Look at the role of the manager in motivating staff in the care setting that I work for, which is a residential childrens home Essay Example for Free

Look at the role of the manager in motivating staff in the care setting that I work for, which is a residential childrens home Essay This essay will look at the role of the manager in motivating staff in the care setting that I work for, which is a residential childrens home. It will look at different methods of motivation that the manager can use and also the way the manager uses it. The way that they use it will depend on the type of manager they are as they could be either a theory x or y type, as defined by D Mcgregor 1960. For the purpose of this essay we will look at the line managers as they have most contact with staff. In order to run an effective home the manager needs to not only ensure that they have a sound structure in place to deal with the day to day running of the home but to also ensure that the staff are motivated to do the job. In respect of the day to day running of the home there will be set procedures in place, that will have to be adhered to by all of the residential homes within RCT in regards to budgets, the manner in which children are admitted, contact with other agencies and so on. Within the home there will be an officer in charge and then seniors. The seniors are your line managers and have the most contact with staff it is their responsibility to ensure that staff are happy in their work and to ensure that there are no problems. The officer in charge will be responsible overall for staff along with the rest of the procedures mentioned earlier. The way that the manager motivates their staff will vary depending on the type of manager in a particular home. If you have a line manager who is a theory x manager this can have an effect on staff as they may not feel able to talk to the manager about things and discussing things is vital in this particular job, as being able to talk about things that affect the children and yourself within the environment you work contributes enormously to the happiness of the children. And the ultimate aim in the home is to provide a stable home for the children. A theory X manager will believe that as individuals you need to be told what to do. This does not then allow for confidence within yourself in regards to your development within the job to develop, as you will worry about what they will think about your work .It would also result in you needing to check everything through with them before you make a decision. This can have long reaching affects as the manager is not always available and as staff you have to make daily decisions in regards to the children and their welfare. On the other hand a theory Y manager will believe that as individuals and as staff that you are capable of making decision for yourself this can lead to them passing on more responsibility to the staff for various tasks within the home. This is something that is dome successfully in beddau with staff having taken responsibility for a number of different things such as doing the weekly menu, ensuring that the training file is up to date, ensuring that the accident, missper and sanction books are updated regularly these along with a number of other tasks done by the staff singularly might not look much but as a whole they contribute greatly to the homes effectiveness. This also show staff that their capabilities are noted it also allows for staff development as you are gaining experience in a number of different aspects of the work done at the home which in itself is good for motivation. This is supported by Fredrick Hertzberg who says if you want someone to do a good job, then give then a good job to do it does not matter the size of the job but that the staff feel appreciated and valued and that you have belief in their abilities. Although financial and physical resources play a big part in the running of a home the greatest contribution is made by the human resources, i.e. staff this includes all members from the domestic to the officer in charge. If the staff are de-motivated for whatever reason then this has an effect on the smooth running of the home. The human relations school of management 1960/70s support this as they say that workers take along with then a number of different things, ideas, knowledge, intelligence, experience, skills humour, expectations and beliefs. In order for these to be utilized effectively then the manager has to be aware of staffs strengths as well as their weaknesses. This can be achieved through supervision. If supervision is used correctly it can be a good motivator for staff. If done incorrectly it can result in further de-motivation. The way in which it is done will again depend on the type of manager. Supervision in itself is not a motivator but a hygiene factor get it right and it will stop your staff becoming ill. I.e. de- motivated. Get it wrong then you have problems as staff will become de-motivated which will result in then doing things wrong or not at all and this will have a detrimental effect on the home. Other hygiene factors that can have an effect on staff are the working conditions salary, interpersonal relations and company policies .As with the above they will not motivate the staff but help to improve the conditions that they work in. this will then lead to their lower needs being met, as defined by A marslow, in his pyramid of needs. He says that in order for a person to reach self-fulfillment they have to meet the different needs in their life as set out in the pyramid. Within the work situation the needs will be met through a number of different way as illustrated appendix1. Steers and porter 1991 suggest that the various organizational factors illustrated can be used to satisfy the different needs. Obviously outside of the jobs the needs will be met in a different way, to a certain degree. The aim of the supervision is to get the work done well, support staff and to encourage staff development .The three strands of supervision are inter wound if you are able to help staff develop by offering then support then this will lead to better work. If one strand of the supervision is weak then the rope is weak. Which could then lead to de- motivation instead of motivation as already mentioned. A good line manager during supervision will not only point out where you are going wrong but will look at what you have achieved in relation to your job no matter how small it might be, it could be something as simple as having picked up a mistake in one of the books which if not rectified could have had an effect on the children or it might be that you have handled a situation with one of the children that resulted in then not harming themselves. A theory X manager would not tell you that you had done well in that instance, as they would say it was your job to deal with such an incident. And even though that is the case, if you just thought like that when dealing with the incident the you would not be giving your all to the job. So for a line manager not only to recognize what you have done but also to make you aware that they recognize it is a huge motivator. The second strand which is support can be met in a number of ways during supervision and on a daily basis. Support can be something that needs to be given when an incident has occurred at the home as above or when something personal is affecting your work .The member of staff receiving support must be able to trust in their supervisor as this will make it easier for them to talk about what is affecting them will then lighten the burden. This trust and also friendship to a certain degree will again depend on the type of manager you have. A good supervisor will also recognize when they are not able to support you and be able to refer you to someone who can, be that another member of staff or possibly a counselling service. The third strand of supervision is staff development. This involves looking at not only the training needed by the member of staff but also at what training they have already achieved and how best to use that to the advantage of the home. In respect of training that is needed it is important to ensure that the member of staff understands why they need that training so that they do not feel inadequate. As if they are not told appropriately why they need it they may feel that the manager thinks of them as being inadequate in a certain area rather that looking at it as a way of developing and progressing within the job. The one that comes to mind for this is NVQ training many staff look on it as something that they have to do or they will lose their job, rather than something that will not only benefit then in the job they do now, but could also lead to job progression for them. If the manager is able to recognize a member of staffs strengths due to training they have received in the past they need to capitalize on this by ensuring that the member of staff is able to use that training in the work place. It could be that they have training and an interest in a particular area which would not possibly have been an area that staff have been able to work in with the children before, such as outdoor pursuits. As before recognizing what someone is good at in its self is a motivator as is recognizing potential within that member of staff. If the manager is not able to recognize these strengths and weaknesses to a certain degree then they are not able to provide the member of staff with appropriate training to help them develop within the job. The member of staff will then start to question their abilities which in turn will have an effect on their work and motivation. In conclusion it has to be said that in order for the home to run effectively and smoothly to give the children a stable home as well as ensuring that their needs are met the staff and their needs are as important. The staff being happy at work comes down to how motivated they are if you have a staff that are well supported by the management and that they get training appropriate for them along with recognition than you will generally have a reasonably effective work force. The managers role in all of this is vital as they need to be looking at and addressing the issues around the above. How they will look at the above and deal with them will vary depending on the type of manager you have. John Harvey Jones said 1988. Management is an art not a science. Each of us approaches the problem from a different background, and each of us is dealing with a situation, and a different culture, and from a different starting point For me this statement sums it up in that different people will deal with things in different ways because of different factors. Ultimately a manager or team leader who is able to listen to and appreciate their staff will have a much more motivated team than one who does not listen to consult with or appreciate their team. As a member of such a team I believe that as a staff that we respond to situations and changes that we face better due to the way in which our team leaders deal with things like supervision, which is in the mode of theory Y management. This then creates an effective home for the children to live at some where they can call home and some where those staff are happy to be.

