However, this are analyzed from narrative and postmodernism theory to achieve a deeper dissection of how to articulate strategy into mainstream management roles and sustain the outcomes of the strategy.In the analysis of leadership and management approach within the non-for-profit sector, success in management and leadership revolves around complex approaches to the management of human services.
This is core reason behind challenges in assessing organizational strengths and weaknesses.
One specific area of research that has attracted interest from researchers is the impact of postmodernism philosophy on current theoretical and empirical research on management and leadership in human services.
These are team learning, organization learning, and individual learning.
Successful management of human services must integrate the concepts of organizational learning.
According to Andersen and Taylor (2005) “postmodern critique of contemporary critical social theory under theorizes the current historical conjuncture, overstates its discontinuities with the recent past, and foregoes responsibility for explaining why their views ought to be privileged or even entertained as serious cultural criticism.” This example represents the current critique of postmodernism philosophy.
However, its aspects have raised critical questions about classical traditions of approaches to leadership and management.There is abidance in the fact that there stands a strong connection between a narrative and an action in management.According to Hudson (2009) “the action derives from intention or motivation, based on the particular narratives of an individual, irrespective of whether these are self generated, after appropriation from a culture.” The understanding is that the line of action taken by a leader or a manager largely depends on a wide range of situational factors, organizational cultures, and objectives.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.Consistency and value for others and their contributions are core determinant of change and eventual sustainability because the two are interlinked and congregate for improvement on organizational bottom-line.One successful factor within this area of leadership and management involves developing team work and a sense of collective responsibility.By appreciating the role of team members and how special the chemistry that exists between team members, and internal and external communities, a leader or manager within the non-for-profit sector is likely to draw in the inclusive approach to leadership that seeks to appreciate the diverse thoughts of team members.To achieve sound leadership that is compassionate and people centred, there is need to understand not only the unique cultures at of the stakeholders but also the complexities and make adjustments in regards to leadership styles to the local context.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.