Potential Solutions
Option 1: Increase the Number of Managers to Improve Organizational Structure
First of all, the easiest solution to break down this problem would be to increase the amount of numbers on top of the organizational structure. Managers in an organization are the spiders in the big cobweb of employees and are therefore the most important factor in the the network of the organization. On top of that, Mintzberg (1979) states that managers develop the strategies of the organization’s business model to deal with environment to pursue their social goals in terms of a non-profit organization like Rural Action. When RA has more managers, they can develop a better structure to manage all the projects they organize, especially during …show more content…
This leads into a disbalance of human resources explained by Half (2015). He states that limiting professional development opportunities is in practice often ‘‘costly and counterproductive’’. He explains his view by arguing that employee training has several benefits for the organizational structure and the organisation as a whole. Benefits like increasing the collective knowledge of the organization, making employees feel satisfied, enhancing the company 's reputation, attracting more qualified candidates, bolstering the retention strategy and finally making succession planning easier. These career development will also result in content employees and managers that like working for RA and EE for a longer period. A question from the provided survey showed that most current managers have been working for RA for roughly 2-3 years only. When supporting people to keep working for EE, RA maintains the gained knowledge of the organization within the …show more content…
This transparency might affect the privacy since both organizations have to share private information about their projects and programs. However, the survey stated that the four managers of EE are not concerned about their privacy during collaboration. This is illustrated in figure 2. Moreover, since EE is a unique concept in this area of Ohio, they do not have to be afraid of competition which benefits the trust in the collaboration.
Figure 2 Concerns of collaboration among the management of Environmental Education.
Besides sharing the workload with other organizations, Rural Action could also collaborate to joint applications for funds, or joint fundraising to expand the budget. This phenomena has been successfully used by more and more NGO’s worldwide described by Glennie (2012). He argued that the public favors organizations that work together since it builds up trust. As a non profit organization, you are reliable on trust and reputation to gain more fundraisers. Thus, collaboration not only safeguard values and shared missions, but it is also financially sensible.
Final
Option 1: Increase the Number of Managers to Improve Organizational Structure
First of all, the easiest solution to break down this problem would be to increase the amount of numbers on top of the organizational structure. Managers in an organization are the spiders in the big cobweb of employees and are therefore the most important factor in the the network of the organization. On top of that, Mintzberg (1979) states that managers develop the strategies of the organization’s business model to deal with environment to pursue their social goals in terms of a non-profit organization like Rural Action. When RA has more managers, they can develop a better structure to manage all the projects they organize, especially during …show more content…
This leads into a disbalance of human resources explained by Half (2015). He states that limiting professional development opportunities is in practice often ‘‘costly and counterproductive’’. He explains his view by arguing that employee training has several benefits for the organizational structure and the organisation as a whole. Benefits like increasing the collective knowledge of the organization, making employees feel satisfied, enhancing the company 's reputation, attracting more qualified candidates, bolstering the retention strategy and finally making succession planning easier. These career development will also result in content employees and managers that like working for RA and EE for a longer period. A question from the provided survey showed that most current managers have been working for RA for roughly 2-3 years only. When supporting people to keep working for EE, RA maintains the gained knowledge of the organization within the …show more content…
This transparency might affect the privacy since both organizations have to share private information about their projects and programs. However, the survey stated that the four managers of EE are not concerned about their privacy during collaboration. This is illustrated in figure 2. Moreover, since EE is a unique concept in this area of Ohio, they do not have to be afraid of competition which benefits the trust in the collaboration.
Figure 2 Concerns of collaboration among the management of Environmental Education.
Besides sharing the workload with other organizations, Rural Action could also collaborate to joint applications for funds, or joint fundraising to expand the budget. This phenomena has been successfully used by more and more NGO’s worldwide described by Glennie (2012). He argued that the public favors organizations that work together since it builds up trust. As a non profit organization, you are reliable on trust and reputation to gain more fundraisers. Thus, collaboration not only safeguard values and shared missions, but it is also financially sensible.
Final