Organization

Uncertainty and volatility are common attributes of today’s national economies. While Small and Medium Enterprises (SMEs) represent major players in these economies, their stability and profitability are crucial issues that need further investigation. This statement is particularly significant in the Saudi Arabian context, because such enterprises have relatively recently begun to emerge and are beginning to play a dominant role in the country’s economy.

At the same time, the SME sector in Saudi Arabia is currently facing many barriers related to their relatively new economic situation (Kuada, 2006), as the atmosphere of the economic world is constantly changing and tends to be somewhat uncertain. As a result, companies, including SMEs, need to be more creative and flexible as they seek to get maximum profits in the minimum amount of time. Moreover, it has been noted that human resources play a vital role for every company to achieve its goals (Barney & Wright, 1998), hence most companies seek to recruit high aptitude managers who can be a valuable addition to a workplace and can lead a company to achieve sustained success.

In this respect, employee retention is considered one of the most serious challenges facing the stability of small organizations, since employee turnover can be harmful and expensive. When an employee intends to leave the company voluntarily, the issue is of such importance that numerous researchers have investigated the causes and effects of voluntary turnover (Al-A’Raj, 1989). Whilst the cost of losing skilled employees can be harmful for any organization (Ballinger, Craig, Cross, ; Gray, 2011), it is particularly so in SMEs as the effect is proportionally greater. According to O’Connell and Mei-Chuan (2007), the average cost of employee turnover is approximately $13,996 per employee.

Further, Ballinger, Craig, Cross and Gray (2011) estimate that the direct cost of hiring and training a new employee can range from 25% to 500% of the employee’s annual salary, and, as such, Boushey and Glynn (2012) found that the replacement of highly educated executive employees averages 213% of the annual salary bill for a company. It has been noted that because this significant turnover is such a costly process (Al-A’Raj, 1989), it could lead to serious negative consequences for an organization. Indeed, in some situations, the consequences of significant turnover rates could expand beyond the organization to influence the labour market, the economic cycle and communities in general. Furthermore, Hyson (2016) and George (2015) argue that an organization can both conserve knowledge and manage resources more cost-effectively through being proactive in attempting to retain valuable employees.

As a result of such deliberate actions to maintain staff, organizations are likely to increase their overall performance and develop long-term stability. In this respect, it has been suggested that manager behaviour plays a vital role in staff turnover. For example, Snyder and Lopez (2009) have specifically asserted that the encouragement of skilled employees by managers is vital in this regard. Of particular interest to the current study is that, in the SME sector, because enterprises are fiscally smaller their resources are generally scarcer. In the light of this scarcity, employee turnover is a more harmful occurrence than in large organizations which are able to absorb the consequential additional financial outlay described above. For this reason, the SME sector constitutes an important area for further research.

Moreover, researchers analysing the behaviour of managers in SMEs report that the manager’s emotional intelligence is of great importance, as it significantly affects the management processes and outcomes within their enterprises. It is telling that the debate over topics related to EI and employee’s behaviour is ongoing in different cultures and parts of the world (Ang et al., 2007) , and it is asserted here that the role of EI in reducing turnover is one particular area that requires further investigation. Therefore, it is postulated that the analysis of the role of EI in the SME context should be carefully investigated in order to understand the way it affects employee’s retention outcomes in Saudi Arabia.

It has also emerged that there is an extensive amount of controversy surrounding whether there are any differences in the levels and perceptions of EI in managers from different backgrounds and cultures, and, in addition, to what extent EI can be affected by these factors. limited research has been conducted on the relationship and/or link between EI and employee turnover in SMEs, specifically in the Middle Eastern context. Thus, this research aims to fill an important void in the literature.

An organization must be at a position of providing quality and advanced services that improve the lives of the customers. Creating the best customer brands and products in the world makes an organization to stand a higher chance of winning most of the products.The manger should show high standards of managerial skills by advising organizational leaders correctly in order to realize the set objectives.

What conditions must be met?

In order to win, there must be a complete guide to on how solve the challenges that the organization face. There must be a customer desk to help in solving the problems that the clients have within the shortest period of time. There must be the best selling eBook, which helps in planning for winning strategy.

