Submit an 8 page report in which you analyze the status of the fictional People First San Diego organization in the following sections: Organizational Des

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Organizational Design of People First San Diego

Zuleika Rosa

Walden University

3/14/2025

Organizational Design of People First San Diego

People First San Diego's organizational design makes use of strategic positioning of people information platforms, as well as technology roles, to provide holistic social services to its members. Its effectiveness is maintained through its design structure of hierarchies as well as clear-cut roles and responsibilities among its staff. The organizational chart illustrates a definite structure. The Board of Directors governs the executive leaders. The leaders preside over departments that include program management, financial operations, and community outreach.

PFSD is organized in a way that allows it to carry out its mandate through the provision of adequate communication across all levels. Departments come up with community-based programs to support the organization in its efforts to deliver social services that reach everyone. Through this organization, the program ensures a smooth working relationship between managers and field workers who effectively deliver resources for community support.

Organizational networks are precious assets that show how departments are connected in a comprehensible hierarchy. The charts inform people about who is in charge and where the information flows, enabling the employees to acquaint themselves with the leadership of the organization and work patterns more easily. The organizational chart of PFSD shows a clear but flexible way of working that encourages coordination among its various service units. The diagram shows the complicated structure of the organization. It includes case management outreach and program development areas, among other functional components.

An effective PFSD agency is a product of its leadership system and transparent organizational structure. Different divisions of services provide a broad strategy for serving the organization and the community. Concern for long-term implications and sustainability is exhibited in the way the organization manages its finances and engages in strategic planning. Through its highly organized structure, PFSD ensures efficient services that remain responsive to the evolving needs of the community.

References

Netting, F. E., Kettner, P. M., McMurtry, S. L., & Thomas, M. L. (2016). Social work macro practice (6th ed.). Pearson.

GreggU. (2019).  Organizational Design and Structure – YouTube. Www.youtube.com. https://www.youtube.com/watch?v=gscyaGUjOcw

People First San Diego. (2024).  People First San Diego. Cdn-Media.waldenu.edu. https://cdn-media.waldenu.edu/2dett4d/Walden/SOCW/6070/FSD/index.html

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Week 4 revised

Zuleika Rosa

Walden University

4/1/2025

Organizational Culture and Cultural Competency at People First San Diego

The overall understanding of organizational culture is that it is a generally accepted set of behaviors and standards that govern an organization and determine how employees act and work with each other. It also extends to leadership practices, communication behaviors, and diversity management. At People First San Diego, the core values embrace and empower work with an anchored organizational culture advocating the rights of minorities. From their website, it is found that People First San Diego concerns itself with disability issues advocating for persons with disabilities and equal access to opportunities for independent living. The organization embraces key values that support the development of self, diversity and inclusion, and decentralization of decision-making, which are compatible with organizational practices that support equal opportunities and a positive working environment.

People First San Diego is based in San Diego, California state, which is a cosmopolitan city. It focuses on people with a disability who require necessities and help to guarantee them appropriate help so that they can sustain independence. Con­sis­tently, the demography of San Diego shows that the populace is multicultural and multilingual; thus, the population deals with different cultures. These are people who work for the organization to promote service delivery; they must be employed mainly from the society so that they represent the society. Based on these factors, jobs at People First San Diego demand other cultural assimilation skills which include; an understanding of disability rights, cultural diversity, and communication in culturally and linguistically diverse and low-income environments. Literature advances that cultural competency in social services increases service acquisition and client satisfaction (Sakamoto, 2007).

To institutionalize cultural competency, the leadership of People First San Diego must mandate annual training for all social workers. This structured approach ensures ongoing awareness and skill development in serving diverse communities. Leadership must take proactive steps to ensure that all employees receive continuous education on cultural sensitivity, which is essential for maintaining equitable service delivery.

To ensure and promote equity and inclusion in People First San Diego, the following are some measures that can be taken by leaders. Of the available options, one of the best preventive measures is the training aimed at enhancing cultural sensitivity and addressing prejudice at the subconscious level. Training thus enables a) employees and managers to have a clue on discrimination to avoid and b) improve on the implementation of diversity policies. There is evidence that organizations that invest in such training are likely to experience high levels of engagement, and retention among their employees (Bender et al., 2010). Beyond individual training, People First San Diego must integrate cultural competency into its organizational policies and mission. This commitment will reinforce an inclusive workplace and effective service delivery. The policies of the organization should clearly reflect the expectation that cultural competency is a core component of the agency’s values and operations.

