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agency director. In a group this occurs when a worker helps each member
to appreciate the contributions of the other members so that everyone’s
ideas are heard and considered. This principle is stated while recognizing
that the worker, by virtue of his or her position in the agency and his or
her expertise, is likely to have a great deal of influence. This requires the
worker to use his or her influence prudently.
A major implication of this principle is a respect for and a high value
placed on diversity in all of its dimensions such as culture, ethnicity,
gender, sexual orientation, physical and mental abilities and age.
2.
The creation of a socially just society.
The group offers an opportunity to live and practice the democratic
principles of equality and autonomy and the worker should use his/her
knowledge and skills to further this. The worker should be mindful of the
quest for a society that is just and democratically organized one that
ensures that the basic human needs of all its members are met. This
value is presented to the group whenever it is appropriate and reinforced
when members articulate it.
B.
Core Knowledge
There are special areas of knowledge that enable group workers to more
ably serve the group. This includes knowledge of the history and mission
of our profession as it impacts group work with poor people, minorities
and other disenfranchised people. Understanding when group work is
the practice of choice is important. The skills needed to carry out the
professional mission emerge from our values and knowledge and requires
specialized education.
1.
Knowledge of individuals.
a.
The nature of individual human growth and behavior, utilizing a bio-
psycho-social perspective and a “person-in-environment” view. The
forces impacting the person and the group are important factors in
group work assessment and intervention. This includes viewing the
member in the context of the group and the community.
b.
The familial, social, political and cultural contexts that influence
members’ social identities, interactional styles, concerns, opportunities,
and the attainment of their potentials.
c.
The capacity of members to help one another and to change.
d.
The capacity of members to contribute to social change in the
community beyond the group.
e.
Using competency-based assessment, the group worker places an
emphasis on members’ strengths, in addition to their concerns. The
worker also must understand protective and risk factors that affect
individuals’ needs for services and their ability to act.
f.
The worker has an appreciation and understanding of such
differences as those due to culture, ethnicity, gender, age, physical and
mental abilities and sexual orientation among members that may
influence practice.
2.
Knowledge of groups and small group behavior.
a.
The worker understands that the group is an entity separate and
distinct from the individual members. The group has its own dynamics,
culture and other social conditions.
b.
The worker understands that the group consists of multiple helping
relationships, so that members can help one another to achieve
individual goals and pursue group goals. This is often referred to as
“mutual aid.”
c.
The democratic process in a group occurs as the members develop a
sense of “ownership” of the group in which each member’s contribution
to the group is solicited and valued.
d.
The group can develop in such a way that members, individually and
collectively, are empowered to act on their own behalf as well as that of
the group.
e.
Groups can develop goals that members are committed to pursuing.
These goals may be for individual member growth, group development
and/or social change.
f.
Group members as well as the group-as-a-whole can seek changes in
the social environment.