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Week 1
Leadership can be noted as inspiring others to action around a shared vision and management is
controlling, coordinating, and overseeing the organization’s program and other operations
(Lauffer, 2011). Leadership and management include similar characteristics. These
characteristics include drive, self-confidence, flexibility, charisma, professionalism, and vision.
As a leader and management, having these characteristics can help improve work performance
and the performance of the organization.
The differences of leadership and management is power and empowerment. Leaders provide
empowerment as management provides and has more power when it comes to decision making.
Leaders may have more power than others working underneath them, however, their
responsibility is to empower their employees. For example, a leader has positional and personal
power. Positional power can be achieved, and personal power can be developed (Lauffer, 2011).
It is important a leader is able to adjust their behaviors to response effectively to different
Assuming a supervisory position is challenging. It is important to understand leadership and
management as a supervisor. When I think of a supervisor, I think of someone who is a leader
and empowers others. I also think of someone who manages their clientel and their staff. In order
to continue to keep services going, staff must be present. Supervisors must work with their staff
to help make them feel appreciated. When staff are appreciated, there is less turnovers. Having
the flexibility to help cover shifts when a staff member is sick or on leave, is helpful. However,
supervisors can burn out just as quick as other staff members. Management must provide just as
much support supervisors do to their staff members. That is how a system works together to
better assist clients.
Reference Lauffer, A. (2011). Understanding your social agency (3rd ed.). Washington, DC:
Week 2
Analysis of the supervisor’s role in the Phoenix House
The supervisor has the role of supervising four full-time social workers and two social work
interns from a local university. The supervisor’s role is more of a leadership role vs a
management role. She is charged with ensuring staff are performing to goals of the program. She
is also charged with training and mentoring personnel as she has oversight of two interns.
Lauffer explains, leadership focuses on the individual traits of those people identified as leaders
while management focuses on contexts, including the design of work systems and the
organizational arrangements in the workplace. (Lauffer, 2011, pg. 245).
Leadership skills that might help the supervisor resolve the issue.
The issue is child in this case, Daniel has been placed in the program by his mother. The mother
comes to learn that Daniel had no knowledge of how drugs got into his back pack, but the mother
is stuck on teaching her son a lesson of consequences. It has been bought to the mother’s
attention what the purpose of the program is. The mother is insisting Daniel remains in the
program. The mother’s insistence is despite being advised by staff that the program may not be a
good fit for him and that it could can cause him more harm than good. Northouse explains,
skilled leaders are competent people who know the means and methods for carrying out their
responsibilities (Northouse, 2018, pg. 5). Some skills that may assist the supervisor with this
issue are administrative skills, interpersonal skills and conceptual skills. With administrative
skills the supervisor can offer technical competence by providing the mother with competent
knowledge and statics of the effects on children when placed in programs that are not a good fit
for them. Good interpersonal skills can assist Daniel with being able to effectively communicate
with his mother about what really happened at school with the marijuana, as well as assist him
being able to communicate effectively with the mother on a daily basis. Conceptual skills can
assist with problem solving while having an understanding of the parents fears as well as assist
with an developing an alternate plan to assist Daniel and satisfy his mother.
Most challenging aspect of this situation
The challenging aspect in this situation is telling a parent how to raise their child. This could
potentially cause harm because it possible that the parent may feel as if they are doing what is
right. Although he has not done nothing wrong the parent in this situation wants to teach their
child a lesson
How I would use leadership skills if I were the supervisor
In this situation I believe that administrative skills, interpersonal skills and conceptual skills are
very in order to get the parent to hear you without them becoming defensive. Most parents may
believe that they are doing what is best for their child. Interpersonal skills can provide the ability
to communicate from a level within yourself which is inviting and understanding to the parents.