What are the potential barriers to success?

A case of potential region, when the workforce is reduced, there is high chances of reduction in success. The passage of the particles through the region will reduce hence creating a barrier which is known as potential hill. The barrier creates an opposing force to the clients hence undermining the success of an organization.

How will we test our ‘what must be true” conditions?

The organization should pay no attention to the grid of axis for some time. Also, all the choices made should be checked and tested well if they are leading to success, lest a great loss is realized. The results obtained should be put on a separate post-it and then place it anywhere so that it can be revised by the engineer to test for the success.

All the things which are set to be true should be set on the left hand side of the grid and the one ones that the engineer are not sure of to be on the right hand side. The uncertainties dependant should be taken to the upper quadrant on the right side. In so doing, the test will be achieved.

There are factors in organizational behavior that influences the survival and the general welfare of an organization. It is thus paramount for such factors to be cautiously considered. This paper will give an analysis of employee motivation, leadership and organization control in light with Philippine Airlines. It will show the extent that the company has put these factors into use and what still remains to be done. Introduction Philippine Airlines, Inc (PAL) is my company of choice. It is an airline based in Philippines and had been among the best and largest airlines in Asia.

The Asian Financial crisis of 1997 had a very big impact to the company as it was forced to cut down operations in Europe and in Southwest Asia. There was high workers retrenchment and as the company was not able to operate above its marginal costs, it was placed under receivership in 1998. PAL has currently restored its services to the market as it came out of receivership in 2007, with plans to embark on quality services to its customers and diversification of its fleet. PAL has been faced with a number of challenges of which it plans to overcome.

It thus makes it an ideal company in analysis of various organizational concepts. The company’s core values include its commitment to operate in an environment friendly manner and work to motivate its working force. This leads us to the concepts that we shall analyze in regard to this company: work or employee motivation, leadership and organization control (Philippines Airlines, 2008). Examination of employee motivation reveals that basically the employees will be motivated, when they have total knowledge about an organization.

They will feel that they have a direction since they have an understanding of what the company is all about and what the company concentrates in. The employees are required to have a clear knowledge on the core company’s principals, its priorities and mission. It is from such a point that it becomes easy to integrate the goals of the company to the goals of the employees. PAL to the achievement of this end has laid a vigorous orientation program for new employees. A welcome letter is served to such an employee and plans for accommodating and assimilating the new employee are normally underway.

This is done with an intention to enhance the new employees relationship with the company, a process that enables the employees understand what is expected of them as well as enable the company understand what are the employees expectations (Palmer, 2007). The airline industry is a very competitive industry and as such, the best employee performance is expected in order to have a competitive edge in the market place. It is thus vital to consider the measures that will be put in place so as to motivate the workers.

Research has put it that most employees need motivation in their workplaces which incorporates quite a significant number of factors. Southwest Airlines is an airline that has achieved exemplary performance that is still envied by quite a number of its competitors. The major strategy that the management implemented is enhancing the human resources sector by having employee motivation strategies. The employees have owned the airline as they have thorough knowledge of the operations of the company. The management is of the idea that when you look at the needs of the employees, the employees will also look at your needs. You can also read about relationship between power and leadership

Our question on Philippine Airlines will remain to be to what extent has this company gone to ensure that employees are motivated (Romero, 2010). According to Fonbuena (2009), Employees in Philippine Airlines have not yet developed enough confidence in the company. With a past history of large employees’ retrenchment in the late 1990s, the company has a lot to be done if employees are going to feel listened to, heard and consulted. Their opinions will need to be taken seriously and group dynamics among the employees will enable them improve their performance. About info (2009) advises that a company needs to enhance competition between various teams and groups in the workforce. Awards such as employee of the year would also work well to motivate such workers into quality performance. Employees are key resources to a company and as such, PAL would create an impact by making sure that the needs of the employees are met as other organization needs are met. People should be treated fairly, respected and taken in honesty. Training and development should be embarked on and when situation arise, jobs should be reorganized and restructured.

