Leadership From A Systems Perspective

Although there are discrepancies the author has provided an ad hoc generic definition of human services that includes a solid ground for conceptual analysis. “Human services is defined here as social services designed to meet human needs that are required for maintaining or promoting the overall quality of life of the prospective service populations. A social service is a systematically organized communal response, namely human services refers to institutionalized systematic services rather than sporadic help given by family members, friends, or occasional good Samaritans” (pp. 6-7). Defining human services as social services designed to meet human needs also leads to six elements that are common to all human services. These are provider, recipient, environment, organization, need, and method (Zins, 2001, pp. 6-7).

According to the textbook, Introduction to Leadership: Concepts and Practice, there are over 100 definitions of the word “leadership”, and all of them are unique in their own way (Northouse, 2015, p.1). There are so many different aspects to leadership that is it nearly impossible to have one definition that covers every area. Each and every person that is a considered a leader has his or her own way of leading because every situation, whether it be work, a team, at home, etc., calls for different and distinctive ways of leading people. Northouse states that there are six main aspects of leadership; it’s a trait, ability, skill, behavior, relationship, and an influential process (Northouse, p. 3-6). Giving a clear answer as to what leadership is defined as is very difficult, but this paper will talk about my specific leadership skills and what leadership means to me.

Reid Mandell, B. & Schram, B. (2012). An Introduction to Human Services. Pearson Publication, Inc.

Among such challenges are that the specific features for human services agencies, for instance, multiple & ambiguous goals, altruistic missions, moral rationales of work, democratic impulses, as well as multiple stakeholders, create difficulties when it comes to long-term planning. Through the review of the literature, it is revealed that human services agencies operate in a hostile environment something that creates a challenge ith regard to acquiring resources as well as legitimacy. It is revealed that it is quite difficult that change is achieved and that MOCD’s success solely depends on the means by which such challenges are resolved. The literature review uncovers a lot of things about MCOD including what it is, how it is achieved and how it can be measured, as well as the challenges involved. It is quite informative about the topic. Again, by revealing how difficult it is to acquire MCOD, it clearly signifies the significance of studying the area to uncover important challenges and solutions to make it easier for organizations to acquire

Lewis, J. A., Lewis, M. D., & Packard, T. R. (2012). Management of human service programs (5th ed.). Belmont, CA: Brooks/Cole.

Leadership is in many ways a responsibility, whether it’s an appointed job as a leader or a role you find yourself in unexpectedly you must perform adequately not just to accomplish the given task but to also have those following you achieve a given goal. Some are natural born leaders, taking responsibilities for self, never pointing fingers and possessing the ability to find solutions to the obstacles that arise. Others can learn how to lead and achieve the same results. In the medical field, when we look to our leaders it is so that they can lead us to be able to provide and deliver safe quality

In review of the PowerPoint presentation titled Models of Human Services there are three models presented

Because a human services agency or organization is meant to serve the people, there has to be a person or team in charge of managing the vision and making sure that everything stays on course. The manager is a leader and it is imperative that the leader ensures that all employees are doing what is necessary for the entire organization to succeed. Human services managers are in charge of distinguishing the neglected needs of populaces and creating programs that address those issues. The manager is the one that is to decide the destinations, administrations or advantages and qualification necessities of the proposed program and goes over the budget with the proper analysts to make sure that things are able to be handled. It is also up to the

Healthcare is so expensive! How many times have you heard someone in the United States of America (U.S.) say that? Is it the same in other countries? The best way to discover this is to compare differences between the U.S. and another country. To this end the comparison will be between the U.S. and Great Britain (G.B.)

The dynamics of the Human Services field is broadly defined by individually approaching and meeting the human needs through an awareness of prevention as well as remediation of difficulties, and retaining an assurance to improving the overall worth of life of service clientele. The Human Services profession is one which encourages enriched services by providing quality of direct services, but also by seeking to improve convenience, concerns, and organization among professionals and agencies in a service establishment.

Leadership, as seen from a humanistic point of view, refers to the process of enabling others to actualize their potential for humanness. This means that besides being intensely task oriented, the primary involvement of

The trait leadership theory focuses on the individual leader’s personal characteristics as the basis of its investigations. It is one of the earliest leadership theories upon whose tenets many researches on leadership have been done. Although it is not very coherent, its heuristic nature has contributed to its significance in leadership research. Zaccaro and Klimoski (2002) define traits of reference to leadership as the stable personality characteristics, which result in a consistent leadership performance pattern, given different scenarios and groups. They include individual personalities, temperament, rationale, prowess, as well as cognitive abilities. Initially, the theory explored both physical and psychological characteristics that tell apart leaders from non-leaders.

This paper summarizes the article written by Cam Caldwell, Rolf D. Dixon, Larry A. Floyd, Joe Chaudoin, Johnathan Post, and Gaynor Cheokas regarding the need for a new type of leadership in today’s social work environment, defined as Transformative leadership. The article itself varies in the definition, however in a broad sense Transformative leadership is maintaining good moral standing and sound business ethics among employees and individuals inside and outside the workplace. However, in order to reach this theoretical level of business related moral and ethical leadership known as

Leadership is an important factor within a business environment and often plays a significant role in achievement of organisational success (Landis, Hill & Harvey 2014). However, leadership is an art, therefore there is no simple formula for effective leadership (Hughes, Ginnett & Curphy 2015, p.33) and a leader’s effectiveness can often only be understood in the context of the leader-follower-situation interaction model.

Leaders are made up by traits, skills behavior and effectiveness, which are determined by distinguishing personal characteristics of a leader, such as intelligence, honesty, self-confidence, and appearance. However, the value of a particular trait or set or traits, skill behavior and effectiveness vary with the organization’s situation (Draft, 2015). For example, our executive leaders of Humana have their own unique style.