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Department of Assistive & Rehabilitative Services - Research Paper Example

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Components (People And Structure) of The System and The Population(s) at Risk As shown in the website of The Department of Assistive and Rehabilitative Services (DARS), their organization is headed by Tom Suehs as the executive commissioner and assisted by Debra Wanser as the Commissioner…
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Department of Assistive & Rehabilitative Services
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Download file to see previous pages The next layer of the organizational chart are the chief officers on operations and finances and assistant commissioners on rehabilitation, blind, early childhood intervention, and disability determination services. They then supervise their respective managers, directors, councils, programs, and support systems (2011). According to the Institute of Clinical Eurgology, most of their clients when it comes to work-related stress are those working in public sectors (2011). This is supported by the Local Government Improvement and Development Department of the United Kingdom in their study. They stated that the most acute levels of stress is found in government offices (2011). As DARS assists people in need, they are constantly faced with difficulties on how to solve problems. The employees who mostly face these challenges are the ones in customer service. Therefore, they may be the population who are mostly at risk specifically when it comes to job stress. Human Behavior Theories Operating in this System Open-Systems Theory principles state that parts that make up a system are interrelated, there are permeable boundaries, and the individuals work in synergy (Ballantine & Spade, 2008). It is evident that DARS operates with these values since the different members may have open communication with each other. Each representative has a link with the other offices of the association. They must then work together to achieve their mission in improving lives and encouraging the society’s participation. Moreover, Expectancy Theory delves on how the workers view the organization’s result desirability, performance, and anticipation (Mathibe, 2010). Since this department is clearly in the helping profession, it is very likely that the staff and their chiefs see the importance of the outcomes of their efforts and expect intrinsic rewards in their performance. In addition, according to Neoclassical Organizational Theory, the organization consists of people interacting with each other, working for a common goal. DARS is an agency under the government, thus, is supervised with statutes on effective human relations. The different components of the department collaborate in achieving efficient service. It is also evident in their organizational chart that each member is linked with certain colleagues that can coordinate tasks. Health and Wellbeing of Its Components This department is under the federal and state government partnership. Hence, the employees have benefits such as social security, health program, group life insurance, and others. They can of course avail of leaves, allowances, and retirement systems. These grants are indeed valuable to any employee’s wellbeing. It is interesting to note that the statistics based on the federal year 2005 in their first quarter data declare that the turnover in DARS is lower as compared to the median when it comes to state agencies. This is proof that this organization tends to look into its people and their families with proper attention regarding humane conditions. Their low attrition rate is a gauge of the members’ satisfaction in retaining their employment. Values and Beliefs With the vision, “A Texas where people with disabilities and families with children who have developmental delays enjoy the same opportunities as other Texans to pursue independent and productive lives”, this group values equality, fighting for the rights of the ...Download file to see next pagesRead More
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