Future Challenges With Social Media Sites

 

Researchers are in the process of evaluating social networking sites, so they can discover the pros and cons to the sites. Social Media sites allow people to be open and honest about their feelings. It gives the user the opportunity to freely express themselves, but it doesn’t allow the person time to reflect on their thoughts and feelings. Once the user clicks on the send or post button the message is out there, and having that information deleted is almost impossible.

Another problem with social media sites is that they make it easy for some users to create fake profiles. These technological advances are changing at such a fast rate that it makes it difficult for the laws to keep up with the social media sites, and researchers need more time to investigate the social media sites. Employers are at a disadvantage, because they are being bombarded with ethical dilemmas that they need guidance and policies on, but the technology keeps changing. This is leaving employers wondering - what are the best practices when it comes to social media sites?

 

Future Challenges with Social Media Sites

           Online social networking, like Facebook and twitter, are being used by more and more companies as a business tool. Some companies have adopted policies regarding the use of the social media sites during work hours while other companies have not and this is a problem.  According to Robert Sprague in Invasion of the Social Networks: Blurring the Line Between Personal Life and the Employment Relationship, “When objectionable, particularly potentially harassing, content is posted online, prompt, remedial action by the employer is imperative to reduce, if not eliminate, potential liability” (p.34).

           Employer’s actions when enforcing the companies’ policies needs to be consistent when dealing with employees. If an employer, or manager, does not consistently enforce the policies, then it can open the organization up for an illegal discrimination lawsuit. Some companies might allow social media sites to be checked or used during work hours, if the work is getting done. In order to prevent legal issues from arising, it would be best to have a written policy that applies to all employees.

          Susan Manning explains that “working conditions, roles, and responsibilities bring forward ethical issues in businesses,” and she is right (p.40). Our ethical guidelines cannot address every issue that comes up, but they are not meant to address every issue. It is our responsibility to understand the big issues, and what is the best course of action to take.

Statement 3 of the Ethical Standards for Human Service Professionals states, “Human Service Professionals protect the client’s right to privacy…” but how will they protect themselves or their clients from the internet (2012, p.2)?  From Social Media Sites? Google has come up with a program that will provide a 360 degree view of a street address. Lauren Rakower feels that, “Google Street View technology presents particularly complicated questions, for it not only implicates the privacy rights and protections afforded domestically, but triggers the attention of the entire international community” (p.320). An individual was caught going into an adult video store, and his image was used without his consent, but the laws are not up-to-date, and he had no recourse.

Social media sites provide cover so that users can engage in cyber stalking and identity theft; of course, the social media sites will have a policy that states an individual must not provide false information or in facebooks case that the user must be “13” to have an account, but many people don’t know the policies, and some people don’t care about the policy. This is evident when users make a bogus profile by creating an anonymous profile. Then the profile can be used for cyber stalking, identity theft, or to allow a sexual predator to get close to a child.

It is crucial that people remember to use social media sites with caution when they are posting information or accepting a friend’s request. Is it okay for employees to have clients as their friends? Is this ethical? Do employees have the right to use technology to check-up on our clients? Where will organizations draw the line between public and private information?

Many people enjoy using social media sites, and more people are getting acquainted with the sites, so that the sites are “ingrained” into not only their personal but their work lives as well. More research needs to be done on the pros and cons of social media sites; however, since social media sites are not going away the research needs to focus on best practices when using social media sites, and ethical responsibilities of professionals. The laws need to be update, so that users are protected when they are online. Access to personal information needs to be restricted and protected. For example, in England, there is a button that users can click on if they are online and they are being harassed. 

            Management strategies need to include policies and training on the use of social media sites. Businesses will benefit from their corporation being on the social media sites, but the employees will need some form of coaching or management that will focus on the ethical obligations and responsibilities of being on the social media sites. Technology is designed to ensure that people are getting what they want out of life and work. Technology will continue to change at a fast pace, and organization’s need to adapt to the changes in technology if they are going to keep productivity and performance up and liability down

            There is a lot of information that can be found on social media sites, but there is not a lot of information on the ethical implications of social media sites. I feel that there is not enough guidance on what a user should or should not do, and there is definitely a gap between the law and employers responsibilities when it comes to social media sites. It seems to me that some business are taking a wait and see approach, it is as though they want other business to adopt policies and be challenged in court before they want to do anything. There are some companies that are proactive, but they are in the minority.

