Psychology
Introduction
For many years, leadership has been the subject of discussion among scholars and the concept of leaderships branches out to several theories that explains its core characteristics. Leadership theories, concepts, and models of application vary according to the professional environment in which a leadership role is warranted. In the field of social work, leadership is an important characteristic that fosters change for the betterment of the population that the profession serves. In this discussion, leadership theories will be examined and linking the concept to approaches and application relevant to the social work profession. In addition, the discussion will also examine the context of power and how it fits in the concept of leadership. Power analysis will also highlight the source of power and how it applies in the work environment. Lastly, the discussion will move to a selected area of application such as leading teams, resolving conflicts, working with diverse population, and effective communication. At this point in the discussion it can be assumed that power, leadership, and its application encompasses a role in the social work profession in terms of motivating, intervene in crises, motivate, diffuse conflict, and advocating for the benefit of the client.
Leadership Theories
There are several models, theories, concepts, and approaches to leadership, but not all can be applied in the social work environment. Social work as a profession encompasses specific characteristics that mostly are also attributed to leadership such as having courage, respect of diversity, ethics and responsibility, empathy, to educate, to motivate, and being flexible. The aforementioned characteristics that make an effective social worker particularly in the mental health specialization are deemed relevant to the understanding of leadership. Under the lenses of social work profession, there are four relevant theories of leadership that applies in the social work profession.
Modern Trait Theory
In this theory, individuals become leaders depending on the situation. The significant traits the It theory suggests that effective leaders should have are intelligence, extroversion, adjustment, openness to new experience, conscientiousness, and self-efficacy. It is one of the earliest concepts of leadership, which reiterates that leaders are born and not made. There is considerable reason to believe that the modern trait is an inborn leadership skill in which certain characteristics emerge such as motivation, drive, cognitive ability, honesty and integrity, vast knowledge, and drive (Horner, 1997). It was often asserted in some studies that individuals with the aforementioned characteristics become successful leaders because such characteristics comes out naturally even without proper leadership training. The leadership traits described in the modern trait theory accords with the ideal characteristics that are important to the social work profession. It was mentioned earlier that social workers exhibits courage, respect of diversity, ethics and responsibility, empathy, knowledge, motivation, and flexibility. In this sense that modern trait theory is important in the professional field of social work most particularly because of the motivation trait which is crucial for being a leader in the social work environment (Fisher, 2009). In a way specializing in mental health will require leadership trait such motivation, ethics, and empathy. These traits are imperative to understanding and addressing the client’s needs and providing the mentally challenged with adequate support to live the normal and to integrate within the society.
Contingency Theory
The theory introduced by Fred Fiedler encompasses a class of behavioral concept stating that there is no best leadership style, instead the effectiveness of a leader emerge depending on the situation (Zeithaml et al., 1967). The concept behind contingency theory is that the factors such as situational control and leadership style are combined together to address external and internal constraints. These constraints can be environmental adaptability, organizational size, strategies, difference between operational activities and resources, technology, and among other constraints. Few examples in which the contingency theory of leadership can be observed are during crisis and difficult situations where leadership guidance is warranted. In practice, contingency approach enable social workers and the systems that supports them to be flexible in responding to internal and external changes (Lambley, 2009). The changing social, political, and environmental dynamics causes the ongoing reshaping of the social work services. However, the role of social work has evolved into diverse services that address other areas of need such as mental health. This is when the concept of contingency theory of leadership becomes a fundamental principle in the social work profession because in many ways the role of social workers had become flexible from providing services for social relief to services that assists and provide needs of the mentally challenged population.
Important Leadership Approaches for Social Services in Mental Health
Applying the theories into practice, the context of leadership encompasses specific approaches that are deemed necessary in successfully undertaking social work duties particularly in the field of mental health. Providing services for mental health in social work encompasses leadership approaches derived from the theoretical context of modern trait and contingency. The role of social workers in the field of mental health is to facilitate recovery. Therefore, engaging leadership and recovery in social work empowers the families and individuals with mental illness (McNabb and Webster, 2010). The described characteristic of the trait theory in the previous relates to transformational leadership approach, which when put into practice in the mental health setting translates to social workers motivating and influencing the mentally ill to pursue recovery and foster supportive relationship. On the other hand, the concept of contingency approach in the mental health service setting relates to the cognitive behavioral therapy services provided to individuals with mental illness. In this area, social workers engaged in mental healthcare service lead the reinforcement and contingencies necessary to address the mental problem. Furthermore, parent management and skills training is part of the leadership tasks that social workers undertake in order to aid the families of the mentally ill to manage the behavioral issues of the patient (Weaver et al., 2014).
