facilitate group effectiveness Essay - 13244 Words

CU2948 Facilitate the Development of Effective Group Practice in Health and Social Care or Children and Young People’s Settings 1.1 Analyse the impact of theories and models on group work practice Groups may be defined in many ways, indeed providing an absolute definition of a group, as with much of the theory around group work, is highly problematic and contestable. However for the purposes of discussing groupwork within a context of working with young people we may define a group as a small gathering of young people. Group work may simplistically be described as the study and application of the processes and outcomes experienced when a small group comes together. Konopka (1963) defines groupwork as a method of social work that is†¦show more content†¦For example both the YAM and PTV groups I had experience with were set up to encourage social interaction and personal development. Having an awareness of group stage theory enabled my colleagues and myself to structure the early encounters for the groups to be; a) fun and enjoyable – to encourage continued attendance; b) relaxed - offering the promotion of effective communication and allowing members to get to know each other a little whilst gaining in confidence and trust. To this end ice breakers, introduction and communication exercisers such as those provided by Brandes and Phillips (1979), Bond (1986), Leech and Wooster (1986) and Dearling and Armstrong (1994) were used. As Dynes describes `[games] stimulate the imagination, make people resourceful and help develop social ability and co-operation` (Dynes, 1990). Stage 2: Storming This stage sees group members begin to confront each other as they begin to vie for roles within the group that will help them to belong and to feel valued. Thus as members begin to assert their individual personalities, the comfort of the forming stage begins to come under siege. Members experience personal, intra and inter group conflicts. Aggression and resentment may manifest in this stage and thus if strong personalities emerge and leadership is unresponsive to group and individual needs, the situation may become destructive to theShow MoreRelatedOperational Audit1064 Words   |  5 PagesNATURE OF OPERATIONAL AUDIT †¢ Also known as management audits and performance audits. †¢ Conducted to evaluate the effectiveness and/or efficiency of operations. †¢ Examinations of all or part of an entity to determine the degree of its operational efficiency, effectiveness and economy. †¢ Also refers to the auditor’s study of business operations for the purpose of making recommendations about economic and efficient use of resource, effective achievement of business objectivesRead MoreCertified Registered Nurse Anesthetists ( Crnas )1338 Words   |  6 Pagessupervision for anesthesia care provided by CRNAs is rooted in financial reimbursement. 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Growing Up African American Free Essays

I am a member of the African American group and I would like to tell you a bit about the group of when I am a part of. Let me start by saying that my African American group originated from Africa and growing up in America can be tough for people of my race, the African Americans. My group’s history is wide ranging spanning for many years and varying from region to region within the United States. We will write a custom essay sample on Growing Up African American or any similar topic only for you Order Now I remember when I was young I use to talk to my mother a lot and asked her many questions like â€Å"Why am I called an African American? She went on to explain that our race originally comes from Africa and we were part of a slave trade. From my mother I learned that we were slaves until a law was passed to give us freedom. I use to wonder when I was young if there were other people similar to me all over America. I also remember something my father told me once that African Americans live all over the country. My father told stories of how he used to go to an all black school could vote or sit in the front of buses. Being African Americans have faced several kinds of creation and consequence situations in the years they have been a part of the United States. In some places cheaper labor, longer work hours and terrible living conditions. Many people of the United States have made it almost impossible for groups of another race or Ethnicity to strive and live full happy lives. I have seen over the year’s situations of extermination in some parts, as well segregation, and expulsion. In school from some of my teachers, in social interactions like just walking through a store, and especially in the work place when they’ll even give me the chance to work because it doesn’t matter I go to get a job out here. There are some racist, even the Uncle Tom’s. I’ve done everything they ask and still I either get denied the job or they hire me and treat me like Growing up African American 3 trash until I quit, or they try to find a reason to get rid of me. Since, I don’t give them much reason to get rid of me due to my strong work ethic and performance; they usually try to break me down. Education plays an important role for most African Americans; however we are still way behind when compared to the White American which probably has a lot to do with the way some of us was brought up or our background. Regardless of the contributions made by the forefathers of black people, there is a hesitation of acceptance of the race that has been a focus of many groups the strive for freedom and justice for all, that has not yet been rectified. The same group of people was good enough to built the country is not always seen as good enough to live in the house next door. I believe because this country is made up of many different races and ethnic groups that are steadily growing in numbers. If different races are toco exist peacefully in the U. S. , it is vital that we all become educated on the history and culture of different races and ethnicities. According to the 2000 Census data for Lexington, MS the total population for 2000 were 2,025 male 965 and female 1,060 square miles 2. 