As the saying, “it’s not what you say it’s how you say it”. I would assist the mother to
understand, yes there are consequences for our actions, however do we want Daniel to learn
there are consequences even when you are not doing wrong and have not done anything wrong. I
would also ask the mother if she would allow the message to fit punishment. In this case Daniel
is has been receiving punishment for something he was adamant that he did not do. The long-
term effects of placing Daniel in this program may not be what is needed
Lauffer, A. (2011). Understanding Your Social Agency, 3rd Edition. [MBS Direct]. Retrieved
from https://mbsdirect.vitalsource.com/#/books/9781452239460/
Northouse, P. G. (2018). Introduction to Leadership: Concepts and Practice, 4th Edition. [MBS
Direct]. Retrieved from https://mbsdirect.vitalsource.com/#/books/9781506378350/
Plummer, S.-B., Makris, S., & Brocksen, S. M. (Eds.). (2014b). Social work case studies:
Concentration year. Baltimore, MD: Laureate International Universities Publishing [Vital Source
e-reader]. “Social Work Supervision, Leadership, and Administration: The Phoenix House” (pp.
Week 3
The leadership style of an administrator tends to have a positive influence on the culture of the
company. Within in a company, it’s leader is regarded as being a growth driver. Organizations
also tend to follow within the footsteps of their founders as well as being able to accommodate a
wide range of various attitudes and practices that were not previously apart of their community.
Assume a leader uses a participatory leadership style, but the organization has a tradition of
deciding action for the downtrodden solely on their own because they believe the beneficiaries
are unable/inefficient of providing substantive feedback. However, a leader should persuade his
or her employees by demonstrating how disadvantaged people can help them gain a greater
understanding of their needs and the best course of action for escaping poverty. If it proves to be
effective, it will become a permanent part of the business.
Similarly, if a leader works for a corporation, he will be affected by the company's culture and
will not always adopt his original style. If the same participatory leader becomes the leader of an
organization where making swift decisions is critical, he will undoubtedly compromise his
participatory actions and adopt an autocratic leadership style.
Interactions with stakeholders, likewise, show several new aspects. It could explicitly point to
new client requirements that haven't been addressed. Furthermore, engagement can serve as a
feedback tool, allowing organizations to assess the efficacy of ongoing interventions and, as a
result, adjust client care for greater efficacy and effectiveness.
Shamir, B., & Howell, J. M. (1999). Organizational and contextual influences on the emergence
and effectiveness of charismatic leadership. The Leadership Quarterly, 10(2), 257-283.
Lawler, J., & Bilson, A. (2009). Social work management and leadership: Managing complexity
with creativity. Routledge.
Week 4 D1
How a social worker, might interpret the needs of Paula Cortez, the client, through the two
cultural lenses selected.
Social workers view clients through various lenses to interpret and assess their needs. Mental
health and socioeconomic status are two cultural lenses that I would use to determine services for
Paula. Paula has mental health issues, HIV, hepatitis C and is pregnant. She stopped taking her
psychiatric medications, HIV medications and threatened to commit suicide. Paula’ paranoia has
increased although she began smoking cigarettes again which she believes will keep her calm. A
risk assessment was completed, and Paula was placed on a 72-hour suicide watch (Laureate
Education, 2014 a).
As Paula’s social worker I would evaluate her needs, locate resources (counseling, medical,
housing, nutrition) and information for Paula and her unborn baby. She needs to have guidance
while the team of clinicians work to improve her mental health condition, physical health, and
monitor her pregnancy. The client should always be treated with respect no matter their gender,
race, religion, or socioeconomic status. As the social worker I will explain to Paulathe
importance of connecting her to the right people. Making connections and creating relationships
with organizations that will help heal Paula’s mental health, attend doctor visits, and gain other
critical support. Core values I should consider as a social worker include competence, dignity
and worth of the person, importance of human relationships, integrity, service, social justice
(NASW, 2017).
How to incorporate multiple perspectives of a variety of stakeholders and/or human
services professionals as you treat clients.
