The Extent To Which The Organization Contributes To Unrealistic Expectations.

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analyze the organization in Tyrone’s case study to determine macro-level factors influencing social worker resilience—both positively and negatively. You then consider strategies to advocate for change.

Submit a 3- to 4-page p**** in which you:

Explain the extent to which the organization contributes to unrealistic expectations. What are the expectations of the agency that support resilience or perpetuate burnout in social workers?
Analyze the wider impact of the organization’s culture and practices. What implications are there for the larger community if social workers are not showing up as their best selves at this workplace?
Explain how you would advocate for the organization to be supportive of social workers’ health and resilience.
Organization:

Berkshire Community Health (BCH) is a comprehensive healthcare facility serving western Massachusetts. BCH’s central campus consists of emergency services; specialty medical units, including a leading oncology department; a behavioral health therapy unit; and a social work team. Social workers are integrated throughout the facility to support behavioral health and interdisciplinary care.

The social work team is supervised by Janell Morris, who is empathetic and supportive. Janell communicates effectively and encourages team-building through regular check-in meetings. The team is close and compassionate with one another. However, social workers often experience conflict with other collegial relationships beyond the team. As they are embedded within various units in the facility, they must work in interprofessional collaboration with other disciplines. Overall, social workers are devalued outside of the social work team.

Recently, BCH rolled out a public relations campaign in which they declared the organization to be “trauma-informed.” However, no organization-wide policies or procedures have been implemented that reflect trauma-informed principles, nor were social workers consulted in the development of the campaign.

Sample Solution

Unrealistic Expectations and Burnout

Berkshire Community Health (BCH) presents a complex organizational landscape that both supports and undermines social worker resilience. On one hand, the social work team itself, under the leadership of Janell Morris, fosters a supportive and collaborative environment. This internal cohesion can significantly bolster resilience by providing a sense of belonging, shared understanding, and emotional support.

However, the broader organizational culture presents challenges. The declaration of BCH as a “trauma-informed” organization without corresponding policy or procedural changes creates a significant disconnect. This discrepancy sets unrealistic expectations for social workers, placing them in a position where they are expected to implement trauma-informed care without the necessary tools or support. This discrepancy can lead to feelings of inadequacy, frustration, and ultimately, burnout.

Moreover, the devaluation of social workers outside of the social work team exacerbates the issue. Interprofessional collaboration, while essential, becomes strained when social workers are not respected or valued as equal partners. This lack of respect can contribute to role ambiguity, increased workload, and a sense of isolation, all of which are risk factors for burnout.

The Wider Impact of Organizational Culture

The organization’s culture and practices have far-reaching implications beyond the well-being of social workers. When social workers are experiencing burnout and are not able to provide optimal care, the entire healthcare system is compromised. Trauma-informed care, when implemented effectively, has been shown to improve patient outcomes, reduce healthcare costs, and enhance patient satisfaction. By failing to adequately support social workers in their role as trauma-informed care providers, BCH is not only harming its employees but also potentially compromising the care provided to patients.

Additionally, the negative impact on social workers can lead to increased turnover rates. The healthcare industry is already facing a shortage of mental health professionals, and losing experienced social workers can have a ripple effect on the organization’s ability to provide comprehensive care.

Advocating for Change

To foster a more supportive environment for social workers and improve the overall quality of care, several strategies can be implemented:

  1. Formalize Trauma-Informed Care Policies and Procedures: BCH should develop clear, organization-wide policies and procedures that outline expectations for trauma-informed care. This includes providing training for all staff, not just social workers.
  2. Enhance Interprofessional Collaboration: Implement initiatives to improve communication and collaboration between social workers and other healthcare professionals. This can involve joint training, shared decision-making, and regular interdisciplinary rounds.
  3. Provide Adequate Support and Resources: Ensure that social workers have access to necessary resources, including administrative support, clinical supervision, and mental health services.
  4. Recognize and Reward Social Workers: Implement programs to recognize the contributions of social workers and to reward their efforts. This can help to boost morale and job satisfaction.
  5. Empower Social Workers: Create opportunities for social workers to participate in decision-making processes and to share their expertise.

By taking these steps, BCH can create a more supportive and sustainable work environment for social workers, ultimately leading to improved patient outcomes and a stronger organization.

 

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