Social Entrepreneurship and Human Resource Name in Mercy Corps Essay Example

diverse customs or cultures of the people in different areas where they carry out their business operations.

Again, carrying out an assessment of the arising issues in your area of operation and assessing the current and major needs in foreign countries is also a significant part of the strategy for Mercy Corps and any global business.

How HR at the Mercy Corps organization may differ from the HR at global businesses?

It is worth noting that Mercy Corps is a nonprofit making organization as opposed to many global businesses such as Dell and Starbucks. A great difference between profit and non-profit organizations pertains their main reason for existence, or simply why each exists. For-profit corporations are usually formed to generate revenue for the owners and their employees whereas no-profit organizations are normally formed to serve environmental or humanitarian need (Butler & Wilson, 2015). Therefore, non- profit organizations such as Mercy Corps seek to meet the society’s under-met or unmet needs like water, education, shelter or even food. Similarly, they may also address calamities such as floods. This is not the same as profit making organizations which offer services or good valuable at the marketplace and thus they distribute their earning to themselves as owners, the employees and the managers. So, Mercy Corps will literally educate individuals on a range of issues as opposed to profit corporations which offer only workplace education and training to employees.

Why do individuals pick out to work for a non-profit organization? What are unique advantages or disadvantages posed to managers?

As argued by Anheier (2014), major profit making corporations are usually staffed with hourly and salaried employees with occasional unpaid intern as opposed to non-profit

corporations who employ smaller workforce and volunteers. Since HR procedures such as hiring, training, communication, training, employee motivation, and supervision and direction techniques usually vary between salaried workers and volunteers, many individuals prefer working in not-for profit organizations where these terms are favorable. Similarly, working in non-profit corporation offers employees a sense of pride and fulfillment. The employees tend to be passionate in what they are doing since their main motivation is neither the salary nor promotion.

Advantages posed to managers include the fact that mangers spend most of the time on other duties rather than on supervision and motivation of employees as the workers are self-motivated. Another advantage is that the workers can shift their skill sets quickly hence no need for too long and costly orientations. However, when it comes to evaluation of employee performance, managers face a challenge since it will be difficult to evaluate the performance of a specific employee since there are no tangible figures such as increased profits or sales (Anheier (2014).

There are special diversity issues, which are highly relevant to non-profit making organizations such as Mercy Corps. For any non-profit organization to achieve most of its goals there must be greater diversity among the leadership, the boards and the employees. There is also the need to ensure that there are people of color within the workforce. This will ensure that the organizations understand the society better and can easily adapt to different cultures and come up with the best innovative strategies (DeNisi & Griffin, 2015). A serious diversity issue is whereby most of the non-profit tend to employ people from wealthy backgrounds with the notion that these people are

motivated to promote charity and less concerned about salary and hourly payment. In so doing, non- profit organizations may fail to take into account whether these employees have diverse backgrounds to deal with the people they serve. Knowledge of culture of people being served, for instance, the kind of foods they eat or their dressing standard or traditions will help save humanitarian aid organization’s resources, money, time and embarrassment.

References

1. Anheier, H. K. (2014). Nonprofit organizations: Theory, management, policy. Routledge.
2. Butler, R., & Wilson, D. C. (2015). Managing voluntary and non-profit organizations: Strategy and structure. Routledge.
3. DeNisi, A., & Griffin, R. (2015). HR3. Cengage Learning.