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steps to structure Mission Care, Sources - Coggle Diagram
steps to structure Mission Care
Policies Gardner
should span
contribution 82
Performace reviews
Job descriptioon
memerandams 82
celebration for achievement and milestones82
validation 82
Job Fit
Training fro tasks
Appreciation and praise
Integration 82
Recruitment
Orientation
membership
assigment
Handling Members
Congruent in Spirit 81
Family feel 81
Stewardship of persons80
biblical standards 81
Flexability
Treat people with respect and love 81
Management
Well informed about other agencies 79
Ability to interface with Churches 79
Missions Experience 79
Connected to needed resources 79
Skillful and trained in listening 79
Trained in personal matters and increasing in skills
SHOULD NOT HAVE TOO MUCH TO DO! 80
Situations Gardner chapter 6
Expectations for Field Service 75
Expectations for Furlough 75
Church Involvement 75
Unexpected situations 76
Moral failure
Crisis
Conflict
Death
Income 75
Orientation 75
Children's Education 76
Screening Mechanisms 74
Retirement and Attrition
Selection Standards 74
Protection and Crisis assistance 76
Member Care Rol Chapter 7 Gardner
Coordinator 94
Overseeing
Monitoring
Making suggestions
Works with Home office and field
Facilitator94
On the field
Has recognition and crediblity
Identifies needs
organizes events
Enrichment
Training
Preventive
Champion 94
Advocate (Promotes Member care)
Home office
Influence with organization
Wide network (Provides specialist resources and referral list)
Strength org goals 95
Promote health95
New members selection and prep
Monitors policy
Research within org and outside of it
Strenghths and trains staff
Helps with discipline issues and interpersonal conflict96
Provider
Person on the field
Carries out member care activites
Field visits96
Know how to work with athority
Trains others well
Organization skills
Seminars and workshops
Mediate conflict
Field Expereince
humble and friendly
Competent in practical skills
Biblical theology of suffering
Biblical theology of growth
Compassionate
Where to start Gardner
Get acquainted with the org an members 99
Develop credibiltiy 99
Pray for people 100
Celebrate people 100
Structure your role
Who do you report 100
What do they want?
What needs to be done?
What do I want to do?
What am I good at?
Clarify confidentiality issues
Clarify authority
Clarify time commitment
Agree on what you will do write it down!
What do you need to do your job? 100
Oversight and availability of supervisor
Budget
Leadership support
Team
Job description
Develop a support network 101
pastoral care
local resources
Terapists to consult
Other member care workers
Get all the training you can
Learn about member care issues
Good member care
5 aspects 118 Gardner
Sending church and sending org
Specialists
Mutual care for eachother
Self Care119
God as master care
Implementing care Gardner121
Identify needs122
identify what is already happening
think of trained credible people as team
Discuss plans forward
Does it have support from top
Keep in mind Gardner 122
Long distance works 123
Churches need education 123
international care specialist are needed at all levels
Generalists are needed
Roles of consultants
Powell 187
In house care
Advantages
Know available resources
More proactive 187
Quality control
Trust and relationship with leadership
Same goals and culutre Powell186
Outsorced advantages
Small orgs
Committed to individual
Specialized care
broader frame of reference
Greater confidituality
cost effective 190
Areas of member care O'Donnell 251
Clinical Care
Stress management
Pastoral Care
Crisis intervention
Team Building
Prevention and Enrichment
Network of Specialists
Career development
Roadblocks Gardner 119
Imply criticism of past system
God's word is enough
Leaders minimize need
Steps to overcome
acknowledge mandates of org
Value existing services
Work under athority
Simple research
Good comunication
Organizational Essentials Donnell 222
Consistency with policy and procedures 236
Clear chain of command and job descriptions,delegation of responsibilities 227
Clear vision, Strategies, and goals234
Communication with staff 228
Commitment to members 223
Financial credibility 229
Connection to Christ
Care in Crisis231
Concern for Quality and Excellence 232
Always working to get better
Needs constantly met
Things work right the first time 232
Services work better and last longer
Waste disapairs
People love their jobs
"Who you go with is more important than where you go. If you plan to spend a long time overseas, carefully investigate the management practices of the potential agency. Make sure you ask the hard questions about how they are organized and what kind of leadership they will provide." Donnell,, 232
Four Systems of an org. ODonnell 249
Human Resource system/care and development
Political system/ power and influences
Structual System/ Org chart
Symbolic system/ shared values
O'Donnell chapter18
Human Resource Development 248
Development
Organizational development
Career Development
Training
Career Development 251
Assess individual 251
Individual counseling
Placement and job selection
Organizational potential assessment
Developmental programs (mentoring, workshops, education
Individual debelopment 257
Sources
“Nine Essentials for Organizational Development” by Hans Finzel p. 223-228 O’Donnell textbook:
“Career Development and the Mission Agency” by Peter Shedlosky p. 247-250 O’Donnell textbook:
“Good Policies and Procedures are Good Member Care” p. 69-80 Gardner
“The Member Care Role” p. 91-96 Gardner
“Mission Agency and Member Care” p. 115-124 Gardner
Dodds textbook: “The Member Care Facilitator and Five Domains of Need and Care” p. 133-166
Powell textbook: "In-house Staff vs. Outside Consultants: A Comparison” by O’Ann Steere p. 185-190