This document discusses solutions for addressing job insecurity stress and its impact on employee performance. It suggests that perceived job insecurity can negatively impact employee attitudes, behaviors, health, commitment levels and views of management. To address underperformance, the document recommends training employees, providing resources to help them improve, pairing underperformers with high performers as tutors, and using performance improvement tools. It also stresses understanding the causes of underperformance, which may be due to lack of training, personal issues or tangible barriers, and addressing employee fears through counseling and support to help them improve. An effective approach combines incentives and discipline for continuous performance enhancement.

1. Running head: REASSESSMENT AND ADJUSTMENT
1
REASSESSMENT AND ADJUSTMENT
2
Reassessment and Adjustment
Name
Prof
Institution
Reassessment and Adjustment
When downsizing the workforce, it is very imperative for
employers to remain proactive by looking into both the long-
term goals and problems. One of the modifications to the
solutions that I can make based on the reassessment is ensuring
strategic downsizing such that the numbers of employees who
remain in the organization are adequate so that their
productivity meets supply effectively. The business should
downsize all the poor performing employees and retain those
with a remarkable performance. The business should be
transparent enough and explain to the employees the reason for
downsizing so that they can remain positive and engaged in the
transition process (Cooper, Pandey, & Quick, 2012). Strategic
downsizing will assist the business to meet the customer's
demand for products.
Strategic downsizing of the employees will help the company to

2. retain its suppliers since the level of productivity will not
decline. There will thus be lower chances of suppliers trying to
argue that the company is in a financial turmoil and doubt its
ability to pay them. If the business retains good performing
employees, the level of output will effectively meet demand in
the market, and it will thus be easy to retain customers. The
business will have adequate resources to pay its suppliers while
avoiding the expenses of switching from one supplier to
another, helping it to compete effectively in the market and
maintaining a good relationship with suppliers.
The local community is an important aspect of the stakeholders
in an organization. Strategic downsizing will not affect the
relationship between a business and society since the business
can meet the needs of its customers effectively. The business
will also have a good relationship with the employees in the
community because the employee clearly understands the reason
for downsizing and this reduces the chances of any rumors that
are likely to cause distraction and worry in the community
(Gandolfi, 2006). The organization will thus be in a position to
retain a good relationship with the community.

3. References
Cooper, C., Pandey, A. & Quick, J. (2012). Downsizing: is less
still more. Cambridge: Cambridge University Press.
Gandolfi, F. (2006). Corporate downsizing demystified: a
scholarly analysis of a business phenomenon. Hyderabad, India:
ICFAI University Press.
Running Head: IMPACT IDENTIFICATION
1
IMPACT IDENTIFICATION
2
Impact Identification
Name
Institution
Impact Identification
Oftentimes, business organizations are faced with numerous
challenges including financial difficulties that force them to
downsize their workforce. However, it must be appreciated that
every business organization must strive to ensure that there is a
friendly working environment that supports the wellbeing of
every employee in order to ensure high productivity. Financial
turbulence forces many business organizations to reach a point
of reducing their workforce (Redman, 2016). However, this
move should be taken after careful consideration of how it will
affect the primary stakeholders such as the customers, the local

4. community and the suppliers. Equally important, before making
a downsizing decision, a business organization must consider
how such a move will affect organizational productivity. Before
downsizing the organizational workforce, an organization ought
to weigh both short-term and long-term consequences of
reducing its workforce. This paper discusses the short-term and
long-term consequences of downsizing workforce on the
customers, suppliers and the local community.
There is no doubt that at one time, an organization may be faced
with financial difficulties that would force it to reduce its
workforce and maintain a lean workforce that is sustainable.
However, this decision ought to be arrived at after considering
the short-term and long-term effects it has on the customers.
The immediate short-term effect on the customer is the
reduction in supplies that will not meet the customers’ demand
(Redman, 2016). This is caused by the fact that the organization
may remove some of the best talents or the remaining
employees get disgruntled or worried about their job security
causing a drop in production. Elsewhere, the long-term effect of
this move is customer switching to other organizations that have
the ability to satisfy their demands. In other words, customers
may not appreciate the decision and may, therefore, pull out of
the business.
When downsizing the organizational workforce, it is always
important that a business organization considers how such a
move would affect the suppliers in order to make necessary
adjustments and avoid the negative effects associated with the
move. There are several short-term effects of this move to
suppliers (Zimmermann & Brauer, 2018). For example, some
suppliers may be tempted to think that the organization is in
financial turmoil and would therefore not be able to pay its
debts. This will cause some suppliers to stop their supplies and
this will affect the productivity of the organization. Elsewhere,
the long-term effects including suppliers switching to other

