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Organizational Assessment of “Save the Children”

Dulce M. Juarez

BASOL, South Texas College

ORGL-4341-KV3-Management Theory I -CBE

Dr. Esmeralda Adame

March 3, 2023
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Organizational Assessment of “Save the Children” Introduction

Save the Children is a non-profit organization that was established in 1919. The

organization operates in over 120 countries, including the United States and United Kingdom,

and focuses on providing children with access to education, health care, and protection from

harm. The purpose of this essay is to evaluate the appropriateness of management skills in Save

the Children, taking into consideration their organizational structure, leadership and behavior,

decision-making style, type of manager, type of control, importance of human capital, and the

four key decisions of organizational structure.

Organizational Structure

Save the Children has a matrix organizational structure. This structure combines

functional and product-based structures to achieve both efficiency and flexibility. The functional

structure is responsible for maintaining overall organizational goals and objectives, whilie the

product-based structure focuses on specific programs and projects (Robbins & Judge, 2017).

This structure allows the organization to respond to the changing needs of children in different

regions while maintaining a centralized decision-making process. The matrix structure also

enables the organization to allocate resources effectively, reducing duplication of efforts and

maximizing impact (Robbins & Judge, 2017).

Leadership and Behavior

The leadership and behavior in Save the Children are characterized by a participative

management style. This style allows employees to have a voice in decision-making processes

and encourages collaboration and teamwork (Robbing & Judge, 2017). This style also promotes

a supportive work environment and helps to build trust among employees. In addition, the
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organization values ethical and responsible behavior, which is reflected in its code of conduct

(Save the Children, 2022). The leadership team in Save the Children is also committed to

diversity and inclusion, which is reflected in its policies and practices (Save the Children, 2022).

Decision-Making style. Save the Children follows a consensus-based decision-making

style. This style allows all members of the organization to have a say in important decision and

helps to ensure that everyone is on the same page (Robbins & Judge, 2017). The consensus-

based style also promoted transparency and accountability, which is essential for a non-profit

organization. This style helps to build trust among employees and ensures that decisions are

made in the best interest of the organization and its beneficiaries (Robbins & Judge, 2017).

Type of Manager. Save the Children employs transformational managers. These

managers have a vision for the organization and are able to inspire and motivate employees to

achieve their goals (Bass & Riggio, 2006). Transformational managers also focus on developing

their employees and creating a positive work environment. They are adept at navigating the

complexities of a matrix organizational structure and are able to balance the needs of different

stakeholders (Bass & Riggio, 2006).

Type of Control. Save the Children uses a combination of output and behavioral control.

Output control measures the performance of the organization and its programs, while behavioral

control focuses on the behavior and actions of employees (Robbins & Judge, 2017) This type of

control helps to ensure that the organization is making progress towards its goals and objectives,

and that employees are acting in accordance with the organization’s values and ethics (Robbins

& Judge, 2017).

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Importance of Human Capital. Human capital is a critical component of Save the

Children’s success. The organization values its employees and recognizes the importance of

investing in their development and well-being (Boudreau & Ramstad, 2015). The organization

also values diversity and seeks to attract and retain a diverse workforce. This helps to ensure that

the organization can respond to the needs of children in different regions and that it is able to

leverage the skills and experiences of its employees (Boudreau & Ramstad, 2015).

Changes and Goals

By utilizing proposed changes to the organizational structure and design, Save the

Children has the potential to achieve significant growth over the next three years. By continuing

to adopt a participative management style, the organization will be able to create a supportive

and inclusive work environment that encourages collaboration and innovation This will help to

attract and retain talented employees, which will in turn lead to increased efficiency and

effectiveness.

In terms of organizational structure, Save the Children should continue to refine its

matrix structure to ensure that resources are being allocated effectively and that decision-making

processes are streamlined. The organization should also explore the use of technology to support

collaboration and communication between employees, especially those working in different

regions.

Another key area for growth is the development of human capital. By investing in the

training and development of its employees, Save the Children can build a more skilled and

knowledgeable workforce. This will help the organization to stay ahead of the curve in terms of
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the latest best practices in the non-profit sector, which will in turn lead to increased impact and

success.

Finally, Save the Children should focus on refining its decision-making processes to

ensure that they are transparent, accountable, and in line with the organization’s values and

mission. The consensus-based decision-making style is a strong foundation, but the organization

should consider ways to make the process more efficient and effective. With these changes in

place, Save the Children is projected to experience significant growth over the next three years.

By leveraging its strengths and addressing its challenges, the organization will be well-

positioned to continue to make a positive impact on the lives of children around the world.

These three graphs show the projected growth of the non-profit organization Save the

Children over the next three years. Table 1 represents the organization's expected employee

count, with significant growth projected over the next few years. Table 2 illustrates Save the

Children's projected budget for the same time period, showing a steady increase year over year.

Finally, Table 3 shows the expected number of programs the organization will be running at

different points in time, with a significant expansion planned for the coming years. Together,

these graphs provide a comprehensive picture of Save the Children's projected growth and

expansion as it implements proposed changes to its organizational structure and management

practices.

Number of Employees
2200
2100 Number of
2000
Year Employees
1900
1800 2023 1500
1700 2024 1700
1600
2025 2100
1500
1400
2022.5 2023 2023.5 2024 2024.5 2025 2025.5

Table 1
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Annual Budget [Millions]

$130
Annual Budget
$120
$110
Year [Millions]
$100 2023 $50
$90 2024 $70
$80 2025 $120
$70
$60
$50
$40
2022.5 2023 2023.5 2024 2024.5 2025 2025.5

Table 2

Number of Programs
155 Year Number of Programs
145 2023 100
135 2024 120
2025 150
125

115

105

95
2022.5 2023 2023.5 2024 2024.5 2025 2025.5

Table 3

Final Recommendations

In order to maximize its impact and achieve significant growth in the coming years, Save

the Children should focus o n refining its organizational structure and decision-making

processes, adopting a participative management style, investing in human capital, utilizing

technology, fostering collaboration, fostering a culture of continuos improvement and staying tru

to its mission and values. By prioritizing these key areas, the organization will be better equipped
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to make a positive impact on the lives of children around the world and to continue to grow and

evolve over time. Through a combination of refinement and adaptation, Save the Children can

build a more effective and efficient organization that is well-equipped to tackle the challenges of

the future.
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References

Bass, B. M., & Riggio, R. E. (2006). Transformational leadership. L. Erlbaum Associates.

Boudreau, J.W., & Ramstad, P.M. (2015). Human capital management: A roadmap for high
performance. John Wiley & Sons.

Robbins, S. P., & Judge, T. A. (2017). Organizational behavior. Pearson.