The document discusses ethical issues in community-based helping relationships. It defines social justice as equal opportunities to access resources and participate in law and policy development to overcome barriers like poverty, racism, and discrimination. Community workers have responsibilities like acquiring cultural knowledge, promoting well-being by challenging exploitation, and advocating for social change. They take on roles like advocating for oppressed clients, consulting on interacting with diverse groups, facilitating indigenous healing practices, and advising on environmental issues. Community workers must balance duties to clients, communities, and their professions while avoiding issues like breaking confidentiality, limiting self-determination, conflicts of interest, and inappropriate relationships. The document stresses the importance of self-care and evaluating one's own attitudes to
The counselor, Susan, violated several ethical boundaries in her treatment of the client over two years. Susan became friends with the client, self-disclosed personal details, accepted gifts, and spoke to the client's mother without consent. Susan also practiced outside her expertise in addiction counseling by attempting DBT without proper training. To receive more effective treatment, the client should terminate with Susan and seek a new therapist specialized in mental health, as continuing with Susan risks further ethical conflicts and lack of therapeutic progress.
This document outlines two ethical dilemmas faced by the Allen family and discusses relevant ethical principles and the nurse's role. The first dilemma is that Clifford exhibits poor coping skills and depression and refuses help. The second is that Pam has cancer and is ambivalent about treatment. The document discusses the ethical principles of autonomy, beneficence, fidelity and advocacy. It also outlines the IDEA model and Baird method for ethical decision making.
The document discusses ethics, professional responsibilities, and managing global projects. It defines ethics as rules governing a profession. Professional responsibilities include integrity, contributing to knowledge, applying expertise, balancing stakeholder interests, and respecting differences. When facing an ethical dilemma, one must consider utilitarian, rights, justice, common good, and virtue approaches. Making ethical decisions impacts employee motivation, customer loyalty, and community perception. The PMI Code of Ethics outlines vision and conduct standards. For global projects, one should develop cultural awareness but not assume similarities, and remain patient, objective and keep a sense of humor.
This document discusses ethics and professionalism in public relations. It outlines three common ethical belief systems: absolutism, existentialism, and situationalism. PR professionals must make ethical decisions that satisfy the public interest, their employer, and their professional code of ethics. Professional organizations like PRSA and IABC provide codes of conduct to guide ethical practice. The document also discusses codes for specific situations, professionalism, and ethics in individual practice and dealings with the media.
This document discusses ethics and professionalism in public relations. It defines ethics as concerning how we should live and addressing questions of right vs wrong. It presents the "Four-Way Test" for ethical decision making which considers truth, fairness, goodwill, and benefits. Professionals must balance public interest, employer interests, professional standards, and personal values, though these often conflict. Professional codes of ethics like PRSA's aim to uphold advocacy, independence, honesty, loyalty, expertise, and fairness. The debate continues around licensing for public relations given differing views on whether it is a craft, skill, or profession.
Lunsford & Baker, P.A. is a law firm with 50 employees that represents clients in cases involving personal injury, workers compensation, medical malpractice, automobile accidents, employment discrimination, and ADA claims. The firm has implemented an organizational ethics program to promote ethical conduct. This includes developing a code of ethics that addresses issues like discrimination, conflicts of interest, and proper use of assets. All new employees receive ethics training during orientation and annual refreshers, while leadership attends semi-annual legal education seminars on analyzing ethical scenarios. The firm monitors for ethical issues through metrics and a whistleblower program, and enforces its code through a progressive disciplinary process up to disbarment for lawyers.
The document outlines a framework for ethical decision making in business that includes 4 pillars: ethical issue intensity, individual factors, organizational factors, and opportunity. Ethical issue intensity refers to how important an ethical issue is perceived. Individual factors relate to a person's characteristics. Organizational factors involve workplace culture, peers, and authority. Opportunity concerns conditions that allow or prevent ethical/unethical behavior.
This document discusses the ethical and legal aspects of counseling. It begins by stating that counseling involves value judgments and can cause harm if counselors are unclear about their own values and ethics or those of their clients. It then defines ethics, morality, and law, explaining that while ethics and morality overlap and deal with principles of right and wrong, law establishes legally binding standards. The document outlines some of the most prevalent unethical behaviors in counseling, such as violating confidentiality or exceeding one's competency. It also discusses the importance of professional counseling organizations, like ASERVIC, in addressing ethical concerns.
The counselor, Susan, violated several ethical boundaries in her treatment of the client over two years. Susan became friends with the client, self-disclosed personal details, accepted gifts, and spoke to the client's mother without consent. Susan also practiced outside her expertise in addiction counseling by attempting DBT without proper training. To receive more effective treatment, the client should terminate with Susan and seek a new therapist specialized in mental health, as continuing with Susan risks further ethical conflicts and lack of therapeutic progress.
This document outlines two ethical dilemmas faced by the Allen family and discusses relevant ethical principles and the nurse's role. The first dilemma is that Clifford exhibits poor coping skills and depression and refuses help. The second is that Pam has cancer and is ambivalent about treatment. The document discusses the ethical principles of autonomy, beneficence, fidelity and advocacy. It also outlines the IDEA model and Baird method for ethical decision making.
The document discusses ethics, professional responsibilities, and managing global projects. It defines ethics as rules governing a profession. Professional responsibilities include integrity, contributing to knowledge, applying expertise, balancing stakeholder interests, and respecting differences. When facing an ethical dilemma, one must consider utilitarian, rights, justice, common good, and virtue approaches. Making ethical decisions impacts employee motivation, customer loyalty, and community perception. The PMI Code of Ethics outlines vision and conduct standards. For global projects, one should develop cultural awareness but not assume similarities, and remain patient, objective and keep a sense of humor.
This document discusses ethics and professionalism in public relations. It outlines three common ethical belief systems: absolutism, existentialism, and situationalism. PR professionals must make ethical decisions that satisfy the public interest, their employer, and their professional code of ethics. Professional organizations like PRSA and IABC provide codes of conduct to guide ethical practice. The document also discusses codes for specific situations, professionalism, and ethics in individual practice and dealings with the media.
This document discusses ethics and professionalism in public relations. It defines ethics as concerning how we should live and addressing questions of right vs wrong. It presents the "Four-Way Test" for ethical decision making which considers truth, fairness, goodwill, and benefits. Professionals must balance public interest, employer interests, professional standards, and personal values, though these often conflict. Professional codes of ethics like PRSA's aim to uphold advocacy, independence, honesty, loyalty, expertise, and fairness. The debate continues around licensing for public relations given differing views on whether it is a craft, skill, or profession.
Lunsford & Baker, P.A. is a law firm with 50 employees that represents clients in cases involving personal injury, workers compensation, medical malpractice, automobile accidents, employment discrimination, and ADA claims. The firm has implemented an organizational ethics program to promote ethical conduct. This includes developing a code of ethics that addresses issues like discrimination, conflicts of interest, and proper use of assets. All new employees receive ethics training during orientation and annual refreshers, while leadership attends semi-annual legal education seminars on analyzing ethical scenarios. The firm monitors for ethical issues through metrics and a whistleblower program, and enforces its code through a progressive disciplinary process up to disbarment for lawyers.
