In the current scenario, organizational changes initiative is taken due to the various problems faced by the company in its daily operations. The report aims to highlight the importance of changes in the organizational management of RSPCA Australia to increase employee satisfaction and reduce the stress level of its employees. The RSPCA is a non-government and independent organization providing animal protection and care services (Vora, 2013). Working with animals that are abused and abandoned involves daily pressure, which causes considerable amount of stress to the employees and organization concerned. The employee’s witnesses grappling, cruelty and abandonment of animal causes emotional distress (Doppelt, 2017).
Furthermore, the report highlights the compassion fatigue suffered by the workers of the organization. The committed animal care takers and lovers are at breaking point due to the painful decisions taken by them to put down the animals that is not been able to get a home for shelter. If the organization is not been able to solve the welfare problems of these animal then it would create a negative impact on the employees performance and productivity leading to increase in frustration, powerlessness and employees turnover (Benn, Dunphy & Griffiths, 2014). The report further elaborates the diagnosis of the stress problem through Congruence Model to evaluate the strength and weaknesses of the organization. Moreover, proper organizational culture and effective communication leads to the smooth running of the organization. Implementing good policy and practices on managing stress by imposing safety legislation and changing the organization issues and weaknesses would help in achieving the desired mission and vision of the organization.
The Congruence model of Nadler and Tushman is based on the principle that the performance of an organization is based on the four major key elements which are as, task, structure, people and culture (Cameron, & Green, 2015). If the congruence or compatibility is higher of these elements than greater will be the performance. As in the case of the organization RSPCA, the people are highly cooperative but the task is very stressful causing trauma to the people or its employees. Moreover the culture is also highly bureaucratic, decisions get affected. To avoid such incongruence in an organization.
The first step is to understand and analyses the core work that is needed to be done for the organization. If the desired change is to be made for the overall organization then the forces that drives the performances of the entire organization is needed to be known. This is to be done to know the work flows of the organization and learn the key skills needed by the organization to motivate its people in achieving the goals (Hornstein, 2015). Each key element is to be needed to analyze separately:
The work that is needed to make the changes like reducing the stress of the employees is to be identified first of all then it is to be processed and the progress for the required changes is made to be communicated (Gerth, 2013). The interdependence and the work flow pattern are to be specified.
The people working with the organization should have the capabilities to deal with the situation and are able to perform the critical task of the organization. The employees core competencies, expectation for compensation, and organizational commitment.
The rules, procedures and policies of the company should be adequate enough so that the work is standardized (Cameron & Green, 2015). RSPCA current policy is needed to be changed to reduce the stress level of the organization and increase the commitment.
The beliefs and attitudes of the employees are also important for improving the efficiency in the organization. If there is any existing political network in the organization that affects the organizational growth (Haslam, et al., 2014). The next step is to identify the critical tasks and the dominant culture in the organization that affects the communication. Culture is the beliefs and attitude of the people in the firm and is highly prone to politics that can hinder the congruent workflow.
Step II: Analyzing the Interdependence of the key elements:
Work and people: is the work done by the right people.
Work and structure: is the task done in a well-coordinated manner with effective organizational structure.
Structure and People: does the formal structure allow the people to work effectively.
Culture and Task: does the organizational structure support the nature of work that is needed to be done.
Step III: Planning and Maintaining Congruence:
The areas where congruence and incongruence is needed to be identified and then effective plan is to be made to resolve the major areas of incongruence and reinforce congruence. The goal of this analysis is to evaluate that the work is done at a right time and by the right people to identify and fix incongruities. Furthermore, the employees will be more satisfied and the work will be done effectively.
The Congruence Model provides a systematic approach to consider the key elements, which drives the organizational performance (Cameron & Green, 2015). The approach helps in reviewing the organizational components that contributes to the overall performance and thus creates congruence in the organization. Organizations runs effectively if the four key components like tasks, structure, people and culture that fits together. When all the four elements runs in unison to promote and support high performances, this results in positive outcome that makes the operational functions to work effectively and efficiently. This makes Nadler and Tushman’s Congruence Analysis an appropriate and useful tool in fixing the problems of the organization (Coghlan, Rashford & Figueiredo, 2015). Furthermore, In RSPCA, it is important to identify and evaluate the core elements to know the problem areas to decrease the stress level and fatigue affecting employee’s productivity.
The congruence model analysis helps in promoting an understanding of their interaction within the workforce. The organizational performance if is higher that means greater is the fit or congruence between the components. The three- step approach is used in the congruence model to achieve the fundamental changes of the organization.
The change to be made in the organization should be clearly identified and align with the business goal so that the business is carried in the right direction. Prolonged exposure to the suffering may lead to lack of work-life balance and long working hours, the task given to the people should be identified and done in a supportive work environment. If the people working in the animal shelter does not perform euthanasia and are suffering or prone to the risk of compassion fatigue that is related to euthanasia or performing euthanasia (Cameron & Green, 2015). If the key drivers are not identified it would lead to the increase in employees productivity and turnover rate in the organization. The negative impact on the stress and fatigue of the employees should be determined and proper training and support should be given to the employees to mitigate the impacts. Effective training or implementing policies would further makes an effective technique to align with the organization mission like the compassion fatigue workshop, peer support Program, standards for self-care, and providing handouts for individual stress management. Through compassion fatigue and satisfaction survey the major issues need to be changed can be identified.
After identifying the major issues a support structure should be implemented to assist the employees employee’s so that they adapt to the changes and achieve desired business result. Through qualitative research, analysis of the sick leaves, productivity data and turnover of RSPCA can be determined (Hornstein, 2015). New centers should be implemented to address all the issues related to the physical environment. Smarter ideas implementation with well positioned new center would give the staff an opportunity to change the way RSPCA works in the environment. Animal welfare plan should be made with organization related to same vision so that RSPCA pressure is reduced in the long-run.
