PUBLIC ADMINISTRATION

Public administration

Introduction

Non-profit organizations are established with the primary objective of offering service to the public for a mutual benefit instead of accumulating the profits for the owners of the organization (Stephan, 2011). The effectiveness of a non-profit organization is determined by the capability and the capacity of the organization to achieve its goals and objectives. The concept of organizational effectiveness is a core requirement especially for the case of non-profit teams due to the fact that the individuals who donate their funds for such teams have a keen interest in ascertaining whether the non-profit team is effective in achieving its established goals and objectives. Richard et al (2009) is the opinion that the concept of team/organizational effectiveness serves to reflect the internal organizational performance, which is closely related to efficient internal operations. In addition, the competency in terms of communication and ethics can be used as criteria for ascertaining the effectiveness of a non-profit team since it makes significant contributions towards the achievement of the organizational goals and objective. Ethics forms the basis of organizational effectiveness; which is a core requirement for non-profit organizations due to the fact that they are supposed to uphold the integrity and honesty in their organizational operations. Basing on this view, one of the most effective non-profit organizations is the W.K. Kellogg Foundation- www.wkkf.org/ (W.K. Kellogg Foundation, 2011).

Overview of the W.K Kellogg Foundation

The W.K. Kellogg Foundation was established during 1930 by the Will Keith Kellogg of breakfast cereal under the Kellogg Company. The vision of the W.K. Kellogg Foundation states that it envisions a nation that aims at marshalling its resources towards assuring that every child has a future that us equitable and promising, which will ensure the establishment of a nation that has all the children thriving. The mission of the W.K. Kellogg Foundation is to support the children families and communities in their objectives of strengthening and creating conditions that helps children who are vulnerable to success as individuals who can in turn be significant contributors to the community and the larger society. The mission and vision of W.K Kellogg Foundation draws upon its values, which includes believing in helping individuals to help themselves through the feasible use of knowledge and resources in order to enhance their quality of life and that of coming generations; believing that all individuals have the innate capacity and capability to embrace change in their individual lives, their communities and organizations, as such, the foundation respects the values and collective interests of individuals, their strengths and cultures (W.K. Kellogg Foundation, 2011). In addition, the team believes that innovation of though and action results to positive change among the formal and informal organizational set ups. The foundation also places significant value on the integrity associated with purpose and actions and holds the belief that it is vital to the affairs of every individual. The W.K. Kellogg Foundation was initially established with the primary purpose of administering the funds that are to be used to promote welfare, health and education of children and youth. As a guiding principle of the team, the original founder stated that the team can use the funds in any manner provided that it is spent in a way that it serves to promote health, happiness and the overall well-being of the children.

The W.K. Kellogg Foundation mainly receives its funding from the W.K Kellogg Foundation Trust that was established by Mr. Kellogg. Apart from its diversified portfolio, the trust has been allocated a substantial equity within the Kellogg Company. Despite the fact that the W.K. Kellogg Foundation and Kellogg Company have has a long stable relationship, the foundation team uses its own board of trustees that operate independently. The income for the foundation is accrued mainly from the investments initiated under the trust. Over time, the programs undertaken by the foundation have been subject to change, while ensuring that they are ground-breaking and quick to respond to the changing requirements by the society. At present, the W.K Kellogg Foundation is ranked among one of the largest private foundations in the globe that has been involved in awarding grants in the US, Caribbean, Latin America and Southern Africa (W.K. Kellogg Foundation, 2011).

The Grant-makers for effective organizations is of the opinion that the effectiveness of the non-profit organizations is their ability and capacity of the team to accomplish its mission using an integrated approach that entails effective management, strong governance and constant commitment towards the achievement of results. Just like any other organization, non-profit organizations are characterized by being dynamic due to the fact that their organizational capacity is constantly evolving and multifaceted. In the light of this view, the mission, vision and strategy of the W.K Kellogg Foundation are the core driving forces that play an integral role in the establishment of its purpose and direction. The main reasons for its existence draw upon program delivery and optimal impact. This implies that strategic relationships, effective resource development and efficient execution of internal operations and management are core mechanisms that guarantee the effectiveness of the W.K. Kellogg Foundation. All these have played an integral role in ensuring its health and performance. An attribute that contributes towards the organizational effectiveness of the W.K. Kellogg Foundation is its persistent strives towards the improvement of its performance, which is embodied under its values. Since there are no financial bottom lines that can be used for performance appraisal of non-profit organizations, effective capacity building is the only option that can be used in assessing the performance of an organization. The multifaceted nature of its organizational strategies is evident due to the fact that W.K Kellogg focuses on education and health of children, security of families, advocating for racial equity and civic engagement. The foundation also engages in partnership with other likeminded organizations in order to accomplish its mission and vision, which further contributes towards its organizational effectiveness (W.K. Kellogg Foundation, 2011).

