UNIT 1 SOCIAL WELFARE

ADMINISTRATION: CONCEPT,
NATURE AND SCOPE
Contents
1.0 Objectives
1.1 Introduction
1.2 Administration
1.3 Social Administration
Definitional Issues: Social Welfare and its Related Concepts
Social Welfare Administration
Features of Social Welfare Administration
History of Social Welfare Administration in India
Nature of Social Welfare Administration
Scope of Social Welfare Administration
Social Welfare Administration as a Profession
Let Us Sum Up
Key Words
Suggested Readings
Answers to Check Your Progress

1.0 OBJECTIVES
This unit aims at helping you to understand the concepts of administration,
social administration and social welfare administration. In the first section we
will study the administration and social administration. In the second section
we will study the social welfare and its related concepts. In the third section,
we will examine the meaning, features and history of social welfare administration.
In the last section, we will study the nature and scope of social welfare
administration and social welfare administration as a profession. After going
through this unit, you will be able to understand:.
the concept of administration, social administration and social welfare and
its related concepts;
meaning, features and history of social welfare administration;
the nature of social welfare administration;
the scope of social welfare administration;
social welfare administration as a profession.

1.1 INTRODUCTION
In early times, social welfare functions were performed by a few individuals
or groups of individuals motivated by compassion and concern for the poor,
the needy and the destitute. These people were laymen, embodied with the
qualities of humanism and selfless service to the community. But in modern
times, most of the countries have adopted the concept of a welfare state
instead of a police state. The Encyclopaedia of Social Sciences describes
Social Welfare Administration a welfare state as a state which takes up the responsibility to provide a
minimum standard of subsistence to its citizens. Prof. Kent remarked that
by a welfare state we mean a state which provides extensive services to the
people. Thus, in a welfare state, the administration enters into economic,
political, social and educational life of individuals. And it provides services
to individuals, right from an individual's birth to death. The state is to serve
the old, sick, orphans, widows, helpless, oppressed and the disabled people
whenever they are in need of services.

In the context of the present day social problems, the size of welfare services
provided by an increasingly large number of organisations make administration
very important. Social welfare services, schemes, projects and programmes,
are becoming increasingly complex. Since it is no longer accepted that any
normally intelligent person with good intentions can administer the welfare
work, a sound administration is vital. It is increasingly realised that social
welfare programmes require qualified and trained social welfare personnel to
perform social welfare functions efficiently. So it is argued that for serving
the people effectively it is necessary to professionalise, as professionalisation
can increase the ability of social welfare personnel to solve the pressing social
problems confronting our society.

1.2 ADMINISTRATION - - -

Before 'discussing the meaning of social welfare administration, it is necessary

to know the meaning of the term administration. Administration is a co-
operative human effort towards achieving some common goals. Thus every
group activity involves administration, whether in a family, factory, hospital,
university, or a government department. Whenever two or more people cooperate
in view of doing a thing that cannot be taken up alone, the concept of
administration appear.

The word administration has been derived from the Latin words 'ad' and
'ministrate' which means to serve. In simple language, it means the 'management
of affairs' or 'looking after the people'. To administer is to manage, direct
and serve.

L.D. White (1948) views that "the art of administration is the direction,
coordination and control of many persons to achieve some purpose or objective."

E.A. Nigro (195 1) defines "administration as the organisation and use of men
and materials to accomplish a purpose."

According to Herbert A. Simon (1960) "In its broadest sense, administration

can be defined as the activities of groups co-operative to accomplish common
goals."

Pfiffner defines "administration as the organisation and direction of human and

material resources to achieve desired ends."

Thus, it is clear from above definitions that administration is concerned with

proper organisation of men and material to achieve desired ends. It consists
of doing the work or getting the work done by others.
 Social Welfare
1.3 SOCIAL ADMINISTRATION Administration:
Concept, Nature and Scope .
To achieve the aims and objectives of social welfare, the government formulates
social policies and programmes and in pursuance thereof enacts social legislation,
allocates financial assistance and provides organisational and administrative
linkages in the form of ministries and departments. It also seeks the partnership
of non-governmental organisations for the effective implementation of various
social welfare programmes. Administration of all these activities being undertaken
in the sphere of social services and social welfare is considered as falling
in the realm of social welfare administration.

According to Richard M. Titmus, 1948, "Social administration may broadly

be defined as the study of social services whose object is the improvement
of conditions of life of the individual in the setting of family and group relations."

D.V. Donnison, 1961 defines social administration "as the study of development,
structure and practices of social services."

According to Forder (1974) "Social administration is concerned with study

of the welfare system, and particularly the government sponsored social services".

Thus, social administration is concerned with the study of welfare system of

government's sponsored social services.

Check Your Progress I

Note: a) Use the space provided for your answers.
b) Check your answers with those provided at the end of the unit.
1) What is administration ?
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2) Give two definitions of social administration.
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1:4 DEFINITIONAL ISSUES: SOCIAL WELFARE

AND ITS RELATED CONCEPTS
A number of terms are used in social welfare with subtle differences in their
meanings. Some of the important terms are explained as follows.
Social Welfare Administration Social Service: 'Helping the helpless' is social service. It is service rendered
to any person on the basis of desire to serve which is inspired by the feeling
of helping others. Thus the term 'social service' is used to denote help given
by a volunteer to an individual or group at the time of need or to enhance
the welfare of individual or the community through personal efforts or by
collective action. Social service does not require training in social work or
skill in professional techniques.

In the Indian context social services are those services, which are provided
on an extensive scale to the needy population; they serve to meet the basic
needs of the people and include such services as health, education, housing
etc. Providing drinking water during summer, helping the blind to cross a
road, rescuing people from a house under fire, donate blood etc. are some
of the examples of social service.

Social Welfare Services: Thus social services are the services, meant for
the normal population. Whereas, social welfare services are designed for the
weaker sections of society or services for particular groups of people. The
aim of social services on the other hand is to enhance human quality of
resources in general. Social welfare services are also enabling services provided
to the weaker sections of the community so as to help them to reach the
main stream of society. Thus both these services are supplementary and
complementary to each other.

Social Security: Social security is the security that society furnishes through
provision of appropriate services against violation of certain rights to which
its members are exposed. These risks are essentially contingencies of life
which the individuals of small means cannot effectively provide for by their
own ability or foresight alone or even with the helps of their fellow human
beings.

Thus, social security is an effort on the part of the state or the employer
or any other related agency, to provide an individual all possible help
during periods of physical distress or illness or injury and also at the time
of economic distress caused due to reduction or loss of earning on account
of sickness, disablement, maternity, unemployment, old age or death of the
employee.

The work of social security is done through social assistance, social insurance,
health and social welfare services etc. Thus social security is a wider concept
of social welfare.

Social Work:"Help the helpless to help themselves'. Social work is a method

or process based on scientific knowledge and skill to assist the individuals,
group and communities, with the view to enhance their social functioning to
grow in accordance with their knowledge, capacities and capabilities. Therefore,
social welfare has been used as an end and social work, as a means for
the provision of social welfare.

Social Welfare: Social welfare is an organised system of social services and

institutions, designed to aid individuals and groups, to attain satisfying standards
of life and health.' Social welfare therefore, aims at providing services to
weaker sections of the population who because of various handicaps such
 Social Welfare
as physical, mental, economic and social, are unable to make use of social Administration:
services provided by society or have been traditionally deprived of these Concept, Nature and Scope
services.

