Alice Saddy Case Study
Alice Saddy Case Study
1. Abstract
The individual case managers, support workers and human resources manager working at the Alice Saddy Association which is a non-profit organization London and Ontario supporting people with developmental disabilities who were living individually rather than in group houses informed the executive director that the employees thought the present business structure triggered confusion, slowed down decision making ability and endangered all everyone involved with Alice Saddy. The director agreed that there has been some problems connected with Alice Saddy’s organization structure. However he is concerned about mission of the organization and the changes were likely to end up being opposed by the management team. The director would have to decide the direction to go and has to proceed soon.
2. Introduction
Alice Saddy Association is Alice Saddy was founded form the inception of a committee which raised funds for training program for people with developmental disabilities. Later on it became known as Alice Saddy association. Slowly from group home in 1973, a supported independent living program establishment in 1976 to assist developmentally disabled people in their own apartment, it became Alice Saddy association. Subsequently in 1980, it had nine people living at group home and 15 on their own support and hiring of professional staff from 1980 through 1990s where the organization experienced moderate growth, took the organization to having 37 employees in 1999, 96 employees at the end of 2007. All through these years, Alice Saddy continuously thrived to follow its philosophy of helping people to have the opportunity to be active members of their community, making people help recognize themselves as valued individuals, making people get treated with dignity and respect, providing support to people to live independently. Thus Alice Saddy Association became a non-profit agency in London and Ontario which supported people with
1. Abstract
The individual case managers, support workers and human resources manager working at the Alice Saddy Association which is a non-profit organization London and Ontario supporting people with developmental disabilities who were living individually rather than in group houses informed the executive director that the employees thought the present business structure triggered confusion, slowed down decision making ability and endangered all everyone involved with Alice Saddy. The director agreed that there has been some problems connected with Alice Saddy’s organization structure. However he is concerned about mission of the organization and the changes were likely to end up being opposed by the management team. The director would have to decide the direction to go and has to proceed soon.
2. Introduction
Alice Saddy Association is Alice Saddy was founded form the inception of a committee which raised funds for training program for people with developmental disabilities. Later on it became known as Alice Saddy association. Slowly from group home in 1973, a supported independent living program establishment in 1976 to assist developmentally disabled people in their own apartment, it became Alice Saddy association. Subsequently in 1980, it had nine people living at group home and 15 on their own support and hiring of professional staff from 1980 through 1990s where the organization experienced moderate growth, took the organization to having 37 employees in 1999, 96 employees at the end of 2007. All through these years, Alice Saddy continuously thrived to follow its philosophy of helping people to have the opportunity to be active members of their community, making people help recognize themselves as valued individuals, making people get treated with dignity and respect, providing support to people to live independently. Thus Alice Saddy Association became a non-profit agency in London and Ontario which supported people with
References: http://smallbusiness.chron.com/disadvantages-organizations-matrix-approach-22115.html http://study.com/academy/lesson/matrix-organizational-structure-advantages-disadvantages-examples.html Robbins, Stephen P. Organization Theory: The Structure and Design of Organizations. Englewood Cliffs, NJ: Prentice Hall, 1983. Burton, Richard M., and B0rge Obel. Strategic Organizational Diagnosis and Design. 2nd ed. Boston: Kluwer Academic Publishers, 1998.