Several theories have been developed to explain the different kinds of organizational structures. One of the most commonly applied theory is classical or traditional theory. This theory emphasizes formal organizational structure and assigns the role of the organization to specialists. The theory suggests the division of administrative tasks into departments that are centrally coordinated by an overall authority. The theory further suggests that responsibilities and authority should be clearly defined. Work is groped and assigned to respective individuals whereby individual work is properly coordinated and responsibilities fixed.
The United Nations Entity for Gender Equality and the Empowerment of Women (UN Women) can be described as considering the classical organizational theory. The organization was established by the UN general assemble to foster the empowerment of women alongside ensuring gender equality. The origination has a regional architecture organizational structure whereby authority is delegated from the headquarters to the regional level to ensure its effectiveness. The organization utilizes the Institutional and Organization assessment Model, whereby it asses its staff’s awareness of gender-related matters and ensures that the staff can facilitate the organization’s mandate of promoting gender equality.
The Association of Women’s Rights in Development (AWID) can also be described according to the classical organizational theory. The organization has a well-structured distortion with a board of management that is headed by a president. Team leaders lead the respective sub-projects. The organization utilizes the M&E wiki framework, which creates a platform where the views of people from all over the world can be aired.
Womankind Worldwide is a global organization based in the United Kingdom that partners with women groups in the developing world. The organization does not have offices nor staff in the countries it operates in but rather collaborates with the existing groups in those countries. The organizational description of this organization fits the bureaucratic theory that supports direct authority from the overall administrators without delegation. The organization uses the Institutional and Organization assessment Model, whereby it analyses the achievement of its goals by checking the impacts of its activities in the various countries that it has made establishments.
The AWID mission is to be a formidable driving force in the world’s community of women rights activists and feminists. The organization also aims to influence and change power structures, advancing human rights, gender fairness, and global environmental sustainability.
The woman kind worldwide organizational goals include; eradicating all forms of violence against women and girls, improving women’s economic rights, enhancing women’s involvement in decision making alongside advocating for women leadership.
The UN women organization priority goals include putting to an end all forms of violence that are perpetrated on women, the involvement of women in governance systems, ensuring that women have the opportunity to get decent incomes; economic independence; and security, ensuring that women a re give roles in the building and maintaining of peace and resilience alongside being given equal opportunities to benefit from humanitarian aid when such need arises.
Collaboration not only involves cooperation but also entails the willingness and ability of organizations to share ideas creatively. Collaboration between the three highlighted organizations would be of great importance in fostering gender equality and women empowerment. They aim to eradicate all forms of atrocities orchestrated against women, ensuring that women are economically empowered.
Negotiation involves the interaction of two organizations with conflicting approaches to a solution that is acceptable to both parties. One of the aims of the AWID organization is to foster feminism. Feminism is often mistaken for empowering women and diminishing the role of men in society. It is important that the organization negotiate on the real definition of feminism and whether it is a suitable objective.
Mediation involves the meeting of conflicting organizations in the presence of a third party who presides over the negotiation process. In formulating an agreement on the definition of feminism, a mediator might be necessary to ease the process of negotiation.
The process of collaboration is often bound to encounter various challenges. The kind and efficiency of leadership will directly influence collaboration. The retrogressive leadership style will have a harmful effect on the collaboration process. Differences in leadership between the parties involved will also affect the collaboration process. Another problem that the collaboration process will most likely face is poor communication between the collaboration process stakeholders. It lacks a well-structured and effective communication mechanism that will make coordination between the collaborating organization difficult hence impeding the process. Also, the absence of well structured and articulated objectives that guide the process. Lack of objectives impedes the process since without them, it would not be easy to create an action plan that would ensure the process’s success. Another challenge occasioned by a collaboration process is an unclear division of responsibilities, which often leads to haphazardness that undermines the collaboration process.
Social justice advocacy is an important system in the world today, considering the numerous societal vulnerabilities that face almost every person in the world today. The role of organizations and agencies involved in advocating for social justice for vulnerable persons is significant. The system is bound to experience radicle changes occasioned by the everchanging world alongside the respective organizations’ collaborative relationship. The emergence of new trends comes hand in hand with the eruption of new social justice challenges that may call for collective advocacy through organizations and agencies. These agencies will source their capacity to change from the emerging issues that create avenues for creating new strategies to combat them.
Inter organization collaboration aids in ensuring better services through the exchange of ideas alongside consolidated resources and efforts. To put into effect organizational collaboration, a deliberate action plan that spells out the steps that will facilitate the process are important. For instance, to facilitate the collaboration of originations that advocate for gender equality, the first step would be considering the objectives and mission of respective organizations and then negotiations. It needs to be mediation over the objectives where a conflict would occur. Developing objectives for the collaboration would follow. The next step would be laying down the leadership guideline for both organizations alongside appropriately dividing responsibilities and authority. The final step would be putting into effect the operations defined by the objective considering all the proposals surrounding leadership and responsibilities.
Cindering the macro environment of organizations affiliated with social justice, various steps would ensure that there is an overhaul. The first step would be to facilitate increasing research and studies to find out emerging and new ways of dealing with the existing social justice challenge that would ultimately lead to a change of the system. The next step would be promoting new practices such as organization collaboration through campaigns and advocacy, which would lead to an overhaul of the system as a whole, followed by. Developing policies that either compel or encourage organizations to foster a collaborative relationship for the diverse population’s benefit would follow. Lastly, collaborative relationships between the organizations would lead to the emergence of new ideas concerning the provision of their respective services, hence benefiting the populations they offer their services to.