It provides services in areas where government support is lacking, such as education, vocational training, agriculture, and healthcare. BIDA underwent a change process in its management structure by establishing a Board of Directors and Secretariat Committee to replace the Management Committee as its activities expanded. Meetings and workshops were held to explain the rationale for change and address members' resistance. The change enabled more efficient implementation and expansion of BIDA's community development work.
Organizational Capacity-Building Series - Sessions 3 & 4: Good GovernanceINGENAES
This session describes how to maintain good governance practices within organizations. These presentations are are part of a workshop series that was implemented in Nepal and 2016 as part of the INGENAES initiative.
Board of Governors Training for Youth PolytechnicsCharles K Maloba
The presentation spells out the roles of the chair and the polytechnic manager. It provokes the members of the board to reflect on their roles, how they have been working, and how they can improve their performance. It is a good training for all youth polytechnic boards as it addresses a common challenge in youth polytechnics.
The Board Transformation Toolkits were developed by the Community Foundation for Monterey County and are intended to be used by and with the volunteer boards of nonprofit organizations. You are free to copy, distribute, transmit, and adapt the materials as long as you credit the Community Foundation for Monterey County and do not use the Toolkits for commercial purposes.
The slides are intended to guide the presentation – they do not include all of the information contained in the toolkit. Each Toolkit contains: PowerPoint Presentation, Facilitator’s Guide, FAQ – Frequently Asked Questions, Handouts, Assessment, and Action Plan Worksheet. First, read the Facilitator’s Guide and review the toolkit elements prior to viewing the PowerPoint slides.
The Center for Nonprofit Excellence thanks Judith Sulsona of Judith Sulsona Consulting and Marie Glavin of Renaissance Resources West for researching and developing the draft toolkits with input from over a dozen local boards. Thanks also to John Harp for curriculum review. The toolkits were funded in part by the David and Lucile Packard Foundation and the Community Leadership Project, a joint effort of The David and Lucile Packard Foundation, the James Irvine Foundation, and William and Flora Hewlett Foundation.
0. fe mwas chennai meet at siet college 8th dec. 13- syed ahamedSyed Ahamed
Potential suggestions to strengthen the functioning of District Muslim Women Aid Societies (formed in all the Districts in the State of Tamil Nadu as a Community-Government collaborative effort ) to effectively reach out resource poor Muslim women and Children.
Organizational Capacity-Building Series - Sessions 3 & 4: Good GovernanceINGENAES
This session describes how to maintain good governance practices within organizations. These presentations are are part of a workshop series that was implemented in Nepal and 2016 as part of the INGENAES initiative.
Board of Governors Training for Youth PolytechnicsCharles K Maloba
The presentation spells out the roles of the chair and the polytechnic manager. It provokes the members of the board to reflect on their roles, how they have been working, and how they can improve their performance. It is a good training for all youth polytechnic boards as it addresses a common challenge in youth polytechnics.
The Board Transformation Toolkits were developed by the Community Foundation for Monterey County and are intended to be used by and with the volunteer boards of nonprofit organizations. You are free to copy, distribute, transmit, and adapt the materials as long as you credit the Community Foundation for Monterey County and do not use the Toolkits for commercial purposes.
The slides are intended to guide the presentation – they do not include all of the information contained in the toolkit. Each Toolkit contains: PowerPoint Presentation, Facilitator’s Guide, FAQ – Frequently Asked Questions, Handouts, Assessment, and Action Plan Worksheet. First, read the Facilitator’s Guide and review the toolkit elements prior to viewing the PowerPoint slides.
The Center for Nonprofit Excellence thanks Judith Sulsona of Judith Sulsona Consulting and Marie Glavin of Renaissance Resources West for researching and developing the draft toolkits with input from over a dozen local boards. Thanks also to John Harp for curriculum review. The toolkits were funded in part by the David and Lucile Packard Foundation and the Community Leadership Project, a joint effort of The David and Lucile Packard Foundation, the James Irvine Foundation, and William and Flora Hewlett Foundation.
0. fe mwas chennai meet at siet college 8th dec. 13- syed ahamedSyed Ahamed
Potential suggestions to strengthen the functioning of District Muslim Women Aid Societies (formed in all the Districts in the State of Tamil Nadu as a Community-Government collaborative effort ) to effectively reach out resource poor Muslim women and Children.
Creating a Drupal Install Profile for a Large OrganizationSuzanne Dergacheva
Setting up a single Drupal site is as easy as pie. But creating dozens or hundreds of similar websites is more like running a pie factory. In this session, we’ll talk about the challenges you run into creating an install profile for your organization, and some different approaches to running multiple, similar Drupal sites.