Power Analysis
Sources of Power
The source of power varies depending on the organizational settings. For instance, legitimate power also referred to as positional power is derived from the position that an individual holds in an organizational structure (Merchant, N.D.). In order to effectively exercise a legitimate power, it has to be obtained legitimately such as through promotion and one example of a legitimate power is the one held by a CEO. Another source of power is referred to as expert power, which was derived from possessing knowledge or expertise on a particular discipline. This source of power is highly valued by organizations because the individuals wielding such power have the capability to innovate and solve problems. In addition, people with expert power can perform difficult tasks, which are often deemed indispensable (Merchant, N.D.). Some associate expert power with career advancement because possessing knowledge or expertise in a certain field can become a stepping-stone to acquiring other source of power such as legitimacy.
Source of Power Analysis
Given the described characteristics of the sources of power, it can be assumed that my sources of power are the legitimate and expert source. These sources of power are imperative in interacting with the other key players in the workplace. In terms of legitimate power, it was mentioned that its source is the legitimate position in the organization. As an intern in the social work environment, legitimacy was used in interacting with the supervisor and the senior social workers. For example, a client seeking for counseling service about the mentally ill member of the family approached me during a community outreach. As a legitimate social worker in training, and with the years spent in studying the discipline, I have the power to provide the service needed by the client and in the event that further assistance is necessary, being a legitimate social worker in training, I have the capacity or power for that matter to make recommendations to the senior social workers and supervisor in order to further address the client’s concern at hand.
As a social worker in training, my position in the organization gives me the legitimacy to discuss issues with the key individuals in the organization. In terms of expert power, it is apparent that my years of studying the discipline enable me to identify client and organizational issues pertaining to my area of specialization. In addition, studying the discipline also enabled me to acquire knowledge that I can use in assisting peers, the senior social workers, supervisors and the manager in carrying out their tasks. Knowledge in psychology for instance gives me the power to undertake tasks related to address mental health and behavioral issues of the client that my peers require assistance with. This also allowed me engage in discussions; provide inputs during organizational planning, and recommendations on matters concerning patient service improvements. In general, the interaction experience and exercise of legitimate and expert power yield benefits in terms of broadening my knowledge in the field as a result of the constant exchange with the co-interns, other social workers, senior workers, and the management team.
Given the chance to change anything on my part, I could have also used referent power more in order to enhance my interpersonal relationship to cultivate other skills that will gain me more trust and confidence of the senior works, which in return will allow me to undertake more tasks that will challenge my capacity as a social worker for mental health. One of the reasons that interpersonal relationship is an important source of power to wield in my field as a social worker is because it provides the capability to interact with all sorts of individuals across all demographics culture more effectively. More importantly, my use of legitimate and expert power made an impact towards the other member of the organization in terms of making their tasks easier. With the assistance I provided to the senior social workers, the everyday task of dealing with different client issues became easier because I was able to do other responsibilities where my expert power or knowledge of the social work was highly utilized.
Areas of Application
Dealing with Conflict
Conflict happens in any organization and the manner of approaching the issue of conflict varies across disciplines and theoretical perspectives. It is an unavoidable factor in the organization including in the field of social work. In the context of social work practice especially in the field of mental health, managing conflict is an important attribute that social workers are expected to demonstrate. There are several sources of conflict in an organization and one of them is interpersonal relationship. This is when several people of different and conflicting values and personalities come together in an organization, which sometimes creates friction resulting to conflicts with one another (Hendel, Fish, and Galon, 2005). Another source of conflict is poor communication in which members of the organization including the management don’t communicate effectively with each other.
There are several ways of dealing with conflict and the approaches vary according to the situation. The first handling approach is competing in which the two concerned parties will need to settle the argument by competing with each other. This approach can be done in situations where a quick and decisive action is necessary. One example is trough mediation processes in which the parties will present their argument about the issue while the other compete with a counter argument and vice versa. However, the approach should not be used in situations where the mediating person is not a subject matter expert. Another form of resolving conflict is by compromising. In this approach, the presented solution may partly satisfy each person involved in the conflict. Furthermore, the solutions are not determined by competing arguments, but rather initiated by the mediating person. It encompasses a win-win solution, but the key here is proper negotiation where all parties involve can agree to accept.
