1. How could the depersonalization of the position of a caseworker in an agency
ID: 454941 • Letter: 1
Question
1. How could the depersonalization of the position of a caseworker in an agency foster feelings of depersonalization on the part of the worker (i.e. losing a caring attitude towards clients and treating clients like impersonal objects)? How can formal organizations avoid depersonalization?
2. Define the following two concepts related to communities: 1. Locality communities and 2. Communities of interest. Considering the differences between these two types of communities, in what ways do notions of power, conflict, elitism and pluralism apply to both types of communities?
Explanation / Answer
1.
Depersonalization has a negative influence on employees’ performance; further this
relation becomes more significant in case of service sector firms because employees form boundary,
spanning units who interface with the environment.
Also, in the current volatile business environment, teamwork plays a crucial role in success of organizations
and individuals thus become dependent on proportionate deliverable from the coworkers as well.
This collectively requires that the employees be engaged with the organization and have amicable relationships
with their coworkers. Any display of depersonalization will orchestrate detrimental outcomes on the employees'
performance effectiveness; such a situation may have manifold influence on the coworkers and therefore on
the overall organizational performance. The organization can mitigate and avoid these negativities
in the environment by providing absolved guidelines andby reducing role conflict in the work environment.
As one of the most standard interventions to address depersonalization, organizations can act proactively to
address job stress. In doing so, organizational structure should be the most basic attribute; further in this
endeavor managers can act as significant catalysts. For instance, managers can address this by clarifying the
organizational and job roles for their employees'. In a service industry, this becomes even more critical because
often there exists a difference between what the employee does on the job and what is expected of him (Hollet-
Haudebert, Mulki, &Fournier, 2011), i.e., the deliverables are not clear enough in description. This discrepancy
between the delivered and expected deliverables would cause a significant deal of job stress, as the employee
might not be able to fulfill the role performance expectations at certain instances. Managers by being
specific in their communication of role expectation can play a proactive role to counter job stress, and thereby
help to mitigate probable conditionsleading to depersonalization. Similarly employees in service sector
also face huge pressure in meeting customer demands and following organizational mandates (Simon, Menguc,
&Stefani, 2004). An individual employee might find himself/herself stuck in this dilemma, and therefore
may not be able to deliver the needed solution to the customer, even when he or she is capable of the same.
In such conditions managers should intervene by providing greater autonomy in decision making, thereby
allowing for improved organizational performance and also promoting an environment of mutual trust between
the organization and the employee.
2.
local communities are make up of group of people living together who may not originally from that locality while indigenous people are people who are originally from a particular locality. community base natural management had always been a bone of contention because most natural management project does not use decentralization approach. the local and indigenous are often excluded and denial access to the natural resources thereby encouraging unsustainable natural resources management.
When groups of people from different areas and backgrounds get together to
solve problems that affect them all they are termed community of interest.
They work together to learn from each other and help each other think of
solutions everybody can use to make things better in their own areas.
The value in this form of community is in their ability to help each other to
do things better or quicker or cheaper than they could do if each person worked
on their own. The more energy and excitement they have the more quickly their
problems get solved. People get to know each other and talk to each other,
although they might not even meet face to face or work together every day. Some
might be at every single event, some might only come to one. Some might already
know a lot about the problem, others might know nothing, but these people can
still help the rest of the group by saying what they think about ideas or
passing on what they have learned to other people they know.
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