            I think it is admirable that some employers are allowing the employees the discretion to choose what they will or will not do on social media sites; however, I think that most people need some form of structure or guidance to help them navigate through the internet.

 

Reference

Pedersen, M. (2011). 'A career is nothing without a personal life': On the social machine in the call for authentic employees. Ephemera: Theory & Politics In Organization, 11(1), 63-77.

Sprague, R. (2011). Invasion of the Social Networks: Blurring the Line Between Personal Life and the Employment Relationship. University Of Louisville Law Review, 50(1), 1-34.

Is Professional Objectivity Important?

 

            The Ethical Standards for Human Service Professionals were developed to assist the Human Service Professionals through challenging ethical dilemmas. In order for the Ethical Standards to be beneficial, it requires an understanding of an individual’s objectivity or judgment, and this…requires more than reading. It requires action. The professional must work on their characteristic strengths and weaknesses. So, what is professional objectivity and why is it important?

Susan Manning explains that “the level of moral judgment of a leader reflects one’s ability to identify with the experience, feelings, opinions, values, and meanings of those involved in an ethical dilemma…” thus the individual’s moral judgment takes time to develop (p.104). The individual’s judgment is influenced by several factors: their family, their friends, the environment in which they were raised, and so on so forth. If an individual learns to use their moral judgment in a sound way, then in time their moral judgment will transform into ethical “reasoning” (Manning, p.106). When the individual is old enough to work, then their moral judgment will develop into their professional objectivity. The individual’s morals will play a role in determining what actions/behaviors are right or wrong. Nevertheless, the society that they live in, and work in, will have a set of standards that the individual will be expected to follow. In the end, each individual’s choice will show if they are or are not upholding the ethical standards of their profession. Regardless of others, Human Service Leaders have a moral obligation (a duty) to uphold the Ethical Standards for the Human Service professional.

Pierre Kletz defines morals as, “What lies beyond that is a logic of procedures as opposed to a submission to duties: the idea is not to do what morality dictates without thinking of the consequences of one's actions for oneself; rather, through morality, one may find the "best" action (not in ethical but in qualitative terms) to achieve one's goal” (p.12). As an ethical leader, it is important to reflect on ourselves, because we need to know what we are doing, and why we are doing it. This awareness helps an individual to be emotionally stable and to serve as an example to their employee’s. On the flip side, leader’s have the ability to hinder their employees. When a leader fails to recognize that their actions impact more than themselves, then they fail not only the organization that they work for but the community as well.

Any organization and community will benefit from ethical reasoning and leadership, because it is not a selfish act. According to Carolyn Wiley (2000), “Five key professional ethics codes in HRM are analyzed according to six obligations. The resulting characterizations revealed that these codes advocate five principles related to: integrity, legality, proficiency, loyalty, and confidentiality” (pg.1). The ethical standards for human service professionals are an important set of standards that guide human service professionals in their ethical decisions, but they don’t cover all conflicts that might arise.

For example, Statement 1 from the Ethical Standards for Human Service Professionals maintains that “Human Service professionals negotiate with clients the purpose, goals, and nature of the helping relationship…” and statement 2 goes on to say “Human Service Professionals respect the integrity and welfare of the client at all times. Each client is treated with respect, acceptance, and dignity” (p.2).  So, how should the Human Service Professional deal with the power that they have over their client? What if they find pleasure in ‘Exaltation of power’ as explained by Longlin.

Longlin reasoned that  “the masses may continue to support political leaders even if they act foolishly and against their interest, because along with those in power they share with the illusion of being protected against anxiety.” Some of the clients that come for help might be court ordered to attend, so would the Human Service Professional hold this power over the clients head or will they search for creative solutions, to encourage the client to develop their thinking and to help them change. Longlin described power as an “end to itself because of the prevalence of narcissistic and destructive parts of the self.” He believed that this abuse of power could be found in ‘political institutions’ and ‘public and private social institutions.’ The question that each individual needs to ask is – How will I use the power of authority that is given to me? How will I lead?