When serving and treating clients, there is a need for social work professionals to be competent
in cross-culturalawareness and practice. According to Adler and Bartholomew (1992)
professionals need to develop, incorporate, and understand five cross-cultural competencies: 1.)
understand business, political, and cultural environments, 2.) learn other cultures perspectives,
tastes, trends, and technologies 3.) be able to simultaneously work with many cultures, 4.) adapt
to communicating with and familiar with how other cultures live, and 5.) relate to other cultures
with equality not cultural superiority (Adler & Bartholomew, 1992, p. 53). Professionals and
leaders need to develop and incorporate communication competencies that will allow them to
convey and carry out their vision in diverse environments. Professionals should learn
competencies for effectiveness in social service organizations today (Ting-Toomey, 1999).
Adler, N. J., & Bartholomew, S. (1992). Managing globally competent people. Academy of
Management Executive, 6, 52-65.
Laureate Education (Producer). (2014a). Cortez case study [Multimedia]. Retrieved from
National Association of Social Workers (NASW, 2017)
Ting-Toome, S. (1999). Communicating across cultures. Ne11· York: Guilford.
Week 4 D2
What are two strategies social workers may use to become advocates for social change
through cultural competence?,
Team work activitiesN- Social workers can effectively use team work to advocate change
through cultural competence. Team work involves people with diverse backgrounds and cultures.
When interacting in team work activities it is easy to advocate for social change.N
Educational training conferences and workshops- social workers can organize for quarterly or
yearly training conferences to advocate for social change. Education training on cultural
competence can be used to create awareness among workers on the importance of cultural
competence hence encouraging social change.N
What are two challenges administrators may face in developing cultural competency within
their organizations?
Limited knowledge on cultural diversity- administrators face this challenge because not all
employers have the knowledge on cultural diversity. Without this knowledge, managing workers
will be difficult because of the cultural differences that exist.N
Acceptance and accommodation of cultural and linguistic differences- People come from diverse
cultural backgrounds. It is not easy for other people to accept and accommodate the differences.
This creates difficulties for administrators to execute their roles effectively.N
Week 5
The Southeast Planning Group (SPG) is a shelter for those who are homeless in the
neighborhood. This organization provides temporary housing for people who are homeless. In
addition, the group assists people who qualify in receiving training and other incentives that will
allow them to get permanent or inexpensive housing in the future, allowing them to create
stability and self-sufficiency. According to the case study, the SPG agency appeared to be
practical and functional for five years. The director was well-known in the community for their
efficiency and ability to interact with stakeholders. The author specifies when it is critical to
offer effective feedback on the agency's performance (Lauffer, 2018). The director had a solid
reputation for competent leadership and followed the majority of the guidelines that were
imposed on them during their tenure. The director quit, according to the case, although it is
unclear if they departed or retired. The firm has now been reorganized, and two employees have
lost their jobs as a result. According to studies, a productive firm must have a structure (Lauffer,
2018). When running an agency and its personnel, one should be approachable and genuine.
NHaving an open discussion while offering constructive feedback is a useful technique to utilize
when running an organization. Because of the loss of the director and then the agency, the
employees appeared hesitant about their positions and may have had some concerns about their
jobs and how the efficiency would impact them (Plummer, Makris, & Brocksen, 2014). There
may be some community loss as a result of the new director and the departure of some staff
members who may have had close relationships with community customers. A strategy that
might be helpful would be to give some activities and communication with both the employees
and the community in order to reestablish cohesion. Stakeholders had their own ideas about the
new director, and they needed to know where the company and its future were going (Plummer,
Makris, & Brocksen, 2014). When an organization exhibits cohesion, it establishes effective
communication in order to express their views and opinions on one another (Lauffer, 2018).NThis
strategy has an impact, improves communication, and makes the agency feel risk-free when
working together (Lauffer, 2018).
Lauffer, A. (2011).NUnderstanding your social agency(3rd ed.). Washington, DC: Sage. Chapter
10, "Agency Structure and Change" (pp. 324-352)
Northouse, P. G. (2021).NIntroduction to leadership: Concepts and practice(5th ed.).
