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Supervision and Leadership in a Non-Profit Organization
The success of any organization depends on the expertise and initiative of its management. A non-profit company is one that carries out its operations for purposes other than making a profit. This implies that most of the activities that they carry out aim at helping people in the community based on the purpose of business. The non-profit businesses operate differently from contemporary enterprises. The operations of these companies are not aimed at achieving high profits, but for improving the welfare of the society. In this case, the targets in the company are different compared to that of other enterprises that are founded for the purpose of making profits. Therefore, the management styles that is applied in these different organizations vary due to the differences in their objectives (David, 2005). As such, there is a need to analyze the issue of leadership and supervision in the non-profit businesses with the aim of improving their effectiveness. The leadership and supervision of nonprofit making organizations influence the effectiveness of these institutions in fulfilling their social and communal roles by establishing strategies and policies that enable employees to fulfill their duties.
Supervision refers to the act of a superior in a workplace, ensuring that the employees in the organization carry out their tasks as mandated. This involves ensuring that employees are able to hit their targets and that they are in compliance with the policies that govern an organization. In my experience in a nonprofit organization, the supervisors were involved in a program that entailed mentorship and coaching. Simply, mentorship is a case whereby the employees are trained on different roles in the organization (David, 2005).
The employees of the nonprofit companies also benefit from such help whereby they are trained on different issues so that they can be able to cope with different situations in the workplace. In most cases, the supervisors in most nonprofit companies are not very strict compared to the supervisors in a profit making setting (Renz, 2016). The main reason for their leniency is because they do not get any external pressure from their superiors. However, the supervisors have to ensure that the set purpose of the business is accomplished in the most efficient manner. They also have to ensure that the employees are efficient in the management of the company’s operations.
Supervisors exercise an important role in performance management in a non-profit making organization. Performance management is simply the process in which the management of a company and their employees work together in an attempt to plan, review, and monitor the work objectives of different employees. It also entails the evaluation of the contribution of the different employees towards the overall objectives of the organization. Performance management in a nonprofit organization is different from that of profit-making enterprises based on the fact that they usually do not have long-term objectives. Instead, most of them have different projects. Therefore,  the objectives of a company are based on the project that it carries out. For a profit-making company, its main objective is to make profits through expansion and more revenue generation. In light of this, its sole purpose is constant over time (SPARC, 2004). As a result, it is much easier for the management of the company to measure the performance of its employees because the performance is set against a specific objective or target. For the non-profit companies, the targets usually change with time and accordingly there is no clearly designed way of measuring the performance of the employees.
In the past, the management style of companies was different from the current one. The difference was due to the management’s view of the human resource component as an expense as opposed as to an investment. Generally, the management did not want to invest in the employees in terms of knowledge and better working conditions. After a while, it was discovered that investment in employees would be beneficial to the company because it leads to efficiency in its operations. In turn, efficiency leads to a reduction in costs. The transition from the authoritarian culture to that which is associated with a nonprofit culture involves the management accepting that the human resource component in the organization is a benefit as opposed to a cost. In addition, they have to realize that improvements in working conditions lead to increased efficiency in the organization. In that case, the employees would have to be entitled to better conditions and at the same time, they should be trained on the different roles that they carry out in the organization.
Supervisors play an important role in influencing the culture of their organizations. The transition from the authoritarian culture to the nonprofit culture is one that is associated with a couple of challenges. One of the challenges includes the fact that the company may face a financial constraint. Investment in employees’ means that a company should be willing to part away with some of its resources in activities that are be aimed at improving their welfare, such as through training. Moreover, it must struggle with changing the attitude and perception of different people in the organization. Change is usually a hard thing to manifest in an organization (Jim, 2005). Therefore,  there will always be some people who will be opposing any form of changes in the culture of the organization and that will pose a challenge to the transition process.
I want to be a leader or supervisor who would be willing to reason out with employees. In this position, I will be able to get a clear picture of the reasons behind the employees’ actions. I will also train the employees on different roles so that they can be prepared to take up leadership positions in the future. The inclusive managerial system that I will have will enable employees to be involved in troubleshooting of any issues in the company and also in helping me to come up with solutions to the problems. Therefore, the level of resistance will be reduced because the ideas will be rooting from the employees.A supervisor is usually charged with the responsibility for ensuring that employees comply with the set objectives of the organization. In addition, he/she is usually after the accuracy of the operations of the company. In the case of a not for profit business, the supervisor is responsible for ensuring that the employees get to work on time and they comply with the set policies of the company. The manager is usually focused on the planning of things that should be prioritized in the company. Also, he/she seeks clarification on various aspects of the organization (David, 2005). A leader in a not for profit company will be given the task of setting the goals of the organization and trying to source for funds that would be essential in its running. Finally, the leader has the task of issuing directions to the employees of the company.
A supervisor must be self-aware so that he/she can conduct his/her activities professionally. Self-awareness is a situation whereby the manager or leader has knowledge of the basic concepts that are beneficial in ensuring that the management is aware of the things that make the running of the business to be efficient. Based on the fact that self-awareness is a leadership trait, then a supervisor should be able to ensure that they have additional information on the operations of the company. The leader can engage in seminars and extended education on different aspects of the company.
The practice of self-awareness can be integrated into the nonprofit management by the employees in the company being trained on the different aspects that can help in self-awareness. The management of such a company should be able to plan for training of employees that will help in the process of self-awareness. Generally, self-awareness involves issues such as knowledge of the work environment and the ways in which the different people in the company can coexist. Ordinarily, good relations among employees ensures that company is able to gain efficiency and achieve its set objectives.
A supervisor plays an important role in formulating strategies for the non-profit organization. In light of this, a leadership team should be able to come up with an arrangement that is aimed at coming up with strategies to achieve the mission of the company. By the leadership coming up with an agreement on how to deal with different organizational issues, they will unity in the operations of the company. The oneness in the organization will increase its level of productivity.
Conclusion
To sum up, a company should focus on staff diversity by training employees on different organizational issues and engaging them in cross-sectional training. In particular, the cross-sectional training can be conducted by the employees being engaged in rotational training on the work. This policy will be aim at ensuring that the employees are equipped with different skills and that there is continuity in the operations of the company in case one of the employees resigns from his/her positions. .Through the wide pool of skilled personnel, the supervisors in the nonprofit making organization will be able to fulfill their role of ensuring that these institutions are able to fulfill their social and communal roles.
 
 
 
 
 
 
References
David, A. (2005). “The meaning and actions of advocacy” in impacting social policy:        Understanding advocacy. The Nonprofit Quarterly.
Jim, C. (2005). Good to great and the social sectors: A monograph to accompany good to great. New York, NY:  HarperCollins Publishers.
Renz, D., & Herman, R. (2010). The Jossey-Bass handbook of nonprofit leadership and management (3rd, Ed.). Hoboken, NJ: Wiley Publishers
SPARC. (2004). Building capacity for public policy. Retrieved from:            http://www.northlandfdn.org/convening/keeley1110/Civic%20Engagement/PublicPolicy   Capacity.pdf