Interagency Collaboration and Training †Free Samples to Students

Question: Discuss about the Interagency Collaboration and Training. Answer: Introduction: Decision making is the cognitive process of deciding from the series of an alternative. Before making a decision, I will consider whether to use a rational approach or bounded approach. The approach I will use will depend on the importance of the decision to the company, the amount of information available, the amount of time available for the decision to be made and also the person with the final authority to be made (Hughes and wearing, 2016). Before making this decision, I will consider whether it will affect the clients or the workers. When the decision is to affect the workers, I will involve they in the decision-making process by giving them a questioner to fill so that I can determine what they like. Clients can be involved in the decision-making process by involving them in low-level participation in consultative forums as well as maximum participation like making them key shareholders so that they can be associated with the management of the firm. Before I make the decision to my organization, I will consider some factors which may lead to its delay. The factors that I will consider are: whether the management information process is effective, the opinions from the clients and the workers and what technology to be used. The decision should also advocate for the safety of the children and on the working and buying environment. Before I make a decision, I will also risk involved in the decision. Some of the elements I will consider are the degree of control people believe they have, how the people are familiar with the risk, how the risk ill affect decision negatively and weather the risks perceived consequences are shared (Aven, 2015). The risk will not stop me from making a decision, but I will first consider the outcome. The risk when not handled well, it may result in a false positive error or a false negative error. The false positive error will make my company spend a lot of money while false negative error will lead to my company deteriorating due to underestimation (McDonald, et al., 2011). A negative risk is so risky for my organization because it will lead to malpractice suits by the social workers, the media will report negatively about our firm, and this will affect our clients leading to low clients turn over (Haimes, 2015). Personally, have made some good and bad decision. For example, employees were being given one day off from work. When I joined the organization, I changed the policy by canceling the day of and all the employees were to attend work all day (Xiao, et al., 2013). To me, I thought that the amount of work turnover would increase due to more hours by the social workers. The employee of the company did not take the policy slightly, they were opposing, and they went on strike leading to damage of properties and shutting down the business for three months (Kadushin Harkness, 2014). A good decision that had brought to the company is the policy of employee appraisal. The employee worked harder to reach the target set and to earn a bonus. This made the productivity of the company to increase (Kaslow, 2014). The relationship between the supervisor and the supervisee is the foundation of work which will occur in supervision (Derry, et al, 2014). It is vital for the supervisor and the supervisee to create a good working condition for the work to flow. A good working relation between the two leads to high productivity and constructive feedback about the employee, in a nonjudgmental and supportive environment, boosts workers morale. Essential elements of the supervisee-supervisor relation include; encouraging self-disclosure, examining diversity issue, identifying transference and countering those transfer, encouraging self-disclosure, trust, and establishing appropriate boundaries (Morrison, 2007). An effective supervisor is one who: Treats the employee with respect, is honest, open and says what he knows and the one he does not know. Works at developing collaboration and trust rather than mistrust Is good in communication skills, listen to the complaints of the supervisees and involve them in decision making. Has a limit and understands the purpose of supervisor relationship Be willing to consult when there is unfamiliar topic Is available all time when the work is in progress. In the circumstance that an organization starts working with other organization, the workers will get stress when there is new technology to learn and when the work output increases. The management will be stressed when there is new technology to be bought, and the client will be stressed when there is a new format to follow for the goods to be delivered or when the number of clients has increased leading to delay in services. For the organization to communicate effectively to its workers about the changes, specific area in communication like managing conflict, working in teams, using technology to communicate and writing skill should be fine-tuned. In the office, conflict can be solved in several ways, and this includes Negotiation, Mediation, Arbitration, and Reconciliation (Fisher, 2016). The three sources of emotion that can lead to conflict are the mezzo, macro, and micro. In the organization I worked, the workers were bitter about the one day off policy I canceled. They ganged up and conducted unarrest. This type of emotion is a group emotional response hence its a macro source. This type of emotion can be managed by the firms if the workers are allowed to form a trade union and they have a representative to channel their grievances. The workers should also respond to this type of dissatisfaction by channeling complains to the administration rather than engaging in unrests (Afzalur, 2002). Conflict is when the parties do not agree on the same point. In my organization, there has been a conflict between the purchasing department and the finance department on which unit to use the new building and new machines (Fisher, 2016). The purchasing department claims that they are many and their office is congested while the finance department claims that their operations are so technical that they need new machines to work on. The conflict has led to the two departments not in good terms resulting to slow process of a cheque to the supply chain department, and the goods brought to the finance department also delay. The conflict between two departments affects the company and the company have tried to use the conflict solving process with a promise to make the condition equal to the two departments. Conflict is so expensive for a company and may cause them a lot of money (Fisher, 2016). With the growth in technology, it is essential for every firm to use technology to attract and to serve my customer. Ethically, it is easy to identify roles and to put them in place while doing this online is hard. My company uses social sites like Facebook, Twitter, Instagram and WhatsApp to update the clients about the products and when there is offer. Employees are restricted from using social media while at the job because it wastes a lot of time and there are CCTV to check on the same, and when found, huge penalties are levied. When at home, social workers are updated on job and products through WhatsApp group. This keep workers alert and a peaceful co-existence is created. The company also experiences some challenges in using social Medias since not all employees are on WhatsApp group and other time it is hard for the employee to stay without using their phones. Working in groups is an important thing for organizations. Through group dynamic, I learn that each group experience different stages of development. There is no surety that a group will graduate to the next stage and the time taken by a group in one stage varies (Ciarrochi and Mayer, 2013). It is important for organization for its members to be in groups since knowledge, vision, skills, interest, aim as well as needs are of benefit to the group. The clients also benefit from group work since combine effort of the workers leads to high production (Goleman, et al, 2013). Reference Afzalur Rahim, M. (2002). Toward a theory of managing organizational conflict. International journal of conflict management, 13(3), 206-235. Anderson, D. R., Sweeney, D. J., Williams, T. A., Camm, J. D., Cochran, J. J. (2015). An introduction to management science: quantitative approaches to decision making. Cengage learning. Aven, T. (2015). Risk analysis. John Wiley Sons. Ciarrochi, J., Mayer, J. D. (2013). Applying emotional intelligence: A practitioner's guide. Psychology Press. Derry, S. J., Schunn, C. D., Gernsbacher, M. A. (Eds.). (2014). Interdisciplinary collaboration: An emerging cognitive science. Psychology Press. Fisher, R. J. (2016). Generic principles for resolving intergroup conflict. In Ronald J. Fisher: A North American Pioneer in Interactive Conflict Resolution (pp. 87-104). Springer International Publishing. Goleman, D., Boyatzis, R., McKee, A. (2013). Primal leadership: Unleashing the power of emotional intelligence. Harvard Business Press. Haimes, Y. Y. (2015). Risk modeling, assessment, and management. John Wiley Sons. Hughes, M., Wearing, M. (2016). Organisations and management in social work: everyday action for change. Sage. Kadushin, A., Harkness, D. (2014). Supervision in social work. Columbia University Press. Kaslow, F. (2014). Supervision and training: Models, dilemmas, and challenges. Routledge. McDonald, M., Rosier, K. (2011). Interagency Collaboration: Does collaboration benefit children and Families? Exploring the evidence. Morrison, T. (2007). Emotional intelligence, emotion and social work: Context, characteristics, complications and contribution. British Journal of Social Work, 37(2), 245-263. Xiao, Y., Parker, S. H., Manser, T. (2013). Teamwork and collaboration. Reviews of human factors and ergonomics, 8(1), 55-102.