Washington, DC: Sage. Chapter 8, "Establishing a Constructive Climate" (pp. 182-208)
Plummer, S.-B., Makris, S., & Brocksen, S. M. (Eds.). (2014b).NSocial work case studies:
Concentration year. Baltimore, MD: Laureate International Universities Publishing [Vital
Source e-reader]. "Social WorkNSupervision, Leadership, and Administration: The Southeast
Planning Group" (pp.N85-86)
Week 6 D1
A strategy that could be used to address the Teen First director’s request if I were the social
worker in the Bradley case would be to show respect and to be very honest, but at the same
tin=me refrain from using a client to be the poster-child for the agency and not falter on that
stance. Being an ethical leader is not just about ones character, but about the actions a leader
takes as well (Northouse, 2018). Not only is using a client as ‘the face’ of an agency goes against
HIPAA laws, but, as the social worker stated in the video, it could re-traumatize the client being
as though she would forever be ‘the face’ of human trafficking victims. Many people strive to be
virtuous and virtues tend to come from ones actions (Northouse, 2013). Therapy is a work in
progress for clients. This is a place for them to be open and explore themselves without
judgement or repercussion. I would respectively decline the suggestion to ask my client if she
would like to be and is okay with being the “poster child” for human trafficking. The client has
used the services to benefit herself and putting that label of “human trafficking victim” onto a
picture of her on advertisements places a stigma on her. I would be honest about how I felt about
being asked to do that, but I would state that it is in the client’s best interest to have her
confidentiality respected.
A hypothetical situation in which an organization’s decision conflicts with my
personal/professional ethics but remains within the law would be when a child who has been
taken away from his or her family is unable to hear any information about their case or why they
were taken away. Legally they do not need to hear a reason or have personal information because
they are a minor and as the state, we are legally able to remove them from dangerous situations,
but however most children are aware of their parents’ actions but love and care for them anyway.
They tend to be conflicted in their loyalty to their parents because they know what their parents
were doing was wrong, but they are still their parents. Taking these children away without any
explanation can cause the children to be oblivious to whatever it was that their parents did and
instead become angry and upset with the state. These children typically have already been
exposed to situations that children should not be exposed to and I believe that they should be
given certain information as well as an explanation to what happened and what may happen.
Northouse, P. G. (2018). Introduction to leadership: Concepts and practice (4th ed.).
Washington, DC: Sage.
NNorthouse, P. G. (2013). Leadership: Theory and practice (6th ed.). Los Angeles: Sage
Week 6 D2
Ethical Leadership Definition
An ethical leader can be defined as being an individual who possesses good morals and values as
well as an individual who may need to make difficult decisions in order to benefit the good of
clients and society and set aside any personal bias aside to make a fair and right decision. Having
integrity also comes with being a good ethical leader. According to Northouse (2021) ethical
leadership within a social service organization sets the tone for ethical behavior within the
agency as a whole. Ethical leaders can viewed as being role models for which subordinates tend
to look up to. When I think of ethical leaders, I think of individuals who are able to set aside
personal opinions, beliefs, are nonjudgmental, and are nonbiased when in a professional setting
and are able to abide by ethical codes and standards that are set in place.
Meaning of Being an Ethical Leader and Its Challenges
Social workers abide by the code of ethics, which can conflict with agency directives. Northouse
(2021) described six characteristics that ethical leaders possess: 1. Character, 2. Actions, 3.
Goals, 4. Honesty, 5. Power, and 6. Values. Character can be referred to as the quality that is
demonstrated by an individual (Northouse, 2021). Actions are the behavioral steps that are taken
in order to meet certain leadership goals (Northouse, 2021). Goals can be a direct reflection of
the leader’s ethical stance. An example of this would be a leader who is focused on obtaining
urine drug screens because of the lucrative payout from insurance companies, but does not likely
have the client’s best interest in mind. Honesty can be directly related to integrity and honest
leaders can be viewed as being dependable and reliable. There are five types of power that can
used by a leader in order to influence other individuals and can also be misused (Northouse,
2021). Values can be referred to as being the beliefs and ideas of a leader that can influence their
character (Northouse, 2021). Some challenges that ethical leaders might face are when there is
incompatibility with legal and ethical standards and limits of confidentiality situations. Reamer
(2005) noted whenever complying with ethics violate or breaks the law or when ethical
obligations violates the law. An example of this situation would be when a client file gets
subpoenaed and the clinician omits part of the file in order to protect the client, or if a client
disclose intent/plans to harm him/herself or other. NThe social worker would be fulfilling the
ethical duty of commitment to clients but violating the law and the social worker would breaking
client confidentiality to report the client’s intent/plan to cause harm to him/herself or others.
