Power, Politics And Conflict In Sport: Critical Analysis Of YMCA Australia

Module 5

The following assignment is about the YMCA organization in Australia. The assignment focuses on the different aspects of change within the organization and it has been a matter of continuous experiment that change and power are absolute essential parts of the organization in an organization. In this part of the course, an overview has to be given regarding the people who are associated with the organization have to be analyzed as well as the culture of the organization YMCA. The culture of the organization has a big impact on the future practices of the organization. As the CEO of the organization, the ways and reasons for implementing the changes within the organization have to be described. Other than that, the important messages regarding the changes and other organizational behaviors have to be reported to the higher authority and the senior management and also the Board of Directors. The decision making process in general has to be addressed and then the importance of decision making in the sports organizations has to be described. After that, the influence of culture in the organizations in decision making process has to be processed. After that, some recommendations have to be processed regarding the discussion of the unit. The different strategic planning methods, the theories that are associated with the sport organizations will be assessed in this assignment. Many things like the organizational goals, the means to achieve them, the rationales that can be drawn from discussing the matter all have to be discussed in the process

The importance of power, politics and conflict is very much notable in terms of running the organization (Kahler, 2015). Every organization goes through changes as change is an essential part of the organizational structure. The board members and the CEO or the other powerful members must have the command over every confusing situation that may arise in the process. Politics has become a very integral part in determining the hierarchy of the organizations and sports organization is no different (Hochwarter, 2012). The desire to absorb all the organizational power leads to politics among the hierarchy members and this leads to a greater conflict that might affect the reputation of the organization (Men, 2012).

As the power tree suggests, the highest position acquired in the sports organization YMCA are by the Board of directors. At the next level, the CEO is in charge. In this case, the 23^rd CEO of the organization has been chosen as Katherine Pengilly (“YMCA Australia – Home”, 2017). The primary responsibility of the CEO will be to build the organizational capacity of the organization and address the organizational behavior to her subordinate employees. There are generally five sources of individual power that can be attributed to a person ranked high in the organizational tree. These are:-

 Legitimate power is generally known as the positional power (Lunenburg, 2012). This type of power is held by the people who are at the top of any organization or holding a good place in the organizational hierarchy. In this form of power, the junior employees of the organization must require to the senior management about their works and the higher authority has the power to assign various duties to their junior employees. The person who is holding that power must exercise this power effectively in the organizational scenario and it is noteworthy that he has earned that spot legitimately so this power can be attributed as legitimate power and this kind of power is held by the company’s CEO (Lunenburg, 2012).

Critical Analysis of the Individual Power Sources

Expert power is the kind of power that is acquired by someone when he acquires great amount of knowledge in some particular area (Northouse, 2012). Their skills in problem solving are highly appreciable and they generally have a good position in the society as their expertise is acknowledged. These people acquiring expert power have the capability to solve the critical tasks. A person who has expert power is considered to be standing on the threshold of acquiring legitimate power because when he is promoted to senior management he will acquire legitimate power (Lunenburg, 2012).

Referent power is that kind of power which a person develops during interpersonal relationships with other person within the organization (Pierro et al., 2013).  People acquire reference power as other people respect or like him. This kind of power is derived from the individual influence on the others. When other people can admire a person, he becomes complete with reference power (Pierro et al., 2013). This power comes from trust, admiration and respect. This also can be derived in the organization when a person has very strong connections with the hierarchy of the company.

Coercive power is a kind of negative power that is asserted on the persons by threatening, punishments or sanctioning of unjust things (Anderson, John & Keltner, 2012). A junior staff in the organization may have to work late so that he can meet the deadlines assigned to him. If he does not do that, he may have to face disciplinary actions from his boss. This power, in terms of organizational approach, therefore says that when a person possesses the power to fire an employee, it can be called coercive power (Anderson, John & Keltner, 2012).