Accommodation is also an effective conflict management approach, but this involves one party sacrificing their own desires and needs for the benefit of the other party. It does not always mean that accommodating is a sign of defeat, but rather a noble gesture that leans toward the peaceful diffuse of conflict. This approach is often observed in situations where the outcome of the conflict is not important to the organization or the accommodating party. However, the approach should not be exercised in events where safety and security is involved. On the other hand, harmony is what the conflict approach aims to achieve in the resolution process. More importantly, resolving or managing conflict requires particular strengths and KSAs in order to effectively diffuse heated situations. In terms of KSAs, it is important to establish a dialogue and a to create a negotiation process as a venue to resolve the issues causing the conflict. The knowledge in mediation and expertise on the subject being argued is an important aspect in the dialogue, which can become a key in resolving conflict. In addition, understanding the cause of the conflict and factors leading to it is imperative in conflict resolution.
The effectiveness of the solution relies on the deeper understanding on the cause of the conflict, which involves having a clear and non-bias perspective of the circumstances (Kohlrieser, 2007). Given the basic approaches in conflict management, one of the key strengths and ability that can be augmented to in order to be more consistent and effective in conflict management is being aware of individual differences of the parties involved in the conflict. When talking about differences, it includes culture, values, and personality. Being able to identify these factors in the mitigating process enable leadership to take control and the emerging resolution will likely to benefit both parties. Being able to determine the differentiating factors between individuals, the probability of the conflict being resolved is higher given that the solution will consider individual differences in initiating conflict resolutions
Diversity and Cultural Competence
In several ways, the work of a social worker involves providing services to various communities in multicultural backgrounds. Diversity and cultural differences is also apparent in the social work organization and the competencies involved in the dealing with workplace diversity. It is fair to acknowledge that working for the betterment of both the society and professionally is a long shot of acquiring cultural competence. In general, social workers represent a large group of service providers with a long history of dealing with diversity and the implication of social injustice towards people. Cultural competence is now being considered as fundamental skill to the existing strength and values of the social work profession. Among the most essential cultural competencies needed in a diverse and multicultural environment are strong interpersonal skills. It is apparent that one of the factors that create differences and eventually conflict is language barrier. Therefore, developing a strong sensitivity of language in connecting with a diverse community will enable social workers to effectively provide the intended services for diverse clients.
In addition, a strong communication skill that compliments various cultural backgrounds is also a fundamental skill that social workers should develop. The context of communication as cultural competency transcends to all aspects of diversity. For example, dealing with gender-sensitive issues should demonstrate sensitivity to the use of language, which includes avoiding words, phrases, or gestures that are inappropriate of deemed offensive to other people. In social work service areas where mental health is an issue, understanding of culture and background is imperative in providing the effective care. On the other hand, dealing with a multicultural group also requires utmost respect to cultural values and traditions. This is an important strength that will enable the social work profession to deal with culturally specific issues.
In terms of my own strengths as compared to the discussed cultural competencies, I can strongly say that I am sensitive to the differences in values, traditions and belief. The key here is respect to differences. For example, in cultures where mental illness was regarded as a spiritually related issue, I am sensitive to this belief and initiate discussions with the client in order for me to understand their perception about mental illness. This way I would be able to make more specific steps and necessary adjustments can be taken in order to provide the appropriate services without violating the client’s cultural values. In addition, the concept of communication and interpersonal skill also coincides with my own cultural competency, which is apparent in the way I communicate with people and establishing connection with people in multicultural background. On the other hand, cultural competencies should also include having a positive attitude towards diversity and individual differences. This is because diversity is not always cultural, the context of individual differences also transcends to other areas such as gender. In this regard, open mindedness and the strength to avoid judgmental attitude that could offend or inappropriate to others regardless of the social worker’s personal perspective about gender.
Conclusion
Leadership theories provide the fundamental concepts that will enable the social work profession to effectively provide services to the intended service users. It is not necessary that leadership should come from the managers or supervisors because power inherited from leadership is inclusive in the social work profession itself. This means that all social workers are social leaders with power derived from their political position, expertise and knowledge, and the capacity to establish social connection with the service users. The concept of leadership and power encompasses the context of influence, which is one of the fundamental skills of social workers, the influence to make a better social condition for the general population.
References
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