Empowering Workers and Clients for Organizational Change teaches students to effectively engage in organizational change at the service delivery level ... The contributors discuss strategies for assessing the structural characteristics of agencies, organizational culture, and empowerment, and provide information on the use of force field analysis as an assessment framework that can help bring about change within human service agencies"--Back cover

Marcia B. Cohen and Cheryl A. Hyde's book, Empowering Workers and Clients for Organizational Change, prepares students to successfully engage in organizational change practice. The editors focus on "low power actors"-students, line staff, volunteers, clients, social workers-who can utilize their experience and knowledge gained from client and community interaction to initiate broad scale change. These workers are often the most informed about the clients' needs and are well positioned to collaborate with clients, constituents, supervisors, and managers in ways that can empower everyone. The contributing authors provide extensive case examples of real-life organizational change instituted by low-power actors that demonstrate the theories discussed throughout the book. They then go on to discuss strategies to assess the structural characteristics of agencies, organizational culture, and empowerment. This book also covers present force field analysis as an assessment framework to help promote change within human service agencies at the client service level.

It's the new normal. Now all of your employees are Twittering away and friending clients on Facebook. Not to mention customers--who feel obligated to update your Wikipedia entry with product complaints. In this new world, dealing with empowered employees and customers --Insurgents -- is only going to get more challenging. Employees are using this technology in the workplace and customers are using it in the marketplace, and neither obey the rules you set up. This chaos is your future as a manager. You could try to shut it down and shut it off. Or you can harness it and reap the business benefits. According to Josh Bernoff and Ted Schadler of Forrester Research (the organization that brought you Groundswell), your defense against insurgents is to enable them. At its heart, this is a book about how to scale the management of insurgency, both the innovation of insurgent employees and the energy of insurgent customers. The key is a process Forrester calls E Triple S, for the four elements of managing insurgents effectively: empowering, selecting, scaling, and socializing. While it's based in current trends, the core concept of Managing Insurgents -- that the next management and innovation challenge is harnessing individuals empowered by mobile, social, and connected technology -- is a new idea. In the wake of Groundswell, dozens of social-technology-for-business books cropped up. And there are plenty of books on improving your customer service. But there's no serious business book about management, marketing, and innovation in the throes of this trend. When Insurgency hits, it will be perceived not just as a sequel to Groundswell but as the start of a new management philosophy.

"Human service organizations are faced with environments of volatility, uncertainty, complexity, and ambiguity. The COVID-19 pandemic, other healthcare challenges, expectations for evidence-based practice usage, and racial justice are vivid examples. Clients and communities deserve effective services delivered by competent, compassionate, and committed staff members. Taxpayers, donors, philanthropists, policy makers, and board members deserve to have their contributions used to deliver programs that are effective and efficient. All these forces create demands and opportunities for organizational change. Planned organizational change can happen at the level of a program, division, or an entire organization. Administrators and other staff will need complementary skills in leading and managing organizational change. Staff deserve opportunities to have their unique competencies used to achieve organizational goals. Organizational change involves leading and mobilizing staff to address problems, needs, or opportunities facing the organization by using change processes which involve both human and technical aspects of the organization"--

This is the first textbook to address the specific but polymorphous needs of women of color. With the help of guest authors, Gutierrez and Lewis provide an excellent framework through which social workers can more effectively aid women of color in their ongoing struggle against systemic oppression.

This new handbook builds on The Handbook of Community Movements and Local Organizations published in 2007, and is the only resource defining the field of study related to small nonprofit organizations and to studying communities from the standpoint of associations that make up communities. It explores the history and conceptualizations of community, theoretical concepts in community organizations, social movements ranging from health to crime, and community practice methods. Further it provides authoritative statements of major theory areas, gives examples of different sub areas of the field, provides guidance to people working as practitioners in the field, and nicely coincides with the increasing interest in clinical sociology. This handbook is of great interest to academics, students and practitioners with an interdisciplinary resource to understand and collaborate in work with contemporary communities.

Innovations in management are becoming more numerous and diverse, and are appearing in organizations providing many different kinds of products and services. The purpose of this book is to examine whether some widely-promoted examples of these management innovations – ranging from techniques such as Kaizen to styles of leadership and the management of learning – can usefully be applied to organizations which provide healthcare, and applied in different kinds of health systems. Management Innovations for Healthcare Organizations is distinctive in selecting a wide and diverse range and selection of managerial innovations to examine. No less distinctively, it makes an adaptive, critical scrutiny of these innovations. Neither evangelist nor nihilist, the book instead considers how these innovations might be adapted for the specific task of providing healthcare. Where evidence on these points is available, the book outlines that too. Consequently the book takes an international approach, with contributions from Europe, the Middle East, Australia and North America. Each contributor is an expert in the management innovation which they present. This combination of features makes the book unique.

Generalist Social Work Practice provides students with the foundational skills and knowledge needed to serve clients across micro, mezzo and macro areas of practice. Author Janice Gasker brings a focus on self-reflection as the first stage in the planned change process and writes with the perspective that we consider work at all levels of practice simultaneously rather than in isolation. In accordance with the 2015 Educational Policy and Accreditation Standards (EPAS) set forth by the Council of Social Work Education (CSWE), the planned change process is presented as dynamic and interactive, providing students with a clear understanding of how each stage of the planned change process can be utilized at any point when serving a client system. The text spotlights the distinctive characteristics of the worker—their values, attitudes, and experiences—that may influence client interaction. The text also includes case studies, collaborative learning exercises, and critical thinking questions to help students apply concepts to practice.

This text infuses the field of social work with dynamic and evidence-based active learning, offering fresh ideas to increase students’ abilities to effectively implement their social work practice. To practice social work in the real world, students need to be energized and engaged with the realities of the modern social work landscape. Written in an accessible and practical style, the impressive array of contributors provide social work educators with structured lesson plans, practice exercises, and assignments that can be used in both the physical and virtual classroom. Combining the latest research with current social work practice trends, the chapters cover cutting-edge topics such as ethics, social work technology, the importance of self-care, and social justice and activism, bridging the gap between current social work education and the needs of the modern social work student. This book is invaluable reading for both social work educators and their students, providing tools to seamlessly integrate innovative techniques into the classroom as well as helping their students navigate a career in social work after graduation.

Twenty-first-century challenges abound for people in leadership roles in the helping professions (i.e., social work, nursing, teaching, public health, and social services). It is the mission of these professionals to facilitate change not only for consumers of their work, but also for organizations and communities. While many books written for human services leaders focus on leadership roles and tasks, Transformational Leadership for the Helping Professions explores growth in leadership, coupled with key competencies. The text also combines both classic and current theories on leadership, with a philosophical lens on its meaning and practice in human services settings. Social workers, nurses, teachers, public health workers, and community leaders will find the text to be a useful guide in strengthening their consideration of leadership theory while they practice in day-to-day work. Additionally, educators and students of leadership in the helping professions will gain a solid understanding of key facets of leadership practice within a framework that inspires a social justice, empowerment, and cultural humility perspective.