According to Wayne Vasey (1958) social welfare included two main

characteristics:
The utilisation of welfare measures to support or strengthen the family
as a basic social institution through which needs are met; and . .

The intent to strengthen the individuals' capacity to cope with their life
situation.

The provision of social welfare includes services for children, youth, women,
aged, scheduled castes, scheduled tribes, other backward classes, minorities,
disabled, drug addicts, and economically under-privileged such as destitute
and unemployed. Social welfare programmes-are, therefore, directed to ameliorate
their conditions. Therefore, it requires proper administration.

Check Your Progress I1

Note: a) Use the space provided for your answers.
b) Check your answers with those provided at the end of the unit.
1) Distinguish the term social welfare from social services and social
work?
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1.5 SOCIAL WELFARE ADMINISTRATION

Social welfare administration is a process through which social policy is transformed
into social services. It involves the administration of public and private agencies.
The following definitions are given to elaborate the meaning of social welfare
administration.

John C. Kidneigh (1950) defines social welfare administration as the "process

of transforming social policy into social services.. . a two way process: (i). ..
transforming policy into concrete social services and (ii) the use of experience
in recommending modification of policy. This defmition, of course, encompasses
the idea that administration is the process of transforming policies into action
programmes.

According to Walter A. Friedlander (1958) 'administration of social agencies

translates the provisions of social legislation of social agencies and the aims
of private philanthropy and religious charities into the dynamics of services
and benefits for humanity.
Social Welfare Administration According to Arthur Dunharn (1962), "administration is the process of supporting
or facilitating activities which are necessary and incidental to services by a
social agency. Administrative activities range from the determination of function
and policies, and executive leadership to routine operations such as keeping
records and accounts and carrying on maintenance of services.

Harleigh Tracker (1971) interprets social welfare administration as a "process

of working with people in ways that release and relate their energies so that
they use all available resources to accomplish the purpose of providing needed
cornm~nit'~ services and programmes."

The American Council of Social Work Education in its curriculum study, has
given a comprehensive definition of social welfare administration. It contains,
"Administration is the process of transforming community resources into a
programme of community service, in accordance with goals, policies and
standards which has been agreed by those involved in the enterprise. It is
creative in that it structures roles and relationships in such a way as to alter
and enhance the total product. It involves the problem solving process of
study, diagnosis and treatment".

Therefore, on the basis of above definitions, we find that it is a process which

includes definite knowledge, understanding, principles and ways of interaction.
Its main focus is on the suitability and accessibility of social services to the
needy. Social work enables the process of administration through guidance,
planning, stimulation, organisation, creating structure, coordinating and research.
To fulfil the well defined main objectives of administration, policies are suitably
amended; programmes are formulated and budget, finance, personnel and
selection procedures are made:

Rosemary Sarri (1971) has outlined the activities of social welfare administration
as follows:
i) Translation of social mandates into operational policies and goals to
guide organisational behaviour;
ii) Design of organisational structures and processes through which the goals
can be achieved;
iii) Securing of resources in the form of materials, staff, clients and societal
legitimation necessary for goal attainment and organisational survival;
iv) Selection and engineering of the necessary technology;
V) Optimizing organisational behaviour directed towards increased effectiveness
and efficiency; and
vi) Evaluation of organisationalperformance to facilitate systematic and continuous
solution of problems.

1.6 FEATURES OF SOCIAL WELFARE

ADMINISTRATION
Although the concept of administration is applicable in a broader sense to
areas including social welfare, business and government, there are certain
distinctive features of social welfare administration. A summary of features
highlighting distinctiveness of social welfare administration is given below:
 It is concerned with social agencies and helps them to achieve their Social Welfare
Administration:
objectives within target community. It is specifically concerned with Concept, Nature and Scope
identification of social objectives and formulation/implementation of
programmes.
From functional point of view, it encompasses three facets of social problems:
(i) Restoration of impaired social functioning; (ii) Provision of resources,
social and individual, for more effective social functioning; (iii) Prevention
of social dysfunction.
Despite variations in size, scope, structure and type of programmes, every
agency has a governing board as an apex body for final decision making.
The board is generally represented by the community it intends to serve.
Social welfare administration requires optimum utilization of its available
resources together with active community participation, so that the ultimate
goal of programmes can be achieved properly.
Social welfare agencies have to earmark certain portion of their resources
for survival. But this should not limit their capacity to achieve in quantitative
and qualitative terms.
Social welfare agencies generally function in a co-operative manner and
ensure participation of all the members in administration of their activities.
There is a growing trend in these agencies to recruit professionally qualified
manpower. It has helped in introducing professional approach in their
functioning.

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1.7 HISTORY OF SOCIAL WELFARE
ADMINISTRATION IN INDIA
i
I , Mutual aid has been part of every society. The desire to help one's fellowmen
has been in existence from time immemorial but the forms and methods of
help have been varying from society to society, depending upon the social,
economic and political factors.

Indian traditional view of social welfare is based on daya, dana, dakshina,

bhiksha, samya-bhava, swadharma and tyaga, the essence of which are
self-discipline, self-sacrifice and consideration for others. Well-being of all
depend on these values upheld by people individually and through community
action. All the religions enjoined upon their devotees to put aside a portion
of their income to be utilised for charitable purposes as that would grant them
happiness in this world and salvat'ion in the next world. The rulers of those
days extended help to the afflicted part of the population during emergencies
like floods, earthquakes, fires, droughts and other natural calamities etc.

From the administrative angle, in India, the reigns of king Ashoka, Harsha,
Chandra Gupta Maurya, Akbar, Sher Shah Suri and Feroze Tuglak, are the
landmarks of administration who took care of the social needs of the people.
The British Government also established an administrative set-up intended
mainly for maintaining law and order. Some social reform measures were
taken up by banning Sati and permitting widow remarriage by Acts passed
in 1829 and 1856 respectively.

After independence, the old administrative pattern was more or less continued
with necessary changes to suit the social, political and economic set-up evolved.
Social Welfare Administration In the field of social welfare, during the First Five Year Plan, government
of India created a unique administrative machinery consisting of an autonomous
board named CSWB (Central Social Welfare Board) in August 1953. Similarly,
Social Welfare Advisory Boards were established at state level. The main
purpose of the Board (CSWB) has been to provide financial and technical
assistance to voluntary organisations working in the field of social welfare.
If we look at the history of administrative organisation, we find that before
1964 social welfare programmes were being managed by different ministries
such as education, home, industries, health, labour etc. he Renuka Ray
Committee in its report submitted in 1960, recommended the establishment
of the Department of Social Security. Under the Prime Ministership of La1
Bahadur Shastri, a Social security Department was established and located
in the Ministry of Law on 14thJune 1964. Subjects, namely, social security,
social welfare, backward classes and khadi and handicrafts were allocated
to the Department of Social Security. In 1966, it was renamed as Social
Welfare Department. It was located in the Ministry of Education and
Social Welfare created in 1971. Its status was raised to a ministry in the
year 1979. Its name was further changed to the Ministry of Social and
Women Welfare in 1984. With the creation of a separate Department of
Women and Child Development in the Ministry of Human Resource Development,
it was reorganised and its nomenclature was changed to the Ministry of
Welfare in 1985 and subsequently it was renamed as the Ministry of Social
Justice and Empowerment.

