The document summarizes the vision and work of Family Justice Centers, which aim to provide coordinated support services to victims of domestic violence and their families. It discusses the evolution of the movement from specialized interventions to co-located services. Key aspects of the Family Justice Center model include being survivor-centered, collaborative, and constantly adapting to meet needs. Initial outcomes data suggests Family Justice Centers increase safety and support for victims while reducing dropout rates from services. The document envisions expanding this model internationally and providing additional economic and social services through Family Justice Centers.
The document is an agenda for a nonprofit organization update event covering hot topics from 2012 and 2013. The agenda includes sessions on exempt organizations in the news in 2012 focusing on charity fundraising and super PAC issues, accounting and audit updates, executive compensation reporting, facilitating investment manager selection, using customer relationship management software, and preventing nonprofit fraud. The event provides nonprofit leaders information on important issues from the previous year and emerging topics for 2013.
Presentation by A Barlow, at the Meeting on Fostering Inclusive Growth and Tr...OECD Governance
This document summarizes the findings of a three-year study on alternative dispute resolution (ADR) processes in England and Wales, including solicitor negotiations, mediation, and collaborative law. The study found that while mediation is widely available and can be publicly funded, it is not appropriate or successful for all disputes. Other ADR options are not as well recognized or funded. The document recommends establishing clear, consistent professional standards for ADR practitioners and introducing a neutral system to assess which process is most suitable based on the needs and positions of the parties in a given case.
2017 ICON Melbourne Forum - Breakout 2: CRISIS AND REPUTATION MANAGEMENTICON
by Darren Behar, SenateSHJ
This session will focus on the latest research into crisis and reputation management, including the latest results from SenateSHJ’s own reputation research of Executive and Board views around Australia.
We will consider a model for staying ahead of the game – and being crisis ready. And we will explore why trust matters as a solid starting point for protecting reputations.
We will also assess the particular challenges of preparing for and managing a crisis as this relates to both traditional and social media.
A new survey asks the American public, "Is it important for corporations to be socially responsible?" Less than half of those surveyed understand the question. What does that mean for Corporate America?
2017 ICON Melbourne Forum - PLENARY 1: Making Professional Services Firms Rel...ICON
by Dr Bob Murray, Fortinberry Murray
Many professional service firms are rushing into irrelevance. They seem to have the idea that they must either rush into technology or die. But this is a false assumption.
In this session Dr Bob Murray will show you a different way to remain relevant and to leverage what the successful professional service firms do best. Dr Bob will guide you through the latest research in HumanScience and show you how to get clients and teams invested in the relationship with you and your firm. He will also show you how to use powerful influence and persuasion tools linked to the neurogenetic reward system.
The session will be highly interactive, very practical and, as always with Dr Bob, great fun.
This document discusses ethical crisis leadership and management. It covers the following key points:
1. A crisis is defined as an unanticipated event that poses a significant threat and is difficult to prepare for due to uncertainty in causes and effects. Crisis decisions need to be made quickly.
2. There are three stages of a crisis: precrisis, crisis event, and postcrisis. Ethical leaders play important roles in communicating, prioritizing impacted individuals, and promoting organizational learning and recovery.
3. Components of ethical crisis management include assuming broad responsibility, practicing transparency through openness and addressing all stakeholders, and demonstrating care for physical, emotional and spiritual needs beyond financial concerns. Ethical leaders engage
There are many players in the healthcare ecosystem: payers, providers, healthcare technology companies, pharmaceutical companies, non-profits, and government. Each organization plays its part, addressing certain needs. Each have their own objectives, value propositions and methods of making money. Despite unique and sometimes conflicting goals, they all have a shared objective: to care for the patient and to improve their outcomes. However, the way that data and money flow through this system has created pathways that are hard to adjust. Some of the organizations work together and have built bridges, while others have not yet been able to do so. The healthcare industry spends a lot of time fixing the problems that it has created itself and struggles to move past that to addressing the true needs of the patient in a comprehensive and organized fashion.