Northouse, P. G. (2021). Introduction to leadership: Concepts and practice (5th ed.). Sage.
Week 7
Whenever we are going through a difficult time in life, we should not isolate ourselves. Someone
should be informed. We need to find someone who we trust and will be supportive and
encouraging. We should also make an effort to keep ourselves occupied in our regular daily
tasks. This essentially serves as a distraction and takes our attention away from bad energy. We
should not behave ways that are unusual. Each day should be viewed as a new beginning. We
should be very confident in our ability to be able to overcome the negative effects of trauma. We
must not allow trauma to take over our everyday lives and consume us.
Also, we must not restrict ourselves. We should find a group of individuals with whom we can
communicate and trust. We must learn how to control our emotions, which will need us to keep
occupied. Breathing exercises should be done. Morning and evening brisk walks are also
beneficial. When negative feelings are shared, they have less of a negative impact. We should try
to recall and remember happy memories from the past.
Moreover, With our hard work, we should strive to secure those moments. We need to look for
little achievements. We must consider those who depend on us and have great expectations of
our performance. Positive aspects of life should be prioritized. With a cheerful, encouraging, and
moral attitude, we should overcome stress/trauma.
Week 8
Administrative supervision, educational supervision, and supportive supervision are likely to be
used in combination. Administrative supervision is focused on the supervisee's degree of
functioning on the job and work assignment, and is oriented toward agency policy or
organizational demands (National Association of Social Workers and Association of Social
Work Boards, 2013). The focus of educational supervision is on professional concerns and cases.
Supportive supervision reduces job stress, which impairs performance, and gives the supervisee
with nurturing settings that support their achievement and promote self-efficacy. I'd have a
debriefing with the social worker to fully comprehend her biases, fears, and issues. It's critical to
"hear her out." The social worker's worries are well-founded. She appears to be experiencing
difficulties with transference. It's not a terrible thing that the social worker empathizes with her
client. However, she claims that she is still seeing everything in her head (Laureate Education,
2014c). According to the social, she tried to go home to get her mind off the client's case, but she
ended up seeing a Marine Corps commercial, which caused her to reflect on the client's military
experience (Laureate Education, 2014).
Laureate Education (Producer). (2014). Sessions: Levy (Episode 5 of 42) [Video file). Retrieved
from class.waldenu.edu
National Association of Social Workers and Association of Social Work Boards. (2013). Best
practice standards in social work supervision.
Week 9 D1
Grant writing provides one vehicle to express the narrative and to provide a means to fund
research and programs within clinic-based and community settings (Nelson & Ruffalo, 2017).
Grant writing can be a tool that can be used to get funds to support nonprofit organizations in
order to maintain financial stability (Bowman, 2011). Although this does not guarantee they will
achieve financial stability, it is a way to obtain money and other forms of funding. Just like any
other professionally written document, a grant proposal must have certain pieces to in order to
make it whole; a cover letter, that has a brief summary of the entire grant which should include
key pieces such as the objectives and goals. A grant should also include a thorough explanation
of your organization and what it does, as well as why you need the money and the goals you
intend to meet. Third, the proposal should include an explanation of how the organization will
use the funds and the expected outcomes. The grant proposal I selected for this discussion is the
Planned Parenthood of Georgia (PPG) to the Atlanta Women’s Foundation. The PPG and
YWCA of metro Atlanta are looking to fund an HPV vaccine pilot project. The project involves
educating below poverty line parents and teens ages 11-19 on HPV and the importance of getting
vaccinated. The PPG will train and educate the employees of YWCA on HPV and how to throw
house parties (HPV informational) with small groups of teens and their parent. Its goals are:
Educate 75 women and their daughters on what HPV is, how to get tested for it.
