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Ethical decision making
Student’s Name
Institutional Affiliations
Course Name and Number
Instructor’s Name
Date
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Ethical decision making
Description of the Ethical Dilemma
The ethical issue, in this case, is that of the Birth Parent Caseworker working for a
Christian faith-based organization that is involved in offering counselling, support and adoption
services to women experiencing an unplanned pregnancy. A small agency employs a total of four
people, out of which the Caseworker has recently been newly appointed and has been in the
position for only about six months. A total of 15 clients are managed by the Caseworker. Many
days are surfed by the Caseworker, who is required to serve such a large number of clients set
within a large geographical region. María has complained to her supervisor, María Ramirez, and
the Executive Director, Denise Lashley, about the high caseload and the need to hire more staff
with no response. Denise, also the agency's founder, resists hiring new staff and presents a false
image of the agency's performance to the board members. The Caseworker is frustrated and
uneasy about the situation and is considering her plan of action.
Ethical Decision-Making Model or Framework
To address this ethical dilemma, I will use the Ethical Decision-Making Model proposed by
Dolgoff, Loewenberg, and Harrington, which includes the following steps:
1. Identify the Problem
2. Identify the Potential Issues Involved
3. Review Relevant Ethical Guidelines
4. Know the Applicable Laws and Regulations
5. Obtain Consultation
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6. Consider Possible and Probable Courses of Action
7. Enumerate the Consequences of Various Decisions
8. Decide on the Best Course of Action
Step 1: Identify the Problem
The first major conflict is the high number of clients assigned to the Caseworker and the lack of
appropriate support, which may lead to the Caseworker's burnout and negligent treatment of
clients. Furthermore, a primary shortcoming is the deceptiveness of the agency's performance
and staff working capacity by the Executive Director, Denise, to the board. This situation
compromises the agency's integrity and poses a high risk to the Caseworker and the clients.
Step 2: Identify the Potential Issues Involved
The key concern is client exposure to harm since the Caseworker has a large caseload, meaning
that clients can receive insufficient and untimely support. Lack of professional work engagement
and job satisfaction might be problematic for the Caseworker and potentially lead to voluntary
staff turnover, which will complicate the situation and burden the remaining department
employees. Moreover, the lack of trust and credibility on behalf of the Executive Director
contradicts the ethical obligation to inquire into and promote a suitable working environment and
clients' treatment.
Step 3: Review Relevant Ethical Guidelines
Using the NASW Code of Ethics, the following values, principles, and standards are relevant:
Value: Service emphasizes that social workers' primary goal is to help people in need and
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address social problems. Value: Social Justice encourages social workers to challenge social
injustices. Value: Dignity and Worth of the Person underlines the importance of respecting
individuals' inherent dignity and worth. Standard 3.09 (Commitments to Employers) directs
social workers to improve agency policies and procedures and the efficiency and effectiveness of
their services. Standard 2.01 (Respect) requires social workers to treat colleagues respectfully
and accurately and represent their qualifications and competencies.
Step 4: Know the Applicable Laws and Regulations
Awareness of the labour laws and regulations on caseloads and the welfare of employees should
also be appreciated. State laws pertinent to the social work profession or the management of non-
profit organizations may include standards for reasonable caseloads and personnel protections.
This knowledge will be useful in changing the approach of the Caseworker in the fight for
change within the agency.
Step 5: Obtain Consultation
Discussing the case with other professionals, a professional supervisor, or an ethics committee
can shed more light on the case. It can assist in verifying issues and developing potential actions
in such cases. This way, the Caseworker can gain information and advice to ensure the approach
is correct and ethical.
Step 6: Consider Possible and Probable Courses of Action
Other activities may involve persisting in sharing our worries with Maria and Denise, which may
bring about gradual improvements. If direct feedback is expected and needed, addressing the
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board members in a meeting would be more effective in giving them this information. Appealing
to relevant professional associations for support and advocacy could bring more pressure for
change, whereas thinking about changing one's job or agency could reduce personal stress but
would not fix the problem.