Employees’ reward systems should be pegged on job performance and should be taught on ways of setting work related goals. In general, employees’ needs should be understood and addressed if the airline would desire to have quality output. This is because when an employee is treated well by the management, the employee will also treat the organization’s customers well (About. info, 2009). Leadership Leadership is very critical in any organization. It is a skill that deals with the motivation of people towards a certain performance and goals.

PAL strategic Leadership is leading effectively into action and productivity while in use of power, influence and motivation. The organization needs to employ a leadership style that will influence people towards performance. Charismatic leadership will involve leaders who shall have enough audacity to influence people towards achieving the objectives and goals of the organization. Leadership is a learning process in which if incorporated with a strategy and the necessary resources, achievement of desired objectives and goals becomes almost certain (Clark, 2008).

There are three basic leadership styles: autocratic, participative and free reign. With the previous experience in an autocratic style of leadership, PAL approaches this issue with concern. The increased desire to integrate workers in decision making and taking the opinions of the employees seriously is an indication that the airline wants a shift from the traditional autocratic form of leadership. The company embraces the participative leadership style which recognizes the fact that a leader is not expected to know all things.

The need to employ skillful employees is to ensure that the organization utilizes their pool of knowledge and skills in improving its welfare. This means that a platform needs to be created where views of employees can be accessed, not only on technical matters of the company, but also on matters of principle. In effect, a good leader is aware of the ideal situation to apply any of the leadership styles. The continuous use of a single style will lead to a one-sided organization with rigidities and deadlocks in most of its functions (Clark, 2008).

For effective leadership, PAL has also realized that employee approach is very fundamental in the success or failure of the organization. There are positive and negative approaches in which positive leaders will use rewards that will be intriguing enough to motivate employees. Negative leaders on the other hand emphasize on penalties. They act domineering and superior to other people. They believe that the best way to enhance performance is by threatening and through penalties which increases their influence and authority.

It is fine to administer penalties for wrongs done by employees but when this strategy is used wrongly, the morale of the employees fall (Clark, 2008). Leadership is very essential if an organization will embrace success. It looks at all aspects of the organization and integrates them towards achievement of one common purpose. It has been well known that leaders that are considerate when using their leadership aspect are great performers and they have a greater level of job satisfaction. Jaime Bautista and other executive leaders will need to incorporate a transformational leadership style so as to have a promising outcome.

Organization Control According to Etzion (1961), organization control is a process that determines the performances the organization needs, while having a keen interest in the quantities and the qualities of the performance so as to determine whether it is in line with organizational specifications. An organization control system is very fundamental in any organization. It ensures that the strategies, goals and objectives set have been realized and targets have been hit. Control is normally performed on the output, behavior and on organizational culture.

Strategic goals are set for each division in the organization by the corporate managers, the division managers set goals for each function so as to achieve the divisional goal and each functional manager sets goals for each individual so that the goals of the function are achieved. With the coming up of PAL in 2007 from receivership, strategic goals have been put in place to rejuvenate the performance of the Airline. Organizational control will thus be very vital for the company as it will highlight possible bottlenecks that would hinder the performance of the company.

An adequate control system is paramount in order to enable managers respond to various responses in the organization, it also provides information on time and accurate information for that matter. The control process can be said to involve establishing standards of performance measurement. These are the goals and targets against which performance needs to be evaluated. The actual performance is then measured. The third step involves comparing the actual performance against the set standards of performance and lastly the results are evaluated and a corrective action is initiated where the performance deviates from the set standards.

PAL should utilize its organization control measures effectively so that areas of weaknesses can be identified in time and corrective action taken to ensure that the company remains profitable so as to gain investor’s confidence (Philippine Airlines, 2008). Conclusion It is evident that PAL will require using employee motivation, leadership strategies and organization control effectively. These are factors that can be very transformational to an organization if they are adequately applied.

In general, these are factors that are critical to the survival of any company in this ultra competitive and evolving world. The organizational approach has to be very flexible since uncertainty and redundancy increases with the increase in the rate of improved technology.

