Discussion 1: Professional Identity Statement
In Week 2, you wrote an initial draft of your professional identity statement as a leader in the human services profession. In Week 5, you considered how you would revise your draft based on what you had learned about human services roles at that point. Now, for this Discussion, you make final revisions to your professional identity statement, this time, focusing on what you have learned since Week 5, integrating strategies for writing concisely, and incorporating feedback from your Instructor and peers.
- Review your Course Announcements for possible information related to this week’s Discussions and Assignment.
- Read the Learning Resource on how to write concisely. Consider how you could apply the strategies discussed in the resource to revise your professional identity statement to be more concise.
- Revise the initial draft of your professional identity statement from Week 2, based on what you have learned about the roles and practice of an advanced human services professional practitioner. This is an opportunity to correct any inaccuracies in your statement and to practice writing concisely. Your final professional identity statement should be no longer than 1 paragraph.
By Day 3
Post your revised advanced human services professional practitioner professional identity statement. In your statement, be sure to address the following:
- Describe the values and beliefs that influence you as an advanced human services professional practitioner concerned with leading change efforts to benefit individuals and communities and create a more just society.
- Explain how you define yourself as a practitioner working in a leadership position.
- Identification of special interests (e.g., specific issues and populations of interest to you, including those that speak to a social justice passion).Discussion 1: Professional Identity Statement
Running head: PROFESSIONAL IDENTITY STATEMENT
PROFESSIONAL IDENTITY STATEMENT 2
Professional Identity Statement
Name: Faiileono Tiumalu
Professor: Dorothy Seabrook
Date: March, 14 2021
Why it is important to develop a professional identity and how to write a professional identity statement.
Some of the reasons behind having a strong professional identity are that one can benefit from the ability to be able to consider the values and how they relate to the organization’s behavior as the expectation from the profession (Webb, 2017). It also enables effective dealing with colleagues and patients. Based on the workplace context, one can communicate with the clients on the values and deal with interpersonal issues. Comment by Dorothy Seabrook: Good job on this intro Ono.
Describe the values and beliefs that influence you as an advanced human services professional practitioner concerned with leading change efforts to benefit individuals and communities and create a more just society.
The values I consider important in the profession include the value of being kind. Kindness is a tool that helps me as a leader to be likable and also influence others. It is the leadership style that I practice and being friendly that most of the employees feel motivated and comfortable at work (Webb, 2017). we also do the very best to uphold the organization’s value by helping the neighboring community by giving back to society. Inculcate the value of responsibility and accountability, which is an essential value and belief. Every individual has a unique role and is expected of him hence creating and achieving a just society. Comment by Dorothy Seabrook: Ono, please be clear about the “we” you are referring to. Comment by Dorothy Seabrook: Good.
Explain how you define yourself as a practitioner working in a leadership position.
As a practitioner in the field, and I hold a leadership position in the organization. I have been leading many departments until when became an assistant manager. Via my leadership skills and style, the organization went far ahead and expanded, and there were fewer conflicts and low employee turnover (Dent, 2017). The best results were being obtained by encouraging creativity and innovations via transformational leadership. The literature on professional identity development shows that new professionals have long-term success when they fee connected to the profession and are competent in their ability to perform their assigned roles and duties (Key 2018). Comment by Dorothy Seabrook: Ono, did Dent do research on your company or he did similar research that supports your viewpoint? It reads like that way.
Describe your special interests (e.g., specific issues and populations of interest to you, including those that speak to a social justice passion).
I have a special interest in the elimination of conflict in the workplace. This can be achieved via talks and agreement, job definition, and also being good at conflict resolution. The population of interest is the employees and the other stakeholders. Comment by Dorothy Seabrook: Ono, are you referring to a human services organization and eliminating conflict? Recommend adding more detail to further describe your special interest.
· Describe the values and beliefs that influence you as an advanced human services professional practitioner concerned with leading change efforts to benefit individuals and communities and create a more just society. Addressed.
· Explain how you define yourself as a practitioner working in a leadership position. Addressed.
· Describe your special interests (e.g., specific issues and populations of interest to you, including those that speak to a social justice passion). Addressed. Add more details.
