The Donor Services Department By: Karl Miras, Julie Bowman, Julie Curd, Ed Charles, Mike Allen, and Nusrat Sultana

Background of Joanna Reed Joanna Reed is attempting to solve motivational and organizational problems The organization has problems with efficiency Plan to double in size within the next year Reed’s roles include decisional, interpersonal, and informational

Background of Donor Services Department Main responsibility is to handle the donations to support underdeveloped countries Other responsibilities include: Reed will use this background information to organize and increase efficiency Translate letters Make progress reports Answer donor questions Paper work Monitor funding

Stakeholders CEO Employees LDC families Owners Investors Residents Donors

Executive Director Sam Wilson Donor Services and Community Services Jose Barriga Department Head Assistant Director Executive Secretary Community Services Staff Supervisor of Donor Services Elena Donor Services Staff (six) Accounting Staff

Abstract Problem: “This case illustrates the effect of poor management and inadequate job design on the motivation of a Guatemalan office of translators. A vacuum of leadership and supervision allowed and informal group with poor work norms to take over, creating a climate that resulted in low productivity and morale.”

ProsCons Lack of TrainingCliquesLittle Authority Uneven Distribution of work Bilingual Translators Rapid Growing Agency

Managerial Problems: Jose Barriga, Department Head Spends little to no time in the Donor Services Department Spends little to no time in the Donor Services Department Fails to review important documents and supervise paperwork Fails to review important documents and supervise paperwork Prefers being in the field rather then dealing with internal affairs Prefers being in the field rather then dealing with internal affairs Unaware of problems within his department and set of employees Unaware of problems within his department and set of employees Does not provide the necessary training sufficient for translators Does not provide the necessary training sufficient for translators Constantly places his burdens and responsibilities on Elena Constantly places his burdens and responsibilities on Elena

Elena Translators Lacks confidence in her new, supervisor position Lacks confidence in her new, supervisor position Exercises little to not authority upon lower level employees Exercises little to not authority upon lower level employees Non-assertive nature, resulting in increased socialization and inefficiency Non-assertive nature, resulting in increased socialization and inefficiency Resented leader and easy target amongst clique members Resented leader and easy target amongst clique members Allows rumors and comments to distract and discourage her Allows rumors and comments to distract and discourage her

Lower Morale DisrespectfulJudgmental SarcasticCliques

Make derogatory, religion biased comments Make derogatory, religion biased comments Ignore requests and demands from Elena Ignore requests and demands from Elena Feel underutilized and unappreciated Feel underutilized and unappreciated Gossip while paperwork amounts pile up Gossip while paperwork amounts pile up Turn their productive time into social hours Turn their productive time into social hours Lower work morale and increase inefficiency Lower work morale and increase inefficiency

Spatial Problems Housed in a 40 x 30 foot living room area Housed in a 40 x 30 foot living room area Poor floor plan and desk arrangements Poor floor plan and desk arrangements Work environment promotes socialization Work environment promotes socialization Rapidly growing agency with insufficient resources and employees Rapidly growing agency with insufficient resources and employees

Solutions Re-train existing employees Hire new department head

First Solution Re-train existing employees -Clearly establish tasks -Learn efficiency skills -Develop teamwork skills

Pros of Re-training Clearly defines job description Better prepares employees for specific jobs Employees are familiar with standard company procedures Workers will be more efficient

Cons of Re-training Can be expensive Can be time consuming Employees may fall back into old habits

Second Solution Hire new department head -Focus sole attention on Donor Services Department -Relieve workload of Jose Barriga -Allow each department to receive necessary attention

Pros of New Department Head Introduces a specific leader at each department Increases supervision of workers Forces workers to improve quality of work and become more efficient

Cons of New Department Head Adds new salary to company’s payroll comparable to Jose Barriga Current employees may respond negatively to a new leader Enhanced supervision may lead to higher stress environment

Optimal Solution Hire new department head -Department leader has power to re-organize structure -Will assign qualified workers to jobs that best suit their skills -Could develop incentive plan to improve morale

Divides employees workload to improve efficiency Keep workers on task Limit socializing that interferes with productivity Effectively solves problem of poor department leadership

Recommendation Hire another Manager Replace the Supervisor Motivate Employees Retrain the existing employees Share organizational Goal