This exam essay was to describe the organization where I under took my field practice training with primary focus on how the professionals in the organization collaborated as a team to work with each other, and to compare the differences between the organization and my study group in terms of strength, weakness structure and however, highlight the stage level of my study group according to Wheelan’s theory with focus on my role and participation.
I undertook my 5weeks field practice training at Rapatc in the summer this year. Pondering over the experience was momentous since it enabled me to gain important and Specialised skills in social work field practice, expressly were diverse theories and social work skills were utilized in the course of working for different clients devoid of unhealthy professional practices that include discrimination and oppression that a can increase the dignity and worth of clients(IFSW,2012). Rapatac is known to be non-profit organization since its inception in 2004 by Mr Moussa N’Diaye, the founder and chairman. The organization is situated at a safe and conducive location in Nordost for both young people and children at the heart of Gavle centrum with the focus render high-quality skills and trainings to increase good up bring in areas such as helping children with schools assignments, render quality teachings to children to always take responsibilities in all areas of endeavours and conduct activities in a way to accelerate leisure hours. Thus, because of its open-door policy, all children are accorded equal treatment regardless of nationality, age, and gender. The conducive atmosphere and facilities enable children to utilize undiscovered potentials for self-growth and development with the bide to maximize opportunities. Hence, the vision of the organization is inspired by the chairman (Mr Moussa N’Diaye), also known as the founder in collaboration with seasoned and dedicated professionals endowered with skills that work as the staff of the organization. Though I worked with a team of professionals pioneering Rapatac’s project called Sustainable Nordost outside the activity centre. My experience was both working with children and Sustainable Nordost project outside the centre. Sustainable Nordost was geared to maintain the high standard of cleanliness, living condition, security and infrastructure. Notwithstanding, the Practical experience was an eye-opener as an intern with little or no knowledge about organizational structures, effective management as a leader to achieve organizational goals and objective. However, I was under the strict supervision of the Founder and boss ( Mr Moussa N’Diaye) of Rapatac as an intern student. Observing children and activities as one of my first task in the centre in the first week of my internship opened my eyes to hierarchy and organization structure in Rapatac. Organizational structure is characterized by assigning responsibilities to employees, this is very vital because an erroneous organization structure will ruin and hinder set goals and objectives. The importance of structure in an organization is to maximize efficiency that can enhance quality relationship amid several functions that exist in the organization (Hughes ; Wearing,2007). Since the inception of Rapatac till date, Rapatac organizational structure consists of the Chairman (Leader and Boss), Stakeholders, Manager, Staff Facilitators, Volunteer staff and cleaner etc. According to Letchfield (2009), Strategic leaders are empowered with the overall vision and coordinate the activities of an organization. However, Mr Musa sees to the overall and smooth running of the organization according to hierarchy and structure, inspiring and motivating dedicated staff who works tirelessly as a team that reports to him through his manager at the activity centre. The hierarchy and structure have contributed enormously to the success and smooth running of Rapatac in a different way since formation. The significance of Rapatacs structure can be ascribed to factors such as clarity in authority, the delegation of duties, communication pattern, relationships, motivation of creativity, Centre of decision making for the organization, encourage development and growth, and the use of technological advancement(ibid). Hughes ; Wearing (2007) opined that managers are equipped with a high standard of organizational skills, they ensure that an organization is working according to specified organizational goals. The manager reports the day to day activities at the centre to the overall boss while staff facilitators, volunteers, cleaners report directly to the manager. Thus, the manager in Rapatac is saddled with the responsibility to delegate and assign work to staff, monitor and supervise them to ensure that staff are working in line with the interest of the specified organizational goals, in return, the staff work collaborate with the manager, report issues associated with job specification for help and support. Nevertheless, this structure immensely has contributed to the high standard of professionalism in the day to day duties among staff when dealing with clients (Children, Parents, Stakeholders etc), improved creativity and innovations (ibid). However, with deep holistic perception, it is apparent that Rapatac operates a simple organizational structure that has improved efficiency, productivity and professionalism among staff because the chain of command comes from the Top (Founder and Boss) making it easy to exercise measures of control as the person who conceptualizes the vision of the organization. Likewise, communication between manager and staff is cordial, staff can easily report issues and call for help when necessary to the manager and however has promoted team spirit in the organization and participation, accelerated decision process that would have been too bureaucratic. Thus, it will help staff to carry out their duties effectively as a team with the aim to improve productivity in line with stipulated goals since constructive feedback is given serious attention (REFERENCE CHAPTER 7). In contrast, since few people are involved in the decision process as a small organization as a typical characteristic of a conventional authority style of much organizational structure, wrong decision can be taken since staff at lower level are not allowed to participate in the decision process of the organization obviously causing failure and hindrance to the growth and development of the organization (REFERENCE CHAPTER 2).
(REFERENCE CHAPTER 2) postulated in the cause of defining a team as a kind of organizational group consists of members working independently to accomplish a task in line with a common goal. All team members work collectively to achieve a set goal. The team can be in different geographical location, but communication can be in any form of technological means. Thus, all members of the group have the avenue to express personal feelings, beliefs, ideas thoughts, participate in interactions with the aim to make experiences known to members of the group. Members of the group feel a sense of belonging and joint independence, work in harmony to solve complex issues that might occur, accomplish task easily since the team consist of people with diverse competencies. (REFERENCE CHAPTER 2) went on to argue that since the team members worked collaboratively in harmony to accomplish as a common goal, it will entail clarity of power, strategic planning, accountability and definition of roles. However, it will lead to a desirable outcome such as good problem solving, better productivity, effective communication, creativity\innovation and easy decision making. Contrast to this argument, a group also experience stages of the period of crises, trust disengagement, conflicts and structuring. These characteristics associated with group development is like human development. Further opined that group work was a collection of people working together for a common gain and thereafter theories were formulated to give the deep understanding about dynamics relating to group formation and structure with clearer knowledge regarding human behaviour. However, to get an in-depth knowledge of group or team (Chapter 2) group model formation, consist of the following stages: Inclusion and dependency, Fight and counter-dependency, structure\ Trust and work etc. According to (Chapter 2) members at the first stage depend solely on the group leader for the feeling of self-belonging and compliance to envisioned plans. The second stage is characterised with conflict, members are likely to free from the leader and fight each other about operational procedures and set goals. If in the event the conflict or fight is not resolved amicably, it will cause an impediment in the group’s growth and success. Nevertheless, a group that survived the conflict stage will develop trust on fellow members at stage three, the