Leadership and Management Nongovernmental Organization

Question: Discuss about the Leadership and Management for Nongovernmental Organization. Answer: Introduction: World Vision is a leading nongovernmental organization which is spread all over the world. The main aim of this organization is to eradicate poverty in different disadvantageous areas by including the inhabitants into regular working fields like agriculture, handicrafts and many others. Their main initiatives that had been taken by them for the purpose are community development, humanitarian and emergency relief, tackling injustice through effective policy change and advocacy (World Vision, 2015). They also try engaging more Australians into these initiatives for better output and to achieve goal easily. This organization has appointed different employees who have the same will and vision of serving the humanity just like that of the organization's vision. The same vision when shared by the organization as well as their employees, the goals is achieved easily. Out of 652 employees, 543 workers are based on full time, and 109 are part-timers. The organization has strategically divided the tasks among different employees based on the employee's own interests (World Vision, 2015). There is an effective program resource team who are mainly concerned with managing donations of noncash resources to meet critical needs. Separating the cash and noncash resource management team, they had strategically been able to handle out situations without conflicts and at the same time helped in effective communication between the two teams. They have kept employees under many designations based on their fields of expertise and their typical skill of communication in that field. This is an effective stra tegy as this will help the organization to bring out the best outcome for each that will help in fulfilling a bigger interconnected objective (Anderson, 2014). There is contact center consultant who helps to discover values and best outcomes of their supporters so that they perform their best. This relationship helps to provide a sense of reliability and security among the workers. Manager of marketing communications is mainly involved in effective interaction and discussion of the core values that are contributed by their supporters to bring out the best effects. Their effective ways of handling the invited ideas of the supporters help in building a relation of companionship and trust and the workers and supporters feel a sense of acceptance and importance. Security and safety managers remain on 24 hours assistance to guide the safety and security issues of the workers (World Vision, 2015). The Aid campaign project manager aims to bring more and more Australians to dedicate themsel ves of this noble initiative. There is also the pastoral care manager who is appointed with the sole aim of creating bonds between the employees so that they can maintain a healthy relationship among themselves and help each other to reach goals easily. From the employment of the above important designation, one can find out that the organization has set up the best strategize where each and every person has the primary aim of creating a bonding between every worker that would help the supporters to be happy and contempt (World Vision, 2017). The organization knows that a growing perfect relationship between the employees and that of the employees with the organization would help to achieve goals easily (Knowles, Servatika Sullivan, 2016). The organization has discussed extensively the safety and security concerns among themselves and had implemented policies after thorough discussion with policy makers and senior leaders. They had taken active steps to spread safety awareness and visibility and engagement. The concerned risk assessment managers were given scopes to update hazard profile and activate risk management processes (Faulkner et al., 2015). They developed induction programs with new visions and incorporating hazards, define safety roles and responsibilities to the supporters so that they can do not face any serious accidents or crisis and many others. Another important role the risk managers played was to develop and streamline the med fit program which helped to ensure whether the employees are fit for development The hiring policies of the employees do not seek for any information about the sexual preferences of the employees. They seek to ask no questions about family related matters and strictly believe that the employees need to read, sign and abide by the Child Protection Policy and undertake criminal record checks before commencing employment. They do not ask any questions about sexual orientation, marriage or lifestyle choices during recruitment interviews. Moreover, particular promotion of absence of discrimination or harassment is clearly not mentioned, but it can be assumed that all the employees work with their will on their chosen project and are very compassionate towards human kind. Therefore discrimination and harassment are considered to be monitored and strictly handled so that their main mission is not hampered. Regarding equality, it is also seen that the government do not discriminate on the gender of the workers and appoints males and females based on their skills, experiences, knowledge and capability to perform a specific role. Different types of risks always remain associated with the employees who have to travel and stay in the midst of various communities with the objective to develop the community through proper health education and livelihood strategies. This may include insensitivity due to cultural differences, anger and