5. organizations where they are sure that they will be paid. In
other words, they will pull out of the business at the detriment
of the organization to benefit the competitors if the organization
cannot buy enough from them.
Like customers and suppliers, the community is a constituent
part of the primary stakeholders that are equally affected by the
decisions made by an organization. When a business
organization reduces its workforce, the community is equally
affected. For example, the short-term effect on the community
is the fear that the most qualified people from within will not be
hired by the organization (Zimmermann & Brauer, 2018).
Furthermore, the organization would be seen by the local
community as breaking the social contract and this would affect
the potential customers and employees. This will elicit conflicts
between the organization and the community leading to long-
term consequences such as negative publicity that would
adversely affect the organization’s ability to attract and retain
customers and employees in order to remain competitive.
In summary, every business organization is faced with several
management problems. However, when coming up with
solutions to those problems, it is important that both short-term
and long-term effects are kept in mind in order to adjust the
plan and avoid adverse effects that may follow.
Reference
Redman, T. (2016). Downsizing. In Encyclopedia of Human
Resource Management. Edward Elgar Publishing Limited.
Zimmermann, M., & Brauer, M. F. (2018, July). Incentivized to
downsize? Exploring managers’ motivation to engage in
workforce downsizing. In Academy of Management
Proceedings (Vol. 2018, No. 1, p. 13965). Briarcliff Manor, NY
10510: Academy of Management.
Running head: RISK ASSESSMENT 1

6. RISK ASSESSMENT
2
Risk Assessment
Name
Professor
MGMT 495
Risk Assessment
Introduction
There is a lot of joy and fulfillment in managing a
successful business. However, owning and managing a business
involves countless or numerous challenges which are mainly
managerial problems. For one, you have to make sure that your
external stakeholders, which consist of customers, suppliers and
the local community are taken care of when it comes to making

7. decisions and carrying out operations for the business.
Therefore, the business owners or the managers need to come up
with viable, reliable and sophisticated solutions to each and
every problem encountered during the start and running or daily
operation of the business. Moreover, these introduced solutions
many a times come along with certain risks or rewards which
may affect the clients as well as the employees and for this
reason every identified and proposed solution must be carefully
executed taking keen considerations on the business clients.
Hence, a well laid out and carefully examined risk assessment
procedure should be undertaken by the business so as to ensure
proper safety at work and also to protect the workers and the
business as well.
One of the main problems in business management
is the job security stress where one is worried if he or she will
keep his or her job. The primary goal of an organization is to
create a friendly environment for its workers and maintaining
high quality and sufficient products for its customers. This
shows that the organization must cater well for its employees as
well as with equal measure consider the clients. There are two
parties which must be satisfied in this case and this may lead
conflict of interests in management. When focusing on better
production, the organization may be forced to make changes or
shuffles in the required positions. Change is inevitable. This
means that personnel with better qualifications will be sort so as
to manage various departments. Putting in more qualified
individuals will positively impact the organization operation
and as a result lead to increase in production (Koller, 2005).
Each new personnel will be required to make more sacrifices
towards running the organization and perfectly execute his or
her roles. This change is very important for the success of the
organization but will be accompanied by certain risks. The
unqualified employees will have to be fired or demoted so as to
give room for a new qualified individual. Other employees may
be demoralized and decide to quit the job.
Change in the system is inevitable and with time there

8. will immerge problems of insufficient number of workers. This
is because some will be leaving and others will be fired.
Therefore, a proper succession plan must be put in place so as
to cater for future unseen problems. This plan should be
strategic because it is the key stage that will determine the
future of the organization (Lim, & Aryee, 2012). The managers
should be able to come up with a neutralized team that will
carry out this plan successfully. There will be a lot of promising
employees who should be regarded in this process. The
successor should display mastery of skills which will make him
or her survive in higher position. Potential successors should be
included in this plan so as to enable the acquired managerial
skills. Mentorship programs should frequently be held so as to
give clear view on how various roles should be taken so as to
avoid mistakes. Then there must be trial interviews and
questionnaires to all the potential second in command. This will
be able to expose the strength and weaknesses of each personnel
and thus there will be a high probability of choosing the best
personnel who is fit for the job.
The current world is mainly technology-
oriented. Thus any employee must be at par will the trending
technology so as to make the organization competitive enough
for the environment (Koller, 2005). To keep up with upcoming
trends, the organization should be able to hold certain training
sessions which will impart or equip all the employees with
necessary skills for better production. This will come handy
with increased financial costs which may be expensive.
Therefore, during budgeting, all this cost must be catered for.
There should be rules and regulations governing the
organization concerning time management and physical
organization. The manager and all the workers should be able to
have proper decision-making, proper goal setting and proper
team work.
Every department in the organization must be well and
functioning. Manufacturing sector must be equipped with
current tools and machines which are faster and time-saving.

