Leadership Style at Dcf and the Implications for Performance and Satisfaction

Course Project

Leadership Style at DCF

and the Implications for Performance and Satisfaction

From: Diana Snyder

dianasnyder50@yahoo.com

MGMT 591: Leadership and Organizational Behavior

Professor: Dr. Thomas Bock

June 23, 2013

Table of Contents

Introduction…………………………………………………………………………..2

Problem Statement……………………………………………………………………2

Literature Review……………………………………………………………………..3

Analysis………………………………………………………………………………..7

Solutions………………………………………………………………………………8

Reflection……………………………………………………………………………..9

References…………………………………………………………………………….11

I. Introduction

The Department of Children and Families (DCF), State of New Jersey was created in July 2006 as the first cabinet level department that was exclusively devoted to serving vulnerable children and families in New Jersey (http://www.state .nj.us/dcf/about). DCF is a social service agency that provides assistance to families and their minor children and gives them a safe and stable environment. The main focus of the organization is to provide a safe and stable environment for minor children whose parents are dealing with some type of crisis. The agency has several locations throughout the state and is a 24 hour operation. DCF also works with other agencies such as the School system, Hospitals, Fire Department, Police Department and Adoption Services. Presently, DCF has 6600 employees.

I first went to work with the department formerly known as the Division of Youth and Family Service (DYFS) in November 2003 as a temporary employee and was hired as a full time employee in October 2004 as a Clerk Typist. Over the years as I listened to employees complain about how management was dealing with its employees and saw how employees moved from the department to other agencies or just decide to resign and leave the organization I realized that the problem came from upper management and concluded that employees were not being involved in the decision making process...