It is arguably evident that W.K. Kellogg Foundation is effective by all the standards that can be used to measure the effectiveness of non-profit organizations. The proxy measures are mostly used in determining its effectiveness. This draws upon the number of people that the team serves, and the types and the sizes of the population segments that the team serves, and the foundation supplies in order to meet the demands of the population segments. For instance, as a guiding principle, the foundation team allocates approximately 80 percent of its annual funding to the United States, the foundation uses half of the domestic grants to the states of New Mexico, Mississippi and Michigan, which are considered as priority states that have the greatest need whereby the local knowledge can be used in the achievement of the greatest impacts. The remaining funds are usually allocated on a national basis that are distributed among the urban, suburban and the rural communities. This is an effective strategy that the team uses to achieve its goals and objectives. The values and organizational ethics are also used for measuring the effectiveness of the W.K Kellogg Foundation; this is due to the fact that the team’s expenditures are aligned towards ensuring the wellbeing of the child and safeguarding their interests. The organizational values serve as the guiding principles through which the team undertakes their strategies. Its effectiveness can also be ascertained due to the fact that the foundation ranks seventh as the largest philanthropic foundation in the United States. During 2005, the W.K Kellogg Foundation had assets totaling to USD 7.3 billion. The foundation has engaged in numerous projects since its establishment through its involvement in programs associated with early childhood and education. Examples include the Birth to Five Policy Alliance and Cal Poly Pomona in California, which have been successful in the course of their implementation.

Effective funds appropriation and spending are some of the core attributes that enhances the organizational effectiveness of the W.K Kellogg Foundation. Funds are appropriated in accordance with the needs and not availability. In addition, they must be spent in a manner that facilitates the achievement of the team’s goals and objective. This is a core requirement that ensures the continued existence and success of the team since its establishment during 1930.

The society usually depends on the non-profit organizations for offering critical services, advocating for public policy and stimulating innovation; as such, the leaders in the non-profit segment usually share universal concerns that are aligned towards making effective use of the limited resources during the period of increasing need; increasing accountability for the organization to its donors and regulators and staying on course in order to ensure that the goals and objectives are achieved in the ever increasing dynamic world. Basing on this view, the W.K. Kellogg Foundation is relying on its organizational effectiveness to address such like concerns. The basic argument is that enhancing organizational capacity building plays an integral role in leveraging the impacts of the philanthropic resources at their disposal. The W.K Kellogg Foundation is embarking on efforts aimed at strengthening its organizational management and governance through the use of leadership development, evaluation strategies, effective program design and strategic planning and management. This has helped the W.K Kellogg Foundation realized relatively greater impacts from their programs.

Reasons for the effectiveness of the W.K. Kellogg Foundation

Organizational effectiveness can be used to mean the degree to which the non-profit team has achieved its established goals and objectives and its corresponding performance during the process of striving to achieve the goals. Ascertaining the organizational effectiveness for non-profit organizations usually draws upon the size, the scope of operations and the diversity of its services. There is minimal research and consensus regarding the practices that are required to achieve effectiveness at the organizational level. Researchers are of the opinion that the goals and mission for the non-profit organizations are usually different from the goals and objective of profit-oriented organizations. There are a number of theories that can be deployed in order to ascertain the organizational effectiveness. The goals approach is the simplest platform for measuring the effectiveness of an organization and is based on the view that all organizations have established goals and objectives, which can be used as criteria for determining the effectiveness of organizations. The limitation of this approach is that goals usually lack specificity and prioritization. Basing on the goals approach, it is arguably evident that the W.K Kellogg foundation has been successful in the achievement of its established goals and objectives. Since its establishment, the W.K Kellogg Foundation has been constantly involved in programs and issuance of grants to facilitate early childhood and education, which are in line with its goals of ensuring that each child has an opportunity to make his/her future better.

