Human Service Organisation in Australia Red Cross †Free Samples

Question: Discuss about the Human Service Organisation in Australia Red Cross. Answer: Introduction The role and significance of any human service organisation in any nation cannot be negated since it has impact on the overall quality of life of the masses. This particular sector encompasses a broad range of functions, disciplines, knowledge, skill-sets that mainly focus on the enhancement and improvement of the human well-being at an individual and a collective level. In Australia, there a large number of organisations that aims to accomplish this particular goal and improve the society (Andrews, 1971). There are basically three kinds of human service fields namely Non profit organisation or NGO, governmental or public organisation and private sector. All these models adopt different methods to aid the people that they serve. The human service organisation that has been the focus of our essay is Australian Red Cross which is an NGO or non-governmental organisation which provides humanitarian aid and community service charities in the continent. The NGO came into existence in the year 1941 and has always been involved in offering a wide range of services including both national and international aid facilities. It is vital to understand the managerial aspects of the organisation which plays a key toll in its effective performance. Its leadership elements have been identified and discussed below. The overall organisational culture of the firm has been observed and understood. The object of the body is to influence the Australian government body and the particular community on different kinds of welfare related subjects (Berger Luckman, 1996). It is vital to understand a number of organisational elements which have an impact on the performance of a human service organisation and help the society to be a better place for millions of vulnerable individuals. Management evident within Australian Red Cross NGO As per Chenoweth McAuliffe, the management aspect including the underlying operations is vital for each and every organisation which is formed with a specific set of objectives. The evidence of the managerial aspects of an undertaking shows that it is in the right path of achieving its specific set of objectives (Chenoweth McAuliffe, 2105). The NGO was set up with the main purpose to provide a wide range of services including international aid, migration support and help, emergency management, community service for particular segments of people, blood donation activity, etc. The governance and management of the NGO has undergone a number of reforms leading to a new national management structure instead of the old model. A common strategic plan was devised which helps it to have a single objective (Gardner, 2006). As per Gardner, the National Council is the highest governance decision-making body which is constituted of 53 voting members including the President and the National Board. The National Council is responsible for the delegation process involving the operational and management decisions and various other kinds of responsibilities to the CEO and the National Board. It encourages the involvement of committed volunteers who are willing to help at the times of natural disasters or personal crisis (Gardner, 2016). According to Gevers Goddard-Jones, the NGO is mainly funded by donations received from the public and corporate partnerships. Generally the volunteers play a critical role in supporting the various local organisations so that they can perform their operations in a better and effective manner. This support helps the Australian Red Cross NGO to have a sustainable growth in the environment and provide effective service to the people who are in need of help (Gevers Goddard-Jones, 2007). The human service organisation based in Australia focuses on the improvement of the financial and management systems by designing and developing better human resource processes and policies and enhancing the volunteer recruitment and retention process. These measures by the NGO act as evidence of the vital managerial aspect of the human service firm and highlight its initiative to create a stronger organisation with focused objectives. It inspires various humanitarian organisations and works with them in order to enhance the value of the life of people (Hughes Wearing, 2016). The NGO has a well defined and ambitious strategy and it works in a focussed and efficient manner to reach it in the near future. It also emphasises on employing passionate individuals who can contribute to their overall work process and deliver innovative concepts across Australian Red Cross. The firms management believes in setting up volunteer teams that can improve the well-being of the people living in the society. The NGO believes in encouraging inspiring leadership quality which is one of the crucial aspects of effective management model. Organisational theories that help to understand the tensions between a practicing professional and managers within the organisation Australian Red Cross In almost all organisational set-ups there arise conflicting situations between a professional and a management team member. This kind of a scenario needs to be controlled in an efficient manner so that it does not affect the main aim of the organisation. As per Glisson James, one of the vital challenges of the Red Cross has been the maintenance of collaborative management. These situations increase the chances of tension between different members of the organisation (Glisson James, 2002). In order to strike a balance the central decision-making model and the local decision-making process, the NGO tries to maintain an effective communication channel so that the various conflicting situations can be sorted in an effective manner without having any impact on the work process. The Australian Red Cross has adopted different strategies to work out its challenges by working through a number of iterations of matrix management model which basically encompassed dual reporting to both state and territory based management and national managers (Ife, 1997). Jones May said that the conflict management adopted by the Australian NGO helps it to limit the negative impact of the conflict situations. It mainly focuses on a strong and effective leadership style and it highly relies on strong communication and collaboration across all levels of the staff and management so that any kind of tension situation arising with the organisation can be curtailed (Jones May, 2006). The effective conflict management strategy and proper collaborative management techniques help the Australian Red Cross to enhance its flexibility in its operational activities, maximize the level of engagement and interaction and provide clear and precise lines of accountability. The One Red Cross culture helps the NGO to have a single framework which allows work throughout the entire organisation. The new strategy One Red Cross adopted by Red Cross helps it to achieve the objective of identifying and responding to the needs and requirements of the vulnerable section of people. It helps the organisation to make its root healthy by understanding the needs of various needy people in the continent and in the international platform (Karabanow, 2004). The NGO believes in the creation of a vision for change which acts as a critical element to contribute to the effective sustainability of the organisation. Leadership exercised in this organisation The Australian Red Cross organization has existed for a very long time and it has seen struggling times when it was finding it challenging to retain its position as a leading service provider in a rapidly changing external environment (Kerka, 1995). The rising competitive intensity in the non-profit sector had limited its growth and vital operations for a brief time. The NGO has focused on its national function which focuses on the leadership of