ferociousness of different tribal groups, ethical differences and many others. This may lead to severe negative impacts like injury, accidents and even several crises which may not always have time to be to act according to the risk management procedures. This may lead to life threats. Moreover, poverty stricken areas may also provide difficulty for the volunteers who may not survive there for long. This may be taken as a failure that may break the employee's motivation and confidence. All these may have negative impacts on labor forces, and associated workers may be influenced, and they may leave the organization in bulks, ultimately harming the organizations mission (Brothers, 2015 ). Crisis of funds may also arise which may lead to compromised working quality and delay in achieving goals for the organization The list of potential lists would include insufficient fund raise that would affect the coursework planned for completion of a particular motive. This may also involve improper communication between the employees leading to miscommunication, anger, jealousy and others. Similar interest to work on a particular project may arise within the individual which when not addressed properly may lead to disappointments and anguish. Other may include cultural differences as this organization offers employment to a variety of workforces irrespective of caste, creed and religion. To resolve the above mentioned problems, a good management system is to be prepared by the organization although they possess a capable one. However, internal conflicts are a very serious concern, and therefore skilled managers and experts need to be employed who would have a good knowledge in relationship development and marinating human resources effectively. The government should also categorically appoint every post and assign tasks so that there arises no issues, conflicts and confusion among different individuals. Policy development for diversity promotion program: To develop a policy to enhance the concept of diversity in the workplace, different responsibilities are to be adopted by the present employees as well as the managers of the firm (Gallinsky et al., 2015). Beside this, the policy should also pinpoint the different legal acts that should govern the different behaviors that a particularly responsible employee must possess. Engage themselves in a variety of educational workshops that would be based on workplace diversity. This would ensure the employees to understand how to treat colleagues of other cultures and also the positive outcomes that it will possess. Handle every issue of complaints of harassment, bullying or insults complained by a particular employee. Care should be taken that the victim or the accused employee are properly treated and made to understand their faults. Ensure that all the performances and the assignments to be completed by the employees must follow the diversity principle rules that the organization follows. This would prevent confusion and conflicts. Proper support and encouragement to be provided so that every employee can experience flexible working arrangement and conditions. Behave properly in a way that will help to promote the enhancement of culture which values diversity among fellow workers. Capable of aligning one's own and other's diverse skills and talents that would help to provide a high quality work output supporting all the cultures (Bond Haynes, 2014). Not harass or insult another employee because of his different cultural and diversity values and rather try to be tolerant towards their views. Maintain the rules and regulations under that follow the APS Values and Employment Principles and the codes of conduct. The legal framework that the company should follow and maintain consists of acts which when not followed may result in penalty and punishment for the individual accused (Dobbin Kaley, 2013). The acts that should be followed are Public Service Act 1999, Racial Discrimination Act, 1975, Sex Determination Act 1984, Human Rights and Equal Opportunity Community Act 1986 and Fair Wok Act 2009. References: Anderson, G. (2014). Being charitable [Book Review].Law Society Journal: the official journal of the Law Society of New South Wales,52(3), 82. Bond, M. A., Haynes, M. C. (2014). Workplace diversity: A socialecological framework and policy implications.Social Issues and Policy Review,8(1), 167-201. Brothers, M. J. (2015).Rebalancing Public Partnership: Innovative Practice Between Government and Nonprofits from Around the World. Ashgate Publishing, Ltd.. Dobbin, F., Kalev, A. (2013). The origins and effects of corporate diversity programs. Elliott, J. H., Turner, T., Clavisi, O., Thomas, J., Higgins, J. P., Mavergames, C., Gruen, R. L. (2014). Living systematic reviews: an emerging opportunity to narrow the evidence-practice gap.PLoS Med,11(2), e1001603. Faulkner, M., Truong, O., Romaniuk, J. (2015). Barriers to Increasing Donor Support Evidence on the Incidence and Nature of Brand Rejection.Nonprofit and Voluntary Sector Quarterly,44(5), 1007-1025. Galinsky, A. D., Todd, A. R., Homan, A. C., Phillips, K. W., Apfelbaum, E. P., Sasaki, S. J., ... Maddux, W. W. (2015). Maximizing the Gains and Minimizing the Pains of Diversity A Policy Perspective.Perspectives on Psychological Science,10(6), 742-748. Knowles, S., Servtka, M., Sullivan, T. (2016). Deadlines, Procrastination, and Inattention in Charitable Tasks: A Field Experiment.Available at SSRN 2576625. World Vision,. (2017). Annual report, 2015. Worldvision.com.au. Retrieved 10 January 2017, from https://www.worldvision.com.au/docs/default-source/annual-reports/wv-annual-reports/annual-report-2015-v2.pdf?sfvrsn=2