Effectiveness of Work and Organization at Oxfam

This assessment explores the effectiveness of work and organization at Oxfam, a confederation of independent charitable firms focused on alleviating international poverty. It discusses the impact of globalization, power and politics, governance, organizational culture, and leadership. It also reflects on group work using Kolb's learning cycle and provides personal reflections on employment. Gain insights into the effectiveness of Oxfam's work and organization.

Assessment

Contents
INTRODUCTION...........................................................................................................................1
PART 1............................................................................................................................................1
Effectiveness of work and organisation at Oxfam.......................................................................1
PART 2............................................................................................................................................5
Reflection on group work............................................................................................................5
PART 3............................................................................................................................................6
Personal reflection on employment.............................................................................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Effectiveness is considered as degree to which something is successful in developing a
determined outcome. Moreover, it is vital factor in formulating productive business. A firm into
any industry cannot grow in case it is not effectual to some extent. On the other hand, any entity
cannot be taken as effective if this is not successful. Work effectiveness is concentrating upon
attaining determined objectives (Bourgoin, Laszczuk and Langley, 2020). Additionally,
organisational effectiveness may be considered as efficiency with that an entity become
competent for meeting their objectives. For this report, the undertaken firm is Oxfam, which is a
confederation of independent charitable firms that concentrates upon alleviation of international
poverty. It was established in year 1942 as well as this is also a key non profit group with an
extended accumulation of operation. Its headquarters is in Nairobi, Kenya. The topics which are
discussed in this report are effectiveness of work and organisation at Oxfam and reflection on
group work. Apart from this, the personal reflection on employment is also presented in this
report.
PART 1
Effectiveness of work and organisation at Oxfam
Effectiveness is undertaken as the level to which something is successful in forming
expected outcomes. Moreover, when firm is effective, they succeed ongoing to innovate as well
as formed standard quality offerings which delight client. Additionally, effective staffs does not
attempt for accomplishing its work as fast as possible but task to come up with creative solutions
to issues as well as continually develop its performance for attaining profitable outcomes. In
addition to this, effectiveness of organisation may be considered as efficiency with that firm is
able to accomplish their goals (Chand and et. al., 2020). The much effectual entity exhibit
strengths all over five areas such as decision making & structure, work procedures & systems,
leadership, people and culture. Effectiveness of work and organisation at Oxfam can be defined
through some topics:
Organisational context
The impact of globalisation at Oxfam
Globalisation is undertaken as the procedures through that the world is becoming maximising
interconnected as outcomes of huge enhanced trade as well as cultural exchange. Moreover, it
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has enhanced the manufacturing of offerings. Also, the largest firms are not much longer national
entity but multinational entity with subsidiaries into various nations. The impacts of globalisation
at Oxfam, which is a confederation of independent charitable firms that concentrates upon
alleviation of international poverty, have some impact that are as follows:
 New Technology: One of the much striking manifestations of globalisation is usages of
new technologies by charitable firm such as Oxfam for exploiting new opportunities of
business and helping individuals. Moreover, the e-commerce as well as internet method
hold specific potential for organisation’s seeking for widen its involvement within new
global market (Davis and et. al., 2020). As globalisation has enhanced technology speed
transfer as well as technological development so, Oxfam may serve effective charitable
facilities to their customers and poor individuals in effective and efficient way.
 Competition: Globalisation drives towards enhanced competition. It may be associated to
offerings costs, targeted market, technological adoption and others. In respect of Oxfam,
globalisation have impact upon their business as with assistance of this they may able to
provide effective and quality services to all needed individuals.
The whole organisation
Power and Politics
 Organisational power: This is undertaken as way of performing something into various
manners. Also, it is proficiency that assists them for influencing others. Individuals who
are performing at senior post that simply impacts others. So, in Oxfam this could be
described with aids of French & Raven’s power model that includes five kinds of power
such as Rewards, referent power, expert, legitimate and coercive. Therefore, reward
power is effectual for Oxfam as it aids them in rendering rewards to their workers so that
this might conduct effectually as well as efficiently. Additionally, it influences its groups
and person behaviours favourably.
 Organisational politics: It is undertaken as self serving behaviours which aid workers to
enhance their possibilities to obtain favourable results in firm like Oxfam. Also, this is
influenced by person who serves interest of person without impacting business.
Additionally, this could be optimistic and pessimistic wherein favourable politics defines
protecting business for attainment of gainful outcomes (DiTomaso, 2020). Whereas
unfavourable impact business and its profitability as well as productivity.
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Governance, organisational culture and organisational leadership
Governance: It have been considered as structures as well as methods which are
developed for ensuring responsibilities, responsiveness, stability and others (Duan, Wibowo and
Deng, 2020). In respect of Oxfam, its governance can be performed in such way:
The board of supervisors and executive board: In this, two boards govern Oxfam
international. Everyone is formed of representative from each affiliate. Its roles are distinct, but it
performs into hand towards attaining affiliates shared goals: an end to poverty.