Step 7: Enumerate the Consequences of Various Decisions
Concerns may still be dismissed after being raised, resulting in stress that may cause burnout for
the Caseworker. Positive outcomes include the board members agreeing to changes that would
benefit the Caseworkers. In contrast, a negative outcome may be a conflict with Denise, leading
to job loss for the Caseworker. Enduring external support could add extra pressure on the agency
but may hurt internal relations; on the other hand, transferring may help them reduce personal
stress yet without solving the system's issues.
Step 8: Decide on the Best Course of Action
Considering that ethical duties are owed to clients and the profession, the right move would be to
schedule a discussion with board members and share the issues with concerns to workloads and
employment. This fits well with the NASW code of ethics, specifically, service, social justice,
and integrity, as it seeks to address the agency's organizational problems (Barsky, 2021). This
should be done without negating the need to strictly follow the agency’s hierarchy and keeping
professional relationships with other staff members warm to ensure that all parties involved are
favorably disposed to serving clients.
Application of Dimensions of Diversity
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It will be pertinent to review the aspect of diversity in terms of Ethnic, Linguistic and
Socio-Economic characteristics of the clients and staff while applying the ethical framework.
The agency caters to Spanish-speaking families, so it is very relevant to sort out culturally
sensitive practices. Caseworkers must advocate for consideration of the needs and strengths of
pluralism and diversity of clients and staff when proposing change.
Role of Supervision and Consultation
Supervision and consultation are significant activities that help ethical decision-making
(Sheppard, 2020). The caseworker should persevere in implementing supervision sessions with
Maria with a focus on ethics. However, if the Caseworker has an opposite opinion with the
supervisor's advice, he/she should politely explain the situation and consult with the ethics
committee or any professional. Supervision should not be a space whereby the Caseworker feels
accused, made to feel guilty, or provided with a list of problems and expected to think of
possible solutions.
Ultimate Decision
According to the ethical framework alongside the social work values in determination,
the last decision is to organize a sit down with the board members to convey some of the
concerns raised on caseload and staffing. Service, social justice, and integrity reflect the focus on
service users, equitably working with them, and acting ethically. By taking this action, the
Caseworker ensures that the matters related to high caseload and insufficient staff numbers are
recognized at the uppermost level of the organization. This complies with the ethical provision
that enjoins the provision of care to clients and the maintenance of a healthy working culture for
staff. Further, noting all documented concerns and communications achieves transparency and
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accountability that proves the Caseworker is acting professionally and appropriately, should the
documents be audited at some point.
The caseworker should support the need for more manpower and staffing to enhance the
well-being of clients and staff and support professional ethics in acting on organizational barriers
that hinder the efficient delivery of their duties. This approach will also endeavor to address the
needs of current staff and the effectiveness of the agency's services. This Caseworker actively
demonstrates social work's fundamental premises, defending the clients' and staff's worth and
significance while advocating for positive changes across the organization. This approach shows
that the agency has a good plan to eradicate these issues as it appreciates that it is important to
solve such issues for the well-being of the agency and clients.
Professional ethics in social work imply the ability to solve ethical dilemmas,
determining the principles and models used in decision-making, supervision, and consultation
(Yatsyshyn & Flaherty, 2022). Applying the ethical decision-making model by Dolgoff,
Loewenberg, and Harrington, as well as integrating concern of diversity dimensions as well as
seeking proper directions, the social worker can reach for proper decisions which are by the
professional, ethical code are helpful for the positive polishing of the clients and colleagues.
Here, the goal is to support the need for openness and staffing to maintain the credibility and
efficiency of the agency and its services.
References
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Yatsyshyn, U. V., & Flaherty, M. (2022). Ethics of professional activities of social workers in the
field of health: the american experience.GWiad Lek,G75(8), 1888-1894.
https://wiadlek.pl/wp-content/uploads/archive/2022/08/WLek202208112.pdf
Barsky, A. (2021). Ethics alive: Special report on the 2021 NASW Code of Ethics revision.
Sheppard, K. (2020, August 14). Ethical responsibility and decision-making in supervision.
ICCS. https://www.iccs.co/blog/ethical-responsibility-and-decision-making-in-
supervision/
