Organizational Overview

Aundi Sims

Leadership and Organizational Behavior-BUS520

Dr Eva M. Ananiewicz

October 21, 2023

Organizational Behavior

Department of Rights and wrongs

The Department of Rights and Wrongs is a government agency that handles Individuals with disabilities and Addiction. The Division of Rights and Wrongs manages programs and services delivered by DRW’s community-based behavioral health providers, which are divided into three tiers: Comprehensive Community Providers are its community service boards. Tier 2: Community Medicaid Providers ensure choice for individuals receiving Medicaid and offer a core benefits package. Tier 3: Specialty Providers offer an array of specialty treatments and support needed in the continuum of care. The division aims to build a recovery-oriented, community-based care system, providing access to high-quality behavioral health treatment and support services. The division also supports policy development, service planning, program development, budget development, workforce development (training), and external collaboration with stakeholders across the care system (1).

Organization Issues

This organization has a history of high employment Turnovers. Turnovers are due to Low pay, Management, the lack of employee skills, Employees, lack of Promotion, and Job Satisfaction. The estimated total income for an Administrative Assistant at the Georgia Department of Rights and Wrongs is $42,189 per year; this salary range is four percent lower than the national average for an Administrative Assistant, which is an annual salary of $44,280 (2) In today’s Cost of Living this poses an issue. According to CNBC, the Total required income before taxes is $31,940—estimated housing costs: $9,878, Estimated food costs: $3,177 (3). Low income poses an issue for heads of households with more than one dependent. Low pay is due to Departments allocating costs elsewhere and candidates accepting the first offer presented and not negotiating salary. The pressures of needing stable employment give jobseekers the stress of receiving the first offer letter. Turnovers are also due to Management and the need for more soft skills, improper training, and the need to be more knowledgeable of the current salary trends. Micromanaging employees and not providing autonomy also have employees seeking employment elsewhere. Managers tend to believe that we are still in a Buyers’ Market. They need to understand that the Job market is flooded with job opportunities that enable job seekers to work Hybrid and pay well above average. Employees not receiving additional training via secondary education places employees in a bind of accepting the offers that come and the option of being able to negotiate salary. Toxic work environments also contribute to high turnovers. Job culture is essential in maintaining talent. Managers having biases towards employees, not promoting employees from within, and resorting to hiring Temporary employees and paying them more than vetted employees also pose a problem. Temporary employees often need to gain knowledge of the job they are hired to perform. Overall, job satisfaction is the reason for high Turnover as well. Employees who cannot pay their bills and adjust to the ever-rising cost of living are forced to find employment elsewhere. Another reason for job dissatisfaction is the work overload employees encounter due to staff shortages due to high turnovers for the reasons mentioned above.

Issues hindering Organization Efficacy

According to the Center for Management and Organization Effectiveness, the five most common Organizational problem is the “Absence of clear direction, difficulty blending multiple personalities into a cohesive and unified team, failure to develop critical competencies and behaviors, poor communication and feedback, and lack of awareness” (4). In simple terms, leadership needs to discuss or communicate more effectively regarding the strategy for the company’s future. This results in employees not valuing the company’s goals and simply viewing their employment as a “job.” Diversity among team leads and employees creates a communication gap. Being a company with a melting pot of employees creates discomfort for some. More events and groups should be designed so that fellow employees get to know their co-workers. Managers who cannot lead and possess a mixture of skills to instruct employees due to their lack of knowledge in certain areas. Poor communication and the habit of avoiding confronting others and holding them accountable or taking every opportunity to punish and call out an employee instead of guiding them in the right direction. Or mainly just needing to be made aware of issues due to the lack of care in the office.

Conclusion

High Turnover in a company can cause a diminishing company culture and push the company not to run efficiently. High turnovers are due to numerous causes, such as ineffective Management, lack of skills and training, low pay, lack of employee skills, Employees not valuing the company goals, lack of Promotion and Job Satisfaction, and the rising cost of living. The root cause of employee turnover is low wages and lack of skills/training. All issues can quickly be resolved through proper Management and knowledge of current salary trends.

Sources

1. DBHDD’s Behavioral Health Services.

BE SUPPORTED | Georgia Department of Behavioral Health and Developmental Disabilities

2. Department of Behavioral Health and Developmental Disabilities Salary FAQs

Georgia Department of Behavioral Health and Developmental Disabilities Administrative Assistant Salaries | Glassdoor

3. Francisco Velasquez. 2021.How much money a single person needs to earn to get by in every U.S. state.

Income a single person needs to get by in every US state (cnbc.com)

4. Steven Stowell, Ph.D. 5 Most Common Organizational Problems

The 5 Most Common Organizational Problems | CMOE

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