Reward power is something that is derived when a person in the organization, can hold the power to assign or allocate incentives for good work to another employees (Handley & Benton, 2012). These kinds of rewards may refer to salary increments, positive appraisals or promotions. The persons who possess this power have the ability to influence the other employees’ actions. It helps in employee motivation in the organization. This also can demoralize the employees if reward power holding people apply favoritism within the organization (Pearce & Huang, 2014).

Organizational power is an influential force within the organizations that can motivate or de-motivate the employees (Haslam et al., 2014). It creates a deep impact on the psychology of the employees. Positive organizational power can motivate the employees so that they can work better and enhance the profits of the organization (McMurrian & Matulich, 2016). Negative organizational power surely de-motivates the employees and they are demoralized. They feel themselves to be the victims and they lose interest in working anymore.

In the case organization, YMCA, there are many programs like the child protection policies, making parents aware about the importance of games, their participation in the Royal commission and many other things have been a matter of appreciation (Stalker & McArthur, 2012). The blueprints of these projects depend on the CEO. So, it can be said that the organizational power in this organization has been legitimate in the sense that it has provided a positive outlook for the outside public to the organization.

Organizational Power

The power and politics has a very commanding place in judging the ways that the organizational culture is leading to (Robbins & Judge, 2012). Organizational culture in any organization influences the employees and they are keen on doing those things. The ambition of the people within the organization can ruin the atmosphere off the organization. An outside consultant is then needed to restore the situation so that power and politics does not harm the daily proceedings of the organization (Robbins & Judge, 2012). A consultant can perform some roles to influence power and politics in his own ways. The consultants should find out what kind of power is asserted into the organization and what kind of politics is followed by the employees (Goetsch & Davis, 2014). It is obvious that positive power always motivates and encourages the employees to work hard and contribute to the productivity of the organization. The consultants should praise and encourage this kind of power. When they see any unethical means being followed in the organization, they must bring the matter into focus of the hierarchy members. They should follow the guidelines of positive politics among the employees and other members so that the organization can go on to create landmark success. Thus, YMCA can succeed in its attempt to be successful in the sports organization field.

The political landscape is a very important aspect in any organization that has been working for success in their respective fields (Warnke, 2013). This helps to shape the organizational culture with respect to the behavior of the employees. The country of Australia is currently politically stable and the political parties of Australia are not that much negative minded to hinder the growth of the different organizations in the country. The organizations within the country have to fix their strategies about the future keeping in mind the different policies taken by the government. A very important political landscape includes the immigration policies in Australia that has been a continuous factor in the political scenario as most of the people in the population of Australia are immigrants (Reitz, Curtis & Elrick, 2014). Almost half of the population comprises the labor force of the country and YMCA can give jobs to the needed people. The political stability of the country will help to consolidate the business dealings of YMCA. They can also use the influential political networks and leaders to improve their channels all over the world.

The code of ethics in the YMCA organization has been same for all the employees (Crane & Matten, 2016). When an employee breaks the laws or the code of ethics, he will be liable to be taken strong action against. Once, an employee broke the laws by opting for unethical behavior within the office. It was noticed by the head of that department and then it was reported to the CEO. The CEO then called him up to his office, made him realize his fault, as he felt guilty he was told that if the same thing happened again he would have to face job loss. Other conflicts like misunderstandings between the employees, the HR and employees were also dealt with cautioning the guilty (Gelfand et al., 2012).

Role of Consultant Influencing Power and Politics

Decision making is the process by which a person or an organization has to choose from different available options and making a logical choice so that the best option to solve a problem can be made and hence, the decision could be successful (Pettigrew, 2014). There are generally three conditions under which the managers and CEOs take decisions to solve the problems. These conditions are certainty, risk and uncertainty. The certainty conditions are the best ones that managers love to be in. Managers feel uncomfortable taking decisions in the risky and uncertain environments. In YMCA, the CEO and the managers make decision making choices in generally certain conditions or risk conditions sometimes. They study the conditions and take proper actions to solve the problems (Pettigrew, 2014).

