Peer responses help needed in 4 hours

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In your responses to at least two of your classmates, compare and contrast your respective positions on Rainey’s and Gabel’s findings and conclusions and offer constructive criticism of the critical analysis offered by your peers. Additionally, identify any insights you have gained as a result of reading the responses of others.

Carmen’s post:

Organizational Effectiveness

This week has brought a focus on burnout and the importance of self-care which little to no attention has been taken. In order for an organization to be effective it is important to become aware of these concept and address in a timely manner as there are negative outcomes due to lack of knowledge, and implementation of skills and tools. Organizations can become effective if they leading by example (Eldor, 2021). If leaders are not aware of burnout there are consequences such as turnover, dissatisfied employees, decrease of revenue and productivity.

According to Briggs & Fronek (2019) “Demoralization occurs when life becomes so overwhelming that daily functioning is affected and people lose all hope, agency, and the capacity to overcome their circumstances”. Demoralization is serious and can be confused with burnout and depression. Demoralization is more than burnout it is individuals having a sense of giving up. Demoralization according to research have been linked with suicidality as individuals feel helplessness and hopelessness (Briggs & Fronek, 2019). Gabel points out the importance of clinical leaders attending carefully to this because of the severity and seriousness of demoralization. Gabel pointed out that demoralization is associated with negative outcomes that affect physical, mental, and overall well-being (Gabel, 2012, p. 490). Gabel stated that an effective way to help address demoralization is through social support. Providing leaders with tools and resources on this issue can help mental health programs.

Raney’s finding on mindfulness states that is an effective tool towards sustaining staff, however, it also helps in thinking outside the box and becoming creative to have new ideas to deal with demoralization in human services. Raney utilize the adaptive leadership because it focuses on the present and addresses the issue at hand. Mindfulness and adaptive leadership allow for leaders to collaborate with staff, doctors, agency and stakeholders to find better avenues to have an effective organization. Mindfulness and adaptive leaderships according to Raney (2014), “is a commitment between individuals who share common goals and mission focus” (p. 320). Overall, as leaders in human services being active in listening, being open-minded and listening to your staff can help with demoralization. Utilizing mindfulness and adaptive leadership can help with problem solving. Collaborating with all involved to develop techniques to decrease burnouts, stress. Interesting with mindfulness and adaptive leadership is that one can develop new skills and techniques through resiliency.

References

Briggs, L., & Fronek, P. (2019). Incorporating demoralization into social work practice. Social Work, 64(2), 157–164. https://doi-org.proxy-library.ashford.edu/10.1093/sw/swz001

Eldor, L. (2021). Leading by Doing: Does Leading by Example Impact Productivity and Service Quality? Academy of Management Journal, 64(2), 458–481. https://doi-org.proxy-library.ashford.edu/10.5465/amj.2018.0706

Gabel, S. (2012). Demoralization in mental health organizations: Leadership and social support help. Psychiatric Quarterly, 83(4), 489-96. http://dx.doi.org/10.1007/s11126-012-9217-3

Raney, A. F. (2014). Agility in adversity: Integrating mindfulness and principles of adaptive leadership in the administration of a community mental health center. Clinical Social Work Journal, 42(3), 312-320. http://dx.doi.org/10.1007/s10615-014-0487-0

Dawn’s post:

Organizational Effectiveness

Demoralization can be described as feelings or feelings of loss of or danger to one's very own qualities or objectives and an apparent powerlessness to conquer hindrances toward accomplishing these objectives. Often times in the human service field, professionals can be at risk to demoralization or burnout. When stressors undermine the clinician's own proficient qualities due to various professional factors that could change the worth of their psychological wellness treatment. In previous studies, we learned about mindfulness and the importance of adapting the strategies in which is needed to prevent demoralization. Raney (2014) addressed this in her study, “Mindfulness has become a prominent notion in approaches to physical and emotional health of individuals and recently has expanded to include social models as well” (p. 313). There are leadership values that is important to pay attention to and address in those that are in their immediate circle. In order to provide a successful community of mental health, clinical programs need to be effective (Raney, 2014). This is an essential combination for leaders and their subordinates to ensure the best practices are being used. Clinical leaders and administrators should established standards and shared responsibilities that emphasis on staff support and a common feeling of mission and reason. Authoritative wellbeing relies on a clinical staff group that is mission-centered, is locked in with the clients and community. Gabel (2012) also wrote, “Clinical leaders in mental health organizations must attend carefully to the morale of those whom they supervise” (490). In a professional clinical setting, mental wellbeing relies on the organization's structure and mindfulness of self-care as well as the subordinate's interest and ability to take an interest in these exercises. Raney (2014) wrote, “Successful incorporation of the mindfulness-adaptive leadership model requires that the organization must be consciously and deeply invested in this process” (319). Raney also conclude that opening the lines of communication, understanding the possibility of organizational limitations, and leadership commitment will reduce the demoralization.

References

Gabel, S. (2012). Demoralization in mental health organizations: Leadership and social support help. Psychiatric Quarterly, 83(4), 489-96. http://dx.doi.org/10.1007/s11126-012-9217-3 (Links to an external site.)