The document outlines a framework for ethical decision making in business that includes 4 pillars: ethical issue intensity, individual factors, organizational factors, and opportunity. Ethical issue intensity refers to how important an ethical issue is perceived. Individual factors relate to a person's characteristics. Organizational factors involve workplace culture, peers, and authority. Opportunity concerns conditions that allow or prevent ethical/unethical behavior.
This document discusses the ethical and legal aspects of counseling. It begins by stating that counseling involves value judgments and can cause harm if counselors are unclear about their own values and ethics or those of their clients. It then defines ethics, morality, and law, explaining that while ethics and morality overlap and deal with principles of right and wrong, law establishes legally binding standards. The document outlines some of the most prevalent unethical behaviors in counseling, such as violating confidentiality or exceeding one's competency. It also discusses the importance of professional counseling organizations, like ASERVIC, in addressing ethical concerns.
Values are principles that guide our actions and shape our attitudes. They influence our decisions about right and wrong. Core values like trustworthiness, responsibility, respect, fairness, compassion, and good citizenship must be instilled in us. Values give us direction and a moral compass. When we face temptation, values help us make wise decisions. Having values that align with our profession and community allows us to behave ethically. The true test of ethics is doing what is right even when it requires personal sacrifice.
Learn the value of ethics in the workplace, how to deal with conflict of interest, how to instill an ethos of ethics on your board, on your council, in your community, in your organization.
This document discusses professional ethics and issues in developing organizations. It defines ethics as a commitment to moral values and distinguishing right from wrong. Values provide guidance for determining what is right, good, and just. Ethics concern actions and decisions that are consistent with one's values. The document poses questions for evaluating an organization's ethics, such as whether it has a widely disseminated ethics code and takes a tough stand on ethical issues. Reasons for having a code of ethics include building trust, increasing awareness of issues, and guiding decision-making. The document outlines standards for professional ethics, including demonstrating concern for others and valuing privacy and diversity.
This document discusses how Phi Sigma Sigma models the Jesuit values of Magis in their organization. Some key ways they do this include striving for excellence through GPA requirements, encouraging members to participate in other organizations to become well-rounded, focusing educational programs on reflecting on values and beliefs, and taking a personalized approach in all situations. They also model the Jesuit value of service through both direct service projects and indirect community involvement and fundraising.
This document discusses values and ethics in organizations. It defines values as basic convictions about what is right and wrong, and notes that values influence attitudes and behavior. The document outlines different types of values and discusses the importance of studying values in organizational behavior. It then defines ethics as principles that guide behavior and its effects on others. A key difference between values and ethics is noted, where values are basic beliefs and ethics provides guidelines or rules based on moral values.
(1) A survey of 2000 US corporations and 300 global companies found top ethical concerns included conflicts of interest, gifts, harassment, and payments.
(2) Ethics can be defined as moral principles distinguishing right from wrong. Business ethics focuses on organizations. Islamic ethics is guided by Sharia and past rulings.
(3) Factors influencing ethical behavior include legal interpretations, organizational factors like leadership, and individual factors like moral development, values, family, peers, life experiences, and situations.
This document discusses ethical social work practice and provides examples of ethical dilemmas social workers may face. It begins with self-awareness questions for social workers and reviews the Social Work Code of Ethics and key biomedical ethics principles. The rest of the document discusses challenges such as conflicts between a client's wishes and an organization's interests, issues of informed consent, and maintaining appropriate boundaries with clients and colleagues. It emphasizes the importance of courage and resolving conflicts in a way that is in the best interest of the client.
Personal and organizational values influence human relationships. Personal values are individual principles that guide a person's actions and attitudes, while organizational values are a composite of employees' personal values and principles that guide the organization as a whole. When personal and organizational values are combined and aligned, they can help foster business ethics, honesty, integrity, loyalty, mutual trust, respect, commitment, and high-quality products and services. However, differences in individual and organizational values can also present challenges for human relationships.
This document discusses ethics and organizational ethics. It defines ethics as involving guidelines for human behavior, studying moral choice and values, and choosing between right and wrong. Organizational ethics refers to how an organization responds ethically to internal and external situations and expresses its values to employees. The document notes that leadership plays a key role in developing an ethical organization by balancing operational goals with moral obligations. It provides questions for leaders to consider in building an ethical organization and strategies like written ethics codes, training, and confidential reporting systems.
Naomi is asked to assess whether Lisa, a 15-year-old girl with low intellectual function, can validly consent to labioplasty surgery. Naomi accepts the role but does not disclose her personal bias against cosmetic surgery. She conducts a thorough assessment of Lisa's mental health and intellectual capacity. This includes tests for depression, anxiety, body dysmorphia, trauma, and IQ. Based on the results, which show Lisa has the capacity to understand the procedure, Naomi recommends the committee find Lisa able to consent. She also proposes family meetings and limits on further surgeries to ensure Lisa's best interests and care.
This document discusses values and ethics in management. It defines ethics as societal norms concerning what is morally right and wrong. Ethical principles guide moral behavior and include honesty, keeping promises, and helping others. The document emphasizes that ethical principles should apply universally across cultures and communities. It also discusses the importance of teaching democratic values in schools and the expectations society has for development managers to make socially responsible decisions. Managers should demonstrate social responsibility, obligation, and responsiveness. When making ethical decisions, managers can consider utilitarian, rights-based, and justice-based views.
This document summarizes a panel discussion on ethics in public relations education. The panelists included PR professors and professionals. They discussed the importance of teaching ethics, how to teach ethics effectively, and perspectives on ethics from young professionals and senior executives. Case studies and real-world examples were emphasized as the most helpful ways to teach ethics over lectures. Students value learning about ethical dilemmas and how to say no to unethical requests from management. Companies are beginning to offer ethics training but it often focuses more on compliance than cultivating values. Upholding transparency and credibility remains an ongoing challenge for the PR profession.
Business ethics involves evaluating decisions according to moral standards of culture. It is important for long-term business success from both macro and micro perspectives. Moral standards prohibit behaviors like lying and stealing, and provide guidelines like human rights and justice. When making decisions, business ethics considers consequences, rights, and fairness to ensure decisions are legal, balanced, and make one feel proud.
Morals, values and Ethics – Integrity – Work ethic – Service learning – Civic virtue – Respect for others – Living peacefully – Caring – Sharing – Honesty – Courage – Valuing time – Cooperation – Commitment – Empathy – Self confidence – Character – Spirituality – Introduction to Yoga and meditation for professional excellence and stress management.
Ethical issues are an important part of business communication. Effective communicators try to clearly convey their intentions to receivers. Communication is only successful when both parties understand the same information. Upholding ethical standards is necessary for businesses due to today's highly technological environment. Business ethics examines ethical problems that arise and applies to individuals and organizations. Factors like societal expectations, government regulations, and business reputation and success necessitate ethical behavior. Maintaining ethical values and communication helps businesses achieve their goals and strengthen stakeholder relationships.
This document discusses ethics and communication. It provides definitions of ethics as the study of moral principles and values. It discusses the importance of corporate ethics at Infosys, where new employees undergo values workshops. While upholding ethics can incur short-term financial losses, it provides long-term benefits like a good reputation. Ethical decision making requires competence, self-confidence, and willingness to make difficult decisions. The document also discusses communicating ethically by being truthful, avoiding exaggeration, and considering cultural differences.