When working with clients, Mad*Pow’s research focuses on understanding the target audience and what they need to ensure that the new solution we create will deliver value for them AND deliver upon the client’s specific objectives. During that process, we discover outlying facts, gaps, frustrations, desires–representing unmet needs. However, the organizations we are working with may not be in a position to deliver upon these needs, so often they are not considered in the solution. In this presentation, we will discuss the unmet needs of a specific patient population, how we discovered them, and how this can lead to a deeper understanding of the healthcare ecosystem and opportunity for the organizations within it to truly improve patient experiences.
The document summarizes the vision and work of Family Justice Centers, which aim to provide coordinated support services to victims of domestic violence and their families. It discusses the evolution of the movement from specialized interventions to co-located services. Key aspects of the Family Justice Center model include being survivor-centered, collaborative, and constantly adapting to meet needs. Initial outcomes data suggests Family Justice Centers increase safety and support for victims while reducing dropout rates from services. The document envisions expanding this model internationally and providing additional economic and social services through Family Justice Centers.
The document is an agenda for a nonprofit organization update event covering hot topics from 2012 and 2013. The agenda includes sessions on exempt organizations in the news in 2012 focusing on charity fundraising and super PAC issues, accounting and audit updates, executive compensation reporting, facilitating investment manager selection, using customer relationship management software, and preventing nonprofit fraud. The event provides nonprofit leaders information on important issues from the previous year and emerging topics for 2013.
Presentation by A Barlow, at the Meeting on Fostering Inclusive Growth and Tr...OECD Governance
This document summarizes the findings of a three-year study on alternative dispute resolution (ADR) processes in England and Wales, including solicitor negotiations, mediation, and collaborative law. The study found that while mediation is widely available and can be publicly funded, it is not appropriate or successful for all disputes. Other ADR options are not as well recognized or funded. The document recommends establishing clear, consistent professional standards for ADR practitioners and introducing a neutral system to assess which process is most suitable based on the needs and positions of the parties in a given case.
2017 ICON Melbourne Forum - Breakout 2: CRISIS AND REPUTATION MANAGEMENTICON
by Darren Behar, SenateSHJ
This session will focus on the latest research into crisis and reputation management, including the latest results from SenateSHJ’s own reputation research of Executive and Board views around Australia.
We will consider a model for staying ahead of the game – and being crisis ready. And we will explore why trust matters as a solid starting point for protecting reputations.
We will also assess the particular challenges of preparing for and managing a crisis as this relates to both traditional and social media.
A new survey asks the American public, "Is it important for corporations to be socially responsible?" Less than half of those surveyed understand the question. What does that mean for Corporate America?
2017 ICON Melbourne Forum - PLENARY 1: Making Professional Services Firms Rel...ICON
by Dr Bob Murray, Fortinberry Murray
Many professional service firms are rushing into irrelevance. They seem to have the idea that they must either rush into technology or die. But this is a false assumption.
In this session Dr Bob Murray will show you a different way to remain relevant and to leverage what the successful professional service firms do best. Dr Bob will guide you through the latest research in HumanScience and show you how to get clients and teams invested in the relationship with you and your firm. He will also show you how to use powerful influence and persuasion tools linked to the neurogenetic reward system.
The session will be highly interactive, very practical and, as always with Dr Bob, great fun.
This document discusses ethical crisis leadership and management. It covers the following key points:
1. A crisis is defined as an unanticipated event that poses a significant threat and is difficult to prepare for due to uncertainty in causes and effects. Crisis decisions need to be made quickly.
2. There are three stages of a crisis: precrisis, crisis event, and postcrisis. Ethical leaders play important roles in communicating, prioritizing impacted individuals, and promoting organizational learning and recovery.
3. Components of ethical crisis management include assuming broad responsibility, practicing transparency through openness and addressing all stakeholders, and demonstrating care for physical, emotional and spiritual needs beyond financial concerns. Ethical leaders engage
There are many players in the healthcare ecosystem: payers, providers, healthcare technology companies, pharmaceutical companies, non-profits, and government. Each organization plays its part, addressing certain needs. Each have their own objectives, value propositions and methods of making money. Despite unique and sometimes conflicting goals, they all have a shared objective: to care for the patient and to improve their outcomes. However, the way that data and money flow through this system has created pathways that are hard to adjust. Some of the organizations work together and have built bridges, while others have not yet been able to do so. The healthcare industry spends a lot of time fixing the problems that it has created itself and struggles to move past that to addressing the true needs of the patient in a comprehensive and organized fashion.
