Introduction
Reniam Boutique is a restore that is concerned with matters closest to our hearts that we contribute to our communities in order to make them stronger while enhancing quality of life. We believe in aiding our local shelters, community services and giving back to the community that has given so generously to us. We accept donations, buy gently used clothing and furniture, and happily refurbish one man’s trash to make it another man’s treasure. Forty percent of all proceeds from resale are donated to Project E.A.T. (Educate, Act, and Thrive) and Empty bowls. One of Reniam’s most important tasks is to make a difference in the lives of those we serve. We do this by reminding our clients that there is always hope and it is so important to have it. Whether you come to Reniam to give, receive or sell you will never be short changed. We encourage hope and empowerment to persons and families touched by disaster whether it is natural or family crisis. Our little boutique is a home away from home filled with volunteers ranging from high school students to college graduates and licensed therapists willing to donate a portion of their time to work hand in hand with Habitat for Humanity.
- Communication within the organization
Communication in this organization should flow in a hierarchical order where by the management decisions and directions should flow from the top management down to the bottom. On the other hand, the responses and reports from the subordinates should flow upwards to the top management in order to foster efficiency in a lateral direction together with downward and upward flow of information. This is to imply that the top management will come up with the goals, policies and the strategies of the organization then pass them to the middle management who will then implement them and pass delegation the first line managers who will guide and direct the subordinates.
On the other hand, the top and the bottom will communicate with each other through the middle management. This is to mean that the middle management will get information from the top management then pass it to the bottom management. Nevertheless, the bottom management will come up with responses and reports then pass them to the middle management which will further pass the information to the top management. In so doing, the chain of information is completed and thus the top and bottom management of the organization will be able to communicate with each other in that way.
- Pros and cons of autocratic, democratic or laissez-faire and its influence on the organization
A democratic leader will enhance better job through creation of job satisfaction following the sense of participation of all members, control and autonomy. Employees will be able to take part in decision making which may lead to greater innovation and enhance creation to solutions to existing and emerging issues of the organization. Generally, this would lead to increased efficiency thus good performance of the organization. On the other hand, accountability may be a big problem to the organization if such a leader exists.
Autocratic leader would instill control thus enabling the organization to overcome complicated issues which arise. In addition, this leader would match very well with the inexperienced and unmotivated workers hence efficiency. On the other hand, this leader may not fit if the organization has highly skilled and motivated workers. Therefore, this leadership would increase productivity in the organization if the employees are inexperienced and unmotivated and vice versa.
Finally, laissez-far leader will initiate a sense of creativity among the employees of the organization since they are given the authority to air out their ideas and views. In addition, this leadership will be more effective if the organization has highly skilled employees. On the other hand, this leader may lead to inefficiency in the organization since each everyone does whatever he or she thinks is good especially if the organization team is unskilled and lack enough competence. As a result, this may lead to low productivity in the organization hence poor performance.
The best leadership that ought to be the dominant in organization is the democratic leadership. Just as it will been explained exceptionally within the motivational segment, the democratic leadership will enable the employees to feel part of the organization and the consultation that the leadership allows will ensure that the employee’s interests and work balance is aligned with that of the organization.
Specific types and examples of the organization rituals and practices
At the organization, there will be practice of rituals within the organization just like any other organization. As these practices and rituals are what define an organization, somehow they will be maintained through the organization lineage. One important practice will be the annual staff party that will be sealed with awarding of the most hardworking employee through the year. This will be practiced each year as it will result in the moral of the staff increasing greatly as they will all be appreciated equally. The most hardworking will be given special recognition hence giving each employee chance to prove their worth in the organization.
Another ritual that will be practiced in the organization will be holding meeting in the end of the week among staff. This will be used as a means of employee bonding as they will be airing out their issues which they have observed among themselves. This will help in strengthening of the relationship between the employees. These practices mentioned will be greatly promoted by the managers to ensure that the culture of the organization never fades.
Dress Code
As the organization will be of a non-profitable organization focusing on charity works, the dress code will be simple. This means that the staff members will be required to dress casually when they report to work. Any cloth wear will be accepted as office as long as the cloth wear is not revealing or not provocative to any of the staff members. This will help to ease the tension in the work place but enable the employees to relate freely with each other.
Official clothing will be allowed only when the staff members are to attend a meeting or have been summoned by the board. It will also only apply when a staff member is on an official visit to represent the firm.
Motivation
There are various ways that the organization can motivate their employees to perform at their level best something that makes an organization perfect. Aligning individual employee economic interests with the organization’s performance is one of the ways that employees can be motivated. By so doing, it ensures the employees get better compensation as the organization does better or prospers. That will motivate since they know that they will benefit too. Having an unpretentious interest in the future growth an employee’s career and their work life balance offering flexibility is a sure way of employee motivation. Providing employees a sense of ownership in their work as well acts as a motivation not forgetting to mention that a motivated workforce is a corner stone of quality and product innovation resulting for greater success.
