Portfolio Reflection Paper

PortfolioReflection Paper



November12, 2016


Peoplein the contemporary business environment complain about decline inthe work ethics. George &amp Sims (2007) record that it is not adecline in work ethic rather its failure by the management or theleadership. The management is tasked with the role instilling thevision of the organization in the employees. While the challenge ofovercoming resistance to change is a common problem, Blanchard &ampJohnson (1982) propose the one minute goal, one minute praising andone minute reprimand in dealing with this problem. They explain thata manager should praise an employee when they do well, managersshould also reprimand employees if and when they find an employee onthe wrong. The one minute goal basically means ensuring that theemployees are aware of the vision of the company. The one minutepraise advocates for the management ensuring that the employees feelappreciated. According to Blanchard &amp Johnson Implementation ofthis three strategies would achieve effective leadership in aworkplace.

Depree(1989) presents another aspect of leadership in an organization thatemphasizes on creation of effective communication. He postulates thatthe vision of an organization can only be achieved through adoptionof good communication between the management and the employees.Basically he advocates for the management ensuring that the employeesown the vision of the company through effective communication. Thatway the employees will feel as part of the company which will improvetheir performance. Additionally, Hurley (2011)posits that the managers should work on creating trust between theemployees and the management. He explains that creation of trustbetween the two stakeholders would help with the implementation andpolicies and swift effective and swift working relationship.


Blanchard,K. and S. Johnson, 1982, TheOne-Minute Manager.New York: Berkley Books,

DePree,Max, 1989 LeadershipIs an Art.New York: Dell Publishing

George,B., &amp Sims, P. (2007) Truenorth:Discover your authentic leadership.

Hurley,R. (2011, October 24). Leadership:Human resources– Trust me: Companies spend a lot

Portfolio Reflection Paper


PortfolioReflection Paper


Planning for the non-profit organization is essential to ensuresuccess in its operations. Various departments have to functionconcurrently and without conflict. In this regard, planning theactivities of an entity involves several factors.

Firstly, it is essential to establish organizational priorities.Notably, a non-profit company has little interest in wealthmaximization. Hence, the focus of the organization concerns theprovision of public services (Anheier, 2014). For example, it isimportant to ensure that adequate homes are constructed to serve asshelters for the homeless. The latter individuals also needfundamental necessities such as food, clothing, and sanitation. Theorganization also cares for individuals recovering from substanceabuse, mental illnesses, and HIV/AIDs. Therefore, sufficient programsmust be established to cater for the needs of such populations.

It is also important to consider the resources owned by theorganization. Some of the significant components include staffmembers, buildings, and financial capital (Bryson, 2012). Theorganization has distinct personnel needs in the areas of therapy andsupport services. Numerous counselors are needed to cater for theemotional needs of homeless people and those recovering fromsubstance abuse. The non-profit organization requires plenty ofvolunteers to search for reach out to homeless people (Anheier,2014). Street families need practical help to overcome the harshconditions associated with their way of life. Therefore, theorganization must schedule many fundraising events to acquire fundsfrom donors and other well-wishers (Omar, Leach, &amp March, 2014).

Besides, proper planning involves communication and coordination ofactivities. The executive Director has to inform all staff members oftheir respective tasks. The efforts of volunteers and other employeesalso need to be coordinated (Anheier, 2014). Hence, the non-profitorganization will fulfill all its obligations without duplication ofefforts.

The non-profit organization has had a considerable impact on mypersonal management philosophy. For instance, I have learned toappreciate the importance of maintaining good communication.Instructions need to be clearly conveyed to all staff members withinan organization. Employees must also have the opportunity to requestfor clarification and submit feedback on the progress of assignedtasks (Bryson, 2012). Furthermore, I have learned the value ofteamwork and coordination. Admittedly, the organization caters forthe emotional needs of diverse clientele. Homeless persons need to beprovided with adequate food, water, and clothing. On the other hand,individuals recovering from substance abuse require competent supportservices to overcome their addictions. Notwithstanding, theorganization must ensure that therapists and other support staffcooperate to satisfy the needs of all clients at the facility.

Managers also need to be decisive whenever an urgent matter requirestheir immediate attention. In this respect, they should consider allfactors that contribute to the issue at hand. Although many decisionsare routine, others have a long-term impact on the organization. TheExecutive Director functions as the ultimate authority in a company.Therefore, he would need to have reliable department heads, whosubmit regular updates on the state of affairs. Sub-level managersmust also be empowered to make particular decisions on theiroperational level. Nevertheless, the chain of command should be freefrom bureaucracy. Numerous levels of supervision have the tendency toslow down the decision-making process. The Executive Director needsto provide guidance to his staff members to safeguard the interestsof the organization. In case of any absences, operations will stillflow smoothly. Consequently, managers must embrace delegation ofauthority. Competent employees must also be trained and prepared forleadership.


Anheier, H. K. (2014). Nonprofit organizations: Theory,management, policy. New York, NY: Routledge.

Bryson, J. M. (2012). Strategic Planning. The SAGE Handbook ofPublic Administration, 50.

Omar, A. T., Leach, D., &amp March, J. (2014). Collaboration betweennonprofit and business sectors: A framework to guide strategydevelopment for nonprofit organizations. VOLUNTAS: InternationalJournal of Voluntary and Nonprofit Organizations, 25(3),657-678.