Robert Nash insists that all individuals that work with people need to be able to advocate. There are four attributes that he feels are essential to do this, and the first one is Humility “which means that we work hard to attribute the best motive to others, whenever they take the risk to express their thoughts in public (even, especially, when they honestly acknowledge their ignorance, based on stereotypes).” The second attribute is Faith, and he defines it as “trusting that what we hear from another is worthwhile in some way, if only, and especially, to the social justice speaker” he implores individuals to go further by having “confidence that what others have to offer about their understanding of social justice, no matter how different from ours, might even be valuable to us in some way.” The next characteristic is Self-denial “the inclination to acknowledge that we are willing, and able, to search for the truth in what we oppose, and the error in what we espouse, at least initially. It means avoiding the opposites of self-denial: arrogance, unwavering certainty, and self-righteousness.” Finally, the last attribute that Nash feels is needed is Charity. Charity is “looking for the good in others… This, of course, does not mean ignoring, or excusing, errors in judgment, faulty reasoning, or one-sided zealotry”. According to Nash, there are many conflicts that can be avoided if people “learn how to talk with one another about the hottest of hot topics” (2010). This information follows along with several of the Ethical Standards for Human Service Professionals that deals with accepting clients, knowing ourselves, and cultural differences.

            Professional objectivity is important, because it helps to play a responsible role in the world. The concept of objectivity shows that there is the potential for individuals to demonstrate that there is no distinction to be drawn between duties to others. Transformational leadership encourages empowerment; and that, it is possible to make ethically sound decisions that will benefit not only the individual, but also those around the individual. In this case, sound decisions will benefit the client, the organization, and in the end the community.

Reference

Council for Standards in Human Service Education adopted 1996. Ethical Standards for Human Service Professionals. Retrieved September 4, 2012, from http://www.nationalhumanservices.org/ethical-standards-for-hs-professionals .

Lewin, C., & Colley, H. (2011). Professional capacity for 14-19 career guidance in England: some baseline data. British Journal Of Guidance & Counselling, 39(1), 1-24. doi:10.1080/03069885.2010.531381

Longhin, L. (2011). Thirteen: Psychoanalysis and social and political conflicts. Contemporary Psychoanalytic Studies, 13307-329.

Manning, Susan. (2003). Ethical Leadership in Human Services: A Multi-Dimensional Approach. Pearson, Allyn and Beacon, New York.

Nash, R. J. (2010). “What is the best way to be a social justice advocate?”: Communication strategies for effective social justice advocacy. About Campus, 15(2), 11-19. doi:10.1002/abc.20017

Van Hooft, S. (2011). Caring, objectivity and justice: An integrative view. Nursing Ethics, 18(2), 149-60. doi: 10.1177/0969733010388927

Social Responsibility

 

According to Manning (1998) in Ethical Leadership in Human Services, it discusses the ethical obligation that Human Service leaders have in “increasing the social goods;” thereby, they are strengthening individuals, families, organizations, and communities (p.1-2). The role of the Human Service Leader is to advance “Action and reform” in order to improve the social sector of society .This is contradictory to the roles of the United States Government and most organizations which promote “Conformity and compliance.” These unrelated roles can blur the boundaries between helping and harming members of society (p.5). 

The Human Service Leader is responsible to the community and society. The Ethical Standards for the Human Service professional lists eleven statements that describe their role (Statements 10-21 found in the appendix of our textbook). For a long time, the economic sector has focused on goods and profits. However, the business market has changed its course of action to promote Corporate Social Responsibility (CSR). Responsible consumers and stakeholder marketing: building a virtuous circle of social responsibility is an article that describes the changes within business to include the CSR. According to Spitzer (2010), “Socially responsible organizations that make the investment in creating a healthy work environment have a much better chance for 'survival when business conditions are tough, simply because the culture is healthier and therefore better able to adapt to challenges; and these organizations are also more apt to thrive when times are good”(p.5).