 Suppose, in YMCA, a condition occurred that the women employees who does not fulfill the proper recruitment criteria will be terminated from the organization. This situation has many serious outcomes like employee outrage, job losses, protest movements and many more (Morrison, 2014). In this case, the proper decision has to be made by the managers on how this could be managed without any discomfort. The managers can adopt both the rational and administrative models of decision making. In this case, rational model would be more justified because they have to find the solution by discussing six logical steps and finding the best solution rather than applying the administrative model. It says that the first ‘good enough’ option has to be chosen because of time shortage. These decisions cannot be made in haste so rational model would be perfect for YMCA to solve these programs.

Every organization has their unique identity. This reflects in the works that they do and the responsibilities they take. The different types of corporate social responsibilities also help to fix their organizational culture (Alvesson, 2012). Though, organizational culture is invisible, its impacts are felt within the organization very strongly. Organizational culture is generally a set of shared values that tells the employees on how to work, dress or act with other people. The organizational culture determines the image of the organization in the outside world (Alvesson, 2012).

In the organization, YMCA, the organizational culture has been looked up as a major issue because it reflects their works and their contributions to the society (Alvesson, 2012). As they work with the development of the youth and women, they have to look at the different perspectives of child development. This would reflect in their organizational culture as well.

One example can be found that in their child protection policies and their National Disability Strategy, their Inquiry into Obesity campaign and some others (Stalker & McArthur, 2012). Through these works, they have proved they are keen on improving the social scenario of finding ways to tackle against diseases, physical disabilities and others. These are social works and their reputation is based on the social services.  

In this part of the assignment, the famous words by Peter Drucker, ’culture eats strategy for breakfast’ has to be analyzed. It is important to note that there are three very important factors that are responsible behind organizational success. These are culture, capability and strategy. These three factors always complement each other so these things must be allowed to act independently. An organization should focus on all these three factors if they want to attain success (Bhuvanaiah & Raya, 2014). When, one component surpasses other in importance, the balance has to drop off. This results in bad coordination between the two. If corporate strategy is not too good and compact, it cannot benefit the organization no matter how good the organizational culture might be. The same thing goes for the opposite scenario as well. This is why, this phrase by Peter Drucker is absolutely true.

Source: (Bhuvanaiah & Raya, 2014).

The organizational culture of the organizations depends on many factors. As organizational culture is a very important thing, the relevance of this cannot be overlooked and it has to be managed in many ways. Some ways are:

1) The culture that is needed to support the long-term success of the company has to be defined.

2) The current culture has to be defined.

3) The desired and current culture has to be analyzed and the gaps have to found out between the two.

4) A proper cultural management plan has to be developed.

5) The new culture has to be communicated to the employees and the proper steps needed to be taken are clarified.

6) The new culture has to be implemented and monitored on a regular basis.

Organizational culture sometimes needs to go through a changing process because the organizational culture depends on the proper strategies and capabilities of the employees. The goals and objectives of the organization have to be made clear to the employees and they have to work according to it. If in a certain case, these goals and objectives are changed, the organizational cultures should be changed as well. This is not a permanent component, rather it is ever changing.

In this part, a behavioral approach has to be selected in order to judge the capabilities of a leader in the chosen organization (Hackman & Johnson, 2013). The leader who has been chosen for this is the Katherine Pengilly, who is the new CEO of YMCA, Australia. The chosen approach to leadership is the Employee centered leadership approach (Hackman & Johnson, 2013).

 Katherine Pengilly has been extremely successful in the jobs she has taken before and her previous successes prove that she has been an amazing leader who has encouraged her employees to a certain extent that they have worked hard to meet the objectives of the organizations. She has been successful in both commercial and not-for-profit organizations. This suggests her efficiency in dealing with employees, maintain their welfare, treat them as human beings and also fulfilling the organizational objectives at the same time. Thus, employee centered approach would be most appropriate.