The board of supervisors have an independent Chair, treasurer and representative from
every affiliate’s boards. Also, this is delegate with oversight of foundation’s practices as well as
performs Executive board that approve its report, policies, programs and monetary accounts.
Moreover, it also appoints Executive directors.
The Executive board, it is mainly chaired through Oxfam international executive
Director. Every affiliate has one member, generally its Executive director. In addition to his, it
handles foundation as well as organises share undertaking of affiliates. Also, this consults agrees
upon strategy as well as joint practices and also develops and executes Oxfam strategic plan.
Along with this, they report continuously to Board of supervisors upon its task as well as any
matters relevant to effectiveness of foundation.
Organisational culture: It is may be undertaken as vital values, opinions and others which
contribute towards societal as well as psychological surroundings of firm. Also, this assists them
in influencing person within entity (Ganiyu and et. al., 2020). In respect of Oxfam, as they intent
to develop upon the task which is already done as well as to attain a work area culture which is
genuinely models Oxfam’s values as well as is surrounded upon principles of feminist as firm so
that together they may prevent abuse with zero tolerances. Also, they considered as comprising
various subcultures that may be driving force for change or may undermine quality development
initiatives.
Groups and Teams
Groups and Teams
Groups are considered as accumulation of person who coordinates its singular potential.
While on other side, at teams are a group of individuals who shares common team intent as well
as various challenging objectives. Moreover, effective team is undertaken as set of employees
which have proper knowledge both team gaols wherein they are performing and also his have
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efficacious coordination and do their task base upon needs. In respect of Oxfam, the chief
executive officer is accountable to Trustees for Oxfam’s management as well as supported
through strategic leadership team, communication team and others. Their leadership team
includes CEO, CTO, CFO, CIO, CSO and COO. In respect of their functional team, it are those
team in which members of similar division with several responsibilities are included. In this their
management are responsible for whole things. Also, it has been essentially determined in
traditional project management business. So, Oxfam conduct several operations and activities
wherein it has much forms of team for attainment of goals.
The individual’s level
Motivation and Job design
Motivation
This is undertaken as aspect which aids in motivating workforce so that this might become
competent to attain its goals (Kim, 2020). Additionally, it is categorised into two that are
intrinsic as well as extrinsic. In order to motivate their staff, Oxfam may adopt motivational
theory such as Herzberg’s theory.
Herzberg’s theory: Respective theory, the relationship within employees behaviours and
workplace motivation are determined. in addition to this, this leads towards determination of two
of two factors that is also called as Hygiene as well as motivators theory. Based upon this model,
the level ranges from satisfaction to not satisfaction and dissatisfaction to not dissatisfaction in
order to ascertain employees job satisfaction level. Additionally, motivators include
responsibility, advancement, improvement and many more. Whereas hygiene factors includes
entity’s work culture, job security, norms and others. These factors would be highlighted for
keeping staff inspired and satisfied. In context of Oxfam, by utilising it this aids them to inspire
their workers and accomplish objectives appropriately.
Job design: This is considered as procedures of developing staff’s roles as well as
accountabilities and systems & methods which it should utilise or follow (Lim and Moon, 2020)
. In respect of Oxfam, it assures staff well being and also improved job design minimise staff
employment stress, their adverse health implications and absenteeism.
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PART 2
Reflection on group work
Group work is considered as kind of cooperative learning. Also, this intents to render for
individual differences, formulate individuals understandings, generic competencies and attitudes.
For reflecting the group work, Kolb’s learning cycle is used.
Kolb’s learning cycle
This synthesizes goal directed as well as attitude learning theories for developing a learning
cycle that values procedures and continuous nature of learning. Moreover, this was developed in
year 1984 by David A. Kolb. In additional to this, it is mainly highlighted through four stages by
that learner repeatedly progresses. Also, respective model represents effectiveness of reflection
element into learning cycle. This enables me to process what just happen at the time of
experiences.
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 Concrete experiences: At this stage I encounters that within this is much essential to
develop effective team so for this I undertakes competent person to perform task that aids
me to accomplish their business objectives appropriately. In addition to this, through it I
may able to tell them new activities as well as ways of performing the projects.
 Reflection Observation: At this stage, I may recount as well as determined both its
experiences. Also, it facilitates information essential for other stage. Moreover, through
this I experience that whole team become familiar with one another and also share its
ideas with others related to practices.
 Abstract conceptualisation: At respective stage, individuals explicitly link its experiences
along with its preparatory learning, their desires and experience results. Additionally, I
and my group initiate to perform effectively. Also, this develops strategies as well as
plans so that practices could be accomplished effectively at particular time duration
through gaining objectives. Also, I appreciate their intent as well as holds whole for
attaining their practices effectively. Also, this assists me to attain its goals through
realising proper plans.
 Active experimentation: At this stage, learners undertake how they are performing for
putting what it have learnt into practices. In addition to this, I and my whole team get
dissolved as project get accomplished as well as celebrates my success. In case my
objectives are not much accomplished efficaciously thereafter I also facilitate training to
whole my group members for performing effectively.
PART 3
Personal reflection on employment.