It can be assumed that the motivation methods clarified above will not cost an organization financially. This can be attributed to the fact that they are all essential for they derive from within an individual and not outside for instance cash. Hence, as long as the extrinsic rewards are not introduced in an organization and add onto the cost the organization is going through, the methods are sure to have a positive impact to the employees of the organization. This is because fundamental motivation will decrease when outside methods such as rewards are used to attain high results or performance at their level best for they will always wish for the material motivations.
The five stages of organizational conflict have been suggested by Louis Pondy including the latent or initial stage, influencing or perceived stage, felt conflict stage, manifest conflict stage and conflict aftermath stage (Bertocci, 2009). Leadership should assign goals and priorities initially to every unit. For stage 2, there should be a manager/mediator who can integrate roles of employees. Leadership should instruct managers of different units to coordinate on regular basis to eliminate the anger among the lower staff. At fourth stage of conflict, leadership should introduce compensation schemes to normalize the behavior of employees and to avoid violence. The management can terminate involved employees to prevent organization from any conflict in future (Jones, 2007).
In order to develop a healthy level of conflict in the organization, leadership should conduct workshops to promote professionalism among employees. Managers should be empowered to control their units independently and handling conflicts pro-actively. There should be a balance of power throughout the organization to avoid any exploitation and misuse of powers. The employees should suppress their personal interest and follow the organizational goals (Jones, 2007).
The conflict can be controlled through various means like team work, collaboration, supervision etc. This would bring good results to employees as they would feel coordinated and affiliated with the organization. These are types of control that are internally managed and can be effective for both employees and employers (Thompson, 2014).
External and Internal Decision Making
There are many influencers during the decision making process. One’s decision can either be influence by external or internal factors. Decisions are made at every point in the organization. They are not left for the top management only. Nonetheless, all external and internal decisions in the organization will be made through a democratic process. As highlighted earlier, all employees will fell like they belong under this paradigm. Additionally, this paradigm will nurture leadership among the employees.
However, this decision model will change in times of a crisis. In times of a crisis, the organization will follow the guidelines stipulated in the disaster management and mitigation policy. During such a time, the organization will require proper leadership. In support of this, the decision making model will change to one where the head of the organization makes informed decisions on behalf of the organization. Additionally, committees will be made from the employee group in order to assist in discerning the situation and brainstorming of probable courses of action. Such committees shall be headed by one of the members as chosen by the head of the organization.
Surviving in an Increasingly Globalized Environment
The increased globalization has resulted in increased competition in the business world. Small and medium sized business risk being taken over by large multinationals. It is the duty of an organization to make sure that it competes favorably in the business environment. In order to survive in the globalized business environment, the organization will undertake some measures.
Firstly, the organization will partner with larger organizations in the same line of operation. Such partnerships will not only give the organization exposure to new territories but will also elevate the profile of the organization. Such partnerships will also allow our employees to exchange experience with employees from the other organization.
Additionally, the organization will form working partnerships with local authorizes. In the globalized environment, organizations are localizing their approach to service delivery. This is in order to meet the tastes and preferences of local communities. In this respect, the organization will partner with local governments in order to aid in service delivery through charitable activities. This will also contribute to publicizing the organization.
The organization has strong beliefs in diversity. Enhancing and embracing diversity is part of the core values of the organization. It is our belief that the strength of an organization lies in its diversity. This is because a diverse organization derives its wisdom from the many backgrounds and experiences. Diversity also increases productivity in an organization because it avails different talents that can be channeled towards meeting the goals on an organization.
Cognizant of these factors, the organization endeavors to create and maintain a diversified work environment. In this respect, a number of measures will be instituted in order to achieve this. In order to create diversity in the organization, a recruiting strategy that is pegged towards or diversity foals will be formulated. This will include partnerships with local organization so that the organization creates an image as the destination of choice. In order to protect diversity in the organization, the employees will be trained on the importance of diversity. This is in order to extinguish any attempts towards resistance or tolerance. It is important to note that diversity will not only encompass employees from different ethnic backgrounds but also age, talents and capabilities.
References
Bertocci, D. I. (2009). Leadership in Organizations: There is a Difference Between Leaders and Managers. Maryland: University Press of America.
Jones, G. R. (2007). Organizational Theory, Design, and Change. Prentice Hall.
Thompson, S. (2014). Conflict Control & Organizational Strategy. Retrieved February 20, 2014, from Chron: http://smallbusiness.chron.com/conflict-control-organizational-strategy- 45265.html