We’ll use a university website as an example, but the session should be applicable to all types of large organizations. The session will cover:
What do you put in and what do you leave out? Deciding on reasonable defaults.
Using a deployment script vs. an install profile
Using Features: pros and cons
Theming, sub-theming, and theme settings across sites.
Common header and footer
Install settings: letting the user pick and choose
User experience challenges
How will we do this in Drupal 8?
“AAs” was initiated by seven like-minded youths who came together to spread awareness towards diverse social problems. In the year 2003 they formed a group which initiated many social activities for spreading awareness on different social issues like HIV/AIDS, STI, drug de-addiction, blood donation, water & sanitation etc.
On 05-05-2005, this informal group registered itself as a formal organization under Madhya Pradesh Societies Registration Act with name “AAs – Aim for the Awareness of society”. (Registration No: 03/27/3/0431/05)
AAs – which in Hindi means “Hope”- was established for making positive change in the society. It is the endeavour of AAS to serve the society and make it more capable to face challenges of deprived groups especially women and children. Presently the organization is working for the women empowerment and child Protection through its various projects. In addition to this AAs has also been involved in various research assignments in Indore city such as traffic volume count, informal water market research, community context analysis etc. While most of the NGO’s activities have taken place within the district of Indore, Madhya Pradesh, it aspires to achieve a national footprint in the coming years.
AAs believe to work with a theme of Knowledge and Resource partnership. It runs different projects in close coordination with different government departments such as Indore Police, Municipal Corporation, Labour department, Women and Child development department etc.
Laporan Tahunan 2014 ini merupakan salah satu cara untuk merawat setiap pengetahuan dan pengalaman yang dimiliki menjadi sumber pembelajaran dimasa yang akan datang. Selain itu, sebagai sebuah organisasi masyarakat sipil, sudah menjadi keharusan untuk secara rutin menyampaikan pertanggungjawaban kinerjanya kepada semua pihak yang telah memberi mandat dan menjadi mitra kerja YSKK.
Creating a Drupal Install Profile for a Large OrganizationSuzanne Dergacheva
Setting up a single Drupal site is as easy as pie. But creating dozens or hundreds of similar websites is more like running a pie factory. In this session, we’ll talk about the challenges you run into creating an install profile for your organization, and some different approaches to running multiple, similar Drupal sites.
We’ll use a university website as an example, but the session should be applicable to all types of large organizations. The session will cover:
What do you put in and what do you leave out? Deciding on reasonable defaults.
Using a deployment script vs. an install profile
Using Features: pros and cons
Theming, sub-theming, and theme settings across sites.
Common header and footer
Install settings: letting the user pick and choose
User experience challenges
How will we do this in Drupal 8?
“AAs” was initiated by seven like-minded youths who came together to spread awareness towards diverse social problems. In the year 2003 they formed a group which initiated many social activities for spreading awareness on different social issues like HIV/AIDS, STI, drug de-addiction, blood donation, water & sanitation etc.
On 05-05-2005, this informal group registered itself as a formal organization under Madhya Pradesh Societies Registration Act with name “AAs – Aim for the Awareness of society”. (Registration No: 03/27/3/0431/05)
AAs – which in Hindi means “Hope”- was established for making positive change in the society. It is the endeavour of AAS to serve the society and make it more capable to face challenges of deprived groups especially women and children. Presently the organization is working for the women empowerment and child Protection through its various projects. In addition to this AAs has also been involved in various research assignments in Indore city such as traffic volume count, informal water market research, community context analysis etc. While most of the NGO’s activities have taken place within the district of Indore, Madhya Pradesh, it aspires to achieve a national footprint in the coming years.
AAs believe to work with a theme of Knowledge and Resource partnership. It runs different projects in close coordination with different government departments such as Indore Police, Municipal Corporation, Labour department, Women and Child development department etc.
Laporan Tahunan 2014 ini merupakan salah satu cara untuk merawat setiap pengetahuan dan pengalaman yang dimiliki menjadi sumber pembelajaran dimasa yang akan datang. Selain itu, sebagai sebuah organisasi masyarakat sipil, sudah menjadi keharusan untuk secara rutin menyampaikan pertanggungjawaban kinerjanya kepada semua pihak yang telah memberi mandat dan menjadi mitra kerja YSKK.
