Triple-A has been my educational Agency which I have worked for the last five years as the Organizational Manager. It is located in the South side of the city of Akungba. This agency has helped me reach out to the community in different ways and create tremendous change in supporting the education of the youths in the same community. Akungba is a community of mixed race and income. Despite their differences in social-economic status, the community members are highly supportive of the educational Agency. The Agency has helped the community by organizing local training with the goal of helping students to overcome helplessness and reinforcing self-efficacy by teaching them various strategies and providing multiple opportunities for these younger generation to emerge and show competency in their education career. This has impacted the skills of the students very greatly. Despite the educational Agency’s successes, there have been challenges that as the organizational manager needs to resolve for the Agency’s overall good in order to continue to achieve the desired goal.
It has been a tradition for the Triple-A to employ local teachers and trainers to reciprocate the community’s support. They likewise assist in instructing and reinforcing students’ growth mindsets and attending to their physical and emotional states. The community is a major stakeholder in the educational Agency’s existence because the community members are the beneficiary. In the education Agency, I have employed a highly skilled and outspoken trainer named Ms. Ungba, the majority of students and colleagues love her because of her outgoing nature. She is also a local church leader where most community members interact with her to expand her community influence. She is very popular with the local community leaders as a result of her involvement in the church and youths’ development in Akungba community.
However, Ms. Ungba’s performance and productivity have been declining at work, and her concentration with the agency affairs is at an all-time low. The management’s observation that her delivery is not equal to the performance makes the organization strain to keep her since there is no value for salary paid. However, she is influential in the community and relieving her of this position would also affect the Agency and the community’s relationship as she is a respected community member. We understand that lack of support from the community would affect the educational Agency’s overall delivery (Desai, 2018). Incompetence demonstrated by an influential employee in the same community the educational Agency wishes to have a positive relationship is a problem that needs an urgent intervention. Ms. Ungba has been very complacent of her responsibility and she is motivated to work in a manner that is not supportive of the organizational goals. She seems to make more money elsewhere, and her commitment to the educational Agency is very minimal and unproductive. As the Organizational manager, I have to handle the problem in an objective manner that does not harm the educational Agency and does not hurt the Agency and the community’s strong relationship. Ms. Ungba has been very outspoken, and she is the focal person whenever the Agency needs community support and collaboration, for example, fundraisings (Desai, 2018).
In this case, communication is vital in dealing with Ms. Ungba. It is critical to inform her that the Agency is getting concerned due to her poor performance at the Agency (Desai, 2018). It is crucial to formally hold a conference to let her know that her performance has been noted to have declined so I can get to hear her opinion on the issue. Suppose there is a consensus that there is indeed poor performance on Ms. Ungba based on our discussion, she will propose some improvement plans she possibly thinks will help deal with the matter. However, her plans must be specific, measurable, attainable, relevant and time-based since her performance is crucial for the success and the relationship between the Agency and the community. Any arising situation in an organization needs to be handled well to avoid a more serious consequence, especially if the affected individual is willing to make a positive change. The community is a critical stakeholder, and any influential person should be kept close to the organization. Solutions should be objective and aimed at helping the Agency’s overall success.
Desai, V. M. (2018). Collaborative stakeholder engagement: An integration between theories of organizational legitimacy and learning. Academy of Management Journal, 61(1), 220-244.
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