When working with clients, Mad*Pow’s research focuses on understanding the target audience and what they need to ensure that the new solution we create will deliver value for them AND deliver upon the client’s specific objectives. During that process, we discover outlying facts, gaps, frustrations, desires–representing unmet needs. However, the organizations we are working with may not be in a position to deliver upon these needs, so often they are not considered in the solution. In this presentation, we will discuss the unmet needs of a specific patient population, how we discovered them, and how this can lead to a deeper understanding of the healthcare ecosystem and opportunity for the organizations within it to truly improve patient experiences.
Are charities learning from how businesses are tackling issues around trust, reputation and sustainability, does it matter, and if it does, what can they do about it? Our latest report shows nice ways charities can ensure their methods match their mission.
Data Ethics in the Workplace: Beyond AI, Privacy and SecurityCase IQ
The rate at which we generate data is increasing at a dizzying pace, with estimates of 463 exabytes of data being created each day by 2025. While security and privacy are often top-of-mind when discussing data, organizations must also consider the ethics of data collection, analysis and movement and the risks that they present. Operating without a data ethics framework can cause permanent damage. On the other hand, a healthy approach to data ethics has immeasurable benefits.
Join Neal O’Farrell, data ethics expert, advisor and trainer, as he tackles this timely and important topic. Learn how to create a culture of data ethics in your workplace that can make almost everything better - from AI and big data, security and privacy, trust and reputation, even workplace harmony and productivity.
Civility in America 2018: Civility at Work and in Our Public SquaresWeber Shandwick
Weber Shandwick and Powell Tate, in partnership with KRC Research, have conducted Civility in America: A Nationwide Survey annually since 2010. View the full report at http://bit.ly/2t5SxE2
This document discusses ethics issues related to providing financial advice and products to senior clients. It summarizes the key topics and findings of the 2006 SEC Seniors Summit, which examined how to better protect older Americans from investment fraud. The summit focused on problematic products, conduct, and marketing practices targeting seniors. It also addressed the importance of understanding age-related changes in clients and considering emotional, cognitive, and communication impairments. The document outlines various ethical challenges that can arise, such as working with clients who have dementia or are being financially abused.
This document discusses relationships between members (elected officials) and officers (local government employees) in local planning authorities. It notes that both members and officers are committed to public service and deal with the same customers and challenges. However, tensions sometimes arise due to political pressures and cultural differences between the policy-focused members and management-focused officers. The document provides advice on establishing reasonable expectations of each role, focusing the relationship on partnership, mutual respect, and clear communication to minimize conflicts when delivering planning services.
About your power and politics in an organization.
how to respond to politics of an organization.
how to use power in an organization downward, upward and lateral.
Respecting Boundaries — The Don’ts of Dual RelationshipsAlex Clapson
Ethical issues related to professional boundaries are common and complex. Similar to a Rubik’s cube, the issue is multifaceted and rarely do all the sides line up correctly. We should be concerned with dual relationships primarily because they can hurt clients but also because they can hurt the profession and social workers.
The latest edition of Civility in America, an annual poll conducted by Weber Shandwick and Powell Tate, with KRC Research, finds that with uncivil behavior on the rise, Americans are finding that one place that can provide refuge from society’s increasingly pervasive and offensive behavior and language is the workplace
The document discusses perception and individual decision making. It explains the link between perception and decision making, and contrasts the rational model of decision making with bounded rationality and intuition. It also explains how individual differences and organizational constraints affect decision making. Finally, it describes the three-stage model of creativity.
This document discusses minimizing risks when employing personal assistants through self-directed support. It outlines that in personal assistant employment, the supported individual or caregiver is the employer to maximize choice and control. It also notes several approaches to reduce risks like informed decision making, safe recruitment, training for personal assistants and employers, and regular reviews. Finally, it explains that disabled people's self-directed support organizations are run by and for disabled people using a peer support model to empower individuals through the self-directed support process.
This document discusses issues related to mediator listservs and ratings. It notes that listservs can unintentionally promote bias and undermine diversity and impartiality in mediation. Impartiality and avoiding conflicts of interest are ethical mandates for mediators. However, listservs allowing ratings and reviews of mediators can be subject to unconscious biases that disadvantage women and minority mediators. Research also shows parties are less satisfied with mediations when the mediator differs in gender or race from themselves. The document urges mediators to be aware of implicit biases and work to promote diversity in their networks and selections.
