Perspective Chapter: Fostering Effective Leadership in Social Work Organisations

*Stella Chipo Takaza, Diana Kanyere and Chipo Chitereka*

#### **Abstract**

The need to understand theories and definitions in leadership and organizations from social work perspectives has increased worldwide. The leadership explanations and classifications have been developed to understand how social work leadership in organizations is producing favourable returns. This has been a major concern among governments, policy makers, and academics, formal and informal organizations. Social work leadership is needed by any professional organization that seeks to provide basic social services to the society. So far, many organizations including social work have been using different leadership approaches to achieve their goals and objectives which ultimately help them to motivate their employees for profit or non-profit gains. As such the chapter is based on qualitative information on different leadership models social work organizations use to expand their activities. The study findings demonstrate that there is need for much understanding on leadership approaches used to promote the growth of an organization from social work perspectives. The chapter suggests relevant leadership theories or models that could be used to enhance the full functioning of social work organizations being it local, national, regional or international the world over. The results will inform governments and social work organizations to design and apply broad organization leadership from social work perspectives that promote the growth and function of any organization.

**Keywords:** social work, organization, leadership, perspectives, Zimbabwe

## **1. Introduction to leadership in organizations**

The success of an organization depends on the theories and leadership styles applied by the service institution. Torgersen [1] recommended five leadership styles commonly used in organizations which include; Authoritarian, Democracy Laizzez-faire, Bureaucratic and Charismatic where social work leaders have either to choose the power and structure approach or human relations leadership informed by appropriate theories and models. Sullivan [2] highlights that the core elements of leadership in social work are also comparable to those used in other professions and organizations. Multiple studies for example Moyo et al. explicate that organizations which have common characteristics for example purpose, structure and people tend to use leadership approaches that are dictatorial in styles as compared to those used in spiritual organizations believed to be inappropriate for social work organizations. In pursuant of understanding leadership in social work organization, there are various increasing numbers of evolving local, national or international organizations that require approved leadership approaches of leadership for their successes free from tension and pressures. So many situations, contexts, cultures, working environments, most modern laws and regulations, information overload, organizational complexities and psycho-socio developments which remarkably impact negatively on leadership concepts thus, were making it commensurate to the changing organizational dynamics [3, 4]. In that regard, the current study is conducted utilizing appropriate approaches in social work organizations pertinent to Zimbabwe. In so doing, stratified and convenience sampling is employed to collect data in social work organization which is analysed using content analysis, themes and sub themes corresponding to the objectives. The results, discussion and conclusions are drawn from the discourse analysis.

## **2. The dimensions of leadership in organizations**

This book chapter discusses different dimensions of leadership approaches used in social work organizations worldwide, particularly in developing countries including Zimbabwe. For this particular study, the leader is expected to have certain traits that use various leadership theories and models in organizations from social work perspectives. Basically, leadership is recognized as an enabler of well-functioning of these organizations which are concerned with social care [5]. The social work definition refers to a helping profession that enhances human growth and well-being through helping to meet the basic needs of all people, especially the poor, oppressed, and the most vulnerable [6]. In this contemporary society, the majority of social work organizations working with individuals, families, groups then require effective social work leadership theories and models which are free from conflict and tension as well as not difficult to achieve. Following this line of thought, several organizations such as Governments, the healthcare systems, Faith Based Organizations, among others recognize the potential benefits of using leadership with active support from policy and ethical practices as well as leadership qualities [5]. The bulk of social work organizations evolving from the global north and south are excited to come together and pursue a common idea and create structures and processes best suited to achieving their goals and mandates. Hence, the professional social work practice requires the practitioner to be one with adequate knowledge of human development and behavior, of social, economic and cultural institutions, and of the interaction of leadership in social work organizations. The formal and informal leadership require social workers to address the day to day social problems as they also need to understand their roles as social workers in organizations, not only what the specific tasks they have to do but however what the organization expects of its social workers [7]. The process of leadership occurs within an organization in which Torgersen [1] emphasize that the method or style of leadership may vary and will depend upon the leader, the followers and the setting.

#### **3. The international definition of social work and organization**

To foster effective leadership in social work organisations and achieve the expected retains, it is fundamental to appreciate that there are different social work definitions used in various settings. Thus it is important to adequately define social work

#### *Perspective Chapter: Fostering Effective Leadership in Social Work Organisations DOI: http://dx.doi.org/10.5772/intechopen.106281*

because it is a profession working in variety of settings that may include profit and non profit organizations or public social service agencies such as Government, Hospitals, Schools, Faith Based Organizations, Industrial settings among others. The social workers in these organizations are concerned with social problems, their causes, solutions and their impacts using different leadership theories or models. The social work as a profession in local, regional and international organizations has been significantly recognized over the past decades. As a result, the global statistics in various social work and non-social work organizations are growing the world afar and social workers in the future have been projected to increase significantly. These and other concerns have therefore called for the International Federation of Social Workers (IFSW) [8] at its General Meeting and the IASSW General Assembly to redefine social work as:

*"A practice-based profession and an academic discipline that seeks to promote social change and development, social cohesion, and the empowerment and liberation of people. The principles of social justice, human rights, collective responsibility and respect for diversities are central to social work as underpinned by theories of social work, social sciences, humanities and indigenous knowledge's, social work engages people and structures to address life challenges and enhance wellbeing which could be amplified at national and/or regional levels".*

Following the IFSW definition, an array of Governments, national, local and Non-Governmental Organizations have been instituted and mandated to enhance the lives of individuals, families, groups and communities using various models and theories in an organization setting. Due to numerous definitions of the term organisation, it is very difficult to precisely define social work as it is not standardised in certain instances. Because of its dynamic and ever changing nature, the different writers have defined and interpreted the term in line with societal needs, business objectives or environmental changes emphasising different characteristics. Attributable to different forms of organization structures like the bureaucratic structure, entrepreneurial structure, matrix form and independent form, the study found that an organisation is not just a structure or a set of plans and processes but organisations are made up of people who interrelate with each other in carrying out roles and duties in support of the achievement of set goals and objectives. Literature substantiate that organisations are: "(1) social entities that (2) are goal directed (3) are designed as deliberately structured and coordinated activity systems, and (4) are linked to the external environment" [9]. Srivastava [10] treated an organization as "a dynamic process and a managerial activity which is essential for planning the utilization of company's resources, plant and equipment materials, money and people to accomplish the various objectives". From the above definitions an organisation can be understood as a unit that is goal oriented with human groupings that work together in creating structures and technologies that are suitable for pursuing intended goals. These organizations in that regard are requiring to using different leadership styles and models to increase motivation of its workforce and produce good returns. Mostly, studies have discovered that the complications in these organizations are that the knowledge base is purely conceptual and lacks a robust empirical basis to address the contemporary organizational social work challenges [11]. It seems to be that some structures and orientation of these organizations are dynamic which call for dynamic leadership styles. Therefore, the global definition of organizations as a unit pursues the vision and mission of the organization emphasizing only their rationality and goal-directed nature depending on the type of leadership. Thus social work challenges are managed

by engaging and re-engaging with the social work profession, its knowledge, values and skills [12]. Moreover, various professional skills and knowledge base have long been recognized as the heart of every organization including the health care services [5]). The converse is as well true that social workers particularly those from academic organizations have appeared to resist in the reduction of their struggles in the context of the growing implications in evidence-based social work best models and practice guidelines in decades. An organization as defined by Robbins and Coulter is an entity with a distinct purpose which is expressed in terms of objectives or set of goals that an organization can hope to achieve within a space of time. Even though each organization is made up of different people who work for those organizations to achieve their organizational goals, the leadership approaches in these organizations has however been viewed by Haworth et al. [5] as poorly defined.

Today, social workers are expected to function within the scope of organization structures, programs, and advantages that are offered by governmental, civic society and community players in order to guarantee quality social protection of the vulnerable individuals, families and communities. By so doing, each social worker is required to provide the welfare services under diverse regulatory mechanisms like licensure, registration, certification which are fundamental for the professionalization of the social work practice that ought to guarantee accountability. The regulatory mechanisms in that regard have numerous added advantages to the recognition of the social work professionalization that should differentiate the quality of social work and leadership from those of the non-social work organizations respectively.

### **4. The leadership expectation in social work organization**

Generally, diverse and complex social work organizations require social workers that are both willing and able to practice dynamic and successful leadership in organizations. The social work practice as a people cantered profession or pursuit has a relatively modern origin which acknowledges that many organizations involve themselves in different and complex activities such as developmental work, humanitarian relief work; advocacy, legal, human rights, and health among others [13]. The process in social work leadership is analysed in the context of these formal and informal organizations which require social workers to use different leadership styles such as the authoritarian, democratic, laissez-faire and the charismatic leadership skills. In essence, what it means is that social work practitioners have to be willing to contribute to the effective leadership in various organizations using the required models or theories. Previous studies by Harworth et al. demonstrate that the implementation of social work leadership requests understandable and relevant as well as definition of models of practice [5]. So far, social workers have been employed in assorted organizations with varied organizational structures and objectives in which failure to exercise the acceptable theories and models result in the breakdown of the organization to dispense adequate social services. Haworth et al. [5] underscore that the significance of using effective leadership styles has been referenced by Torgersen well as a number of international organizations, scholars and reports repeating that case reviews which agree to the significance of effective leadership in organizations. Social work organizations' mandates have been to provide quality services for the people to restore or enhance their capacity for social functioning while creating societal conditions favourable to their goals using suitable leadership styles. The authoritarian leader for example will decide by him/her and the laissez-faire leader to

#### *Perspective Chapter: Fostering Effective Leadership in Social Work Organisations DOI: http://dx.doi.org/10.5772/intechopen.106281*

let the subordinates make decisions, hence take no leadership role other than assuming the position [3]. Khan [3] further proffers that the democratic leader assesses his/ her subordinates and then makes the decisions. Moyo et al. [13] provides that some of the organizations are developmental in nature whilst a good number focus on different areas of specialty such as health, humanitarian work, clinical social work, schools social workers. Given the diversity and complexity of the context in which leadership is used, a number of studies have proved that inadequate use of leadership models and theories in organizations is a nagging problem which requires careful interrogation from social work perspectives.
