Group Intervention in Social Care
Most organizations and institutions globally solely depend on group work for effective work delivery. There are many theoretical ideas and techniques used by various groups to realize a perfect job. These groups consist of team leaders who hold several different positions. The team leader is mandated to take into account all his followers and value their opinions so that they can work together towards achieving a specific goal. A group of people working together forms up a team, and teamwork is a valuable asset to many institutions and organizations. This paper entails theories that discuss the importance of teamwork and how challenges affect collaboration in organizations.
How to Deal With Conflict in an Effective Manner.
In many cases, conflict in workplaces is a common phenomenon. It occurs mostly when different people with different opinions and goals come into a disagreement. Furthermore, we’ve witnessed cases of how often intense personal animosity can result. The fact that conflict exists does not make it a bad thing. As long as it is dealt with effectively, it can lead to both personal and professional growth. Below are a few theories that discuss at length the mechanisms of resolving conflicts.
The interest-based relational approach.
This theory settles conflicts through respecting individual differences while helping conflicting parties to avoid becoming entrenched in a permanent position. There are rules set when using this theory to solve disputes. In a nutshell, it is mandatory to make sure good relationship remain the priority. Brown (2000) asserts that this rule gets achieved when people get treated calmly while trying to build mutual respect. The law focuses on the conflicting parties to remain constructive under pressure. The second rule notifies people to keep both people and problems separate. This rule is to allow real issues to get debated upon and without damaging working relationships. The other law suggests that the parties should pay attention to the interests presented. Active listening makes parties in conflict to have a deeper understanding of why the people are adopting his or her position. Finally, the final rule allows people to explore options together. The parties need to understand that a third party may be involved and help get to the idea jointly. This theory help keep contentious discussions are both constructive and positive. Furthermore, the approach prevents antagonism and dislikes, which results in conflict spinning out of control. Forsyth (1999) avows that a conflict between social care workers and parents of the mild mentally ill young people can borrow a leaf from this theory, interest-based relational while settling their differences.
A conflict resolution process theory
According to Corey & Corey (2006), this theory involves identifying the overriding conflict styles employed by conflicting parties, the team and the organization. In the long run, people’s conflict management styles tend to mesh, leading to the right way of solving conflicts. It is however important to recognize when this style can effectively be used. It is vital to emphasize on presenting your perception of the problem if you find yourself being part of the parties in conflict. This theory recommends the use of active listening skills to ensure you hear and understand other people’s positions and perceptions.
Furthermore, the argument insists on using an adult, assertive approach rather than an aggressive style (Peterson and Behfar, 2003). From the private service case study, this theory best fits on solving conflicts between the two team leaders and the eight social care workers. Disputes may arise as a result of poor pay or mistreatments of the social care workers.
Facilitate the Team to Make Effective Decisions
Based on research by Kauffeld (2006), Effective decisions are vital to many organizations. If arrangements are not taken with the seriousness they deserve, the objective of the organization may get spoilt. Theories in decision making discuss at the length of how rational individuals should conduct themselves under risk and uncertainties. Various methods are discussed below to support effective decision making.
The logical choice theory is a decision-making theory that applies an analytical approach suggesting that introducing a systematic and logic approach in decision making and weighing the risks against benefits help in achieving the desired objective. However, this theory sometimes criticized for being unethical and basing on probabilities (Handy, 1976). This theory is often used by both social scientists and economists when understanding people’s behaviour. For instance, the practice of the social care workers in the residential service industry can help the team leaders on making various effective decisions that benefit both employees and the company.
Additionally, organization theory is another model that attempts to explain an organization’s functional activity concerning the environment. Graen & Uhl-Bien (1995) asserts that the primary driving force behind this theory is that it gives ideas about how to design organizations in an efficient manner. The organization needs to be conducted in a cost-effective way to help in the utilization of resources. The critical feature of the organization involves the coordination of people and the resources to fulfil the goal even when they have different purposes. In residential services, this theory applies when team leaders come up with cost-effective mechanisms of making decisions primarily when purchasing products to g used by the mentally ill young people and the social care workers (Kauffeld, 2006).
Finally, total quality control management theory allows employees in many organizations to participate in activities that improve the quality of their organization. For instance, the employees are encouraged to work together as a team to minimize cases of conflicts. According to Belbin (1993), the senior management team and the team leaders should also get involved in hearing and solving matters that affect the social care workers and the mild mentally ill challenged individuals.
Effective Leadership of the Team
Effective leadership of the team happens when leaders try to influence the behaviour of their groups or individuals. Effective leaders are the most influential mentors. They help in grooming their staff to take their place through teaching, inspiring, and assisting the staff members in attaining their goals as well as achieving the purposes of the organization. Based on research by (Graen and Uhl-Bien, 1995), effective leaders get out of their comfort zones to boost their employee’s self-esteem. If employees believe in themselves, it’s incredible what they can accomplish.
Many theories help leaders learn the best ways of practicing effective leadership. These theories are not without their faults but many studies have proven the theories to aid in providing some level of effectiveness. In a nutshell, The Situational Leadership Theory is quite impressive due to its adaptive nature. According to Chemers (1997), the theory explains how an effective leader has to anticipate different situations that occur inevitably. In a workplace, all employees have different needs and a leader needs to address these needs for the employees to function at their most efficient level.
Additionally, the theory gives a general guideline of the styles to use when approaching some employees. For instance, employees who are in their early stages of employment tend to lack interest in the job and may require competency and commitment (Deluga, 1998). Such an employee needs to be given direction and support. In some situations, some employees usually feel undermined when you coach them. They typically have a feeling of being competent enough and disregard being watched over. Such employees may be skilled but still require gaining more skills, but they should perhaps g the space they need. In residential service, the eight social care workers best fit under this theory. Their work is very much involving and only few people can have the ability to accept such kind of jobs. When conflict arises, team leaders need to equip the skills learnt from this theory to help cool the waters.
Another important argument is the First Comprehensive Contingency Theory. This theory provides a systematic and quantitative measurement to building of leadership. Furthermore, the theory describes the relevant managerial actions. Based on research by Deluga (1998), this theory depicts the leaders’ orientation and group performance under conflicting situational conditions. The theory asserts that for an active group or team performance, there must be a proper mix of both leaders’ style and extend with which the situation controls the leader. Notable examples that can use this theory in residential service are the conflicts between the two team leaders and the eight social care workers. When the team leaders complain of poor service delivery to the mild mentally ill people, the first comprehensive contingency approach theory should be involved to allow the conflict handled softly and maturely.
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