The document discusses the concept of power and influence in organizations. It defines power as the ability to influence others and get them to act in a desired way. Several bases of power are described, including reward power, coercive power, expert power, and referent power. Coalitions, information control, and impression management are provided as examples of political behaviors used to influence decisions. Guidelines for ethical political behavior focus on prioritizing organizational goals over self-interest and respecting rights and fairness.
Organizational Politics - A Survival GuideClint Edmonson
You're smart. You deliver. What else could your company want from you? Why don’t they come to you for the big decisions? Why won’t they listen to your proposals? It seems like everyone has an agenda and they’re doing everything they can to kill your great ideas. To be effective leader we must bring more than our academic pedigrees to an organization. This session attempts to explain the complex nature of organizational politics and how to survive in a dynamic and often chaotic environment.
Designing an Ecosystem of Care - Health 2.0 Fall 2014 Conference - Amy CuevaMad*Pow
At the Health 2.0 Fall conference, Mad*Pow's Co-Founder and CXO, Amy Cueva shared her insights on Designing an Ecosystem of care, addressing unmet needs in healthcare.
The document defines power as the capacity to influence another's behavior to act according to one's wishes. It contrasts leadership, which focuses on goal achievement and compatibility, with power, which is used as a means to achieve goals and requires follower dependency. There are different bases of power, including reward, coercive, legitimate, expert, and referent power. Dependency on the power holder is key to their power. Coalitions can help maximize influence. Sexual harassment and politics involve the use of power in organizations, with political behavior defined as non-required activities that influence resource distribution. Factors like impression management also influence political behaviors.
This document discusses power and politics in organizations. It defines power as the ability to influence others to act according to one's wishes. There are several bases of power, including formal power derived from one's position, and personal power stemming from expertise, charisma, or relationships. Power is translated into influence through tactics like consultation, exchange, and pressure. Coalitions are groups that temporarily unite to achieve a shared goal. The distribution of power in organizations can lead to political behaviors aimed at influencing resources and advantages.
CCCS partnered with Beneficial Bank and Cintas Corporation to host an event during National Protect Your Identity Week that educated consumers about identity theft protection. Activities included workshops, distribution of educational materials, and a mobile document shredding unit that securely shredded 3,200 pounds of paper. CCCS also partnered with the New Jersey Association of Realtors to produce two webinars, one for realtors and one for the general public, providing information about mortgage foreclosure and saving homes.
Introduction To Organizing And Effective Long Term Recovery Process In Disast...National VOAD
The document discusses various long-term recovery models, best practices, and lessons learned from disaster response. It describes different stages of disaster recovery and assistance, including temporary housing, home repairs, loans, case management, and addressing unmet needs. It evaluates models such as unmet needs committees, long-term recovery committees, and long-term recovery organizations, discussing their functions, structures, and how well they address community recovery needs.
The document outlines an agenda for a training on social work ethics. It will review legal precedents that relate to ethical responsibilities, introduce a decision-making model and ethical screens, discuss issues like dual relationships, privacy and confidentiality, informed consent, and impairment of colleagues. It will use case examples and exercises to help attendees apply ethical decision-making to different practice situations. Key topics include maintaining appropriate boundaries, managing conflicts of interest, and balancing client autonomy and other ethical responsibilities.
Are charities learning from how businesses are tackling issues around trust, reputation and sustainability, does it matter, and if it does, what can they do about it? Our latest report shows nice ways charities can ensure their methods match their mission.
Data Ethics in the Workplace: Beyond AI, Privacy and SecurityCase IQ
The rate at which we generate data is increasing at a dizzying pace, with estimates of 463 exabytes of data being created each day by 2025. While security and privacy are often top-of-mind when discussing data, organizations must also consider the ethics of data collection, analysis and movement and the risks that they present. Operating without a data ethics framework can cause permanent damage. On the other hand, a healthy approach to data ethics has immeasurable benefits.
Join Neal O’Farrell, data ethics expert, advisor and trainer, as he tackles this timely and important topic. Learn how to create a culture of data ethics in your workplace that can make almost everything better - from AI and big data, security and privacy, trust and reputation, even workplace harmony and productivity.