This kind of leadership facilitates the organization (Hackman & Johnson, 2013). It is better for the employees because employees are the driving force of the organization. If they are not satisfied with the proceedings, their work rate will automatically fall down and the organization will suffer in terms of production (McMurrian & Matulich, 2016).  On the other hand, in employee centered approach, the employees are taken care of, their desires are fulfilled and they feel urge to perform their works that brings success to the organization in positive.

YMCA personnel have travelled much distance in order to reach new heights of success. Adopting various and wide ranging changes have enabled the organization to firmly establish itself. Exposing a conscious attitude towards the upliftment of the culture relates with the type of the organization, “non-profit” (L?z?roiu, 2015). As a matter of specification, bringing innovations in the operations have enabled the audience to be a part of spectacular history. However, preservation of the traditionalism has acted as an agent for YMCA in terms of sustaining their position amidst the competitive ambience of Australia. The employment of more than 12000 staffs expands the scope and arena. Typical example in this direction is the enrolment of 300 million participants in the sports events organized by the management (Assessment, 2015). Despite these aspects, some recommendations are needed, which would improve the plight of YMCA in the next 3 years. The following recommendations might be helpful:

Majority of the employees in YMCA are females, which possesses two connotations. On one hand, it projects women empowerment within the threshold of Australia. On the other hand, it creates a disparity in the organizational structure. The disproportionate ratio between the male and female employees aggravates the complexities of the organizations in terms of maintaining the order, harmony and decorum of the organizational culture (Knight & Holt, 2013). Moreover, it compels the organizational personnel to bear instances of conflicts, discriminations and harassments, which destroys the sanctity of the workplace. This situation, as a whole, acts as a compromise with the needs, demands and requirements of the audience regarding their passion for thrilling sports events. In order to avert these kinds of situations, the organization needs to abide by the Equality Act (2010). Adherence to the standards of this Act would help the organizational personnel to provide a safe and comfortable workplace to the employees equally (Hoye et al., 2015).

Apart from this, group discussions can be organized between the employees. This would broaden the perspectives of the employees and support the managers in terms of enhancing the quality of the services. Viewing it from the other perspectives, increasing the frequency of these group discussions would help the managers in reducing the instances of conflicts and discriminations (Broglio et al., 2014). Within this, if the achievement of resolutions is done through the means of discussions and open forums, then each of the employees would get a chance to voice out their opinions regarding the problems that they are facing in the workplace.

Equal involvement of the male and female employees in the decision-making process would also help the managers in reducing the unrests, which are an obstacle towards the integrity and efficiency of the organizational activities. Conscious attitude towards these aspects would help in restoring the normalcy of the business environment (Arnold et al., 2015). Along with this, if male and female employees are given equal opportunities to make presentations before the foreign investors, it would upgrade their communication skills. Moreover, it would result in their professional development.

Identifying the youths is the target audience would help the organization to increase the sales revenue and add maximum value in the profit margin. Selecting celebrity youths as the brand ambassadors would generate an urge among the audience to relive their passion towards sports (O’Boyle & Hassan, 2014). If this is done without the vision of gender basis, the organization can attract girls as well as boys for indulging in sports and making their lifestyle a healthy one.

As the organization supports recreation centers, golf clubs, parks and athletic centers, it can be said that financial flexibility exists within the internal and external environment of the business environment. Therefore, establishment of children’s park, recreational parks for the old age people would enhance the reputation of the organization. Introducing the facilities of exercises for the children would help them to attain physical as well as mental fitness (Kihl, Babiak & Tainsky, 2014). Inviting the famous sports personalities to train the children, irrespective of their gender, would add to the corporate social responsibility of the organization.