Another key activity that must be pursued is the creation of equality and compliance with diversity, equity, and inclusion policies. This comprises equal employment opportunities, promotions, and policies to eliminate discrimination and prejudice in the workplace. Promoting fairness within decision-making committees is another way of enhancing fairness in organizations. Some organizations that embrace good diversity policies perform well in other areas such as the level of community engagement as well as service delivery (cited in National Association of Social Workers, 2015). To demonstrate a strong commitment to cultural competency, the agency should sponsor annual workshops and incorporate cultural competency evaluations in employee performance reviews. Leadership should be held accountable for fostering an inclusive workplace through measurable initiatives, ensuring that diversity policies translate into actionable outcomes.

The issue of diversity in leadership and decision-making is also crucial to promote equity. In certain areas and certain professions, it is beneficial to have people of different color lead because it increases confidence and more aspects are covered. Williams (2006) stated that the prevalence of representation in leadership positions enhances financial and voice advocacy thus making effective representation of marginalized persons in policy and programs.

Ensuring that anyone can discuss diversity and inclusion in an organization cements a positive organizational culture. This can help in eradicating incidences where employees are barred from sharing their experiences expressing themselves or coming up with great ideas. They have been associated with increased cohesiveness amongst employees within the workplace and the feeling of being an integral part of the entity (Sakamoto, 2007).

Last but not least, participating in the community shows that there is a special focus on equality and diversity. This means that People First San Diego can be more relevant to the local communities by engaging in different forms of cooperation with other organizations and activities. Such partnerships foster trust and guarantee that needed services address specific system-level issues as pointed out by Williams (2006).

What cultural competency initiatives does your organization implement to promote inclusivity and equity in service delivery?

Through the implementation of these comprehensive practices, People First San Diego is well-placed to maintain the progressive development of the institution’s organizational culture with a special focus on equity and diversity. They also benefit the internal functioning of the organization while strengthening services and therefore acting for a more socially sensitive organizational structure.

References

Bender, K. A., Negi, N. J., & Fowler, D. N. (2010). Exploring the relationship between self-

Reported cultural competence and social work students’ perceptions of their ability to

work with diverse populations. Journal of Ethnic & Cultural Diversity in Social Work,

19(1), 1-19. https://doi.org/10.1080/15313200903531990

National Association of Social Workers. (2015). Standards and indicators for cultural

competence in social work practice. NASW Press.

Sakamoto, I. (2007). An anti-oppressive approach to cultural competence. Canadian Social Work

Review, 24(1), 105-114.

Williams, C. L. (2006). The effects of leadership diversity on organizational performance.

Leadership Quarterly, 17(3), 235-248. https://doi.org/10.1016/j.leaqua.2006.02.004

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HR Consultation on Workplace Conflict

Zuleika Rosa

Walden University

3/30/2025

HR Consultation on Workplace Conflict

Human resource management is an essential aspect of every organization, and it has the most critical responsibility of ensuring that everyone within an organization has a healthy workplace experience. HR departments facilitate managers by providing advice on employee matters and legal standards together with enforcing standards that reflect the corporate and company goals and objectives (Dessler, 2020). Human resources maintain order by resolving disputes, offering training on matters of diversity, and guaranteeing equality among people. They are responsible for moderating cases of conflict within workplaces where they maintain that all the employees treat each other professionally without violating any of the company’s standards.

The conflict between the characters of Patrice and Bo depicts an organizational conflict based on generational differences and self-identity. Inaptor, of which Patrice is a prime example devalues Bo’s ideas, rolls her eyes at Bo, and refers to Bo with the wrong pronouns, making the environment hostile at work. The other members of the team have raised concerns and expressed that the situation is disruptive and affects the morale of the entire team (Robbins & Judge, 2019). This situation contradicts the mission, vision, and diversity and inclusion statement of People First San Diego. The likelihood is that the organization's values of respect, diversity, and equality are revered and upheld. These principles entail that Bo deserves to be treated as a human being who contributes to the organization; instead, Patrice consistently misgenders Bo and patronizes their suggestions. Also, intentionally using the wrong pronouns to address an employee after they corrected you may amount to discrimination based on gender identity, which is unlawful under Title VII of the Civil Rights Act (EEOC, 2021).

