Social Work for Inter-Religion Organization-myassignmenthelp.com

Question: Discuss about theSocial Work for Inter-Religion Organization. Answer: Responsibility of managers department: Inter-Religion Organization Singapore is one of the most recognized social service organizations that primarily promote religious harmony. After starting their journey Inter-religious Organization in 1949 IRO aims to motivate people for maintaining a religious harmony so that people belonging to different cultural backgrounds and attitudes can exchange their thoughts, ideas and views. However, in order to run a specific organization organizational managers have to face innumerable difficulties in keeping a constant control over the entire process of business (Zikmund et al., 2013). The primary responsibility of an efficient business manager is to manage and control the organizational staffs and their services so that the employees can fulfill the needs and demands of clients. In this very specific study, it has been observed that human resource managers have to play significant role for recruiting an organizational employee. Managing the performance level of employees at the workplac e is also important for a business organization like IRO. Two key challenges faced by the manager After receiving an in-depth interview with the human resource managers it has been observed that the managers of IRO have primary faced major issues in two primary areas while making communication and evaluating performance. As already stated IRO stands for the people of multi-cultural attitudes and religious backgrounds. Therefore, the human resource managers have to focus on selecting those kinds of employees within the organizational services who are having different cultural backgrounds and attitudes (Schaltegger, Ldeke-Freund Hansen, 2012). Communication is the major problem that the human resource managers of IRO have to face while making an effective interaction with the employees of different cultural backgrounds. Due to the linguistic barrier the existing staffs failed to communicate with the human resource managers while facing difficulties at the workplace. These kinds of linguistic barriers and psychological barriers ultimately affect the entire performance level of the employees. On the other hand, it is also undeniable that the human resource managers of Inter-Religion Organization have to face innumerable difficulties while evaluating the performance level of the employees. At the very initial stage the human resource managers failed to keep a constant record over the entire performance level of the employees. The managers of Inter-Religion Organization could not maintain the entire performance record chronologically due to the lack of technological skill and competency (Henderson, 2017). As a result, the employees could not get any review from the human resource managers about their level of performances. In this kind of situation, the employees did not get any kind of motivation for providing their best performances. On the other hand, the under performers as well failed to improve their performance level due to the lack of performance evaluation happened at the workplace. To what extent are the challenges attributed to the unique characteristics of social service organizations Social service organizations are always attributed for unique characteristics with the help of which the experts can defend any kind of organizational challenges at the workplace. Unique characteristics of organization like IRO imply that the business managers intend to show their equal respect and dignity for the people of different geographical backgrounds and attitudes. As a result, this specific business organization while dealing with the organizational challenges has decided to defend in a different way (Sekaran Bougie, 2016). While facing communication barriers with the employees of various geographical backgrounds and attitudes the human resource managers have decided to render non-verbal communication within service process. Non-verbal communication was successful to interact with the employees with the help of facial expression, written communication and communication through body language and so on. Consequently, the employees so not have to face barriers in raising their organizational issues faced at the workplace. Inter-Religion Organization always focuses in recruiting those employees who are competent and capable enough for organizational services. As a result, communication becomes as a major barrier for the business managers (Sheng, Zhou Li, 2013). With the help of Inter-Religion Organizations unique characteristics of providing equal priority and response to the people of different geographical backgrounds and attitudes the human resource managers intend to deal with every single employee at the workplace equally. On the other hand, it has already been discussed that the business experts have to face innumerable challenges in evaluating the performance level of the existing staffs due to the lack of technological efficiency (Haas, Snehota Corsaro, 2012). However, the business managers of IRO are having a specific characteristic. It is undeniable that the human resource managers do not maintain chronological data record on the overall performance level of the organization. In order to overcome this particular drawback the business managers tend to face an interpersonal communication with every individual member in order to give them an overall performance review along with the way of improvements (Ward, 2016). The primary purpose of maintaining an effective interpersonal communication with the existing staffs of Inter-Religion Organization is to directly collect employee feedback regarding their difficulties at the workplace. As a result, the organization would get to know on which areas the o rganization should focus in developing their policies so that employees can perform well. The business managers at the very initial stage were not very much advanced in technology. Therefore, the managers could not provide any specific data regarding the overall performance review of the employees (Crane Matten, 2016). Therefore, interpersonal communication was the only way to directly interact with the service providers for resolving their organizational issues as well as challenges. Significant Changes have implemented in compared to last five years The motto of this organization is to promote the cultural harmony by developing the cultural diversity. The collaborative work approach undertaken by the organization is quite helpful in developing the multiculturalism. The workplace diversity helps in improving the performance productivity within a workplace. It is notable that the group work facilitates the high quality work profile that has the significant impact on the organizational profitability. It is noticed that the company has adopted the significant strategies to develop the