Implementing Social Worker Positions in All Government Departments - Term Paper Example

Student’s Name: Course Code: Lecture’s Name: Date of presentation PROPOSAL FOR THE ESTABLISHMENT OF Social Worker Position in all Government Sector Introduction Working with a troubled employee is among the daunting tasks that a manager can encounter. Basically employees do not abandon their personal problems and challenges at home. Besides, in these modern times, there is a continued rise in workplace stress as well as high productivity expectation from the employers. No matter how an employer is attuned to his workforce, there are details that will be omitted, and sadly these tidbits of facts are often the ones one can afford to neglect. It is no wonder wise business proprietors usually institute formal mechanisms and systems for employees to report and address their problems; whether the complaint is internal related or concerning a wider systemic issue. Literature review Provision of social and welfare services in work places plays a critical role in promoting efficiency and productivity of the concerned employees. These services if inadequate will negatively impact on their performance. Exposing employees to stress and unfavorable working environment affects the performance and dedication of employees to their responsibilities. In government agencies, the role of employees’ social welfare services to employees has been neglected leading to stress and regrettable traumatic incidents in the workplace (Dessler, 2008; Shaun & York, 2000). The concept of social and welfare has been adopted in many organizations as a tool for improving productivity and performance of employees for instance in the private corporations since work or personal related problems and challenges often lead to poor quality of life and decline in employee performance. It is argued that the role of social work in employee welfare enhances economic development leading to higher efficiency and productivity with the underlying notion and principle of making employees offer their loyal services willingly and ungrudgingly in genuine spirit of unity, service and corporation while honoring the general well- being of the employee. Despite this, naturally social responsibility of a company to its workers may not be directly related to the employees daily attendance presence at the workstation, but it is presence and effectiveness is conspicuous through the workers attitude, performance, high or low productivity and many more. All government agencies and sectors offer valuable service to the population and thus their labor social welfare status need to be properly taken care off (Shaun & York, 2000). It is argued that the role social worker activities is secure a labour force by offering a proper human conditions of work and living through minimizing the hazardous effect on the life of employees and their dependants. This ultimately makes the employees to pay more attention to their duties and responsibilities with less disruptions thus increasing productivity and promote good industrial relations, boost the sectors visibility and popularity. The respective human resource departments need to develop appropriate employee welfare and social structures and benefits for the employees to enhance their delivery and job satisfaction as well as the efficiency of the organization within their respective government departments (Saleemi, 2009). The concept of Social work and welfare services Traditionally employee welfare services were aimed combatting time off and absenteeism as a result of sickness and stress in the workplace. However, in the modern times, the concept has broadened to include an entire spectrum of aspects ranging from employees personal wellness and development to interaction with other employees within the workplace. This is also aimed at creating a healthy, loyal, efficient and satisfied workforce across all sectors of employment for the purpose of making their work life good as well as raising their living standards. This leads to the development of a workforce that is not only happy but contented with their performance and position within the organization (Saleemi, 2009). The success of the services offered by the social worker should be guided by human value and idealistic morale in addressing employee grievances in workplace and personal life challenges through lending of a listening ear and counseling services. Although some of these services have been designed to be offered by some government agencies, trade unions and other non- state agencies and corporations, having an in-house social worker and counselor can give a confidential idealistic morale and human value to the employee clientele (Shaun & York, 2000). Counseling services Organizations such s Health and Safety Executive points out that anxiety, depression and stress are the most common illness in any workplace. Stress emanates from work intensification and conflicts between work responsibilities and home obligations. Stress greatly hampers employee’s performance and may in grave cases cause the victim to commit suicide. Employees especially in those involving sectors such as police and services are often at greater chance of getting due to the nature of their prolonged and extended shifts and tasks. The stress may also arise from social, political, emotional, work and economic related challenges for which they require to be cushioned against the negative influences of these adversities (Patterson M, 2004). Stress may leaded to developed of weird suppressed emotions that may eventually degenerate to stress related disorders like frustration at job which may cause unbecoming behaviors such as substance abuse and domestic strife and the employee may ultimately seek comfort in alcohol and drugs or vent out their frustrations and anger on their immediate family. Such unbecoming character and behaviors could be controlled and mitigated through the provision of social services in the particular government sector by an in- house social worker. Stressor and depressors may be found to be inherent with nature of certain professionals’ day-to-day daily activities and they are may range from court practices, shift of work, killing of people in the line of duty, insufficient support by the management or administration, and negative publicity created and meted to them by the media which negatively