Qualities and Habits of Functional Human Services Teams

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Qualities and Habits of Functional Human Services Teams

Category: Rhetorical Essay

Subcategory: Human Services

Level: Academic

Pages: 2

Words: 550

Qualities and Habits of Functional Human Services Teams
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Date:
Human service is broadly defined as the act of meeting human needs in society through various measures that focus on prevention as well as remediation of problems. This department deals with the improvement of delivery systems by addressing various measures that improve the addressing system (Noe, 2013). In the selection of a committee to say a community or an organization, several approaches can be made to arrive at the desired selection and qualifications set for the members. For this case, we will consider a case of a committee that is to be selected to act within a local community action group and how their selection should be matched (Nolan, 2011). The qualities and the habits of functional human service teams such as a committee will be looked at in this case (Rosen, 2014).
One needs to establish community support skill standards. These are the competencies that are used by many workers in a social set up that aids in service providence and analysis of the society issues (Pfeiffer, 2012). For a committee tasked with researching a new electronic system that tracks detailed data on clients’ references of services, application process is the best process (Nolan, 2011). The committee, in this case, should be a well learned and well-placed people in the technology world. An electronic system involving clients’ data preferences tends to be a sensitive part of an organization especially in the recent evolvement in technology (Rosen, 2014). Therefore, the committee should involve professionals who can safeguard information through firewalls and prevent it from getting in wrong hands. This must be done by an application to analyse the capabilities of each of the individuals (Noe, 2013).
The criteria to be used in selecting committee members should be purely experience and achievements. As the committee will be dealing with a sensitive part of a company’s information source, they need to ensure they get a trustworthy and an experienced person (Pfeiffer, 2012). The diversity of organizational positions is also required in the selection or appointment of the committee members (Nolan, 2011). The diversity or scope of the duties and responsibilities of each of the committee members must be stated so as to know the extent to which the members of the committee are required to perform (Noe, 2013). The diversity of the committee members is of great importance as it will ensure there are innovativeness and sprouting of new ideas among the community. The scope to which each and every member of the committee will provide is an important part of the success of the committee (Rosen, 2014).
The selection criteria of the committee are based on many factors that include the experience of the members, performance and the diversity of the members. Experience is an important feature as the success of the committee mainly relies on this factor (Pfeiffer, 2012). The performance of the committee member needs to be above average to ensure that they do not let the research down (Nolan, 2011). In setting the overall goals, the responsibility will be that of the chairman of the residing committee guided by the whole committee members. The general ideas of a committee need to be a unanimously agreed procedure so as to ensure unison in operations (Pfeiffer, 2012).
In conclusion, a committee should be formed according to the experience of the members to avoid bias in hand picking appointments. The committee should make decisions in unison with the help of the chairman of the committee who presides over all its plans and actions. These strategies will ensure that there is smooth running of its projects and decision making is enhanced.
References
Nolan, T., & Johnson, K. (2011). The Essential Handbook for Human Service Leaders. Indianapolis, IN: Dog Ear Publishing. ISBN-13: 9781457501388
Rosen, N., & Rosen, N. (2014). Teamwork and the Bottom Line: Groups Make a Difference. Hoboken: Taylor and Francis.
Pfeiffer, J. W. (2012). The 2012 annual: Developing human resources. San Diego, Calif: University Associates.
Noe, R. A. (2013). Human resource management: Gaining a competitive advantage. New York: McGraw-Hill/Irwin.