The aim of every organization is to make sure that their clients are customers get assistance without any delays. The legal services in downtown gets quite busy as people do not pay a huge fee to get representation at the court. The people either book appointments or just show up at their services thus leading to people who walked in to stay longer than expected. The showing up abruptly causes people to feel as if they are getting neglected yet the ones who booked an appointment are given priority compared to the others.
Another issue is that the workers do not know what their role is and some feel that they are getting overworked for meeting demands that are not there. For example, when collecting data concerning the case, some provide information that is less than two pages. The staff ends up filling up information on their own. (Jamieson, 2016)The staff also feels they are doing what they are not supposed to do in that a person has a specialty in family law yet the work focuses on housing as well as employment. The staff does not know what to do after collecting data whereby Julia, their boss is the one who knows all the processes.
The fact that everything is more on Julia than any other staff, then the result is cases end up slowed down. The people who are facing eviction end up evicted before even going to court. Julia is very busy making things work whereby the sponsors of the organization are threatening to pull out funding. The mistake that Julia does is by not giving clear guidelines on how people should work. Having clear definition of roles is important as work is efficiently divided and the success rate of cases increases. The best way to solve this is to apply organizational development.
Organizational development is the having clear definition of roles based on the aim of the organization and the analysis that came up after determining the strengths and weaknesses of the organization. For one to apply this form of development it requires people to change their way of doing work, their beliefs as well as attitude. (Baughman, 2015) There are various values that are in use to make sure that the development is successfully applied. The six values include participation, open dialogue, growth as well as development, teamwork, valuing people and authenticity.
Participation is more on the people in the organization in that they should get involved in meeting the aims of the organization. Without the participation of the employees then it is hard to meet the requirements of the people. The benefit of the support of the employees is that most of the things run smoothly as people are cooperative in their work. People should also speak out when they have issues therefore it is best to have open dialogue between the employee and the employer. The benefit of this is that people get to solve issues amicably and later on things are run smoothly.
With open dialogue then trust is built. People get to trust the organization as the employees prove how authentic they are through their services. It is really hard for people in organizations who do not have trust among themselves to portray an authentic front to their clients. With this form of authenticity then the organization develops accordingly. For people to trust each other, then they should work in groups so that one can know their weaknesses and build each other. It is hard for people working solely as some people prove to be better than others in some tasks. Team work goes a long way in development of the organization.
As much as teamwork helps, the leaders in the organizations have to train the people so that work is done appropriately. (Cummings, 2013)Any new task that requires people to know, then it is the role of the leaders to train the employee so that growth as well as development is promoted. The employer should understand their employees as people have their own weaknesses. This form of understanding makes it possible for one to know how to handle their employees whenever an issue arises. This act is more of valuing who the person is.
Organizational development will truly make the northern legal services to make a difference in their organization. The employees in the company need to undergo further training as most of them do not have an idea on how to run task. Training is a way of promoting development in the organization other than teaching people things whenever they get a challenge. Another way is to put people in groups in that every group has its own work to do. Creating teams makes it possible for people to work diligently so as to meet the targets. It also promotes full participation of the people without fail.
When an employer does not understand their employees then it is easy for a person to become angry easily. In the case of Julia, she did not understand her employees as everyone had their own idea of doing tasks. The divided attention on tasks makes it hard for people to make progress and therefore cases take time to get solved. Once Julia understands this then it becomes easy to handle employees. The fact that she gets angry when her people ask questions prove that the people find it difficult to have an open dialogue and in the end the people are the ones who feel they are not of value to her. Lack of open dialogues makes people to raise issues among themselves as most are not satisfied with how things are running.
Trust comes up when people are able to air their issues openly and have them solved but once they cannot do this then the employees portray a disorganized front to their clients. (Cheung-Judge, n.d.)At the end, the clients are the ones who suffer due to the internal issues. Julia needs to make sure that the people trust the process by listening to their queries and challenges as well as sorting them effectively. If this does not happen then the organization is bound to lose its funding due to their minimal progress.
Organizations need to know that the clients are important otherwise if there were no clients then the business is not worthwhile. Upon solving internal issues then the people get quality service as they are focusing on what the client wants and not what is going on in the organization. People indeed find it hard to run companies especially if they do not have the zeal to make their employees better. The employees also should strive to make a difference once they realize that things are not going on well as this saves the people to lose clients in the process.
References
Baughman, J., (2015), The history of American management, Englewood Cliffs, N.J., Prentice-Hall
Cummings, T., (2013), Organization Development and Change, Stamford, CT, Cengage Learning
Cheung-Judge, M., Organization development
Jamieson, D., (2018), Enacting values-based change, Cham, Switzerland, Palgrave Macmillan
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