Please enable JavaScript.
Coggle requires JavaScript to display documents.
Steps to Structure Mission Care in an Organization. - Coggle Diagram
Steps to Structure Mission Care in an Organization.
O'Donnell, “Career Development and the Mission Agency” by Peter Shedlosky p. 247-250
Four Systems of an Organization p.249
The Structural System
Formal roles and Relationships
The Resource System
Care and Development of people in Org
The Political System
Deals w/ Power and Influence needed to allocate resources like money, computers etc
The Symbolic System
Holds system together through shared values and culture
Human Resource Model p.250
Training and Development
Human Resource Management
Organizational Development
Career Development
O'Donnell, “Nine Essentials for Organizational Development” by Hans Finzel p. 223-228
Nine Organizational Essentials
Concern for Quality and Excellence p.232
Colossians 3:23
Who you go with is more important that where you go
The Quality movement
Care in Crisis p.231,232
Go through counseling
Its important that we do respond to crisis
Have a crisis intervention plan
Credibility in Financial Stewardship p.229-231
Integrity in Public Relations
Honesty with Donor Gifts
Adequate Provision for Missionaries
Communication with Staff p.228,229
Open communicaton
Realistic and appropriate expectations established
The more poeple informed the better
Chain of Command p.227,228
Delegation of Authority and Responsibility
Job Descriptions
Organizational Chart that shows relationships within organization
Consistency with Policies and Procedures p.226,227
Never be in bondage to policy manual
Guidelines written when situations arise
Serve to assure fairness
Clear Vision, Goals, and Strategies p.224,225
Articulate a clear purpose statement and set of corporate goals
SMART: Specific, Measurable, Attainable, Relevant, Trackable
Where are we going next and why are we going there?
Commitment to Members p.223,224
Missionaries are agencies most precious resource
Celebrate performance of missionaries
The agency exists to help missionaries
Connection to the Christ the Head p.222,223
Jesus Christ is the commander and chief of Missions
Without vital spiritual life, work becomes routine
Responsibility to maintain close relationship with Christ
Gardner, “Good Policies and Procedures are Good Member Care” p. 69-80
Guiding Principles p.70
Policies should be crafted and designed to serve workers
Policies should be clear, reasonable and communicated
Policies should be helpful & facilitative, preventative & flexible
Situations that require policies p.70-73
Selection Standards
Screening Mechanisms
Orientation
Income
Church Involvement
Expectations for field service
Expectations for furlough
Unexpected Situations
Protection and crisis assistance
Children's Education
Commitments
Administration and Care - Requirements for personnel managers p.76
Skillful and trained in connecting w/ people
Field experience in missions
Well informed about missions and agencies
Have good relationships w/ Churches
Be connected to resources like counseling, financial management, etc
Basic training in personnel matters
Gardner, “The Member Care Role” p. 91-96
Champion p.92
Highest position, serves from home office
Preps new members
Helps leaders and staff understand need for member care
Research
Empower Staff
Provide specialist resources
Stay in touch w/ sending churches
Strengthen all staff
Coordinator p.92
Second level
Oversees, pays attention, monitors and makes suggestions
Resource for field assigned member care workers
Could be the same person as Champion
Facilitator p.93
Third Level
Identifies needs and organizes activities and events
Has credibility with members on field
Provider p.93
Fourth Level
On the field who carries out member care activities
Could be the same person as Facilitator
Attitudes and Qualities of Member Care Worker p. 95,96
Integrity
Genuine Humility
Teachability
Warmth
Practical Skills
Patient
Good listener
Good Theology of Suffering and Risk
Discerning, wise
Loving, kind, compassionate
Respect for others
Gardner, “Mission Agency and Member Care” p. 115-124
Needs that led to the establishment of member care p.116,117
Tragedy
Requests for help
Increased conflict
Lack of life management skills
Civil unrest
Waning spirituality
Kidnappings
Declining recruitment
Prevention is more effective
Skilled help could be found within membership
Steps for implementing member care p.121
Support and approval from highest level
Have a credible and trained person
Identify the member care needs within org.
Research what is already happening
Discuss together what you and org might do now
Implications for a mission organization p.121-123
More generalists in member care are needed
A long distance ministry team approach my work for some
Churches need more education about missions
More international member care personnel is needed at all level
Awareness of the expanding need for and role of consultants
Understanding and proper utilization of electronic services
Dodds, “The Member Care Facilitator and Five Domains of Need and Care” p. 156-182
Ten Ways MCF can Serve Agency p.160,161
Giving input to administrative decisions
Help administration understand needs of members
Providing corporate memory with changing procedures, sites and life events
Serving as a sound board to consultant to leaders and managers
Helping HR to ensure best practices are used
Attend, prepare and support people through crisis
Linking people to resources for family needs
Arranging different seminars and workshops for spiritual growth
Prompting celebrations, awards, milestones etc.
Identifying and honoring people for gifts
"SPARE" - Five Domains of Need and Care p.163-176
Spiritual Needs and Care
Encourage small groups
Teach devotional and study methods
Encourage music and art
Opportunity for worship
Physical Needs and Care
Health Insurance
Exercising & Staying Fit
Nutrition and Diet
Inoculations
Vacations
Actualization Needs and Care
Become a "learning org"
Help members identify gifts
Provide Career testing
Attend to job fit
Make expectation clear
Offer annual job performance reviews
Promote life-long learning
Provide or encourage continuing education
Provide on going leadership dev.
Relational Needs and Care
Prepare candidates for relationship building
Make relationship skills and character explicit
Provide workshops on relationship skills
Spiritual life values and relationships
Emotional Needs and Care
Teaching Verbal expression of emotions
Providing workshops on comm. skills
Marriage and child rearing workshops
Allow for the role of emotions in group life and work settings
Additional Facets of Promoting Health p.177-182
Promotion of work/personal balance
Training for life as well as work
Encouraging help-seeking behavior
Fostering communication within the agency
Providing effective personnel functions
Support for families and children's needs
Provide periodic updates in cross cultural understanding
Provide opportunity to members to discuss health
Post-return, re-entry follow up
Emergency support
Powell, "In-house Staff vs. Outside Consultants: A Comparison” by O’Ann Steere p. 185-190
Advantages for using In-House staff for Mental health care p.185-187
A member shares the same goals, cultures and values
Agency administrators have control over quality, training and approach
Member usually has a sense of history in the given situation
Knows what resources exist within the mission to address needs
They often share the same experiences to clients situation
It makes financial sense to utilize in house caregivers; it can lead to proactive care
There is a perception of longevity regarding in house caregivers
Advantages for using Outside Consultants p.188-190
Small agencies can have access
Specialized care can be provided
Caregiver is seen as committed to the individual missionary, not to the institution or agency
Consultants are likely to be impartial and see things objectively
They have nothing to lose
Can develop a bigger frame of reference
Because they will be 'moving on' outsiders feel safe to hurting staff
Usually has access to other resources
Cost effective
Have a stronger record of keeping missionaries on the field
Which is Best? p.190
So many factors to consider
"both/ and one" may be best approach
Having wisdom and flexibility will guide choices