Human Services Research Report: Probation Officer's Role and Ethics

This report delves into the critical role of mission, vision, values, and ethics statements within the human services field, specifically focusing on the responsibilities of a probation officer. It emphasizes the importance of these statements in guiding interactions with clients and supervising staff, providing at least two reasons for each statement's significance. The report outlines three effective methods for encouraging staff members to actively participate in the agency's mission and vision. Furthermore, it addresses the scenario of a supervisee engaging in misconduct, detailing how to approach the situation with sensitivity, including examples of statements and questions that uphold ethical codes and multicultural values. The analysis is supported by a minimum of five sources from professional literature, including online library resources, textbooks, peer-reviewed journal articles, and websites created by professional organizations, agencies, or institutions (e.g., .edu, .org, and .gov).

Running Head: HUMAN SERVICES RESEARCH 1
STUDENT NAME
COURSE
INSTITUTION
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Executive Summary.
The report covers the reasons for the importance of the mission, vision, values and ethics
statements. It also covers ways you would encourage staff members to engage in the mission and
vision statements of the agency. Likewise, it also covers ways to deal with a supervisee who is
engaging in misconduct as per your ethics statement.

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Contents
Introduction....................................................................................................................................4
Importance of the mission and vision statements.......................................................................5
Ways to engage staff in the mission and vision statements........................................................6
Ways to deal with an employee engaged in misconduct.............................................................7
References.......................................................................................................................................9

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Introduction.
The area of Social Services is generally defined, uniquely meeting the goal of human wants via
an interdisciplinary information base, concentrating on deterrence in addition to remediation of
difficulties, and upholding a commitment towards improving the general quality of natural life of
service populace. The Social Services occupation promotes better service delivery structures by
addressing besides the value of direct facilities, but also through seeking to develop accessibility,
responsibility, and coordination among professionals and organizations in service provision.

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Importance of the mission and vision statements.
Mission statements are important to equip the probation officers with the consciousness,
knowledge, and expertise necessary to efficiently serve a varied clientele, access funds and
provide facilities that back the individuals, relatives, and agencies, living in the societies in
where they work. Mission statements are important in the provision to the community, we strive
for promoting cognizance of critical societal issues, support for and deliver direct provision in
contributing towards improving the general quality of lifespan within the academy, our area, and
communities around the world. Vision statements are important since they serve as a basis of a
comprehensive strategic plan. A vision statement motivates existing probation officers and
attracts prospective probation officers through clearly classifying the company's objectives and
attracting compatible individuals. Vision statements focus company energies and enable the
formation of core capabilities by guiding the company towards only concentrating on strategic
prospects that develop the company's idea. Value statements are important since they determine
the company uniqueness. This enables one to differentiate on human services organization with
another. Value statements also talk about what is significant. They show what is important to the
probation officers and the human services organization. Ethics statement are important since they
show the probation officers that the organization is responsible. This communicates to workers
that the organization is committed to doing its mandate responsibly. New probation officers
know immediately your organization’s standards and outlook. Ethics statement also shows
clients the organization value’s integrity. Clients incline to feeling comforted by the presence of
a Program of Ethics in an organization. Clients get the impression that the organization treasures
its integrity besides operating accordingly when discharging its mandate (Merenbloom & Kalina,
2017).

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Ways to engage staff in the mission and vision statements.
One way to engage your staff with the mission and vision statement is by reinforcing the
organization’s vision by binding it to the group and individual objectives. The vision of the
company should remain tied to realizable goals for staff members. Framing the organization
dream in this way will enable it to be an integral share of the everyday experience. Everybody
from the staff members to the manager should be serving into the structure to drive the company
to its goal. Another way is to implement team undertakings that support the mission (Gurley,
Peters, Collins & Fifolt, 2015).
Team-building resources do work plus are a critical feature of successfully activating your
organization mission. There are several ways to nurture collaboration amongst your staff
members, which aids the dual drive of developing equally camaraderie plus “mission” advocates.
Likewise, the other way is to promote the organization vision by continuously being certain it’s
visible. The vision must be a persistent focal point. So that the vision is observable to staff
members everywhere, it must be concise plus relatable to each staff member at every stage.
Another way is to encourage staff members to contribute to the mission of the organization. By
consistently and openly communicating the organization vision is important to building support,
in addition to ensuring that everybody knows in what way they can participate in its achievement
(Chase, 2016).

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Ways to deal with an employee engaged in misconduct.
One way to deal with employee misconduct is by giving a verbal warning. The oral warning is
best given out for misconduct circumstances that are hardly serious. For example, failure to
perform instructions as specified by the supervisor or when a supervisee has the inclination of
submitting work late, the manager can caution them verbally. In this way, they will recognize
that their ways at the organization have come towards your attention beside it is below par.
Another way is to give a written warning. When a worker has given out an initial caution for
misconduct, plus their conduct doesn’t develop, it is necessary that you proceed with the next
option which is delivering a written caution. A written caution is issued where a duplicate is
retained in the worker’s files, an additional one is recorded in the administration’s records, plus
the supervisor issues a duplicate to the worker. In this manner, the worker will get worried and
understand the gravity of the issue. An example of a written warning statement is this written
caution is delivered for your disappointment to achieve the performance beliefs of your rank.
Specifically, you show up at work drunk and bully your colleagues. On January twentieth of the
year two thousand and seven, you received a verbal warning regarding your alcohol addiction
and bullying. This is an opportunity to right your unsatisfactory conduct. So as your conduct to
be deliberated satisfactory, you essentially achieve and uphold the following behaviour standards
by going to rehabilitation and anger management classes. You are formally on probation starting
immediately and covering until first April of two thousand and seven. Failure to stick to the
circumstances of this printed warning, an increase of new difficulties, plus continued
unsatisfactory behavior will lead towards more serious curative action equal to and including
finishing of your service (Kopaneva & Sias, 2015).

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Likewise, the other method is sacking. When a worker ignores every caution and corrective
action, sacking is the only option. However, sacking can likewise be an instant disciplinary
extent when the misbehavior is grave plus beyond reproach. An example of a dismissal statement
is you are hereby dismissed because, notwithstanding repeated feedback plus performance
training from your supervisor, your work conduct has not developed. Your conduct has been
recorded in three emails of dressing-down which you signed up (Allen, Kern, Vella-Brodrick &
Waters, 2018).

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References.
Allen, K. A., Kern, M. L., Vella-Brodrick, D., & Waters, L. (2018). Understanding the Priorities
of Australian Secondary Schools Through an Analysis of Their Mission and Vision
Statements. Educational Administration Quarterly, 54(2), 249-274.
Chase, M. W. (2016). The Journal Of Physical and Chemical Reference Data (No. World Wide
Web-Internet and Web Information Systems).
Gurley, D. K., Peters, G. B., Collins, L., & Fifolt, M. (2015). Mission, vision, values, and goals:
An exploration of key organizational statements and daily practice in schools. Journal of
Educational Change, 16(2), 217-242.
Kopaneva, I., & Sias, P. M. (2015). Lost in translation: Employee and organizational
constructions of mission and vision. Management Communication Quarterly, 29(3), 358-
384.
Merenbloom, E. Y., & Kalina, B. A. (2017). Steps in Building aK–8 Schedule Step 1: Review,
Revise, or Create a Mission/Vision. In The Educational Leader's Guide for School
Scheduling (pp. 87-105). Routledge.

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