There are many aspects to running a successful organization. The dream of running a business initially starts off as a vision in the mind of the founder. That vision materializes into the mission statement, and progresses on to becoming an organization worthy of being put into a business plan. After completion of the many administrative and legal steps required, one must make sure to hire good people. A successful business will start with positive human interaction. The people of the organization must have the skillset to progressively advocate, not only for the clients, but also for that of the organization. The members of our organization must have the ability to see the vision and the willingness to work hard to make the organization successful. I will discuss the leadership that will best benefit our dream organization based on our staff input. I will also discuss from a systems perspective what organizational force will energize human services to our staff and clients. I will address the six functions that are salient which work together and contribute to the efficiency of the dream organization, and last, but not least, I will discuss the leadership role in the conceptual framework for human service management.
I believe our dream organization to be diverse in all aspects. A diverse model would suit the needs of the community, but I would have to say both the diverse and visionary model would best accommodate the needs of all staff involved with the growth of the organization. As stated in an article I read, people often associate qualities to the leaders that are inherent in the personality of the leader. Credible leadership reflects concerns about image, professional appearances are key to success (Chin, 2011). Leaders need to acknowledge the challenges in making decisions in diverse organizations; “become more comfortable with tension and complexity”; one must be more strategic in their thinking, considering diversity issues in the context of mission, vision, and strategy (Lewis, Packard, & Lewis, 2012). The founder will set the example of behavior by encouraging respect for all staff members. Management will promote understanding of values and traditions from the diverse population the organization will provide service to. Strong leadership has a trickle-down effect. If our management team is strong, the staff will follow.
A diverse leadership that has a vision to lead will show our clients that anything they put their mind to is attainable. Goals were set by each staff member and as a team we all brainstormed those goals to make sure they were attainable and met the needs of the organization. Our organization provides a service to the females of our community and it is important that we impact their lives by the examples we set as management. We will employ a diverse population of females from all aspects of life to support our organizational desire to provide needed services to our community. We will have interns from the college on site with hopes of being financially able to hire those showing to be outstanding with their volunteer ability. Staff will have input in how the operation is run. We will also give the client a chance to provide input as they work through our program. The life skill classes we will be providing will enhance the client’s desires and expectations in life.
Leadership traits ideal to our agency are the task oriented Behaviors According to Lewis, Packard, and Lewis (2012). In order to run a successful organization a leader must have these traits and they are Intelligence: be able to run the organization, Self-confidence: must be confident in the work that is being done, Determination: the desire to get the job done persistence dominance and drive, Integrity, High energy level, tolerance for stress, social intelligence, emotional stability, sociability agreeableness and lastly conscientiousness material A leader must possess knowledge and understanding of the organization (Lewis, Packard, & Lewis, 2012) . The Contingency Theory of leadership theory basically suggest that there is no one way to lead and every situation is differently and the different behaviors are appropriate for different situations (Lewis, Packard, & Lewis, 2012).
The systems perspective is full of subsystems according to Lewis, Packard, and Lewis (2012), all subsystems work together first with planning, budgeting, designing, staffing, supervising, evaluating which are all important to the systems. Without one you cannot proceed to the other (Lewis, Packard, & Lewis, 2012). Leadership must look at the subsystems, and make sure the organization is on track. Management must make sure to have the proper skillset of employee in each department. All six sub-systems must work together to assure the success of the organization. One of the images in the reading showed leadership to be the center of the organization.
Leadership is surrounded by designing, budgeting, staffing, supervising, planning, monitoring and evaluating. I would hold to that order and consider it a key to success. In conclusion, our dream organization will make sure we hold to the vision of the founder while keep the mission statement in mind as we provide service to the community. After reading the many different leadership styles available to various organizations, I have come to the conclusion that is to the advantage of the organization to input a little of all the various means of leadership into the organization in order to successfully run the organization.
There is no right or wrong way and you must tweak the various leaderships in order to create the one that will best suit your organization. When we look at the system and the systems perspective and evaluated how they work, it is key that the leader manage them and understand how each system operates. Management must give positive direction and clear instruction as to what the outcome should be at any given stage. When each step of the system are completed accurately, and in order, you are setting the organization up to succeed
Chin, J. L. (2011). Women and Leadership; Transforming Visions and Current Contexts. Forum On Public Policy Online, 2. Retrieved from http://www.forumonpublicpolicy.com Lewis, J. A., Packard, T. R., & Lewis, M. D. (2012). Management of Human Service Programs (5th ed.). Mason, OH: Cengage Learning.