Informative Essay On Global Kids

Carole Artigiani founded Global Kids in 1989 as a program of the Foreign Policy Association was incorporated in 1991, and became a fully independent organization in 1993. Carole Artigiani served as the Executive Director for 21 years until August 2010 and still serves as a Senior Advisor and a member of the Global Kids Board of Directors. Evie Hantzopoulos has been serving as the Executive Director since September 2010. Global Kids has worked with more than 18,000 students all over the five boroughs and educators in New York City. Global Kids has received national recognition for honorable practices in academic leadership programs, international education and youth development. Global Kids' after-school program serves over 500 middle school

and high school students yearly.

The groundwork of this organization is to help students to demonstrate their capacity as agents of change in their community, to promote peer learning and the development of social skills. Global Kids encourages students to attain the understanding of global issues and exposure to higher education as well as career readiness. Global Kids offer academic programs using interactive techniques that engage students in the learning process, increase academic skills, and draw connections between the curriculum and world affairs. Global Kids' educators conduct in-class workshops in New York City public schools. GK's Academic Programs create respectful, stimulating, and participatory classroom environments and promote understanding of current events and the democratic process.

Global Kids intends for students to understand the social reality that surrounds them, coexisting in it in an active, responsible and integrating way.

It is essential that our youth be aware of the essential role they play in the transformation and improvement of their environment and society. Global Kids works to ensure that students from diverse culture and academic background have access to experiences and values they need to succeed in school, be active participants in the democratic process and achieve global leadership in their communities (Huffington post, 2017).

Expanded description of chosen problem

In just every organization the task of retaining employees is a major consuming one. All organizations should think seriously about how they can retain their best employees, because people with more talent and creativity are the ones who leave. That is why, retaining the staff, is a way to stay competitive in the market. Valuable employees are the ones that bring success in every organization. I have been employed by Global Kids for approximately four years as a Senior Trainer and or Site Supervisor. My role is to educate youth about critical international and domestic issues and promotes their engagement in civic life and the democratic process. As Senior Trainer, I develop professional special training for teachers, administrators, parents, counselors, and youth workers to develop an understanding of youth development and acquire skills in integrating a global perspective

and current affairs into their academic and after-school programs.

Global Kids has a major problem with employee retention, hiring and retaining quality employees is a concern.

According to Osteraker (1999), the employee satisfaction and retention are the key elements for the progress of an organization. The great majority of new hires are quite enthusiastic when they start at Global Kids, but employee's spirit sharply changes after their first six months. Employees are not only making little money but also experiencing high stress. Non-profit organizations employees earn less than someone doing the same or similar job in the for-profit industry. Motivation factors are the vital instrument of retaining employees in non-profit organizations. Global Kids face high personnel turnover, caused by different issues such as low salaries, job insecurity, increasing competition, or bad management (Beudean, 2009). In order to retain high-quality workers, nonprofits need to be more selective in the individuals they hire. Most employees do not find in Global Kids opportunities for professional and career development, effective training and acceptable salaries. Global Kids is not growing rapidly and this limits job opportunities for employees within the charitable sector. Messmer (2000) found that one of the important factors in employee retention is contributing to employee training and career

development.

Preliminary solution options

In any job, it is critical that employees are motivated. Those who occupy positions as superiors in a company should do everything possible to achieve it, whether or not is monetary. Motivation is essentially subjective, each person will be motivated by totally different factors, according to their work and personal situation. For a non-profit keeping employee engaged and motivated can be a burden. This challenge involves employing and retaining highly motivated workers who are willing to meet the organization's expectations. An effective motivation theory is McGregor's motivation Theory, this theory influences employees through proper motivational tools, such as autonomy, confidence, and achievement (McGregor, 1960). Global Kids can utilize the following techniques as ways to incentivize the personnel:

• Adopt recognition as an important element in the culture of the organization, distinguishing employees for their achievements and projects to increase team spirit and job satisfaction.
• A salary that is paid according to the results obtained for exceeding the fulfillment of the objectives, as clear motivators for good performance.
• It is a good idea to organize an awards ceremony to show trust and support of all those who have contributed to the development and growth of the company.
• Offer support to help them grow as people and professionals. Support employees with technical courses and seminars that are related or not to their immediate work.
• Let employees perform their functions independently, without excessive control, and giving value to their vision as responsible for a specific area, this is what is known as internal motivation.
• Hiring the right people, before hiring employees looking for people who are fully motivated and interested.