Leadership and Management in Community Services

The management of organisational activities requires effective leadership approach from senior officials. This assessment has undertaken Sacred Heart Mission which provides community services to people residing in Australia. It has also commented on the human relation theory needed to be engaged into not for profit organisations.
Question 1
Discussing the similarities and differences between taylorism and human relation theory
The implementation of taylorism theory and human relation is particularly focused to increase the productive workforce of the company. One of the most relevant similarities between these two theories is that motivation of labour force involved with the organisation is being effectively handled. It has been highlighted by Witzel and Warner (2015) that taylorism theory is engaged toward the increase of higher labour performance. Similar to taylorism theory, monitoring of employee behaviour and low amount of scolding is also being practiced in human relation theory.
It is also known as scientific management theory as it incorporates logical approach for motivating the workers in an organisation such as rewards and recognition. The highlighted opinion by O’Neill (2017) has stated that the primary intention of taylorism theory is to enhance business operation along with maximum benefit to employees. On the other hand, human relation theory focuses more on developing a positive attitude with workers to influence their work approach.
The primary impact that taylorism has over not for profit organisation is that they can be able to motivate employees to provide services to needy people. According to Uddin and Hossain (2015) employees requires rewards and recognition facility to feel motivated. The motivation can be acquired from both taylorism and human relation theory. Another major possibility for employees of not for profit organisation is that they can be able to acquire proper understanding of consumer services that are incorporated within the organisation. Since human relation theory is capable of assessing the complicated behaviour of employees, it can help employees to provide services that are genuinely required by unfortunate people. The applicability of taylorism theory is geared towards the increase of individual productivity of employees. On the other hand, Collings et al. (2018) has stated that human relation theory is necessary to encourage employees to participation. Since not for profit organisation handles social cause, human relation and taylorism theory can help employees to engage in social with necessary productivity. However, Bratton and Gold (2017) has stated taylorism theory is responsible for breaking the work practice into subunits or menial work approach. This practice can be useful for employees of not-for profit organisation to meet the requirements of social cause.
Question 2
A. Selection criteria for Project Officer
i) The candidate needs to have proper command over interpersonal communication. Smith (2017) has stated that interpersonal communication is required for senior officials to deal with employees and consumers. It can help the project officer to communicate with volunteers of SHM (Sacred Heart Mission)
ii) The interested candidate should possess time management skills that can be useful for interacting with corporate partners of SHM
iii) The candidate should be acquainted with analytical skills to examine the project initiative without subjugating under pressure. Smith (2016) has characterised the importance of analytical skills which is relevant for individuals to examine the issues of project. This approach can be relevant for project officer to also identify issues of employees
iv) The interested individual for project officer should have sound knowledge about project planning. Kastner et al. (2017) highlighted that project planning is necessary for improving the ability to increase project efficiency. It can allow SHM to make sure all projects are completed in an appropriate time.
v) Involvement project officer requires adaptability skills. Conforto and Amaral (2016) has stated that value of adaptability that can help in scheduling activities as per organisational change.
vi) Basic technical skills and knowledge of Microsoft office is necessary for project officer. According to De los Ríos-Carmenado et al. (2015) technical knowledge is relevant for increasing the efficiency of project
B. Cover letter
Funding body,
Sacred Heart Mission
Sub- Employment of project officer
I should consider myself grateful if you manage to go through my application for vacant position as project officer. I have been working in ABC organisation as project coordinator for last 3 years and seeking a change in organisational role. The outreach services of Sacred Heart Mission and noble initiative has always fascinated me to work similar approach. I have attached my resume with this cover letter and seek your attention for employment as project officer in SHM. Thank you

Question 3
The statement can be regarded as credible evidence against the mindset of organisational system that work with profit based approach. As per Rose et al. (2017) a not for profit organisation require to form positive relation to reduce internal conflicts. It cannot be denied that conflicts between volunteers are capable of reducing the impact of services that are meant for less fortunate population. Rahim (2017) has stated that community based services need to improve work collaboration to meet the requirements of individuals. This statement is relevant with respect to not-for profit organisation as they are required to build proper understanding of issue to address community services. According to Iwu et al. (2015) it is relevant for organisational settings requires the implementation of values to reduce conflicts. The practical understanding of values is necessary for organisation like Sacred Heart Mission to meet the final goal of community service. Aboobaker and Edward (2017) have stated that internal conflict does not result in collaboration approach. In not-for profit organisation, collaboration issue cannot allow them to meet project initiatives geared for community service. However, Zartman (2019) has stated that conflicts in organisation are not capable of reducing business intricacies. It is relevant for not-profit organisation to motivate employees for improving collaboration and communication among themselves.
It can be concluded that not for profit organisation to increase the effectiveness of employees engaged with community services. The project officer needs to have collaboration skills and interpersonal approach that can allow them to meet the project deadlines. It is relevant for staff members to follow a specific direction which can help in removing the intricacies of business issues. Internal conflicts can be resolved by implication of rewards and thereafter taylorism theory is necessary for motivating the employees.

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Bratton, J. and Gold, J., (2017). Human resource management: theory and practice. Palgrave: London
Collings, D.G., Wood, G.T. and Szamosi, L.T., (2018). Human resource management: A critical approach. In Human Resource Management (pp. 1-23).
Conforto, E.C. and Amaral, D.C., (2016). Agile project management and stage-gate model—A hybrid framework for technology-based companies. Journal of Engineering and Technology Management, 40, pp.1-14.
De los Ríos-Carmenado, I.G.N.A.C.I.O., Lopez, F.R. and Garcia, C.P., (2015). Promoting professional project management skills in engineering higher education: Project-based learning (PBL) strategy. International journal of engineering education, 31(1), pp.184-198.
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Kastner, J., Milford, C., Akatukwasa, C., Kembabazi, A. and Smit, J., (2017). Implementing a Global Health Qualitative Research Study: Experiences of a Project Coordinator in Uganda. EA Health Research Journal, 1(2), pp.113-122.
O’Neill, C., (2017). Taylorism, the European science of work, and the quantified self at work. Science, Technology, & Human Values, 42(4), pp.600-621.
Rahim, M.A., (2017). Managing conflict in organizations. Routledge: Abingdon
Rose, S.L., Highland, J., Karafa, M.T. and Joffe, S., (2017). Patient advocacy organizations, industry funding, and conflicts of interest. JAMA Internal Medicine, 177(3), pp.344-350.
Smith, M., (2016). (2017) Project Officer recruitment. Education, 97(5), p.27.
Smith, M., (2017). Expressions of Interest to join us as a Project Officer. Education, 98(6), pp.21-21.
Uddin, N. and Hossain, F., (2015). Evolution of modern management through Taylorism: An adjustment of scientific management comprising behavioral science. Procedia Computer Science, 62, pp.578-584.
Witzel, M. and Warner, M., (2015). Taylorism revisited: Culture, management theory and paradigm-shift. Journal of General Management, 40(3), pp.55-70.
Zartman, I.W., (2019). Dynamics and Constraints in Negotiating Internal Conflicts. In I William Zartman: A Pioneer in Conflict Management and Area Studies (pp. 161-172).

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