I liked the point made in the reading where it stated that “The ethical starting point is the leader,” because if we, as leaders, have our own ethical morals and values than our actions/behaviors will speak to our standards (Manning, 2003, p.16). Ethical guidelines need to be determined in advanced, and this takes knowledge of our self and meditation into the matter.

References

Council for Standards in Human Service Education adopted 1996. Ethical Standards for Human Service Professionals. Retrieved September 4, 2012, from http://www.nationalhumanservices.org/ethical-standards-for-hs-professionals.

Manning, Susan. (2003). Ethical Leadership in Human Services: A Multi-Dimensional Approach. Pearson, Allyn and Beacon, New York.

Spitzer, R. (2010). Is Social Responsibility Good?. Journal For Quality & Participation, 33(3), 13-17.

Moral Obligations

 

According to Carolyn Wiley (2000), “Five key professional ethics codes in HRM are analyzed according to six obligations. The resulting characterizations revealed that these codes advocate five principles related to integrity, legality, proficiency, loyalty, and confidentiality” (pg.1). The ethical standards for human service professionals are a set of standards to guide human service professionals in their ethical decisions. These guidelines are necessary, because they help to guide individuals in making a choice that will be effective and productive; rather than, making a decision that will be ineffective and counterproductive.

The individual’s morals will play a role in determining what actions/behaviors are right or wrong. Nevertheless, the society that they live in, and work in, will have a set of standards that the individual will be expected to follow. In the end, each individual’s choice will show if they are or are not upholding the ethical standards of their profession. Human Service Leaders have a  moral obligation (a duty) to uphold the Ethical Standards for the Human Service professional.

Pierre Kletz defines morals as, “What lies beyond that is a logic of procedures as opposed to a submission to duties: the idea is not to do what morality dictates without thinking of the consequences of one's actions for oneself; rather, through morality, one may find the "best" action (not in ethical but in qualitative terms) to achieve one's goal” (p.12). I feel that it is important for each one of us to know what we are doing, and why we are doing it, because if we don’t then there is a chance that under stress and/or pressure we might not do what is ethically sound.

References

Kletz ,Pierre. (2009) Research in social responsibility: a challenge for management education. falseManagement Decision47. 10 (2009): 1582-1594.

Wiley, Carolyn. (2000). Ethical standards for human resource management professionals: A comparative analysis of five major codes: JBE. Journal of Business Ethics 25.2 false(May 2000): 93-114.

Issues of Discrimination and Harassment

 

There are many issues of discrimination and harassment in the work place. A person can be discriminated or harassed because of their race, religion, ethnicity, economic status, gender, age, sexual orientation, or physical ability. Most organizations have policies on employee’s refraining from any sort of discrimination and harassment. The NASW code of ethics states, “Social workers should not practice, condone, facilitate, or collaborate with any form of discrimination on the basis of race, ethnicity, national origin, color sex sexual orientation, age, marital status, political belief, religion, or mental or physical disability” (Manning, 2003, p.295-6). Statement 17 of the Ethical Standards for Human Service Professionals is very similar to the NASW code of ethics.

Discrimination and harassment still exist in the workplace. According to Conrad (2012) the findings indicated that, “ 1) women who worked in medical units with a larger percentage of men reported more gender harassment; 2) women who had a male supervisor reported less organizational support; and 3) women who worked in an organization with a male head reported more gender discrimination. ”However, the report goes on to explain that “gender composition was unrelated to any of the outcome measures” for men (p. 1661). Men were not experiencing harassment or discrimination according to this study.

            I feel that it is important for the leaders to promote a work environment that is free from discrimination and harassment. They can do this by setting an example of what behavior is appropriate, and they can provide training and assistance to stop (put an end to) behaviors that are inappropriate.

References

Council for Standards in Human Service Education adopted 1996. Ethical Standards for Human Service Professionals. Retrieved September 4, 2012, from http://www.nationalhumanservices.org/ethical-standards-for-hs-professionals.

