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The Haven for Homeless NPO currently has about two hundred employees. They strive to fulfill the company’s mission to provide exceptional services to homeless people in the US through housing, documentation help, and psychological consulting. The Government partially subsidizes the funding; about forty percent of financial support comes from the business sponsors. The current operational budget is about $800 million per year, but the average salary for employees is $24,760.
Most workers chose to join the Haven for the Homeless based on their desire to provide homes for all US citizens. Stress and government bureaucracy cause the employees to struggle emotionally and sometimes express “toxic” behavior toward other people. Over the past two years, the culture of Haven for Homeless became aggressive and focused on projects deadlines. That could happen due to low average salaries combined with detailed and challenging responsibilities of the workers. The negativity is reflected in the clients’ attitude toward the agency; they often use the firms’ services solely because they have no choice.
The proposal for creating a safe and “non-toxic” environment uses the Doughnut economics approach focused on balancing the employees’ needs and environmental impact and implementing general healthy work standards. This means personal interviews with all the company’s employees at the agency’s facilities to find the most stressful factors and reduce them. Problems will likely include long work hours and a lack of detailed instructions. The mentioned strategies require about $1000 spent on each employee yearly for coaches and recommended procedures. Rested and content employees will provide the necessary support for each other and their clients and stay focused on the mission.
The Agency aims to support the community by providing the resources to help homeless people. Those who cannot afford a safe place to live are often unstable psychologically. Providing adequate help and kind communication may encourage them to overcome the struggle. However, exhausted workers do not have the motivation to help other people. “Toxic” environment leads to the agency’s ineffective work and possible future termination. Current human service delivery trends emphasize tolerance, politeness, and professionalism, that is why educating the employees of Haven for the Homeless was chosen as the main focus of the proposal. Allowing negativity among the employees might make receiving the funding more challenging as the sponsors may become reluctant to be associated with a “toxic” company. Making the workers feel valued would lead to a higher satisfaction rate of the customers and increased productivity.
References
Harmon, R. B., DeGennaro, G., Norling, M., Kennedy, C., & Fontaine, D. (2018). Implementing healthy work environment standards in an academic workplace: An update.Journal of Professional Nursing, 34(1), 20–24. Web.
Raworth, K. (2017). Doughnut economics: Seven ways to think like a 21st-century economist. Penguin Random House.
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