SOCIAL AND HUMAN SERVICES AS A PROFESSION

1. SOCIAL AND HUMAN SERVICES AS A PROFESSION \ DR ROJANAH KAHAR SEMESTER 1 2012 DR ROJANAH KAHAR SEM 1 2012

2. INTRODUCTION • Most SW are employed by an organization and therefore practice within the context of an organizational structure. • FOUR process then characterize generalist practice. • 1. GP requires the assumption of a wide range of professional roles. • 2. Requires the application of critical thinking skill throughout the course of intervention. DR ROJANAH KAHAR SEM 1 2012

3. 3. GP incorporates research-informed practice to determine the most effective ways to help people and serve clients. • 4. Practitioners follow a Seven-Step Planned Change process to achieve intervention goals. DR ROJANAH KAHAR SEM 1 2012

4. Current Issues… • Lack of understanding • Social Work • Welfare Work • Charity Work • Voluntary Work DR ROJANAH KAHAR SEM 1 2012

5. Issues… • Recruitment of Non-social Work graduates • Less than 10% are SW trained • Social work practitioners: • Government : Dept of Social Welfare, hospital, prison etc • NGO’s • Individual • Untrained social work supervisor (lack of knowledge and skills in social work supervision) • Lack of professional supervision • Time constraints/heavy workload DR ROJANAH KAHAR SEM 1 2012

6. Complexity of background • Social Sciences • Psychology • Sociology • Anthropology • Human Development • Economics • Political Sciences DR ROJANAH KAHAR SEM 1 2012

7. Settings. • Governments : Dept of Social Welfare , Hospitals • NGOS’s DR ROJANAH KAHAR SEM 1 2012

8. Social Worker as Profession • Social worker, Generalist social worker , generalist practitioner used interchangeably. • Generalist social work may involve almost any helping situation. • Help homeless family, a child unable to get along with peers, a pregnant teenager, a sick older adult unable to care for herself any longer, alcoholic parent. • Therefore GP needs competence in a wide variety of areas instead of being limited to a single track. DR ROJANAH KAHAR SEM 1 2012

9. Definition of Generalist Practice • GP is the application of an eclectic knowledge base, professional values and a wide range of skills to target individual, family, group, organizational or community systems for change within the context of 5 primary processes. • Client empowerment. • Working Effectively within an organizational structure & doing so under supervision. • Requires the assumption of a wide range of professional roles • It concerns following the principles of evidence-based practice. • Involves the application of critical thinking skills to the planned change process. DR ROJANAH KAHAR SEM 1 2012

10. Q: An eclectic knowledge base ? • Systems Theory • Ecological Perspectives • Curriculum Content Areas • Values & Ethics • Diversity • Populations at risk and social and economic justice • Human behaviourand the social environment • Social welfare policy and services • Social work practice • Research • Field Education • Fields of practice DR ROJANAH KAHAR SEM 1 2012

11. What is ECLECTIC? • The term eclectic refers to selecting concepts, theories and ideas from a wide range of perspectives and practice approaches. DR ROJANAH KAHAR SEM 1 2012

12. Using Professional values? • Code of Ethics. Eg: NASW, Malaysia? • Recognition and management of personal values • Application of professional values and strategies of ethical reasoning to make ethical decisions and solve ethical dilemmas. DR ROJANAH KAHAR SEM 1 2012

13. Wide range of skills: • Micro • Meso • Macro DR ROJANAH KAHAR SEM 1 2012

14. Targeting systems • Individu • Family • Group • Organizations • Community DR ROJANAH KAHAR SEM 1 2012

15. Evidence Based Practice (EVP) • EVP is a process in which practitioners make practice decisions in light of the best research evidence available. DR ROJANAH KAHAR SEM 1 2012

16. Using a Planned-Change Process • Engagement • Assessment • Planning • Implementation • Evaluation • Termination • Follow-up DR ROJANAH KAHAR SEM 1 2012

17. ROLE OF SW/GP/SHS WORKER • TO ASSIST CLIENTS • With external or internal problems (Okun, 1992) • To reach goals that are important to them (Bawner, 1977) • To provide a link between the traditional professional and the client (Epstein, 1981) • All of the above DR ROJANAH KAHAR SEM 1 2012