References

1. About. info (2009) Employee Motivation: Techniques and Useful Tips. Retrieved 15 May 2010, from http://employee-motivation-about. info/
2. Clark, D. (2008). Leadership Styles. Retrieved 15 May 2010, from http://www. nwlink. com/~donclark/leader/leadstl. html
3. Etzion, A. (1961) Organizational Control Structure. Retrieved 15 May 2010, from http://www. gwu. edu/~ccps/etzioni/A38. pdf
4. Fonbuena, C. (2009). Retrenching workers? Don’t repeat PAL’s mistake. Retrieved 5 May 2010, from http://www. abs-cbnnews. com/nation/02/06/09/retrenching-workers-don%E2%80%99t-repeat-pal%E2%80%99s-mistake
5. Palmer Blaire, (2007) employee motivation. Retrieved 15 May 2010 from, http://www. businessballs. com/employeemotivation. htm
6. Philippine Airlines, (2008). Management Programs. Retrieved 15 May 2010, from http://www. philippineairlines. com/about_pal/pal_learning_center/management_programs. jsp

As the largest American retail employer, Wal-Mart operates on a model by which it operates and produces goods at minimal cost. This allows it to be distinguished for its commitment to providing consumers with a rock-bottom price for a wide array of retail goods. However, changes in laws regarding global trade have increasingly allowed the Wal-Mart corporation to retain competitive advantage over other retail operations. By using market contexts where environmental and labor laws are weaker than in its domestic market, Wal-Mart has succeeded in significantly reducing its costs, making it hard for companies to compete.

However, it is doing so to the detriment of developing markets by degrading environments, exploiting workers and promoting this behavior in its competition. In order to improve its corporate value, Wal-Mart must aspire to become a more conscientious corporate citizen. This is a just cause for Wal-Mart’s improved involvement in the global community, where many nations experience only the outcome of its production efforts and not the results of its market presence. Therefore, in such locations as Mexico, Central America and Southeast Asia, Wal-Mart could actually have a positive impact if so desired.

Instead of using these markets as contexts in which to only develop operations around limited to nonexistent protections for laborers, it would seem more appropriate for the corporate to actually take a vested interest in the future development of such marketplaces. This is to say that at present, the company’s policy interests is in jumping from one production context to the other, leaving the former as soon as the latter opens up to even cheaper labor or lesser environmental standards.

The result is quite often that production operations in the former venue will cease, leaving a developing economy in the lurch. The ‘correction’ can be devastating to a nascent local labor economy. Therefore, first and foremost in its attempt at improving orientation should be Wal-Mart’s improved stance toward the commitment to selected operating venues. This change should bring the developing nation the opportunity for greater long term gain, such as in the technological and infrastructural development that a company on this scale might bring to the table.

It is up to Wal-Mart to direct these efforts in a way that extends improved global standards rather than taking advantage of lesser national standards. Often, it is the case that a lack or resource or policy development has served to prevent such environmental protection, suggesting that the globalizing corporation must take a lead role in improving developing nations’ strategies for address such. An organization like Wal-Mart has taken the opportunities of globalization as just cause for exploitation.

However, it is a company with the resources to improve conditions in impoverished nations. At this juncture, it must only take an interest in doing so by recognizing the economic value in developing healthy new marketplaces and, thus, new consumers. Ultimately, instead of serving as the primary offender of human rights concerns relating to free trade, Wal-Mart could be a positive model for future orientation.

Works Cited

Clark, J. & Irwin, E. G. 2006, ‘The local costs and benefits of Wal-Mart,’ The Ohio State University.

Introduction

Planning is the basic managerial function. It helps in determining the course of action to be followed for achieving organizational goals. Budgeting is a course of planning for future course of action.

Executive summary

Meaning of a Budget

www. questia.com , Alagiah, R. 2006 pages (6 and 7)

A budget is the monetary or /and quantitative expression of business plans and policies to be pursued in the future period (www. questia.com). The term budgeting is used for preparing budgets and other procedures for planning, coordinating and control of business enterprise. (as per Alagiah page)

The financial managers have a responsibility to formulate effective budgets that meet the desired goals of an organization, since it is the responsibility of the finance manager to beat budgetary deadline by creating a sound financial system and adequate implementation to enable an organization to meet its goals easily.

