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Changing Employee Behavior Essay

1765 words - 8 pages

Creating Behavior Change in a Staff Member
Human service managers and staff members must develop methods to increase the efficiency and effectiveness of the individual staff members' professional behavior. Many of the same methods used by clinicians to change clients’ behaviors can also improve clinicians’ professional conduct. Human services managers, supervisors, and staff members who build a high level of trust, respect, and positivity with the rest of their staff is provided the necessary tools to improve staff behaviors (Murphy & Dillon, 2011). Because of the wide variety of responsibilities, work habits, and necessary behavioral changes in the human services field, however; no ...view middle of the document...

Other officers have reported further violations, including that Sam has repeatedly held closed-door sessions with minors, has been alone with female clients, and has even given young female clients rides in his car. Additionally, Sam has exhibited problems with authority as evidenced by his regularly ignoring established starting and ending times for sessions. To address Sam’s patterns of inappropriate conduct, his managers should use a combination of techniques, including collaborative goal-setting, personal coaching, and incentives to get him back on the right track and foster a more positive work environment for those around him.
Employee Performance and Goal Setting
Conducting performance evaluations with goal setting, is critical the effective operations of any business. Performance evaluations are used for positive reinforcement and review for potential advancement within the organization, and to address discipline areas. According to “Manager Resources” (n.d.), “ An employee may be disciplined for conduct which adversely affects the efficiency of the service. Keep in mind that the goal of any is to correct the misconduct and modify the behavior, rather than to punish the employee.” Clarifying staff expectations through clearly developed goals can change Sam’s behavior by creating a system by which managers can hold him accountable for his actions. Much like how clinicians would work cooperatively with clients to set attainable goals for changing the clients’ lives, managers can work with their staff members to establish specific steps to achieve larger, more abstract goals. Generally, goals should be set in collaboration with the staff rather than imposed on them (Murphy & Dillon, 2011). Every staff member is different coming from different backgrounds with different ways of approaching problems. Therefore, rather than enacting blanket requirements, specifically tailored goals are more effective for motivating individual professionals to change (Murphy & Dillon, 2011).
In Sam’s case, there is established behavioral standards relating to ethical boundaries between counselors and their clients, the abstract goals he needs to meet imposed upon him. However, each has its own specific purpose for the protection of both himself and his clients. Therefore, Sam’s manager should work to help him see the significance of each, and together, they should establish steps for meeting the goals. On an abstract level, Sam should be working toward avoiding any behavior, which may imply a sexual or otherwise inappropriate relationship between himself and a client, and which blur the boundaries between a professional counselor-client relationship and a personal friendship. Concrete objectives should be set to work toward compliance with those standards. These may include that Sam will start each session on time, request that another adult to attend each session he holds with a female client, and opening all window blinds and doors during sessions...

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