Cry, the Beloved Country :: Cry the Beloved Country Essays

Cry, the Beloved Country In Cry, the Beloved Country, the author, Alan Paton used two main characters to present both the whites and Africans' point of view. James Jarvis, Paton's European characters experienced a subtle but yet also impacting transition; His indifference towards the evolving problems of the society later surprisingly transformed into the courage to take actions in solving these problems. Through his journey in Johannesburg, trying to understand his son's "liberal" view and witnessing a downfall of an African girl, Jarvis found out that his apathy only worsened the predicaments faced by his country; For he could not be a spectator after his son's death, Jarvis decided to "...about doing whatever good is within his power." However, Jarvis discovered that "such thing [helping Africans in anywhere he could] is not lightly done", but required boldness and determination to fulfill these goals. As the book II of Cry, the Beloved Country unfolded, Paton described Jarvis as a white British farmer looking down at the valley from his "high place", an narrow minded person who only saw things from his point of view, "... if they [Africans] got more land, and if by some chance they could make a living off from it, who would work on the white man's farm?". In his stay at Johannesburg, Jarvis learned that his recent murdered son, Arthur Jarvis who fought and spoke about the very problems of the society that his father ignores and avoids. "Yes, he [Arthur Jarvis] was always speaking here and there ... Native crime, and more native schools, and he kicked up a hell of a dust in the papers about the conditions at the noneuropean hospital.". Devastated by the death of his deceased son and confused by "this boy of his who had gone journeying in strange water", Jarvis found himself beginning to doubt his principles and moral. "I didn't know it would ever be so important to understand him [ Arthur Jarvis]" Indeed, Jarvis found that indifference is slowly degenerating the society around him, "...she went to the bad and started to brew liquor ...she was arrested and sent to jail... I do not know... And I do not care." Later, as Jarvis comes upon an essay written by his son, "From them [James and Mary Jarvis] I [Arthur Jarvis] learned all that a child should learn of honor and charity and generosity.

