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This, now, becomes the norm applicable in every organization development process –be it at recruitment, promotion, demotion or dismissal. Fear, to such a director, is perceivable as a threat not only for him, but organizational as well.
At this stage of affairs, he can hardly be separated from organization needs. He would assume that his bad taste should be the same to everyone that may be; his support staff, partners, and clients.
Such an organization would be the kind that collapses as soon as its director physically falls ill or dies. This would be so because he would not have prepared the organization for sustainability.
As a result, the disempowered workers will even consult for the obvious –fearing they will make mistakes costly to their careers. That soon turns them into statue workers, who are nothing-doers –yet pausing as staff at the organization.
Surprising, still, is be absence of a work plan. Neither is it known to staff nor organization frameworks, objectives or ideals. He, of the sort, runs the organization himself –since project or program descriptions are only known to him. Shrewd staff as he would perhaps expect could design and implement programs along side probable organization objectives –to keep busy.
An assembly, which in most constitutions is the highest decision-making body, is never followed. Decisions passed are only shelved once forwarded to him –in favor of rumors from conflicting parties about how the meeting went.
If part of agenda was to address staff conflicts, he would choose traditional one –famous to him that preserved conflicts. It seems like he found it was fan conflicting parties having to rush to him, one after another, to give their versions of the cause.
Yet, it would be focusing on resolutions reached at assemblies or recommendation in reports submitted that could be a basis of policy and decision making. Doing so, is what could eventually find a lasting solution for lingering fusses in the organization.
Otherwise, absence of such would not only stall organization progress, but lead to its collapse. No wonder, organizations found to nurse conflicts have had a history of failed programs.
Perhaps, if there was an active and most influential board of directors, they would help advice such a managerially-ill director with parameters –with which to direct the organization along set objectives –to realize real impact.
Unfortunately, for most non-government organization, especially of modern times, the aim of their establishment is mainly to employ the founder, rather than community development. In fact, a personal business. So, they fasten the idea formulation process and paper-work, as well as hire names of those who could act as members of board of directors –for the purposes of registration.
Unfortunately, the boards of directors are only involved to facilitate registration exercise. They never have a say or influence of how implementation and financial matters must be addressed. He or she, thus, studies reports with no body –as for financial accountability.
And, because of the past conflicts with previous business partners, and how dangerous they soured to largely and negatively affect organization development, the troubled director must have developed a mental disorder to now necessitate rehabilitation.
Regarding his managerial deficits, he will only have to try a recognized local management institution. Important to note also would be that, having successfully founded an organization can be unrelated to good management. Even when anyone smelt a rat as soon as he or she joined the organization and brought it to his attention; he, still, could claim was good manager.
At such a level of an organization; very young, and that has not impacted communities in which it operates, management must open up to forces of positive organization change; strictly following known and understood –established systems of conflict resolution and monitoring and evaluation.
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Writer Profile
Jacob Waiswa
A qualified community psychologist with professional packages in community participation & intervention/prevention, mental health assessment, change management, HIV/AIDS & Mental Health, project planning & management, research & presentation, stress management, basic counselling, forensic science, and organization health.
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