1a). Leadership approaches relevant in the field of social work
Social workers often pride themselves in their capacity to efficiently assist those that they serve. Notably, this is their primary competence and as a result are committed to individual dignity, significance of relationships, service delivery, and social justice. Therefore, the first approach of leadership in the field of social work would be to practice an authentic type of leadership. An authentic leader would have in his possession an emotional resolve making the leader gain the required confidence from his peers. Besides, it shows one’s willingness to lead. When one practices an authentic type of leadership, he is bound to be more decisive, service oriented and also accountable. This will earn the leader respect, as well as, approval not just among the workmates but also the clients.
The second leadership skill applicable in the field of social work is the transformational type. This is because social service entities currently operate in increasingly complex environments where they essentially struggle to survive and maintain themselves as written by Marshall (2004). As a result, the field of social work needs to become more responsive, as well as, adaptive to the alterations in their environments through becoming more flexible, flatter and even dependent on teams. Social workers comprehend that changes be it, family, on a personal level or in the entities encompasses leaving the same old ways of doing things.
2a). Leadership approaches important in one’s concentration
It is always imperative for one to harbor some concentration, anticipated concentration, social work student caucus and also take consideration of the field of practice. The first leadership style that can be utilized is that of servant leadership. It commences with that natural feeling that one would only like to serve others in whatever capacity available. This style would ensure that the priorities of others are often served before his are considered. This is basically when referring to issues regarding the clients. Having this leadership style in this field of study who put more emphasis on wellbeing, as well as, the growth of other individuals and the societies that they belong.
The other critical leadership is the psychodynamic style. This is a style that makes an evaluation of the psychological makeup of and individual enabling him to gain an improved comprehension of what motivates self and others too. This would assist in the determination of how people respond to the one in charge and subordinates. This style would on a personal level help in facilitating the entire process of gaining insights, as well as, the identification of the emotional patterns of reaction. Understanding the behaviors of subordinates and also work group members is thus significant at this point. ("Psychodynamic approach to leadership | Leadership", 2016)
2). Power analysis section
The first source of power wielded in the ‘Homeless Veteran Agency' is the referent power. Generally, this is the power that I have derived from the interpersonal relationships with other people in the entity. It has developed over an extended period since it can only be gained through admiration, trust and also appreciation that others have for me. These positive interpersonal relationships with other are what has contributed to this source of power. Secondly is the legitimate power which is based on the position I hold in the agency. It is that power that has been legitimately based on merit. These concepts have yielded numerous advantages because of the present ability to command respect, as well as, admiration from my peers. Acting differently by upholding every policy and regulation is significant. On top of this, practicing virtues in and about the entity has assisted in promoting these sources of power. This has also ensured that the relationship between the firm and its clients have been improved. (Garvin, Gutiérrez, & Galinsky, 2004, p. 67)
Area 1- Groups and teams
A). Characteristics of effective teams, its leaders and members.
This part will provide its analysis based on the Homeless Veterans Agency. An effective team is one that is self-conscious concerning its intended operations. This means that effective teams take the time to discuss the processes of the team, its functionality and the ways it will achieve its objectives. As a result, an active team is that which has a mutually agreed upon, as well as, explicitly indicated mechanics for attaining the goals of the agency. Also, the effectiveness of a team can be determined by looking at the clarity of the set performance goals. Stephen (2008) mentions that this enables the team to continually achieve small wins in the course of meeting its larger goals related to the milestones in the social work.
A good team notably requires good leadership for the achievement of its set goals. Characteristics of good team leadership are one that can set examples, motivate and also provide efficient feedback to the members. They can, as a result, be able to mold various soft skills of the members. With this, the leaders of a team can adequately discern when there is a problem that requires immediate attention consequently providing the necessary solutions in time. A team leader should also be in a position to identify the skills that match the job descriptions in the Homeless Veterans Agency. This illuminated the problem of redundancy.
Efficient members of a team are those that possess both technical skills, as well as, emotional intelligence. Technical skills ensure that the workers of the agency exude the required expertise needed to conduct their tasks. On the other hand, emotional intelligence in the social work field has often been regarded to be even better than IQ. In essence, productive team members who have the above skills would improve the quality of the results achieved thereby increasing the general performance of the team. The practices and behaviors culminating to decent team leadership include leading horizontally and supporting transparent decision making within the team. For the members, practices, as well as, behaviors leading to efficiency in the team include the possession of skills required for the generally pleasant healthy climate of the group. Also, good communication skills are an important concept in this sphere.
B). How strengths and KSAs correspond to the identified areas above
A massive correspondence of personal skills with the strengths mentioned above have regularly ensured that the aims of the team are attained. Having the skills responsible for a healthy climate in any team are a proponent to the achievement of social cohesion within the agency. Personal skills encompass openness and support in the activities of the group. Through support, I have been able to offer the required assistance to fellow members regarding the accomplishment of the desired goals. Openness, on the other hand, has enabled myself and other members to know adequately one another with a major stress on the varied backgrounds, as well as, interests. Being open to new viewpoints and ideas tremendously assists in balancing the cohesion needs of the group. For the leaders in a team, the transparency in decision making ensures that members make contributions and also influence the options that have been deduced. Notably, a transparent process limits the time taken for questioning the decisions arrived at and as a result, the energy can be directed towards their implementation. (O'Connor, 2006, p. 128)
C). Strengths and KSAs needed to be developed
Some particular areas exist that needs to be augmented or developed for purposes of wholly reaching the desired goals. A primary strength that needs to be developed on a general scope is the practice of more risk taking possibilities. For one to generally develop in regards to every sphere of the team, taking initiative, as well as, the implications are of the essence. Inculcation of this concept in self would be necessary and fundamental in the promotion of creativity, development, innovation and also learning. Worth noting is that upon the acquisition of the risk taking characterization, less time will be taken in trying to figure out how to go about the rising issues in the agency. Consequently, more time will be devoted towards the achievement of more change necessary in catapulting the team further.