Organizing national level sports would uplift the reputational status of the organization. This thought can inculcate the vision of the managers towards the management of the sports events. Within this, making use of latest technological gadgets would help the managers to keep a track of the events that are being organized (Cunningham et al., 2014). The following are some of the examples:

Iphones have created a revolution through its large scale benefits for the public domain. The inbuilt facilities can be related to the advancement brought in by science. As a matter of specification, the features of iPhone have brought the whole world within the fists of the people.  Through the use of the iPhones, people can connect themselves with the events happening in each and every corner of the world (Schwarz et al., 2015). If they have missed their favorite sports events, YouTube has the solution for providing live experience of the stadium. Viewing it from the perspective of the managers, if software are installed in their profiles for monitoring the USP of the communicating channels, it would act as an agent in keeping a track of the sites being visited. Along with this, the managers can keep a track of the ratings provided by the audience on the videos, pictures and other information uploaded on the portals. Visiting the portals on a regular basis would make the managers aware of the customer approaches towards the undertaken activities. Maintenance of consistency in visiting the portals would enrich the knowledge of the managers in terms of the needs, demands and requirements of the customers. Further, this consistency would be an agent in maintaining the stability in the relationship between the managers and the customers (Kerr et al., 2013).

Apart from this, involving the foreign investors for attaining sponsorships would prove beneficial for YMCA in terms of achieving financial support. Financial flexibility would help the managers to plan lucrative packages for the customers and the family members. An example can be Hot Deals, which can include passes for the event; complimentary breakfast, lunch and snacks. Introducing special discounts on online ordering of this package would influence the purchasing decisions and power of the customers especially the middle class (Kauppi, Moxham & Bamford, 2013). Setting equal facilities for the male as well as female spectators would help the personnel to prevent gender discrimination from the customers’ part. If special facilities are given to the native customers, it would give rise to conflicts. Therefore, equal facilities needs to be introduced both for the native customers as well as foreign customers.

Market research is an important method, which would make the personnel aware of the needs, demands and requirements of the customers (Donaldson, Borys & Finch, 2013). Carrying out search engine optimization would directly take the managers to the sites, which consists of the ways and means to organize national level sports in an efficient and effective manner. Mostly it is seen that most of the managers do not wish to visit these sites, as it would increase the number of visitors of this brand. This compels the organization to lag behind the contemporary brands in terms of the pre-existing competitive environment (Skinner et al., 2014). In response to this, the managers can adopt the means of feedback and surveys from the customers. These means would help the managers to put on their thinking caps in terms of bringing innovation in the business procedures.

Ensuring the security of the players would be one of the wise steps for the management of the organizations. For this, introducing policies along with a strategic vision would act as an agent in the achievement of positive outcomes. As an example, introducing accidental policies for the players as well as their family members would help the personnel in the achievement of customer loyalty (Hoecke, Schoukens & Knop, 2013).

Apart from this, following the risk assessment techniques would help the personnel to mitigate the intensity of the potential risks that might arise during the execution of the business activities. Instances of fire, electricity hazards are common in organizations, which needs a conscious approach. In this, adherence to the legislations such as Fire Safety Act would enable the personnel to avert such unwanted incidents (Donaldson, Borys & Finch, 2013). Adoption of the risk assessment templates can be a helpful document for the personnel in regulating the risks. Possession of these templates would help the personnel in evaluating the approach towards mitigating the encountered risks.

Instances of racial discriminations are common among the fans, if the players do not perform according to the expectations. Attempting to solve the issue might prove fatal for the managerial personnel. Instead, taking assistance from the statutory body of law would help the managers of the organization to achieve effective resolutions for the organizational issues (Kerr et al., 2013). These courtly interventions might degrade the reputation of the organization; however, it is needed in case the personnel fail to solve the issue internally.

Trust helps the mother organizations to enhance their corporate social responsibility. This is mainly done through the means of charitable acts or acts of kindness. The phrase “non-profit” can be placed with the trusts. This is owing to the aim of executing virtuous acts. The trusts differ from the other organizations mainly due to the thought of earning good name and not being a part of the rat race to attain a better place within the competitive market (Schwarz, Hall & Shibli, 2015). Setting up trusts would prove beneficial for YMCA personnel in terms of adding value to the good shade of their character. For example, if free health checkups, blood donation camps are organized for the spectators, it would enhance the reputation of the organization. Along with this, of matches with a specific cause are organized, it would create a good image in the minds of the customers for the organization. Other examples can include matches for the treatment of the cancer patients, matches which would provide food shelter and clothing to the poor strata of society (Cunningham et al., 2014). For this, if concrete plans are made regarding the establishment of a trust, it would bring coordination in the business activities of the organization. However, it needs to be ensured that the proper communication channels are adopted by both the organization and the trust personnel for keeping the managers updated regarding the activities undertaken.

