MGMT1101: Environmental Constraints on Women's Center Analysis

This report provides a comprehensive analysis of the Women's Centre in Canada, examining its operations, challenges, and strategic environment. It begins with an overview of the organization, tracing its history and mission to support underprivileged women. A detailed SWOT analysis is presented, evaluating the center's strengths, weaknesses, opportunities, and threats. The report then delves into the environmental constraints through a PESTEL analysis, exploring political, economic, social, technological, legal, and environmental factors impacting the center. The challenges faced by the organization are identified, along with potential opportunities for growth and improvement. The report also includes personal insights, stakeholder analysis, and a description of the organizational structure, including employee motivation strategies and recommendations for enhancing efficiency. The analysis draws on academic references to support its findings, providing a well-rounded assessment of the Women's Centre's performance and future prospects.

Running Head: Introduction to Management
Research & Analyses Environmental Constraints on Management
Name of the Student
Name of the University
Author’s Note

1ENVIRONMENTAL CONSTRAINTS ON MANAGEMENT
Executive summary
The report focuses on the welfare of the women, by The Women Center which was
founded in the year 1970. The aim and research of the paper deals with the manner in which the
Women Center of Canada helps the underprivileged women and the women who are not
financially stable to achieve their dreams and become independent. The SWOT and the PESTEL
analysis of the Women Center have been analyzed in this research.

2ENVIRONMENTAL CONSTRAINTS ON MANAGEMENT
Table of Contents
Overview of the Organisation..........................................................................................................3
SWOT Analysis...............................................................................................................................3
Strength....................................................................................................................................3
Weakness.................................................................................................................................4
Opportunity..............................................................................................................................4
Threat.......................................................................................................................................5
Environmental constraints...............................................................................................................5
PESTEL...................................................................................................................................5
Challenges for the Organisation..............................................................................................6
Opportunities...........................................................................................................................7
Personal Insight...........................................................................................................................7
Stakeholders.....................................................................................................................................7
Organizational structure...................................................................................................................8
Description of the organizational structure..............................................................................8
Employee Motivation......................................................................................................................9
Recommendation.............................................................................................................................9
Reference.......................................................................................................................................10

3ENVIRONMENTAL CONSTRAINTS ON MANAGEMENT
Overview of the Organisation
The Women Centre in Canada was dates back to the early 1970s. It was first opened at
the YWCA. With the help of the Oxfam-Canada, it became an independent organization in
October 1997. The Women’s
Centre at present involves more than 750 active volunteers whose aim is to provide the basic
needs of support, service and lifelong learning programs to the thousands of women in the
community. Being an active community of women it is engaged in building opportunities for
women along with women’s and diversity issues. Being such a noble organization, it has been
successful in receiving it sown charitable status from the Revenue of Canada.
(www.womenscentrecalgary.org. 2019).
SWOT Analysis
The SWOT Analysis of The Women Centre of Canada is a powerful tool that develops
the business strategies from the beginning of the firm to the existing functions. The simple
framework is used to estimate the strength, weakness, threat and opportunities in the presence of
a competitive world and deals with the problem of the women who require a safe and supportive
space in Calgary. The analysis will help to evaluate the core functioning power and make the
functioning an effective and unique in the business strategies (Heaman et al., 2014).
Strength
The strength of The Women’s Centre is the first matrix and can be discussed under the first
elements:

4ENVIRONMENTAL CONSTRAINTS ON MANAGEMENT
 The different organizational body acts as one of the most relevant source and strength of
the organisation. The business can cater to the target market and ensure the accessibility.
 The Women Center of the Canada provides free , half-hour legal advices and has legal
advice clinics which provide sessions to the women.
 Strong online presence and helpline on different social media sites acts as an effective
measure to enhance the management and develop a strong bond with the women.
 The position of the Women Center in financial position is strong as the number of
funders are more and this further allows the firm to make more investments.
Weakness
 The firm draws criticism from different immigrant women for the ineffective
management and in providing opportunities of the women for their personal causes.
 The organisation can lose its efficiency due to poor inventory management and shortage
of inventory either.
 Less expense on the research and developmental activity can act as a weakness of the
organization and can affect the performance.
Opportunity
 The exponential growth in the society and particularly in the women assistance is a great
growth for the company.
 The development of new equipment and technology in order to assist the employed
women who are not financially able to go to work and to the mothers with small children
can be incorporated in the delivery system and innovation technique can be embedded.
 The insecure women can prefer new and creative product as a result of changes in the
technology.

