contact with clients when there is a possibility of psychological harm to the client as a result of the contact (such as cradling or caressing clients). Social workers who engage in appropriate physical contact with clients are responsible for setting clear, appropriate, and culturally sensitive boundaries that govern such physical contact.

1.11 Sexual Harassment

Social workers should not sexually harass clients. Sexual harassment includes sexual advances, sexual solicitation, requests for sexual favors, and other verbal or physical conduct of a sexual nature.

1.12 Derogatory Language

Social workers should not use derogatory language in their written or verbal communications to or about clients. Social workers should use accurate and respectful language in all communications to and about clients.

1.01 Commitment to Clients

Social workers' primary responsibility is to promote the well-being of clients. In general, clients' interests are primary. However, social workers' responsibility to the larger society or specific legal obligations may on limited occasions supersede the loyalty owed clients, and clients should be so advised. (Examples include when a social worker is required by law to report that a client has abused a child or has threatened to harm self or others.)

1. Clients 2. Colleagues 3. Practice settings 4. As professionals 5. The social work profession 6. Broader society

Standards concern Ethical responsibilities to:

1. Client and consumer sources 2. Competitors

What are the 2 important factors for managers to keep an eye on?

Motivation and Drive; Create positive work environment in staff performance with motivation

What are the 2 key elements of a manager?

1. Financial Resources 2. Physical Resources 3. Human Resources 4. Technological Resources

What are the 4 factors as an organizing framework for internal environment?

1. Corporate authority and mission 2. Program structure and management style 3. Programs and services 4. Personnel policies 5. Technical resources

What are the 5 identifying variables?

1. Beliefs 2. Mission 3. Vision 4. Culture 5. Goals 6. Products -Clarifies in a concise manner what the agency believes in, what it hopes to achieve, and what services it plans to provide in order to achieve its mission, vison, and goals.

What are the 6 factors of a mission statement?

1. organizing and planning 2. leading

What are the human variables to be addressed by managers?

1. Productivity 2. quality services 3. achievement of outcomes while using least amount of costs.

What are the indicators of excellence in an agency?

1. organizing 2. planning 3. controlling 4. leading

What are the variables to be addressed by managers?

D= Dignity and worth of a person I= Importance of Human Relationships I= Integrity S= Service S-Social Justice C= Competence

What does DIISSC stand for?

I Can Do & Will Support Social Work

What is mrs. adolph's acronym?

1.14 Clients Who Lack Decision-Making Capacity

When social workers act on behalf of clients who lack the capacity to make informed decisions, social workers should take reasonable steps to safeguard the interests and rights of those clients.

1.03 Informed Consent

a) Social workers should provide services to clients only in the context of a professional relationship based, when appropriate, on valid informed consent. Social workers should use clear and understandable language to inform clients of the purpose of the services, risks related to the services, limits to services because of the requirements of a third-party payer, relevant costs, reasonable alternatives, clients' right to refuse or withdraw consent, and the time frame covered by the consent. Social workers should provide clients with an opportunity to ask questions. (b) In instances when clients are not literate or have difficulty understanding the primary language used in the practice setting, social workers should take steps to ensure clients' comprehension. This may include providing clients with a detailed verbal explanation or arranging for a qualified interpreter or translator whenever possible.(c) In instances when clients lack the capacity to provide informed consent, social workers should protect clients' interests by seeking permission from an appropriate third party, informing clients consistent with the clients' level of understanding. In such instances social workers should seek to ensure that the third party acts in a manner consistent with clients' wishes and interests. Social workers should take reasonable steps to enhance such clients' ability to give informed consent. (d) In instances when clients are receiving services involuntarily, social workers should provide information about the nature and extent of services and about the extent of clients' right to refuse service. (e) Social workers should discuss with clients the social workers' policies concerning the use of technology in the provision of professional services. (f) Social workers who use technology to provide social work services should obtain informed consent from the individuals using these services during the initial screening or interview and prior to initiating services. Social workers should assess clients' capacity to provide informed consent and, when using technology to communicate, verify the identity and location of clients. (g) Social workers who use technology to provide social work services should assess the clients' suitability and capacity for electronic and remote services. Social workers should consider the clients' intellectual, emotional, and physical ability to use technology to receive services and the clients' ability to understand the potential benefits, risks, and limitations of such services. If clients do not wish to use services provided through technology, social workers should help them identify alternate methods of service. (h) Social workers should obtain clients' informed consent before making audio or video recordings of clients or permitting observation of service provision by a third party. (i) Social workers should obtain client consent before conducting an electronic search on the client. Exceptions may arise when the search is for purposes of protecting the client or other people from serious, foreseeable, and imminent harm, or for other compelling professional reasons.

Long-range planning

an examination of what actions are necessary to achieve the expectations specified; details should be spelled out as goals, objectives, and activities

Manager

carries out functions of policy that has been established; limits set by admin and employment of organization. Specific functions performed in work setting; promote productivity; implements policy; guided by shared vision of direction.

Theory X

conventional view of management; 3 positions 1. Management's role in the organization (productive enterprise, economic ends) 2. Management's role with employees (respect, motivation, needs of org) 3. Stimulating employee performance (persuasion, reward, punishment; without management people would be passive or resistant) -Also basic opinion that average man is lazy (indolent) and will do as little work as possible; lacks ambition and dislikes responsibility, and prefers to be led; inherently self-centered; resistant to change; gullible and not very bright.

operational planning

goals express a broad intention of outcome expectations; Objectives would then spell out shorter term processes such as expanding capacity refining programs and services, hiring additional staff. Activities then become specific tasks that must be carried out, including time frames, for achieving long-range objectives.

organic organization

more loosely structured, consultation not supervision, and establishes outcome expectations for workers rather than tasks

Theory Y

more realistic approach to the realities of human behavior and factors of motivation 1. Management's role in the organization (organizing elements of productive enterprise in interest of economic ends) 2. Employee commitment ( people are NOT by nature passive or resistant and become so as a result of experience) 3. Employee motivation and capacity (potential for development, assuming responsibilities, behavior towards org goals; management doesn't put there, they make it possible for people to develop themselves) 4. New management role (arrange conditions and methods of operation so people achieve own goals best by directing their own efforts toward org objectives)

mechanistic organization

tends to be fixed and rigid with predictable tasks and stable environment

Strategic Planning

the longest view; attempts to identify where the org would like to be in a time frame of 5 years or more; use available data to project future needs and resources to create visioning process

1. Avoidance 2. Smoothing 3. dominance or power intervention 4. compromise 5. confrontation

what are the 5 styles of conflict management?