Concerning this personnel problem, I would have a formal meeting with the Human Resources department to get it resolved amicably. The following steps would be: First, I will write them up by describing what Patrice did in the best manner possible, including instances of the conduct in question, any complaints made by employees, and prior communications between myself and Patrice regarding the behavior. Second, I would consult with the human resource department to determine which organizational policies Patrice violates, primarily those concerning respect, inclusion, and diversity in the workplace (Noe et al., 2021). Lastly, I would ask HR to make diversity and inclusion education mandatory for all employees and specifically ask for improvement in gender identity and the use of pronouns.

The above behavior would warrant a formal meeting with Patrice and an HR representative and I would confront them personally. In this case, she would be reminded of the expected standards of professional behavior in the workplace and told why such conduct would not be tolerated, and what might happen to her if she continues the behavior. In conjunction with the HR department, I would put measures in place to keep track of Patrice to make sure that he alters his behavior. It may entail follow-ups, rating or appraisal, and penalties if the behavior persists. There is no evidence that Bo has formally made a complaint, so HR should ensure that they would feel able to express their dissatisfaction and dissatisfaction without facing negative repercussions at work as per the principles advocated by Brewster et al. (2016). Also, strategic organizational interventions to promote Respectful practices at the team level should be implemented. That’s why for such a situation I should involve HR which would help to respond professionally to the given case following the principles of People First San Diego.

In conclusion, human resource management plays a critical role in managing conflicts within the workplace and promoting an equal and courteous working environment for all. The case involving Patrice and Bo shows that HR is crucial in enforcing organizational values and compliance with anti-discrimination laws and promoting diversity. The proactive measures of documenting the incidents, consulting an HR, mandating pieces of training, and enforcing policies will help establish a high level of accountability and respect between employees. Resolving such issues not only improves staff relations but also increases organizational commitment to addressing fairness and equality.

References

Brewster, C., Chung, C., & Sparrow, P. (2016). Globalizing human resource management.

Routledge.

Dessler, G. (2020). Human resource management (16th ed.). Pearson.

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2021). Fundamentals of human

Resource management (8th ed.). McGraw-Hill Education.

Robbins, S. P., & Judge, T. A. (2019). Organizational behavior (18th ed.). Pearson.

U.S. Equal Employment Opportunity Commission. (2021). What you should know about

LGBTQ+ workplace discrimination. Retrieved from https://www.eeoc.gov

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SWOTT Analysis

Student name: Zuleika Roa

Harmful

Helpful

External

Internal

Strengths	Weaknesses
· Strong community ties and mission focus on wellness, housing, employment, and health services. · Established reputation for over 10 years of operations. · The array of programs provided encompasses transitional housing, employment and life skills services, therapy services, and an actual medical clinic. · Inclusive and supportive organizational culture with a commitment to diversity and equity and inclusion. · Staff and volunteers are deeply engaged in meaningful community engagement and support. · Competitive employee benefits that encourage job satisfaction and employee retention (People First San Diego, 2024).	· Funding solely from donations and grants, recently lost one of the largest grants. · Limited physical space to transitional housing (10 studios and only 6 two-bedroom apartments). · Reduction of services or programs due to the financial constraints if donation does not meet expectation. · Vulnerable to economic recession and pandemic influences affecting ability to run the operations (People First San Diego, 2024).
Opportunities	Threats
· Expand healthcare accessibility, particularly in under-served demographics. · Partnerships in the future with local organizations in matters relating to homelessness and poverty. · Further goals include after-school tutoring, extended health care services, and healthier foods in addressing a food desert. · Funding opportunities are opening with increased community donations and corporate partnerships (People First San Diego, 2024).	· Uncertainty in the economy and a fall in grant funds may directly impact the delivery of services. · Hosting increased competition among dry impending limits on the resources available in the San Diego area such as funding and volunteers. · Changes in legislation and policy to be external challenges impacting non-profit organizations. · Threats to public health like the COVID-19 pandemic will also bring about service disruptions (People First San Diego, 2024).
Trends
· The focus on mental health and wellness has increased, as seen in the rising demand for therapy services. · The rising need for affordable housing in urban places like San Diego. · Growing awareness of sociopolitical justice and equity has resulted in increased support for community-based organizations. · Increasing partnership in the non-profit sector to address sophisticated social challenges (People First San Diego, 2024).