5ENVIRONMENTAL CONSTRAINTS ON MANAGEMENT
Threat
 Shortage of skilled employee in the organisation can make it a challenge for the company
to provide better community services and places across Canada and in improving the
lives of the women in Canada
 The rise in the inflation and cost of production can affect the business.
Environmental constraints
PESTEL
The functioning of every organization is heavily affected by certain extraneous
environmental factors. In this sense, it can be seen that The Women Center also faces a lot of
challenges from the external environment which affects its operational function.
Political – The Women Center has been able to garner a lot of support from the politicians of the
region as they believe that the organization is undertaking a societally significant work (Pateman,
2018). The women population of the world is getting affected due to the disrespect the women
face in this society. Their participation is restricted and they are also less valued and given less
opportunities. Helping to solve this issue would prove to be politically beneficial for the image of
the government of Canada (www.womenscentrecalgary.org. , 2019).
Economic – Almost 45% of the women who have the access to the services of the Women
Center are living in poverty. Thus to provide them the financial support is extremely challenging.
(Gupta et al., 2013). The Women Center is in need of a huge influx of funds which would be able
to contribute for the different kinds of programs that the Center holds. Furthermore, once the

6ENVIRONMENTAL CONSTRAINTS ON MANAGEMENT
philosophy of women is taken care of, and since they are working for a noble cause, it would be
able to generate a high revenue for the women security of the country.
Social –The Women Center is engaged in the performance of such activity which is socially
important and essential (Katerndahl et al., 2013). Often times it is observed that women were not
able to afford any kind of medical assistance due to the expensive costs for the cure. Also they
do not feel safe and secure in this community. Thus The Women Center tries to provide relief to
the concerned women within a very minimal cost.
Technological – Providing a potential safe and supportive space for the women that are strong
and capable is indeed challenging. Enabling the women to get both the support and the
opportunities and the benefit of the strengths require technological precision. The approach of
the Women Center that includes a two year research project titled Civil Society that involved the
participation of 47 countries involved different use of the technology.(Webster, 2014).
Legal – Finding a proper women safety place requires a legal implication. (Johnson, 2015).. At
the Women’s Center, all the work is done within the unique framework of the Community
Capacity Building Peer Model, which includes getting assistance, connecting with the others as
well as working for change. This is done in order to ensure a legal frame work is followed. The
Student Legal Assistance also provides free legal information and representation to the low-
income residents of Calgary which includes the women too.
Environmental – The work done by The Women Center is affected by the environment to a
significant level (Xiao & McCright, 2015). The women of Canada still experience significant
barriers since they come from the remote part of the communities and different environmental
factors are responsible for the same.

7ENVIRONMENTAL CONSTRAINTS ON MANAGEMENT
Challenges for the Organisation
The Women Center of Canada faces a lot of challenges which severely impacts its
functioning process in a negative manner. A vital challenge is that of reaching out to the
concerned women (Loukaitou, 2014). Often times it is seen that people are not forthcoming with
their ailments, and their problems, be it physical, emotional or psychological, instead deciding to
accept their faith. This poses a possible challenge for the organisation since they need to
approach the women who are primarily struggling with the poverty related issues. Moreover, the
people tend to hide their problems or try to move out to the other organisations for help.
Opportunities
A major opportunity which is found to be exclusive to the working of the The Women Center, is
that of research availability. The organization is mainly a research center and therefore, the
people working there have a lot of information and knowledge available at their command.
Personal Insight
The work done by The Women Center is extremely important for the society. It aids the
struggling women with assistances regarding issues as diverse as poverty, hunger, family
breakdown, parenting unemployment as well as health, education and discrimination.
Furthermore, in this center, the people get to know other similar individuals and this highly
motivates them to hope for survival.

