When pieces of cloth are sewn together, you
might have trouble discerning the individual pieces of cloth that make the
final garment, but by looking carefully, you can find the seams. You may have
experienced similar difficulty in the first week of this course when asked to
explore the individual aspects of culture that combine to create your unique
self-identity. Forms of oppression can come together often in almost
imperceptible ways to form the complex environment in which you and your
clients live and interact. As a social worker, you must examine carefully the
intersections between religious discrimination, sexism, classism, and racism so
you can respond accordingly.
Consider this week’s resources that describe how religion intersects with other
forms of oppression.
By Day 7 of
Week 8 Submit your response to those resources and analyze what you think is
the role of religion in reinforcing sexism, classism, and racism. As a social
worker, how can you address these issues on a micro and macro level?
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A Briefing on Self Directed Work Team (SDWT) by Group 5 Self Directed Work Team is an influential idea since the old Roman army and today roughly 68% of fortune 1000 organizations actualize SDWT idea including Ford, GM, P&G, FedEx, and so forth. (Lawler, Mohrman, and Ledford ,1995). Definition Vecchio (2003, p.107) characterized Self Directed Work Teams (SDWT) as “an exceptionally prepared gathering of six to eighteen representatives that is completely in charge of making an explicit item”. Furthermore, as indicated by an article in Entrepreneur Connect (Anon, 1995) “self – coordinated groups are little gatherings of representatives who have duty regarding overseeing themselves and their work”. Achievement in the present testing focused condition depends on representative strengthening and cooperation (Boyett and Boyett, 1998). This could be firmly identified with Herzberg’s persuading factor which was later just characterized by Barbara (n.d.) as “what makes you function admirably”. Numerous organizations are pulled in to this development in view of the possibility of straightening the hierarchical structure during circumstances such as the present when cutting back, smoothing and work process reengineering are so pivotal (Coates and Miller, 1995). SDWT prompts expanded hierarchical viability and representative fulfillment (Forsyth, 1999) which in the present business is being the upper hand (Ron Williams, n.d). Points of interest of SDWT General Motors, Proctor and Gamble and Xerox by executing SDWT brought about roughly 30-40% enhancement in profitability (Bruce,n.d.). In Kodak client help focus SDWT brought about 100% expansion in benefits (Anon, n.d.).FedEx enhanced their administration by decreasing the loss of bundles and wrong charging by 13%. Rubbermaid expanded deals by half above projections Quality enhancement. Expanded profitability and diminished expense. Exceedingly adaptable. Less complex occupation order and every part know each procedure through employment pivot which will diminish reliance one individual. Better development and imagination. Colleagues are propelled by occupation fulfillment, strengthening, trust, feel of possession and self-improvement which thusly advantage the organization all in all. SDWT is being a vehicle for acquiring the Total Quality Management idea in an association (Vecchio,2006,p.112) Following measurements dependent on a survey of association that exchanged to SDWT (John Cotter, n.d.) well demonstrate the positive effect. 93% detailed enhance efficiency 86% detailed diminished working expense 86% detailed enhanced quality 70% revealed better representative frames of mind Given the above focal points and examples of overcoming adversity there are outcomes and issues in testing the accomplishment of SDWT and notwithstanding heading to the other way to disappointment. Outcomes of SDWT End of supervisory position. The requirement for move from holding the basic leadership capacity to appointment and permitting self-sufficiency. As it were manager should go about as a facilitator and give direction to groups particularly outside the groups’ subject matters. Directors ought to oversee correspondence and screen the viability. Pioneers advance cooperation and partnership (Brillhart, 1983). The key in supervisory job is to inspire “Self-Direction”. In a meeting with Sterling Health USA, workers regularly cited that “Previously, the gathering head settled on every one of the choices. You didn’t know why the choices were made… presently we do” (Peter, 1999). However, is the group chief prepared to acknowledge the change from holding the ability to designation? Is S/He prepared to enhance the aptitudes to qualify as a facilitator? Necessity for substantial interest in preparing. Preparing required for the two managers and colleagues in building different abilities. Cloke and Goldsmith ( 2002, pp 205-214 ) recognized ten abilities those are basic for individuals from the work groups to create self administration, correspondence, initiative, obligation, supporting decent variety, input and assessment, key arranging, forming fruitful gathering, settling clashes and delight. Williams (n.d.) referenced “It isn’t remarkable for self-guided work groups to invest 20% of their energy in progressing preparing”. Association willing to execute SDWT ought to have an unmistakable preparing methodology including broadly educating chance and assets. Top administration should plan the preparation strategy and spending plan for it. Requirement for progressively compliment and adaptable hierarchical structure. The basic leadership specialist is changed to the colleagues to dispense with exercise in futility depending on endorsements from directors. Self-course, self-sufficiency, strengthening are the key players in accomplishment of SDWT which is encouraged just on level structures. Duties doled out to laborers in GM plainly show the requirement for level structure.