45. Race: white (635); black or African American (1,362); American Indian and Alaska Native (1); Asian (13); and two or more races (14); and Hispanic or Latino (of any race) (40) (Fact finder Census 2000). Birthplace facts from the 2000 census data in Lexington born in the same state (1,706); born in another state (269); born outside the US (0); naturalized citizen (14); and foreign born, not US citizen (10). Some more 2000 census data in educational attainment population 25 and older was 1,206 in Lexington: high school graduates (299); some college, or associate’s degree (349); bachelor’s degree (111); and master’s, professional or doctorate degree (60). Some enrollment population 3 years and over Growing up African American 4 enrolled in school was 627: preschool and kindergarten (83); grades 1-12 (446); and college (98) (2000 census data). How to cite Growing Up African American, Papers

Leadership in Business A Multicultural Society

Question: Describe about the Leadership in Business for A Multicultural Society. Answer: Introduction Leading for change helps to perform an organisation in a multicultural society in proper and adequate manner. According to Chhokar et al., (2013), leadership plays an important role in order to manage the transformed business operation of the companies for providing a tough competition to the other existing competitor companies in the particular marketplace. This essay will explain a blueprint in order to guide every organisations of Australia to develop the basic ways of representations of the leadership, which determines the cultural diversity. Scott Davis (2015) have mentioned that it is essential for the modern leaders of the organisation to understand the existence of the cultural diversity. This essay will also cover the gaps and laws in between the considerable uncertainty and the collected data from various trustworthy sources in the Australian marketplace. It will also illustrate the reason of the improvement of the leadership quality and the management in order to do bette r than the other neighbouring countries. Why is it important that leaders understand cultural diversity in modern day organisation? As opined by Daft (2014), cultural diversity involves the differences, which distinguishes a group of people from the other and it can be determined by some attributes such as age, gender, sexual orientation, class and ethnicity. Leadership quality differs from one person to other ad it should be open for the every level of associated employees of the organisations. The leaders should change their perception in order to deal with the cultural diversity in the modern day organisation. However, the leaders also communicate with the employees for resolving any kind of issues regarding the cultural diversity. There are certain cases, which suggest that the leaders are unable to handle the cultural diversity and gender in equal manner. The leaders of the Australian organisations experience several incidents on the cultural diversity and its impact upon the employee performance and ultimate productivity and profit level of the companies. The management of the organisations does not provide a separate leadership program in order to deal with the cultural diversity of the employees. Hargreaves Fink (2012) have stated that the leaders are expected to integrate the cultural diversity in order to maintain a flawless business operation within the large corporations. The leaders are always expected to build a perfect accountability for creating an inclusive workplace environment. The leaders resolve the challenges of cultural diversity with their own commitment for the ultimate success of the company in a particular market. In case study 1, the chief executive team of Westpac, ensures the diversity goals and inclusion to be integrated into the basic business strategies of the company. Even this team keeps a perfect and adequate track of the process of progressing and initiatives. Same things happen with PwC and Telstra in order to mitigate the cultural diversity within the organisation. Dickson et al., (2012) have mentioned that there are effective and potential organisational policies and procedures, which can control the cultural diversities among the existing employees of the organisation. There are several researches on the senior leaders cultural composition in any kind of business of Australia, its civil society, government and politics. However, the priorities are only the chief executives of the large corporations and leaders, who possess the capabilities of changing the attitudes and behaviour towards the existing cultural diversity within the organisation. The business experts have suggested t hat if cultural diversity can be used in positive manner, then it can create a perfect working environment that may bring the ultimate success of the company. Several data have been collected in order to understand the existence of the cultural diversity and its impact on the productivity of the employees as it will hamper both the market position of a company and the brand reputation. As opined by Wiewiora et al. (2013), it