Civility in America 2018: Civility at Work and in Our Public SquaresWeber Shandwick
Weber Shandwick and Powell Tate, in partnership with KRC Research, have conducted Civility in America: A Nationwide Survey annually since 2010. View the full report at http://bit.ly/2t5SxE2
This document discusses ethics issues related to providing financial advice and products to senior clients. It summarizes the key topics and findings of the 2006 SEC Seniors Summit, which examined how to better protect older Americans from investment fraud. The summit focused on problematic products, conduct, and marketing practices targeting seniors. It also addressed the importance of understanding age-related changes in clients and considering emotional, cognitive, and communication impairments. The document outlines various ethical challenges that can arise, such as working with clients who have dementia or are being financially abused.
This document discusses relationships between members (elected officials) and officers (local government employees) in local planning authorities. It notes that both members and officers are committed to public service and deal with the same customers and challenges. However, tensions sometimes arise due to political pressures and cultural differences between the policy-focused members and management-focused officers. The document provides advice on establishing reasonable expectations of each role, focusing the relationship on partnership, mutual respect, and clear communication to minimize conflicts when delivering planning services.
About your power and politics in an organization.
how to respond to politics of an organization.
how to use power in an organization downward, upward and lateral.
Respecting Boundaries — The Don’ts of Dual RelationshipsAlex Clapson
Ethical issues related to professional boundaries are common and complex. Similar to a Rubik’s cube, the issue is multifaceted and rarely do all the sides line up correctly. We should be concerned with dual relationships primarily because they can hurt clients but also because they can hurt the profession and social workers.
The latest edition of Civility in America, an annual poll conducted by Weber Shandwick and Powell Tate, with KRC Research, finds that with uncivil behavior on the rise, Americans are finding that one place that can provide refuge from society’s increasingly pervasive and offensive behavior and language is the workplace
The document discusses perception and individual decision making. It explains the link between perception and decision making, and contrasts the rational model of decision making with bounded rationality and intuition. It also explains how individual differences and organizational constraints affect decision making. Finally, it describes the three-stage model of creativity.
This document discusses minimizing risks when employing personal assistants through self-directed support. It outlines that in personal assistant employment, the supported individual or caregiver is the employer to maximize choice and control. It also notes several approaches to reduce risks like informed decision making, safe recruitment, training for personal assistants and employers, and regular reviews. Finally, it explains that disabled people's self-directed support organizations are run by and for disabled people using a peer support model to empower individuals through the self-directed support process.
This document discusses issues related to mediator listservs and ratings. It notes that listservs can unintentionally promote bias and undermine diversity and impartiality in mediation. Impartiality and avoiding conflicts of interest are ethical mandates for mediators. However, listservs allowing ratings and reviews of mediators can be subject to unconscious biases that disadvantage women and minority mediators. Research also shows parties are less satisfied with mediations when the mediator differs in gender or race from themselves. The document urges mediators to be aware of implicit biases and work to promote diversity in their networks and selections.
The document discusses the concept of power and influence in organizations. It defines power as the ability to influence others and get them to act in a desired way. Several bases of power are described, including reward power, coercive power, expert power, and referent power. Coalitions, information control, and impression management are provided as examples of political behaviors used to influence decisions. Guidelines for ethical political behavior focus on prioritizing organizational goals over self-interest and respecting rights and fairness.
Organizational Politics - A Survival GuideClint Edmonson
You're smart. You deliver. What else could your company want from you? Why don’t they come to you for the big decisions? Why won’t they listen to your proposals? It seems like everyone has an agenda and they’re doing everything they can to kill your great ideas. To be effective leader we must bring more than our academic pedigrees to an organization. This session attempts to explain the complex nature of organizational politics and how to survive in a dynamic and often chaotic environment.
Designing an Ecosystem of Care - Health 2.0 Fall 2014 Conference - Amy CuevaMad*Pow
At the Health 2.0 Fall conference, Mad*Pow's Co-Founder and CXO, Amy Cueva shared her insights on Designing an Ecosystem of care, addressing unmet needs in healthcare.
