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The board of non-profit organizations has a crucial task of ensuring that the organization achieves its objectives. Managing the employees is an essential procedure that determines the success of the non-profit organizations. The board utilizes strategic management procedures in managing the employees.
Insight Obtained from the Interviews
P. Francis identifies staff appraisal as an important strategic tool that motivates the employees in the organization. Staff appraisal is a procedure that evaluates all the employees and rewards the best-performing ones. The rewards can be either financial or non-financial. Even though financial rewards have proved to be the best motivation for the employees, non-financial rewards also have a significant effect on the productivity of the employees. The non-financial rewards include aspects such as naming an employee of the month, and other benefits such being given the company car.
Appraisal programs function effectively for motivating the employees. The recognition, obtained through this procedure, motivates the employees to perform better to ensure that they get the benefits granted to the best-performing team members. For instance, an employee that is given the company car does not incur transport costs when traveling to work like other employees. Therefore, the employee who receives this benefit will have a high quality of life. This action motivates other employees to have a high level of productivity so that they can stand a chance of receiving this perk.
By utilizing this technique, the board ensures that the organization stays afloat. The money obtained from investors is managed effectively since the employees strive to optimize the resources available. Staff appraisal recognizes the employees who use the available resources efficiently. Therefore, this method is a win-win situation amid the management and the staff (personal communication, February 3, 2016).
G. Jones singles out discarding of the bureaucracy as a vital strategic policy pursued by the board members. Bureaucracy entails strict adhering to levels of management when performing daily tasks. For instance, information from the top management has to pass through the middle management before reaching employees at lower levels. As a result of this procedure, the daily operations of the organizations become slow. Therefore, the board has a responsibility of breaking bureaucracy to ensure that the business operations are fast. For instance, an employee at the lowest level of management can pass feedback to the top management directly. This process ensures that the management obtains accurate information on employee’s performance.
Moreover, the employees interact with the clients more often as compared to the board. Hence, the staff has insight on the current trends that are provided by the customers. The board can capture this insight from the employees by obtaining feedback directly. However, bureaucracy in the organization prevents the workers from conveying their opinions to the management. Bureaucracy prevents the enterprise from having favorable social associations. This is because the employees do not feel free interacting with the colleagues at the high levels of management. Positive social connections contribute significantly to the higher levels of productivity. For instance, well-acquainted employees can help the newcomers by showing them how to carry out the daily tasks when the organization has good social connections.Want an expert to write a paper for you Talk to an operator now
Various organizations that have discarded bureaucracy in the management structure have experienced numerous benefits. For instance, Justin King, former J Sainsbury plc CEO has implemented a program called “tell Justin”. This program allows employees at the lowest levels of management to convey their opinions directly to the CEO. The organization has consequently realized a very high level of productivity (personal communication, February 5, 2016).
H. Brianne identifies employee training as an important course provided by the board of non-profit organizations. Staff training implements the board introducing initiatives to train employees on using current technology to perform the organizational tasks. The training occurs during seminars and conferences that are arranged by the board. The employees are given time off work to participate in the training. The trainings are important since they enable the employees to improve their productivity by using the latest technology available.
The employees have the responsibility of embracing the training by the board. Often, the majority of the employees resist the change instigated by the management through the training process. This is because the employees do not want to relinquish the conventional ways of carrying out the daily tasks. Moreover, the employees do not see the need for changing their procedures to achieve the same results. Therefore, the board has a role in communicating the need for changing the previous methods of conducting the daily tasks. When the employees know the importance of the training procedures, they are more likely to embrace the change (personal communication, February 2, 2016).
L. John states that the board of non-profit organizations has an important role of sourcing funds from the public and non-governmental bodies. Since these organizations do not sell products or services, sourcing funds is the major way that the organizations obtain funds to be used for offering the services. Therefore, the board sets up favorable procedures to obtain the funds from investors. The board sets up a committee that is tasked with sourcing these funds. The committee uses various tactics to ensure that the funds are sufficient to run the organizations. Once the funds have been obtained, the board has a responsibility for ensuring that the funds are well utilized. Accountability for the funds is an important responsibility since it determines whether the organization will stay afloat.
Since the non-profit organizations do not have any other source of income, fundraising is their only source of obtaining money. Therefore, the board of these organizations cannot afford to mismanage the funds obtained from investors. Moreover, when the organizations mismanage the funds, they are less likely to receive further financial assistance from non-governmental bodies (personal communication, February 5, 2016).
According to K. Bolton, the board of non-profit organizations has a significant role of accounting to the public on the services and expenditures. The board should account to the investors and other donors on how the money obtained was used. Therefore, the board should provide a budget indicating the total amount of money that is required and how the money will be spent (personal communication February 1, 2016).
The recruitment of employees for the non-profit organization determines whether the organization will achieve its intended aims (BoardSource (Organization), 2010). Therefore, the board has a role in ensuring that the recruited employees are proficient and can manage the daily tasks. Self-motivated employees are more likely to have high level of productivity as compared to employees that require external motivation. This is because those will require no extrinsic motivation from the management to perform their daily tasks. Thus, the organization will not incur costs for inciting motivational initiatives when the recruited employees are self-motivated. Moreover, the recruitment process should consider the existing staff before sourcing external employees, as current personnel is well-acquainted with the daily operations of the organization. This procedure is important for motivating the employees that have been within the organization for a long period. K.Bolton specifies that the board has a role in deciding the scheme of promotion. The employees of the organization are more motivated when the management considers them first for new positions that are available.
The two principal methods of promotion available comprise the competency-based approach and the seniority-based approach. The competency approach indicates promoting employees who have excellent skills and high productivity, whereas the seniority approach involves promoting the employees who have been in the organization for longer periods. Both schemes have pros and cons. Thereby, the board has the task of determining the most efficient promotion scheme that will suit its distinctive needs.
New employees are given an introductory period of three months to familiarize themselves with the new organization. This time is important since it allows the management to monitor how the recruiters fulfill their duties. The board can then decide whether the employees are qualified for a permanent position, based on how well they performed their tasks during the introductory period.
The boards of non-profit organizations need to manage the employees and the funds available in the enterprise. Unlike profitable organizations, the non-profitable organizations do not have the chance of making financial mistakes, since they cannot recover from the financial mistakes as quickly as profitable organizations. Therefore, all the resources available in non-profitable organizations should be managed effectively. The strategic management techniques discussed above lower the chances of errors in the non-profitable organizations. Hence, the board of non-profitable organizations should input the discussed techniques in their organizational structure. Implementing these techniques will ensure that the organizations obtain the maximum output from the employees and manage the funds available effectively.