9. This will improve production. Workers in this department
should be keen, careful and very industrious. In the sales
department, proper methods should be employed so as to
increase awareness and sales of the products. Investment in
advertisement should be considered. After-sale services should
be improved so as to attract many clients. These services may
include delivery to the customers. Financial department should
be handled with competent workers who are honest and will
account for every single cent. IT department should be equipped
with relevant machines which are up to date that will be used by
the relevant skilled workers for their designed jobs.
For maximum production, the workplace should be
partitioned so as to reduce interference from fellow workers.
This increases communication barrier and thus many workers
will not have the opportunity to talk or communicate to each.
This may negatively affect the workers in that some of them
maybe bored lack the psyche during work. This can be solved
by including some breaks for example lunch breaks which
enable them to mingle together.
For all the above solutions, the eventual result will be
increased production which at most times will be of high
quality. This will obviously lead to more clients attracted to the
products. Thus, the engagement level with the customers will
increase. Similarly, this changes will positively impact the
reputation of the industry. The brand or reputation of the
organization is key for its continuity.
In summary, a well-established business must have a
proper laid out plan which will govern its operation. This will
also be a great benefit to the local community by providing
jobs. It may face various managerial problems but what keeps it
competitive is their plan, solutions and proper decision making.
Some of these solutions have consequences which may be
negative or positive to the workers and the customers. For an
industry to have a competitive advantage, it must have a good
business reputation to the public who are its customers and
maintain a strong relationship with its suppliers.

10. References
Koller, G. (2005). Risk assessment and decision making in
business and industry: A practical guide. Chapman and
Hall/CRC.
Lim, S. S., Vos, T., Flaxman, A. D., Danaei, G., Shibuya, K.,
Adair-Rohani, H., ... & Aryee, M. (2012). A comparative risk
assessment of burden of disease and injury attributable to 67
risk factors and risk factor clusters in 21 regions, 1990–2010: a
systematic analysis for the Global Burden of Disease Study
2010. The lancet, 380(9859), 2224-2260.
Running Head: SOLUTIONS FOR JOB SECURITY STRESS ON
PERFORMANCE 1
SOLUTIONS JOB SECURITY STRESS ON PERFORMANCE
2

11. Title
Student’s name
Instructor
Course
Date
SOLUTIONS FOR JOB SECURITY STRESS ON
PERFORMANCE
Job insecurity is a circumstance in which workers do not have
the affirmation that their employment will stay safe. It is a
conviction of the workers that his or her activity is fickle and
may reach to an end sooner than anticipated. From what has
been imagined and construed, plainly this notion is disquieting
to employees, given the possibility of losing the positive
material, social, and mental advantages related to business.
Investigation into the issue has given dependable proof
crosswise over firms, ventures, and nations that are related with
negative worker frames of mind, practices yet in addition
wellbeing.
Feeling shaky in your job can likewise indirectly affect your

12. commitment levels through shading view of different parts of
your work. For instance, perceived danger of redundancy may
make an employee feel contrarily towards the choices of
initiative, the genuineness of interchanges, and furthermore
possibly about their manager, which are all hindrances to
engaged workers.
Performance management is without a doubt a huge piece of
each manager's activity (Greene, 2017). The essential errand of
managers is to convey high efficiency by using his/her group to
achieve its potential. Obviously, this is a long way from simple
or straightforward. Furthermore, occasionally, even with viable
administration, employees who are motivated and who are in a
healthy environment, there will be a few workers who fail to
meet performance expectation. The most effective method to
properly react to reduced performance is one of a manager’s
highest worries. Be that as it may, they often oppose to
managing such circumstances as it regularly encourages fault
dealing, outrage, and denial, if not done in the right way.
Managing poor performance can nurture several distinct
concerns in the business, which ought to be handled with the
greatest extreme improvement and powerful methodologies.
By and large, we see managers hold up too long to even
consider raising performance worries with a worker or put off
conveying extreme input. Open doors for incidental or causal
advising sessions are missed. This can imply that the employee
regularly has a bogus impression of how well they are voyaging
thus feedback about their poor execution comes as a stun.
At the point when faced with workers who cannot meet their
targets, it's a clever move to train them and give them
distinctive assets to allow them to improve. For example, a
worker who is underperforming may be joined with somebody
who is performing to go about as a tutor, or the workers can be
offered with manual bearing methods to follow (BARTOL, et
al., 2017). Also, there are performance improvement devices
such as WalkMe which is a truly important innovation which
can aid a worker being progressively productive and precise,