Thus, the Central government has set up a full-fledged ministry and organisations
subordinate to it, like National C~mmissionfor Scheduled CastesITribes,
Minorities Commission, National Institute of Social Defence, National Institute
for the Handicapped, Department of Women and Child Development, Central
Social Welfare Board, National Institute of Public Co-operation and Child
Development etc. under its administrative control.

Besides the execution of social welfare projects, schemes and programmes

sponsored and financed wholly or partly by the Central government; the state
governments and union territory administrations formulate and implement welfare
service programmes on their own in their respective jurisdictions. The state
governmendunion territories administrations carry out their welfare obligations
and programmes mainly through their Department of social Welfare and voluntary
organisations. In most of the states there is now either a full-time Secretary
for social welfare or it is one of the main portfolios of a secretary. Thus social
welfare schemes are still spread over more than one departmenddirectorate.
The pattern of implementation of some of the schemes, like old age pension,
widow pension, and supplementary nutrition programmes also varies from
state to state. Though most of the states now have district social welfare
officers, there is no social welfare functionary at block level.

Check Your Progress I11

Note: a) Use the space provided foryour answers.
b) Check answers with those provided at the end of the unit.
1) What do you understand by social, welfare administration ?
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 Social Welfare
..................................................................................................... Administiation:
Concept, Nature and Scope
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2) Describe the features of social welfare administration.
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3) Explain the historical development of Social Welfare Administration.
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1.8 NATURE OF SOCIAL WELFARE

ADMINISTRATION
The question whether social welfare administration is science or art, has
assumed much importance with passage of time. There are conflicting views
and opinions on this issue and each appears to be justified in its own way.
Social welfare lends itself to two usages. It stands for the process of administering
the social welfare programmes. It is also an area of intellectual enquiry. The
first is practice, the second is study. As a practice social welfare administration
is decidedly an art.
1.8.1 Social Welfare Administration as an Art
The following arguments have been given to support that social welfare
administration is an art.
i) It can be acquired: No doubt art is a natural gift. Music, dance, drama
or painting are the examples of this category of art. But natural gifts can
find their best expression by proper training, without which even the best
artists will die unknown. On the other hand a carpenter making furniture
out of wood and a goldsmith shaping gold ornaments are also the examples
of art. It is so because they possess the following elements:
a) personal skills;
b) practical know-how;
c) result orientation;
d) creativity; and
e) constant practice aimed at perfection.
Social Welfare Administration Similarly, the art of social welfare administration can be acquired. Talented
persons become the best administrators under proper training. Thus so
far acquisition is concerned social welfare administration is also like
other arts.
ii) It is subjective in nature: A painter contributes to art by mixing colours.
A sculptor performs his job with the aid chisel and hammer. A social
welfare administrator with the application of knowledge and skill can
make wonders by combining and bringing together available human and
material resources to change the very fate of the nation. Today success
of every welfare programme depends on how a social welfare administrator
performs the job.
iii) Practical application of knowledge: Art is the practical application of
systematic knowledge. It is not merely theory but putting that into practice.
Similarly, social welfare administration is not merely theory but it is application
also. And the best knowledge can be gained by practice alone.
1.8.2 Social Welfare'Administration as a Science
Science is a systematic study of knowledge. Those who believe that social
welfare administration is a science point out that there are certain specific
and clear principles on which day to day administration of social welfare
programmes is being run and managed. They also argue that these
principles are based on sound and rational principles, which are also considered
universal.

The following arguments have been put forward to justify that social welfare
administration is a science:
Application of Scientific Method: The claim of a discipline to be
called a science depends on whether the scientific method of study is
applicable to it. Social welfare administration can be called a science,
because the scientific method of study equally is applicable to it, as in
the case of other social sciences.
Critical Examination: Critical examination and study of evidence is the
prime requisite of any scientific study. This is possible in social welfare
administration also.
Universal Guidelines: Universal principles of social welfare administration
also provide the colouring of science. Even .if we can not use all the
guidelines in a s d a r manner, these guidelines certainly helps the administrator
in proper implementation of social welfare programmes.
However, the nature of social welfare administration as a science has
been criticized on the basis of lack of experimentation, and objectivity.
Thus it is not an exact science, but is a science in its own way. It is
also an art, because it is connected not only with formulation of general
principles of social welfare programmes but also with the actual running
of the administration of social welfare programmes.

1.9 SCOPEOF SOCIAL WELFARE

ADMINISTRATION
There are broadly two views about the scope of social welfare administration.
These are:
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i) The POSDCORB view Social Welfare
Administration:
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ii) The Integral view. Concept, Nature and Scope

The POSDCoRB View of Social Welfare Administration

This is a narrow view of social welfare administration and takes into account
mostly the execution of the government's sponsored programmes. In other
words this view corresponds with the managerial view. Henri Fayol, L. Urwick,
Fercey M. Ovean and Luther Gulick are advocates of this view.

According to Henry Fayol the main categories of administration are: (i) Organisation
(ii) Command, (iii) Coordination, and (iv) Control. L. Urwick also agrees
with Fayol's views.

I P.M. Queen says that the study of administration deals with 'men, material
and methods'. L: Gulick has given a magic formula in a word 'POSDCoRB7
t with each letter describing one technique. Gulick7sapproach is 'technique-
oriented' rather than 'subject-oriented'. These letters stand for:
It P Planning
0 Organising
S staffing
t D Directing
Co Coordinating
I R Reporting
B Budgeting

Planning: Planning means worlung out broad outline of the things that need
to be done and the method to be adopted to accomplish the purpose set
for the enterprise.

Organisation: It is the establishment of the formal structure of authority

through which the work is sub-divided, arranged, defined and coordinated
for the defined objective.

Staffing: Staffing is the process of filling all positions in the organisation with
adequate and qualified personnel. Thus it means whole personnel, bringing
in and training the staff and maintenance of favourable condition of work.

Directing: It is the continuous task of making decisions and embodying them

in specific and general orders and instructions and thus guiding the enterprise.

Coordinating: It means integration of several parts into an orderly whole to

achieve the purpose of the undertaking. In other words, coordinating means
the all important duty of inter-relating the work of various divisions, sections
and other parts of the undertaking.

Reporting: It is keeping those people informed to whom the executive is

responsible about what is going on. In other words reporting means keeping
both the supervisors and subordinates informed of what is going on and
arranging for collection of such information through inspection, research and
records.

Budgeting: It is all that goes with budgeting in the form of fiscal planning,
accounting and control.
Social Welfare Administration POSDCoRB activities are common to all large scale organisations. They are
the common problems of management found in the different agencies, regardless
of the peculiar nature of the work they do. Like public administration, social
welfare administration is also an instrument with two blades of a scissor. One
blade is knowledge of the subject matter and the other is the techniques that
are applied. Both blades must be good to make it an effective tool. Thus,
the proper scope of social welfare administration should include both the
views i.e. POSDCORB and subject matter.
The Integral View of Social Welfare Administration
Another view of the scope of social welfare administration has come into
vogue during the last few years. Due to emergence of new social problems,
the subject matter of Social Welfare Administration is expanding day by day.
The already overburdened administrative machinery of the government itself,
not being able to successfully tackle these problems, involves various non-
governmentalprganisations for this purpose. Therefore, this view incorporates
not only the subject matter of social welfare administration but the implementation
aspect as well, which is primarily the focus of POSDCORB view.