Manning, Susan. (2003). Ethical Leadership in Human Services: A Multi-Dimensional Approach. Pearson, Allyn and Beacon, New York.

Employee Rights

 

         Online social networking, like Facebook and twitter, are being used by more and more companies as a business tool. In time, companies will have to adopt policies regarding the use of the social media sites during work hours. Many people enjoy using social media sites, and more people are getting acquainted with the sites, so that the sites are “ingrained” into their lives.

          According to Robert Sprague in Invasion of the Social Networks: Blurring the Line Between Personal Life and the Employment Relationship, “When objectionable, particularly potentially harassing, content is posted online, prompt, remedial action by the employer is imperative to reduce, if not eliminate, potential liability” (p.34). Employer’s actions when enforcing the companies’ policies needs to be consistent when dealing with employees. If an employer, or manager, does not consistently enforce the policies, then it can open the organization up for an illegal discrimination lawsuit.

          I think I was raised with different work ethics than some of the younger generation; for example, I believe when you are at work you should be working. With that being said, I know that some companies allow social media sites to be checked/used during work hours if the work is getting done. In order to prevent legal issues from arising, it would be best to have one policy not multiple policies.

          Susan Manning explains that “working conditions, roles, and responsibilities bring forward ethical issues in businesses,” and she is right (p.40). Our ethical guidelines cannot address every issue that comes up, but they are not meant to address every issue. It is our responsibility to understand the big issues, and what is the best course of action to take. I think that it is a good idea to pay attention to the way that we handle the smaller issues, because it will give us some insight into how we will handle the bigger issues. 

References

Manning, Susan. (2003). Ethical Leadership in Human Services: A Multi-Dimensional Approach. Pearson, Allyn and Beacon, New York.

Sprague, R. (2011). Invasion of the Social Networks: Blurring the Line Between Personal Life and the Employment Relationship. University Of Louisville Law Review, 50(1), 1-34.

Moral Judgment

 

Susan Manning explains that “the level of moral judgment of a leader reflects one’s ability to identify with the experience, feelings, opinions, values, and meanings of those involved in an ethical dilemma…” and an individual’s moral judgment takes time to develop (p.104). Their judgment is also influenced by the environment in which they were raised. If an individual learns to use their moral judgment, then in time their moral judgment will transform into ethical “reasoning” (Manning, p.106).

As an ethical leader, it is important to reflect on ourselves. We need to know what we are doing, and why we are doing it. This awareness will help us to continue to grow and change, because without the awareness we will be stagnate. The article Ethical Leader Behavior and Big Five Factors of Personality found that “conscientiousness, agreeableness and emotional stability in ethical leadership is highly relevant” (p.15). In order to be emotionally stable, individuals need to know about themselves. That insight is a reflection into the individual.

A leader has the ability to help or hinder its employees, but an ethical leader has the ability to empower its employees. The company and the community benefit from ethical reasoning and leadership, because it is not a selfish act.

References

Kalshoven, K., Den Hartog, D, De Hoogh, A. Ethical Leader Behavior and Big Five Factors of Personality.  Journal of Business Ethics 100. 2 (May 2011): 349-366.

Manning, Susan. (2003). Ethical Leadership in Human Services: A Multi-Dimensional Approach. Pearson, Allyn and Beacon, New York.

Ambiguity of Ethics

 Ambiguity of Ethics

 “. . . what is tragedy, but the conflict between inspiration and truth?” (George Santayana, in Henfrey 1968, 219).

Susan Manning addresses the difficulty that individuals have understanding and resolving dilemmas that involve ethics when she points out that, “Resolving dilemmas requires an ability to apply a reasoning process to situations that involve human beings in multidimensional roles, requirements, and experiences” (p.137). Situations that will arise in the Human Service field will not be black and white with a right and wrong choice. The situations will vary from time to time as well as the internal dilemmas.  David Carr explains the struggles as an “ongoing and interminable struggle for some measure of honesty and integrity in the face of a human nature that cannot but continue to be, in certain fundamental respects, Platonically divided and imperfect” (p.124).