Social media is one of an effective channel that would maintain the stability in the relationship between the managers of the organization and the managers of the established trust (Kihl, Babiak & Tainsky, 2014). Putting the news of the planned activities on the social networking sites would help the organizational personnel to increase the trafficking of the audience towards the brand image. If provisions are made for the customers to enroll their names for the event in their profiles, it would systematize the activities of the organization. Moreover, it would enhance the efficiency and productivity. 

Security software needs to be installed in the profiles of the native organization, their stakeholders and shareholders. This is in reference to safeguarding the official data and personal information of the customers. Exposure of conscious attitude by the managers would act as an agent in averting the cyber crimes of virus attacks, malfunctioning of the systems and hacker interventions (O’Boyle & Hassan, 2014). Exposure of negligent attitude in this direction would destroy the purpose of setting the trust. Moreover, this negligence would act as interplay with the humanity of the people, portraying the organizational personnel as criminals against the needs, demands and requirements of the customers.

These recommendations need a planned and oriental approach for achievement of positive outcomes. For this, making action plans would be a wise step for the personnel. However, making a rough draft and consulting it with the managerial and higher authorities would help in averting emergency situations at the time of the actual event (Arnold, Fletcher  & Anderson, 2015). Carrying out evaluation after the first draft would bring to the forefront the major drawbacks. Exposure of consistency in the execution of evaluation would result in the enhancement and upgradation of the reputational status of YMCA. Exposure of spontaneity is crucial in terms of achieving customer loyalty, trust, dependence and reliance.

Activities	Week 1	Week 2	Week 3	Week 4	Week 5	Week 6	Week 7	Week 8
Meeting for reviewing the current situation
Identifying the need for recommendations
Adopting the means of feedback and survey
Reviewing the gathered suggestions
First round Evaluation
Making strategies
Decision making session for implementing the proposed strategies
Second round evaluation
Final evaluation for assessing the effectiveness and feasibility of the undertaken steps for adopting the changes

 Table 1: Action plan for the recommendations proposed to YMCA

The above table projects an action plan for the proposed recommendations. The segments of the table would enhance the clarity of the personnel in terms of progressing with the ways and means of implementing the proposed recommendations. Tabular format of the action plan proves beneficial for the evaluation purpose. Organizing a meeting at the initial stage is of utmost importance as it projects the need for recommendations (Broglio et al., 2014). Allotment of one week for this activity is the confidence of the personnel regarding the achievement of successful outcomes. Adoption of the means of survey and feedback would make the personnel of YMcA aware of the effectiveness of the steps that they are undertaking for fulfilling the identified and the specified requirements. Allotment of the second and third week for this activity is a gradual approach towards the final task. Execution of consistent evaluation after each and every activity brings to the forefront the potential drawbacks, which needs revising (Hoye et al., 2015).

Application of theories to the business activities enliven the intensity with which they are executed within companies and organizations. This proves true even for YMCA. One of the most important theories is the organizational theory, which provides an insight into the dynamics of the business environment (Shafritz et al., 2015). Within this, there are related theories like classical theory, human relations theory, contingency theory and modern systems theory.