Running Head ORGANIZATIONAL MISSION AND LEADERSHIP PRACTICES1O.docxtodd581
Running Head: ORGANIZATIONAL MISSION AND LEADERSHIP PRACTICES 1
ORGANIZATIONAL MISSION AND LEADERSHIP PRACTICES 7
ORGANIZATIONAL MISSION AND LEADERSHIP PRACTICES
Ashley Cook
HMSV 8404
Carolyn Allen
August 12, 2018
Introduction
The organization mission of different service organizations and the leadership practices facilitates effective delivery of services to the people. The mission ensures that the organization takes part in the authorized activities without having to engage itself in activities which might act as barriers to its success. Leadership practices used in different organization determines the manner in which the organization is managed therefore the time need for it to achieve its objectives. (Burke, 2017)
The leadership practices and the mission should enable the organization to come up with effective decisions which might lead to effective delivery of services to the members of the public. For the organizations in a given country to work objectively for the sake of satisfying the needs of the members of the public, the mission statement should focus on the services delivery to the people without subjecting them to any form of payment for the services provided at a given time.
Organizational mission and leadership practices
As a result of the ability of the American Red Cross organization to obey the mission put in place to government its operations; the mission has enabled the organization to determine its direction in an effective manner, it has again led to the ability of the organization to focus more on its future, the mission has been providing the organization with a template for which different decisions are made, it formed the basis for the organization’s alignment, it welcomed helpful changes in the organization, the strategy of the organization is shaped accordingly and hence the it facilitates the evaluation and the improvement of the organization thus ensuring that its objectives and goals are achieved within the stipulated time.
Due to the ability of the American Red Cross organization to use the leadership practices and mission effectively, the organizational outcomes and leadership viability have been shaped through the engagement in quality decision making which ensure that the organization takes part in the authorized activities under control of the set policies.
As a result of the ability of the American Red Cross organization to focus on its mission and the leadership practices, the employees have been encouraged to work towards the organization’s directions. The employees are always reminded why the organization exists therefore that motivates them to work for the success of the organization.
The leaders in the organization ensure that the employees work for the sake of satisfying the needs of the members of the public as a way of keeping to the directions of the organization. When the direction is followed, an effective destination is achieved and therefore the members of the public are .
Running Head ORGANIZATIONAL MISSION AND LEADERSHIP PRACTICES1O.docxglendar3
Running Head: ORGANIZATIONAL MISSION AND LEADERSHIP PRACTICES 1
ORGANIZATIONAL MISSION AND LEADERSHIP PRACTICES 7
ORGANIZATIONAL MISSION AND LEADERSHIP PRACTICES
Ashley Cook
HMSV 8404
Carolyn Allen
August 12, 2018
Introduction
The organization mission of different service organizations and the leadership practices facilitates effective delivery of services to the people. The mission ensures that the organization takes part in the authorized activities without having to engage itself in activities which might act as barriers to its success. Leadership practices used in different organization determines the manner in which the organization is managed therefore the time need for it to achieve its objectives. (Burke, 2017)
The leadership practices and the mission should enable the organization to come up with effective decisions which might lead to effective delivery of services to the members of the public. For the organizations in a given country to work objectively for the sake of satisfying the needs of the members of the public, the mission statement should focus on the services delivery to the people without subjecting them to any form of payment for the services provided at a given time.
Organizational mission and leadership practices
As a result of the ability of the American Red Cross organization to obey the mission put in place to government its operations; the mission has enabled the organization to determine its direction in an effective manner, it has again led to the ability of the organization to focus more on its future, the mission has been providing the organization with a template for which different decisions are made, it formed the basis for the organization’s alignment, it welcomed helpful changes in the organization, the strategy of the organization is shaped accordingly and hence the it facilitates the evaluation and the improvement of the organization thus ensuring that its objectives and goals are achieved within the stipulated time.
Due to the ability of the American Red Cross organization to use the leadership practices and mission effectively, the organizational outcomes and leadership viability have been shaped through the engagement in quality decision making which ensure that the organization takes part in the authorized activities under control of the set policies.
As a result of the ability of the American Red Cross organization to focus on its mission and the leadership practices, the employees have been encouraged to work towards the organization’s directions. The employees are always reminded why the organization exists therefore that motivates them to work for the success of the organization.
The leaders in the organization ensure that the employees work for the sake of satisfying the needs of the members of the public as a way of keeping to the directions of the organization. When the direction is followed, an effective destination is achieved and therefore the members of the public are .
These slides and short film provide an introduction to the Coalition for Collaborative Care and its vision for a better deal for people with long-term health conditions.