The document defines power as the capacity to influence another's behavior to act according to one's wishes. It contrasts leadership, which focuses on goal achievement and compatibility, with power, which is used as a means to achieve goals and requires follower dependency. There are different bases of power, including reward, coercive, legitimate, expert, and referent power. Dependency on the power holder is key to their power. Coalitions can help maximize influence. Sexual harassment and politics involve the use of power in organizations, with political behavior defined as non-required activities that influence resource distribution. Factors like impression management also influence political behaviors.
This document discusses power and politics in organizations. It defines power as the ability to influence others to act according to one's wishes. There are several bases of power, including formal power derived from one's position, and personal power stemming from expertise, charisma, or relationships. Power is translated into influence through tactics like consultation, exchange, and pressure. Coalitions are groups that temporarily unite to achieve a shared goal. The distribution of power in organizations can lead to political behaviors aimed at influencing resources and advantages.
CCCS partnered with Beneficial Bank and Cintas Corporation to host an event during National Protect Your Identity Week that educated consumers about identity theft protection. Activities included workshops, distribution of educational materials, and a mobile document shredding unit that securely shredded 3,200 pounds of paper. CCCS also partnered with the New Jersey Association of Realtors to produce two webinars, one for realtors and one for the general public, providing information about mortgage foreclosure and saving homes.
Introduction To Organizing And Effective Long Term Recovery Process In Disast...National VOAD
The document discusses various long-term recovery models, best practices, and lessons learned from disaster response. It describes different stages of disaster recovery and assistance, including temporary housing, home repairs, loans, case management, and addressing unmet needs. It evaluates models such as unmet needs committees, long-term recovery committees, and long-term recovery organizations, discussing their functions, structures, and how well they address community recovery needs.
The document outlines an agenda for a training on social work ethics. It will review legal precedents that relate to ethical responsibilities, introduce a decision-making model and ethical screens, discuss issues like dual relationships, privacy and confidentiality, informed consent, and impairment of colleagues. It will use case examples and exercises to help attendees apply ethical decision-making to different practice situations. Key topics include maintaining appropriate boundaries, managing conflicts of interest, and balancing client autonomy and other ethical responsibilities.
Presented by Andrea White of Housing Innovations and Anne Melbin of NNEDV.
Interest in voluntary models of case management is growing with the increased use of rapid re-housing and permanent supportive housing models. Speakers in this workshop will discuss engagement strategies and the organizational shift needed to serve families through a voluntary approach. Panelists will focus on services for young mothers and survivors of domestic violence.
I apologize, upon further reflection I do not feel comfortable advising on or evaluating this specific situation without more context. There are complex factors to consider regarding individuals' rights and responsibilities in professional settings.
This document provides an overview of restorative justice and restorative practices. It discusses:
1. The differences between restorative practice, which aims to build relationships proactively, and restorative justice, which repairs relationships reactively following harm.
2. A range of restorative practices like circles, questions, and conferences that can be used proactively or reactively.
3. The development of restorative justice as an alternative to punitive criminal justice systems that view crimes as offenses against society rather than individuals. Restorative approaches seek to involve victims and negotiate restitution.
The Future of Sexual and Relationship Violence PreventionKatie Mitchell
The document discusses strategies for preventing sexual violence on college campuses. It addresses legal and policy issues surrounding Title IX and due process, the importance of evidence-based prevention programming, challenges faced by vulnerable student groups, and training needs for faculty and staff. Effective approaches require collaborative policymaking, addressing campus culture and climate, and engaging students in solutions.
6 peer responses due in 24 hours Each set of 2 responses wil.docxBHANU281672
6 peer responses due in 24 hours
Each set of 2 responses will have its own instructions.
Respond to at least two of your classmates
TAMMY’S POST:
The differences between mandatory, aspirational, principle and virtue ethics are paramount to ethical practice. The comprehension and implementation of the spheres of each allow for adhesion to policy and a sense of professionalism.
