Planning And Control Systems Processes And Strategies Business Essay Example

team consisting of three key individuals and three directors who oversee volunteers in different locations. The Executive Director and Managing Director are responsible for overall direction and operational matters.

Environmental factors

The economy and education were identified as the main external factors influencing the organization.

The main internal factors that affect an administration include staffing and the skills and knowledge they can bring.

Planning and control systems, procedures, and strategies

Fiscal planning can be challenging for non-profit organizations like SAFE due to the unpredictability of funds from government grants and public contributions. Additionally, there may be unexpected expenses that are difficult to account for.

Team structures and dynamics

Managers have the responsibility of making critical decisions regarding the administration's direction. However, input from all staff members is considered in determining a specific path.

Leadership

Lack of recognition and rewards for staff members showing leadership qualities is a challenge in the organization. The organization's size limits staff members' chances for advancement, but they are provided with training and opportunities to improve their skills.

Discussion

Type and Size of Organisation

Findings

SAFE, a highly respected animal advocacy organization in New Zealand, has actively participated in animal protection for over 70 years. Their efforts have made a significant impact on the lives of both animals and people.

The Auckland Branch of the British Union for the Abolition of Vivisection was established in 1932, with a focus on advocating for animal rights. In 1978, Save Animals from Experiments (SAFE) was created to further expand efforts against different forms of animal mistreatment. Throughout its history, SAFE has successfully utilized public awareness campaigns and political lobbying to challenge the unethical use of animals in unnecessary experiments.

In 1987, SAFE

(formerly Experiments to Exploitation) expanded its focus to tackle animal abuse in various industries. With the help of dedicated individuals, SAFE has accomplished notable milestones. Presently, the organization has a team of 12 skilled and committed staff members who diligently ensure smooth operations. Moreover, SAFE relies on a nationwide network of compassionate New Zealanders who volunteer and play a crucial role in their outreach program.

Over the years, SAFE has received support from governments, businesses, companies, celebrities, and individuals who all have a shared objective of aiding animals in New Zealand.

Evaluation

In my opinion, SAFE is an influential proponent of animal rights and effectively translates this ideology into practical measures through well-coordinated, professional, educational, and friendly endeavors. Their dedication to promoting respect and equitable treatment for all animals has notably improved the welfare of pigs in New Zealand.

I think the increased awareness of battery hens among the general public is largely thanks to SAFE's efforts. SAFE prioritizes the needs of animals over human desires, demonstrating a commitment to unity. They are genuine individuals who actively live out their strong beliefs. SAFE is an impressive organization that represents the true essence of New Zealand's clean and eco-friendly image.

The integration of education on love, sincerity, and dignity in the context of animal mistreatment by certain industries should be implemented in all schools in NZ. This initiative would greatly contribute to global improvement. SAFE, as an organization, plays a vital role in enlightening people with a unique worldview. With skilled, imaginative, and dedicated individuals, SAFE effectively advocates for animals and has successfully drawn attention to cases of animal cruelty while achieving positive results.

If New Zealanders demonstrate their support for SAFE,

they will help ensure that animals in need have the most influential voice possible.

Organization and Structure

Findings

The campaigns team comprises of 3 key individuals and 3 staff members responsible for managing local volunteers. There are 2 managers: the Executive Director, who oversees the organization's direction, and the Managing Director, who handles operations. All staff members receive guidance from these managers, either directly or indirectly depending on how the organization or campaigns are divided. The team operates across 3 offices in 3 cities, which can pose challenges and often requires remote work for half of the team. Additionally, there is a Board consisting of between 6-10 voluntary members overseeing overall management. This structure has evolved over time, including the addition of the Managing Director position to alleviate pressure on the Executive Director and subsequent reorganization.

We believe it is working well for the moment, but time will tell.A

• SAFE PERSONNEL
• A HANS KRIEK |A Executive Director
• DEBRA ASHTON |Managing Director
• ELIOT PRYOR |A Campaign Director
• AMANDA SORRENSON |A Promotions Manager
• NICHOLA KRIEK |A Education Officer
• MANDY CARTER |A Campaign Manager
• LAURA GENTLEA |A National Volunteer Coordinator
• ANNELIES BASTEN |A Database Administrator / Fundraising Assistant
• MARIANNE MACDONALD |A Administrator
• ZIMENA DIDOVICH |A Auckland Volunteer Coordinator / Campaign Officer

MICHAEL STEELE |A Wellington Coordinator / Graphic Designer

Analysis

The SAFE team (a small group of staff who are the backbone of SAFE) are dedicated, warm, genuine and intelligent individuals. This organization is running smoothly because everyone, from directors to workers, receives thorough training. The director holds monthly meetings where all workers gather to provide suggestions for improving the organization. Based on these suggestions, management develops future plans. They have a strong structure.