Budgeting impacts  

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The effect of a budget can be felt entirely in a whole organization, it can be felt based on its soundness to a given area of its implementation. As per (http://findarticles.com)A budget as a blue print of a plan expressed in quantitative terms, can adversely influence the behavior of an organization based on its impact within the implementation chambers commonly a negative effective on budget which leads to lay offs, retrenchments, business closure, leads to organizational politics which will result to creation of mistrust amongst casual employees, permanent employees and key executive leaders.

This may create organizational politics which results to deviation in organizational objectives achievements. Once organizational politics emerges against the budget allocations, whole organization is affected as it may result to strikes, poor quality products and many other negative responses against the budgeted rates that directly affect employees.

When poor or unsupportive budgets are made or created, it may result to misuse of organizational resources since the employees will feel left out. This will influence the mode in which the employees will utilize resources and how well the human resources can be utilized to maximize production and even sales. Most financial strategies adopted in the budget should be worker friendly and each and every organization should influence and ensure active participation of employees both permanent and on contract employees.

Budgeting once it is not within the expectations of organizational employees will result to poor chain of command and even result to altered in formations across the managerial ranks in an organization. This behavior may result to resistance of change, passing of distorted information and may result to conflict within an organization whereby conflict resolution will prolong the production chain hence results to losses and lose the market share of a company.

Budgeting forms the backbone of any organizations goals achievement, if budgets are not drawn with the performance expectations, there will be deteriorated performance with key persons in the organization hence resulting to poor performance among the workers both from high levels of the organization. Here in this case budgeting plays a greats role in the performance of all employees in an organization. This can be viewed from a point of view that managers who survived aggressive budget cuts and downsizing at a given area of operations where they had low participatory chances, resulted to low performance in their operation hence resulted to target achievement of all organization.

Budgeting in all organization largely covers a wide area in financial management, one of the area include budgets drawn by an organization based on financing of an organization, either to seek funds from equity shareholders, or from the debt. These are among the factors that may affect the organizational behavior, most shareholders who have had a negative share value will result to frustration amongst shareholders and even the shareholders may withdraw from such a company.

Due to this factor, most managers work towards self interest mood to fulfill the needs of their shareholders. Since borrowed funds and owners capital is a measure of the long-term financial solvency of affirm, therefore most executives tend to act more serious to create sound projects in order to achieve the desired goals.

Budgeting as defined a plan for course of action is one of the sound activities that an organization will ever adopt. Budgeting is one of the activities that influence the satisfaction (www.questia.com) of an employee. Job satisfaction is one of the drives towards organizational commitments of an employee. Once a sound budgeting is put in place (Alagiah, R. 2006, page 43) that influences all levels its preparation, job satisfaction will be at its upper most among its employees. This will drive to organizational commitment so as to attain the organizations goals without much strain.

Organizational altitudes that are put or set in an organization. If budgets are tight, managers are forced to do more for less. Goals to meet budgeted targets therefore become more difficult and the altitudes of managers and eve behavior who survive on such tight budgets become critical to dieter such budgets which in advance changes the managers altitude towards the work.

Morale plays a greater role in organizational goals attainments people are motivated with kind of budget that are set inclusive budgets leads to more positive employee morale towards organizational goal commitment. As morale is one of the behaviors that are adopted within an organization, most employee behavior and commitment towards group goals is largely affected by budgets.

When tight budgets are set most employees morale towards the organization drastically falls below the level desired for positive performance. Therefore, in this case mostly organizational budgets plays a grater role in the behavior that will affect influences the morale or behavior that will be adopted by an organization for the fulfillment of personal interest or organizational goals in that aspect.

Budget plays a greater role in the employee’s perception towards the commitment of an organsiatation. Mostly tight budget results to negative perception of an employee towards the top management, and other organizational leaders .Even the perception of an organization by an employee can be largely be affected by the budgets that area set by the management.

