offer additional thoughts regarding H u m a n i t i e s
offer additional thoughts regarding H u m a n i t i e s
After reading the assigned resources about leadership types and skills, as well as information about attending to tasks and relationships, you may be starting to develop ideas about how an administrator’s leadership style and philosophy can either facilitate or limit social change efforts. The way in which social work administrators interact with diverse stakeholders such as clients, staff, board members, and community members, contributes to a model of service delivery that emphasizes quality and effectiveness.
By Day 3
Post how a social work administrator’s personal leadership philosophy and style may influence a human services organization’s culture. Also, explain how the organization’s culture might influence a social work administrator’s personal leadership style. Finally, explain how interactions with stakeholders may ultimately impact the organization’s treatment of clients. Be sure to provide specific examples in your explanations.
*READINGS ARE ATTACHED!* Support your post with specific references to the resources. Be sure to provide full APA citations for your references.
By Day 5
Read a selection of your colleagues’ posts.
Respond to at least two colleagues by addressing an example in each colleague’s post in at least one of the following ways:
Suggest a strategy for addressing a situation that your colleague described in one of his or her examples.
Offer additional thoughts regarding the impact of the interaction described in the example.
Theory X-the average person dislikes work and will avoid it if possible and people need to be directed and controlled. This theory believes that if given the option and without any bills, people would choose not to work. Because people don’t want to work, this theory believes that they need regular encouragement and incentives to complete their work. They also need to be constantly directed and controlled to ensure work is completed, because it is believed that they will not take the initiative to complete or ask for tasks (Northouse, 2021).
Theory Y is based on several specific assumptions about human nature and behavior. The first assumption of their theory is that the average person does not inherently dislike work, people view work as satisfying, giving purpose, and contributing to their happiness. The theory believes that people are self-motivated and accept and seek out responsibilities. The second assumption is that people will show responsibility and self-control toward goals which they are committed, this reflects the view that when a person wants something, they will work hard to complete it, and the importance of developing goals the employee want to complete. People who believe in this theory believe that employees do not need as much control or supervision because of their self-motivation and passion for work. The final assumption is that in the proper environment, the average person learns to accept and seek responsibility. This means that people don’t lack ambition, they just need to find the right fit for their passions and allow them to seek and accept new motivation (Northouse, 2021).
Influence of Leadership Philosophy and Style
- Leadership philosophy and style can influence the effectiveness, work environment and satisfaction of the organization. Using a demographic leadership style, like what is seen in Theory Y can lead to more satisfied employees with effective outcomes because their personal goals are incorporated within the organizations mission and goals. Northouse discusses that even with a democratic leadership style, having parts of the organization be under a more authoritative style is important because it helps make sure things are organized, keeps the organization on track to represent and achieve their mission and motivate workers (Northouse, 2021).
- The organization’s culture may influence a person’s leadership style in many ways. An authoritative style organization may make it challenging for leaders to use their own creativity to develop new ways of motivating and leading others. On the other hand, in a democratic organization that doesn’t have much direction may make it challenging for leaders to be effective. Democratic organization may allow a leader to shine in relation to developing their own vision, trying new skills and ideas to help the organization succeed (Northouse, 2021).
Stakeholders and Client Treatment
Interactions with stakeholders may influence an organizations treatment of clients because stakeholders may have specific expectation how money is spent and services that are provided (Northouse, 2021). One example is a harm reduction outreach program; stakeholders approve of certain aspects such as needle exchange and distribution of Narcan, however they may not approve of handing out other drug paraphernalia such as clean pipes and smoking kits. Because of this, the organization cannot spend money or distribute smoking kits. I work with the population with heavy substance use, and this is something we consistently experience. Outreach and harm reduction workers see the need for these smoking kits however are restricted from distributing them because of their organization policies based off funding.
Northouse, P.G. (2021). Introduction to leadership: Concepts and practice (5th ed.). Washington, DC: Sag
Colleague 2: Sonya
Leadership Philosophy and Style
The social work administrator is compelled to work towards accomplishing the social organization’s goals (Lauffer, 2011). Additionally, an administrator’s leadership philosophy and style will influence their agency positively or negatively by how effective they are with their employees. An administrator who demonstrates democratic leadership and utilizes the Y Theory considers their employees eager, energetic, want to automatically take responsibility, and initiate and work program/tasks on their own. The leader who uses the leadership philosophy of the Y Theory and democratic style will be successful if the employees are genuinely motivated to accomplish the agency’s goals. This will, however, not work if the employees have no intrinsic motivation or interest in performing or reaching the organization’s goals. Northhouse (2021) stated leaders who follow the Y Theory of leadership philosophy believe their workers enjoy their work, show responsibility and self-control for organization goals, and accept and seek accountability. Additionally, the author stated leaders who demonstrate the democratic style of leadership act as guides to their employers while the employees use their talents. Northhouse (2021) stated the Y Theory of leadership and the democratic leadership style are compatible.
Influence of Organization’s Culture
The leader will need to assess the organization’s culture and the motivation of employees. The leader must know their people and consider which leadership philosophy and style will work best with their employees. The leader will need to use a combination of the X and Y Theories and styles if there are a combination of motivated and unmotivated workers. If the leader determines the agency has a toxic environment due to past leadership, the new leader must utilize the X Theory of philosophy and authoritarian leadership style to ensure everyone is working toward the agency’s goal. For example, a new leader should use the X Theory of leadership and demonstrate the authorization leadership style to change their agency’s toxic environment due to the previous administrator’s Laissez-Faire leadership style and the hate and suspicion among employees. The leader will put policies in place and utilize their authoritarian leadership style to influence others (i.e., sanctions and awards) to work towards the agency’s goals.
Agency Stakeholders and Treatment of Clients
Stakeholders in an agency (i.e., board members, stockholders, customers, local government agencies) can influence agency culture. Local governmental entities may have policies that discriminate among specific populations. The agency’s board members and stockholders will influence elections of a CEO, CFO, and managers who may or may not be the appropriate fit for the organization. If these stakeholders make bad choices, clients’ services will be degraded and negatively affect the entire organization.
Lauffer, A. (2011). Understanding your social agency (3rd ed.), 2-31. Washington, DC: Sage.
Northouse, P. G. (2021). Introduction to leadership: Concepts and practice (5th ed.), 55-77. Washington, DC: Sage.
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