This document discusses ethics, social responsibility, and managing diversity. It defines stakeholders as groups with an interest in an organization. Managers must make ethical decisions that balance stakeholders' interests. Ethics come from societal, professional, and individual sources. Managers face challenges distributing benefits fairly among stakeholders. Being socially responsible benefits companies through improved welfare and reputation. Diversity in the workforce requires equal opportunity and fair treatment for all groups to promote justice and performance. Managing diversity involves awareness of biases and cultural differences.
This document discusses professional values and ethics and how they impact career success. It defines values and ethics as standards that guide conduct and determine what is right or wrong. Sources of professional values discussed include religious texts like the Bible and codes like the Hippocratic Oath. Examples are given of both positive and negative impacts of ethics on careers, such as a CEO who prioritized employees over profits after a fire and Bernie Madoff's massive Ponzi scheme that led to prison time. The conclusion emphasizes that ethics provide guidance but there is often debate around balancing different priorities.
The document outlines Pennsylvania's Code of Professional Practice and Conduct for Educators. It discusses the mission of establishing high standards for educators and describes the code of conduct. It lists professional practices for educators such as preparing legally for their roles, treating all groups with respect, and keeping student information private. The code prohibits discrimination, exploiting relationships, and sexually harassing students or colleagues. It describes actionable misconduct as criminal offenses like assault or sexual abuse, and non-criminal offenses like immorality or incompetence.
Benchmarking the Accounting & Finance Function: 2014 Summary PresentationRobert Half
Is your finance and accounting team ready to drive your success throughout 2014? Robert Half’s fifth annual Benchmarking the Accounting & Finance Function report provides metrics on staffing, financial systems, outsourcing and more. Find out how your company measures up to its peers.
El documento habla sobre la planificación de procesos en sistemas operativos. Explica que la planificación se refiere a las políticas y mecanismos que gobiernan el orden de ejecución de trabajos en el sistema. Menciona tres tipos de planificación (sistemas de un procesador, multiprocesador y tiempo real) y describe brevemente los componentes y funciones de la planificación a corto y medio plazo.
Values are principles that guide our actions and shape our attitudes. They influence our decisions about right and wrong. Core values like trustworthiness, responsibility, respect, fairness, compassion, and good citizenship must be instilled in us. Values give us direction and a moral compass. When we face temptation, values help us make wise decisions. Having values that align with our profession and community allows us to behave ethically. The true test of ethics is doing what is right even when it requires personal sacrifice.
Learn the value of ethics in the workplace, how to deal with conflict of interest, how to instill an ethos of ethics on your board, on your council, in your community, in your organization.
This document discusses professional ethics and issues in developing organizations. It defines ethics as a commitment to moral values and distinguishing right from wrong. Values provide guidance for determining what is right, good, and just. Ethics concern actions and decisions that are consistent with one's values. The document poses questions for evaluating an organization's ethics, such as whether it has a widely disseminated ethics code and takes a tough stand on ethical issues. Reasons for having a code of ethics include building trust, increasing awareness of issues, and guiding decision-making. The document outlines standards for professional ethics, including demonstrating concern for others and valuing privacy and diversity.
This document discusses how Phi Sigma Sigma models the Jesuit values of Magis in their organization. Some key ways they do this include striving for excellence through GPA requirements, encouraging members to participate in other organizations to become well-rounded, focusing educational programs on reflecting on values and beliefs, and taking a personalized approach in all situations. They also model the Jesuit value of service through both direct service projects and indirect community involvement and fundraising.
This document discusses values and ethics in organizations. It defines values as basic convictions about what is right and wrong, and notes that values influence attitudes and behavior. The document outlines different types of values and discusses the importance of studying values in organizational behavior. It then defines ethics as principles that guide behavior and its effects on others. A key difference between values and ethics is noted, where values are basic beliefs and ethics provides guidelines or rules based on moral values.
(1) A survey of 2000 US corporations and 300 global companies found top ethical concerns included conflicts of interest, gifts, harassment, and payments.
(2) Ethics can be defined as moral principles distinguishing right from wrong. Business ethics focuses on organizations. Islamic ethics is guided by Sharia and past rulings.
(3) Factors influencing ethical behavior include legal interpretations, organizational factors like leadership, and individual factors like moral development, values, family, peers, life experiences, and situations.
This document discusses ethical social work practice and provides examples of ethical dilemmas social workers may face. It begins with self-awareness questions for social workers and reviews the Social Work Code of Ethics and key biomedical ethics principles. The rest of the document discusses challenges such as conflicts between a client's wishes and an organization's interests, issues of informed consent, and maintaining appropriate boundaries with clients and colleagues. It emphasizes the importance of courage and resolving conflicts in a way that is in the best interest of the client.
Personal and organizational values influence human relationships. Personal values are individual principles that guide a person's actions and attitudes, while organizational values are a composite of employees' personal values and principles that guide the organization as a whole. When personal and organizational values are combined and aligned, they can help foster business ethics, honesty, integrity, loyalty, mutual trust, respect, commitment, and high-quality products and services. However, differences in individual and organizational values can also present challenges for human relationships.
This document discusses ethics and organizational ethics. It defines ethics as involving guidelines for human behavior, studying moral choice and values, and choosing between right and wrong. Organizational ethics refers to how an organization responds ethically to internal and external situations and expresses its values to employees. The document notes that leadership plays a key role in developing an ethical organization by balancing operational goals with moral obligations. It provides questions for leaders to consider in building an ethical organization and strategies like written ethics codes, training, and confidential reporting systems.
Naomi is asked to assess whether Lisa, a 15-year-old girl with low intellectual function, can validly consent to labioplasty surgery. Naomi accepts the role but does not disclose her personal bias against cosmetic surgery. She conducts a thorough assessment of Lisa's mental health and intellectual capacity. This includes tests for depression, anxiety, body dysmorphia, trauma, and IQ. Based on the results, which show Lisa has the capacity to understand the procedure, Naomi recommends the committee find Lisa able to consent. She also proposes family meetings and limits on further surgeries to ensure Lisa's best interests and care.
This document discusses values and ethics in management. It defines ethics as societal norms concerning what is morally right and wrong. Ethical principles guide moral behavior and include honesty, keeping promises, and helping others. The document emphasizes that ethical principles should apply universally across cultures and communities. It also discusses the importance of teaching democratic values in schools and the expectations society has for development managers to make socially responsible decisions. Managers should demonstrate social responsibility, obligation, and responsiveness. When making ethical decisions, managers can consider utilitarian, rights-based, and justice-based views.
This document summarizes a panel discussion on ethics in public relations education. The panelists included PR professors and professionals. They discussed the importance of teaching ethics, how to teach ethics effectively, and perspectives on ethics from young professionals and senior executives. Case studies and real-world examples were emphasized as the most helpful ways to teach ethics over lectures. Students value learning about ethical dilemmas and how to say no to unethical requests from management. Companies are beginning to offer ethics training but it often focuses more on compliance than cultivating values. Upholding transparency and credibility remains an ongoing challenge for the PR profession.
Business ethics involves evaluating decisions according to moral standards of culture. It is important for long-term business success from both macro and micro perspectives. Moral standards prohibit behaviors like lying and stealing, and provide guidelines like human rights and justice. When making decisions, business ethics considers consequences, rights, and fairness to ensure decisions are legal, balanced, and make one feel proud.