affects and inhibits their performance. The Relationship between Social Welfare and Employee Productivity Therefore a calling for the establishment of preventive social and health measures through the establishment of relevant bodies and positions occupied by social workers; thus minimizing employee stress, health care challenges both within and outside the job and extended absenteeism. According (Shaun & York, 2000), social welfare services to be provided by the social worker do not increase nor boost employees’ performance; it helps to prevent or minimize any more reduction. This can in turn boost confidence and esteem of the employees thus provide a safe, peaceful and secure environment for the rest of members of population served by these government population, live, work and stimulate greater social, political and economic development. Optimum employees’ social welfare service boosts productivity, motivation and loyalty of employees. Provision of these social services is mainly in the hands of the employer on the aspect of internal corporate social responsibility of these government agencies, department and sectors since the whole life of the employers’ centers around the employer (government). There are cases where employees have cited poor personal relationship with spouses, financial shortfall, leading to decreased morale and productivity (Patterson M, 2004) (Barelson T, 1985). Establishing of Social Worker Position The office of the social worker will on behalf of the management and administration of receives complaints, challenges and problems from the respective employees concerning issues within their own personal entity or in the course of performing their duties within the workplace. The basic obligation of the social worker is to offer a resolution of certain issues and where appropriate, provide recommendations for the improvement of the general administration and management of the government sector that they work in. The social worker should help in safeguarding: legitimate rights and interests of the respective employees with respect to each other, individual rights against any excesses of public bureaucracy; and those affected by their actions. Federal, state and local government agencies, academic institutions and other government sub-units need to establish a office for a person to handle social issues concerning the employees and hence; social worker. The classical social worker will be based in these departments and addressing the issues emanating from their personal lives and from their interaction s with fellow employees. In some cases, the social worker may act as an ombudsman, conducting inquiries and suggestion to organizations policies, objectives and procedures. The office may either be located within the agencies offices or in the vicinity so that the holders’ may evaluate and handle the claims in an objective but authorized manner In order to fully achieve their objectives, the social workers need to operate within some standards. These standards need to ensure that their effectiveness without compromise in offering advice and guidance on the operation and structure of addressing internal grievances The essential characteristics of the social worker office shall be Confidentiality Independence Impartiality in carrying out of investigations and inquiries Establishment and Operations In establishing the office, the government needs to enact legislative enactment that will set forth the jurisdiction and roles of the social worker and while legally authorize the social worker to: (1) receive the questions, challenges, problems and challenges brought forth by the respective employees in the department about alleged, acts omissions and systemic problems and personal challenges for their assistance (2) exercise the discretion and pleasure to either accept or decline to hear and act on question or complaints brought forth by the employees (3) act or refer to the relevant authority where necessary, the issues addresses to them (4) Operate and perform their duties in fair and timely procedures to help in just resolution of the problem or complainant (5) Resolve the challenges at the most appropriate and practical level entity (6) Offer advice and comfort to the affected individuals through guiding them out of the problem as well as advising them on the appropriate channel of addressing certain concerns Basically in carrying out their duties, the social and welfare workers perform functions such as: a) Conducting inquiries and receiving submissions from complainants and respondents b) Carrying out the investigations and report findings to the relevant authority for instance in complaints cases c) Facilitating, mediating, negotiating on behalf of individual or collective employee fraternity d) Developing, discussing and evaluating options that are on table for the affected employees e) Identifying the trends and patterns of both the complainant and respondent f) Identifying any misgivings within the respective government sector and ultimately forwarding to the management or administration g) Advocating on behalf of the affected employees where the established by the rules and regulations allow Qualifications of the Occupant of the Social Welfare Office A social worker should be an individual of recognized knowledge, objectivity, judgment, and integrity within the line of social sciences. Where necessary, the establishing entity should offer the bearer of this positions the relevant education, training and at periodic time update their qualifications. Confidentiality, Independence, and Impartiality In ensuring a smooth and effective operation of the social worker, a government sector should ensure the social worker performs his duties consistently with the following attributes. Where there characteristics are inadequate, respective management should take the necessary promp steps to correct the deficiency. A) Confidentiality the social worker shall never and is not require disclosing any clients (employees) information provided in confidentiality, safe in addressing the imminent risk of serious danger. Records regarding to the inquiry, personal life, complainant, and investigation should not be disclosed outside the social workers office especially without full consent of the concerned employee. However, at the social workers preference may expose confidential or non- confidential