The scope of social welfare administration is quite diverse in nature. With

the emergence of new social problems of entirely different nature, a new
strategy needs to be evolved for their solution. It may require optimum utilisation
of available resources e.g. human, institutional, financial, technological etc.
in a changing context. The social welfare administration incorporates a number
of factors that are significant in the entire process of successful solution of
social problems.

A brief description of these factors (D.R. Sacbdeva 1992) is given below:

Contents of social welfare administration: Social welfare is concerned

with -
* Social Problems : Assessment of its causes, prevention and.
treatment through public participation and
effective implementation of social legislation.
* Social Services Social services are meant for general public
through provision of health, education, housing
etc. and make them more effective for the
upliftment of disadvantaged and vulnerable
sections of society.
* Social Security : To make and implement effective social
assistance and social insurance provisions.
It aims to compensate for the loss of income
due to unemployment, disability or death
caused by accident and old age through
social insurance and social assistance.
* Social Policy : To make effective social policy for the welfare
of underprivileged sections of the society,
to achieve the goals of welfare state through
social action.
 Interdisciplinary Nature Social Welfare
Administration:
Social welfare administration requires the interdisciplinaryknowledge and constant Concept, Nature and Scope

interaction with other social sciences to know the human being in totality,
such as philosophy, psychology, sociology, political science and economics
to solve their problems in appropriate manner.
Administrative Structure
Social welfare administrator needs to understand the organisational and
administrative structure of social welfare programme at each and every level
of implementing~rganisation. Similarly, it is also important to know the role
and set up of non-governmental organisations for effectively carrying out their
functions.
Financial Administration
Since the scope of social welfare and social security is increasing day by
day and more and more people are coming under the coverage of these
programmes, the need for additional financial support increases. In order to
make out proper and effective budgeting of such programme, the knowledge
of financial administration is highly essential. Therefore, professionals engaged
in social welfare administration must be trained in the techniques and principles
of financial administration.
Human Resource Management
In order to provide effective social welfare services to the needy and suffering,
it is essential to have committed, trained and motivated social welfare functionaries
at different levels. Therefore social welfare administration requires proper
knowledge of human resource management which includes knowledge about
recruitment policies, job classification, training and development, staff evaluation,
advancement and transfer etc. for effective implementation of social services.
Public Relations and Participation
The social welfare administrators needs to be cognizant of the importance
of public relations with regard to both their own agency and its services, and
the community as a whole. The welfare administrators must be conversant
to utilise mass media, such as TV, radio, newspaper, brochures, books and
personal contacts, to interpret their agencies' programmes to the public and
reaching community members. It is also required to get associated with the
government and non-governmental agencies working in the field, the people
or the beneficiaries, whose co-operation and support will add to the effective
planning, formulation and implementation of policies and programmes intended
for their welfare.
To Conduct Research and Evaluation Studies
Effective research and evaluation studies provide useful feedback on the impact
of on-going projects and about the different dimensions of existing social
problems. Research also facilitates effective planning, policy formulation and
implementation of programmes.

1.10 SOCIAL WELFARE ADMINISTRATION AS A

PROFESSION
, Before answering the question whether social welfare admirustration is a profession
or not, one must know the essential features of a profession and determiGe
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Social Welfare Administration how far these features are found in social welfare administration. In general,
people do not raise objection when a doctor is called as medical professional,
teaching as a profession or for that matter law as profession. The simple
dictionary meaning of profession indicates one who has acquired specialised
knowledge which is used for instructing, guiding or advising others. An operational
definition of profession may be given as follobs:
Profession is an occupation for which specialised knowledge, skills and
training are required and the use of these skills is not meant for self-
satisfaction but are used for larger interests of the society and the success
of these skills is measured not in terms of money alone.
Thus all professions are occupations in the sense that they provide means
of livelihood. However, all occupations are not professions because some
of them lack certain characteristics of a profession. The various characteristics
of a profession can be mentioned as:
Existence of an organised and systematised body of knowledge;
Formal method of acquisition of knowledge;
Existence of an association with professionalisation as its goals;
Formulation of ethical goals; and
Service motto.
Let us discuss the extent to which all these characteristics are found in social
welfare administration to determine whether it is a profession or not.
Existence of Knowledge
Social welfare administration has developed a djstinct body of knowledge,
in response to the need for managing the emergence of complex social problems
in a better way. In India, almost all courses of social work offer a course
on social welfare adrnitllstration to the students. Thus, it satisfies the requirement
of a profession in the form of existence of knowledge. However, the social
welfare administration is still evolving and new guidelines are being developed
though this does not affect its status as being a profession.
Acquisition of Knowledge
An individual can enter a profession only after acquiring knowledge and
require skills through formal training. For example, only the formally trained
persons can enter the professions of law, engineering or medicine. Thus social
welfare administration may be called a profession because schools of social
work and schools of public administration provide training in this discipline
~rofessionalAssociation
An occupation which claims to be a profession should have an association.
Such a representative body of professionals regulate and develop the profession's
activities. The professional associations may also prescribe the standards for
individuals who want to enter the profession. But we are still struggling for
an apex body which would regulate the terms and conditions for Social
Welfare Administration like Bar ~ o i n c iof l India etc.
Ethical Code
Every profession have a code of ethics. Codes provide proper guidance
when the situation at hand is a choice between a good and a bad decision.
Thus code of ethics serves several functions for a profession, including guiding,
I decision making, assessing competence, regulating behaviour and evaluating Social Welfare
Administration:
the profession. In social welfare administration, the code of ethics provides Concept, Nature and Scope
a guide for professional roles and relationships at various levels of responsibility
in relation to clients, colleagues, employers, employing organisations and the
society. Therefore, the social welfare administration is a profession and its
code of ethics is based on the fundamental values of the social work profession
that includes the worth, dignity and uniqueness of all persons as well as their
rights and opportunities.
Service Motto
In modern times, all human activities are concerned with money. But in a
profession, an effort is made to see that service motto should prevail over
monetary considerations. Professionals should keep social interest in their
mind while charging fees for their professional services. For example, a doctor
helps the patient, not only to charge fee, but also to serve humanity in the
process. ~ ? a w ~helps
e r the client, not to charge the fee only but to provide
justice to the client. Similarly, a social welfare administrator administers the
social welfare programmes, not only for money and personal satisfaction but
use hislher knowledge and skills to serve the larger interest of the society.

Thus, on the basis of the above discussion, it can be said summarized that
social welfare administration is yet to achieve the status of a profession. To
become an independent profession, it requires to attain social sanction, professional
commitment, governmental approval, a professional association to regulate
the profession and involvement of trained personnel in the field of welfare
administration, instead of bureaucrats.

Check Your Progress IV

Note: a) Use the space provided for your answers.
b) Check your answers with those provided at the end of the unit.
1) 'Social Welfare Administration is a Science'. Comment.
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2) Describe the scope of Social Welfare Administration.
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3) 'Social Welfare Administration is a Profession'. Comment.
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Social Welfare Administration
1.11 LET US SUM UP
This unit has been designed to provide a basic understanding of social welfare
administration: concept, nature and scope. We have presented a number of
definitions of administration, social administration, social welfare and its related
concepts for basic understanding. We have analysed the meaning and features
of social welfare administration. We have discussed nature and scope of
social welfare administration in a comprehensive manner and examined whether
social welfare administration is a profession or not? We have also examined
the need of professionalsltrained administrators in the implementation of social
welfare program mes.

