SOCIAL AND HUMAN SERVICES AS A PROFESSION \ DR ROJANAH KAHAR SEMESTER 1 2012 DR ROJANAH KAHAR SEM 1...

$Page 1: SOCIAL AND HUMAN SERVICES AS A PROFESSION \ DR ROJANAH KAHAR SEMESTER 1 2012 DR ROJANAH KAHAR SEM 1 2012.$
SOCIAL AND HUMAN SERVICES AS A PROFESSION

\

DR ROJANAH KAHARSEMESTER 1 2012

DR ROJANAH KAHAR SEM 1 2012

INTRODUCTION

• Most SW are employed by an organization and therefore practice within the context of an organizational structure.

• FOUR process then characterize generalist practice.

• 1. GP requires the assumption of a wide range of professional roles.

• 2. Requires the application of critical thinking skill throughout the course of intervention.


• 3. GP incorporates research-informed practice to determine the most effective ways to help people and serve clients.

• 4. Practitioners follow a Seven-Step Planned Change process to achieve intervention goals.


Current Issues…

• Lack of understanding Social WorkWelfare WorkCharity WorkVoluntary Work


Issues…• Recruitment of Non-social Work graduates• Less than 10% are SW trained• Social work practitioners:

Government : Dept of Social Welfare, hospital, prison etc

NGO’s Individual

• Untrained social work supervisor (lack of knowledge and skills in social work supervision)

• Lack of professional supervision• Time constraints/heavy workload


Complexity of background

• Social Sciences• Psychology• Sociology• Anthropology• Human Development• Economics• Political Sciences


Settings.

• Governments : Dept of Social Welfare , Hospitals

• NGOS’s


Social Worker as Profession

• Social worker, Generalist social worker , generalist practitioner used interchangeably.

• Generalist social work may involve almost any helping situation.

• Help homeless family, a child unable to get along with peers, a pregnant teenager, a sick older adult unable to care for herself any longer, alcoholic parent.

• Therefore GP needs competence in a wide variety of areas instead of being limited to a single track.


Definition of Generalist Practice

• GP is the application of an eclectic knowledge base, professional values and a wide range of skills to target individual, family, group, organizational or community systems for change within the context of 5 primary processes.

1. Client empowerment.2. Working Effectively within an organizational structure

& doing so under supervision.3. Requires the assumption of a wide range of

professional roles4. It concerns following the principles of evidence-based

practice.5. Involves the application of critical thinking skills to

the planned change process.


Q: An eclectic knowledge base ?• Systems Theory• Ecological Perspectives• Curriculum Content Areas

Values & Ethics Diversity Populations at risk and social and economic

justice Human behaviour and the social environment Social welfare policy and services Social work practice Research Field Education

• Fields of practice


What is ECLECTIC?

• The term eclectic refers to selecting concepts, theories and ideas from a wide range of perspectives and practice approaches.


Using Professional values?

1. Code of Ethics. Eg: NASW, Malaysia?2. Recognition and management of

personal values3. Application of professional values

and strategies of ethical reasoning to make ethical decisions and solve ethical dilemmas.


Wide range of skills:

• Micro• Meso• Macro


Targeting systems

• Individu• Family• Group• Organizations• Community


Evidence Based Practice (EVP)

• EVP is a process in which practitioners make practice decisions in light of the best research evidence available.


Using a Planned-Change Process

• Engagement• Assessment• Planning• Implementation• Evaluation• Termination• Follow-up


ROLE OF SW/GP/SHS WORKER

TO ASSIST CLIENTSWith external or internal problems

(Okun, 1992)To reach goals that are important

to them (Bawner, 1977)To provide a link between the

traditional professional and the client (Epstein, 1981)

All of the above


WHO ARE SHS WORKER? EFFECTIVE HELPER: people

who are together – thoughts, feelings and actions are congruent.– They believed that each client

is unique individual different from all other clients so, greet each one of them by name, with a hand shake and a smile (Hutchins & Cole, 1992)


WHY HUMAN SERVICE WORKER? Individual needs Their aptitudes and interest Their self concepts Special personal or social

experience (Kantor, 1960)


THE DESIRE TO HELP OTHERS• To feel worthwhile as a result of

contribution to another’s growth is exciting– Helpers must also ask themselves:

‘To what extend am I meeting my own needs?’

THE DESIRE FOR SELF EXPLORATION– The wish to find out more about

themselves as thinking and feeling individuals leads some people to major in psychology, sociology or human services• Must be fulfilled outside the worker-client relationship


THE DESIRE TO EXERT CONTROL– Administrative or managerial position

in helping professions are the goal.– This desire may become a problem if

helpers seek to control or dominate clients, with the intention of making them dependent.

THE EXPERIENCE OF BEING HELPED– This provides a strong demonstration

of the value of helping.– Wish to be like those who helped them

when they were clients


INDIVIDUAL WHOSE LIFE EXPERIENCE MOST CLOSELY MATCH THOSE OF THE PERSON TO BE HELPED– The recovering alcoholic working with

substance abuser (Lyon & Duke, 1981)

– Especially true in teaching and medical field

– May create unrealistic expectation.


VALUE

WHERE DO OUR VALUES COME FROM?CultureExperience

WHAT ARE VALUES?Value are statement of what is

desirable: they way we would like the world to be

Not statement of fact


VALUES IN SHS ACCEPTANCE• The ability of the worker to be

receptive to the client may have done.