Students, digital devices and success - Andreas Schleicher - 27 May 2024..pptxEduSkills OECD
Andreas Schleicher presents at the OECD webinar ‘Digital devices in schools: detrimental distraction or secret to success?’ on 27 May 2024. The presentation was based on findings from PISA 2022 results and the webinar helped launch the PISA in Focus ‘Managing screen time: How to protect and equip students against distraction’ https://www.oecd-ilibrary.org/education/managing-screen-time_7c225af4-en and the OECD Education Policy Perspective ‘Students, digital devices and success’ can be found here - https://oe.cd/il/5yV
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
This is a presentation by Dada Robert in a Your Skill Boost masterclass organised by the Excellence Foundation for South Sudan (EFSS) on Saturday, the 25th and Sunday, the 26th of May 2024.
He discussed the concept of quality improvement, emphasizing its applicability to various aspects of life, including personal, project, and program improvements. He defined quality as doing the right thing at the right time in the right way to achieve the best possible results and discussed the concept of the "gap" between what we know and what we do, and how this gap represents the areas we need to improve. He explained the scientific approach to quality improvement, which involves systematic performance analysis, testing and learning, and implementing change ideas. He also highlighted the importance of client focus and a team approach to quality improvement.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Ethnobotany and Ethnopharmacology:
Ethnobotany in herbal drug evaluation,
Impact of Ethnobotany in traditional medicine,
New development in herbals,
Bio-prospecting tools for drug discovery,
Role of Ethnopharmacology in drug evaluation,
Reverse Pharmacology.
1. SUMMARY OF THE ORGANIZATION PROFILE
BUBAGO INTEGRATED DEVELOPMENT
ASSOCIATION(B.I.D.A.)
Bubago Integrated Development Association[B.I.D.A.] is a
Community Based Organization[CBO] whose services are
for the community.B.I.D.A.is also a Non-Government
Organization[NGO].It is therefore a not-for profit
organization whose establishment aims at providing
services in areas where there are gaps by the
government services, and also to improve on the existing
government services for community development.
B.I.D.A. was founded in 1995 under the leadership of
Evangelist Cristopher Besweri Kaswabuli. The organization
has a constitution which is a guiding document for all
members.
2. References/Source of Information
Mugerwa David Kalulu.The Programs
Manager.BubagoIntegrated Development Association.A Non
–Government Organization.Namutumba District, Eastern
Uganda.Post Office Box 6,Busenmbatia-Uganda
.
Musulo Issah.The Projects’ Coordinator.Bubago Integrated
Development Association.
Annual Magazine[2012].Bubago Integrated Development
Association.
Hitt,M.A.,Miller,C.C.,and Colella,A.,[2009].Organizational
Behavior: A Strategic Approach.2nd ed.Cpt.14,pp.493.John
Willey and Inc.
3. Structure of The Organization
In terns of structure, there is a General Assembly which is
composed of all the members of the organization, and it is the high
decision making body of the organization.
Below the General Assembly is the Board of Directors Committee
which is a technical high decision making body as regards
implementation of the organization’s activities through policy
formulation and planning, and formulation of strategic plans.
The Secretariat Committee follows the Board of Directors, which is
the implementing committee of the organization’s objectives and
activities.
Below the secretariat committee are Departmental Committees.
All departments are coordinated by a Projects Coordinator (PC),who
is a member of the Secretariat Committee. Each department is run
by a project committee and headed by a Programs’ Officer (PO) who
is part of the secretariat committee.
4. STRUCTURE OF THE ORGANIZATION
BIDA has four major departments and they include;
• The education department under which are pre-primary
schools, primary schools and secondary schools.
• Vocational department under which is a vocational training
institute for skills development in tailoring, driving, motor
vehicle mechanics, carpentry & joinery, among others.
• Agriculture department under which there is livestock,
aquaculture, crop husbandry and organic farming sections.
• Health department under which there is a hospital, health
centers and clinics.
5. CULTURE OF THE ORGANIZATION
Using the organizational documents (a human resource manual of 2010 edition and a
2012 organizational magazine), a face to face discussion with the Programs Manager,
Mr. Mugerwa David Kalulu, and the Projects Coordinator, Mr. Musulo Issah, and
physical tour of offices and particular departments.
There is a vision- mission led culture in the organization. The vision statement is “A
strong, health, productive, motivated, and self sustaining community”. The mission
statement “To improve the well being of vulnerable people in a sustainable manner
through provision of supportive services in health, HIV/AIDS awareness and
prevention and agriculture”.