Another criteria that can be used to ascertain the effectiveness of a non-profit organization is through the use of System Resource Approach, which argues that the effectiveness of an organization is based on its ability to exploit its environment to its advantage so that it can result to the organization gaining access to resources that can be used in the accomplishment of its goals and objectives. For the case of profit-oriented organizations, financial appraisals and performances are used in ascertaining their effectiveness. For the case of non-profit organizations, financial performance is of more significance for the case of the top management. With regard to these criteria for organizational performance, the W.K Kellogg Foundation makes use of its equity in the Kellogg Company as a main source of its funding. In addition, its independent board of trustees makes significant contributions towards its decision-making and course of internal operations adopted by the organization.

Another method that can be used to assess the organizational effectiveness of the W.K Kellogg Foundation is the use of Multiple Constituency Approach, which is also similar to the reputational approach. This method is a modification of the goals approach that takes into consideration the diverse stakeholders that are found within the non-profit organization. Examples of stakeholders for the non-profit organization can include the employees, grantees the sponsor, its board of directors and the accreditation authorities. Under this approach, each of the stakeholders within the non-profit organization makes use of different criteria to assess the effectiveness of the organization. The outcome of this approach is that the measure used for ascertaining the effectiveness of the organization is multi-tiered and relatively complex. Deploying this approach to ascertain the effectiveness of W.K Kellogg Foundation requires an analysis of the performance evaluation from all the involved stakeholders. This implies that there is need to assess the effectiveness of its organizational structure, the team characteristics and activities and its role structures, norms, cohesiveness and conflict management. Using this framework, it requires an analysis of the relationship that exists between the vision of W.K Kellogg Foundation and its scope of impact and the performance expectations. An effective organization creates a largest amount of change within the society whilst ensuring that its internal operations are effective enough to facilitate the achievement of the greatest impacts of its program on the society. Organizational effectiveness can also be ascertained after an analysis of the relationship that exists between the strategy and the ownership and responsibility and its markets. Ownership and responsibility denotes the entity that the nonprofit organization is responsible to while the markets denote the people that the organization has an impact on. The strategy usually denotes the decisions that are undertaken after an assessment of the available alternatives. In addition, the relationship that exists between the means that are used for acquiring money, how the revenue drives the organizations and the incentives that motivate the employees are vital in assessing the effectiveness of a non-profit organization. Applying this framework in the context of the W.K. Kellogg Foundation, the generation of the funds is considered as the means while the attainment of the social change is viewed as the result.

The effectiveness of the W.K Kellogg also draws on the aspect of decentralized management, which is viewed as an instance of collaborative management that is deployed within the organization to facilitate the management of day-to-day operations, change management, management of crisis and innovation. Decentralized management is facilitated by the fact that the different functional units of the organization exercise autonomy during decision-making, provided that that they meet the criteria that are needed to facilitates the achievement of the goals and objectives of the larger organization. The involvement of staff in change management and innovation makes significant contribution towards the effectiveness of the W.K Kellogg Foundation. The effectiveness of the management structure of the foundation is enhanced by the aspect of formalization, which is viewed as the formal rules that have been documented and are used as a critical part of the evaluation process and guidelines for decision making. The worker autonomy is also an important organizational attribute that can be used to ascertain the effectiveness of W.K Kellogg Foundation. Worker autonomy is characterized by the freedom that has been allocated to the board of directors and the supervisors when overseeing the execution of their programs and monitoring the use of the organizational resources. Worker autonomy is reinforced by the fact that the board of trustees and directors of the foundation are independent. This is usually helpful in the organization due to the fact that the employees are constantly seeking personal development and are involved in risk-taking opportunities. Another organizational attribute that can be used in ascertaining the effectiveness of the W.K Kellogg Foundation is coordination, which is viewed as the degree of teamwork that is needed to ensure effective planning and implementation of the strategic plans. Within the W.K Kellogg Foundations, the relationship between the employees is characterized by team coordination, whereby the board of directors and the staff participate collaboratively and operate as a team in order to enhance its organizational effectiveness. Another attribute of the W.K Kellogg Foundation that can be used to ascertain its effectiveness is organizational control, which refers to the degree to which power supersedes the program implementation, planning and monitoring of resource utilization. The nature of organizational control within the foundation is characterized as ‘loose’ control characterized by high levels of employee performance and professionalism. This has enhanced the effectiveness of the organization in speedy adaptation to the changing and diverse demands imposed by the population that the organization impacts. Empowerment is also an important attribute of the W.K Kellogg Foundation that increases its effectiveness. Empowerment within the organizational context entails distributing authority and power to the various interest groups; this is of significance in the foundation due to the fact that it comprise of a highly professional staff. It is important to take into consideration the fact that the board of directors has the responsibility of evaluating the effectiveness of the non-profit organization. The Board of Directors and the management have consented on critical indicators to be used in assessing its effectiveness. The indicators are based on the organizational mission, vision, values and the strategic priorities, whilst ensuring that they take into account the needs of the larger community, other comparable organizations environment that the organization operates.