13. inside the progression of work.
Poor performance is not generally the aftereffect of an
employee's lack of regard. There can be various certifiable
explanations behind the poor performance of an employee and it
may differ from person to person. The major step is to
understand the motive of judging it in the event that they are
tangible or not. Notwithstanding whether they are not, do not
tell the other workers concerning the issue. Concentrate on their
fears and give measures in like manner. For example, if the
workers are not prepared to concentrate on their work due to
some close to home pressure, orchestrate guiding sittings and
make sure they can get back on the trail
At whatever point an employee performs unproductively, it is in
every case well to embrace carrot and stick method of dealing
with addition moment and consistent upgrading (Chuah, 2018).
It is a blend of remunerations and discipline which might be
initiated for best and most exceedingly terrible performers of
week by week or month to month premise. This has ended up
being one of the most ideal approaches to tackling the problem
of poor performance in organizations of numerous types.
Standing up to lowly performance at the first time might not be
unreasonably reassuring for managers too, yet devising a
legitimate framework to manage them is necessary, particularly
amid changing the management performance. It is in every
single case healthier to cope with such situations, rather than
overlooking them, to keep up the consistency of effectiveness
and gainfulness in the business (Oyemomi, et al., 2016).
Everyone handles feedback in various ways. In spite of the fact
that it is frequently prescribed to be instantaneous and flawless
in your communication, there can be sure techniques that you
might embrace to viably communicate your feedback. In the
event that the employee is getting difficulties in accomplishing
his/her goals, work with them giving all the fundamental guides
so as to support performance. The best perfect course is giving

14. week by week or month to month feedback to the employees, so
they realize what they ought to do so as to attain their goals.
Investing in training can improve the monetary standing of an
organization. Reduced performance frequently results once
employees do not distinguish exactly what they are supposed to
do, the way of carrying out their responsibilities or why they
have to work in a particular manner. Preparing them can aid in
taking care of these performance concerns by expounding the
discernment of the activity (Alasadi, & Al Sabbagh, 2015).
References
Alasadi, R., & Al Sabbagh, H. (2015). The role of training in
small business performance. International Journal of
Information, Business, and Management, 7(1), 293.
BARTOL, C., BERGEN, G. T., VOLCKENS, J. S., & KNORAS,
K. M. (2017). Job Performance and Stress. Women Police.
Chuah, K. (2018, July). Carrot or Stick? Strategic Corporate
Governance and the Incentivization of Attention to ESG Issues.
In Academy of Management Proceedings (Vol. 2018, No. 1, p.
10598). Briarcliff Manor, NY 10510: Academy of Management.
Chung, E. K., Jung, Y., & Sohn, Y. W. (2017). A moderated
mediation model of job stress, job satisfaction, and turnover
intention for airport security screeners. Safety science, 98, 89-
97.
Greene, D. (2017). Performance success: Performing your best
under pressure. Routledge.
Oyemomi, O., Liu, S., Neaga, I., & Alkhuraiji, A. (2016). How
knowledge sharing and business process contribute to
organizational performance: Using the fsQCA approach. Journal
of Business Research, 69(11), 5222-5227.
Running head: MANAGEMENT PROBLEM
MANAGEMENT PROBLEM

15. 2
Management problem
Student’s name
University affiliation
Date
The management problem is job security stress on performance.
The performance of an organization may be affected by job
security stress. Some of the employees have already lost their
jobs and hence this causes stress to the remaining employees.
Basically, this is a problem that is not easily identifiable.
However, it can only be identified based on the production of
the employees and the quality of products or services produced.
This root of this problem may be attributed to the fact that the
manager was forced to take some actions such as firing a
number of employees who are underperforming. Due to this, the
employees were negatively impacted and this impacted the
overall performance of the organization.
The desired performance is producing high-quality products for
clients. However, the current performance does not reflect the
desired performance. However, due to the employee's situation,
the performance of the organization is not as desired. Due to the
sacking of some of the employees, the employees were more
concerned with ways that they could use to keep their jobs
rather than working on better production. This impacts the
current performance of the organization negatively.
The mission statement is involved with innovation and
consistent production of high-quality products that exceed the
expectations of the clients. On the other hand, the desired
performance is maintaining high-quality products for clients.
Therefore, the desired performance and the mission statement