Morals, values and Ethics – Integrity – Work ethic – Service learning – Civic virtue – Respect for others – Living peacefully – Caring – Sharing – Honesty – Courage – Valuing time – Cooperation – Commitment – Empathy – Self confidence – Character – Spirituality – Introduction to Yoga and meditation for professional excellence and stress management.
Ethical issues are an important part of business communication. Effective communicators try to clearly convey their intentions to receivers. Communication is only successful when both parties understand the same information. Upholding ethical standards is necessary for businesses due to today's highly technological environment. Business ethics examines ethical problems that arise and applies to individuals and organizations. Factors like societal expectations, government regulations, and business reputation and success necessitate ethical behavior. Maintaining ethical values and communication helps businesses achieve their goals and strengthen stakeholder relationships.
This document discusses ethics and communication. It provides definitions of ethics as the study of moral principles and values. It discusses the importance of corporate ethics at Infosys, where new employees undergo values workshops. While upholding ethics can incur short-term financial losses, it provides long-term benefits like a good reputation. Ethical decision making requires competence, self-confidence, and willingness to make difficult decisions. The document also discusses communicating ethically by being truthful, avoiding exaggeration, and considering cultural differences.
This document discusses ethics, social responsibility, and managing diversity. It defines stakeholders as groups with an interest in an organization. Managers must make ethical decisions that balance stakeholders' interests. Ethics come from societal, professional, and individual sources. Managers face challenges distributing benefits fairly among stakeholders. Being socially responsible benefits companies through improved welfare and reputation. Diversity in the workforce requires equal opportunity and fair treatment for all groups to promote justice and performance. Managing diversity involves awareness of biases and cultural differences.
This document discusses professional values and ethics and how they impact career success. It defines values and ethics as standards that guide conduct and determine what is right or wrong. Sources of professional values discussed include religious texts like the Bible and codes like the Hippocratic Oath. Examples are given of both positive and negative impacts of ethics on careers, such as a CEO who prioritized employees over profits after a fire and Bernie Madoff's massive Ponzi scheme that led to prison time. The conclusion emphasizes that ethics provide guidance but there is often debate around balancing different priorities.
The document outlines Pennsylvania's Code of Professional Practice and Conduct for Educators. It discusses the mission of establishing high standards for educators and describes the code of conduct. It lists professional practices for educators such as preparing legally for their roles, treating all groups with respect, and keeping student information private. The code prohibits discrimination, exploiting relationships, and sexually harassing students or colleagues. It describes actionable misconduct as criminal offenses like assault or sexual abuse, and non-criminal offenses like immorality or incompetence.
Benchmarking the Accounting & Finance Function: 2014 Summary PresentationRobert Half
Is your finance and accounting team ready to drive your success throughout 2014? Robert Half’s fifth annual Benchmarking the Accounting & Finance Function report provides metrics on staffing, financial systems, outsourcing and more. Find out how your company measures up to its peers.
El documento habla sobre la planificación de procesos en sistemas operativos. Explica que la planificación se refiere a las políticas y mecanismos que gobiernan el orden de ejecución de trabajos en el sistema. Menciona tres tipos de planificación (sistemas de un procesador, multiprocesador y tiempo real) y describe brevemente los componentes y funciones de la planificación a corto y medio plazo.
A Digital Bill of Rights for the Internet, by the InternetMashable
The digital rights conversation was thrust into the mainstream spotlight after news of ongoing, widespread mass surveillance programs leaked to the public. Always a hot topic, these revelations sparked a strong online debate among the Internet community.
To highlight some of the great conversations taking place about digital rights online, we asked the digital community to collaborate with us on the creation of a crowdsourced Digital Bill of Rights.
After six weeks of public discussions, document updates and changes, as well as incorporating input from digital rights experts, Mashable is pleased to unveil its first-ever Digital Bill of Rights, made for the Internet, by the Internet.
For more details on the document: http://on.mash.to/17J4ufh
Dell is a reliable brand for notebooks that are trendy, technology-oriented, and customized to suit customer needs. Dell notebooks come in different models like Dell Latitude, Dell Inspiration, Dell Precision, and Dell XPS. The recently released Dell XPS 17 has the latest Intel Core i7 processor, 16GB RAM, Nvidia GeForce graphics card, and advanced features. Dell notebooks have qualities like high performance, lightweight portability, and long battery life that make them suitable for business professionals, travelers, and technology users.
A theory from anthropologist and psychologist Robin Dunbar states that the brain capacity of humans limits the number of stable social relationships they can maintain to 150. But what does that mean for B2B organizations with countless contacts?
National Centre for Student Equity in Higher Education (NCSEHE) Director Professor Sue Trinidad presents, "Student equity: policy and practice" at the ACER-sponsored Strategies for Student Retention conference held in Melbourne on Tuesday 29 and Wednesday 30 September 2015. Professor Trinidad provides an overview of the NCSEHE's work, including the development of student personas in order to better identify cohorts of students requiring additional support, and strategies with which to assist.
This document summarizes a presentation on how companies can succeed in the new digital market context.
The presentation discusses key trends companies cannot ignore, such as the importance of having the right data in the right place at the right time. It also discusses factors for success in the digital economy, such as mastering a fast feedback loop to quickly iterate products/services based on customer data insights.
Data is emphasized as more important than ever, with both massive opportunities and challenges to get it right. Leaders are said to strive for excellence across mobile/digital strategies, using data insights to transform customer experiences, and accelerating their overall digital businesses.
The presentation concludes that transformation can happen at all levels of an organization and that
Distributed Digital Artifacts on the Semantic WebEditor IJCATR
Distributed digital artifacts incorporate cryptographic hash values to URI called trusty URIs in a distributed environment
building good in quality, verifiable and unchangeable web resources to prevent the rising man in the middle attack. The greatest
challenge of a centralized system is that it gives users no possibility to check whether data have been modified and the communication
is limited to a single server. As a solution for this, is the distributed digital artifact system, where resources are distributed among
different domains to enable inter-domain communication. Due to the emerging developments in web, attacks have increased rapidly,
among which man in the middle attack (MIMA) is a serious issue, where user security is at its threat. This work tries to prevent MIMA
to an extent, by providing self reference and trusty URIs even when presented in a distributed environment. Any manipulation to the
data is efficiently identified and any further access to that data is blocked by informing user that the uniform location has been
changed. System uses self-reference to contain trusty URI for each resource, lineage algorithm for generating seed and SHA-512 hash
generation algorithm to ensure security. It is implemented on the semantic web, which is an extension to the world wide web, using
RDF (Resource Description Framework) to identify the resource. Hence the framework was developed to overcome existing
challenges by making the digital artifacts on the semantic web distributed to enable communication between different domains across
the network securely and thereby preventing MIMA.
1) The document discusses hyperlocal journalism and finding business models for it.
2) It describes Ted Mann who manages several New Jersey newspaper sites and is focused on hyperlocal and open source approaches.
3) Mann discusses different hyperlocal models including citizen-run sites, pro-am models with professional and citizen journalists, and aggregator sites. He describes InJersey.com which uses an open registration model to engage citizen journalists.