Statement 27, in the Human Service Professional’s Responsibility to the Profession directs us to “seek appropriate consultation and supervision to assist in decision-making when there are legal, ethical or other dilemmas” (p.4). If we are doubtful or uncertain about a certain course of action, then it is our responsibility to seek clarification or interpretation.

In order for any one of us to identify our moral judgment, we must be able to identify there is a need for us to understand our roles in the ethical dilemma. By understanding our role and thoughts it shows us where our ethical responsibility lies. From this point, we have the ability to expand out ethical understanding. Manning believes this is “the first step in moral citizenship” (p. 138).

References

Carr, D. (2010). Moral Madness. Philosophical Investigations, 33(2), 103-125. doi:10.1111/j.1467-9205.2010.01410.x

Council for Standards in Human Service Education adopted 1996. Ethical Standards for Human Service Professionals. Retrieved September 4, 2012, from http://www.nationalhumanservices.org/ethical-standards-for-hs-professionals.

Manning, Susan. (2003). Ethical Leadership in Human Services: A Multi-Dimensional Approach. Pearson, Allyn and Beacon, New York.

Privacy

 

There are laws written to protect people’s privacy, but the law has not kept up with the technological advances and technology is continuing to progress and change. Organizations need to stay on top of the changes with technologies, so that they can protect the privacy of their employees and clients. Demitrius Klitou provides insight on the latest Privacy-Invading Technologies in his article; for example, he discusses full body scanning devices that show images of peoples bodies under clothes; an audio device that activates and will record any sound in a large area (i.e. public space, mall, etc.); and chips that can go into a person to locate them (similar to chips used in dogs, only it’s for human tracking) (2011, pgs.299-302). What are organizations going to do with these latest devices? How long will it be before employers are taping everything that goes on within the organization?

I don’t feel organizations have a handle on technology, and people are not fully aware of the dangers of technology. For example, the tracking device is currently being used in conjunction with medical devices. However, when an individual opts to have a medical device they are giving up their fourth amendment rights (and the device can be used to track them if the government feels there is sufficient evidence to do so). 

Statement 3 of the Ethical Standards for Human Service Professionals states, “Human Service Professionals protect the client’s right to privacy…” but how will they protect themselves or their clients from the internet (2012, p.2)?  From Social Media Sites? Google has come up with a program that will provide a 360 degree view of a street address. Lauren Rakower feels that, “Google Street View technology presents particularly complicated questions, for it not only implicates the privacy rights and protections afforded domestically, but triggers the attention of the entire international community” (p.320). An individual was caught going into an adult video store, and his image was used without his consent, but the laws are not up-to-date, and he had no recourse. Do we have the right to use technology to check-up on our clients? For me, this issue raises the question- where will I draw the line between public and private information?

References

Council for Standards in Human Service Education adopted 1996. Ethical Standards for Human Service Professionals. Retrieved September 4, 2012, from http://www.nationalhumanservices.org/ethical-standards-for-hs-professionals.

Klitou, D. (2011). Privacy By Design And Privacy-Invading Technologies: Safeguarding Privacy, Liberty And Security In The 21st Century.

Rakower, L. H. (2011). Blurred Line: Zooming In On Google Street View And The Global Right To Privacy. Brooklyn Journal Of International Law, 37(1), Council for Standards in Human Service Education adopted 1996.

Collateral Damage

 

When an individual makes a decision to do something, whether positive or negative, the effects will impact more than just the individual. This is called Collateral Damage. It is the damage that is done to other people or things. The military frequently uses this term when referring to the destruction of civilian property and non-combatant casualties, during war. A Human Service Leader’s decisions have the ability to impact the lives of their employees and their clients, and the effect can be either positive or negative.  