Figure 1: Components of organizational theory

Classical theory is the conglomeration of the scientific management techniques adopted by companies and organizations for controlling the business procedures. However, in case of YMCA, instead of scientific management, responses of the customers hold significance in terms of bringing changes within the business activities. Human relations theory proves appropriate for YMCA in terms of resolving the conflicts that might arise due to the disproportionate ratio between the male and female employees (Argote, 2015). Along with this, the theory is also assistance for the management officials to maintain the stability in the relationship with the stakeholder, shareholder and associate partners.  Complying with the propositions of the contingency theory helps the managers of YMCA to take right decisions for the betterment of the organization.  Maintaining interactive management style is the net result of this compliance. The interactive session of the decision-making style provides a wider platform to the employees to pour out their feelings, emotions and perspectives regarding the workplace issues that they are encountering (Simpson, Clegg & Pitsis, 2014). Taking into consideration the propositions of the modern systems theory assists the YMCA personnel to bring technological advancement. Hiring experts for the examination of the systems proves beneficial for the managers in terms of averting emergencies in the time of actual performance. Typical example in this direction is the adoption of MySmartMoney, which automatically calculates the total expenses and displays the total budget.

All these theories collaboratively help YMCA to foster sustainable growth. Conscious attitude of the managers towards the provision of safe and comfortable workplace to the employees results in the achievement of the identified and the specified requirements (Argote, 2015). This consciousness is an essential element of the behavioral conduct of the YMCA personnel.

Apart from this, goal theory inspires the staffs and managers of YMCA to set realistic and achievable goals for improving the focus of the business activities. Within this, adherence to an integrated structure helps in the achievement of positive outcomes. The main components of the goal theory are ego involvement and approach. Envisioning the outcome and then approaching the task proves fatal for the personnel (Midgley, 2014). As a matter of specification, thinking about the outcome deviates the personnel from their focus. Egoistic application in the execution of the business activities dominates the rationalistic approach in most of the times. Countering this, rationalistic approach towards the execution of the business procedures assists the personnel in terms of reaching the targets. As an example, creating short terms goals at the first instance is a slow and gradual progression towards the achievement of success on a large scale (Locke & Latham, 2013). 

Figure 2: components of Goal Theory

As per the diagram, if there is a clash between the ego and the motive to approach the task with an intention to succeed makes it difficult for the personnel to take appropriate decisions for the betterment of the organization. On the contrary, aiming at the identified and the specified requirements would enhance the focus of the personnel (McAdam et al., 2017). Viewing it from the other perspective, setting goals instills confidence among the YMCA personnel in terms of reaching to the benchmark level of performance.

One of the other theories that represent the dynamics of YMCA business environment is the motivation theory. As a matter of specification, McClelland’s theory of motivation plays an important role in the business dynamics of YMCA. Achievement, affiliation and power find their reflection in his book, The Achieving Society. Moving beyond the comfort zone enables the individuals to reach new heights of success (Senko, 2016). In order to penetrate into the unknown realms, humans needs support encouragement and motivation. These attributes aligns with the word “needs” in the motivation theory proposed by Maslow. The hierarchical representation of these needs can enhance the clarity of the personnel in terms of possessing an oriental approach towards satisfying the needs, demands and requirements of the customers (Miner, 2015).

Conclusion  

In the concluding part, it can be said that this assignment has given ample insight about YMCA organization in Australia and different aspects related to it. YMCA has been providing all the best facilities to the users. All the important aspects within the organization like the power, politics and conflict are discussed and their implications in the context regarding YMCA have been discussed as well. The important things like influence of politics within the organization are described to see how politics affects the organization. The strategies that are used to manage conflicts are also described so that this aspect can be understood and the individual power sources have also been discussed so that concept of legitimate power and illegitimate power can be made out. The aspects of decision making with proper conditions have been discussed. The rational model of decision making has been addressed in contrast to the administrative model of decision making. The aspects of organizational culture have been discussed so that this can be made clear to the readers. The need for changes in organizational culture also has been discussed in this regard. The different approaches to leadership have been discussed with comparison to the eminent leader of YMCA Australia, Katherine Pengilly.

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YMCA Australia – Home. (2017). Ymca.org.au. Retrieved 29 May 2017, from https://ymca.org.au/Pages/Home.aspx