18. WHO ARE SHS WORKER? • EFFECTIVE HELPER: people who are together – thoughts, feelings and actions are congruent. • They believed that each client is unique individual different from all other clients so, greet each one of them by name, with a hand shake and a smile (Hutchins & Cole, 1992) DR ROJANAH KAHAR SEM 1 2012

19. WHY HUMAN SERVICE WORKER? • Individual needs • Their aptitudes and interest • Their self concepts • Special personal or social experience (Kantor, 1960) DR ROJANAH KAHAR SEM 1 2012

20. THE DESIRE TO HELP OTHERS • To feel worthwhile as a result of contribution to another’s growth is exciting • Helpers must also ask themselves: ‘To what extend am I meeting my own needs?’ • THE DESIRE FOR SELF EXPLORATION • The wish to find out more about themselves as thinking and feeling individuals leads some people to major in psychology, sociology or human services • Must be fulfilled outside the worker-client relationship DR ROJANAH KAHAR SEM 1 2012

21. THE DESIRE TO EXERT CONTROL • Administrative or managerial position in helping professions are the goal. • This desire may become a problem if helpers seek to control or dominate clients, with the intention of making them dependent. • THE EXPERIENCE OF BEING HELPED • This provides a strong demonstration of the value of helping. • Wish to be like those who helped them when they were clients DR ROJANAH KAHAR SEM 1 2012

22. INDIVIDUAL WHOSE LIFE EXPERIENCE MOST CLOSELY MATCH THOSE OF THE PERSON TO BE HELPED • The recovering alcoholic working with substance abuser (Lyon & Duke, 1981) • Especially true in teaching and medical field • May create unrealistic expectation. DR ROJANAH KAHAR SEM 1 2012

23. VALUE • WHERE DO OUR VALUES COME FROM? • Culture • Experience • WHAT ARE VALUES? • Value are statement of what is desirable: they way we would like the world to be • Not statement of fact DR ROJANAH KAHAR SEM 1 2012

24. VALUES IN SHS • ACCEPTANCE • The ability of the worker to be receptive to the client may have done. • Must be able to maintain an attitude of good will toward clients, not judging them by factors such as the way they live or their personalities. DR ROJANAH KAHAR SEM 1 2012

25. TOLERENCE • The helpers ability to be patient and fair towards each client rather than judging, blaming or punishing the client for prior behaviour • A helper who embodies this values will work with the client to plan for the future, rather than continually focusing on the client’s past mistake. DR ROJANAH KAHAR SEM 1 2012

26. INDIVIDUALITY • Is expressed in the qualities of characteristics that make each person us unique and distinctive from other person • The different, lifestyle, assets, problems, previous life experiences and feelings • Must recognize and treat each person individuality not stereotypically. DR ROJANAH KAHAR SEM 1 2012

27. SELF DETERMINATION • Deciding for oneself on a course of action or the resolution to a problem • The clients make up their own minds regarding a decision to be made or an action to be taken • The helper facilitates this action by assisting clients to investigate alternatives and the decisions is theirs DR ROJANAH KAHAR SEM 1 2012

28. CONFIDENTIALITY • Assurance to clients that the helpers not discuss their cases with other people. • The exception to this is sharing of information with supervisors or in staff meetings where client’s best interests are being served. DR ROJANAH KAHAR SEM 1 2012

29. NASW ETHICAL PRINCIPLES • CORE VALUE: Service ETHICAL PRINCIPLE: to help people in need and to address social problems. • CORE VALUE: Social Injustice ETHICAL PRINCIPLE: challenge social injustice. • CORE VALUE: Dignity and worth of all person. ETHICAL PRINCIPLE: respect the inherent dignity and worth of the person. DR ROJANAH KAHAR SEM 1 2012

30. CORE VALUE: Importance of human relationship. ETHICAL PRINCIPLE:recognize the central importance of human relationship. • CORE VALUE: Integrity ETHICAL PRINCIPLE: behaves in trustworthy manner. • CORE VALUE: Competence ETHICAL PRINCIPLE: practice within their areas of competence and develop and enhance their professional expertise. DR ROJANAH KAHAR SEM 1 2012