• Must be able to maintain an attitude of good will toward clients, not judging them by factors such as the way they live or their personalities.


TOLERENCE The helpers ability to be patient

and fair towards each client rather than judging, blaming or punishing the client for prior behaviour

A helper who embodies this values will work with the client to plan for the future, rather than continually focusing on the client’s past mistake.


INDIVIDUALITY

Is expressed in the qualities of characteristics that make each person us unique and distinctive from other person

The different, lifestyle, assets, problems, previous life experiences and feelings

Must recognize and treat each person individuality not stereotypically.


SELF DETERMINATION

Deciding for oneself on a course of action or the resolution to a problem

The clients make up their own minds regarding a decision to be made or an action to be taken

The helper facilitates this action by assisting clients to investigate alternatives and the decisions is theirs


CONFIDENTIALITY

Assurance to clients that the helpers not discuss their cases with other people.

The exception to this is sharing of information with supervisors or in staff meetings where client’s best interests are being served.


NASW ETHICAL PRINCIPLES

1. CORE VALUE: Service ETHICAL PRINCIPLE: to help people in

need and to address social problems.

2. CORE VALUE: Social Injustice ETHICAL PRINCIPLE: challenge social

injustice.

3. CORE VALUE: Dignity and worth of all person.

ETHICAL PRINCIPLE: respect the inherent dignity and worth of the person.


4. CORE VALUE: Importance of human relationship.

ETHICAL PRINCIPLE: recognize the central importance of human relationship.

5. CORE VALUE: Integrity ETHICAL PRINCIPLE: behaves in

trustworthy manner.

6. CORE VALUE: Competence ETHICAL PRINCIPLE: practice within their

areas of competence and develop and enhance their professional expertise.


CHARACTERISTICS FOR ENTRY LEVEL PRACTICE

SELF AWARENESS Must know who they are and this will

affects what they do A life long process of learning about

oneself Helps them in understanding and

changing the attitudes and feelings


ABILITY TO COMMUNICATE Helpers effectiveness depends also on

their ability to communicate to the client and understanding of the client’s feeling and behaviors.

Listening, a critical helping skill Enables the helper to respond with

thoughts and feelings to clients whole message.


EMPATHY Is acceptance of another person Allows the helper to see a situation

or experience a feeling from the clients perspective

Easier for helpers who have had experience similar to those of their clients.


RESPONSIBILITY/COMMITTMENT

Feeling a responsibility or commitment to improve the well being of others

Includes attending to needs of clients first

Committed to delivering high quality services

Act to the best of their ability: Follow code of ethics


ETHICAL STANDARD FOR HUMAN SERVICE WORKER

Treat clients with dignity and respect.

Help every client to the best of your ability.

Respect the client’s privacy. Maintain confidential relationship. Engage only in activities in which

you are competent.


• Maintain a professional helping relationship.

• Continue to upgrade your skills.• Protect your community against the

unethical practices of others.• Respect your colleagues and relate to them

in a professional manner.


VALUE CONTEXT OF SHS Determine by many systems – socio-

cultural milieu (society), agency settings, clients and social workers.

• Systems intertwine – interact creates a unique hierarchy of competing values and conflicting loyalties

Examples:1. ‘Value’ influence how clients and

practitioners define the issues or problems


2. Approaches to resolving social problems – reflecting opposing community and professional priorities.

3. Appropriateness of intervention methods prescribe by agency conflict with the practitioners professional opinions.

4. Family disagreement about the right solution place practitioners in a position when balancing issues of self-determination.


VALUE CONTEXT OF SHS

Socio-political-cultural context

Agency context

Client system

SHS worker

Problem


ETHICAL DILEMMAConfidential and privacy. Limited, duty to warn, need

guidance.

Self determination and paternalism. SHS respect and promote the

client’s right for self determination. Assist clients in their efforts to

identify and clarify their goals.


RESPONSIBILITY/COMMITTMENT

Boundary issues. Need to maintain clear boundaries in

the relationship with clients Boundary violations can be

damaging to clients (dual or multiple relationships)

Occurs when SHS worker related to clients in more than one way, whether sexual, social, professional or business (inappropriate or unethnical)

SHS worker take advantage of their clients to further their own interests.


CONTINUEDivided loyalties and conflict of

interest. Some boundary issues involve

situations where SHS worker feel caught between their obligation to their clients and some other party

SHS worker unsure to whom they owe their primary duty

SHS worker need to choose between their client’s interest and those of some other party


Professionalism and personal values. Conflict between SHS values and owns.

SHS values and clients’ value. Must carefully examine the nature of

their own values and the potential impact of those values on the way they serve clients.

Stereotypes, prejudice, biases.


Whistle blowing. Occasionally encounter wrong doing by

colleagues Colleagues may be involve in unethical or

illegal conduct Professional colleagues often feel loyal to

one another and reluctant to ‘blow the whistle’

Obligation to the profession and public make them difficult to stand quietly on the sidelines when they have reason to believe that a colleagues misconduct is causing harm to clients and other parties.


Date post:	26-Dec-2015
Category:	Documents
Upload:	julie-stephens
View:	222 times
Download:	4 times

SOCIAL AND HUMAN SERVICES AS A PROFESSION \ DR ROJANAH KAHAR SEMESTER 1 2012 DR ROJANAH KAHAR SEM 1...

Documents