is an essential factor for the leaders of the organisation to understand the importance of the cultural diversity in order to make the business operations in an organisation. As Australia is considered multicultural nation, therefore, the leaders should possess adequate idea regarding the impact of cultural diversity. Even in the public services of Australia, the cultural diversity is under- represented in dramatically manner. This sector consists of employees of Anglo Celtic, European, non-European and Indigenous background. There is an applied vision of the inclusive leadership, which proposes that there are basic requirements of cultural diversity, which should be satisfied within every organisation. It should consider the uniqueness of every employee from different cultural background and it should obey the leaders. The culturally different employee of the company should not be excluded from the senior colleagues. Ng Sears (2012) have sugg ested that there should be cultural diversity in the various level of leadership of an organisation in order to reduce any kind of biasness towards some particular employees. As every employees of the organisation have to share common objectives and goals, therefore any kind of issues regarding cultural diversity should be resolved for attaining the desired goals of the organisation. any kind of allegations and litigations of the racial discrimination possess the potentiality to damage the brand image of a corporate company. For instances, Leslie Miley, who holds a highest position in Twitter claims that the management fails to recruit fresh African-American talent as it oppose the cultural diversity. Australian Bureau of Statistics provides a basic core set of the important indicators for measuring the cultural diversity within the company. Griffin (2013) has stated that every organisation can collect important data on the ethnic background of the every associated employee. The lea ders of a large corporation are expected to avoid every confusion regarding the cultural diversity of the employees. Eve on certain cases, there are questionnaires, which help to investigate the existing issues that may damage the business operations and functions of an organisation. How can leaders support and influence the cultural diversity in the workplace? In most o the Australian organisations, the inclusion and diversity is approached with a perfect process of bottom-up and top-down strategy and the CEO of organisations help the leaders to take effective measure for mitigating the issues related to the cultural diversity. Cummings Worley (2014) have mentioned that the leaders can engage every employees from different cultural background while dividing the allocated tasks in between them. An efficient and potential leader communicates with the employees from every level in order to influence and support the system of cultural diversity in the workplace. Every employee should know their commitment to the company and need to understand the actual process of diversity, which may influence the role and responsibility and the way of the basic success of any initiative towards mitigating the cultural diversity. The leaders can participate in the surveys of the employee engagement as it provides a scope to discuss the concerns, which may el icit any relevant advices for supporting the efforts of the employees of the organisation. According to Moran et al. (2014), the leaders should be engaged in the diversity effort in active manner, therefore, it will help to start a resource group of thee associated employees. The leaders of the Australian organisation become the mentee, part of co-mentor relationship and an adequate mentor, which represents a perfect and valuable scope and opportunity for professional and personal development. In order to influence and support the cultural diversity within the corporation, the leaders become competent culturally for learning and understanding about various races, cultures, ethnicity, backgrounds and regions. The employees are encouraged to share some cultural practices in order to become familiar with the cultural diversity and to solve problems during the period of crisis. As opined by Erez et al. (2013), the leadership theories will be perfect and suitable to support and influence the cultural diversity within the organisation. Such as behavioural theory reflects that, the quality of leadership requires well-developed and deigned positive ego with a stable and strong personality. As Australia is multicultural society, therefore, the leaders of the Australian organisations should possess self-confidence to the utmost level, as it will help to resolve critical issues related to the cultural diversity in the company. On the other hand, the contingency theory argues that there is no fixed or established way to lead the people and each leadership style is based on the current situation. Hogan Coote (2014) have contradicted with the fact that contingency theory is an extended version of the trait theories of the leadership. The contingency theory explains the requirement of employing this particular theory, when the employees will be responsive in appropri ate manner. The Human Rights Commission of Australia has launched workplace cultural diversity tool in order to help the organisations for measuring the best practices related to the cultural diversity. There is process of online diagnostic for assessing and evaluating the strategies, leadership, appropriate selection and retention of potential staffs for monitoring the progress in the present workplace culture. This particular process is strictly followed by the leaders of the