25 girls and young women will be chosen to receive the HPV vaccination (all three doses) free
of charge. (Grantspace. (n.d.).
In my opinion this proposal was written extremely well and is very detailed and it is also
includes all of the key elements in grant writing. One strength of this grant proposal is that it was
very clear on its purpose, goals, needs, and the budget. One thing I would change about this grant
proposal is removing one of the cover pages. It appears the proposal has two cover letters, one a
lot longer and more detailed than the other. I feel like that extra information could have been
added in to the body of the proposal and not before the official and more formal cover letter.
Although this proposal is pretty good, I think that it can be a bit more improved, by having an
annual goal for this project. Also including a more long-term plan as well as asking for an
annual grant could really assist these organizations in reaching their goals.
Bowman, W. (2011). Financial capacity and sustainability of ordinary nonprofits. Nonprofit
Management & Leadership
(Grantspace. (n.d.). https://grantspace.org/resources/sample-documents/proposal-from-
Nelson, D., & Ruffalo, L. (2017). Grant writing: Moving from generating ideas to applying to
grants that matter. The International Journal of Psychiatry in Medicine
Week 9 D2
Post a brief description of the budget presented in the grant proposal you selected.
Continuing with the proposal from Planned Parenthood of Georgia (PPG) to the Atlanta
Women's Foundation (YWCA), I found the budget on page nine of the proposal. The budget was
broken down into: salaries and wages $6,800.00, program costs $8,000.00, and vaccine costs
$11,250 for a total program cost of $26,050. In the program costs are line items of consultation
and professional fees, supplies, and printing and copying (Grantspace, n.d.).
Describe how you might alter the budget after the grant ended or which budget items you
would prioritize, and why
The vaccines are the priority in this budget. Without the vaccine, there is no program. For the
program to continue, or ramp up to more participants, this needs to be a budget item or an
increase. Next, the coordinator's salary could be lessened if an individual was already performing
similar functions for another program. Their time could be split between the two. The costs of
printing or copying could be lessened if there was a digital option for the information. I would
have monitored how many people actually took material with them. This could be an item that is
modified to free up funds. Lastly, the consultation fees may be phased out completely if the staff
is retained and there is no further need for training.
Finally, explain how you would fundraise to meet the budget priorities.
Fundraising is not strong point for me, so I would need help raising money. Apply for the grant
to be a yearly contribution would be a top priority of mine. This could bring more stability to the
staff and would make the program more stable. Another possibility is to find a local celebrity
that has been affected by HPV in their life. They may be willing to donate money or act as a
spoke person/advocate for the program. I would also take the time to reach out to local
businesses that have charitable arms to their organization. Back home, Zippo manufacturing
donates large amounts of money to local charities in the town. Any excess funds beyond the
budget would be placed in a trust to pay for future expenses. If the fundraising was successful
enough, the fund might get large enough to be self-sufficient.
