Communicate 2U: A Social Organization (Case Study Sample)

Communicate 2U: A Social Organization
Introduction
Communicate 2U is a social organization located in Birmingham in West Midlands. The organization was established in response to the number of individuals with learning difficulties being separated from society and incapable of getting the help they required due to poor communication in the health and social welfare sectors. The organization's focus is to assist people with disability in what they want to do and what they need to do in their lives. The organization is specifically working with young adults with learning disabilities to help and support them acquire employability skills so that they can easily get employment to support and better their life opportunities.
Leadership
Human resource professionals and executives present leadership advancement as a primary human capital issue and appreciate that improving leaders in the organization is essential to its success (Zeike et al., 2019). Therefore, communicate2U is looking for staff with leadership skills in all dimensions for its success, from the directors to personal contributors. There are experiences required essential in all aspects of the developing organization. Says Dan, a communicate2U and director, that leadership is not all about controlling and managing but about having sight and being in a position to influence people. It is applying a notion or concept and actualizing it (being innovative). Every leader or employee can unleash and nature these skills.
For communicate2U to move forward, the organization has employed some the leadership styles such as collaborative leadership, leadership team, and authoritarian toward the team.
Collaborative Leadership
It is a management technique that sidelines the hierarchical company approach and focuses on bringing executives, managers, and workers together to obtain the same goals (Hsieh & Liou, 2018). However, it relies on everyone across the organization sharing responsibility and control rather than those at the top holding the reins in the case of communicate2U.
Collaborative leadership is based on the notion that all staffs are competent and depends on the collective intelligence of the organization's talent in resolving challenging problems and driving innovation. Dan strives to build a constructive team environment resulting in psychological safety, where staff members feel free to share their perceptions and be involved in decision-making. For instance, the communicate2U had a member who would do a job coach, but that is not what she wanted; she wanted to help the young people in several ways. Moreover, this triggered a decision to be made. (Buy maybe a part-time teaching staff and a part-time job coach or find a full-time job coach with a teaching responsibility in their role.)
Each organization is a live organism whose cells require functioning together in unison for the live organism to perform and survive. So no matter the challenge, all parts of the organization must work together to obtain the best possible solutions. Therefore, having a collaborative discussion eventually provided a solution for filling the existed gap among the staff members.
Change Leadership
Change leadership is the capacity to impact and encourage action in others and respond with agility and vision in times of development, disruptions, or uncertainty to bring about the necessary change. Change occurs quickly in an uncertain organizational environment such as a pandemic, needing leaders to respond quickly and better than ever. This can only occur if all the staff is equipped and empowered with change leadership skills and mindset to nimbly navigate organizational change (Guzmán et al., 2020). For the case study of communicate2U, Covid-19 affected every role in the organization in different ways, such that the student could no longer attend school because they work from home and receive guidance from the government.
Further, the external organizations are not sponsored by the pandemic crisis that has affected communicate2U organizations financially. To overcome the fear of becoming non-operational, Dan and his team staff held a meeting to discuss the possible solutions to contain the situation. Through the team meeting, they come up with potential creative strategies regarding how to overcome such obstacles. Before initiating the change, they thought about how and how they could help the young individuals work at home. They acknowledge that everybody worked remotely and resolve to provide remote teaching as the organization.
Organizational Health and Wellbeing
The established response to the value of persons with learning disabilities being left isolated from the community and unable to get assistance because of inappropriate communication in the health and wellbeing sectors. The focus of the communicate2U organization is to ensure they offer training, research, and innovation while working collaboratively with individuals with learning disabilities and those with alternative needs (Sorensen et al., 2019). The organization is aware that, unfortunately, people with learning disabilities have poor results in health and well-being settings.
The reports such as CIPOLD Inquiry and Francis Report have outlined that poor communication with individuals with learning disabilities has resulted in negative outcomes. Therefore, the organization has recognized the value and skills of the young people concerning their communication styles. At the same time, the individuals they encounter in various environments, in health and social care, business, and education, do not understand how to communicate with them. The organization has resolved to train them to be experts in their communication to teach professionals in different settings like hospitals, social services, and schools how to communicate with their most susceptible clients while working.
Providing them with a job with their role and the responsibility that comes with t, providing them with an avenue into the workplace and getting a few connections to Coventry University to teach specifically on health and life sciences courses. It enhances their confidence and their feeling of self-worth. Since it is clear that people with learning disabilities have minimal chances of employment, with about 6% of individuals with learning disabilities in paid employment, developing those employability skills for the unfortunate young individuals has a great positive path into the workplace. Therefore, the organization is working with young people and adults with learning disabilities to support them through the transition of childhood into adulthood with employability skills to secure employment.
Health and social care programs are essential for organizations to invest in their clients, like communicating 2U to people with learning disabilities. It aims to restore their physical and mental well-being through fostering employability skills to improve job inclusivity and satisfaction and reduce social care expenditure. Furthermore, this helps the communicate2U maintain its effectiveness and efficiency through the program. Therefore, collaboration and communication are essential to an organization's health and well-being programs.
Diversity
For an organization aiming to cultivate a more diverse and inclusivity workplace, it is essential to understand what constitutes workplace diversity. Workplace diversity refers to the differences among the people in the organization. Diversity involves how people recognize themselves and how others perceive them. Diversity in the organization comprises race, age, religion, ethnic groups, gender sexual orientation, citizenship status, mental and physical circumstances, and other unique variations among the people.
In the case study, developing employability skills among people with learning disabilities brings diverse skills to the organization (Khan et al., 2019). On board, there is an occupational therapist on the job coach team, a former teacher, and a job coach with a background in arts and drama and, with this combination of diverse experiences, becomes a great asset to the organization. Due to this range of diversity, they bring about instinct expertise that even is superior to those of the organization's directors.
Due to the demand for further education, the organization wants more teaching in its journey (Wang & Fang, 2020). The organization has diversified to have two routes, one from a special education school and the other from a different education organization. The communicate 2U have recruited a job coach with expertise in teaching that leads because their special school demands pathways, they tend to need more vocational skill improvement and more teaching via more non-academic approaches. For example, through drama and innovative media, the organization has an occupational therapist and drama team that tends to lead in that sector.
Due to specific projects such as counselling, music, and drama placements, the communicate 2U actively looks for the best expertise in the team to assist the young people they do work together. Further, the organization shadows the board of directors, a team of service users ranging from school-age service customers to adult service users, with representatives for each cohort working together.
These promote inclusivity of diverse groups of the people the organization works with by listening to their views and representing them in the decisions made. The staff assists them in representing their groups' ideas and offers the information at the directors' meetings. Therefore, for leaders to efficiently manage diversity in the office, they must comprehend their context and how their behaviour and ...