A tall organisational construction includes various levels of authority for different actions taken by managers. This construction assumes that lower level employees lack the experience and knowledge to make good decisions for the company. A tall organisational construction consists of several layers of management.

Environmental factors

Findings

External Factors

Safe protests and other activities maintain a high profile in the media and community and have over 10,000 members and supporters. Nationwide, over 200 active volunteers participate in protests and other activities. SAFE makes a tangible difference for animals and is highly regarded in the media and among the general public nationally and internationally.

SAFE is a highly effective force for promoting positive change for animals in New Zealand and abroad. They are dedicated to improving how humans treat animals and offer various resources and programs to educate people about the relationship between humans and non-human animals. One example is their Animals & Us program, which provides professional resources for New Zealand educators and encourages critical thinking about the connections between humans and animals. Additionally, SAFE's Stop Factory Farming campaign advocates for boycotting factory-farmed products to reduce the

number of animals living in cruel conditions. Their Go Veg campaign aligns with their belief in valuing the lives of all animals and provides information on the environmental and health impacts of consuming animal products.

SAFE's work is supported by the donations and presents from the people of New Zealand, many of whom are also members and regular subscribers. Nonprofit organizations mainly depend on contributions and grants as their main source of income. Contributions can come from individuals, groups, trust funds, and other organizations. Conversely, grants are provided by entities dedicated to funding other charities. To attract new contributors, nonprofit organizations engage in fundraising activities like mail runs, email marketing, and benefit events.

Organizations must submit formal grant proposals to grant-awarding organizations and compete against other proposals for the award.

Analysis

External factors - The opportunities and threats presented by the external environment to the organization. The external factors may include macroeconomic affairs, technological alteration, statute law, and socio-cultural alterations, as well as alterations in the market place or competitive position. The consequences are often presented in the form of a matrix. A good tool for this is a SWOTA (strengths, weaknesses, opportunities, threats) analysis, which looks at forces internal and external to the organization. Think that public opinion and media attention are very important because they are trying to engage both all the time and it is unpredictable. Political and legislative spheres are important.

The impact of the economic environment on fundraising efforts can vary. During times of recession, there is often hesitancy among individuals to donate money due to uncertainty surrounding their income. Conversely, in a strong economy, people are more likely to contribute.

Internal Factors

The Animal Advocacy group

faces various internal factors that influence its operations. These include staffing levels and the skills and strengths of individuals within the organization. Despite operating with limited funds, the three offices have experienced growth and recognition. However, they also encounter tensions that make it challenging to meet all expectations. Nevertheless, the ethos, people, skills, and professional attitude of this group have established them as one of New Zealand's most influential organizations in animal advocacy worldwide. SAFE provides access to mission statements, human resources documents for staff members,

and volunteer policies for new volunteers.

Analysis

When referring to internal factors within an organization, we are considering its strengths and weaknesses.

The internal factors of an organization can be seen as either strengths or weaknesses, depending on their influence on the goals of the organization. What may be seen as a strength for one goal could potentially be a weakness for another. These factors encompass resources such as facilities, finances, and production capabilities.

It is crucial for staff members to have a clear understanding of the company's mission statement and receive regular reminders about it. Otherwise, they may lose sight of the significant objectives of the organization and what they are striving to achieve.

It is important for Safe staff, new volunteers, and individuals who are not well-informed about SAFE's practices to have access to this information in their offices.

Planning and control systems, procedures, and strategies

Findings

Non-profit organizations need to create financial plans similar to those of for-profit organizations. However, non-profit financial planners may face more challenges in accurately predicting future income because they heavily rely on contributions and grants. Common difficulties in non-profit financial planning include the fluctuation of grant support and the impact

of economic shifts.

Grant Funding

Non-profit organizations compete for grant support by submitting proposals. Since grant writing is a competitive process, the availability of grant funding remains highly unpredictable.

Organizations may face unexpected variances in their financial resources. This can pose challenges when it comes to planning for non-profit organizations, as setting goals for grant support amounts becomes unpredictable. It becomes difficult to accurately predict the sources and exact amounts of funding available.

Economic Impacts

During times of economic uncertainty, contributions from individuals and organizations can significantly decrease. Nonprofit organizations typically use past years as a starting point to forecast future income, but a sudden shift in the economy can result in a major loss of anticipated revenue. Consequently, this can affect the organization's ability to effectively address the needs of its target beneficiaries.

In difficult economic times, organizations can try to maintain income levels by reducing costs or implementing innovative fundraising strategies. However, unexpected expenses can pose challenges for non-profit organizations. While they can plan and anticipate their service expenses to some extent, responding to a major international crisis can result in significant unplanned costs. Even after incurring these expenses, the organization must still find ways to fund the services it has already committed to. The example of the 2010 Haiti disaster illustrates this reality, as several large international charities spent millions of dollars on relief efforts, outside of their regular budget.