8ENVIRONMENTAL CONSTRAINTS ON MANAGEMENT
Stakeholders
The main stakeholders within this organization are the people working and researching
there. There are also the volunteers who deliver the programs. The primary importance is the
trust based work centering the philosophy of the women, helping other women. As a result, the
work done by the employees in this organization affects its efficiency.
Another important stakeholder are the women who require assistance. Such people form
an integral part of the center as this organization was established for adhering to their welfare.
Organizational structure
Description of the organizational structure
The organizational structure consist of the national office in There are practically ten
provinces and territorial division with approximately there are fourteen thousand volunteers
which also include the canvassers. The full time employee working in the organization are about
seven hundred and fifty in number who provide thousands of women in the community with free
access to basic needs.. The organizational structure is the system outline and design the activities
in order to achieve the goals of the organization. The activities include the roles, power, authority
and responsibility that determines the information flow between the firms.
The type of organizational structure that is followed in The Women Center is a
professional type of structure. In this type of organisation the management caters to development
of the firm and help the people of the society. The organizational structure is framed as per the
requirement of the community because the women being an integral part of our society, and

9ENVIRONMENTAL CONSTRAINTS ON MANAGEMENT
capable enough to participate in the programs require assistance and a secured space on a serious
note. The structure of the firm is based on several outlet across the region so that the people do
not face any kind of shortcomings(/www.womenscentrecalgary.org, 2019).
Employee Motivation
The employees and the volunteers of the Women Center can be motivated with the
measures that should be taken through the organisation. The employees can be motivated by
providing them flexible working hours according to his or her own preference (Lăzăroiu, 2015).
The working environment should be strong enough and should be harassment free so that the
employee has a peace of mind to work.
The extra benefit to the employee can work as a motivation, either on payment structure
or through providing them with insurance or extra holidays.
Recommendation
In order to ensure that the organization functions in an efficient manner, it is
recommended that it ensures a huge influx of economic funds within its functioning process.
Monetary resources is one the primary requirements of any organization and being a Center for
Women, it needs to have the necessary resources in order to serve assistance to the needy women
and ensure their welfare.

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Reference
www.womenscentrecalgary.org. (2019). The Women's Centre of Calgary is a safe place to: - Women's
Centre of Calgary. Retrieved 10 August 2019, from https://www.womenscentrecalgary.org
Heaman, M. I., Moffatt, M., Elliott, L., Sword, W., Helewa, M. E., Morris, H., ... & Cook, C. (2014).
Barriers, motivators and facilitators related to prenatal care utilization among inner-city women
in Winnipeg, Canada: a case–control study. BMC pregnancy and childbirth, 14(1), 227.
Pateman, C. (2018). The disorder of women: Democracy, feminism and political theory. John Wiley &
Sons.
Gupta, J., Falb, K. L., Lehmann, H., Kpebo, D., Xuan, Z., Hossain, M., ... & Annan, J. (2013). Gender
norms and economic empowerment intervention to reduce intimate partner violence against
women in rural Côte d’Ivoire: a randomized controlled pilot study. BMC international health
and human rights, 13(1), 46.
Katerndahl, D., Burge, S., Ferrer, R., Becho, J., & Wood, R. (2013). Differences in social network
structure and support among women in violent relationships. Journal of interpersonal
violence, 28(9), 1948-1964.
Webster, J. (2014). Shaping women's work: Gender, employment and information technology.
Routledge.
Johnson, M. E. (2015). Changing course in the anti-domestic violence legal movement: From safety to
security. Vill. L. Rev., 60, 145.

11ENVIRONMENTAL CONSTRAINTS ON MANAGEMENT
Xiao, C., & McCright, A. M. (2015). Gender differences in environmental concern: Revisiting the
institutional trust hypothesis in the USA. Environment and Behavior, 47(1), 17-37.
Loukaitou-Sideris, A. (2014). Fear and safety in transit environments from the women’s
perspective. Security Journal, 27(2), 242-256.
Lăzăroiu, G. (2015). Employee motivation and job performance. Linguistic and Philosophical
Investigations, (14), 97-102.