31. CHARACTERISTICS FOR ENTRY LEVEL PRACTICE • SELF AWARENESS • Must know who they are and this will affects what they do • A life long process of learning about oneself • Helps them in understanding and changing the attitudes and feelings DR ROJANAH KAHAR SEM 1 2012

32. ABILITY TO COMMUNICATE • Helpers effectiveness depends also on their ability to communicate to the client and understanding of the client’s feeling and behaviors. • Listening, a critical helping skill • Enables the helper to respond with thoughts and feelings to clients whole message. DR ROJANAH KAHAR SEM 1 2012

33. EMPATHY • Is acceptance of another person • Allows the helper to see a situation or experience a feeling from the clients perspective • Easier for helpers who have had experience similar to those of their clients. DR ROJANAH KAHAR SEM 1 2012

34. RESPONSIBILITY/COMMITTMENT • Feeling a responsibility or commitment to improve the well being of others • Includes attending to needs of clients first • Committed to delivering high quality services • Act to the best of their ability: Follow code of ethics DR ROJANAH KAHAR SEM 1 2012

35. ETHICAL STANDARD FOR HUMAN SERVICE WORKER • Treat clients with dignity and respect. • Help every client to the best of your ability. • Respect the client’s privacy. • Maintain confidential relationship. • Engage only in activities in which you are competent. DR ROJANAH KAHAR SEM 1 2012

36. Maintain a professional helping relationship. • Continue to upgrade your skills. • Protect your community against the unethical practices of others. • Respect your colleagues and relate to them in a professional manner. DR ROJANAH KAHAR SEM 1 2012

37. VALUE CONTEXT OF SHS • Determine by many systems – socio-cultural milieu (society), agency settings, clients and social workers. • Systems intertwine – interact creates a unique hierarchy of competing values and conflicting loyalties • Examples: • ‘Value’ influence how clients and practitioners define the issues or problems DR ROJANAH KAHAR SEM 1 2012

38. Approaches to resolving social problems – reflecting opposing community and professional priorities. • Appropriateness of intervention methods prescribe by agency conflict with the practitioners professional opinions. • Family disagreement about the right solution place practitioners in a position when balancing issues of self-determination. DR ROJANAH KAHAR SEM 1 2012

39. VALUE CONTEXT OF SHS Socio-political-cultural context Agency context Client system SHS worker Problem DR ROJANAH KAHAR SEM 1 2012

40. ETHICAL DILEMMA Confidential and privacy. • Limited, duty to warn, need guidance. Self determination and paternalism. • SHS respect and promote the client’s right for self determination. • Assist clients in their efforts to identify and clarify their goals. DR ROJANAH KAHAR SEM 1 2012

41. RESPONSIBILITY/COMMITTMENT Boundary issues. • Need to maintain clear boundaries in the relationship with clients • Boundary violations can be damaging to clients (dual or multiple relationships) • Occurs when SHS worker related to clients in more than one way, whether sexual, social, professional or business (inappropriate or unethnical) • SHS worker take advantage of their clients to further their own interests. DR ROJANAH KAHAR SEM 1 2012

42. CONTINUE Divided loyalties and conflict of interest. • Some boundary issues involve situations where SHS worker feel caught between their obligation to their clients and some other party • SHS worker unsure to whom they owe their primary duty • SHS worker need to choose between their client’s interest and those of some other party DR ROJANAH KAHAR SEM 1 2012

43. Professionalism and personal values. • Conflict between SHS values and owns. SHS values and clients’ value. • Must carefully examine the nature of their own values and the potential impact of those values on the way they serve clients. • Stereotypes, prejudice, biases. DR ROJANAH KAHAR SEM 1 2012

44. Whistle blowing. • Occasionally encounter wrong doing by colleagues • Colleagues may be involve in unethical or illegal conduct • Professional colleagues often feel loyal to one another and reluctant to ‘blow the whistle’ • Obligation to the profession and public make them difficult to stand quietly on the sidelines when they have reason to believe that a colleagues misconduct is causing harm to clients and other parties. DR ROJANAH KAHAR SEM 1 2012