16. correlate as they both advocate for the provision of high-quality
products for the customers.
The problem of job security stress on performance is
organization-wide. Employees are mostly affected by the
problem. This is because some of their colleagues were sacked
from their jobs. Due to this, employees concentrate more on
how to keep their job rather than working towards achieving the
mission statement. On the other hand, the manager is also
facing the problem as stakeholders exert pressure on the
manager if there is a small shift in the production and
profitability of the organization. However, such actions impact
the overall performance and profitability of the company.
Therefore, this problem directly impacts the organization
negatively.
The organizational initiatives have greatly created the problem.
The initiative of the manager to take actions such as firing
employees who are underperforming created this problem. This
has created uncertainties among employees. Due to this, they
may not be able to produce the desired performance since they
are more involved in developing ways that will help them keep
their jobs. Lack of communication during the implementation of
change is also attributed to the problem. Managers should
communicate such changes to employees.
The job relates to the individual performance issues which
affect the overall performance of the organization. Due to the
sacking of employees, the remaining employees are more
concerned with keeping their job. The managers also set
deadlines that should be met. Due to this, employees only work
so as to meet the strict deadlines but not to provide high-quality
products for the customers.
Training is adequate as it will support the desired outcome. The
goal of the organization is to provide high-quality products.
Therefore, through training, employees will be taught of ways
of providing high-quality products rather than just meeting
deadlines. It will also strengthen the skills that each employee
needs to improve.

17. The issue is related to job design. Job design helps in improving
and motivates employees. Job design also helps in identifying
specific activities required to do the job. It is evident that the
organization did not consider job design and this can be
attributed to the problem.
Some of the ways of measuring performance include;
performing a 360-degree evaluation, conducting a performance
measurement and ensuring work quality (Houldsworth, &
Jirasinghe, 2006). However, the performance criteria for the
organization are not appropriate as it is attributed to the ability
of employees to meet deadlines.
References
Houldsworth, E. & Jirasinghe, D. (2006). Managing &
measuring employee performance. London Philadelphia: Kogan
Page.
Smallwood, C. & Wade, L. (2013). Job stress and the librarian :
coping strategies from the professionals. Jefferson, North
Carolina London: McFarland & Company, Inc., Publishers.
Running Head: IMPACT OF JOB SECURITY STRESS ON
PERFORMANCE
1
IMPACT OF JOB SECURITY STRESS ON PERFORMANCE
5
Job security stress on performance
Name
Institution
One of the worst issues affecting performance in the
organization is job security stress. The goal of the company is
to create a desirable environment for its workers while
maintaining high quality products for the clients. This goal has

18. two parts that need constant monitoring and sometimes leads to
a conflict of interests in management. Ensuring employee
comfort may sometimes require sacrifice on the production, and
focusing on production may sometimes mean sacrificing some
employee comfort. Job stress results from uncertainty of
whether or not one may be able to keep their job or not.
From the manager’s perspective, it is difficult to notice this
problem among employees directly. The effects may manifest in
the final production but pinpointing it to employee job security
stress is difficult (Abbas & Raja, 2015). This problem started
from the manager when forced to talk about some actions like
firing some of the employees who may not be performing well.
This created great discomfort among the employees and the
eventual effect is that it negatively impacted performance in the
organization.
The manager, employees and stakeholders have a hand in this
problem. Stakeholders piled pressure on the manager when there
seemed to be negative shifts in the production and profitability
of the company. The manager as the custodian of the interests
of the custodians needed to work on their concerns. The
manager had to work on these issues as part of the managerial
task. In the process of finding a solution, the manager
knowingly or unknowingly involved in some measures to solve
the problem that caused stress to employees. This led to new
lows in terms of performance in the organization. The
employees became more concentrated on what they could do to
keep their jobs, rather than working on better production and
this stress led to the employees making some choices in hope of
saving their jobs but in the process their performance greatly
reduced.
The problem has existed for well over a year now, a period in
which some of the former employees lost their jobs. The
requirements and expectations in this company are expressed
through meetings. These meetings are generally meant to allow
the manager communicate the expected changes in the

