Multidisciplinary cooperation is one of the most important aspects of the success of the various undertakings of an organization. In light of this, hence, the three components of departmentation that would best suit a social service agency include Multidisciplinary teams, service offered and clients served. Each of the above categories of departmentation is advantageous in a unique way, a factor that greatly contributes to their choice in a social service agency. A manager who implements the above in his or her organization is likely to reap several benefits, all of which lead to the betterment of an organization.
Multidisciplinary teams are advantageous in that they present an opportunity for sharing of skills between employees and hence better performance at the end of a given task due to the contribution of professionals with varied skills. Besides, because professionals in different workgroups can contribute to an undertaking that is not classified in their work category, it is possible for workers to step in for each other during a time when one employee cannot make it to work.Furthermore, multidisciplinary teams can easily handle issues that need brainstorming. This is through the contribution of unique ideas by each of the team members.
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Service offered is another component of departmentation that is likely to be of high importance in a social agency. The above touches on the specialization of employees. Although it might be disadvantageous in that it is almost impossible for employees to adapt in the case that there is a departmental transfer, it is highly advantageous in that due to high-level specialization by employees, the standard of services offered is likely to be of high quality.
Client served is another departmentation method that can be employed in a social agency. Employees can be segmented in terms of the types of problems experienced in a given social urgency. The above is closely related to the service offered category, only that the emphasis is placed on the categories of problems experienced in a given institution. One of the greatest importance of the above strategy is that it is possible to have professionals to care for all the problems experienced in a given agency (Kim, 1991).
Assignment # 2
Diversification of employees is one of the most important aspects of an organization. Employees of different backgrounds bring diverse ideas into an organization, a factor that goes a long way in ensuring the competitiveness of an organization. Two of the most important types of diversity to a social agency include cultural as well as age diversity.
Although cultural diversity might trigger conflict in an organization, in most circumstances, cultural diversity results in a situation in which employees can challenge each other by bringing ideas from different backgrounds. Such employees challenge each other in having a different outlook on different problems as well as undertakings in an organization. At the end of it all, employees are likely to be enriched by the experiences of their colleagues. Besides, employees with unique cultural backgrounds can brainstorm even better and come up with solutions to different challenges. The above is because of their experiences in various environments, hence are likely to have different approaches towards problem-solving (Cox, 1994).
Age diversity is another important type of diversity that in most cases is overlooked by different HR departments in the process of ensuring that their workforce is enriched. A social organization is likely to benefit from the above type of diversity in numerous ways. First of all, employees whose ages are diverse are likely to be livelier due to the energy contributed to such teams by the diverse employees. Also, age diversity comes in handy with idea contribution as well as problem-solving techniques. Younger employees are likely to be conversant with aspects such as technological solutions to certain problems. Older employees can equally contribute positively to an organization since they are more experienced and are likely to tell strategies that are likely to be successful and those that are unlikely in different problem-solving approaches. With such a variety, employees are likely to enrich each other, an aspect that is likely to lead to organizational success.
References
Cox, T. (1994). Cultural diversity in organizations: Theory, research and practice . Berrett-Koehler Publishers.
Kim, P. K. (Ed.). (1991). Serving the elderly: Skills for practice . Transaction Publishers.
