Explain outcome based practice, critically review approaches to outcome based practice. Analyse the effects of legislation and policy on outcome based practice and explain how outcome based practice can result in positive changes in individuals lives. Outcome based practice is a method which looks at the individual needs of a service user and help to establish what goals are set for them and how these will be met, this takes into consideration the needs and wishes of the individual. The outcome is based on the measurable impact that it has on the individual. To be able to do this there needs to be clear objectives set which must be worked towards in order to reach the desired outcome.
The questions to answer are how we can make the organization better. How can the open up the beginning of conversations to others in order to improve work environment for everyone? To be a leader or not be a leader, that is the question. An organization’s leaders are responsible for its growth, development, and operation. Leaders set the overall vision for the organization and establish its goals and processes.
Both the NOHS (1999) and the NASW (2008) offer similar principles of ethical standards for which human service professionals to refer to and abide by. The NOHS (1999) explains that as a human service professional, one will take on many roles such as a “caregiver, case manager, broker, teacher/educator, behavior changer, consultant, outreach professional, mobilizer, advocate, community planner, community change organizer, evaluator and administrator.” The ethical codes are written with these versatile roles in mind and elaborate on one’s responsibility to clients and community, to colleagues, to the profession, to employers, and to one’ self. The list of ethical standards all revolve around central core values consisting of: social justice, dignity and worth all of persons, importance of human relationships, integrity, and competence (NASW, 2008). In comparing these codes of ethics with Biblical standards, it is easy to draw parallels. The many roles that human services professionals take on are also similar to the roles we take on as Christians.
Therefore, a moral leader will stimulate a moral influence. The best leaders make their values and their ethics known and preach them in their leadership styles and actions. The duties of leaders include the responsibility for
Karl W. Kuhnert and Philip Lewis, (Oct., 1987) states that, Transformational leadership changes followers values, needs and beliefs to improve performance and quality of performance and convert followers into leaders and may convert leader as moral agent. Podsakoff, McKenzie, Moorman, and Fetter (1990) in Sally A. Carless, Alexander J. Wearing, Leon Mann (Sep., 2000), following a review of the literature on transformational leadership, concluded that it can be summarized by six behaviors, i.e., identifying and articulating a vision, providing an appropriate model, fostering the acceptance of group goals, high performance expectations, providing individualized support to staff and intellectual stimulation. Sally A. Carless, Alexander J. Wearing, Leon Mann (Sep., 2000), propose seven behavior of transformational leadership : communicating vision, developing staff, providing support, empowering staff, bringing innovation, leading by example and charismatic.William H. Bommer, Gregory A.
Terry created a formula that a leader would use in order to meet the goal of becoming an authentic leader (Northouse, 2013). This style is said to be action based and includes not only the leader, but also the leadership team or even the organization depending on the situation (Northouse, 2013). Terry claims the two questions in a situation that requires a leader are: “What is really happening?” and “What are we going to do about it,” (Northouse, 2013). A true authentic leader would answer these questions correctly while staying true to themselves and their followers. Terry developed an Authentic Action Wheel to help leaders correctly answers.
Personal Values and Ethical Standards BSHS/332 March 25, 2013 Personal Values and Ethical Standards Human services are a profession emerging in response to and in expectancy of the direction of human problems and needs. Human services appreciate the diversity of people; therefore, it provides assistance to the people entering its domain within the context of the environment and community. Human service professionals encourage and promote the distinctive characteristics and values of human services. By these means, they support the ethics and integrity of the vocation, support community, and client well-being, and develop their professional growth. The profession has a set of principles of conduct for professional and ethical decision-making.
Foresight - he is required to be able to predict the consequences of the decisions made. Lastly there are characteristics that are connected to both dimensions simultaneously - servant and leader - such as “stewardship“, “commitment to the growth of people“ and “building community“. Stewardship is a necessary characteristic for both sides of servant leaders as it shows the interdependence of being entrusted with the resources of others while people give their resources up to be guided by the servant leader.
It is about getting people to move in the right direction, gaining their commitment, and motivating them to achieve their goals” (Armstrong, 2008). This implies that leadership requires the harmonization of individual needs, task needs and the needs of the group. It is about getting the job done while meeting individual and group needs and maintaining team spirit. The above definitions point to leadership as a process of social influence in which one person can enlist the aid and support of others in the accomplishment of a common task. There are new models of leadership, transformational and communal leadership, which define leadership as a social process in which interpersonal relationships and interaction at all levels in an organization are key to effective leadership (Carless, 1998: Fletcher, 2004).
INTRODUCTION Transactional leadership theory takes a behavioral approach to leadership by basing it on a system of rewards and punishments (Bass & Avolio 1993). Transformational leadership is about appealing and engaging people at an emotional level and inspiring trust, loyalty and respect. Russell (2006, p. 125) affirms by stating that, “transformational leadership is about leading in an environment of change. Effective leadership may, and usually will, require adoption of transactional or operationally oriented leadership roles. The ‘full leadership range’ concept proposed by Bass and Avolio (Avolio 1997; Avolio & Bass 2002) suggests that transactional and transformational aspects may occur in the same person and leadership role Charisma is defined as “an endowment of leaders by their followers of a high degree of esteem and referent power" (Bass 1990).