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Globalization and Diversity in Public Administration
What is the appropriate role for an international NGO? Should they define their role for themselves, have it defined by their host country's government, or something in between? How can they work most effectively with their host country?
International NGOs are playing a very critical in the field of politics. Some of the International agencies that are non-governmental such as include Greenpeace and Amnesty international draw attention with issues that concern the whole world and promotion of international cooperation. They are also significant in the process of dissemination of international knowledge, values, and ideas. International NGOs that are not connected with the government have attracted international participation (Gaynor, 2013a).
In many case, non-governmental organizations are perceived to exist independently after designing programs of their own. In this case, the government may indirectly influence when the design of the program is to capture more chances of getting government contracts and funds. Confident and experienced nongovernmental organizations are strategically position to gain sustainable financial support causing the government to review their policy (Gaynor, 2013b). Health and economic systems can be strengthened by non-governmental organizations in third world countries through professionals in all levels and not only in the implementation stage. In many instances, when people are involved at the most local levels, they are able to understand technical issues challenging those in management and leadership positions. Unless those that are involved at the local get access to all levels that are within the non-governmental organization, there will be no strengthening capacity. Funds are now being raised through a popular phase that says international NGOs are a support to third world countries (Miller, (2007).
International NGOs are incorporated in the government decision-making and planning processes that influence the entire organization and their future performance in the host country. They effectively address issues such as budgeting, staffing, and strategic planning. Employees of international NGOs at the low level are responsible for managing daily-based activities such as maintenance, planning, inspection, and repair of equipments. They all work while directing their focus on the host government's mission and vision; this contributes to mutual attainment of the NGO's and host country's goals.
Employee motivation is in sighted interestingly by the theory of need-hierarchy advanced by Maslow. The most significant and top ranked motivator, work that is interesting, a factor that is self-actualizing. The other motivating factor that comes in second place, good salaries, and a factor that is psychological. The third most ranked motivator relates to appreciating the work has been done fully (Tornquist-Chesnier, 2004). The motivating factor that comes in fourth place is security of jobs, is a factor of safety. In accordance with Maslow's theory, if leaders are willing to go deep and look in to the most significant motivational factor that is the employees center, interesting work, safety, social, psychology not to forget factors of esteem which need satisfaction. If the leaders are also up to the task of fulfilling the second factor of motivation employee's center, good wages, an increase in the wages might do. From the Maslow theory, varieties of motivational factors are blended up in the study. According to Maslow, one must begin with those that are at the initial base in order to ascend to motivational factors that are at the top.
Through the adoption of interesting work environment, organizations improve the effectiveness of their operations thus creating a competitive advantage. This enhances communication within organizations and establishes a collective process of making decisions. In turn, this assists organizations in achieving their objectives and goals. Evidently, all employees at the organization are able to focus on the firm's mission and vision thus contributing to the accomplishment of the organization's goals (Eikenberry, Arroyave & Cooper, 2007).
The following are comparison examples from the highest top most ranked factor of motivation down to the theory by Vroom. For example, for a case where employees attend a meeting and learn that major emphasis would be required if external programs are to be added. Employees who would secure enough funds will have the privilege of pursuing their research and extension of their own interest. The case is different for employees who cannot secure funds. They will be required to do a research and extensions chosen by the subject director. The employee comes to the realization that the more research one does and the more…[continue]
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