SOCW 6070 Leadership Report TitleLeadership Report TitleMSW,, Lecture notes of Accounting

Download SOCW 6070 Leadership Report TitleLeadership Report TitleMSW, and more Lecture notes Accounting in PDF only on Docsity! Leadership Report Title MSW, Walden University SOCW 6070:Supervision, Leadership, and Administration in Social Work Organizations People First San Diego In this paper, I will analyze the fictional People First San Diego organization using several categories. The majority of the paper will be material recycled from prior assignments submitted for this course. Organizational Design People First San Diego (PFSD) was created in San Diego, California in 2012 by Evelyn Perez. Evelyn Perez has had a passion for working with the underprivileged since childhood. This passion led her to work in anti-violence and housing coalitions and pursue an MSW degree and an MBA degree. The knowledge and expertise that come with those fields of study provide a perfect foundation for the work that Evelyn does through People First San Diego. In my opinion, the humanistic and people-focused practices of social work combined with the organizational- minded and logistics-focused practices of business professionals make Evelyn a perfect CEO for an organization like People First San Diego. Having an MBA, Evelyn was more knowledgeable in organizational design and organization structure and therefore more prepared to structure her new organization in the most efficient way possible. Evelyn was most likely taught that having specialized employees and a division of labor can increase work efficiency (GreggU, 2019). This could have been the influence of the organizational chart for People First San Diego. Organizational Chart. An organizational chart shows the structure of an organization and provides a visual for levels of authority, relationships, and substructures such as departments or divisions (Furman et. al, 2020). The organizational chart for People First San Diego is set up with Evelyn Perez, the founder and CEO, at the very top. Directly below her, the senior leadership team is listed. The 3 senior leadership positions indicate the departments in the organization. These leadership positions include Administrative Assistant, Director of Finance, Clinical Services Director, Human Resource Director, and the Director of Operations. Below each of the senior leadership team members, the organizational chart lists the positions in their respective departments. This is a popular format for organizational charts. It identifies the structure of power, reporting relationships, and task systems or how labor is divided (GreggU, 2019). The organizational chart of People First San Diego also includes the titles held by those employees to highlight that all positions are important. The location of a person or position on the organizational chart does not reflect their importance to the company (GreggU, 2019). Organizational Style and the Mission Statement. "We are dedicated to putting people first. Through housing, employment, and mental, physical, and emotional health services, community members have the opportunity to build resilience, wellness, and financial stability." This is the mission statement of People First San Diego. The mission statement is identifiable in the services offered through the organization. Looking at the organizational chart, it is easy to see that Evelyn has structured People First San Diego to give sufficient attention to each service department. Under the Clinical Services Director, there are medical staff, social workers, and interns. The Human Resources Director is a Human Resources Specialist. Under the Director of Operations is a department for fundraising, community outreach, and marketing, and a receptionist. Also included under the Director of Operations are the Employment and Life Skills Department and the Transitional Housing Department. The style and structure of this organization ensure that each employee and department can addition to being a personality conflict, this scenario also demonstrates that there is a lack of interpersonal skills. "Interpersonal skills are divided into three parts: (1) being socially perspective, (2) showing emotional intelligence, and (3) managing interpersonal conflicts" (Northouse, 2020). Conflict and Organizational Culture. The interpersonal conflict that Patrice has created directly contradicts People First San Diego's diversity and inclusion statement. The diversity and inclusion statement at People First San Diego is: "Authentic belonging.This phrase drives our commitment to diversity, equity, and inclusion within the organization and greater San Diego. We strive to create a space where all have the freedom to be who they are. By welcoming multiple perspectives, we can better solve the complex problems that affect our community" (Walden University, LLC, 2022). Patrice has repeatedly disrespected Bo's preferred pronouns and their contributions to the organization. The eye- rolling and muttering when Bo speaks and the continued refusal to use Bo's preferred pronouns is blatantly disrespectful. After approaching Patrice directly with my concerns, she disrespected me by saying I was being "too touchy". This statement proves to me 7 that she is refusing to take responsibility for her actions, and she is going so far as to blame me and the other employees for being too sensitive. In addition to violating company policies, Patrice's disrespect could be considered illegal under the Equality Act of 2010. The Equality Act of 2010 protects all people in the workplace from discrimination (Indeed, 2023b). Discrimination includes behaviors such as "[...] prejudice and discrimination come in many forms, including overt discrimination, indirect comments and micro-aggressions" (Indeed, 2023b). Patrice's behavior falls directly under the micro-aggression category. Involving Human Resources. My attempts to handle the conflict directly with Patrice were unsuccessful and I believe that her continued micro-aggressions against Bo could escalate and create a hostile work environment. At this point, I feel that I need to get the Human Resources department involved. The first step in the process of involving Human Resources would be to give them a call or send them an email requesting a meeting to discuss possible discriminatory behavior. This brief phone call or email indicates urgency without giving too many editorial details (Segal, 2021). After I have done this, I will attend that meeting and explain the situation. In this scenario, Human Resources would undoubtedly decide to meet with Patrice about her behavior and question other employees who witnessed the behavior. They would also meet with Bo. There are a few outcomes that I could identify based on real- life experiences. One would be a probationary period for