Summary of the SWOTT Analysis

People First San Diego possesses firmly rooted stronger foundation and established its effectiveness by fulfilling its mission in delivering essential services such as housing, employment, and healthcare to vulnerable populations in San Diego. After more than ten years of nonstop operation, this organization has some struggle because all its activities rely on fluctuating donations and have limited capacity within the available housing units. Nevertheless, the intent is addressing other emerging community needs such as expanding healthcare access and food desert initiatives; therefore, the corresponding growth opportunities are significant. Concerning external threats, such as potential economic downturns and possible increased competition for resources, those emphasize the urgent need for sound strategic planning such that sources of funding become diversified. People First San Diego stands in a position to reshape itself and emerge strongly to face future challenges because it concentrates on community-driven support and resilience.

References

People First San Diego. (2024). We are Building a Network of Wellness. Cdn-Media.waldenu.edu. https://cdn-media.waldenu.edu/2dett4d/Walden/SOCW/6070/FSD/index.html

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People First San Diego

Zuleika Rosa

Walden University

4/13/2025

People First San Diego

Funding Sources for People First San Diego

People First San Diego is a non-profit organization that aims to support those with intellectual and developmental disabilities. As the organization continues to provide programs to the noble course and extend its tentacles, it must look for concrete funding opportunities. Potentially, there are three viable solutions: requesting grants, conducting crowdfunding initiatives, and partnering with companies. Every option has its advantages and disadvantages which should be assessed regarding their financial sustainability, practicability, and potential long-term impact on the further growth of the organization.

Grants are still one of the most conventional and sizable forms of funding for nonprofits. Programs and funding are available through government entities, private and public funds, and organizations, and can provide for major funding of programming, operations, and organizational development. Grants can be beneficial to an organization like People First San Diego by increasing an organization’s standpoint by proving their eligibility and ensuring they follow all the necessary and correct guidelines. Nelson and Ruffalo (2017) have also stated that grants if secured can build long-term relationships with funders as well as create access to other funding opportunities. Nevertheless, grants are not without their drawbacks. The application process is selective, and applicants have to submit proposals, results, and documents that demonstrate the effectiveness of the proposed methods. However, such funds may sometimes come with certain conditions that may not allow the organization much freedom in issuing out the money. Another challenge of grant funding is the unpredictability of when the grant will be renewed which is a risk to the sustainability of the program (Furman et al., 2020).

Another way of fundraising is crowdfunding, which has emerged as a popular technique that is used at the grassroots level. Avoiding political rhetoric, People First San Diego can launch campaigns to share its message on platforms like GoFundMe or Kickstarter and garner small contributions from the community. This method is specific because it is flexible regarding the use of the funds and also creates awareness and an active community. According to Gore and DiGiammarino (2014), crowdfunding also deems organizations free from traditional gatekeepers and directly engages the supporters. However, this option has its disadvantages. A crowdfunding campaign is entirely based on digital media promotion, personal connections, and effective narrative. It is almost impossible to achieve fundraising goals if the organization lacks a clear marketing strategy or a social media account. Moreover, crowdfunding usually mobilizes less funding compared to grants as well as does not provide long-term provisions for financial stability as required for planning (Minguez & Sese, 2021).

The third and potentially viable source of funds is through corporate partnerships and sponsorships. It is striking that numerous firms in different industries look for ways to partner with socially responsible causes within CSR. In the case of People First San Diego, membership with such ethical organizations can be instrumental in raising cash and in-kind resources, as well as forging connections. These partnerships can also lead to positive outcomes that may benefit the nonprofit and the corporation in terms of publicity. However, the building of this kind of relationship takes time and grows out of trust, and most importantly, mutual standards. Such relationships may also include certain obligations like packaging or involvement in campaigns, which can sometimes pull the organization astray. There may also be ethical issues where a corporation’s practices may not necessarily be in tandem with the nonprofit organization’s purposes (Furman et al, 2020).

Examining these options, it emerges that grants are the most suitable suitable for People First San Diego. Grant funding requires a rigorous application process and comes with conditional funding, however, this type provides the largest and most stable financial remuneration and can be planned for multiple years. They are highly valuable, especially for creating long-term relations with the community and business partners, but they take a lot of effort. Flexible and community-based, crowdfunding stands low in terms of feasibility and funding outcome due to relying on online participation and small targeted donations.

Ideally, some sort of hybrid is the best way to go because the advantages of the different models complement each other. By choosing to

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