The articles that I found discuss the impact and problems when a leader makes an unethical decision. The article Collateral Damage points out that, “A young scientist’s reputation is tethered to the successes and failures of his or her adviser, and when that adviser is accused of misconduct, trainees can also be viewed with suspicion” (2010, p. 1). In fact, Elizabeth Wallace explains the turmoil she faced this way, “I was informed initially by the institute executive that my analyst was under “professional review,” that I would not receive credit for my analysis during that time, and that for reasons of confidentiality and legal pressures I could speak to no one about my knowledge of the investigation” (2010, p.249). The incident happened in 2001; however, Elizabeth Wallace explains that her viewpoint of the situation has changed. I feel she did a good job explaining her initial feelings to defend her boss, and the internal conflict that she had to work through to improve her ethical decisions.      

I know that we live in a society where people run around, like chickens with their heads cut off, because time is money. But, it might be best to pause and think about the decisions that are being made; in fact, it might be good to ask- What are the long term consequences? Is there collateral damage?

References

Collateral damage. (2010). Nature, 466(7310), 1023. doi:10.1038/4661023a

Whistleblowing

             According to Brita Bjorkelo, “high extraversion and dominance and low agreeableness” play a role in whistleblowing (2010, p.1). The five-factor model of personality provides insight into an individual’s characteristics, and those characteristics will determine or influence the way an individual will act in social interactions. The results of their study show that personality matters, and that some personality types will become whistleblowers if their complaint is not corrected.

The problems that led up to the current housing crisis have brought into question the whistleblower laws, because the government feels that people might need an incentive to tell. Jenny Lee reports:

In an effort to help discourage such abuse, the Dodd-Frank Act includes a new whistleblower protection provision and also amends preexisting provisions to provide significant monetary incentives to potential whistleblowers.'" The new whistleblower provision drastically expands preexisting whistleblower legislation, primarily by expanding the scope of persons prohibited from taking retaliatory action and the scope of persons protected from retaliatory action (2011, p.305).

 

            As a Human Service Leader, I would be responsible to “establish and maintain employment services that are conducive to high quality client services” (Ethical Standards, 1996). I think that the way the problem/concern is approached with the company will impact if any changes will be made; however, if the issue will cause a financial burden to the company it might not be addressed. If the situation would result in someone getting hurt, then I know that I would be going through the proper channels, with documentation, and report the problem if it was not corrected.

References

Bjørkelo, B., Einarsen, S., & Matthiesen, S. (2010). Predicting proactive behaviour at work: Exploring the role of personality as an antecedent of whistleblowing behaviour. Journal Of Occupational & Organizational Psychology, 83(2), 371-394. doi:10.1348/096317910X486385

Council for Standards in Human Service Education adopted 1996. Ethical Standards for Human Service Professionals. Retrieved September 4, 2012, from http://www.nationalhumanservices.org/ethical-standards-for-hs-professionals.

Lee, J. (2011). Corporate Corruption & the New Gold Mine. Brooklyn Law Review, 77(1), 303-339

Paternalistic Deception

            Paternalistic Deception is when an individual takes on a paternal role, and then they act in a way that they believe will benefit an individual. The problem is that they often deceive the other individual. According to Janet Austin “Dishonesty is a key element of many of the serious offence provisions under the Corporations Act 2001 and many of the economic crime provisions of the various state Crimes Acts and Codes. If a client is charged with such an offence the obvious question which arises is whether the client has in fact been dishonest.” The author goes onto explain that it is difficult to advise a client, because “current tests of dishonesty tend to reflect standards of ethics and morality generally accepted by the community which may not accord with the client’s or even the lawyer’s personal standards” (2012, p.1). Even the Judicial Courts have a set of guidelines (laws) that they base their answers on. The article Likelihood of Confusion: Subjective Guilt, Objective Deception discusses the moral and legal implications of deception by looking at the “evidence of fraudulent intent;” therefore, the ‘courts’ opinions’ against or for an individual will be based on the intent to deceive and the consequences to the action (2010, p. 4). Deceiving an individual of the right to make a choice often has a negative effect on both parties, and should be avoided.

Paternalistic Deception appears, to me, to be a way for the leader or helper to cope with the event; rather than, a way for the individual that is being deceived to cope. It would be healthier to be honest, and deal with the uncomfortable truth. That way the individual can be offered effective coping skills. Leaders and helpers don’t want to be crutches for their employees or clients. They want to be mentors.

