Before completing this Assignment, make sure to review the final Assignment guidelines carefully. For the final Assignment, you will design a grant proposal for a not-for-profit organization. You may select an organization that you already work with, or one that you are interested in. This Assignment is the first step towards completing your final Assignment proposal. In this unit, you will select a not-for-profit organization as your “model” for your final proposal. In a one-page essay: Indicate the organization that you are planning on using for the final Assignment. In your own words, describe the mission of the not-for-profit organization you are planning on using for your final Assignment. Discuss one or two of the programs that this not-for-profit organization runs, and explain why this organization interests you. Provide the full name of the agency and its website. Note: If you are having trouble selecting a not-for-profit organization, let your instructor know, so s/he can assist you. Assignment Guidelines A title page with full name, class name, section number, and date. Body of essay (1 page) References page 12 point font (Arial or Times New Roman are acceptable) Use standard margins: 1” on all sides Use left-aligned text, do not right-justify GUIDELINES FOR THE LAST ASSIGNMENT BELOW: Make sure to incorporate the feedback that your instructor has provided on the Unit 2, 3, 5, and 6 Assignments. Your Unit 9 Assignment must include the components listed below. Items 2–6 are headings; list each heading and underline it before you begin writing that section. Cover Page – Your full name, organization name, date, and the words “Grant Proposal Assignment” Mission Statement (separate page) Executive Summary History of the organization Purpose, population served, and geographic area Programs offered Key staff (include a description of 2 – 3 key positions and why these positions are important.) Problem/Need Statement (for one program that the organization offers) Nature and extent of the problem/need Research on the problem (from your Unit 6 Assignment) Impact of the need/problem on people/communities How your organization can address the problem/need Discussion of the Budget (for the program that you are requesting to be funded) List a minimum of three services/programs that you need funded. Include at least two items that you would include for each of the services/programs (i.e. personnel, travel costs, materials, supplies). You do not need to include an amount. You can list each item with bullet points. You should provide a short description of why that item would be included with the services/programs that you listed for the organization. Sustaining Your Program Discuss a minimum of two ways in which your program can be sustained beyond the grant period. Appendix (each on a separate page) Reference list (for sources used) List of two potential grant sources for the program that you discussed: include name of grant source, website, and one-paragraph rationale Your resume You Final Assignment must be your own work and it must be written in Standard English. Make sure to edit and proofread your Assignment and eliminate all grammatical and spelling errors before you turn it in. Assignment Guidelines A title page with full name, class name, section number, and date Body of essay (10–12 pages) References page 12 point font (Arial or Times New Roman are acceptable) Use standard margins: 1” on all sides Use left-aligned text, do not right-justify Submitting Your Assignment Put your Assignment in a Word document. Save it in a location and with a name that you will remember. When you are ready, submit your file to the Unit 9 Assignment Dropbox. This Assignment is assessed by the following course level outcomes: HN400-2: Design a proposal specific to a human services delivery program. GEL- 1.2: Demonstrate college-level communication through the composition of original materials in Standard English. PLEASE MAKE SURE YOU FOLOW ALL THE INSTRUCTIONS .. I WOULD LIKE TO DO ALL THE ASSIGNMENTS FOR THIS CLASS WITH THE SAME WRITER .
