improvement. Theory How it explains the root of the problem of Associated Values Associated Principles identified for the CA Associated Practice child maltreatment identified for the CA Practice Model Elements identified Practice Model for the CA Practice Model Organizational Theories Competing In order to create, change and manage We believe in the potential We believe that families can grow and change to Safety, organizations, leaders need to compete, Values-Quinn for change in families and promote their own safety and well-being. Permanency and control process, collaborate and create new Combines all in ourselves. We engage in continuous quality improvement in Well-being major opportunities so as to be able to change and an environment of learning and development in Shared organizational adjust quickly as necessary to survive. But Effective services and our agencies and among our workforce. Commitment and theories of 20th these foci come with competing values, supports are available to Accountability We listen and learn from children, families, difficult choices and potential conflict for Century meet family needs. partners, and each other and work together to Workforce leaders/managers. support self-reflection, critical thinking, Development and individual and organizational development, Support The fundamental belief is that leading, humility, and improvement. managing and changing organizations We work with families and communities to requires acknowledgement of competing identify, advocate for, link, and support use of values inherent in key tasks and the ability to evidence-based, trauma-informed, manage those competing values in creating individualized, needs-driven, strengths-based and maintaining a healthy and successful services and supports. organization. Leaders need to see the value We consider research evidence; professional in all of these perspectives- only privileging expertise; and family and community / tribe one value over another when necessary values, preferences, and circumstances as we otherwise allow all to operate. work with families to make service plans. Timely, culturally relevant, family-driven services are accessible and available. Theory How it explains the root of the problem of child Associated Associated Principles identified for the CA Associated Practice maltreatment Values Practice Model Elements identified identified for for the CA Practice the CA Practice Model Model Organizational Theories Organizational The rules and norms of an organization (the culture) and We believe in We believe that families can grow and change to Workforce the feelings that people have as a result of being a part Culture and the potential for promote their own safety and well-being. Development and Climate Theory of that organization (the climate) have a great impact on change in We engage in continuous quality improvement in Support
improvement. Theory How it explains the root of the problem of child maltreatment Associated Values identified for the CA Practice Model Associated Principles identified for the CA Practice Model Associated Practice Elements identified for the CA Practice Model Organizational Theories Competing Values-Quinn Combines all major organizational theories of 20th Century In order to create, change and manage organizations, leaders need to compete, control process, collaborate and create new opportunities so as to be able to change and adjust quickly as necessary to survive. But these foci come with competing values, difficult choices and potential conflict for leaders/managers. The fundamental belief is that leading, managing and changing organizations requires acknowledgement of competing values inherent in key tasks and the ability to manage those competing values in creating and maintaining a healthy and successful organization. Leaders need to see the value in all of these perspectives- only privileging one value over another when necessary otherwise allow all to operate. We believe in the potential for change in families and in ourselves. Effective services and supports are available to meet family needs. We believe that families can grow and change to promote their own safety and well-being. We engage in continuous quality improvement in an environment of learning and development in our agencies and among our workforce. We listen and learn from children, families, partners, and each other and work together to support self-reflection, critical thinking, individual and organizational development, humility, and improvement. We work with families and communities to identify, advocate for, link, and support use of evidence-based, trauma-informed, individualized, needs-driven, strengths-based services and supports. We consider research evidence; professional expertise; and family and community / tribe values, preferences, and circumstances as we work with families to make service plans. Timely, culturally relevant, family-driven services are accessible and available. Safety, Permanency and Well-being Shared Commitment and Accountability Workforce Development and Support Theory How it explains the root of the problem of child maltreatment Associated Values identified for the CA Practice Model Associated Principles identified for the CA Practice Model Associated Practice Elements identified for the CA Practice Model Organizational Theories Organizational Culture and Climate Theory The rules and norms of an organization (the culture) and the feelings that people have as a result of being a part of that organization (the climate) have a great impact on We believe in the potential for change in We believe that families can grow and change to promote their own safety and well-being. We engage in continuous quality improvement in Workforce Development and Support