I realiZed a lot of informal leadership which has developed as a value over the years
and finally an established culture. Many employees lead particular organIzational
activities through self initiatives.
There is rooted symbolic culture in the organization. For example the organization logo
has a tree under which is a woman carrying a hoe. According to the Programs
Manager (Mr. Mugerwa David Kalulu), the symbol of a tree means truth.
There is masculine culture in the organization. Very few women are in the leadership
positions for example the secretariat committee has one lower ranking woman, Miss
Abenakyo Eseza, who is the office administrative assistant. The rest are men.
6. CHANGE PROCESS UNDERTAKEN AND REASON
The change process was about elevation of B.I.D.A.’s management and
leadership structures to a higher level. Initially the organization’s high
technical planning committee was a Management Committee and no
secretariat committee. As more departments were established, this
committee became too inefficient to run the organization. Hence the
need to formulate the Board of Directors’ Committee and the
Secretariat Committee respectively, for efficient implementation of
organizational activities.
This change of restructuring culminated into the organization's
constitution review and amendment of some sections to suit the new
structure.
The major reason for the change was to elevate the administrative and
leadership organizational structures to a higher level through
restructuring for effective and efficient implementation of the
organization’s activities and to allow organizational expansion.
7. PLANNING THE CHANGE
According to Mr. Mugerwa David Kalulu, the Executive Committee of
five members of the organization’s Management Committee initiated
the change.
They organized a change awareness workshop for all members of the
Management Committee in which they invited highly professional
members as facilitators from government departments and other high
status Non-Government Organizations. The purpose of this workshop
was to make all members who were the change agents to understand
the reason to restructure the organization and how best it could be
implemented.
A General Assembly committee meeting was organized to explain to
the members the reason for the change process. This was done to
ensure unity and reduce resistance especially during the
implementation of the proposed change.
8. Implementing The Change
After the above workshops, seminars and meetings, the
change leaders (Management Committee members and the
patron who is the founder of the organization) organized a
General Assembly meeting in which all members of the
organization were invited, and a resolution to review and
amend the constitution was reached to pave way for the
restructuring of the organization.
A seven member constitutional review committee was elected
in the same meeting. The purpose of the constitutional review
was to include the new structures (Board of Directors
Committee and Secretariat Committee) in the constitution.
9. Overcoming Resistance and Sustaining change
Amidst implementation of the change process, the change leaders organized
another general assembly meeting in which all members were invited. The
founder of the organization, Evangelist C.B Kaswabuli, a highly respected person
in the organization was invited to brief the members about the future of the
organization. He confirmed the positive impact of the proposed change to the
members. He said, ”As a patron, I could not accept a negative change into our
organization”. This meeting was aimed at reducing attack form of resistance and
demystifying rumors that the change leaders wanted to own the organization.
The change leaders also used short term wins such as construction of new
offices for the newly formed secretariat committee. This further gave members
confidence for the continuous support of the change and members observed
this as a real and good development for their organization.
The change leaders encouraged and gave opportunity to all members to
actively participate in the change process and newly formed structures.
10. Conclusions drawn from this profile
about innovation and change
• There is need to fully explain the rationale for the proposed change
process. This makes it easy to get a supporting group of
members to lead the implementation of the change.Hitt,M.A.et al.,(2009)
said, "Without supporting information, managers and associates may not
have faith in what they are being asked to do, and they will not be
committed.”
• The constitutional review process by the organization was a sign of
democratic principles which is a key component of change sustainability.
• Resistance should be anticipated for any change process and this gives
change leaders time of forging ways to minimize the resistance for
effective implementation of the change.
• Using short term wins and stake holders buy-in are key issues in change
implementation and sustainability.
• Organizational leadership must initiate and participate in the innovation
process. For example,B.I.D.A’s leadership initiated a major fundamental
change process which has led to expansion of the organization.
11. Effectiveness of the change process
The members of the organization who did neither vote in favor nor disfavor of
implementing the change were supposed to be followed up with private meetings.
This is because their behavior showed that either they did not understand the
rationale for the proposed change or they were opposing the change with right
reasons which could not be ignored.
The management committee members themselves could have gone ahead to
explain to the members about the benefits of the change. They should have not
depended only on professional facilitators whose facilitation I am sure was not fully
understood by some members with very low levels of education and those who are
illiterate.
The change leaders should have also organized a tour of all members to an
organization which had reached that level or gone through similar change. They
would have admired activities of such organizations. This method of teaching or
sensitization is always effective especially for adult people with low levels of
education.