information as long as they conceal the source. B) Independence. The social worker is and should appear to be free from any intervention in the legitimate carrying out of the duties and responsibilities and should be independent from limitation, control and penalty which may the by individuals or bodies which are the subject of inquiry or investigation. In evaluating whether the social work office is independent, in function and structure, certain parameter are vital: whether any individual subject directly responsible to the complainant (a) can control or limit the extent of performance of the social worker in the particular case (b) can for retaliatory reasons (1) get rid of the office (2) cut the budgetary allocation of the said office (3) remove the social workers C) Impartiality in conducting investigations and inquiries on matters raised by the various clients and respondents in an unbiased, free from partiality and conflict. The impartiality however does not mean that the social worker may not advocate for certain changes aimed at changing certain process within the government agencies that they operate in. Planned Outcome in the creation of a Social Worker Position in all government Sectors i. Increase of the competence, diversity, and professional skill of the general employees serving in various departments of government agencies ii. To build up a high motivated labour force with high productivity and minimize employee turnover and absenteeism iii. Fosters increased efficiency and productivity iv. Since these benefits boost job appeal, future recruitment will be more effective v. To offer paternalistic and philanthropic appeal to the employees and enhance the goodwill and public image vi. Win back employees’ confidence, loyalty and morale, through the improvement of their both personal and work- related affairs vii. Such initiatives also promote a healthier and sober industrial relations thereby helping in promoting industrial harmony viii. The social evils common among labours such as drug abuse, etc are greatly minimized Relevant legislation The legislation should institute proper legislations aimed at anchoring this proposal thus making it legitimate and compulsory for all government sectors to create the position of the social worker within their organization structure. This will enable the ministry of social services to: a) Establish the relevant aims and objectives for the program b) Develop the guiding contents, regarding the services to be offered by the social worker in order to attain the aims and objectives stated c) Statement of methods to be adopted in carrying out of the set contents of the program d) Identification and evaluation of strategies, crucial in monitoring the extent to which the set objectives of the program are or are not attained. In line with the above objectives, the following techniques, theories and services should be inculcated to enable the social workers to: Develop efficiency and intelligence in tackling employees with diverse personal problems Foster capacity for psychological independence to the employees facing challenges Make available to the employees the kind of counseling services that will re- enlighten them on their way of making judgment on themselves and on others Empower the employees to develop positive attitude and confidence among themselves in regard to their abilities Avail to the affected employees, the relevant counseling services that will foster changes in their cognitive behaviors in their approach to life Foster cohesion and integration among the employees within the sector through social binding forums such as seminars, and team building activities Policy implications The above suggestions and observations clearly demonstrate that establishing, implementing and managing a successful social welfare office particularly those intended for catering the interests and problems of employees within a governments requires utmost goodwill of the employer in this case the government. Consequently, the successful implementation and management requires the consideration of the following issues: 1. Adequate provision of financial support necessary for establishing the office and the human personnel 2. Need for the government administrators in the different sectors to be sufficiently informed about the basic philosophy of social work in generally and the need to have a structured social work programs in all sectors 3. Use of the certified and appropriate procedures in recruiting adequately trained and experienced professional social workers who will implement the programs to be set up. Those recruited should have relevant graduate training, knowledge of categories of employees stress inducing problems, and also have exposure in courses, such personality and human development, measurements and tests, career development and assessment techniques, counseling techniques and theories, and basic law. In addition, the social workers need to collaborate with the human resource department in creating conducive environment where the employees can feel comfortable to open their heart even on inner personal directedness values. 4. The need also to assist in boosting the employees self acceptance, esteem and confidence Policy recommendations Finally, based on the generated literature discussed on the approaches of the program for social and welfare work, the framework proposed the following: The proposal to be piloted in selected government agencies and departments of varying cadres, to test its impact and relevance on a smaller scale before finally being rolled out through the government Evaluate the program to ascertain its continued impact on employee productivity and where necessary propose changes in the content and approach to suit the emerging needs Works Cited Barelson T, S. S. (1985). How to find Out: Management and Productivity. Oxford:: Pergamom Press Limited. Dessler, G. ( 2008). Human Resource Management. . NewJersy: Pearson Prentice Hall. Patterson M, W. P. (2004). Organizational Climate and Company Production: The Role of Employee Affect and Employee. Centre for Economic Performance, London School of Economics and Political Science. , 32, 36-39. Saleemi, N. A. ( 2009). Personal Management Simplified. Nairobi : Saleemi Publishers Limited. Shaun & York, A. (2000). Essentials of Human Resource Management. Great Britain: : Oxford Publishers. Read More