(William,1999,p.11) Obligation regarding quality control. Obligation regarding support and little fixes. Obligation regarding security. Obligation regarding capital planning and operational planning. Obligation regarding staffing. SDWT to start performing takes extensive stretch. According to William (1999) SDWTs can’t be made in a split second; it can take 2 to 5 years to completely actualize. A few organizations probably won’t have sufficient energy or assets to experience this procedure Phases of framing SDWT: Stage one: (Start-Up) Goal arrangement, clarification of direction, part determination and building trust (6-9months). Stage two: (State of perplexity) Technical help, criticism, actualizing techniques to help self course, and preparing. (6-9months). Stage three: (Leader – focused group) Encouraging authority action among colleagues. (6-12months). Stage four: (Tightly framed groups) Resolving clashes, begin overseeing on possess, conveying asset prerequisite and goals.(6-12months). Stage five: (Self heading) Maintain self-assurance and confidence of others. Solid organization with interior and outer clients. Therefore, on the off chance that you take a gander at the time and preparing associated with SDWT’s it probably won’t be appropriate for a domain with a high worker turnover. Requirement for more noteworthy initiative improvement. As the association would never again work in a conventional way the pioneers or chiefs need to construct their capacity to permit and support such an abnormal state of strengthening, which can be handled with extraordinarily made projects (Coates and Miller, 1995). Issues of SDWT Colleagues moved toward the immersion purpose of learning through employment turn and would have accomplished the greatest dimension of acquiring for example plant rate where no more space for mental or budgetary lifts (Vecchio, 2006, p.113). Again while discussing pay as a spark does it truly make a difference? Can fulfilling and acknowledgment be the spark to guarantee proceeding with execution of the workers (Vecchio, 2006, p.84). Additionally the execution estimation framework ought not make any challenge inside colleagues which will diminish co-task and influence the accomplishment of SDWT. Another real test is inspiring individuals to stay focused on the enhancement of the procedures when they understand that they might work themselves out of an occupation. The representatives engaged with self-coordinated work groups must have a lot of trust so workers are not worried about their employer stability (Anon, 1995). Refereeing would be another basic and delicate issue. Again each colleague has diverse identities and discernments. Here comes the significance of required aptitudes from facilitator. A culture of information sharing must be inherent. Another inquiry is that, are representatives prepared to act naturally coordinated? Regardless of whether they have limit and aptitudes? Obviously appropriate preparing would be set up yet a few representatives incline toward director’s heading on what to do instead of choosing their own. Here comes the requirement for choosing suitable colleagues which is again relying upon the ability of facilitator. Is the association approaches and culture is strong in exchanging force and expert to colleagues? Different issues would be indications of arrogance which lead to individuals willing to go out on a limb, individuals disregarding the moral results, aggregate legitimization and thinking little of capacities of different gatherings which may prompt disappointment and money related losses.(Craig, 2005, p.219) Given the reality strengthening is a key to prevail in SDWT; will every one of the administrators bolster this? Foegen (1999) expressed on the loss of control: “On the off chance that one individual settles on every one of the choices in a given office, for instance, his or her control is sweeping. Center is evident and unequivocal. In any case, when specialist is designated, that center ends up obscured, basic leadership is diffused, and duty’s locus is regularly less certain.” He likewise expressed assignment and strengthening can diminish the mental self portrait of the administrators. Alternate entanglements of strengthening would be absence of lucidity, the board’s view as shared control/loss of control and so forth. At long last it would require various changes in procedures and strategies and require significantly more opportunity to make SDWT’s fruitful in a unionized division. End Before an organization can choose to actualize self coordinated work groups, Coates and Miller (1995) point out specific circumstances or occupation fields in which this technique may not work. These include: At the point when there is a prerequisite for heading or supervision. This is regularly required for employments which might be unsavory, burdensome, quick paced or dangerous. At the point when negligible group collaboration is required. In occupations, for example, these workers may think that its hard to lead one another. At the point when an absence of expert development exists among colleagues. A reluctance to attempt exists. The failure to meet consistently as a group. Work bunches with any of these five attributes would think that its hard to work successfully and may need to fall back on the conventional strategy for the board. Measurements demonstrates that strengthening has about a half achievement rate and it is discovered that significant purpose behind this is absence of the executives responsibility to the change procedure. One>