Patrice that would result in her dismissal should she fail to improve her behavior. Immediate dismissal could also be a result of the Human Resources investigation if there is a no-tolerance policy in place. Another outcome could be having a serious talk with 8 Patrice and mandatory sensitivity training if Human Resources decides to give Patrice the benefit of the doubt. SWOTT Analysis StrengthsWeaknesses A diverse team of employeesWell-rounded and educated CEOA wide range of services offeredKnowledgeable staffMost of the funding comes from donations and grants Budget issues Employee satisfaction rates have declined OpportunitiesThreats The need for the servicesprovided is steady if not growingGrowing awareness of thesystematic factors affectingunhoused individualsGrowing support for alternativesto homeless shelters/incarcerationfor unhoused individualsMost of the funding comes from donations and grants Property taxes, rent, and service costs vary The fluctuation of political majorities influences the political climate Changes in the political climate affect the willingness of people to help or donate Trends Mental Health Care and Substance Use Treatment in the Unhoused Population. Treating the root causes of poverty and homelessness. A SWOT Analysis is an important tool for any organization. It can help to formulate new ideas and approaches to problems, identify resources or opportunities that could be used to meet goals, determine where change could and should be made, and adjust or perfect plans mid-way through their execution (University of Kansas Center for Community Health and Development). 9 A SWOT Analysis would be a good tool to use in the downsizing discussion that happened in last week's scenario. Allowing each member of the leadership team to fill out a SWOT Analysis can be an efficient and productive way to get their opinions and consider alternatives to downsizing. The SWOT Analysis of People First San Diego that I completed did not show any truly insightful or new information. Without having inside information there are few groundbreaking revelations that I could make. The information that I laid out in the SWOT Analysis could be said about almost any other community-based social support organization. PFSD relies heavily on charitable donations and has had an increase in employee turnover and a decrease in employee satisfaction over the years. Their donations and grants have been significant and have covered expenses so far but seem to be in questionable standings as evidenced by the meeting with the leadership team last week. Funding Sources Foundation Funding. One potential option for PFSD to procure additional funds is to reach out to various charitable foundations. "There are hundreds of foundations that give grants to non-profit organizations. Many foundations are supported through the generous funding of one or two individuals and award grants to organizations with lofty missions like education, animal rights, and environmental conservation" (Johnson, 2023). Foundations are usually started by philanthropic individuals looking to make a difference in the world and their communities. For example, the private foundation providing the most grant funding in the United States is the Bill and Melinda Gates Foundation (Johnson, 2023). These 10 sources of grant funding can be an extremely beneficial funding option for nonprofit organizations. This is especially true if the mission and vision of the nonprofit organization align with the values and interests of the grantmakers (Candid, 2023). A limitation of seeking work that they do with the organization to help people in their community. In the past year, the percentage of staff turnover rates increased significantly, and the percentage of employee satisfaction rates decreased significantly. Employee feedback highlights their passion for what they are doing and their dissatisfaction with pay, budgets, organizational structure, and organizational culture. I believe that the major obstacle to optimum employee engagement is financial in nature. 13 References Candid. (2023).Trainings in nonprofit fundraising, proposal writing, grants. Candid Learning. https://learning.candid.org/resources/knowledge-base/approaching- foundations/ Cubit. (2023).Is San Diego the best California City for your business?California Demographics. https://www.california-demographics.com/san-diego- demographics#:~:text=Race %20%26%20Ethnicity,%25)%20and%20Asian%20(16.9%25). Furman, R., Gibelman, M., & Winnett, R. (2020). How organizations are financed.Navigating human service organizations: Essential information for thriving and surviving in agencies (4th ed., pp. 55-77). Oxford University Press. Gore, E. M., & DiGiammarino, B. (2014, May 22). Crowdfunding for nonprofits.Stanford Social Innovation Review.https://ssir.org/articles/entry/crowdfunding_for_nonprofits GreggU. (2019, November 17).Organizational design and structure.YouTube. https://www.youtube.com/watch? v=gscyaGUjOcw Indeed. (2022, March 29).13 key functions of a human resources department. https://www.indeed.com/career-advice/career-development/human-resource- function Indeed. (2023a, January 26).5 examples of conflict in the Workplace (with solutions). Indeed Career Guide.https://au.indeed.com/career-advice/career-development/examples-of- conflict-in-the- workplace Indeed. (2023b, September 5).6 workplace conflict examples with useful resolutions. Indeed Career Guide. https://uk.indeed.com/career-advice/career-development/workplace-conflict- examples Johnson, S. (2023, May 3).Grant giving foundations. LoveToKnow. https://www.lovetoknow.com/life/lifestyle/grant-giving-foundations NASW. (2023).Standards and indicators for cultural competence in social work practice. https://www.socialworkers.org/Practice/NASW-Practice-Standards-Guidelines/Standards- and-Indicators-for-Cultural-Competence-in-Social-Work-Practice Northouse, P. G. (2020).Introduction to leadership: Concepts and practice(5th ed.). SAGE. Qualtrics. (2023, June 1).What is employee engagement? (and how do you measure it?). https://www.qualtrics.com/experience-management/employee/employee- engagement/#:~:text=A%20definition%20of%20employee%20engagement,their%20work %2C%20and%20their%20team. Segal, J. A. (2021, March 9). When people managers should contact HR.HR Magazine. https://www.shrm.org/hr-today/news/hr-magazine/spring2021/pages/when-people- managers- should-contact-hr.aspx 14 University of Kansas Center for Community Health and Development. (n.d.). Section 14. SWOT analysis: Strengths, weaknesses, opportunities, and threats. Community Tool Box. https://ctb.ku.edu/en/table-of-contents/assessment/assessing-community-needs-and- resources/swot-analysis/main Walden University, LLC. (2022).People First San Diego. [Interactive media]. Walden University Canvas.https://waldenu.instructure.com/