One of the characteristics that set apart human service organizations as identified from the slides is the fact that they do not act as manufacturing plants, and hence the approach used in different undertakings in such organizations should be different from those utilized in others such as the manufacturing plant mentioned above. Human service organizations have multidimensional aspects that each of them has to be resolved in order to avoid a crisis in an organization. In rigidly setting out rules such as making arbitration the main way to solve a conflict between employees, for example, the above rule might not always apply since the types of conflict that are encountered in organizations are not rigid such that only the above type of solution can help. In manufacturing, machines are rigid and follow the instructions that are used to code them when they are being manufactured, hence the same principle that is used by such organizations cannot be used in human service organizations. Closely related to the above, in automobiles, for example, individuals leading such organizations might not have the necessary skills to deal with people. In the case where a leader from such an organization has to point out a mistake from workers, the interaction between such an individual and the employee is likely to be strained by the fact that such a leader might not be conversant with avenues necessary to resolve such an issue. On the other hand, a leader in a human service organization might have related with individuals to an extent that he or she can easily apply the skills learned from other areas to solve the issue at hand. Leadership styles in both organizations might hence be different to a small extent.
Contingency theory can best explain the action of frontline workers to sometime act kindly and sometimes rudely to others. Contingency theory states that the actions of the management depends on the situation at hand and cannot be predetermined. The actions of a front worker are dependent on external as well as internal factors. A front worker management undertakings in relation to dealing with clients or the necessary stakeholders might be affected by the behavior of the individuals the above person might be dealing with. If a client approaches the front worker in a manner that is not agreeable, the person approached might negatively react due to the manner in which the other party is acting. If a client or another individual approaches the front man in a peaceful, friendly manner, the front man might act kindly towards them. Besides the above, other external factors such as the state of mind of the front time while dealing with people might affect his or her reaction. When stressed, such an individual might act differently in comparison to when he or she is calm.
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The most important advantage of the structure of human service organizations that is clearly defined with clear rules flexibility among others is the fact that in terms of conflict, it is much easier to resolve since there are well-defined avenues that can be invoked to help in solving such conflicts. The process can hence be shorter and productive. One of the biggest disadvantages of the above type of structure is that it is difficult to solve issues that might not have been taken care of in the structure in the case that they arise. A bureaucracy system hence can lead to prolonged solving problems that might arise and hence in some circumstances paralyze the undertakings and progress of an organization.