Ethics in Practice: Mandated Reporting, Boundaries, and Decision-makingJohn Gavazzi
This document outlines ethics considerations for social workers including mandated reporting, professional boundaries, and ethical decision-making models. It discusses the differences between ethical, legal, and risk management concerns. It also provides a model for integrating professional ethics codes with personal values called the acculturation model. The model examines how well social workers identify with professional ethics codes and their own personal values systems. The document concludes by discussing cognitive biases and emotions that can influence ethical decision-making.
This document provides an overview and objectives of a workshop on law, ethics, and social justice perspectives for social workers. The workshop aims to help social workers understand legal prescriptions and mandates regarding key issues, obtain a social justice perspective, and learn how to teach these topics. It reviews definitions of social work and clinical social work, protective issues and mandated reporting, ethical standards, licensing, and various social justice topics. Caveats are provided that the information does not constitute legal advice and various codes of ethics and scopes of practice are discussed for social workers and therapists in California. The role of psychotherapy and its effectiveness is debated in different contexts such as child welfare and community mental health.
Laws and Ethics in Social work Practice.pptxChetan Sharma
The document discusses codes of ethics in social work. It provides background on the development of codes of ethics, beginning with the first code in the US in 1920. It defines what a code of ethics is and its purposes. The document then outlines the core values in social work like service, social justice, dignity and worth of the person. It discusses the ethical responsibilities of social workers to clients, colleagues, in professional practice, as professionals, to the profession, and of institutions. Overall, the document provides a comprehensive overview of laws, ethics and codes of conduct for social work.
This document summarizes the American Counseling Association's (ACA) Code of Ethics. It begins with the mission and purpose of the ACA, which is to enhance quality of life by promoting counseling professionals and the counseling profession.
The document then provides an overview of the 8 main sections of the ACA Code of Ethics, which address areas like the counseling relationship, confidentiality, professional responsibility, relationships with other professionals, evaluation/assessment, supervision/training, research/publication, and resolving ethical issues. Each section provides principles to guide counselors in their work.
When faced with ethical dilemmas, counselors are expected to use a decision-making process to determine the most ethical course of action while considering the context
E9 professional and ethical practice boundariesocasiconference
This document provides an overview of a professional development conference session on boundaries in professional and ethical practice. The session goals are to define boundaries, distinguish between boundary blurring, crossings and violations, describe types of boundaries and breaches, and identify strategies for establishing and maintaining appropriate boundaries. The agenda includes defining professional boundaries, addressing boundary breaches, and preventing violations. The document outlines principles and strategies for maintaining ethical boundaries in professional counseling relationships.
Ethical Dilemmas in Human ServiceManagement Identifying and.docxtheodorelove43763
Ethical Dilemmas in Human Service
Management: Identifying and Resolving
the Challenges
Cheryl A. Hyde
Human service managers are called on to make a variety of difficult decisions
that often involve fundamental conflicts in values. Such conflicts constitute
ethical dilemmas. This qualitative exploratory study examines how human
service managers (N �40), from the United States, identify and resolve ethical
dilemmas. The dilemmas identified by the managers tended to result in the
restriction of missions, programs, services and practice methods. The resolution
of these ethical problems often rested on following the very rules that created
the dilemmas. Additional strategies included consultations and reliance on
abstract principles, specifically those of one’s spiritual faith. Missing, however,
were systematic or evidence-based procedures for resolving challenges that
often threatened the very goals of the human service agencies. The need for
more careful training in the area of ethical problem solving that maintains the
vision of human services is presented.
Keywords Ethical Dilemmas;
Solution
s; Human Service Managers; Qualitative
Methods
Human service managers constantly are called upon to make difficult decisions
with regard to service provision, staff support, resource acquisition, and program
development. At the heart of many decisions are fundamental conflicts in values:
accessibility versus efficiency, social change versus security, or compassion
versus compliance. Such conflicts constitute ethical dilemmas, the resolution of
which often involves prioritizing and then selecting from a set of competing
values and attendant actions.
While the importance of ethical conduct is widely acknowledged in the human
services, how managers identify and resolve ethical issues has received relatively
ISSN 1749-6535 print/1749-6543 online/12/040351-17
# 2012 Taylor & Francis
http://dx.doi.org/10.1080/17496535.2011.615753
Cheryl A. Hyde, PhD, MSW, is Associate Professor at the Temple University School of Social Work. She
serves as Coordinator for the Community and Policy Practice Concentration and Coordinator for the
Education, Training and Community Outreach Core of the Center for Intervention Practice and
Research. Her primary areas of interest are organizational change, community capacity building,
social movements and macro practice ethics. Correspondence to: Cheryl A. Hyde, School of Social
Work, College of Health Professions and Social Work, Temple University, 1301 Cecil B. Moore Ave, 517
Ritter Annex Philadelphia, PA 19122, USA. Email: [email protected]
ETHICS AND SOCIAL WELFARE VOLUME 6 NUMBER 4 (DECEMBER 2012)
http://dx.doi.org/10.1080/17496535.2011.615753
little attention (but see Levy 1982; Manning 2003). As a partial means of addressing
this gap in the scholarship, I examine how 40 managers, from US human service
agencies, name and then address ethical dilemmas in their organizational
practice. Based on this analysis, I d.
Ethical Dilemmas in Human ServiceManagement Identifying and.docxelbanglis
Ethical Dilemmas in Human Service
Management: Identifying and Resolving
the Challenges
Cheryl A. Hyde
Human service managers are called on to make a variety of difficult decisions
that often involve fundamental conflicts in values. Such conflicts constitute
ethical dilemmas. This qualitative exploratory study examines how human
service managers (N �40), from the United States, identify and resolve ethical
dilemmas. The dilemmas identified by the managers tended to result in the
restriction of missions, programs, services and practice methods. The resolution
of these ethical problems often rested on following the very rules that created
the dilemmas. Additional strategies included consultations and reliance on
abstract principles, specifically those of one’s spiritual faith. Missing, however,
were systematic or evidence-based procedures for resolving challenges that
often threatened the very goals of the human service agencies. The need for
more careful training in the area of ethical problem solving that maintains the
vision of human services is presented.
Keywords Ethical Dilemmas;
Solution
s; Human Service Managers; Qualitative
Methods
Human service managers constantly are called upon to make difficult decisions
with regard to service provision, staff support, resource acquisition, and program
development. At the heart of many decisions are fundamental conflicts in values:
accessibility versus efficiency, social change versus security, or compassion
versus compliance. Such conflicts constitute ethical dilemmas, the resolution of
which often involves prioritizing and then selecting from a set of competing
values and attendant actions.
While the importance of ethical conduct is widely acknowledged in the human
services, how managers identify and resolve ethical issues has received relatively
ISSN 1749-6535 print/1749-6543 online/12/040351-17
# 2012 Taylor & Francis
http://dx.doi.org/10.1080/17496535.2011.615753
Cheryl A. Hyde, PhD, MSW, is Associate Professor at the Temple University School of Social Work. She
serves as Coordinator for the Community and Policy Practice Concentration and Coordinator for the
Education, Training and Community Outreach Core of the Center for Intervention Practice and
Research. Her primary areas of interest are organizational change, community capacity building,
social movements and macro practice ethics. Correspondence to: Cheryl A. Hyde, School of Social
Work, College of Health Professions and Social Work, Temple University, 1301 Cecil B. Moore Ave, 517
Ritter Annex Philadelphia, PA 19122, USA. Email: [email protected]
ETHICS AND SOCIAL WELFARE VOLUME 6 NUMBER 4 (DECEMBER 2012)
http://dx.doi.org/10.1080/17496535.2011.615753
little attention (but see Levy 1982; Manning 2003). As a partial means of addressing
this gap in the scholarship, I examine how 40 managers, from US human service
agencies, name and then address ethical dilemmas in their organizational
practice. Based on this analysis, I d ...
