Overview
Part1- As a human service manager, you will deal with problem people. Your text discusses possible types of problem people, including those listed below:
- The Passed-Over Employee;
- The Technophobe;
- The Mismatched Employee;
- The Work Laggard;
- The Poorly Trained Employee.
Choose 4 types of problem people from the list above. In 4-paragraphs, answer the questions below and provide specific examples for each of the 4 types you chose:
- How have you observed these people in the workplace or a professional setting?
- How did the manager (or you) deal with these people in the problem situation?
- Is there 1 type of problem person that you would find most difficult to deal with? Explain.
Part 2-A human service manager/supervisor has many roles they are responsible for when performing their job. Your text discusses the following roles a service manager/supervisor may perform, including:
- Coach/Counselor,
- Judge,
- Explorer,
- Competitor,
- Treasure Hunter,
- Public Relations Ambassador, and
- Advocate.
After reading the description of each of the roles in your text, choose 4 of them to discuss. In 4-paragraphs answer:
- How does each role fit with your personality?
- Which of these would be the most difficult for you to perform? Why?
Part 3- In 4-paragraphs discuss the following:- If you have been successfully motivated by a supervisor, what do you think he or she did to find success? If you haven't been motivated successfully, what could a supervisor have done differently?
- How would you handle a resistant staff member who did not want to take on an assignment?
- Normally, your agency encourages a highly participative style in which staff come together to make decisions affecting the agency. Typically, staff participate in committees or let their views be known in staff meetings. Now the organization is faced with a crisis that it has never experienced before---a 25% reduction in funding and the likelihood that 20% of the staff must be laid off. Should the staff be involved in determining the criteria for who stays and who goes? What actions, if any, could staff take to soften the layoffs?