organisation in Australia for handling a culturally diverse workplace. The leaders should always mitigate every stereotype risks for accompanying the basic appointment of the talents of culturally diverse leadership position. Dimmock (2012) has mentioned that if the employees fail to perform according to the requirements and expectations of the companies, then it reflects the failure of the leadership quality. The leaders of the organisation should make achievable targets for the employees as it has been prov ed that targets, which are overly ambitious, may affect the future efforts. There is bias interrupted program, which has been launched by Telstra for improving the understanding of the leaders of Telstra and motivates the employees for high innovation and performance. McKee et al. (2012) have suggested that leaders of a company possess the potentiality for valuing the uniqueness of every individual over their cultural differences. Even the leaders should be flexible while recruiting and selecting appropriate and suitable employees to explore the fundamental dynamics of sexual orientation, gender identity, intercultural understanding, age and global mindset of the associated individuals within the organisation. There are organisational policies, procedure, rules and regulations, which promote the inclusive leadership that provides no extra privilege towards certain groups of cultural background (Banks, 2015). The leaders have understood the impact of the culture in order to shape the fundamental perceptions, behaviour and attitudes of the employees. An Austra lian organisation provides a vast scope for every associated individuals of the organisation to hold the position of leader, if that particular individual possesses the leadership potentiality, capabilities and efficiency. However, from various sources it has been confirmed that the leadership and cultural diversity in Australia suggests an important and emergent field. There are also large possibilities of the improvement of improving this quality of leadership to deal with the cultural diversity within the company. The leadership commitment offers a detailed vision of the diversity, which is communicated and demonstrated throughout a company with the help of top-level management procedures. Hogan (2012) has contradicted with the above statement and has stated that during making the strategic plan of the enterprise, the management and the business experts should consider cultural diversity as an important factor as it can be aligned with the strategic plan and promote more inclusiv e workplace environment than previous. The organisations arrange adequate training programmes for educating and informing the management and the leaders regarding the benefit of diversity. Conclusion This essay particularly discusses the existing issues related cultural diversity within various organisations of Australia. It also explains the importance of leadership for influencing and supporting the cultural diversity for betterment of the business operations of the organisations and it helps a company to hold the desired position in particular industry with suitable market share. This easy also clearly reflects the impish link in between the cultural background and cultural identity of an individual. Only with the effective and potential leadership capabilities, the critical issues will be mitigated and the government of Australia should update their existing laws and legislations regarding cultural differences of individual for supporting the cultural diversity of an organisation. References Banks, J. A. (2015).Cultural diversity and education. Routledge. Chhokar, J. S., Brodbeck, F. C., House, R. J. (Eds.). (2013).Culture and leadership across the world: The GLOBE book of in-depth studies of 25 societies. Routledge. Cummings, T. G., Worley, C. G. (2014).Organization development and change. Cengage learning. Daft, R. L. (2014).The leadership experience. Cengage Learning. Dickson, M. W., Castao, N., Magomaeva, A., Den Hartog, D. N. (2012). Conceptualizing leadership across cultures.Journal of World Business,47(4), 483-492. Dimmock, C. (2012). Taking account of complex global and cultural contexts.School Leadership and Administration: The Cultural Context, 33. Erez, M., Lisak, A., Harush, R., Glikson, E., Nouri, R., Shokef, E. (2013). Going global: Developing management students' cultural intelligence and global identity in culturally diverse virtual teams.Academy of Management Learning Education,12(3), 330-355. Griffin, R. W. (2013).Fundamentals of management. Cengage Learning. Hargreaves, A., Fink, D. (2012).Sustainable leadership(Vol. 6). John Wiley Sons. Hogan, M. (2012).The four skills of cultural diversity competence. Cengage Learning. Hogan, S. J., Coote, L. V. (2014). Organizational culture, innovation, and performance: A test of Schein's model.Journal of Business Research,67(8), 1609-1621. McKee, A., Kemp, T., Spence, G. (2012).Management: a focus on leaders. Pearson Higher Education AU. Moran, R. T., Abramson, N. R., Moran, S. V. (2014).Managing cultural differences. Routledge. Ng, E. S., Sears, G. J. (2012). CEO leadership styles and the implementation of organizational diversity practices: Moderating effects of social values and age.Journal of Business Ethics,105(1), 41-52. Scott, W. R., Davis, G. F. (2015).Organizations and organizing: Rational, natural and open systems perspectives. Routledge. Wiewiora, A., Trigunarsyah, B., Murphy, G., Coffey, V. (2013). Organizational culture and willingness to share knowledge: A competing values perspective in Australian context.International Journal of Project Management,31(8), 1163-1174.