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The document discusses organizational culture and how personal values can clash with professional values and policies. It addresses several topics including the cultural pyramid in organizations, autonomy, language diversity, and religion in the workplace. It provides perspectives on developing respectful pluralism, balancing personal values with policies, and using supervision to discuss differences respectfully.
CSWE’s Core Competencies and Practice Behavior Examples inMargenePurnell14
CSWE’s Core Competencies and Practice Behavior Examples in this text
Professional Identity
Practice Behavior Examples…
Serve as representatives of the profession, its mission, and its core values 3
Know the profession’s history
Commit themselves to the profession’s enhancement and to their own professional conduct
and growth
Advocate for client access to the services of social work
Practice personal reflection and self-correction to assure continual professional development
Attend to professional roles and boundaries 12
Demonstrate professional demeanor in behavior, appearance, and communication
Engage in career-long learning
Use supervision and consultation
Ethical Practice
Practice Behavior Examples…
Obligation to conduct themselves ethically and engage in ethical decision-making
Know about the value base of the profession, its ethical standards, and relevant law
Recognize and manage personal values in a way that allows professional values to guide
practice
11
Make ethical decisions by applying standards of the National Association of Social Workers’
Code of Ethics and, as applicable, of the International Federation of Social Workers/International
Association of Schools of Social Work Ethics in Social Work, Statement of Principles
12
Tolerate ambiguity in resolving ethical conflicts
Apply strategies of ethical reasoning to arrive at principled decisions 5
Critical Thinking
Practice Behavior Examples…
Know about the principles of logic, scientific inquiry, and reasoned discernment
Use critical thinking augmented by creativity and curiosity
Requires the synthesis and communication of relevant information
Distinguish, appraise, and integrate multiple sources of knowledge, including research-based
knowledge, and practice wisdom
4, 8, 9, 10
Analyze models of assessment, prevention, intervention, and evaluation 1
Demonstrate effective oral and written communication in working with individuals, families,
groups, organizations, communities, and colleagues
6
Competency Chapter
Adapted with the permission of Council on Social Work Education
CSWE’s Core Competencies and Practice Behavior Examples in this text
Competency Chapter
Diversity in Practice
Practice Behavior Examples…
Understand how diversity characterizes and shapes the human experience and is critical to the
formation of identity
2
Understand the dimensions of diversity as the intersectionality of multiple factors including age,
class, color, culture, disability, ethnicity, gender, gender identity and expression, immigration
status, political ideology, race, religion, sex, and sexual orientation
6
Appreciate that, as a consequence of difference, a person’s life experiences may include
oppression, poverty, marginalization, and alienation as well as privilege, power, and acclaim
8
Recognize the extent to which a culture’s structures and values may oppress, marginalize,
alienate, or create or enhance privilege and power
1, 5, 7
Gai ...
This document discusses ethics and social work ethics. It provides an overview of key concepts in ethics like normative ethics and metaethics. It outlines the importance of ethics for social workers who deal with sensitive situations and make impactful decisions. The document also discusses the purpose of a code of ethics for social work, including maintaining trust and regulating conduct. It analyzes the specific purpose of NASW's code of ethics in guiding values, principles and standards. Finally, it notes some challenges faced by social workers in ethical decision making.
CREATE A POWERPOINT PRESENTATION / TUTORIALOUTLET DOT COMalbert0067
Overview
Create a PowerPoint presentation of at least 12 slides that could be given in a professional context. The presentation will analyze a simulated case study and demonstrate the use of professional guidelines
This document outlines the syllabus for a course on professional ethics in engineering. It covers 5 units: human values, engineering ethics, engineering as social experimentation, safety responsibilities and rights, and global issues. Unit 1 discusses human values like integrity, work ethic, service learning, and caring. It also introduces concepts like morals, values, and ethics.
The document discusses the roles, functions, competencies, and careers of social workers. It outlines 10 main roles of social workers including advocate, counselor, mediator, researcher, educator, manager, case manager, facilitator, community change agent, and broker. It also discusses 3 main functions of social work as restorative, preventive, and developmental. The document then lists 10 core competencies and various areas of specialization and careers in social work such as child and family social work, medical social work, and hospice social work. Finally, it outlines some of the rights and responsibilities of social workers.
This document outlines 10 key elements of social marketing: 1) marketing orientation, 2) using theory and evidence, 3) segmentation, 4) formative research, 5) designing products/services/behaviors, 6) positioning behavior change, 7) realigning incentives, 8) equitable access, 9) communication, and 10) monitoring. It emphasizes understanding target audiences, using research to inform programs, designing offerings to meet audience needs/aspirations, and positioning behaviors as compelling alternatives to drive sustainable behavior change.
This document discusses ethics and ethical behavior in organizations. It addresses key questions such as what constitutes ethical behavior, how ethical dilemmas arise in the workplace, and how organizations can maintain high ethical standards. Ethical behavior is defined as actions that conform to moral principles and are considered good and right. Upholding ethics helps organizations through benefits like developing trust with employees and customers. Techniques for maintaining ethics include training, role modeling by leaders, and establishing codes of conduct. The document also examines corporate social responsibility and how organizations should serve societal interests in addition to their own.
a)select 5 out the of the 9 social work competenciesb)select min.docxronak56
a)select 5 out the of the 9 social work competencies
b)select minimum of 2 refereed journal articles (no earlier than 2008) for each of the 5 competencies
c)summarize each article and discuss how each article relates to the competency.
paper must be APA format paper due date 2/21/2020 @12pm
i have provided the five competencies below
Competency 1: Demonstrate Ethical and Professional Behavior
Social workers understand the value base of the profession and its ethical standards, as well as relevant laws and regulations that may impact practice at the micro, mezzo, and macro levels. Social workers understand frameworks of ethical decision-making and how to apply principles of critical thinking to those frameworks in practice, research, and policy arenas. Social workers recognize personal values and the distinction between personal and professional values. They also understand how their personal experiences and affective reactions influence their professional judgment and behavior. Social workers understand the professions’ history, its mission, and the roles and responsibilities of the profession. Social Workers also understand the role of other professionals when engaged in inter-professional teams. Social workers recognize the importance of lifelong learning and are committed to continually updating their skills to ensure that they are relevant and effective. Social workers also understand emerging forms of technology and the ethical use of skills to ensure they are relevant and effective. Social workers also understand emerging forms of technology and the ethical use of technology in social work practice. Social workers:
Make ethical decisions by applying the standards of the NASW Code of Ethics, relevant laws and regulations, models for ethical decision-making, ethical conduct of research, and additional codes of ethics as appropriate to context;
Use reflection and self-regulation to manage personal values and maintain professionalism in practice situations;
Demonstrate professional demeanor in behavior, appearance, and oral, written and electronic communication
Use technology ethically and appropriately to facilitate practice outcomes; and
Use supervision and consultation to guide professional judgment and behavior
Competency 2: Engage Diversity and Difference in Practice
Social workers understand how diversity and difference characterize and shape the human experience and are critical to the formation of identity. The dimensions of diversity are understood as the intersectionality of multiple factors including but not limited to age, class, color, culture, disability and ability, ethnicity, gender, gender identity and expression, immigration status, marital status, political ideology, race, religion/spirituality, sex, sexual orientation, and tribal sovereign status. Social workers understand that, as a consequence of difference, a person’s life experiences may include oppression, poverty, marginalizatio.