Grantspace. (n.d.). https://grantspace.org/resources/sample-documents/proposalfrom-planned-
Week 10
The case study presented a program which was evaluated with a sample of individuals who were
on a welfare program and if these individuals made progress with the help of the program. The
goal of the new plan was to make assistance limited. Temporary Assistance for Needy Families
(TANIF) was the program that was put into place. This program would allow new recipients to
be limited to two years of assistance and no more than five years combined with other service
programs throughout their lifetimes (Plummer, Makris, & Brocksen, 2014). As an administrator,
I would look at the evidence-based practices being used. The child welfare system in the United
States serves some most vulnerable children and their families (Lawrence et. al., 2013). It is very
important to evaluate programs to vulnerable populations in order to see if the program are going
to be successful. According to Lawrence et. al. (2013) evaluations should be able to promote
organizational growth, contribute to an evidence base for child welfare practice(s) with the best
science available (Samuels, 2010 Cherin & Meezan, 1998, Lawrence et. al., 2013). Being able to
determine what evidence has been able to help a vulnerable population is essential. This is the
population social workers work hard to not fail. Sometimes, the system does fail the vulnerable
population. This is why, it is very important to have a functional and sustainable system that is
going to assist all children and families who are or become vulnerable. One recommendation for
improving the program’s effectiveness is to make sure social workers are following up with their
clients and making sure they still or will continue to qualify for services. I believe having limited
time for assistance can be helpful for some. However, for some it may not work. It is hard to
know exactly what system is going to benefit a certain population. There are people who are not
honest, and this can become difficult when it comes to results of the program. Additionally, by
providing programs to parents to help increase their skills is a good idea. However, if parents do
not see that being the issue, they will not attend those programs.
Lawrence, C., Strolin-Goltzman, J., Carini, J., Claiborne, N., McCarthy, M., Butts, E., &
O’Connell, K. (2013). Designing evaluations in child welfare organizations: An approach for
administrators. Administration in Social Work, 37(1). 3-13.
Plummer, S-B., Makri. S., & Brocksen, S.M. (Eds.), (2014). Social Work Case studies
Foundation Year. Baltimore, MD: Laureate International Universities.
Week 11 D1
My future career goals include becoming a therapist. I would like to be able to help individuals
who are chronically mental ill, individuals who have expereinced various forms of trauma, as
well individuals in the jails and prisons. I would like to help these individuals as they navigate
through difficult and trying times. another career goal of mine is to one day have my own private
practice. At this time, I do not have interest in moving into a leadership or management position.
I would like to work directly with clients and gain more clincial experience. However I believe
and feel that I would be a great team leader if I were to step up if I do elect to take or go into an
administrative position. Lauffer (2011), provides an example of a sports team. Every individual
in the company has their own skilled individual performance. If I were to have supervision in the
near future, this is kind of how I would look at the staff members to help each individual in the
company and help them overcome their challenges and any obstacle. Every staff member of the
agency is important and should always be respected. The benefits of a social work administrator
role includes being able to be part of the decision making process. Sometimes as a social worker
who work directly with clients, you may not get that much say in the decision making process.
Their ideas and opinions may be taken into consideration but there is a great possibility and
likelihood that the message they send will be passed. According to Austin et. al. (2013), one of
the comments shared by the training program participants including having less satisfaction
working with staff as opposed to working with clients. This is one challenge that I will have if I
were to work as an administrative position. However, I also feel once I have obtained the
experience and satisfaction of working with clients, I can then transition into an administrative
position if it were possible.
Austin, M. J., Regan, K., Gothard, S., $ Carnochan, S. (2013). Becoming a manager in nonprofit
human service organizations: Making the transition from specialist to generalist. Administration
in Social Worker, 37(4), 372-385.
Lauffer, A. (2011). Understanding your social agency (3rd ed.). Washington, DC: Sage
Week 11 D2
My knowledge on how to be an effective leader has changed. I feel as if once I gain the
confidence to be a leader, I will be able to an effective leader. One significant idea from this
course that has prepared me for my future supervisory or administrative role is the style of
leadership. Sometimes it is hard to decide what choices to make because it can be tough if you
see both sides and find it difficult to make the right decision. For myself, I don’t like people
being upset or mad at me. Therefore, it is important for me to be socially perceptive. I must be
aware of what is important to others and how staff members are motivated, the problems they
face, and how they react to change (Northouse, 2018). I also enjoyed learning more about how to
write grants and be able to research current grants that have been selected and approved. This
will help increase my knowledge with my current agency to help work on creating a proposal for
a grant if needed.
Northouse, P. G. (2018). Introduction to leadership: Concepts and practice (4th ed.).
Washington, DC: Sage.
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