multiculturalism within the workplace (Rummler Brache, 2012). The company has undertaken some of the changes in order to facilitate the determined objectives. First, the company is focusing on developing the multilingual flexibility among the group members to reduce the barriers with the different languages. People from different cultures, religion, and language can develop the diverse work culture and this multilingual flexibility would be helpful en ough in reducing the language barrier. On the other hand, the company adopted the high-end technologies for managing the complex organizational activities. The technological advancements have changed the organizational scenario much drastically. It has been noticed that in last five years, the organizational procedures were much more complex. However, the development of the advanced technologies, the organizations have transformed the functions and reduced the level of complications. Effects of Changes on the organizational external and internal environment The changes brought to the organizational scenario have the clear impact both internally and externally. The multiculturalism and the development of the Multilanguage Flexibility within the organization are quite beneficial for sustaining the competitive position for a longer time. It is notable that the working with the group of people from different cultures and languages helps in building the diversified works, which are quite innovative in nature. The alignment of people from different cultures improves the organizational functions. On the other hand, the development of thee high-end technologies has been improving the work procedures and culture (Epstein Buhovac, 2014). The efficiency maintained in the internal organization results in the improvements of external environment as well. The upgraded technologies have been reducing the time and efforts and providing the productive results. The customers in the external market are thus receiving the high quality products and service s. However, one of the major determinants found in the external market is the changes in the customer demands. The level of competition is growing higher and the organization strives to meet the perceived expectations of the potential customers. The increasing level of competition is demanding for the high improved technicalities and unique value added services. In such cases, it is notable that the maintenance of the customer demands would secure the competitive edge (Hammer, 2015). Moreover, the supports derived from the political figures are also necessary for the sustainable position of the organization. The multiculturalism might have created the significant impact on the organizational activities. However, mismanagement of the culture related barriers could create more obligations in developing the secure future in the external competitive market. Hence, it can be implied that the changes implemented by the company has the clear effects on both the internal and external environment. Critical Evaluation of the organizational structure Organizational structure is made of a group of people that has the control over the organizational functionalities. The maintenance of the collaborative work approaches and different functionalities is the effective way of managing workforce. The systematic organizational structure helps in concentrating on different work departments and gains control over the workforce. Similarly, IRO maintains the hierarchy structure, which is guided by the manager at the top level (Choudhary, Akhtar Zaheer, 2013). The instruction derived from headquarter is followed by the manager at the higher level. The manager instructs the workforce and allocates the works to each individual as per the expertise. The collaborative structure within the organization helps in developing the diversified workforce that results in high quality services. The efficient leaders are helpful towards the associated workers to ensure the high performance parameter. The six elements consisted with the organizational struct ure are needed to be taken into consideration. First, the work specialization, which determines the job allocation and job functionalities, is considering the individual potentiality. Second element is departmentalization, which establishes the collaborative work scenario. The third element is span of control, which ensures the potentiality of the manager in terms of managing the entire workforce (Krasnikov Jayachandran, May). Fifth element considers the centralization or the decentralization that deals with the decision-making aspects of the organization. The final elements deal with the formalization, which indicates the standardized version of the work functionality. It is notable that the IRO maintains these elements in a constructive way and improves the workflow in a sequential way. The major focus of the organization is to influence the multiculturalism that creates the significant outcome for the future sustainable position. Securing the competitive edge is necessary for the organization by developing the technological equipment and multilingual flexibility (Alegre Chiva, 2013). The multiculturalism has the significant impact on the organizational activities. On the contrary, mismanagement of the culture related barriers could create more obligations in developing the secure future in the external competitive market. Therefore, the managers operating the entire workforce are needed to be efficient enough to determine the appropriate job allocations (Manzoor, 2012). In fact, the leaders are responsible towards motivating the workforce for the betterment of the performance parameter. As a result, the organization can meet the expectation leve l of the target audience. It is thus notable that the managers associated with the hierarchy require having the adequate knowledge of managing the work functionalities for the betterment of the quality parameter. The workplace diversity helps in improving the performance productivity within a workplace. It is notable that the group work facilitates the high quality work profile that has the significant impact on the organizational profitability. It is noticed that the managers from IRO is much inclined towards formulating the diverse nature of workplace since they seek more innovations for the upcoming years (Schiuma, 2012). The obstructions and determinants may have the clear influence of the internal activities. In such cases, the maintenance of the clear and sequential organizational structure helps in managing the activities with proper efficiency. Focusing on the consisting elements and developing the diverse workforce culture would be more profitable in managing the external environment as well. Hence, it can be implied that the organizational structure helps in securing the competitive position of a firm by promising the better work approaches. 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