Using a comparative approach to determine the organizational effectiveness of W.K Kellogg, its performance has been incremental since its establishment and that it ranks among the most top performing philanthropic foundations in the world in terms of its asset base, impacts of its programs and the scope of its operations. The governing board for the foundation also makes significant contribution towards its effectiveness. The basic argument is that there is a positive relationship between the effectiveness of the board and the entire organizational effectiveness. This is due to the fact that W.K Kellogg foundation makes use of correct management practices in terms of the contributions associated with the strategic planning processes. Best management practices and strategic planning processes enhance the responsiveness of the organization, which in turn makes significant contributions towards increasing the effectiveness of the organization. The extremely responsive nature of the W.K Kellogg Foundation can be used as an effective indicator of its organizational effectiveness. Network effectiveness is also an important organizational attribute that can be deployed to conclude that the W.K Kellogg Foundation is effective. This is due to the fact that non-profit organizations usually function as an integral element of the networks of service delivery. This is evident in the diversification of the activities of the foundation and the geographical distribution of its service delivery to its target populations.

Lessons for a manager learn from the characteristics and activities of the foundation and how they might contribute to this team’s success if adopted in a business setting

The significance of effective management practises is one of the lessons that managers can apply in the business context. Effective management is primarily concerned with ensuring that the execution of business operations of an organisation is in an efficient manner, using minimal resources in order to facilitate the realisation of business requirement. Typically, it is an example of a management strategy that aims at the conversion of the business resources into profitable outputs with the aim of customer satisfaction. The effective operations manager plays an integral role in ensuring the success of the organization. This poses the need for operations manager to have quality leadership attributes that are needed for effective functioning of the organization and profitability.

Motivation is a significant requirement for effective leadership within the current organization. This is because motivation is required for organizational tasks to be executed effectively. Motivation is also a key requirement for ensuring that people within the organization are empowered, this is especially effective for organizational members who have already accepted their responsibilities in the achievement of both individual and organizational goals and objectives. In the modern organizational context, most members of a team usually want to exercise their influence during the processes associated with decision making processes that are related with their fields of technical knowhow. Organizational managers and leaders can therefore achieve this through ensuring that they establish a working environment that is open and characterised by intense information sharing and communication among the members of the organization. Managers must use the participative leadership style, which is based on the transformational theory, whereby the core concept of leadership focuses on change and a visionary leadership with the goal of enhancing both individual and organizational performance. Democratic leadership usually entails a participative approach to leadership whereby the followers are also given a chance to develop their leadership skills through the use shared leadership and participative decision making. The staff are also involved in the problem solving process, and in the process, they become effective leaders of their own. Democratic leadership is effective in cases whereby there is need for follower motivation and the need for each to develop one’s leadership abilities. Effective leaders and managers therefore have the obligation of ensuring that the staffs participate in the critical decision making processes; this helps to increase their commitment towards the success of the organization because they feel that they are part of the organizational success. Such a management approach needs prioritizing the organizational goals and objectives and not letting personal interests and goals come in between the execution of the organizational tasks. Furthermore, it is important for the manager to take into account the significance of setting up a strong cohesive team through the creation of positive relationships among the members of a team. This can be achieved through the use of leadership skills that take into consideration the various needs of the members of an organization.

