Learning Organizations : The American Red Cross

For decades, America has fought in many different wars with the need of health assistance for their soldiers. The American Red Cross is a worldwide organization that helped during the times of war but also provided a path for scientific advancements. Through the American Red Cross and other organizations of this time, they opened up the doors for women to take the chance to advance in the medical field by participating in scientific experiments and being at the aide of wounded soldiers. During this time of scrutiny, the Great War was a hidden opportunity for the encroachment of medical research with the contribution to the expansion of nursing.

The American Red Cross organizations main focus is recruiting blood donors and volunteers; this is very clear from the first click on their website-a pop up window asking for the reader’s zip code in order to find a donation site near them. The tabs up at the top labeled with large print are inferred to be their most valued ideas. Below each of those tabs is a list of resources related to those individual tabs that help better define their purpose. The American Red Cross website uses the all three of the main types of rhetoric-pathos, ethos, and logos-in a way that benefits their organization and successfully grasps their audience.

Nassar, N. S. (2007). A Systems Approach to Organizational Development (P. Campbell, Ed.). Nashville, TN: Savant Learning

The American Red Cross is a major organization in the United States and around the world. Clara Barton founded the American chapter in 1881. She was a public servant who decided to get involved during the civil war by attending to wounded soldiers and feeding them on the battlefield. Her sense of humanitarian work was only strengthened by her trip to Europe during the Franco Prussian war, where she discovered the initiative of Henri Dunant (Reitman, 1996). After the battle of Solfinero, this Swiss banker was shocked by the carnage of war and decided to gather doctors and volunteers around the village to help tend to the wounded. This action motivated him to create a nonpartisan organization that can focus on caring for people wounded in wars and conflicts regardless of their origin. (Reitman, 1996). The organization was ratified in the 1864 Geneva Convention by twelve countries and later by many others. The United States Red Cross was founded due to the efforts of Barton in Washington (Reitman, 1996). The first chapter of the national American Red Cross was created in upstate New York. Later, the organization received funding to create its national headquarters in Washington. Since then, the Red Cross has benefited form a close relationship with Washington as it was created by congressional charter more than a century ago and plays a

The American Red Cross is a large non-profit organization. And the American Red Cross was founded by Clara Barton she was a Nurse Educator in 1881 lets also include that she worked for the US Government too.

The United States Red Cross stops and relieves human struggling in the face of urgent situations through volunteers and kindness of contributors. As the nation 's leading urgent readiness and Reaction Company, the Red Cross is there to help and convenience people through harmful crises—from house shoots to earthquakes. From catastrophes to the wounded requiring life saving blood, members of the army and many more turn to the Red Cross every second of every day. With nearly 600 branches across the U.S., the Red Cross has a link in every community; together with the international Red Cross associates, they are part of the biggest relief system on the globe. For more than 130 years, the United States Red Cross has been assisting others regardless of where they live, across the country and all over the globe. The Red Cross asks individuals to be part of their team by making contributions, assisting out, giving blood vessels or taking a category (Krumpe et al, 2010).

The chapter focuses on putting it all together: integrating everything learned about organizations and leadership into more comprehensive and powerful understanding and action. The reframing process illustrated in the chapter can be applied to almost any case or experience: students’ personal cases, published cases, films or fiction, or class experiences (role plays, experiential activities, team experiences, the course). Instructors can, for example, have students study a challenging case (multiple suggestions are offered elsewhere in this instructor’s guide) and then, either individually or in teams, reframe to develop both diagnoses and solutions. Individuals or groups will differ in what they see and what

The Canadian Red Cross Society is a non-governmental organization that provides food, water, shelter, and survival gear to those in need. I think that they are very helpful because not only do they help Canadians in need, but they also donate the money to help other countries around the world that suffer from medical problems, life-threatening diseases, recent natural disasters...etc. They have programs in different cities, some of the programs include aboriginal support services, community housing support, community support services, emergency and disaster services, first aid and CPR, health equipment loans, migrant and refugee services, nutrition and transportation, senior support services, swimming and water safety, violence, bullying and

Nassar, N.S. (2007). A System Approach to Organizational Development (P. Campbell, Edu.). Nashville, TN: Savant Learning Systems

Based on my interpretation of the article, it appears that the leadership within areas of the Red Cross is trying to guilt the leadership

For most companies, identifying what a learning organization should be and actually becoming one is tricky at best, impossible at worst. One way that manager's and companies can promote the concept of being a learning organization is to assess whether the company is in need of a short-term fix or whether it is more focused on long-term results. Organizational learning is a long-term activity that will build competitive advantage over time and requires sustained management attention, commitment, and effort. Learning organizations maximize their competitive positions during strong economic times and they prudently train their employees and prepare for change even in turbulent times. As a result, learning organizations and learning

Organizations do not exist in a vacuum, but evolve in an environment consisting of internal and external factors. Taken into consideration, the above statement erodes the omnipotent view of management, which assumes that the performance of an organization relies solely on the quality of the management, and implies that external factors, which are most often out of the managers’ control, will affect the operations of the said organization. However, Chapman (2001) argues that a manager’s job is to exercise judgement, and that a company’s performance will depend greatly on how the manager’s ability to adapt and respond to changes in the general environment. Indeed, the system theory approach (Barnard, 1938) would suggest that organizations, nowadays more than ever, operate

The basic logic for such organizations is situations of quick change only what are flexible, adaptive and productive. Organizations need to discover how to tap people’s commitment and capacity to learn at all level. It is discipline that integrates the others, merging them into a clear body of theory and practice. The organization’s policies, strategies and systems are key area of design.

The merger of Sundown and Master requires that the two organizations become a cohesive and efficient organization. Applying basic principles of organizational learning should help assist in fostering an environment of continuous systems thinking. We will examine how the two organizations can apply the principles of organizational learning to help create sustained success.

To analyze The Goal, Part 1, I have chosen the second option to apply system thinking to address challenges and opportunities managers. This novel flow of information talks about a Bearington manufacturing plant that appears to be very much unorganized. Mr. Rogo, the new plant manager, is now faced with the task of turning this plant around by showing improvements in three months; otherwise the plant will be shut down as was advised by Mr. Peach. It’s apparent here that system thinking was not included in the overall planning of this plant. In addition, there were lack of effective communication amongst employees and managers. According to, Bove-Nielson, A., Chavda, H., Williams. T., & Marinov, R. (2010). “Don 't underestimate the significance of good internal communication when the media storm sets in. It is decisive in building trust during a crisis or two (or three).”