1.12 KEY WORDS

Administration : The word administration has been derived
from the latin word 'ad' and 'ministrate'
which means to serve.
Social Administration : Social administration is the study of
development, structure and practices of social
services.
Social Service : The term 'social service' is used to denote
help given by a volunteer to an individual
or group at the time of need. In simple words
'helping the helpless' is social service.
Social Services : Social services are services which the society
provides to its members for the protection
and development of human resources.
'.
Social Security : Social security is a programme of social
protection provided by society against the
contingencies of modem life like sickness,
unemployment, old age, dependency, and
industrial accidents against which the
individuals cannot be expected to protect
themselves and their families by their own
ability or foresight.
Social Work : "Social Work is a welfare activity based on
humanitarian philosophy, scientific knowledge
and technical skills of helping individuals or
groups or community to live a rich and full
life."
Social Welfare : Social welfare is an organised system of
social services and institutions, designed to
aid individuals and groups to attain satisfying
standards of life and health.
Social Welfare : Social welfare administration is the process
Administration of transforming social policy into social
services and the use of experience in
recommending modifications to policy.
 Social Welfare
1.13 SUGGESTED READINGS Administration:
Concept, Nature and Scope
Devi, Rameshwari and Parkash Ravi (1998), "Social Work and Social Welfare
Administration, Methods and Practices ", Vol. I , Mangal Deep
Publications, Jaipur.
Skidmore, Rex A. (1 983), "Social Welfare Administration: Dynamic
Management and Human Relations ", Prentice Hall Inc. London.
Schatz, Harry A. ed. (1970), "Social Work Administration: A Resource
Book. " Council on Social Work Education, New York.
Slavin, Simon ed. (1978), "Social Administration: The Management of
the Social Services", The Heworth Press and Council on Social
Work Education.

1.14 ANSWERS TO CHECK YOUR PROGRESS

Check Your Progress I

1) Administration is a co-operative human effort towards achieving some

common goals. Pfiffner defines administration as the organisation and
direction of human and material resources to achieve desired ends.
2) Donnison (1961) defines social administration "as the study of development,
structure and practice of social services."
Forder (1974) defines "Social administration is concerned with the study
of the welfare system, and particularly the government sponsored social
services.
Check Your Progress I1

1) See Section I1 for Answer.

Check Your Progress 111

1) Social welfare administration is a process through which social policy is

transformed into social services and the use of experiences in recommending
modification to policy.
2) See the Section-111 for answer
3) See Section I11 for answer
Check Your Progress IV.

1) Science is the systematic study of knowledge. The claim of a discipline

to be called a science depends on whether the study has a scientific
method, critical examination/verification and having universal guidelines or
not. As the social welfare administration fulfills three requirements, it can
be called a science.
2) See Section-IV for answer
3) A profession is a vocation which needs formal education and training and
follows certain professional code of conduct. Thus profession lays emphasis
on the following:
i) It needs specialised knowledge.
ii) It needs formal education and training.
Social Welfare Administration iii) It is based on moral and ethical code of conduct.
iv) There should be service motto rather than monetary consideration.
Social welfare administration is still struggling to attain all these
features of profession. Thus we can call it as an acquiring profession.
UNIT 2 TYPES AND PURPOSE OF
SOCIAL SERVICE
ORGANISATIONS --

Contents
2.0 Objectives
2.1 Introduction
2.2 Formal and Informal Organisations
2.3 Structured and Unstructured Organisations
2.4 Governmental and Non-Governmental Organisations
2.5 Bilateral and International Agencies
2.6 Donor Agencies
2.7 UN Bodies
2.8 Charitable Organisations
2.9 Societies and Trusts
2.10 Let Us Sum Up
2.11 Key Words
2.12 Suggested Readings
2.13 . Answers to Check Your Progress

2.0 OBJECTIVES
This unit aims to give you detailed information about different types of Social
Service Organisations and their purpose. After studying this unit you will be
able to:
understand various Social Service Organisations, its nature, significance
and functioning at the National and International levels;
study the role of these organisations in the'process of development;
know about the strategy and approach of social service organisations; and
recognize and use the specialized terms commonly used in social welfare
organisations.

A 'Service' is termed as 'Social' if its aim is the enhancement of the welfare

of [Link] or the community either through personal effort or by collective
action. Social Services are, therefore, conceived as organised philanthropic
actions to promote human welfare. However, social services are interpreted
differently in different countries. It is restricted to relief services only among
the European countries, whereas in Great Britain and Commonwealth Countries
it has a wider meaning and includes health, education, housing welfare etc.
In India, Social Services are generally understood as those activities which
are meant for furthering the people's welfare and these include education, public
health activities, social security measures, social insurance, social assistance, child
welfare, corrections, mental hygiene, recreation, labour protection, housing etc.

We have had social welfare programmes, social service organisations, social

Social Welfare Administration reformers and workers in the cause of social welfare in India from the earliest
times. Right through the centuries, commencing with the reign of King Ashoka
or going back even to the days of Buddha, there have been many rulers and
many among the common people of India who trod the path of Service to
their fellow beings and adopted it as a life mission. Mahatma Gandhi's work
in this sphere constitutes a continuance in the present century of the National
tradition. The ideal of social welfare is thus not new to us; it is an integral
part of our national character and history.

Social welfare organisations play a vital role in rendering Social Services in

every country, especially in developing and underdeveloped countries. In this
unit we are discussing about various types of Social Service Organisation
and purposes.

2.2 FORMAL AND INFORMAL ORGANISATIONS

Formal Organisations refer to [Link] of well-defined jobs, each bearing
a definite measure of authority, responsibility and accountability. Formal Organisation
lays down the pattern of relationship between individuals and the rules and
regulations, which guide the behaviour of individuals.

Informal Organisation is an outcome of social interaction between individuals

in a formal organisation. Whenever people work together, they evolve informal
groups bound togetherby common, social, technological interests. Such groups
constitute informal organisation. Informal organisation represents relationships
between indiflduals in the organisation based on interest, personal attitudes,
emotions, prejudices, likes, dislikes, physical location, similarity of work etc.
These relations are not developed according to the procedures, rules and
regulations laid down in the formal organisational structure.

Informal Organisation comes into existence because of the limitations of the

Formal Organisation. It represents "natural grouping of people at work. The
birth of small groups in an organisation is a natural phenomenon. These groups
may also overlap because an individual may be a member of more than one
informal groups. In many cases, informal groups come in to being to support
and supplement the formal organisation.

Now we can see the differences of formal and informal organisation with the
help of a table given below:

Formal Organisation I Informal Organisation

It is created to achieve It has no predetermined
predetermined objectives. objectives.
There is an official hierarchy Its structure is based on
relationship. It refers to the human emotions and
structure of well-defined sentiments. It refers to the
authority and responsibility personal relationships, which
relationships. . develop automatically when
people work together.
Formal relations are well Informal relations are
planned and are created unplanned and they originate
deliberately. automatically.
 Types and purpose of
Formal Organisations follow Informal Organisation does Social Service
Organisations
the official chain of not have a fixed chain of
command, which can't be command. It is based on the
changed. Communication sentiments of the members.
has to flow through formal There is no fixed pattern of
channel. communication.
Formal Organisation is Informal Organisation does I
usually stable. not last long.

We may add some more important elements of formal and informal organisation.
Functions of Formal Organisation
Planning
Working out in broad outline that need to be done and the methods for
doing them to accomplish the purpose.