The aspect of flexibility and confidence are also a core requirement for effective management in the present organizational context. This is vital in the development of effective solutions to the dynamic challenges that most present organizations are facing. Flexibility refers to the capacity of the management to function effectively irrespective of the diverse global cultures and geographical locations. Flexibility also involves the organizational capacity to effectively manage change and the increasing uncertainties of the present business context. With regard to the aspect of cultural flexibility, the effective management must have the capacity and capability to extend beyond the cultural boundaries and develop leadership and management strategies that are required for ensuring that the organization is successful at the global platform. The organizational management must take into consideration the view that there is no one leadership strategy that suits all the different cultural contexts; as such, the management should be able to adjust their strategies in a manner that it effectively meets the demands posed by a given segment of the market.

Another lesson that managers can learn from the leadership and management of the foundation is that the effective decision making is a core requirement for the success of the organization. The rational approach of making decisions is a vital tool for managers and leaders in the business context. The rational decision making methodology entails the use of sequential criteria and procedures in order to achieve established set of goals and objectives. Under this method, the recognition of the problem, the criteria to be used in decision making, allocating the weights to the criteria and the selection of optimal alternatives that can used in maximizing utility. It is essential for the managers to engage in tasks that can optimally transform the output of the organization with regard to both capital and human resources, which are needed to guarantee profitability and organizational effectiveness of the organization. Effective communication is also a significant leadership trait that managers must have in order to be effective when undertaking their responsibilities. An effective operations manager integrates technical skills with improved interpersonal relationships in order to maintain a competent and satisfying staff that is capable of achieving the organizations goals and objectives. It is important for the manager to know how to deploy communication methods with diverse people at all organizational levels. Measuring performance of the team members is also an important leadership characteristic that operations managers must have. Managers are supposed to set goals for their staff and deploy a leadership style that helps the staff to achieve their goals.

Generally, managers require effective leadership skills in order to manage processes and procedures efficiently. Therefore, they must have the capability to empower and motivate their staff, have effective communication and decision-making skills and possess flexibility and confidence. Leadership is important in the success of any organization; this implies that appropriate leadership framework should be established in order to facilitate the realization of the organization’s goals and mission. In the context of present organizations, a transformational approach to leadership is more appropriate in ensuring that the organizational members work with a common purpose of achieving the organizational goals and objectives. The development of organizational culture should base on the need to align the organizational activities with the goals and objectives of the organization. Constantly reminding of the organizational staffs the importance of successful organization is a vital step in maintaining organizational culture, this is due to the fact that it creates a feeling that the success of the staff are also part of the success, and that the success of the organization is also their success. Therefore, it is the moral responsibility a manager to demonstrate high integrity and upholding of the organizational values and ethical standards and empowerment of the staff towards the realization of the mission and vision for the organization.

Another lesson that can be derived from the effectiveness of the W.K Kellogg Foundation is the role that organizational ethics plays in steering success for the organization. Ethics is an important component of the organizational cultural that plays a vital role in the realization of the mission and vision for the organization. Basically, organizational ethics refers to the ethical standards, principles and values that are used for the governing of the conduct of the members of a particular organization and the outcomes of the decisions undertaken by the organization (Richard et al, 2009). In addition, organizational ethics normally outlines the manner in which an organization responds to the inside and outside stimuli in an ethical manner. The fundamental elements that constitute an ethical organization include written code of organizational ethics and standards; training of the organizational members regarding the outlined ethics and standards; offering appropriate advice during ethical situations; and the availability of reporting systems that are confidential. It is usually the responsibility of organizational leaders to establish an ethical organization; this is because the restoration of an ethical climate within the organization is a core requirement in the solution of most of the issues that affect the organizational development and organizational behavior (Richard et al, 2009). The mission, vision and the values statement of an organization are established with the primary objective of fostering a morally acceptable organizational behavior, which is a core obligation of the organization’s top management team, staff at all levels of the organization and any volunteer who may wish to be involved in the organization’s operations. As such, organizational members have the obligation of adhering to the code of ethics and standards during the undertaking of any organizational activity. Closely related to the aspect of organizational ethics is the concept of organizational culture, which can be defined as the values and norms that organizational members share and plays an integral role in influencing both internal and external interactions. The most effective organizational culture typology should consent to an organizational culture is inherent to four core element; which are mission, adaptability, involvement and consistency. Mission entails outlining the strategic direction and the goals and objective; adaptability entails change implementation; involvement entails organizational empowerment; while consistency entails the core organizational values. It is arguably evident that the four elements of the organizational culture will foster organizational performance (Richard et al, 2009). Measuring organizational performance regarding with respect to maintaining an ethical standards is vital for any organization. Some of the frameworks that can be used to evaluate ethical organizational performance include employee adaptability to the code of ethics, client comments regarding service delivery, commitment of the top management in ensuring adherence to the ethical standards and employee commitment towards the realization of organizational performance. Adaptability can be evaluated by use of instances of code violations and employee perception of the established code of ethics and standards for the organization. Client comments serve as a direct effect of analyzing ethical performance for the organization; positive comments imply good ethical performance and vice versa. Top management commitment and employee commitment towards ethical performance is important in fostering high levels of ethical standards within the organization. Ethical standards are an important element of any organization; it is therefore the responsibility of the top management and lower level staff member to demonstrate high levels of ethical commitments in order to streamline the organizational culture to its mission, goals and objectives (Richard et al, 2009).

