A640.9.2.RB_Diaz

What a whirlwind this term has been.  In the blink of an eye, nine weeks have passed and I find myself fondly reflecting on my experience in this course and with my organization.  The purpose of my service learning project was to find an organization, observe its leadership and its effect on the organization, and relate it to the theories we explored through our text.  To be completely honest, the fact that this course required volunteerism made some students decide not to take this course.  There is a classmate of mine that has been in all of my classes and we have supported each other throughout this program.  This individual thought it would be too much work to do volunteer work as part of an elective class.  To which, I can understand.  Some people really value their personal time so I cannot fault one for making a personal decision however, I looked at this as an opportunity.  I've never had the chance to volunteer before but I have always wanted to.  This class was a win win situation for me.  I got to help out an organization while learning and observing how the organization was run, the effect its leadership has on the organization, and what it is they are doing (or not) to better themselves in the future.

I made more assumptions about this organization than imaginable.  I assumed a great many things such as: this organization was going to be financially stable; they had to obviously utilize technology; there would be many employees; the facilities would be modern; organizationally, they would be well managed.  These assumptions were based on what little I knew about non-profit organizations.  My employer is a non-profit so maybe I thought Journey's End would be run a little like my company.  Also, I think that my preconceived ideas came from TV ads and reading about companies such like the YMCA, the Humane Society, or the Red Cross.

The question at issue would be what type of leader this organization would have?  Would she be ethical?  Would she strive for goals?  Would she perform effectively and build towards the future?  Did she contribute to the development of her subordinates?  How did the subordinates respond to her leadership style?  As I observed Florence, I considered these and many more questions.  I gathered information from the employees (probably unbeknownst to them).  Whenever I had the opportunity to work with somebody new, I always asked them a lot of questions.  I would usually begin by asking them about themselves and what drew them to Journey's End.  I would usually then follow up with basic questions such as "How long have you worked her?  What do you love about your job?  What do you dislike?  How do you feel about this aspect of Journey's End?  What can be done differently?".  I made real connections with the member's of the organization, which besides helping, was one of the most satisfying things I got to do with Journey's End.  I was fascinated by the stories, the compassion, and the unrelenting dedication these individuals had for these animals.

I came to realize this organization is in need of change if it intends to continue providing life-long care for its animals.  A lot is at stake on the sanctuary.  Financially, organizationally, and structurally, if Journey's End does not establish a new vision the implications will be that hundreds of animals will be without a home.  However, there is hope and if the Board of Directors can establish clear objectives, compose a sound financial strategy for funding, and they can execute their vision, the sanctuary could continue to care for the hundreds of animals that call Journey's End home.

After having discussions with Jan, I believe Journey's End can continue its work.  From my point of view, they have recognized one of there biggest weaknesses, and that is that the way they are currently organized and executing is not working.  They realize that their "ship is taking on water" and the time for change is now.  The challenge will be whether or not they are willing to accept the challenge and effectuate true organizational change that will result in longevity.  I hope they succeed.  This organization is more important to the community than the community knows.  If not for them, where would these animals go?  Who would care for them?  Only time will tell, and I hope to play a small part in their resurgence.

A640.8.2.RB_DiazBrian

Sheryl Sandberg is the COO of Facebook and is a graduate of the Harvard School of Business.  She worked at Google before joining Facebook earlier this year.   In this week's Ted Talk, Why we have too few women leaders, Sandberg has three messages to share for women wanting to stay in the work force.

1. Sit at the table.  Sandberg says that "the data shows that women systematically underestimate their own abilities".  She contends that women have to believe in themselves and that they should"sit at the table" as opposed to sitting on the side of the room.  My wife works as a senior mutual funds account administrator for the Bank of New York Mellon.  She has been with BNY for nearly a decade.  She started working for the bank almost right out of college.  There have been opportunities for her to advance in her career with this organization but she has chosen not to.  In the last five years, there has been two separate occasions where she could have pursued a managerial position leading a team of administrators.  On both occasions we talked about the pros and cons of her pursuing these opportunities.  I am her biggest supporter and I truly believe in her and I know she can accomplish anything she wants, she just has to want it.  On both occasions she felt like she wouldn't be good at these positions because she doubted her abilities.  She felt she couldn't be successful, and of course I told her she was crazy.  However you can't make someone do something they are not comfortable with.  In the end, she didn't pursue these management opportunities and I'm not certain if those opportunities will be available to her in the future.  Women have to be willing to take chances in the corporate world if they want to be equally represented.

2. Make your partner a real partner.  One of the more interesting things mentioned by Sandberg in her Ted Talk was when she said "Ive become convinced that we've made more progress in the than we have in the home.  The data shows this very clearly.  If a woman and a man work full-time and have a child, the woman does twice the amount of housework the man does, and the woman does three times the amount of childcare the man does."  If I were PolitifFact I would rate her statement half-true.  As two working professionals with a child, my wife and I work together as much as possible in order to maintain our home, raise our son, and keep our commitment to one another.  In my house, I do the majority of the cleaning.  It isn't because my wife won't clean, its because I am OCD and if something is out of place, dirty, or needs to be done, I will do it.  It actually drives my wife a little batty because she says "You know I was going to do that when I had time!"  But I actually like to clean and cook for that matter.  For me, I find it therapeutic.  I will admit that when it come to raising my som my wife does the majority of the work.  It isn't because I am an absent parent, it's because my son is two years old and he prefers for mommy to hold him, mommy to rock hm, mommy to give him his baths.  We've been trying to explain to him that it is not fair for mommy to have to do all of this when daddy is happy to chip in but he's not buying it...  I tease my wife and tell her it's because she over "baby'd" him and now she's paying the consequences :)  As a nurturing mother however, my wife wouldn't have it any other way.

3. Don't leave before you leave.  Sandberg recommends that women "keep their foot on the gas pedal" when it comes My wife and I made a conscious effort to have our son.  We knew we wanted to have a family and as responsible adults we planned our pregnancy and exactly one year after our wedding anniversary we learned we were pregnant.  If there is one really great thing about my wife's organization is the benefits they offer.  My wife was able to stay at home on leave for three months with full pay.  She was actually put on bed rest a month early (which was covered by short-term disability) so in actuality she stayed home for a quarter of a year while being paid in full by her employer.  Was her foot on the pedal at that time?  I can honestly say no.  She was more concerned with our first born than with her job.  But should this negatively impact women in the workforce?  I would like to say no but I imagine it's hard to have someone in a position of authority if they have child after child and need to be out of the office three to four months out of the year.

I can't imagine how hard it is for women to be successful in organizations in today's climate.  As the data eludes to, there has not been any significant change in the advancement of women in higher level organizational positions.  As Sandberg said "the numbers are going in the wrong direction".  If a woman is completely dedicated, highly motivated, and willing to sacrifice family, it is possible  for her to be successful.  However, the sacrifices that women make (carrying children, birthing, raising them) are not issues that affect men, giving them what I consider a disadvantage.  I would like to see more women in positions of authority and I think that with confidence, determination, and with growing opportunity, women can be just as (if not more) successful as men.

Sandberg, S. (2010, December 21). Sheryl Sandberg: Why we have too few women leaders

[Video file]. Retrieved from

http://www.ted.com/talks/sheryl_sandberg_why_we_have_too_few_women_leaders.html