Establishment of the formal structure of authority through which work

subdivisions are arranged, defined, and co-ordinated for the defined objective.
Staffing
The whole personnel function of bringing in and training the staff.
Directing .
The task of making decisions and embodying them in specific and general
orders and instructions and serving as the leader of the organisation.
Co-ordinating
Major function of inter-relating the various parts of work.
Reporting
Keeping those in responsible positions informed as fo what is going on.
Budgeting
All that goes with budgeting in the form of fiscal planning, accounting
and control.

The Informal Organisation is:

Customary and not enacted.
Not written regulations.
Not portrayed in organisational charts;

It must be noted that informal organisation is based on formal structure and

cannot exist without it. The informal organisation allows an organisation a
measure of flexibility, which is a functional necessity. However, greatest
weakness of the informal organisation is its instability; its changeability and
its unpredictability.

Check Your Progress I

Note: a) Write your answer in the space provided. ,
b) Check your answer with those provided at the end of the unit.
Social Welfare Administration
1) Explain the concept of Formal and Informal Organisations.
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2) List the chief functions of a Formal Organisation.
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i) .......................ii) .......................111) .......................iv) .......................
v) ....................... vi) ....................... vii) .......................

2.3 STRUCTURED AND UNSTRUCTURED

ORGANISATIONS
We are aware that "an organisation is a group of people who are co-operating
under the direction of a leader for the accomplishment of a common end
(Ralph. C. Davis). The need for an organisation arises when two or more
persons unite together to achieve some common objectives.

Organisation is one of the basic functions of management. Its importance lies

in the systematically evolved pattern of relationships designed to set in motion
the process of managerial functions. Structured organisations are those
organisations, which are formed, and functioning with a clear structure
or framework of relationship. As structure, organisation is a network of
internal authority, responsibility, and relationships. It is the framework of
relationships of persons, operating at various levels. to accomplish common
objectives. Thus, a Structured Organisation has got three major elements:
Formal Structure
Definite Authority
Clear Responsibility

When we think about structured and unstructured organisation in a social

work context, there are a lot of organisations falling under this category. All
these organisations have a clear structural framework, be it a formal or informal
organisation. For example-registered social service organisations, social welfare
departments, co-operative societies etc.

On the other hand, unstructured organisation do not have a clear structure

or framework and may not be long-lasting. Committee Organisation, Community
Organisation, Social Action are some of the examples of unstructured organisations.
They may be formed as per the requirement or purpose in order to achieve
certain limited goals and objectives. These organisations are not formed for
a short duration.

2.4 GOVERMMENTAL AND NON-GOVERNMENTAL

ORGANISATIONS
Local, State and Central Level Organisations
The structure of welfare organisations differs in agencies which are established
under public sector from those which are of voluntary or private sector. Types and Purpose of
Social Service
Public or Government agencies are based upon a law or order, administered Organisations
within the framework of local, state and central governments and financed
by the Government. Private Agencies or Non-Governmental Organisations
are established by individuals or philanthropic, religious, fraternal or humanitarian
groups; their management is vested with a board of directors. These organisations
are supported mainly by contributions, donations, endowments or trust funds.
Public Social Service Agencies (Government Organisations)
Our country has a long tradition of Social Service. Our sovereign and democratic
republic stands committed to ensure justice social, economic and political to .
the people and usher in a welfare state. After independence, the concept of
social justice became part and parcel of our constitution and is reflected not
only in the preamble, but also in the directive principles of the state policy.

Social Welfare is defined as those services which are designed for those
weaker and vulnerable sections of community who due to some hardship -
social, economic, political, mental -are unable to make use of or are traditionally
denied the use of these services. The scope of social welfare encompasses
services relating to women, children, youth, aged, the handicapped, scheduled
castes and scheduledtribes, community welfare service, social defense, social
welfare measures and social welfare services for other weaker sections of society.

Before discussing about the administrative structures for social welfare and
the three tiers of our federal polity, let us have a look at the Non-Governmental
Organisation.
Non-Government Organisations (Voluntary Organisations)
State is not the only association working in the society; there are a large
number of voluntary associations (NGOs) which perform varied functions for
the welfare, integration and solidarity of the society.

The term "Voluntarism" is derived from the Latin word "Voluntas" which
means "will" of "freedom". Political scientists defined "freedom of association"
as a recognized legal right on the part of all persons to come together for
the promotion of a purpose in which they are interested. Article 19(1) C
of the Constitution of India confers on the Indian Citizens the right "to form
associations". In the U.N. Terminology voluntary organisations are called ,
non-government organisations (NGOs).
Definitions of Voluntary Organisations
Accordingly to Lord Beveridge, "A Voluntary organisation, properly speaking,
is an organisation which whether its workers are paid or unpaid, is initiated
and governed by its own members without external control."
Main Characteristics of Non-GovernmenWoluntary Organisations
i) It is registered under the societies Registrations Act, 1860, the Indian
Trusts Act, 1882, The Cooperative Societies Act, 1904 or Sec. 25 of
the Companies Act, 1956, depending upon-the nature and scope of its
activities to give it a legal status.
ii) It has definite aims and objectives, and programmes for their fulfillment.
iii) It has an administrative structure and duly constituted management and
executive committees.
Social Welfare Administration
iv) It is an organisation initiated and governed by its own members on
democratic principles without any external control.
v) It raises funds for its activities partly from the exchequer in the form
of grants-in-id and partly in the form of contributions or subscriptions
from members of the local community and/or the beneficiaries of the
programme.

Structure of Non-Government Organisations

General Body
(General Membership)

Executive CounselManaging CommitteeIGoverning Body

Office Bearers
(President, Vice President, General Secretary, Joint Secretary,
Assistant Secretary, Treasurer)

Paid StaffNolunteers
Social Workers
Functions of Voluntary Organisations
In a democratic, socialistic and'welfare society, voluntary1Non-Governmental
Organisations play,a very important role. They perform a number of functions
for the development of the country. We can discuss some of these functions.
i) Human beings by nature are gregarious. [Link] to act in groups is
fundamental in them. People therefore form groups and associations voluntarily
for their benefit as also of others with a view to lead a full and richer
life. This phenomenon is reflected in voluntary associations which are
formed for promotion of recreational and cultural activities, social services,
professional interest etc.
ii) A pluralistic society with a democratic system requires a multitude of
- independent, non-government organisations to serve as a buffer between
the individual and the state and thus preventing the government from
developing monopoly in various fields.
iii) Organised voluntary action helps groups and individuals with diverse
political and other interests, contributes to strengthening the feeling of
national solidarity and promotes participative democracy.
iv) The state does 'not have the requisite financial resources and manpower
to meet all the needs of its citizens. The non-government organisations
by raising additional resources locally can meet uncovered needs and
enrich local life.

In sum, "N~n~Governmental Organisations" give concrete expression to the

fundamental rights such as freedom of association and expression and by
identifying the needs of individuals, groups and communities, initiate projects
and programmes to meet their needs. The NGOs also aim at sharing the
 responsibility of the state in providing minimum needs of the citizen, covering Types and Purpose of
Social Service
the areas of uncovered and unrnet needs, preventing fie monopolistic tendencies ~rganiiations
of the governments, and educating citizen about their rights and obligations.
They further aim at raising resources through contributions and donations and
organise activities of non-partisan and non-political nature for the well being
of the society.
Local State and Central Level Organisations
Local Level: Social Welfare by Rural and Urban Local A,uthorities
Rural local authorities comprise the Panchayati Raj Institutions, which were
introduced for local governance in the rural areas of the country. The three
tier system of Panchayati Raj consisting of Gram Panchayat, Panchayat Sarniti
and Zilla Panchayat are responsible to undertake the welfare activities for
their respective areas. Infact, Panchayat Raj bodies are very much involved
in implementing and administering the welfare programme assigned to them.