Many non-profit organizations, such as the Red Cross, used innovative fundraising methods to address new expenses. The unpredictability of funds is not ideal for SAFE as it hinders their financial planning and allocation of funds. Additionally, since they rely heavily on grants from competing non-profit organizations, this source of

income is unreliable. To compensate, they heavily rely on public contributions during annual appeals.

Analysis

The volatile nature of funds negatively impacts SAFE's ability to financially plan and allocate funds to campaigns and other expenses. Additionally, their dependence on grants from other non-profit organizations makes their income uncertain. They are unable to control this situation and must rely more on public contributions during annual appeals.

Team structures and dynamics

Findingss

• Directors and the Campaign Director, and in some cases the Board, are involved in setting long-term and short-term goals.
• For other decision-making processes, the entire staff has input to varying degrees depending on the project.
• Directors or staff members are involved in determining and planning processes.
• The Managing Director and the two other office managers are responsible for day-to-day administration tasks.

I believe morale is generally good, although it fluctuates depending on workloads.

Directors are available to speak at any time if needed, creating a friendly working environment that is both casual and professional. The staff dynamics are positive, although communication is limited due to being spread across three different locations. However, communication between these locations is still possible through phones and emails. SAFE organizes targeted letter and email campaigns to address specific issues at strategic times. Additionally, people can participate in website forums, call talkback radio shows, or write to local newspapers about current events related to animal welfare. Volunteers play a crucial role as the public face of SAFE, helping to spread the message against animal cruelty and assist with various issues throughout New Zealand.

SAFE relies on volunteers to assist with and coordinate various tasks, such as managing stables, organizing shows, participating in public meetings,

engaging in protest actions, hosting fundraising events, and supporting the organization's humane education program. A key strength of SAFE is its emphasis on professionalism and strategic approaches to running operations, which are evident throughout the organization. The staff members are all highly skilled individuals who are passionate about animal welfare and rights, and are dedicated to educating others on how to treat animals with compassion. The senior staff members are experienced and knowledgeable in working on animal welfare issues and serve as leaders within the organization. They understand the practicality of effecting change while remaining committed to SAFE's principles and underlying ethics. The numerous volunteers, who are incredibly generous and devoted, contribute significantly to SAFE's public image and overall effectiveness.

Analysis

Team construction can be seen as a "span between organization-level scheme and staffing determinations" AnA organisational structureA consists of activities such as undertaking allotment, coordination and supervising, which are directed towards the accomplishment of organisational purposes. Organizational construction affects organisational action in two large ways. First, it provides the foundation on which criterion operating processs and modus operandis remainder. Second, it determines which persons get to take part in which decision-making procedures, and therefore to what extent their positions shape the organisation's actions.

The organizational structure facilitates the distribution of tasks and processes among different entities, such as divisions, sections, workgroups, and individuals. However, the work environment appears to be friendly and characterized by open communication. This is advantageous for the administration because effective communication ensures that everyone understands their responsibilities and how to fulfill them. In addition, it is important for everyone to have a say in decision-making, and it seems that SAFE values and considers

everyone's opinions. This is beneficial for the organization. Leadership plays a significant role in this context. The findings reveal that team leaders and members are selected based on their staff roles.

Currently, team achievement is not adequately acknowledged or rewarded, and we are exploring ways to improve this. The organization's leaders consider themselves to be lead by example types of leaders. They expect the actions of team members to mirror their own actions. Staff members often take turns in assuming leadership roles, which promotes participation and boosts staff morale. During times of crisis, the Board members become more involved and collaborate with the staff in resolving significant issues. Their involvement is selective rather than strategic. No formal motivational schemes are employed since the staff's commitment to the cause is considered sufficient motivation - a practice uncommon in the for-profit sector. Delegation is done informally; individuals possessing the necessary skills and qualities for a particular role will be assigned to it. Management can suggest training courses, but their acceptance by staff is discretionary. Staff members who remain in the organization are given additional responsibilities; however, due to the organization's size, the number of available advanced positions is limited.

Analysis

I believe it is highly beneficial that staff members are given opportunities to display leadership qualities and learn from others who function as leaders.

I believe that this administration could potentially improve the way it recognizes and rewards performance. However, the staff members involved are already motivated because they believe in the cause of the administration. Therefore, they do not require additional motivation from management. This is advantageous for the administration since they know their staff members are always motivated.

However, due to the small size of the administration, delegation is not as crucial as it is for larger administrations. Unfortunately, this size limitation hinders staff members from advancing to higher positions. Nevertheless, it is beneficial that the administration provides opportunities for staff members to enhance their skills and abilities. It is essential to keep these skills up to date and continuously improve them.