Educating ourselves about the employment sector of human service,
its role, the multitude of occupations and jobs, and the diverse
factors shaping our work is critical for comparing it to others. Based
on the level of their training, skills, or a combination of the two, it is
possible to categorize human service workers into the following
areas: First, depending on their role, human service professionals can
carry out counseling duties and take on broader responsibilities such
as advocacy or mobilization. Professionally certified, licensed, and
educated professionals, such as social workers, medical
professionals, religious figures, and mental health workers, constitute
a separate category. Finally, peers and volunteers can serve as a
classification, encompassing people with little or no prior experience
helping others and those with extensive notable qualifications and
abilities. Whatever their range of expertise and skill set, Employees in
this industry primarily receive orientation and on-the- job training to
prepare them for their positions (Woodside & McClam, 2018).
Working in the human services field, you will collaborate alongside
various other professionals with different levels of training and
experience. They usually have graduate-level training in helping
theory and skills and often have clinical experience under their belts;
however, their qualifications and training may differ. In the context
of a multidisciplinary approach, human services professionals and all
other professionals who work within the same agency are generally
concerned with improving quality of life, solving problems, and
coordinating services for individuals, families, and communities. Since
the human services field has a multifaceted mission, many
professionals have intersecting responsibilities (Woodside &
McClam, 2018).
The purpose and duties of human services differ depending on the
position, but all individuals find themselves drawn to human services
for various reasons. Individuals come from diverse backgrounds, but
the experiences we gain from them can sometimes motivate us.
Despite this, human service helpers devote their time to helping
others.
Most nonprofessional helpers are:
• b Stewards of their communities.
• b People with a natural tendency to help.
• b Individuals who volunteer with organizations that provide
essential human services.
Nonprofessionals who exhibit high levels of social responsibility,
selflessness, concern for others, and little interest in their financial
gain are some characteristics that define the most common type of
workers in human services, volunteers. Yet, just like human service
professionals, nonprofessional helpers also serve the same purpose:
helping those clients in need (Woodside & McClam, 2018), and based
on this concept, it is possible to optimize the limited number of
human service workers with nonprofessional helpers while reducing
staff shortages.
It is human nature to want to feel that your efforts contribute to the
greater good and positively impact someone else. An effective
working relationship leads to better organizational communication
and a happier atmosphere. A collaborative workplace is one in which
everyone works together and recognizes that each role plays an
integral part in the organization. Knowing your strengths and
weaknesses is essential to this process. It is important to share your
knowledge and experience with others, whether professionals or
nonprofessionals and reach out to those with more experience to
learn and grow, for example, utilizing the skills your colleagues may
offer. Next, consider how you can contribute in return. The key is to
know where you can add value and where others can help, regardless
of their skill sets or expertise levels (Baure & Erdogan, 2012).
In collaboration, communication is paramount when considering its
various aspects. In the workplace, effective communication requires
more than speaking and writing in a manner that fully conveys intent,
but listening, which fosters trust and interpersonal relationships.
Communication fulfills three main functions within an organization:
coordinating efforts, transmitting information, and sharing emotions
and feelings (Baure & Erdogan, 2012). A continual evolution is also
part of the human services industry, so communicating with
colleagues and being open to their perspectives is crucial.
Furthermore, in a hierarchical organization, it is required to follow
the chain of command and communicate with the management team
(Woodside & McClam, 2018).
Workplace undercurrents and dynamics are a part of a company's
culture. Stress inside an organization can be both positive and
negative. The stressors generate anxiety, nervousness, and tension in
the workplace environment and interactions. A significant factor that
influences the quality of a working environment is time management.
A good time management skill leads to increased productivity,
resulting in more free time; more free time means more learning
opportunities, less stress, and more focus, resulting in better work-
life balance (Baure & Erdogan, 2012).
Overall, to contribute to Company culture, I would instill values to
work as a team, respect the individual, commit to quality,
communicate, listen, value diversity, and take ownership.
Reference
Baure, T.N., & Erdogan, B. (2012). Outcomes of Organizational
Socialization. In C. Wanberg (Ed.), Oxford Handbook of
Organizational Socialization (pp. 97-112). Oxford, UK: Oxford
University Press.
Woodside, M. R., & McClam, T. (2018). An Introduction to Human
Services (9th ed.). Cengage Learning US.
https://mbsdirect.vitalsource.com/books/9781337671262