Dent, M. (2017). undefined. Professional Identity and Social Work, 21-34. https://doi.org/10.4324/9781315306957-2
Key, Narketta Sparkman-, et al. “Human Services Identity Development: Exploration of Student Perceptions.” Journal of Human Services, vol. 38, no. 1, Fall 2018, pp. 21–33. EBSCOhost, search.ebscohost.com/login.aspx?direct=true&db=eue&AN=142858007&site=ehost-live&scope=site
Webb, S. A. (2017). Professional identity as a matter of concern. Professional Identity and Social Work, 226-239. https://doi.org/10.4324/9781315306957-16
Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Human resource management
Date: April, 4 2021
It is a role of a human resource manager to have to look at the problems and the challenges affecting the staff the employees in an organization. The human resource is known to be an active member in attempts to interview the employees, employ them, and also sack them. They are the ones that are involved in their well-being and the welfare of the organization, and the welfare of the individuals. According to the recent research on organizations, there is a higher chance that the employees are suffering from incidences of trauma and addiction hence hurting their work performances. Some are getting g addicted to the drugs that are available in the neighborhood and also being influenced by peers who are already addicts to drugs. Some assignments are stressful and are known to be causing some discomfort and trauma hence a decline in performance and expectation. The human resource manager has to deal with such cases to avoid negatively impacting or having a permanent impact on the employees’ health and injure them in the line of duty.
As human resource manager in a previous company where I was employed, the biggest challenge is faced during the assignments is the employees suffering and being affected by incidences that are traumatic and also drug and addictions. This was because most of the employees were young and fresh from college; hence they were not experienced in life and were not exposed to society. Some of the employees used to come to work when drunk in the morning, which negatively impacted the production and service delivery (“undefined,” 2013). Another problem that we encountered during the time with the organization is that we had an escalated levels of employee turnover. Most of the employees were resigning, and they were being forced to spent time off duty due to going against the organization’s ethics and the organization’s culture. Most of the organizations, including ours, have sets of rules and regulations that must be adhered to and being under substance or drug influence. There is a likelihood that an individual is likely to misbehave and go against the set rules. Another reason that the rate of employee turnover was that the organization attempted to curb the behavior in which it negatively impacted the organization’s name, reputation, and image hence a need to bring the situation under control.
The issue or the challenge also made the levels of conflicts within the organization increase to some folds. It has been proven that interacting with individuals under the influence is complex, and there is a minimal chance that the best results can be obtained. It is also challenging to have the employees sacked or warned especially bearing in mind that the organization incurred some substantial cost to have them trained and retrained for efficiency and effectiveness in work (“Global issues for human Resource Managers,” 2017). This calls for a vivid and deeper consideration to avoid an organization meeting unnecessary costs that might not be recouped. Before the organization came up with a way of curbing the vice and the bad behavior, the organization used to record a higher number of cases of injuries and also fights within the organization. The production level also reduced by about 47% since most of the time was being spent on trying to resolve the conflicts. The number of injury cases was also high, and the organization used to report at least three instances per week, which were significantly elevated. Another impact felt from the challenge is that customers used to shift and move away from the organization and sorted the services from other competitors. There was a significant drop in the customer and client base, and the repercussions were a drop in sales and income. Another crucial challenge that warranted discussion and was discussed by the article is trauma. Some employees in the organization are suffering or have been suffering from traumatic incidences. Trauma is known to be capable of affecting brain functioning and could result in some disorders. This is among the things that as a human resource manager, it a duty and a role he plays in dealing with such cases (“Global issues for human Resource Managers,” 2017). Some of the traumatic incidences that have been reported in the workplace that has been a matter of concern to some human resource managers include the fights in the workplace, witnessing incidences that have caused Injuries to the employees, and also failing to have guidance and counseling sessions. Some employees are known to be troublesome, and it might be a psychological disorder, especially after witnessing their colleagues being involved in undesirable incidences. There are suffering from trauma caused by the incidences that have been happening in the society since an organization always has the stakeholders in the society that surround it.
Empirical studies are essential components in trying the level best to solve these challenges that have been witnessed by the organization, especially the trauma and the addiction. Based on the empirical studies, it is essential to ha eve the employees trained and guided and be counseled when they are in such problems. There is a need to have an interactive session to have the problems shared, and there must also be an office set to look into the issues affecting the employees (Kopeć, 2019). The research has also come up with a conclusion that the human resource manager must be an interactive individual with good communication skills, which will serve as an asset towards resolving the challenges affecting the employees. The incidences of trauma must be dealt with by psychologists and experts, and the addiction must be dealt with by describing rehabilitation and therapeutic sessions. The studies have also come up with the bests mode of getting a solution to the problems by having the employees emulating good role models and also having a session to address the burning issues that might affect the organization negatively.
Global issues for human Resource Managers. (2017). Cases in Human Resource Management, 82-90. https://doi.org/10.4135/9781506332123.n16
Kopeć, J. (2019). Current human resource manager roles. Kwartalnik Ekonomistów i Menedżerów, 51(1), 23-32. https://doi.org/10.5604/01.3001.0013.2338
undefined. (2013). Psychological Trauma and Addiction Treatment, 167-176. https://doi.org/10.4324/9781315808406-14