Having a complete analysis of the economic, political and social aspects that surround the non-for-profit organization has the capacity to enable a leader or manager discharge his or her services in sound manner. also indicate that leadership is not theoretical but is practical in that they act within the applicable and practical wisdom that draws its basis from the existing realities.The results of the analysis of self reflection on leadership and management approaches within the non-for-profit organization in U. The understanding is that motivating others has a moral nature because it is concerned with the development of human beings in all dimensions.
The philosophy of postmodernism asserts that the organizational must view its culture past the realms of modern approaches.
To understand this moral perspective of organizational management, there is need to underline the importance of being sensitive to the complex local context and grow along a continuous learning path. point to the critical component of consistency in organizational ethics, values, beliefs and principles.
These are team learning, organization learning, and individual learning.
Successful management of human services must integrate the concepts of organizational learning.
Indeed, human service sector has paid cognizance to the effective development and management of human services.
After serving as a social worker in the United Arab Emirates and taking cognizance of the family, social, and emotional adjustments and experiences, one thing that rings into the mind is the role of leadership and management in non-for-profit sector.
Organizational behaviour is perceived as obtaining the capacity to build effective relationships by achieving human objectives, organizational objectives, and social objectives.
However, organizational behaviour has been advanced as presenting numerous challenges and implications to the organizational context, and thus enlarging the complexity of organizational behaviour.
One critical aspect of the reflection is process is the role of organizational learning.
Harris and Hartman (2001) defines organizational learning as “the ability of the institution as a whole to discover errors and correct them, and to Change the organization’s knowledge base and values so as to generate new problem solving skills and new capacity for action.” In the recent past, learning has emerged to be a fundamental factor in every successful organization and include three common levels.