Downsizing and budget cuts may lead to various perceptions by employees especially if the area of effect by the budgets largely touches that lower and middle management employees. In that order, such budgets may result to rumors amongst employees in the levels of an organization that are affected by an organization. Satisfactory budgets may lead to a positive perception which will lead to active group participation; dynamism among employees in an organization. This largely influences the nature of behavior that will be adopted by employee in an organization.

Organizational change (as per www.questia.com) is another aspect that is facilitated by a kind of budget set up by an organization. Tight budgets results to resistance to change by most employees in an organization. Mostly resistance to change comes about due to regular budget cuts and downsizing where by most employees may feel a sort of job insecurity hence leading to regular strikes in an organization and set up of employee unions within an organizations as to protect the interest of employees.

Most organization is perceived as well wishers to the societies through their public interest. Social responsibilities that are adopted by most organizations are influenced by the organizations budgets allocation on such activities .Mostly, well established companies engage in social responsibilities that extend to a wide area of coverage in the aspect of public services. Budget allocations therefore mostly influence the organizational habits and organizations commitments towards the public welfare hence boosting the company’s image amongst the public.

This is a kind of behavior that concerns the activities that are being adopted by most organizations. Organizational budgets have an impact on the pricing module of the products .Most organizations (as per V. J Sharma budgeting controls page 35) with extensive and wide coverage budgets tend to set product prices at a higher rate so as to accommodate the desired budget targets, with medium budget organization there is a liberal price setting in all organizations price setting to its consumers.

Budget are the core sources of organizational pricing, promotion strategies, marketing strategies and inter corporate relationship will be enhanced as they considered the marketing atmosphere amongst competitors hence fair market competition which is one of the bahaviours that be manifested among competitors for the success of a company.

The mode of budgeting that all organization adopts, basically influence the mode of competition that will be available amongst the competitors as it will enable each and every organization to effectively survive in the market.

Business ethics should be incorporated in an organization budgeting mode. Budgets should be set with an ethics concept in it. Ethically budgeting should be made based on the capacity of the organization to plan for the future. Organizational ethics can be achieved if an organization will be able to pan and set goals that will not lender much strain to its employees. Ethical goal setting in this aspect should be followed so as to enable organizational reliability amongst its shareholders, customers, suppliers and even competitors.

Budgeting enhance the core most and ethical mode/behaviors on activities such as investment, management of working capital, capital structure decisions (Journal of Cost Management and budgeting, page 30 & 31), a clear and sufficient dividend policy, analysis of risks and returns, production and marketing.

All these activities are influenced by the budgeting manner in an organization. Investments are largely influenced by the kind of budgets that are drawn. Organization al  behavior on investment issues are largely controlled by the capacity of the designed  budget to adequately  combine all available resources and utilize them in the investment kitty that all organization ayes on.

Organizational decisions are a major source of what should be done. For all organization to embark on a fair decision making process in all organization is majority influenced by the organizations budget. Most decisions made are focused based at the budgeted figures hence leading to all organization n to adopt a move reserved mode of decision making based on the budgeted figures. Based on this fact, decisions made may end up be either being friendly to employees or unfriendly to employees hence leading to a better group work and group goal achievement or split of groups based on the nature of budgets set

HOW MANAGERS HAVE CHANGED BUDGETING PROCESS

(Source: http://www.questia.com, gateway.nlm.nih.gov)

Most managers have adopted a new model of setting budget based on inclusive process of budgeting whereby every employee’s participation in setting up his opinion on what the budget should include and exclude.

In the modern society (David E. Keys page 30, 2006), most managers have shifted form a traditional way of setting up budget to a modern whereby the society is inclusive in the setting up of budget .This can be reflected whereby most originations have adopted a social responsibility way of doing this which has actually has led an impact on the budget.

Budgeting is a source of organizations actions both in long-term and short term. Mostly organizations have adopted a habit of setting tight budget that fall short of the goals (gateway.nlm.nih.gov and AICPA, 2006, page 9) or the objectives that they should attain. These has influenced mostly the mode of budgeting in various organizations.

