1. discussion post.Handling Group Disturbance use this book for number 1 and 2. Toseland, R. W., & Rivas, R. F. (2017). An Introduction to Group Work Practice (8th Edition). Pearson Learning Solutions. https://capella.vitalsource.com/books/978132374709…

login info is username is jackiegifford23@gmail.com and go to the right top to students and alumni login and type this info in and then click on mezzo class and go to right bottom left vitalbooksourceshelf. For this discussion, provide an example of a group member who is disturbing the flow of a group session. How would you handle the situation in the most professional manner possible? Refer to the textbook to substantiate your methods.

2.Response Guidelines

Respond to at least one other learner, suggesting an additional response. Back up your position with reference to relevant literature. Respond to student tiffany” Assessments are used by social workers to prepare effective intervention plans for group members, the group as a whole, and the group’s environment (Toseland & Rivas, 2017). Making assessments in group environments poses many challenges including biases in observations, lost time in an unorganized group, ethical considerations, and collecting data that simply does not align with the goals set forth by the group (Toseland & Rivas, 2017). During this phase it is important to focus on group processes and set a standard for times of free talk, expressing concerns, and making objections within the group. If a social worker does not impose processes on the group it can lead to some group members becoming disruptive. This disruptiveness can come in form of interruptions, talking off-topic, opposing processes, and taking up group time. Social workers should ensure that this type of behavior is addressed and is allowed during certain times in the group session. For example, after introductions and the group begins, if the social worker saves time at the end of the group each session to discuss issues or concerns then group members will learn that they will get time to voice their opinions, but while the group is in the middle of a session is not the time. Another way to curtail group members only focusing and talking about themselves is to have a brief introduction at the beginning of each group session where group members discussed their goals and task for the meeting (Toseland & Rivas, 2017). This action will remind other group members as to why they are there and deter them from bringing up personal problems and taking time from group tasks. Disruption not only happens when group members are not respectful of processes but can happen when they feel they are lower in the group. This type of disruption focuses on status. Within a group, dynamic group members who have a “lower status” can often challenge processes and deviate from norms (Toseland & Rivas, 2017). In these situations, workers should provide times and tasks that allow lower group members to provide to the group and feel as though they are respected and listened to. By building them up they will not feel like a lesser group member, but equals and will be less likely to rebel against the group.

References

Toseland, R. W., & Rivas, R. F. (2017). An Introduction to Group Work Practice (8th Edition). Pearson Learning Solutions. https://capella.vitalsource.com/books/978132374709…

Resources

• Discussion Participation Scoring Guide.
• An introduction to group work practice.

3.Culturally Friendly Organizations: What Is the Recipe?

According to Rajendran and Chemtob (2010), bureaucratically structured agencies that operate under strict organizational rules and regulations are less likely to be used by clients than less-bureaucratic agencies.

Given their findings, how would you structure a culturally responsive agency? Be specific, with reference to the article. Use at least one additional credible reference or resource to support your work.

Reference

Rajendran, K., & Chemtob, C. M. (2010). Factors associated with service use among immigrants in the child welfare system. Evaluation and Program Planning, 33(3), 317–323.

Response Guidelines

Respond to the posts of at least two peers. Critique and then provide feedback on the primary author’s agency design. What are the strengths and weaknesses that you see in the proposed agency? Again, expand the conversation by contributing new ideas through the use of the reference article and at least one additional credible reference or resource to support your work.

4. Respond to justin ” There are many reasons why potential clients may avoid using the services that are offered by human service organizations. One such reason is bureaucracy in the form of strict organizational rules and regulations. A study of the factors associated with service use found that caseworkers’ concerns over bureaucracy and rules and regulations are related to increased service use. The same study found that a bureaucratic organization may repress work ethic, restrict innovative problem-solving methods, and result in bureaucracy being placed over the interests of the client. This study has implications for a culturally responsive organization including taking social workers’ concerns seriously and planning innovative methods to address bureaucracy (Rajendron & Chemtob, 2010).When assessing a human service organization cultural competence involves demonstrating an awareness of disparities in health, income, and education that arise from differences in race/ethnicity, sexual orientation, gender, and age as well as physical and cognitive abilities and socioeconomic status. Several areas can impact the cultural responsiveness of a human service organization such as access, and provider and service characteristics. Access to services can be restricted by exclusive eligibility criteria and a lack of physical access to facilities and services. Provider characteristics that promote cultural responsiveness include personnel who are reasonably aligned with the characteristics of the clients they serve, organizational efforts to diversify the workforce, and avoiding discrimination in hiring decisions based on race, age, and disabilities. Interventions that are culturally sensitive incorporate the defining elements of a culture like values, practices, and standards and are useful for addressing high-incidence problems in numerically small client groups (Netting et al, 2017). It is important to apply these strategies for cultural responsiveness to encourage potential clients to make use of the services that are offered by human service organizations.

References

Netting, F. E., Kettner, P.M., McMurty, S.L., & Thomas, M.L. (2017). Social work macro practice (6^th ed.). Boston, MA: Pearson.

Rajendran, K., & Chemtob, C.M. (2010). Factors associated with service use among immigrants in the child welfare system. Evaluation and Program Planning, 33(3), 317-323.

5. Respond to mary” An organization or agency needs to be culturally responsive to provide ethical, impartial, and optimal service to its customer base and a work environment for its employees. A culturally responsive organization will understand the backgrounds of its customers and workers and accordingly provide service and training. To structure a culturally responsive and less bureaucratic agency, it is important to avoid stereotypes when handling clients, provide cultural awareness training to employees, and use culturally sensitive resources. In order to reduce cultural disparities and become more culturally responsive, organizations have to be structured in a particular way. They have to shun the questionable stereotypes concerning the different segments of the customer base. Moreover, agencies and their employees have to comprehend the various facets of the customers’ cultures and accordingly provide them with services. A study found “that both clients and caseworkers are unanimous that workers need to avoid prejudgment of clients based on ethnic or racial stereotypes, and they need to understand the points of view of members of diverse communities” (Rajendran & Chemtob, 2010). Such a fair and objective treatment of clients can make agencies more culturally responsive. Secondly, organizations have to train their workers regarding the different facets of relevant cultures. With good cultural awareness, those employees can better understand clients’ needs and conditions, thereby enabling them to provide superior services. When employees are given cultural sensitization training, they will be able to better “cope with bureaucratic demands” (Rajendran & Chemtob, 2010). Furthermore, agencies can employ linguistic interpreters to conduct conversations with people from different ethnicities or cultures. Moreover, “culturally and linguistically adapted/appropriate written or visual material” should be used (Handtke et al., 2019). All these initiatives can structure agencies as culturally responsive.

for numbers 3,4,5 go to macro class 8 and use same login info and go to the appropriate book in vital booksource shelf Capella University | Online Degrees from an Accredited University Netting, F. E., Kettner, P.M., McMurty, S.L., & Thomas, M.L. (2017). Social work macro practice (6th ed.). Boston, MA: Pearson.