San Diego Humane Society Case Study

An organization who strives to adapt with the surrounding environment, internally and externally, has a better chance of surviving in a competitive market than one who does not. To be an effective learning organization the management must be willing to listen to its employees and their customers to grow their brands. When management is open with their employees through all levels of the organization, the employees will be more willing to speak their minds. Once employees speak up with innovative ideas, leadership must show they are listening by giving feedback or integrating those ideas into their operations. Human relations allow this type of interaction between leaders and workers to take

my name is jaymee rangel. and I am fourteen. I like animals and currently have four pets. I am on the cross country team and also enjoy swimming. I have two older siblings and will become an aunt by the end of the year. I have lived in California my whole life and have never traveled anywhere outside of California besides,

Under the ADA's revised regulations, our company does not discriminate against people with service animals, but in order to be able to use a service animal at the company there are rules. Even though documentation that the service animal is trained is not a necessary we will make sure that the animal is trained in the task that helps his owner with their disability.

The research done on the Bartholomew County Humane Society, was completed for having a better understanding of their mission for the community and to find out any problems they might have or are encountering currently. The research done, consisted viewing their home page online, studying their financial reports, statistics on animals and shelters, and finally an interview between the manager of the BCHS organization and a local newspaper writer.

The American Humane Association is a non-profit organization. Since 1877 the American Humane Association has been protecting children, pets and farm animals from abuse and neglect. There had been several organizations the existed before but none of them had a unified voice to promote the humane movement. Finally 27 humane organizations from 10 different states joined together to combine their strength and unite their missions. The first task for the newly found organization was to end the inhumane treatment of farm animals and the deplorable conditions they were kept in.

The natural disaster we are going to focus is flooding. Laredo Animal Protective Society also known as LAPS, is an organization that helps protect many pets that are abandoned. With the support of LAPS, dogs and cats are able to be treated with care and love. Our class will be partnering with LAPS organization and we will be focusing on how we can help in case of a natural disaster.

Cummings, T. G.; and Worley, C. G. (2015). Organization Development and Change, (10th Ed). Mason, OH. Cengage Learning.

Although I started as an Animal Care Team Member at Longmont Humane Society January 15th, I know that I have displayed the right skillset to take on the position of being a Senior Animal Care Team Member. Even though I still have much to learn and many more challenges ahead, I know I can be an efficient Senior ACTM. Over my seven months of working at Longmont Humane Society, I have successfully shown my dedication, hard work, team leadership, compatibility, dependability, and efficiency.

I have decided that the content of my Position Paper will focus on the issues of struggles of acceptance and accommodations for service animals when introduced to public society and the problems that have risen over the past years for disabled handlers. This paper will focus specifically on an audience targeted towards business-owners, legal professionals, civil rights advocates, and the general Chicagoland area population because it is the region that will be focused on specifically. As a general starting point in my paper, I will briefly discuss the Americans with Disabilities Act. In Section 302 1: A(i) of the Americans with Disabilities Act, the law states that, “No individual shall be discriminated against on the basis of disability in

Due to this culture, the work unit climate is affected as well. It can be seen that there is a weak cross-functional collaboration among the departments since Jack’s leadership. This is demonstrated by Jack, who goes directly to R&D department for new projects without considering any discussion with other departments. Therefore, other departments do not functioning at their optimal level hence, it affects the organization effectiveness. Besides that, it is clear that Innostat employees only working within their own departments, and prefer to work on their achievements, hence prove that there is no common goal among them. Apart from that, Jack’s opinion on “Good ideas don’t need incentives, they need passion” (Beer, 2006) is one of the factors that affect the individual and organizational performance. Jack as a leader does not put much attention on the rewards, hence it

marketplace whims and creating an environment that celebrates individualism while at the same time wholly supportive of teamwork; 2. Supporting Teamwork-through this strategy, the company will manage to avoid traditional weaknesses that have plague many companies and develop a collaborative workplace that allow either individualism or consensus building to be taken to extreme; 3. Developing cross-functional individual – most companies tend to recruit, train, and promote people with in

          The Hexadecimal Company in recent years was forced to change their product market due to lower labor costs by companies in competition. With this change of product came rapid growth and systemic problems within the company. The President, John, Zoltan, decided to created an Organizational Development (OD) group to help address change and managerial style within the company. However, this OD group was not accepted well within the organization and many felt as though this group was a waste of time, energy and resources. Employees did not want to participate in the training although forced to attend.

As organizations change, leadership must find ways to adapt and adjust to those changes. Many times it’s the inability of being open-minded to new ideas, beliefs, thoughts and cultures that prevent individuals from moving forward. Saner (2004) states, “Increased globalization and integration of information technology have brought about a fundamental rethinking of how to conduct business and how to lead a complex organization for continuous improvement and reinventing of the organization” (p.654). In any organization, change brings resistance, but with positive managerial and leadership skills, accepting the challenges that come with diversity such as ambiguity, complexity, resistance and confusion, will give managers the foresight to effectively and efficiently implement processes that will benefit the organization as a whole.

Organization development grew out of the human relations traditions of the 1940s and 1950s, and it has had enormous influence on management practices and thinking about how organizational effectiveness can be achieved. Critical manpower and resource shortages faced by all organizations, public and private, during World War II and in the immediate post-war years stimulated a search by social scientist and managers, separately and in cooperation with one another, for effective means to maximize the utilization of existing individual and organizational resources. (Ritcher, I 2007). Organization Development was by tradition about planned change efforts, instituted to enhance organization effectiveness within the context of the traditional, hierarchical, management-as-experts, top-down era. The legacy of leaders and organizations developed in this context remain. Organizational Development is about how organizations and people function and how to get them to function better. Organization transformation signals the need to transform mindsets, engage people and make the deep shift to the ongoing mutual learning environment needed for the long-lasting change characteristic of our world today.

they learn from each fault and improve quickly. If employees learn from each other then environment of organization become co-operative rather that competitive that is very fruitful for any organization