References

AUSTIN, J. (2010). When Does Sharp Business Practice Cross The Line To Become Dishonest Conduct?. University Of Queensland Law Journal, 29(2), 263-278.

Cole, N. (2010). Likelihood of Confusion: Subjective Guilt, Objective Deception. Journal Of Contemporary Legal Issues, 19(1), 308-314.

Conflict Resolution

Managing conflicts, in organizations, is important, because conflicts can have an impact on the job performance. According to Felice Williams, “This more contemporary definition of conflict focused on three key characteristics: interaction, interdependence, and incompatible goals. These three characteristics are key to interpersonal conflict; they underscore the essence of conflict dynamics since they are considered to be an integral source of conflict (2010, p. 150). Williams identifies that there are behaviors that are related to “conflict and associated with differences in performance” and that further studies are required to identify these behaviors (p.158).

A conflict that is often seen in the work place is the work-family conflict (WFC).

According to Azize Ergeneli the  “WFC occurs when an individual has to perform multiple roles such as worker, spouse and, in many cases, parent, because each of these roles requires time, energy and commitment. In turn, the total demands of these roles result in two types of strain: overload and interference” (2010, p.680). An individual might become overwhelmed when they are required to perform multiple demands at work and at home. These demands outside of work can impact the performance at work. An example given in the article is that “Working women do not only have duties related to their work, like most men, but also have many family responsibilities that overload them” (2010, p. 692). If a Leader has an employee that is a hard worker, but they are struggling it might be wise for them to speak to the individual about the problems – with a view to making adjustments that will increase or improve work performance (i.e. by providing facilities; such as day care centers, flextime and job sharing if possible).

References

Ergeneli, A., Ilsev, A., & Karapınar, P. (2010). Work-family Conflict and Job Satisfaction Relationship: The Roles of Gender and Interpretive Habits Gender, Work And Organization Work-Family Conflict And Job Satisfaction. Gender, Work & Organization, 17(6), 679-695. doi:10.1111/j.1468-0432.2009.00487.x

Williams, F. (2011). Interpersonal Conflict: The Importance of Clarifying Manifest Conflict Behavior. International Journal Of Business, Humanities & Technology, 1(3), 148-160.

Moral Vision

Moral Vision

It is important for Leaders to continually look forward and grow. There is no reason that Leaders have to reinvent the wheel, because there are a number of publications out there that can help them expand on their knowledge, and help them make plans for their company to grow. According to Michael Marieti, the Organization for Economic Cooperation and Development is global think tank that seeks to create "Better Policies for Better Lives." It does this by issuing “hundreds of leading-edge reports every year, both generalized and specialized…The focus is always on "what works," based on the experience of these countries, as well as sophisticated and futures-oriented policy research” (2012, p. 190-1). Moral Vision provides individuals with the tools necessary to overcome or endure the trials/problems that the individual is facing.

I believe that it is important for Human Service leaders to take care of themselves, because the work that they do can be both mentally and physically draining (it can be compared to the work done by Social Workers). Dr. Sarah Wendt explains that “Working as a social worker or teacher can be challenging. These social care professionals can be regularly exposed to conflict, poverty, trauma and tragedy as part of their work responsibilities.” A lack of goals, ambition, and drive can cause an individual to become complacent. Dr. Wendt goes on to explain that “Social workers and teachers often have poorer psychological and physical health, as well as lower job satisfaction levels, than professionals working in many other occupations,” so it is important for people in these types of fields to take care of themselves (p. 317).

Human Service Leaders need to pay attention to their moral vision, because if they don’t there values of what they will and won’t do might be blurred. A deep self-awareness enables professionals to balance their personal and professional lives. In doing so, they will be able to maintain a balance between their personal life and professional life.

References

Marieti, M. (2012). OECD's Vision for Better Societies: An Update for 2012. World Future Review, 4(2), 190-195.

Wendt, S., Tuckey, M. R., & Prosser, B. (2011). Thriving, not just surviving, in emotionally demanding fields of practice. Health & Social Care In The Community, 19(3), 317-325. doi:10.1111/j.1365