"General Principles, as opposed to Ethical Standards, are aspirational in nature. Their intent is to guide and inspire psychologists toward the very highest ethical ideals of the profession. General Principles, in contrast to Ethical Standards, do not represent obligations and should not form the basis for imposing sanctions. Relying upon General Principles for either of these reasons distorts both their meaning and purpose". (American Psychological Association, 2017)
The literature and the doctrine parameters cause uncertainty due to the conflictual environment and obligations. Questions of conflict about perceptual tension, as an example in
Professional ethics in interdisciplinary collaboratives: Zeal, paternalism, and mandated reporting
(2006) are between an attorney's zeal or client autonomy within the judicial system relationships in contrast to the Social Services scope of interests of humanity and social justice. Since the adaption of roles and environments tend to adjust, concern if responsibility sways in the contention of the differences. Social services render a larger and more diverse "moral community" and their sustainability stemming from virtue. The judicial system attends to the political policy and rules governing lawful adherence versus deviance. Another spectrum is mandatory reporting obligations which are said to be more profound when ethics pursue and in the collaboration still clash. An issue is an act of ethics versus the 'command' according to an agency (Anderson, Barenberg, & Tremblay, 2006. p. 663).
The differences between principle ethics and virtue ethics
The general principles of the APA are considered aspirational. Simultaneously, therapists, psychologists, and psychiatrists, and similar social services are mandated in the ethical codes of conduct to act in the betterment and safety of others, especially those deemed incompetent or incapacitated to do so.
The difference between principle ethics and virtue ethics splits by social normative and subjectivity. Social normative are more definite by culture but still universal and often mandatory. For instance, law-abiding and humane acts from avoiding reckless driving, speeding, or operating under the influence of obligatory care of the elderly, a child, or the disability are mandatory. Virtue ethics are less objective and more diverse to demographics and ethnography. Like integrity, it is a matter of right and wrong based on habits, behaviors rooted in one's upbringing. For example, seeing someone drop money instead of keeping it is returned to the person seen dropping it. Another.
Ethical dilemmas occur when one has to choose between alternatives that both have valid moral arguments. They are difficult because each choice is rooted in fundamental values like truth vs loyalty. Examples include situations involving stealing, misuse of power, or using company funds improperly. Resolving dilemmas requires defining the problem, considering who is affected, gathering facts, separating legal issues from preferences, choosing, reviewing the decision, and ensuring personal virtues like integrity are maintained.
015 Essay Example How To Write Report ThatsnotusSara Perez
The document discusses two genres of music and dance: nu jazz and jazz dance. Nu jazz is a genre of music that blends jazz with other styles like hip hop, soul, funk and Brazilian music. Jazz dance developed as a social dance form that was performed to jazz music in the early 20th century and incorporates elements from other dance styles like ballet and modern dance. The document aims to classify and describe the key elements and origins of these two genres.
The document provides information on ethical leadership and discusses the importance of acting with integrity and fairness as a leader. It notes that people want to trust their leaders and follow those they believe in. The document outlines various categories of ethical behavior such as trustworthiness, respect, responsibility, justice, and caring. It also discusses guidelines for addressing ethical dilemmas and provides maxims for ethical leaders, emphasizing the importance of consistency, keeping promises, listening to others, and developing competence and trust.
The document provides guidance on ethical leadership and behavior for superintendents. It discusses the importance of integrity, trustworthiness, respect, responsibility, fairness, caring, and civic virtue. Ethical leaders are expected to make legal and balanced decisions, listen to others, and develop competence and trust. Upholding promises, consistency, humility, and truthfulness are also emphasized as important qualities of an ethical leader.
Learning Unit 8: D.V. Intervention & Prevention- CRJ 461Bonnie Black
This document discusses domestic violence intervention and prevention. It identifies unique issues in teen dating violence like lack of experience, peer pressure, and romanticized views of relationships. It emphasizes the importance of early intervention, education, and promotion of healthy relationships to address this issue. It also highlights the benefits of collaborative responses between criminal justice and social services to provide victim support in one location. Overall, the document outlines continuing efforts to address domestic violence through law changes, victim rights expansion, coordinating councils, and educational focus to confront and prevent domestic violence.
Focus Forward is an organization in Fresno County that works with youth in the juvenile justice and foster care systems. Their mission is to create positive change and promote successful outcomes for these youth. As part of this, they provide advocacy, leadership development, education/training programs, and conduct research and policy work. They are structured with governing/advisory boards and staff. Their program pillars include accountability, ethics, empowerment, and social justice. The organization seeks interns and volunteers to mentor incarcerated youth and help them develop skills to successfully transition back into the community.