Various senior women chiefs have whimpered of the organization's failure to see their capacity and nonappearance of assistance and progress openings inside the affiliation. Women shape only a little piece of folks in senior positions (Wellington et al., 2003). Such perceptions consistently incite leaving the place of business, which is a significant marker of decreased occupation satisfaction at negative perspective of affiliation value (Jawahar et al., 2008). The two POS and JS are believed to have basic relationship with affiliation obligation, which shows the closeness of a connection between's these components. Various leveled unmistakable verification evidently has a strong useful result on result factors like occupation satisfaction (Abrams et al., 2001). Definitive help however exhibits how well affiliation manages the OID for their laborers. POS speculation prescribes that if affiliation takes awesome care of delegates, they will develop a more grounded association with the affiliation (Rhoades et al., 2001), thusly being more satisfied and presented (Rhoades et al., 2002). In perspective of the above trade, hypothesis H1 is proposed: H1. Seen Organizational Support (POS) influences Job Satisfaction (JS) The association between Job Trust and Job Satisfaction: Theoretically it seems, by all accounts, to be certain that action trust in prompts work satisfaction in delegates. Evaluating the action trust deduces inspecting into how the individual viewpoints the affiliation and moreover the bond he has with the affiliation (Perry et al., 2007). Various experts have reported a positive association between work satisfaction and business trust. According to an examination went for think the forerunners and aftereffects of trust (Derks et.al 2002) found occupation satisfaction and work obligation as the genuine results. The level of trust existing in an affiliation chooses to an enormous degree an affiliation's lifestyle and work components, by affecting elements like legitimate structure, work satisfaction and obligation (Zaffane et. al, 2003). Thusly, by building a high place stock in relationship with the subordinates, heads would increment be able to definitive ampleness through upgraded levels of work satisfaction. In any case, once this trust is broken, it prompts an unending cycle of question and consequently a legitimate circumstance, where specialists are beset, untrustworthy and unsatisfied (Zaffane et. al, 2003). Likewise, since work satisfaction and business obligation are unequivocally related to trust, work duty being the harbinger of occupation satisfaction (Mowday et.al 1974), such a situation is to a great degree irritating for affiliations. The movement trust is generally observed as the trust between the specialists and their directors or the supervisors. It has been also shown that if the agents demonstrate trust in their managers then the supervisors have more essential impact on them (Goris et al. 2003). The reason being the managers are responsible for various commitments which shape the calling of their subordinates like execution appraisals, heading similar to work obligations and getting ready. In this manner if the trust in light of such parameters in a boss grows at that point subsequently work satisfaction also assembles (Dirks et al. 2001). Also, this extended level of trust engages support, diminishment in conflicts and appropriately upgraded occupation satisfaction. From this time forward the Hypothesis H2: There exists a positive association between Job Trust and Job Satisfaction The association among POS and Job Trust Various examinations have been driven on evaluating the levels of work trust (Dietz and Den Hartog, 2006) and POS in affiliations. Trust between two substances is communicated as the planning of one (Trustor) to be defenseless against the exercises of the other (Trustee). This accessibility of the trustor is basically his want that the one he trusts will act to help him autonomous of honing control and supervision (Mayer et al., 1995). Work Trust is considered of high essentialness in the present relationship since it has been observationally settled that when trust levels are high, affiliation obligation is high (Brockner et al., 1997). As indicated by the importance of trust used above nonappearance of trust suggests a higher need of checking (Handy, 1995) and extended trust levels proposes cut down prerequisite for supervision (Bradach and Eccles, 1989; Ouchi, 1979). POS as described above is acknowledged to impact Job Trust however there isn't adequate observational affirmation open. There is adequate research available on the antecedents of POS and its outcomes however none talks about the Job Trust with specific indicate. POS is has its speculative roots in the social exchange relationship (Allen and Brady, 1997), in which the laborer is obliged to react to the affiliation like he feels about it (Eisenberger et al., 2001). If delegates assume that their affiliation or so far as that is concerned brisk unrivaled is really charmed by their success by then trust will make (Doney et al., 1998). Looks at demonstrate that extended perspective of definitive help realizes extended undertakings commonly put in by the specialists to achieve the affiliation's objectives (Eisenberger et al., 1986). Research drove by Cook and Wall(1980) saw that there is a positive association among's trust and relationship with the work affiliation. Correspondingly contemplates reveal a positive association between POS, loaded with feeling association and wants of execution related prizes (Eisenberger et al., 1990). As demonstrated by an examination coordinated by Florence et al., (2006), the association between procedural value and trust is most of the way interceded by POS. Moreover trust has been found to mediate the association between procedural value and various leveled citizenship lead (Konovsky and Pugh, 1994), POS is furthermore a center individual of the association between the more than two (Moorman et al., 1998). Along these lines we can expect a possible linkage among trust and POS. From this time forward the Hypothesis H3: There exists a positive association among POS and Job Trust Business region's coordinating part on the model In this investigation we have thought about the coordinating effect of the dichotomous go between: the business part of the respondent i.e. open and private part. The importance of work division in the Indian setting insinuates the organization guaranteed and worked affiliations which go under open fragment and selective components which are named the private portion affiliations. Agent business satisfaction has been pondered generally on various occasions however an examination expecting to bring out complexities in the levels of watched POS, Trust and Job Satisfaction and the associations between them in Public and Private zone have not been considered all around. Since the work culture of these two divisions are through and through various just like the action factors. The working environment in the private portion is more engaged, open and result-arranged while out in the open part it's direct, less open to new contemplations and generally dove by stagnation as time goes on. Along these lines, we intend to separate the elements of POS, trust and occupation satisfaction in these two fragments and endeavor to find the refinements in perception due to the way the structure works. >GET ANSWER