Administration and Stakeholders Factor

Administration and Stakeholders Factor
Introduction
Mental Health America is a nonprofit organization filled with committees such as the governance committee, public policy committee, board of directors and affiliated groups that work together with stakeholders to provide services to the mentally disabled and substance abuse community. Services provide by MHA can face impending changes which could influence the organization culture. Nonprofit organizations have challenges recruiting and retaining talented employee’s, which can make it difficult to achieve organization mission, vision, and culture. According to Yazinski (2009), “Employees leave organizations for reasons; oftentimes these reasons are unknown to their employers”. Mental Health America has to strategize to recruiting staff as well as retaining methods to maintain development and competency. Evolving practices such as changing delivery cause stakeholders to assess the cost effectiveness and advances in technology.
Strategies for Recruiting
According to Longest Jr. & Darr (2008), “as noted recruiting involves attracting internal or external applicants” (pp. 448). Recruiting begins with the selection process, management must understand the overall cultures mission, and vision to recruit potential staff that will fit with the values or the organization to retain employment and minimize staff turnovers. Once, the recruitment process is complete management the orientation process begins for employers. According to Longest Jr. & Darr (2008), “orientation should include information about the physical facility, organizational structure, universal precautions, fire and safety programs, the employee health service, employee assistance program (EAP), and other HR department services” (pp. 448).
Mental Health America’s recruiting techniques are through websites to attract individuals to MHA. “Since nonprofit recruitment budgets are often tight and the resources to properly recruit are not always available, organizations should utilize low cost recruiting sources and social media as part of their recruitment strategy” (Schoshinski 2013). The culture of the organization is communicated to potential candidates to make sure the individual fits within the organizations culture. “Mental Health America provides the industry’s best resource for connecting mental health employers with top talent” (Mental Health America, 2013). MHA has to compete with for-profit organizations because of higher salaries and compensation packages. According to Mental Health 2012 financial statement (2012), “staff members are offered non-contributory, defined contribution plan, which is available to all employees who have completed one year of services and attained 21 years of age” (pp. 16). Also according to Mental Health America’s financial report (2012), “supplemental executive retirement plan which executives have the opportunity to deferred compensation where MHA can match the contributions made under the 457 (b)” (pp. 16). Compensation packages and benefit packages are good incentives to recruit employees as well as retain employees, and can help MHA organization compete in the health care market.
Strategies for Retaining Employee’s
According to Longest Jr. & Darr (2008), “The human resource department is responsible for bringing employees into the organization and placing them in the existing structure (acquisition); enhancing the competencies of existing employees and keeping those who are effective in the organization (retention and maintenance); facilitating the exit of those who leave (separation); and developing policies for employees in the organization (coordinating)” (pp. 241). After recruiting employees into an organization management have to use leadership skills to retain employees by using competencies and strategies. Employee engagement, communication, and motivation through leadership can help an organization retain employment. According to Longest Jr. & Darr (2008), they must be motivated to perform their work at acceptable level, in terms of both the quantity and quality of work. Mental health America uses the contribution plan and the supplemental executive retirement plan as an incentive for employees. As stated earlier “employees who have completed a year of service will begin receiving retirements plans and become vested employees in MHA organization” (Mental Health America 2012). Mental Health America uses compensation administration to retain employment. According to Longest Jr. & Darr (2008), “effective compensation administration is essential to maintaining and retaining a suitable workforce” (pp. 451).
Training is a basis at Mental Health America. According to Longest Jr. & Darr (2008), Training changes behavior, and it expands employee knowledge and skills through an organized process by which employees learn the skills, abilities, and attitudes needed for successful job performance” (pp. 450). MHA has established coaches to maintain employee retention. According to Mental Health America, “career coach help individuals discover their greatest ally such as: individuals in career transition, entrepreneurs, developing leaders, technical professionals, and employees seeking to enhance their careers within the organization” (2013). Compared to Longest Jr. & Darr text Mental Health America uses training and development to retain employees multiple coaches are employed to increase motivation and communication within the organization. Coaches such as, work/life coach, business coach, and personal coaches to help Mental Health America management understand behavioral styles and analysis interpretation to maintain and retain employment.

Service Delivery
According to appendix A Mental Health America has affiliated groups which bring together stakeholders to address issues that are affecting state and local areas. Stakeholders include consumers, parents, advocates, and service providers. According to Mental Health America (2013) Mental Health America provides training and technical assistance to affiliates on issues like managed care, mental health parity advocacy, depression and anxiety disorders education and children mental health issues.” According to Longest Jr. & Darr (2008), It is the GB’s responsibility to balance stakeholder demands and ensure that they are compatible with the mission ( pp.374),Services provided by affiliated groups and stakeholders are compatible with MHA mission and vision by providing internal and external services such as, public education, information and referral, support groups, rehabilitation services, socializations and housing services to those confronting mental health problems (Mental Health America, 2013). Mental Health America affiliated groups also provide annual administrative and financial reports and maintain documentation for the internal and external reporting as well as develop strategies for financial management to regulate changes in care delivery due to advancement in technology and trends.
Evolving Practices
According to Mojtabai (2011), “the prevalence of self-reported mental health disability in the US nonelderly population modestly increased over the past decade (pp.21). MHA over the past 100 years have been advocating for more facilities for mentally disabled individuals Government legislation has passed laws and regulations such as the Mental Health Parity Act and the Affordable Care Act to keep people with mental disorders condition safe and to protect against improper and abusive treatment. Legislations provided a framework for mental health issues such as rehabilitation, aftercare, access to care, prevention and promotion.