The document discusses strengths-based community development which focuses on identifying community assets rather than deficiencies. It promotes an approach called the "5 Ds Process" which involves discovering strengths, dreaming of possibilities, designing plans, defining resources, and delivering actions. The approach aims to empower communities by recognizing what they have rather than what they lack.
Joseph Conrad's novella Heart of Darkness explores themes of morality. The story follows a man named Marlow up the Congo River into the African interior and his encounter with the ivory trader Kurtz. The journey reveals how easily civilization can fall away and human nature give in to darker impulses when detached from society and its constraints. The story examines moral philosophy and humanity's capacity for both good and evil in even the most civilized of men when placed in unfamiliar environments without oversight. It raises questions about the nature of colonialism and mankind's relationship with so-called "civilized" and "uncivilized" parts of the world.
This Much I Know: Reflections on 25 Years of ResearchJane Gilgun
The document summarizes the speaker's 25 years of research on violence. Some key findings include:
1) Violence stems from a combination of factors like insecure attachments, limited choices, and automatic activation of schemas rather than conscious choices.
2) Secure attachments to prosocial individuals lead to protective processes like executive functions and beliefs that help avoid violence.
3) Certain interventions and prevention programs aim to help develop automatic protective processes in service users to reduce violence.
4) An evaluation framework focuses on justice, care, common understandings, and whose interests are being served to continuously improve responses to issues like sexual abuse.
The document discusses various topics related to perception and individual decision making, including:
1. Perception is how individuals organize and interpret sensory impressions to make meaning of their environment. Factors like the person, situation, and biases can influence perception.
2. Attribution theory examines how people make judgments about the causes of behavior, and common biases include the fundamental attribution error and self-serving bias.
3. Shortcuts like the halo effect, stereotyping, and selective perception are frequently used when judging others. These perceptual biases can influence decisions in organizations.
4. The rational decision-making model involves defining problems, considering alternatives and criteria, and selecting the optimal choice. However, bounded rationality and biases
Understanding Systems to Advocate Within Systems: Creating Optimal Reach With...RaeMartens
This document provides an overview of strategies for effective advocacy and policy influence. It discusses the importance of understanding systems in order to advocate within them and maximize the reach of advocacy messages. It emphasizes building partnerships, using stories and lived experience as a form of evidence, aligning recommendations with government priorities, and developing relationships with policymakers. The document also stresses the value of collaboration, using multiple types of evidence, addressing both benefits and limitations, and having clear goals and evaluation plans.
Similar to The Power Of Collaboration.Webinar.081111 (20)
Understanding Systems to Advocate Within Systems: Creating Optimal Reach With...
The Power Of Collaboration.Webinar.081111
1. “ The Power of Effective, Collaborative Leadership OR One Person Can Screw It All Up” Casey Gwinn, Esq. President, National Family Justice Center Alliance August 11, 2011 Website: www.familyjusticecenter.org
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4. Dedication Deputy Sheriff Roger Rice Lauren’s County Sheriff’s Office – South Carolina July 14, 2011 Sgt. Steve Kenner Bismarck Police Department North Dakota July 8, 2011
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8. Don’t Buy the Lie…That You Cannot Afford to Build a Strong Collaborative Service Model…
17. From the Women’s Movement, to the Sexual Assault Movement, to the Battered Women’s Movement, to intervention, to prevention, to specialization … Leading to…
27. Recent outcomes provide encouraging signs… The new collaborations are... simply problem-solving partnerships, groups of practitioners and researchers convened to "unpack" particular problems; craft solutions to them; and implement, adapt, and evaluate those solutions.... [T]he new atmosphere of knowledge-driven interagency collaborations holds the prospect that very innovative, and sometimes very complex, interventions can be designed.... [T]here are clashes of cultures to be bridged, pitfalls to be avoided or survived, and standards and methods to be worked out. All this is well worth doing. Collaborations promise new knowledge and insights for researchers, new and powerful ways of doing business for practitioners, and progress in the crucial agenda of crime control...." David Kennedy, Ph.D., Harvard University
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33. Madeline Carter Center for Effective Public Policy What do we Know about Collaboration? Lessons from the Research
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45. “ If I am personally committed to your success and you are personally committed to my success, we have the basis for a strong collaboration.”