RSPCA should also improve its organizational culture by improving the customer service and provide support to reduce surrender. The organization should continue to improve the virtual shelter and prevent cruelty of the animals (Folkman, 2013). Effective communication strategy should be used to increase the employee’s motivation and encouraging them to work better as in RSPCA, most of the times the GPS is not working. Compassion satisfaction policy should be drafted to improve the animal care taker workshops; smarter working plan should be implemented. The role of RSPCA should be redefined by partnering with other related organization. The current HR manager should also support proposal for employee wellness and focus on the more strategic issues.
In an organization like RSPCA people are prone to various levels of stress and trauma because of their nature of work. Problems of stress are needed to be dealt as it could result in poor performances, organizational difficulties and long- term illness. Employees are the main asset of the organization. The following areas are needed to be identified:
Increase in the sickness level is the potential indicators of stress so policy related to reduce workers stresses is to be implemented (Jaremko & Meichenbaum, 2013). While recruiting the volunteers and staff for the organization, it is to be ensured that the workers understand their nature of work, including physical as well as emotional demand by providing appropriate training. Adequate opportunities is to be provided for formal support in the form of meeting and supervision for the volunteers and staffs and giving them informal support like providing breaks and social activities.
Adequate support should be provided for employees psychological effects due to dealing with distressing and emotional events. Employees suffering from traumatic situations and overwhelming stresses, counseling session should be made. The employees should work in a better working environment for a positive result. If the staff room has become the room for animal care then it is important for the organization to review its priorities as the welfare of its employees also is a matter of concern. The organizational objective should always be periodically reviewed to make sure that they are realistic and communicate with workers to know their achievement for the desired objective (Oreg, Michel &by, 2013). The hard work and commitment of the workers besides the organization should be acknowledged from time to time.
The animal care work should be balanced directly with the organization preventative work, such as lobbying and humane education. Moreover, animal prosecutions and cruelty investigations should be ascertained to address the long-term causes. Furthermore, guidelines on euthanasia should be developed to make the decision clearer and easier. The strategies for managing euthanasia to minimize uncomfortable reaction should be discussed. Like, developing a ritual that will protect the emotions of the employees to make the process psychologically comforting.
Currently RSPCA possesses the means of survey and feedback, which enhances the clarity of the managers regarding the roles with which they are entrusted with for ensuring the wellbeing of the stray animals. Delving deep into the relationships, the senior managers have less indulgence into the organizational matters, which is a serious concern in terms of enhancing the productivity (Csikszentmihalyi & Sawyer, 2014). Along with this, the contribution of the clients are mixed, which acts as an external forces for the organization towards the fulfilling the proposed change program. This discrepancy attaches an interrogative parameter to the planned change. This interrogation also raises questions regarding the opportunity for the employees regarding learning and development towards the efficient ways of rehabilitant the stray animals.
The rules and regulations introduced, are no matter casual, however, they would take a toll on the health of the employees. One of the most striking features here is the statement of the manager regarding not to plan. This is the exposure of unethical approach, which is against the workplace ethics, especially the code of conduct (Tortoriello, 2015). Herein lays the appropriateness of the statement that RSPCA needs to look after the wellbeing of the personnel along with the animals. As a matter of specification, equal attention needs to be given towards the better placement of the animals and the personnel, entrusted with the responsibility to cure the stray animals (Vines, 2010).
Lack of support from the managers is one of the greatest challenges for the personnel of RSPCA in terms of looking after the basic needs of the stray animals. Hesitations towards approaching the manager destroy the stability in the relationship with the manager and the employees. This breakage compels the personnel to encounter situations like customer turnover, employee switch over among others. All these instances are the direct reasons, which stall the productivity of the organization (Burke & Noumair, 2015).
Along with this, treatment of the clients is one of the other issues, which stains the image of the organization. This is because poor treatment results in negative feedbacks, depriving the personnel of the organization from beneficial projects. This deprivation pushes the future of the stray animals into dark. Apart from these, difference in the opinions stalls the efficiency in the workplace activities. This difference generates conflicts between the organizational personnel, making the process of ensuring better placement for the stray animals a difficult one. This nullifies the concept of teamwork, delaying the implementation of efficient and effective recommendations for providing quality care and treatment to the stray animals (Vines, 2010). Viewing it from the other perspective, the differentiation in the opinions generates conflict, discriminations and harassments among the personnel, distorting the organizational structure (Pinder, 2014). This distortion stalls the productivity of the organization in terms of securing the life of the stray animals.
Stalling of the productivity also strains the relationship with the suppliers, which deprives the organizational personnel from quality materials for implementing the change policies and practices. This aspect nullifies one of the forces from the Porter’s marketing dynamics, strengthening the other four forces.
Conclusion:
Thus from the report it can be concludes that RSPCA should implement an efficient support structure to improve the stress and fatigue level of its employees. The congruence model is an approach to identify and evaluate the changes of an organization from the core level. The model also helps the organization to think about the impact or outcome of the change management through organizational performances and interaction. The major key drivers’ people, task, culture and structure are needed to be analyzed as a part of the congruence model.
Moreover, RSPCA should build on the initiatives that are already commenced and further take a participative approach by developing compassion satisfaction program. Compassion satisfaction policy for creating a better and supportive work environment should be adopted. Smarter working programs like starting workshop to plan action and brainstorm ideas. Furthermore, demonstration projects should be programmed within the organization, like seizing to property, virtual shelter, advocacy of legislation. RSPCA should also continue to engage employees in designing of enhanced advocacy or for prevention strategy. This involvement would help in adding positive dimension to the work of the employees. The compassion satisfaction survey should also be done annually to improve employee turnover and productivity in the organization.
References:
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