Social Competence According to different scholars, social competence can be defined in several ways. It covers communication skills, ability to develop a relationship and cognitive sense of others’ thoughts (Dow & Rich, 2001). Norma (2010) finds it as the capacity to maintain a communication appropriately and effectively during social interaction based on a context of the situation. In addition, it involves the proper social skills, social perception and behavioral fields for people to determine their images based on self-expression and control of emotions (White, 2005). To summarize the above definitions, social competence is the level of obtaining clear self-identity within a social environment, and the ability to obtain positive relationship through appropriate social skills.
INTRODUCTION Social work is a helping profession which seeks to promote social change, social justice and enable social functioning and wellbeing of human beings. Social workers resolve people’s problems with them with the guide of diverse theories. It is a profession that borrows from other discourses such as sociology, political science and psychology. Nonetheless, social work is a very multifaceted profession in that its professionals can practice anywhere as long as there are clients. This document entails a transitory explanation of what social work is, what it means to develop a discipline specific-knowledge and lastly whether is possible to develop a discipline specific-knowledge for social work.
Knowing the crucial role of emotions and relationships in the social work chore, the rapid growth of literature about EI suggests the relevance of EI to social work is behind the schedule and it’s time to re-evaluate and work on it. Emotional intelligence components like empathy and emotional regulation can be built in into a form to perform the critical role in the quest of opinion and evaluation by social work practitioners by considering the use of EI more broadly while practicing. Five Core aspects of Social Work practice (Tony Morrison) in which Emotional Intelligence plays an essential role in the effectiveness of the engagement and intervention and are noted below:- • Engagement with service users • Assessment & observation • Decision-making • Collaboration & co-operation • Dealing with
Part I: discussion Social competence is a complex and general concept. It contains concepts like cognition, emotion, social relations. It is defined as “The ability to achieve personal goals in social interaction while simultaneously maintaining positive relationships with others over time and across settings. “(Rubin & Rose-Krasnor, 1992) This article is going to discuss the following five concepts related to social competence. Cognition In psychology cognition is the process through the formation of the concept, perception, judgment and other mental activities or imagined to get knowledge, which is the mental function of individual to process information.
Social Skill An individual with social skill has an aptitude for building relationships and is skillful at directing teams (Goleman, 2004). The benefits of having social skill impact a teams productivity, conflict management, and works to eliminate barriers. Goleman (2004) defines social skill as the art of friendliness with the intent to steer others toward a certain direction. Epitomizing Emotional Intelligence The art of epitomizing the characteristics of emotional intelligence can be learned and developed as individuals, teams, or organizations pursue a more well-rounded and highly functioning workplace environment. A number of methods are beneficial for garnering emotional intelligence.
They make sure that there is an active link and positive relation among the group members. Individual needs of group members cater individually to each members of the group in an organisation. Balancing these three aspects is the key in achieving the goal set for the organisation’s growth. This brings about more productivity into the work performance of the organisation. The servant leadership was suggested in 1970 by Robert Greenleaf.
They motivate us to strive for mastery success and completion. (slide share, 2014). Individual are classified as social beings. Alfred was interested in how individuals strive for perfection he also states that social feeling is learned from early attachment. Adler’s five basic principles of Individual Psychology: We are social beings who want to belong.
For the purpose of the proposed research, the five key elements will be analyzed and recommendations will be made based on the finding of the research. Bolton, Kannan and Bramlett (2009) Jones suggested that there is a strong correlation between the loyalty program perception value and customer loyalty. They wrote that “the important implication is that perception of a value hypothesis and loyalty programs are complementary and are necessary to build a lasting relationship with
Future studies examining the relationship between culture type and level of commitment would be well rewarded by using organizations with strong, varying culture styles. A strong culture would enhance any relationships that might exist between clan, adhocracy, market, and hierarchy culture and commitment. However, the outcomes of the current study show that using and propagating an atmosphere full of behaviors, norms, beliefs and positive approaches in an organization could provide the most optimal working environment. But there is a long way ahead to make the changes related to the organizational culture and in order to make the organization dynamic through creation, growth and applied nature of growth and development. A final recommendation involves the integration of qualitative research methods in studying culture and commitment.
In the theory and practice of management, organizational development is one of the most increasingly important issues. It means the achievement of such a harmonious state of organizations, which matches the parameters of formal and informal organization and achieved the harmony of the goals of the organization's employees and the organization itself as a social phenomenon. To achieve such harmony, you need to have some tools for implementing organizational changes, understand the essence of social and psychological phenomena in the team of the organization, be able to influence them. This development is a strategic way which helps, on the one hand, to increase the overall effectiveness of the organization, on the other hand, to increase the sense of satisfaction and improve the working conditions of employees. The purpose of this work is to develop ways to improve the activities of the Quay International Convention Center as an OD practitioner.