Community Service: Strategic Solutions for Organizational Issues

This assignment presents a series of case studies focused on various challenges within a community service organization. It addresses issues such as resource constraints, interpersonal conflicts among employees, ethical dilemmas involving staff and clients, and the effective planning and execution of meetings. The solutions provided emphasize the importance of ethical conduct, clear communication, professional intervention by HR, and strategic resource management to ensure the organization's stability and positive impact. The document is a solved assignment contributed by a student and available on Desklib, a platform providing study tools for students.

Running head: COMMUNITY SERVICE
COMMUNITY SERVICE
Name of the Student
Name of the University
Author Note

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Response to Question A.1
In order to control expenditure, a number of initiatives like controlling theft and fraud,
making productive decisions, stopping overuse of resources, enhancing credibility by
excellent finance management should be done (Anheier 2014). Assessing objectives by fair
means with limited resource use is also another way to reduce expenditure and secure future
of the organization.
Response to Question A.2
When the employees approach the manager for two vehicles for their use for outreach,
the manager should make the workers understand about their budget constraints and make
them understand that they need to wait until the organization attains a higher budget.
Finance of the organization is the foremost consideration that needs to be assessed.
Sustainable use of budget should be done in case of a low-budget enterprise. In addition, the
necessities of the employees should be considered and dealt with accordingly.
Response to Question A.3
Different parties will react differently to the proposed expenditure plan with a positive
response from the team of employees who have asked for the vehicles. Whereas, there were
will be a negative response and resistance from the party who are against any futile
expenditure. The difference of opinions should be dealt professionally and with calm. There
should not be any altercation between the parties and the communication should be peaceful.
Response to Question B.1
In the case mentioned, the person should keep his calm and convey the whole
situation along with his perspective to the team leader. He can also try to sort out the problem
with the girl stated and try to understand her work perspective that is obviously different from

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his own (Thompson 2015). The problems and misunderstandings should be communicated
with maturity that will eventually enable a level of cooperative working between that person
and the girl.
Response to Question B.2
When two employees of a particular organization dislike each other, some formal
procedures and policies can help. The intervention of the HR manager is mandatory who can
empathize the situation without taking sides (Monks et al. 2013). In addition, the parties
should be allowed to vent out their anger in a professional way. They should be made aware
of the negative impacts of their argument on the overall office environment so that they can
act accordingly.
Response to Question B.3
Both the parties should be called to make peace within a room that should have the
HR manager along with their team leader. They should be given equal chances to vent out
their problems and clarify with each other. Communication should be done with both the
parties and even they can be given the same task to enhance their engagement and increase
cooperation with each other (Karanges, Johnston, Beatson and Lings 2015).
Response to Question C.1
In the situation mentioned, the senior resident and newly arrived client has broken the
work boundaries that every professional should cater. The act of kissing between the two
parties is extremely unethical and violets the professional code of conduct that every
employee has to adhere when working for a professional company (Lachman 2015). Even,
the basic rule of the company concerned has been violated which is a crime that needs
immediate attention of the administrative department.

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Response to Question C.2
The administrative department should be made aware of the action happening
between the senior resident and the newly arrived client in the organization. Although the
man is remorseful of the action, he should be penalized for the deeds that is very unethical
otherwise, that will set a bad example for the other workers working (Holtzhausen 2015).
Even if the penalty is not as harsh as expulsion, the supervisors should act upon a suspension.
Response to Question C.3
The incident should be put to focus within the organization to make the other
employees aware of the implications that will be faced otherwise. However, the client details
can be made furtive to protect her rights and wellbeing. The way in which the scenario is
stated should not sound like a gossip and also, the name of the defaulter should be kept a
secret so that the other employees are not judgmental of the worker mentioned.
Response to Question D.1
For the effective implementation of the meeting, a number of outlines can be
considered. Firstly, the formerly scheduled meetings should be confirmed so that there is no
change. Secondly, the other parties involved in the meeting should be made aware of the
client history and given enough time for preparations. The meeting should be arranged and
executed in a professional manner with a good communication skill so that both the sides can
gain benefits.
Response to Question D.2
The place of the meeting should be made at a place that is well communicated for
both the parties. The place should have a good ambiance and a proper meeting setup that can
be beneficial for the execution of the meeting in a proper way. The timing should be adjusted

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in accordance to both the agencies and the client so that all of them can effectively conduct
the meetings.
Response to Question D.3
The use of modern technologies should be made compulsory in such meetings
involving clients and agencies. The use of Skype or other video conferencing app is essential
if any one of the agencies or the party conducts the meeting from a distant place
(Edirippulige, Levandovskaya and Prishutova 2013). Even the use of emails can be done for
discussing the case history and individual case study.
Response to Question E.1
Ahead of the meeting, the person should make a list of all the employee related issues
that needs to be addressed and solved in the meeting. In addition, the work progress and
future work plans for the fortnight can be made into a presentation form that can be easily
communicated to all the members in the meeting (Drucker 2017). Even, the attendance of all
the members should be made compulsory and everybody should be given equal opportunity
to speak out.
Response to Question E.2
Each topic should be given a required time to be discussed according to its importance
and after the stipulated time each topic needs to get resolved with a solution. When a topic is
lengthy and arises arguments, it should be wrapped up focusing on the highlights and
conclusion. The members can be asked to speak up one after another so that everyone has a
fair chance of speaking without counterarguments.
Response to Question E.3

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The members of the meeting should be made to arrive on time by giving them a
formal notice beforehand. A fair chance of speaking their point should be provided but within
a given period of time. Nobody should be allowed to speak other than the topics in the
meeting and chit chatting should be prohibited at any cost. Mobile phones can be disallowed
for making the meeting focused on the agenda without any external disturbance.

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References
Anheier, H.K., 2014. Nonprofit organizations: Theory, management, policy. Routledge.
Drucker, P.F., 2017. What Makes an Effective Executive (Harvard Business Review Classics).
Harvard Business Review Press.
Edirippulige, S., Levandovskaya, M. and Prishutova, A., 2013. A qualitative study of the use
of Skype for psychotherapy consultations in the Ukraine. Journal of telemedicine and
telecare, 19(7), pp.376-378.
Holtzhausen, D.R., 2015. The unethical consequences of professional communication codes
of ethics: A postmodern analysis of ethical decision-making in communication
practice. Public Relations Review, 41(5), pp.769-776.
Karanges, E., Johnston, K., Beatson, A. and Lings, I., 2015. The influence of internal
communication on employee engagement: A pilot study. Public Relations Review, 41(1),
pp.129-131.
Lachman, V.D., 2015. Ethical issues in the disruptive behaviors of incivility, bullying, and
horizontal/lateral violence. Urologic nursing, 35(1), p.39.
Monks, K., Kelly, G., Conway, E., Flood, P., Truss, K. and Hannon, E., 2013. Understanding
how HR systems work: the role of HR philosophy and HR processes. Human resource
management journal, 23(4), pp.379-395.
Thompson, N., 2015. Understanding social work: Preparing for practice. Palgrave
Macmillan.