With the changing trend in information technology, managers have adopted capabilities the provide for agencies to perform their financial transactions with a few staffs /small number of staff , As well with the changing technology managers have moved from paper work of drafting budgets to amore electronic mode of budgeting. This has resulted to a change in trend of budgeting. These have largely influenced a change in the mode of budgeting. Therefore here mean say that budgeting has drastically changed.

References

Alagiah, R. 2006. The object and the subject of accounting budgets: Evidence of early use by British colonial houses. Journal of Applied Management Accounting Research pages 40 – 50

Handbook of Process Based Accounting, Leveraging Processes to Predict Results” (AICPA, 2006) pages 7 – 15.

Antos, John and James A. Brimson, “Activity Based Budgeting”, Handbook of Budgeting, Third Edition, 2005 Supplement, (New York:JohnWiley)
“Tracing Cost in the Three Stages of Activity-Based Management”, David E. Keys, Journal Of Cost Management, Warren, Gorham & Lamont, Winter, 2006  p 30.

Websites.

http://www.questia.com

gateway.nlm.nih.gov

More and more students are dropping out of high school each year. The need to obtain the funds to open up programs that will make sure that these former students can gain the educational skills they need for their future careers. Having an education will ensure that careers is kept. The plan will take a lot of work, understanding, and communication from all parties. The students, educators, and the community are the main parties’ involved.

There can be a plan formulated to find the means for these drop-outs to step up to the challenge and gain enough information and confidence to find a job and to hold down that job successfully. It will not be easy to design the format of these informational programs or to raise the funds to do it. We can, however, organize the program formats in several ways. We can divide the work into departments that will help employees the importance of focusing on their assigned work without being distracted by other aspects of the large project.

The first step will be to assemble a team of personnel whom focuses their efforts on advertising. This step is crucial to make sure that the students who need help will hear the message implied. The next step in the program would be to get the students enrolled. It might be difficult to make sure that they believe that their efforts, and ours, but counselors will be there to show them that it is for a valuable purpose. In general, high school drop-outs have demonstrated that they are not that motivated to continue their education.

Because of this, another team of personnel will be there to ensure that the returning students understand that a high school education and the associated skills are the best route to a respectable job. One disadvantage of this departmental approach is that the organization might lose track of an individual student who was brought into the program. In the event this happens, it might demoralize and de-motivate a student who thinks that they are being treated as if they are “special. ” However, it may turn into an advantage as well.

As the students meet many new people who want to help them, it will begin to boost their self-esteem and their sense of self-worth. The feeling of importance and the realization that many people actually care about their future helps tremendously as well. In the event any of the mentioned issues occur, there will be long-term mentors available to the students so that they do not get lost in the educational process. A group of personnel will also be designated for long-term mentorship of these students. The departments may be divided, but they are also a team that is all working towards the same goal.

This is a sure way of increasing teamwork within the organization. With each employee working within their own department that they are specialized or certified in, then reporting back to the team, teamwork will grow throughout the organization. Teamwork is an asset for the foundation by itself, but each person can also build on what another has to say by contributing their own thoughts and experiences. Overall, everything will improve. This includes the students, the organization, and the future cooperate world. The matrix organizational form is also worth considering for the organization.

In this organizational form, employees are divided into their skills. For example, within our program created for the drop-out students, some employees may be better at advertising and promoting. Some may be a “people-person” who are easy to talk to and get along well with other people. Then there are some employees that are good with numbers, math, and logistics. The group that is gifted with advertising and promoting would go into the community to contact and recruit drop-outs, so that they know about and can use our program. Advertising is important, because these drop-outs might not be motivated to do much educationally.

Charismatic and excitable kinds of people are needed who can encourage the drop-outs along and motivate them when they falter. Our “people-persons” would be the employees who would mentor individual students. Finally, the personnel whom are talented with numbers and math would cope with the program budget, finances, supplies, and scheduling. Coming up with the excitement to recruit these students is not the only difficulty that is faced. The competition that is out there that offers available, low-skill jobs will give the drop-outs a sense that our services are not needed.