The urban local authorities consisting of municipal corporations, municipal

committees, and notified area committees created by the Acts of the concerned
.
State legislature are assigned obligatory and discretionary functions in the
field of social welfare. For instance Section 43 of Delhi Municipal Corporation
Act, 1957 makes it incumbent on the Corporation to make adequate provisions
for construction and maintenance of drainage works, public latrines and urinals,
water supply, pollution control, checking of dangerous diseases, provision of
transport facilitie.~,provision of medical relief and establishment of maternity
and child welfare centers, lighting, naming and numbering of life and property
in case of fire and the like and so on. .
The concept of democratic decentralization has got much importance in the
field of development. The aspect of welfare has come to be understood as
the primary responsibility of the individuals. Therefore, through people's participations
and decentralization of power, the government is trying to achieve the goal
of total development. Besides Government efforts, there are a number of
NGOs working with the local level with more flexibility and proximity.
State Level Organisation
The State Governments and Union Territory Administrations formulate and
implement various kinds of welfare services programmes on their own in their
respective jurisdictions for the benefit of the socially and economically weaker
sections of the society.

The State GovernmentkJnion Territories Administrations carry out their welfare

obligations and programmes mainly through their departments of social welfare
and voluntary organisations. At the state level, the incharge of the Department
:
I
of Social Welfare is the Welfare Minister and secretary to government is the
administrative head of the department.
i
!
The secretariat helps, guides and advises the Minister in the formulation of
i policies of the department, in getting the legislation passed by the state legislature,
and supervises the execution of the policies, schemes, projects and programmers
undertaken by the Directorate.

The Directorate is headed by a Director who is assisted by Additional Director,

- . -. - -. . - . . --
Social Welfare Administration In the field, the Divisional and District Social Welfare Officers function at
the district level and execute the various welfare programmes in their respective
jurisdictions.

The administrative and staffing pattern at all the stages is more or less the
same and so are the kinds of welfare services provided in each state except
for some minor variations.

The functions of the State Social Welfare Boards are as follows:

i) To promote the growth of voluntary social welfare agencies, with special
reference to development of welfare service in areas uncovered at present.
ii) To administer the grant-in-aid programme.
a) on behalf of the Central Social Welfare Board for development and
capital grants and
b) on behalf of the State Governments for maintenance grants.
iii) To assist the Central Social Welfare Board in the provision of a field
counselling service for aided agencies.
iv) To administer the programmes of rural welfare projects.
v) To simulate effective co-ordination among voluntary welfare agencies at
the States and local levels and
vi) To assist the Central Social Welfare Board and State Government in
the further development of welfare services.
Central Level Organisation (Union Level)
At the central level, although the responsibility of formulating overall policy
and planning of social welfare programmes rests with the new department
of social welfare, the initiation and execution of certain welfare service and
stimulating the effective co-ordination among voluntary welfare agencies (especially
at the National Level) will rest with the Central Social Welfare Board.
Central Social Welfare Board
The important landmark in the history of voluntary social welfare was created
in 1953, with the provision of Rs. 4 crore for the social welfare sector in
the first five year plan.

The question before the planners then was whether this amount should be
utilized through government machinery or by voluntary agencies, as at that
time there was no independent department of social welfare either at the
center or in the state. Under the leadership of Pandit Jawaharlal La1 Nehru,
it was decided that social welfare needed a special kind of machinery, that
had elements of flexibility, dedications and nearness to people. It was then
felt that it should be handled not by the government machinery but by the
voluntary workers who had dedicated their service to the needy. Accordingly
an autonomous Board was created which was charged with the responsibility
of preparing plans and schemes to be funded from out of the provision made
in the first five year plan. An outstanding social worker was to be made the
Chairperson of the Central Social Welfare Board. Dr. (Mrs.) Durgabai Desmukh
was its first Chairperson.

The main function of the Board was to give grants-in-aid, technical guidance
 One of the functions of the board was also to create organisations in the v p e s and Purpose of
Social .Service
areas where these did not exist. It was found that in slums and in the rural Organisations
areas, there were no services for women and pre-school children. The Board
accordingly launched a scheme named the family and child welfare projects.
The present integrated child development services (ICDS) programme is really
the outcome of these efforts.

Central Social Welfare Board was setup on the recommendations of the

Planning Commission as a semi-autonomous body, but the power of the
I
I
administration was vested in the ministry of education. It was registered as
a company from 1" April 1969 under section 25 of the Indian companies
I
Act, 1956 in order to have greater autonomy and flexibility.
I

Objectives of the Board

Foster the health growth of voluntary social service agencies.
To assist voluntary welfare programmes for the specific groups of persons,
?
women, children and the handicapped.
To co-ordinate the welfare schemes of various central and state Government.
, To develop new programmes of welfare and organise pilot projects.
Structure of Central Administration
The ministry of welfare is headed by a Cabinet or State Minister who is
assisted by the Minister of State/Deputy Minister. The Department has two
broad divisions; one headed by the Secretary - Welfare and the other headed
by the Secretary, Dept. of Women and Child Welfare. The Secretary-welfare
is assisted by an additional secretary. The Secretary, Department of Women
and Child Welfare is assisted by two joint Secretaries. In each wing there
are Directors, Deputy Secretaries, Under Secretaries, Joint Directors and
other officers to handle the tasks. The ministry is assisted in its functions by
a number of subordinate organisations, national commissions and national
institutes over which the ministry exercises its administrative control.
Central Social Welfare Board
National Commission for Scheduled Castes and Scheduled Tribes
Minorities Commission
e National Institute of Social Defence
National Institute for the Visually Handicapped
National Institute for the Orthopadically Handicapped
National Institute of Rehabilitation
Activities of the Ministry
The Ministry has been taking up large number of subjects and accordingly
undertakes multi-dimensionalfunction relating to the welfare of various sections
in the society like:
Policy, planning and co-ordination of programmes
Operations of central and centrally sponsored schemes
Guidance and direction to the state
Association with Planning Commission
Convening of conferences of state minister/secretaries of social welfare.
Social Welfare Administration Constitution of commission, committees/study teams
Assistance to voluntary organisations
Informal and mass education activities
Publications
Research, education and documentation
Participation in international conferences, seminars and workshops etc.

Check Your Progress I1

Note: a) Write your answer in the space provided.
b) Check your answer with those provided at the end of the unit.
1) What is Non Govermental Organisation? Discuss its nature and
functioning.
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2) Explain the nature of Central Social Welfare Board in India.
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2.5 BILATERAL AND INTERNATIONAL AGENCIES

Bilateral Agencies
The word bilateral means, "Agreement made between two countries". In this,
agreement two countries make agreement to have duty free entry of donated
supplies for relief and rehabilitation of the poor and the needy without discrimination
of caste, creed or race. Under these agreements, commodities like food
grains, milk powder, cheese, processed food stuff, drugs. medicines, multi
vitamin tablets, hospital equipment, and supplies like ambulances, mobile
dispensaries, agricultural implements etc. are received by approved organisations,
from approved organisations, located in respective countries. Government of
India encourages such assistance. The Ministry of Social Justice and Empowerment
operates the bilateral agreements on grft deliveries entered into by the Government
of India with the Governments of Federal Republic of Germany, Sweden,
Switzerland, United Kingdom and United States of America.

