Homework
Module 4- M4 Assignment 2RA 8
B7401:AO1 Organizational Behavior
Sharon Reed
Argosy University
Dr. Kemp
April 5, 2015
Abstract
In this paper a problem was defined in an organization and behavior theory was use. Theory was use to bring about a change in the organization, including climate and employee motivation. The organization is a non-profit human service organization.
Today’s organizations need to experience changes almost continually if they are to stay viable. Some changes may be somewhat minor as in the situation of putting in new software program or fairly major, as in the circumstances of refocusing a complete marketing plan, fighting off an aggressive takeover, or altering an organization in the face of unrelenting foreign competition. Organizational change frequently arises out of problems faced by an organization. In various cases, though, organizations change under the momentum enlightened leaders who recognized that there was a problem.
Schmid (2010) describes organization change as “the process which occurs in the Human Service Organization as an end result of interior stress that cause changes and alterations in the organization’s main going on, strategies, structures , goals, and service programs.” Furthermore, precisely, planned organizational change contains leadership and the gathering of workers to reposition the organization to a wanted future situation by using change procedures which includes both human and technological features of the organization.
The organization that called the Brockton Multi Service Inc., (BAMSI) which is a large Non- Profit Human Service Agency. The human services business is multifaceted and includes choices made by government, social and company leaders. A product is not vended, but instead a service is provided to adults with disabilities in a residential setting. Many of the individuals in residential services have severe and mild to moderate disabilities and problematic behaviors. The workers play an essential part for adults with problematic behaviors. They assume an array of tasks which includes giving medications, helping individuals with do it yourself needs, escorting individuals to and from a variety of community events.
Challenging behaviors are behaviors that are described as being difficult or inadequate adaptation by others showing the behavior or by the person showing the behavior. Challenging behaviors are those conducts that come into struggles with what is expected in the person’s community. Problematic behaviors are behaviors which frequently separate the individual from their community or are behaviors that can be obstacles to the person living or remaining in a particular community. Problematic behaviors differ in seriousness and intensity. What is decided to be a problematic behavior can vary depending on what is allowed by the person, a community or by society.
In the organization as programs become more and more problematic with behaviors worker are experiencing difficulties of how to effectively manage them. Managers are finding that staff are not train to handle individuals with problematic behaviors. Staff are getting frustrated, burned out, and stressed. Managers are unable to deal with this problem. A system for emergency trainings need to be in place to go into the residents and train staff on how to handle individuals with challenging behaviors in an effective manner. For instance, an individual does not desire to go to a workshop, the individual might use a number of behaviors to prevent from going, for example refusing to get up, playing to be ill, running away or assaulting other individuals and staff, as well as destruction of property.
The emphasis here is on altering change in the residential behavioral programs using reasonable adaptation methods, which see managers as change go -between who can evaluate their environments and other circumstances and then purposefully motivate change within the organization. One level of organizational change in the organization that can bring about a change is developmental change which, includes changes to current procedures or enhancing a skill, approach, or process that does not presently meet the organization’s values. This level of change is the least intimidating to employees and the easiest to manage, such as routine training, simple problem solving, and improving communication.
Taking a gradual and incessant approach when taking into count the emergency training needs, stress, and satisfaction of staff is important for the organization supporting persons with problematic behaviors. That is, effectively addressing staff’s training needs, work-related stress, and job satisfaction eventually affects the quality of support organizations provide to the individuals they serve.
When training needs are considered individually, handling crisis situations, developmental disabilities, and using non-aversive behavioral interventions are desirable. While the behavioral management is significant, better awareness of challenging behaviors and are also important. This will be beneficial to staff and individuals with behavioral issues in improving staff’ s knowledge of how behavioral needs can affect individuals and will enable staff to act more attentively in giving support. Interestingly, the organization have not focused on this issue. Actually, residential staff have often received not enough or no training involving how to deal with behaviors. Staff members will also be more motivated and dedicated to delivering quality services, they generally are powerless to skillfully deal with the treatment needs of the individuals.
It should be encouraged that the organization supporting the adults with challenging behaviors use a gradual and incessant approach in improving their organizational support systems. Various management styles have been developed that reverberate with these standards including Total Quality Management (TQM) and Continuous Quality Improvement. For instance, Total Quality Management is a leadership approach used by consumer-driven community organization which recognize and attain quality outcomes. To do this, the organization needs to use systems thinking, incessant evaluation, and organization-wide contribution.
The organization must purposely motivate staff to deliver more information on behavioral concerns and to assess the influence of staff trainings on staff behavior as well as individual outcomes. Since they need to safeguard that the workers are sufficiently motivated, because a lack of motivation can influence staff performance.
Moreover, the organization should consider how to involve staff and individual in policy development and promote innovation. This can help decrease a top-down organizational approach which can lead to immaterial policy while rising the sense of association staff have with their organization philosophy and mission. Furthermore, the organization would do good to involve staff when developing or choosing staff In-services, and thus enhance the significance of the given information. The organization could also take into account of developing a recognition plan to constantly reward employee attempts used toward collaboratively selected support outcomes.
In essence, organizations who use leadership to involve there in policy development, support innovation, and who recognize the efforts of their staff create a community context wherein all parties can benefit.
References
Schmid, H. (2010). Organizational change in human service organizations: Theories boundaries,
strategies, and implementation. In Y, Hasenfeld (Ed), Human services as complex
organizations (2nd ed., pp.455-479). Thousand Oaks, CA: Sage
Walker, H., Armenakis, A., & Bernerth, J. (2007). Factors influencing organizational change efforts:
An integrative investigation of change content, context, process and individual differences.
Journal of Organizational Change Management, 20(6), 761-773
Yaney, J., & Willen, C. (2006). Consulting with nonprofit organizations: Roles, processes, and
effectiveness, in R. Edwards & J. Yankey (Eds), Effectively managing nonprofit organizations
(pp. 407-428). Washington, DC: NASW Press
