Tuesday, August 16, 2016

A List of Ethical Dilemmas Facing Social Work



Social workers take on a variety of responsibilities that should ultimately serve their clients' best interests. They try to abide by the code of ethics from professional organizations like the National Association of Social Workers or the International Federation of Social Workers as a way to guide their actions. As in any human services profession, social workers may face a number of ethical dilemmas in their practice. An ethical dilemma involves a conflict between two or more ethical principles.
Right to Self-Determination
One of the guiding principles of social work is respect for the client's right to self-determination. This principle means that the client is ultimately in charge of making his own decisions and finding solutions to problems, regardless of whether a social worker agrees with his course of action. A social worker may provide guidance and help clients explore their options, but she may not allow her own opinions and personal biases to influence the client. This is a difficult dilemma that is created by the social worker's desire to act in the client's best interest and the need to respect his right to act in a way that he feels is best.
Confidentiality
Another common ethical dilemma encountered by both novice and experienced social workers is the right to confidentiality versus the right to self-determination, especially in cases of suicidal clients. Social workers must respect a client's right to privacy and confidentiality, and they may not disclose information about a client without his prior, written consent. Social workers must also respect a client's right to self-determination, that is, his right to choose his preferred course of action. But in cases of suicidality or the threat of harm to another person, a social worker is obligated to break confidentiality to protect her client and the public.
Differences of Morals and Values
All social workers have their own internal value system and set of morals. Despite their best efforts to keep their feelings in check and to respect differences, social workers are often confronted with situations in which their values and morals conflict with those of their clients. For example, a social worker who holds certain religious or moral values about abortion may face an ethical dilemma when trying to assist a teen client who becomes pregnant and wishes to have an abortion.
Dual Relationships
Engaging in dual relationships - meaning having a friendship or romantic relationship with a client - is forbidden by the social work code of ethics. And once a social worker terminates contact with a client, the relationship technically is over. A social worker may find herself in the same social situation or, for example, in the grocery store with a former client and his family. The social worker cannot simply ignore the client, yet at the same time, she may not know how far to take their interaction. These are examples of common ethical dilemmas many social workers face that are difficult to resolve and require professionalism, courtesy and good judgment.
Administrative Dilemmas
Not all ethical dilemmas in social work involve direct client contact. According to social work professor Frederic G. Reamer in an article for "Social Work Today," social workers employed in administrative roles may also come up against a number of challenging ethical dilemmas. For example, directors of human services agencies may need to make difficult decisions regarding the allocation of funds or agency resources. The decision to provide funds to one program and to cut funding from another is just one example of a stressful and trying ethical dilemma social work administrators face.


Thursday, August 4, 2016

Generic Human Services Professional Competencies (As defined by the National Organization for Human Services)




The following six statements describe the major generic knowledge, skills and attitudes that appear to be required in all human service work. The training and preparation of the individual worker within this framework will change as a function of the work setting, the specific client population served, and the level of organization work.
  1. Understanding the nature of human systems: individual, group, organization, community and society, and their major interactions. All workers will have preparation which helps them to understand human development, group dynamics, organizational structure, how communities are organized, how national policy is set, and how social systems interact in producing human problems.
  2. Understanding the conditions which promote or limit optimal functioning and classes of deviations from desired functioning in the major human systems. Workers will have understanding of the major models of causation that are concerned with both the promotion of healthy functioning and with treatment-rehabilitation. This includes medically oriented, socially oriented, psychologically-behavioral oriented, and educationally oriented models.
  3. Skill in identifying and selecting interventions which promote growth and goal attainment. The worker will be able to conduct a competent problem analysis and to select those strategies, services or interventions that are appropriate to helping clients attain a desired outcome. Interventions may include assistance, referral, advocacy, or direct counseling.
  4. Skill in planning, implementing and evaluating interventions. The worker will be able to design a plan of action for an identified problem and implement the plan in a systematic way. This requires an understanding of problems analysis, decision-analysis, and design of work plans. This generic skill can be used with all social systems and adapted for use with individual clients or organizations. Skill in evaluating the interventions is essential.
  5. Consistent behavior in selecting interventions which are congruent with the values of one's self, clients, the employing organization and the Human Service profession. This cluster requires awareness of one's own value orientation, an understanding of organizational values as expressed in the mandate or goal statement of the organization, human service ethics and an appreciation of the client's values, life style and goals.
  6. Process skills which are required to plan and implement services. This cluster is based on the assumption that the worker uses himself as the main tool for responding to service needs. The worker must be skillful in verbal and oral communication, interpersonal relationships and other related personal skills, such as self-discipline and time management. It requires that the worker be interested in and motivated to conduct the role that he has agreed to fulfill and to apply himself to all aspects of the work that the role requires.