Mobilization for War Essay

Herman Goering thought that no Air force or military in the world could stand up to that of the Nazi Luftwaffe. His boastful statement was made with well acclaim in that the Luftwaffe was a very powerful aerial force, but he was being narrow-minded when he made this statement against the production potential of the United States, which has time and time again has proved to be the most powerful nation in the world. Without the military production of the United States, the Allies would not have had a chance against the Germans and their powerful forces. Through many changes, the labor and production force of the U.S. changed from producing civilian goods, to producing military goods. These goods were supplied to all nations of the Allied Powers, and the United States quickly became the most important factor in World War II. Starting in 1940, President Franklin D. Roosevelt promised to help the United Kingdom fight Nazi Germany by providing them with military supplies, but while staying out of actual combat. Roosevelt gave a radio broadcast on December 29, 1940, to address Americans to support the Allies in Europe and China, in their war against Germany and Japan. He called the nation an â€Å"Arsenal of Democracy† to  reference the powerful industrial machine it is, and how it can be the supplier of military goods to the Allied war effort. The United States military forces and most allied forces relied on the United States production of food and military goods. This meant that Americans on the home-front had to be rationed for what they can have, which meant they can only purchase so much of certain items. Many consumer goods had to be severely rationed or taken out of the market totally, because they were needed for the war effort. This is why Americans were encouraged to grow â€Å"Victory Gardens† so that they produced their own food, and what food they normally consumed from markets could help contribute to our troops as well as those of the Allied forces. Food production was then focused on providing for the troops instead of the everyday consumer, because they were expected to contribute for themselves and thus help contribute to the soldiers. The United States also made many technological innovations that helped revolutionize certain aspects of war, one of these being the pressurized air cabin in air planes. This helped prevent pilots from getting hypoxia (low oxygen levels in the blood), while also letting planes fly higher, and with more comfort for its passengers. This meant allied bombers like the b-29 could fly higher and escape low anti air missiles and fire from the ground. The Manhattan Project that the U.S. held with the United Kingdom and Canada also helped produce many technological innovations. The main product of this research program was the atomic bomb that would eventually be ordered into use on Japan, and would usher in their surrender and the end of the Second World War. We all know now that Goering’s statement was terribly misinformed, otherwise Germany and the Axis Powers would not have been defeated by the Allies. The United States was the team Captain in this effort and without them the chances of winning would have been slim to none. In the case of this war, and in the case of any war, production plays a key role, and in World War Two, the United States â€Å"Arsenal of Democracy† provided the Allies with the goods and resources necessary for victory.

What Influence Did John Calvin Have On Church History

WHAT INFLUENCE DID JOHN CALVIN HAVE ON CHURCH HISTORY John Calvin was born at Noyon, France, on 10 July 1509, the son of a notary. He went to the University of Paris in 1523 (it was not unusual to attend university at so young an age), where he learned Latin from the humanist Mathurin Cordier. He developed a strong love of languages and earned his Master of Arts in 1528 in theology. Then, in 1532, Calvin experienced a spiritual conversion. It was typical of Calvin that he gives us virtually no details of this crucial moment in his life. In contrast with Luther, who is extensively autobiographical, Calvin wrote merely that he had experienced a sudden conversion, and we must be satisfied with that (The Reformation: Calvin. The Reformation: Calvin. N.p., n.d. Web. 04 Sept. 2015.). John Calvin is not at the last-place level on an equivalence with Martin Luther as the inventor of the Reformation. 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