This creates a problem for the organization especially with the jobs that do not require an education to be employed there. These jobs are in fast food, manual labor like landscaping, and domestic work. These companies usually do not require a high school education and they often prefer to hire unskilled, low-wage workers. To compete with these operations, the organization should pass out fliers or brochures near the companies, businesses, and neighborhoods that are employing these high school dropouts. Even a few posted fliers in local assistance offices may help.

To make sure that these fliers are effective, the organization will have a design team from the marketing department. The design team will design, create, and print pamphlets, fliers, brochures, and other information about the organization. To compete with these low-educational, low-skill jobs, the main goal is to have a plan to make the students think about wanting more in their lives. They might want a more fulfilling job, a better ability to care for their family, or a better income in the future from a better-paying job. The community would have to supply some of the organization’s financial needs.

A good example is having a place to hold meetings. Meeting outdoors can be productive and fun so that idea does not need to be eliminated. Once a week, instead of paying for a meeting place, a community outreach program can be held at a local park. This provides space, seating, and opportunity. Drop-out students and even their families and friends could meet each other along with possible and current recruited students. This provides open communication about the program as well as an opportunity to answer any questions the public may have.

This allows time to share information and just have a fun time outside while learning about the organization. Some community members might not be supportive of our program, as it would use city money to help drop-outs who, they will argue, should have just stayed in high school and gotten the same results for less money. They will ask questions like: Since the government guarantees free high school education for every student, why should we pay money for this new program when their education should have been free to these students in the first place? In counterpoint, an explanation will be given.

This explanation is that local schools are losing government funds from the increasing drop-out rate, and in turn the drop-out rate continues to rise. The program does not encourage more students to drop out, but only help students who already have. It will revitalize the education system by driving home the point as to how important a continuing education is to a student and a citizen. For the program to reach its goals, all of the possible foundation employees will need incentives to do their best. So that all of the employees are working at their top level, incentives and reward systems will be created.

The employee who is most successful at recruiting drop-outs into the program, for example, will be rewarded. The employees, rather than the manager, will determine who receives the rewards and what they should be. For example, a manager might decide to give an employee a personal reward of funds to take a few over achieving students to dinner. This only provides ample opportunity to continue to motivate and congratulate the students on their progress. There are many ways that upper management can reward employees for helping the foundation, but the best rewards are the ones that employees want.

A survey of the employees to find out which rewards would motivate them the best might be a great way. When the organization has met the original goals of the program, the employees who have contributed the most will also be rewarded. This will motivate employees to strive to reach the foundation’s goals. Making goals stimulates personal drive, and it will make foundation employees push themselves harder to achieve the most that they can for themselves and for the organization. The program and the goals in its entirety can be reached, but not without a proper budget.

The accounting department along with the human resource department will get together every year to create a budget for the organization itself and the program in which they offer. A line item budget shows the total agency budget. It obtains the number in which the organization cannot go over. It is broken down to how much employees are paid as well as the cost of operating. Another budget needed for the organization to operate successfully is a budget for each person in the organization. This includes skills needed, time spent on training, and a reakdown of what can be spent on each student. With all of the time, energy, and good resources, the organization will reach its goals of helping high school dropouts to obtain their diplomas. This organization is for the good of mankind and what can be done to help others in need. This also creates a chance that returning students will encourage their offspring to continue in their education as well to help the number of overall dropouts to decrease.

References

1. Ashford, E. 2011, November 11. Helping high school dropouts get on a college, career track. Retrieved 11 16, 2011, from Community College Times: http://www. communitycollegetimes. com/Pages/Campus-Issues/Community-colleges-play-a-key-role-in-dropout-recovery. aspx
2. Haskins, D. B. (2010, Spring). The Future of Children. Retrieved 11 16, 2011, from http://futureofchildren. org: http://futureofchildren. org/futureofchildren/publications/docs/20_01_PolicyBrief. pdf
3. Kettner, P. M. (2002). Achieving Excellence in the Management of Human Services Organizations. Allyn and Bacon.

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