Chapter 9Other Important Aspects of Group WorkThere are other .docxchristinemaritza
Chapter 9
Other Important Aspects of Group Work
There are other aspects that are important to discuss in relation to group work. In this chapter, I’ll discuss diversity, ethics, and research on the effectiveness of groups.
Diversity
Being aware of cultural diversity in the group and leading the group so that every member of the group, regardless of culture, is treated with dignity and respect is important. The ACA code of ethics addresses cultural diversity in several ways. Concerning informed consent in the counseling relationship it states, “Counselors communicate information in ways that are both developmentally and culturally appropriate.” It continues by stating, “In collaboration with clients, counselors consider cultural implications of informed consent procedures and, where possible, counselors adjust their practices accordingly.” In the section on confidentiality and privacy, the code addresses counselors being aware and sensitive to cultural meanings of confidentiality and privacy. Concerning the assessment of clients, the code addresses multicultural issues with this statement, “Counselors select and use with caution assessment techniques normed on populations other than that of the client. Counselors recognize the effects of age, color, culture, disability, ethnic group, gender, race, language preference, religion, spirituality, sexual orientation, and socioeconomic status on test administration and interpretation, and they place test results in proper perspective with other relevant factors.
Singh, Merchant, Skudrzyk and Ingene (2012) prepared a document for the Association for Specialists in Group Work on this topic. They define multicultural as “the belief systems and typical daily activities of people from various diverse groups, and denotes that attending to the needs and values of these diverse groups ensures a more vibrant, dynamic, and empowered society overall. Examples of multicultural identities include (but are not limited to): gender identity and expression, race/ethnicity, sexual orientation, religious/spiritual traditions, ability status, migration status, age, and social class.”
Singh, et. al. discuss competence in group performing and processing related to group diversity. Group workers demonstrating multicultural competence will: establish group norms to accept, value and respect cultural differences; attend to differences in acculturation levels; avoid stereotyping and labeling; demonstrate just and fair leadership; address overt and covert cultural conflicts in group; respond to language needs; incorporate traditional and spiritual healing methods that are culturally appropriate; use culturally grounded frameworks and techniques as appropriate; and use culturally-appropriate assessment and evaluation tools.
Corey (2008, p. 35) wrote, “Becoming a diversity-competent group counselor demands self- awareness and an open stance on your part. You need to be willing to modify strategies to fit the needs and situation ...
3. What is social justice?
Equal opportunities to access resources and
actively participate in law and policy
development in the community which are
received
4. The goal of social justice is to work toward
ending oppressive society barriers
Society barriers : poverty, racism,
discrimination, access to healthcare, and
sexism
5. 1. Acquire knowledge of how
social justices are developed
and experienced
2. Engage in self reflection on
issues regarding race,
ethnicity, and oppression
3. Promote the well-being of
individuals and groups by
challenging exploitive
interventions
4. Attain knowledge of health
and healing practices
indigenous of the community
5. Implement and develop
preventative therapeutic
interventions
6. Collaborate with community
organizations to provide
services appropriate to specific
groups
7. Attain advocacy skills to
facilitate social change within
specific communities
8. Attain knowledge of native
health and healing practices
and use them to promote
culturally relevant
interventions
6.
7. Advocate
Speaking on behalf or argue
for the cause of clients who
are often oppressed by the
dominant culture
Consultant
encourage clients from
different ethnicities to learn
skills they can use to interact
with diverse forces in their
environment
Change Agent
Assist clients in recognizing
oppressive forces in their
community and teach
strategies for dealing with
environmental problems
Adviser
Discusses different avenues
with clients regarding ways to
deal with environmental issues
that may contribute to their
personal issues (Corey, Corey,
and Callanan, 2011)
8. Facilitator of
Indigenous Support
Systems
Encourage clients to make use
their resources indigenous to
their community such as family
support systems, friendship
networks and community
organizations
Facilitator of
Indigenous Healing
Systems
Community health workers
look to and work with native
healing systems such as
religious leaders and
institutions, energy healers,
and respected community
leaders to promote the well
being of client in that specific
community.
9.
10. Promotes Effectiveness- promotes effective
community centered and would bring community
participation, support and funding possibilities
Standing in the Community- Attains respect of the
community as whole. Implies competency and
feeling of trust that individuals should be treated
with respect as well as the notion that promises
would be kept
11. Moral Credibility and Leadership- Provides fulfillment of
ethical obligation to oneself, the community and the
individuals within the community. Allows for the voice
of the professional to have a greater impact on
community members when speaking out against what is
wrong or believing in what is right.
Professional and Legal Issues- Health and human
service professionals involved in community
interventions are held to a legal standard which they are
expect to adhere to . If members violate these ethics
codes, they may be subject to certain disciplinary
actions.
12. Disclosing confidential
information without
clients consent
Limiting a client’s right
to self determination
against their wishes
Distributive justice
issues among agency
administration,
community work, and
social policy
Conflicts of interest
among staff
The use of ethically
questionable
marketing strategies to
solicit clients
Engaging in
inappropriate
relationships with
clients or individuals
associated with clients
13.
14. According to Corey, Corey, and Callanan, (2011) in for
community workers deal with the stresses of carrying out
their ethical land professional responsibilities they must :
Evaluate their own attitudes which may be apart of the
problem
Focus on things that could be changed with individuals or the
community
Evaluate options when responding to unacceptable
circumstances
Recognizing the need for action is the first step toward responding to
acceptable circumstances
15. Alert employer to circumstances that may impair one’s ability to
teach clients
To prevent burnout or health problems, one community workers
should withdraw from dysfunctional situations as a last resort.
16. Acker, G.( 2012). Burnout among mental health care providers. Journal of
Social Work 12(5) 475-490 doi:10.1177/1468017310392418
Constantine , M., Hage, S., Kindaichi, H. & Bryant, R. (2007). Social justice
and training of counselors and counseling psychologists. Journal of
Counseling Development 85(1) 24-29 Retrieved from
http://ehis.ebscohost.com/eds/pdfviewer/pdfviewer?sid=f61ceb2f-
b9c4-4acd-bf41-074409f95aa1%40sessionmgr13&vid=5&hid=8
Corey, G., Corey, M. & Callanan, P.(2011).Introduction to professional
ethics. In S.Dobrin, J.Martinez & A. Petty (Eds.), Issues and Ethics in the
Helping Profession (pp. 20-27) Beltmont, Ca: Wadsorth, Cengage
Learning
Crethar, H. & Winterowd, C. (2012). Values and Social justice in counseling.