Organizational change and innovation is also a significant lesson that managers can learn from the characteristics and activities of the W.K Kellogg Foundation. Organizational change cannot be avoided; it is one the significant critical success factors that an organization has to incorporate in its policies. Organizational change aims at motivating the employees to accept the changes which have to be implemented in the present business context. Organizational change can include various concepts such as: operational changes, which principally entails a change in the manner through which the business executes its business processes; Technological changes, changes in the organizational culture and strategic changes. In order to foster change in an organization, a critical analysis of the present business situation is required, so as to provide a framework for the justification of the implementation of change. Organizational culture and behavior play an important role in fostering change. This therefore implies that whatever causes the implementation of the change, organizational culture and behavior should be incorporated to the change strategy. Effective organizational change should incorporate concepts such as: leadership is a key requirement for sustaining change in an organization; having a clearly stated vision and a plan of approach; availability of viable alternatives; evaluation of appropriate technology and fostering organizational culture change. The extent to which these concepts are applied depends on the scope and limitations of the change to be implemented and the level of complexity of the organization (Richard et al, 2009).

The significance of strategic planning process and management is also another lesson that a manager can learn from the activities and characteristics of W.K Kellogg Foundation. Strategic management involves the transformation of organizational resources into elements that can enhance the performance of the organization, mostly in their external business environments. Some of the effective approaches to strategic management include the specification of the organizational vision and mission, development of well-planned policies and effective allocation of resources in order to facilitate the realization of the stipulated goals and objectives of the organization. Organizations are in dire need of strategic planning primarily because of the unpredictable trend of the global organizational operations. Strategy formation typically entails option generation, which involves the establishment possible plan of approaches. Strategic formation is a sequential process, which begins by conducting a situation analysis for the organization, an evaluation of the status for the business enterprise and carrying out analysis of the competitors in the market place, which encompasses an analysis of both external and internal entities that affect the business enterprise. Having carried an analysis, objectives are set in accordance with the long term and short term business requirements. Vision statements are also drafted, financial goals and strategic business objectives are set up. It is important that the proposed objectives put into consideration the results of situational analysis, as a result, facilitate the establishment of strategic plan. The strategic plan should outline the process of the realization of the proposed objectives. Strategic evaluation on the other hand investigates the effectiveness of the strategic plan. Strategy evaluation also entails the use of criteria such as suitability, feasibility and the acceptability of the plan. Strategic implementation of the plan entails the putting of the proposed strategic plan into action. Strategic planning depends on strategic evaluation, after the choice of effective plan of approach that clearly outlines the goals and objectives of the contemporary strategic management. Some of the activities undertaken during strategic implementation include change management, evaluation of the limitations of the plan of approach and eventually analyzing the benefits or drawbacks realized after implementation. It is also important to analyze economic factors such as returns on investments, the effects that the plan has on overall productivity of the organization. 

References

Richard et al (2009). Measuring Organizational Performance: Towards Methodological Best         Practice. Journal of Management , 123.

Stephan, T. (2011). Kellogg’s Bet on ‘Racial Healing’ . Retrieved December 15, 2011, from           WSJ.com:            http://online.wsj.com/article/SB10001424052748703315404575250643359879372.html

W.K. Kellogg Foundation. (2011). W.K. Kellogg Foundation. Retrieved December 15, 2011,        from http://www.wkkf.org/

 

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