Mr. Ploeg, Thank you for your thoughtful response to the discussion board subject this week. Though I have not worked in a military capacity I can greatly relate to the concepts you discussed in your discussion board forum. I too am a manager in a not-for-profit environment and must balance a tension within our staff of being underpaid while working a position that makes significantly more money in the for-profit sector.
You mentioned that an important part of curbing turnover on your team is to have an efficient onboarding process. Chen, Ren, & Knoke (2014) highlights that nonprofits employee's lower pay is balanced by the intrinsic motivation they receive for their work. As a religious non-profit, our organization is very intentional to communicate the intrinsic value of the jobs we offer when addressing the fact that our pay will not be competitive to that of similar jobs in the for-profit sector. This is …show more content…
We are unique in that the business is a Christian non-profit and one of our focuses is diversity. As a result, our team currently has a wide generational range, varying educational backgrounds, and 18 different nationalities represented. Interestingly enough, our affinity for diversity does not exclude us from having problems managing diversity. It actually is the cause of our diversity problems. With a diverse staff come many differing backgrounds, traditions, norms, and understandings, and these differences require our team members to regularly experience, initiate and practice change. Successful navigation of the challenges of managing diversity is dependent on the ability of an organization and its personnel to be open to change (Kinicki & Fugate, 2016). Change on our staff is inevitably constant and often stems from the challenge of working with people much different from each
You mentioned that an important part of curbing turnover on your team is to have an efficient onboarding process. Chen, Ren, & Knoke (2014) highlights that nonprofits employee's lower pay is balanced by the intrinsic motivation they receive for their work. As a religious non-profit, our organization is very intentional to communicate the intrinsic value of the jobs we offer when addressing the fact that our pay will not be competitive to that of similar jobs in the for-profit sector. This is …show more content…
We are unique in that the business is a Christian non-profit and one of our focuses is diversity. As a result, our team currently has a wide generational range, varying educational backgrounds, and 18 different nationalities represented. Interestingly enough, our affinity for diversity does not exclude us from having problems managing diversity. It actually is the cause of our diversity problems. With a diverse staff come many differing backgrounds, traditions, norms, and understandings, and these differences require our team members to regularly experience, initiate and practice change. Successful navigation of the challenges of managing diversity is dependent on the ability of an organization and its personnel to be open to change (Kinicki & Fugate, 2016). Change on our staff is inevitably constant and often stems from the challenge of working with people much different from each