Counseling and Values 57(1) 3-9 doi:10.1002/j.2161-
007x.2012.00001.x
17. Hansaker, R. (2011). Counseling and Social Justice. Academic Questions
24(3) 319-340 doi:10.1007/s12129-011-9242-y
Homan, M. (2008). The community as a client. In D. Alpert & T. Williams
(Eds.), Promoting Community Change: Making It Happen in the Real
World (4th ed. pp.25-26) Beltmont, CA: Brooks/Cole, Cengage Learning
Retrieved from
http://books.google.com/books?hl=en&lr=&id=sBvHPS8iNI4C&oi=fnd&
pg=PR3&dq=mark+homan+promoting+community+change&ots=l-
eXVwWEI7&sig=cImnjVXoJhRRyEu7Pg1l4B-_Kj4
Lloyd, C. King, R. & Chinowerth, L. (2002). Social work, stress and burnout:
A review. Journal of Mental Health 11(3) 255-265
doi:10.1080/09638230020023642
18. Morgan , C. & Hues, L (2006). Coping with stress: Social work students and
humor. Social Work Education 25(5) 501-517 Retrieved from
http://ehis.ebscohost.com/eds/pdfviewer/pdfviewer?sid=35bb06ed-deed-
4d63-b60e-c0645c501216%40sessionmgr104&vid=4&hid=116
Rabinowitz, P. (2013). Ethical issues in community interventions. In B. Berkowitz
& T. Brownlee (Eds.), The Community Toolbox: Workgroup for Community
Health Development Retrieved from:
http://ctb.ku.edu/en/tablecontents/sub_section_main_1165.aspx
Reaner, F. (2002, October14). Eyes on ethics: Making difficult decisions. Social
Work Today. Retrieved from
http://www.socialworktoday.com/news/eoe_101402.shtml
Steele, J. (2008). Preparing counselors to advocate for social justice. A
Liberation Model: Counselor Education and Supervision 48(2) 74-85
Retrieved from
:http://ehis.ebscohost.com/eds/pdfviewer/pdfviewer?sid=2f1383ba-3d7e-
4ff6-865a-48465e5af6b9%40sessionmgr110&vid=4&hid=101
19. Untitled image of a community health workers (2013). Retrieved April 5, 2013
from http://www.dshs.state.tx.us/mch/chw.shtm
Untitled image of coping with stress (2013). Retrieved April 7,2013 from Image
http://www.usaeducationnews.com/2013/02/07/mental-break-work-life-
balance-needed-for-recovery-from-job-stress/
Verrecchio, L. (2012). What is social justice [online image]. Retrieved April 4,
2013 from Image http://catholicexchange.com/what-is-social-justice/
Weisberg, R. (2012). Social justice can make you poor [online image] Retrieved
April 6, 2013 from Image
http://www.familysecuritymatters.org/publications/detail/social-justice-
can-make-you-poor
Yoga you can do at the office [online image] Retrieved April 7,2013 from
http://www.boldsky.com/health/wellness/2012/office-yoga-relaxation-
techniques-010212.html
The social justice framework is bases on principles of equality, oppression, privilege, and social inequalities. While engaging in community work, counselors should work to empower individuals and family units to fight for their needs as well as advocate with them and on their behalf as related to inequalities they may expeirence within their communities (Crethar, H. and Winterowd, C. , 2012)
According to Steele (2008) counselors must be able to work outside of schools or traditional clinical settings to remove societal barriers which could hinder human development as well as mental health. Community workers should strive to change the conditions that may affect the individual not only change the person who is affected by the conditions. In order to change these societal conditions counselors should recognize that their own cultural make-up is the basis of how professionals perceive the world as well as the methods that are taken in their professional relationships (Corey, Corey, and Callanan, 2011)
Hansaker (2011) explained that possessing multicultural competence is essential in understanding cultural appropriateness of advocacy interventions. Community workers should possess social justice competencies to actively promote the well being of individuals and groups of a specific community which may be different from their own culture.
Community counselors active involvement in community outreach and advocacy are examples of interventions that could promote attention to social justice issues. Counselors should be encouraged to expand their knowledge of helping behaviors beyond those related to providing individual counseling (Constantine, Hage, Kindaichi and Bryant, 2007).
Constantine, et. al (2007) explained the roles of advocate, change agent, consultant, and advisor embodies the basis for social justice through client empowerment and advocacy. Counselors serve as change agents and advocates when they actively communicate with community organizations or institutions which disenfranchised individuals or groups of people perceive as oppressive to their well-being.
In being a facilitator of native support systems, community workers should be aware of cultural factors which could be vital in contributing to a client’s problems or resources which may help alleviate the client’s issues. Some client’s may benefit more from working with counselors that are able to serve as facilitators of indidenous support systems or healing methods some low acculturated individuals may not feel comfortable with helping relationships with counselors who are not members of their native framework of helping. By adopting these facilitating roles, counselors should be aware of the importance of indigenous cultural resources, that could provide assistance that is congruent with the client’s worldviews (Constantine et. al., 2007).
http://books.google.com/books?hl=en&lr=&id=sBvHPS8iNI4C&oi=fnd&pg=PR3&dq=mark+homan+promoting+community+change&ots=l-eXVwWEI7&sig=cImnjVXoJhRRyEu7Pg1l4B-_Kj4
While engaging in community work, professionals should be aware that the community orientation is based on the notion that the community is the most important aspect of attention; rather than the individual. Just like working with families and individuals, communities possess limitations and resources which establish coping mechanisms to deal with its issues. The community should trust in its own ability to change as well as take responsibility for its inactions or actions in order to generate change within the community (Homan, M., 2008)
http://ctb.ku.edu/en/tablecontents/sub_section_main_1165.aspx
Acting ethically may have some particular advantages in community work. Ethical implications could lead to making a program more effective, grounds the professional standing within the community, allows for the moral high ground when arguing the merits of a specific program, exercises moral leadership within the community, and it assures dood standing both legally and professionally (Rabinowitz, 2013).
http://www.socialworktoday.com/news/eoe_101402.shtml
Ethical dilemmas involve community workers delivery of services to individuals, families, and community groups. Typical ethical dilemmas may involve disclosing clients personal information without informed their informed consent and limiting their rights to self determination against their own wishes. Other examples of ethical dilemmas which community workers could encounter may include administrative decisions about the allocation of limited agency resources, conflict of interests amongst staff member which may involve the solicitation of the client, and the community workers response to a colleague who has behaved inappropriatley or who is considered impaired or incompetent (Reaner, 2002). Corey, et. al. (2011) explained that ethical violations in a community agency are more difficult to resolve than violations regarding individual counseliing.
In community work, the lack of workplace support and limited opportunities for professional development are some stresses community workers deal with while carrying out their professional and ethical responsibilities. The subjective psychological feeling of emotional exhaustion involves feeling of being stressed, emotionally overexerted, and drained by one’s own work. These feeling may cause inadequacies relating to job performance which may include lack of professional efficacy, job satisfaction as well as the intent to resign. When community workers are challenged with high volumes of caseloads of community needs or organizational demands are excessive, emotional exhaustion is a major concern (Acker, 2012).
Perceptions and interceptions of events in community work is regarded as an important contributor to the experience of stress. While engaging in community, professionals bring their own coping strategies , which they may do in the absence of knowledge about their workers personal coping strengths ( Morgan and Hues, 2006)
Various forms of social support could also aid in dealing with stress in community work. Lloyd, King, and Chenowerth (2002) explained that social support could act as an intervention between stress and job dissatisfaction. Supervision could be a major form of support for community workers who often turn to their supervisors for assistance with caseloads or help with futher development of work related skills.