19. organization’s way of doing things or enhancements that need to
be made. The employees are only allowed to ask the questions
related to the manager’s talk and their suggestions mostly
declined.
The manager sets deadlines and these deadlines are to be met
with strict adherence. The employees are monitored and failure
to meet deadlines is recorded and forms a strong basis for the
sacking of the employees. The deadlines are not relative and
circumstances that prevail after the deadlines have been set are
not taken into consideration. The manager only demands
delivery on or before the deadlines.
Decision making factors are the main contributors to job stress
in the company. Some of the rigid decisions made by the
manager without consultation are solely to blame for the
problem. The recruitment of semi-skilled people in the recent
past has led to insufficient skill in the company and
subsequently stressing the more experienced ones.
The ethical implication of this is evident in the increased
number of accidents within the company. The job security
problem has led to every employee making errors they are not
expecting to make. This is a result of working within an
environment where one does not feel comfortable. This might be
because of the thought of the probability of being laid off.
These accidents range from faulty products and those that cause
bodily harm (Schwepker, Charles & Good, 2017), especially
when the employees are dealing with, tools and machines that
need much care and concentration, which is much difficult to
have in such working conditions.
To deal with this problem, the manager ought to make clear the
prevailing circumstances in the company clear to the employees
without necessarily causing tension or making the employees
feel like their jobs are threatened. A better way to look into the
problem should be devised, for example, meeting the employees
and trying to find out issues affecting them at work that would

20. be interfering with their performance. Such a meeting can be
organized to look friendly so as to allow people to air their
views openly, for example a company dinner or group lunch. At
such meetings, as the manager, every person should be assured
of their job, and plan on how to deal with the issues as a group.
In conclusion, it is clear that job stress is a great problem in the
company but it is avoidable. It requires all the parties to do
their best and solving the problems as a group will lead to better
and harmonic results, thus improving the general performance
of the company.
References
Abbas, M., & Raja, U. (2015). Impact of psychological capital
on innovative performance and job stress. Canadian Journal of
Administrative Sciences, 32(2), 128-138.
Schwepker Jr, C. H., & Good, M. C. (2017). Reducing
salesperson job stress and unethical intent: the influence of
leader-member exchange relationship, socialization and ethical
ambiguity. Industrial Marketting Management, 65, 205-218.
Running Head: Identify the Client
1
Identify the Client
2
Identify the Client
Name
Institution
Date
The Urafiki Community Center Elderly People Program
The Urafiki Community Center has several departments. The

21. focus will be the consultative work at the Elderly People
Program Department. This program brings together the elderly
people who are living in poverty and helps them with various
needs. It is part of the larger voluntary work that is undertaken
by the charity organization to improve the lives of many poor
people around. This department is responsible for the
distribution of food to the elderly people, helping in their social
and economic comfort. It helps 200 elderly people gain access
to other important services apart from food, such as clothing
and shelter.
The department is made up of a dedicated team that works every
day to see that new elderly people who may be vulnerable to the
weaknesses of age are well taken care of. It is headed by the
director of the Urafiki Community Center. The person in charge
of this department is the deputy director, elderly services in
accordance with the desire to make the place better (Bounce,
Franks & Paterson, 2016). There are a few other workers under
the deputy director who work tirelessly to ensure that they
guarantee the comfort of these elderly people, visiting them in
their homes in times of need and sometimes building shelters
for them. Some of the poor people are helped when they get into
situations that need intervention by stronger people either
financially or physically, such as legal matters, daily house
chores in their homes and responsible financial handling to
protect them against extortion (Yang, 2016).
I have worked as a volunteer in this department, engaging fully
in the activities that it carries out. I have been to their
visitations of the department to its members’ homes. The
experience of working with them has helped me understand how
good it feels to work under such a dedicated team and with such
humble and wise people. A cordial work relationship exists
between us and the voluntary duties I took to connect me in a
special way to this organization.

22. References
Bounce, M., Franks, S., & Paterson, C., (2016). Africa’s Media
Image in the 21st Century: from the “Heart of Darkness” to
Africa Rising”. Routledge
Yang, C., (2016). Unveiling the Role of Identity Accountability
in Charity Outcome Measurement Practices. In Auckland
Regional Accounting Conference. Auckland Regional
Accounting