senior management, strategic planning, etc. which helps the NGO to face the ever changing environment. The current executive and leadership model at Australian Red Cross places the executive and leadership teams at crucial positions and they are made responsible and accountable for delivering the Strategy 2020 results that will ensure that the NGO operates its functions in a financially healthy and sustainable manner. The present executive team directly reports to the CEO of the organisation and provides vital high-level advice on various key strategic and operational subjects. The leadership teams help the organisation to implement crucial decisions of the Board in an effective, coordinated manner (Lewin, 1947). It encourages its team and staff to contribute to the society by allowing them to serve the NGO for a long time period. The leadership behaviour of the officials at Red Cross is highly encouraged and they are given the ownership of the activity that they do. The current CEO of Australian Red Cross is Ms. Judy Slatyer who joined the NGO after working at World Wide Fund for Nature (WWF) as a global Chief Operating Officer for 7 years. The executive and leadership teams of the NGO consist of highly potential individuals who are great and inspiring leaders, who believe in bringing about positive changes in the lives of millions of people. Thus Red Cross high value to the leadership aspects of an individual helps the firm to bring about positive changes in the lives of millions of people all across the nation and the globe. It encourages the application of innovative approaches across Red Cross body (Suarez Oliva, 2005). Its overall belief in effective leadership quality in respective work area, in the agile and human-centred work design enhances its contribution to the entire mankind. Engagement in leadership role in Australian Red Cross organisation Leadership aspect is vital in all the management processes of all the organisations which have a specific set of goals to achieve. This ability helps an individual to guide other individuals or teams or the entire organisation so that they can successfully reach their objective in an efficient and effective manner. This quality involves a number of traits and behaviour which help them to inspire and influence their work teams and organisations (Tsui Cheung, 2004). As per Baines, in the human service organisation like the Australian Red Cross, the engagement of a professional in the leadership role is vital since its operations and functions have impact not just on the economic scenario but it also influences the quality of life of people living in the society (Baines, 2010). Any professional who is willing to contribute to the well-being of the society and its people can volunteer for the NGO and engage in a leadership role by doing diligent and hard work. Good leadership traits can help an organisation to reach great heights (OConnor et al., 2008). A vital area to engage in leadership at Red Cross is the effective application of leadership in various rural and urban poor regions where the biggest challenge is to make ends meet and deriving maximum utility out of limited resources that are available in hand. Such a leadership trait is vital and highly appreciated in a human service organisation. The personal skills, motivational factor, skills play a key role to bring about necessary change in an organisation which is involved in providing human services to enhance the quality of lives of people. The relationship-oriented leadership role will be effective in this kind of an organisation and its operations since it mostly involves the human factors that are in need to economic and other kinds of help. The high degree of encouragement and engagement of leadership scope increases the performance of the NGO (Wallace Pease, 2011). Ethical tensions that a worker may encounter when working in Australian Red Cross organisation (400) Different kinds of ethical concerns and issues arise in a large number of organizations. The current complexity in the business environment increases such kinds of tensions. This section of the assignment focuses on a few of the ethical tensions which an employee or a worker working in the Australian Red Cross might encounter while performing his operational activities (Baines, 2010). One of the most common ethical tensions that might arise in the NGO relates to the difference in morals and values of the firm and the individual working within the particular organisation. Since all individuals have their own set of principles and beliefs, this kind of an internal conflict is very common since he has to choose between his beliefs and the NGOs beliefs (van Breda, 2000). Another vital dilemma that is faced by the officials especially the ones who work in the administrative section of the organisation relates to various administrative decisions like allocation of funds, financial resources. Since a vast section of people are in need of food, clothing, money, the task at hand of the administrating team at the Australian Red Cross poses a number of challenging ethical dilemmas (Wallace Pease, 2011). The official has to choose between two sets of people who are in need of assistance; such scenarios also give rise to ethical tensions within a health service organisation (Vecchio, Hearn Southey, 1996). Confidentiality is another topic of ethical tension in the Australian Red Cross NGO since a number of volunteers and employees at the organisation have to compromise the right to confidentiality of the clients. For example The confidentiality feature of the clients or people is lost in case of suicidal people. Since today the rate of suicide has increased in various locations, different organisational bodies are trying their level best to catch hold of any kind of information that will enable their firm or organisation to protect an individual from committing suicide (van Breda, 2000). The employees know that they must respect their client's privacy and confidentiality need, and not disclose available information about him without his prior consent. But in cases of sociality, the confidentiality rule is broken in order to protect the life of a fellow being. This scenario leads to ethical tension in the NGO. Conclusion The various aspects of management of a human service organisation have been identified and covered in this particular assignment. It helps to understand the various kinds of situations that can arise in the environment of an organisation and have an impact on its overall performance. The Australian Red Cross NGO has been assessed and its sustainable performance in the changing scenario has been understood. The leadership traits that are vital in the sector have been evaluated and explained. Since the NGO is vital for the economy and it has a high degree of influence on the masses of the continent, this managerial analysis is vital to understand its strategic model which helps it to serve the society in an effective manner. The overall organisational culture and management model of Red Cross helps to understand the vitality of management to perform the strategic functions of a concern. It also highlights the significance of an inspiring leader and necessary leadership qualities which can help an organisation to be focused and avoid unnecessary conflicting situations which hampers the overall work process. Some of the ethical issues which relate to the morality issues of an individual and an NGO, confidentiality right of a client, administrative concerns, etc. that might arise in the work place of a human service based organisation have also been emphasised here. The various aspects which have an impact on the overall operations, performance of the Australian Red Cross have been covered in the topic. The organisational management has been highlighted which explains the leadership role and its impact on the productivity of the NGO. 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