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Reinforce, Refer, Release

Running head: REINFORCE, REFER, RELEASE

Reinforce, Refer, Release
Marcella Brown
University of Phoenix
BSHS 322
Cassandra Lee
October 25, 2009

Reinforce, Refer, Release
As Human service managers we will come across various employee relation issues. It is vital that we as managers learn how to handle these situations or they can easily get out of hand and can be damaging to our business and to the population that we attempt to serve. In this paper I am going to discuss three different scenarios that I may encounter as a human service manager and what recommendation and strategies I would use reinforce, refer, and release.

Tom Martin is a 32 year old male Caucasian, divorced and has worked for the Family Support Services Center for 4 years. A female client has accused Mr. Martin of making sexual inappropriate comments. Mr. Martin’s employee profile shows a history of complaints. If I were Mr. Martin’s supervisor I would put Mr. Martin on probation with pay while an investigation is being done, after the investigation was completed Mr. Martin was found in violation. I released Mr. Martin because he failed to follow the boundaries regarding out of office contact and the code of ethics. The National Association of Social Work provides a list of what is considered to be unethical practices. I found that Mr. Martin violated many of the code of ethics listed. For example it states Social workers should not take unfair advantage of any professional relationship or exploits others to further their personal, religious, political, or business interests.
According to the book Interviewing in action if a counselor does see a client out of the office it has to be work related and it has to have a positive impact for the client that can not be done in an office environment. I think that some of the ending and transitions that are relevant is giving feedback and eliciting feedback, announcing the process, and checking for unfinished business. Giving feedback and...