Area 2: Dealing with conflicts
A) Sources of conflicts
Homeless Veteran Agency just like any other social work entity is susceptible to conflicts in their ordinary course of conducting their business. Some of the issues resulting into conflicts have been identified below.
Poor communication- when the agency or supervisor does not effectively communicate, conflicts are bound to occur. For instance, a manager who provides unclear instructions to his juniors creates a problem of confusion amongst them as to who is supposed to conduct what work.
Interpersonal relationships- the workplace has different people with different beliefs, values, and attitudes. As a result, the possibility of them not always meshing up is high. Office gossip, as well as, rumors would also act as a catalyst for deteriorating relationships.
Limited resources- there are some institutions that are geared towards cutting costs. Consequently, they may reduce resource utilization e.g. office equipment, setting a limitation on spending and minimizing the access to company vehicles. As a result, workers may have the feeling that they are having a competition with one another against the utilization of the limited resources ultimately causing friction.
Harassment- different forms of harassment may be in existence in the workplace. Examples include sexual, racial or even those against new workers. Entities that do not have strong anti-harassment policies are notably promoting the vice which may culminate into conflicts.
The existence of the conflicts mentioned above can have devastating impacts on the performance of the social work agency because of the negative energies. As a result, it is imperative that proper approaches towards their resolutions are applied. Some of the revolutionary methods are as mentioned below:
Encouraging personal conversations- conversations and general communications within the workplace will ensure that the points of contention are adequately looked into. Therefore, a scenario where information is sufficiently passed within the entity should be encouraged for the elimination of any possible feud.
Realization of the right intentions associated with every member- because of the diversity in the workplace, the members of an entity should work towards the achievement of only positive attributes of fellow workers. To aid in this, people should often consider being in a position of actual belief, as well as, sincerity. This significantly assists in the promotion of good and acceptable virtues within the company. (Rottier, 2001, p. 46)
Evangelizing the philosophy regarding conflicts- lastly, the social work agency should ensure that its method, as well as, the message used in countering conflicts within the entity cascades to every level of the organization. This will provide a standard measure in the resolution process within the whole entity.
B) Significant strengths and KSAs in the conflict resolutions
Willingness to forgive- conflict resolution and management cannot be solved when there is an unwillingness to forgive. Therefore, holding more onto the urge of punishing that otherwise cannot offer compensation for the losses encountered during the conflict is thus completely discouraged. As a result, forgiveness is a significant strength that can be used in this sphere. ("Teamwork skills: being an effective group member", 2012)
Comprehending when to let off something- if one realizes that the possibility of agreeing is minimal, then choosing to disengage from the conflict is a viable criterion that would let the conflict die a natural death.
Making the resolution of conflicts the priority and not whether one is right or wrong- primarily, one should strive to maintain and strengthen the existing relationships rather than to win the argument. Having respect to the other party is as a result very significant in the maintenance of the relationships.
C). Strengths to augment in dealing when dealing with conflict resolution
The culture of tolerance- it is important to inculcate a culture of tolerance that would possibly encourage compromise when faced with a conflict. Besides, tolerance would culminate to a win-win situation thereby making both parties to be satisfied with the deductions. Therefore, the practicability of this concept is vital on a personal scope.
Picking up the battles- it should be realized that having conflicts can really drain one. It is thus fundamental for one to consider if continuing with the feuds is worthy of one's time, as well as, energy. Practicing this ideology is very crucial in ensuring that only the worthy causes are undertaken.
References
Stephen, E. (2008). 6 Habits of Highly Effective Teams: Easy-read Edition (p. 216). America: ReadHowYouWant.com.
Garvin, C., Gutiérrez, L., & Galinsky, M. (2004). Handbook of social work with groups. New York: Guilford Press.
Marshall, S. (2004). Transformational leadership approaches: A review and synthesis. (p. 438). United States: Sage Publications.
O'Connor, I. (2006). Social work and social care practice. London: SAGE.
Psychodynamic approach to leadership | Leadership. (2016). Sites.psu.edu. Retrieved 25 April 2016, from https://sites.psu.edu/leadership/2013/11/23/psychodynamic-approach-to-leadership/
Rottier, J. (2001). Implementing and Improving Teaming: A Handbook for Middle Level Leaders (p. 177). United States: National Middle School Association.
Teamwork skills: being an effective group member. (2012). Centre for Teaching Excellence. Retrieved 25 April 2016, from https://uwaterloo.ca/centre-for-teaching-excellence/teaching-resources/teaching-tips/tips-students/being-part-team/teamwork-skills-being-effective-group-member