According to me, the employment is considered as relations among two parties, generally
depends upon contracts in which work is paid for, where one party, that can be corporation, for
profit, non-profit firm, co-operative or other company is the employer and other is staff.
Moreover, the nature of employment or employee’s work is effective as kind of work which is
delegated to staff while the performance level consider to quality of employment accomplished.
Additionally, the employment nature is appropriate as forms of task which I do. Also, it defined
as regular works performed as part of job as well as may consider to another non routine works
which may be needed (Thompson and Parent, 2020).
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.
In addition to this, the type of firm that would mist involve as well as encourage me is
Oxfam as it is non-profitable organisation that help poor individuals. Furthermore, it is also an
independent charitable firm that concentrates upon alleviation of international poverty. Along
with this, I would be more productive in this organisation as my personal intent is to aids person
and improving the country poverty.
Beside this, it has been also analysed that I would be not much productive as well as
engaged into other firm such as manufacturing, retail and others industry like TESCO as my
influencing and communication skill is not good due to which I am unable to convince
individuals to purchase or buy goods. Furthermore, some approaches like human relation theory,
it is developed by Elton Mayo who is an Australian psychologists (Human Relations
Management Theory Basics, 2021). Also, respective theory has been formed with belief that
individuals expectation to be a part of supportive team which provides growth as well as success.
Thus, in case I receive any special kind of attention are to be motivated for participating, so that I
may perceive its work as having effectiveness and are encouraged to be much productive that
outcomes into high quality work. Also, because to highly motivate I and my team members is
particular firm can able to work effectively and attain their objective in effective and efficient
way. Additionally, through this I also get to know my strengths and weaknesses during
performing my job responsibilities. Therefore, I analysed that my multitasking, conflict
resolution and others skills.
As I have to face various works, questions as well as problems for solving upon daily basis.
Also, I am accountable for not only myself, but the success of it’s my group that describes time
spent checking into with its group as well as assuring things are moving in smoother manner. In
addition to this, conflict resolution is also my strength as this helps me to solve the problems
occurs into groups (Zijlstra, 2020). I would also aids my team to perform together effectually as
all my members do not agree with each other upon whole points for assuring that task get done
on time. Instead of this, I also identified some weakness like communication skills and many
more. As open lines of communication are vital to any work area but it is mainly essential for me
to practices human relation management. So, due to not having effective communication skills I
am unable to communicate my view to others. Therefore, for improving this I would regularly
attend online classes and also try to communicate with other in continuous way. as an outcomes,
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this assists me feel encourages and valued into its task and accomplished it in well efficient
manner.
CONCLUSION
As per the above report, this has been concluded that within entity, it is much essential to
perform work effectively as work effectiveness is concentrating upon attaining determined
objectives. Additionally, organisational effectiveness may be considered as efficiency with that
an entity become competent for meeting their objectives. Moreover, effective staffs does not
attempt for accomplishing its work as fast as possible but task to come up with creative solutions
to issues as well as continually develop its performance for attaining profitable outcomes
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REFERENCES
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Bourgoin, A., Laszczuk, A. and Langley, A., 2020. Legitimacy Work in Organizations: Securing
the Existence of a Novel Change Agency Unit. In Academy of Management
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Chand, D.E. and et. al., 2020. Serving immigrant communities: Effectiveness of nonprofit legal
aid organizations in an age of heightened enforcement. VOLUNTAS: International
Journal of Voluntary and Nonprofit Organizations, pp.1-13.
Davis, T., and et. al., 2020. Participation in Social Work Membership Organizations:
Opportunities and Challenges in a Changing Society. Journal of Policy Practice and
Research, pp.1-14.
DiTomaso, N., 2020. Discrimination in Work and Organizations. In Oxford Research
Encyclopedia of Business and Management.
Duan, S., Wibowo, S. and Deng, H., 2020. An Integrated Framework for Understanding Digital
Work in Organizations.
Ganiyu, I.O., and et. al., 2020. Measuring the effectiveness of work–life balance strategies in the
manufacturing sector. SA Journal of Human Resource Management, 18, p.10.
Kim, J., 2020. The emergence of servant leadership and its effectiveness in bureaucratic
organizations. International Journal of Manpower.
Lim, J.Y. and Moon, K.K., 2020. Transformational Leadership and Employees’ Helping
Behavior in Public Organizations: Does Organizational Structure Matter?. Public
Personnel Management, p.0091026020977565.
Thompson, A. and Parent, M.M., 2020. Understanding the impact of radical change on the
effectiveness of national-level sport organizations: A multi-stakeholder perspective. Sport
Management Review.
Zijlstra, F. ed., 2020. Conflict in Organizations: Beyond Effectiveness and Performance: A
Special Issue of the European Journal of Work and Organizational Psychology.
Psychology Press.
Online
Human Relations Management Theory Basics. 2021. [Online]. Available Through:<
https://www.business.com/articles/human-relations-management-theorybasics/
#:~:text=The%20human%20relations%20management%20theory,that%20facilitates
%20development%20and%20growth.>
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