The Food Corporation of India is entrusted with the responsibility of handling

the port operations work in respect of gift consignments, coming under the
agreements on payment for the services at approved rates. The expenditure
on handling clearance and inland transportation of grft deliveries to the approved
consignees' destination is borne by the Ministry as per terms of the Agreement.
 International Agencies Types and Purpose of
Social Service
Organisations
Though the well being of the people is the concern of the state, it can not
be fulfilled due to the lack of financial resources, manpower, and other resources.
Therefore the State depends upon the help and support of other nations and
countries to ameliorate the lot of its poor and needy. It is upon this recognition
that the International co-operation in social welfare is needed in order to
secure social and economic welfare of human beings everywhere. International
social welfare organisations can be classified into five groups:
9 Government Agencies of International character, e.g. United Nations,
World Health Organisation, International Labour Organisation etc.
ii) Private International Organisation, e.g. The International Conference of
Social Work, World Federation of Mental Health, The International Union
P for the Child Welfare.
iii) Private International Organisations having autonomous organisations in
each country, e.g. International Red Cross, the YMCA and YWCA.
iv) National Government Agencies extending their help to other countries,
e.g. The United States Technical Co-operation programme popularly
known as point 4 Programme.
v) National Private Agencies extending their social service to other countrjes,
e.g. The Ford Foundation and the Rockefeller Foundations in India.
International Agencies in India
Among the International agencies which first organised their activities in India
may be included the Red Cross, the YMCA and the YWCA. These organisations
are now working in Jndia through their national organisations, which are autonomous
in all respects. After World War I, the League of Nations initiated certain
International organisations, which in due course began to work in India. Among
these, the most important was the International Labour Organisation. Then
came, after the end of the World war-11, the United Nations Economic and
Social Council, the LTNICEF, The WHO, and the FAO. Among other agencies,
which have recently established their regional offices in India, are the International
Conference of Social Work and the International Union for Child Welfare.

In addition to the agencies mentioned above, the names of some more International
Organisations may be added:
Action for Food Production (AFPRO)
Co-operative for American Relief Everywhere (CARE)
Catholic Relief Services (CRS) -
Indo-German Social Service Society (IGSSS)
International Association of Lion's Club
Rotary International
Salvation Army etc.

2.6 DONOR AGENCIES

One of the major activities of any Non Governmental Organisation is mobilizing
financial support for its activities. A number of National and International
organisations are providing funds to the social service organisations. Such
agencies are known as Donor agencies. They give support to the social
Social Administration service activities on the basis of the project proposals, submitted by the
Organisation. Generally donor agencies are providing funds and other services
to the registered organisations for their various social welfare activities for
the needy and marginalized. The amount of their support varies from project
to project according to the requirements or the gravity of the problems. The
donor agencies mainly raise funds from its Citizen and the Government. Some
of the Donor agencies are:
Cordaid, Germany
Church Auxiliary for Social Action (CASA)
Danish International Development Agency (DANIDA)
Chiistian Children's F nd
P
World Vision 1
Co-operative for American Relief Everywhere (CARE)
Catholic Relief Services (CRS)
Indo-German Social Service Society (IGSSS)
Caritas India etc.

2.7 UN BODIES
- - - -
7 - - - -

The United Nations has set up various organisations for groups needing special
help. Their contributions to international welfare may be discussed as follows:
United Nations Children's Fund (UNICEF)
The United Nations Children's Fund (UNICEF) was established by the General
Assembly on 1l~ December 1946. Its purpose is to help developing countries
to improve the condition of their children and youth. Unicef provides assistance
in such fields as health, nutrition, social welfare, education, and vocational
training. It also helps Governments to assess the important needs of their
children and plan comprehensive programme to meet them. A large part of
Unicef aid is in the form of providing equipment, drugs, well-drilling rigs,
school garden supplies, prototype equipment for day care centers and equipment
for the production of the textbooks. Unicef was awarded the Nobel Peace
Prize in 1965 and the Indira Peace Prize in 1989.
Office of the United Nations High Commissioner for Refugees
The office of the United Nations High Commissioner for Refugees (UNHCR)
was established on 1" January 1951. It provides legal protection, and at the
request of a Government, material assistance for the refugees. UNHCR's
head quarters is in Geneva. There are 40 Field Offices. UNHCR was awarded
the Nobel Prize in 1954.

There are a number of other U.N bodies wo$ing for the social welfare.
I
Some of these organisations are:
I
. United Nations Center for Regional ~ e v e l b ~ m e n t .
United Nations Development Programme.
I
~
United Nations Environment Programme.
9
United National Educational, Scientific an Cultural Organisation.
I

United Nations Institute for Training and Research.

United Nations Research Institute for Social Development etc.
 Types and Purpose of
2.8 CHARITABLE ORGANISATIONS Social Service
Organisations
Charitable Organisations are those organisations established for helping the
poor or needy people. These organisations are mainly formed to serve the
needy through a charitable approach. The Missionaries of Charity (MC) is
one example of such charitable organisations. Most of its workers are fully
dedicated to service and they serve without expectifig anything back. These
institutions provide institutional care to the poor and neglected. They also
provide food, clothing, medical treatment etc. for needy people.

The Charitable Organisations are registered under the Charitable Endowment

Act -1890. Section 2 of the Charitable Endowment Act defines 'charitable
purpose' as including general relief to the poor, education, medical relief and
the advancement of any other object of general public utility.

2.9 SOCIETIES AND TRUSTS

The Voluntary Organisation can be registered under the Societies Registration
Act - 1860, Indian Trusts Act - 1882 or under Section 25 of the Indian
Companies Act - 1956. Most of the Non-Governmental Organisation8 are
registered under Societies Registratioh Act.

Societies are formed with some deliberate intention following some system
in their day-to-day affairs as well as rules for their governing and proceedings.
The following activities should be handled properly, since it is vital for better
function of any organisation.
Primary study on the attainability of the objectives stated by the organisation.
Recruitment of manpower, right people for the right job, to attain the
organisational goals. 1. %

Drafting of a constitution, which consists of memorandum of association

and rules and regulations.
Making sure of the registration of the society by appropriate legal authority.

Memorandum of Association and rules and regulations are two important

parts of a society's constitution. While memorandum of association defines
the object of the Organisation recognised and approved by the Registrar,
rules and regulations define the internal management principles, which is binding
on the members. Societies are more democratic in their setup. Usually elections
are conducted to elect the managing committee. In some cases, founder
members may be permitted to remain life members of the managing committee.

Welfare programmes are also run by charitable trusts. The Indian Trusts Act
-1882 provides room for registering and running Public, Private, Religious
and Charitable Trusts. A Trust is an obligation annexed to the ownership of
property and arising out of a confidence reposed in and accepted by the
trustee(s), for the benefit of another and the owner. The following are the
objects of a charitable trust:
Trusts for the relief of Poverty
Trusts for the advancement of Education
Trusts for the advancement of religion and
Social Welfare Administration Trusts for other purposes beneficial to the community. (Not falling under
any other three heads, e.g. renovation of roads, supply of water, repairing
of bridges etc.j

Check Your Progress 111

Note: a) Write your answer i n the space provided.
b) Check your answer with those provided at the end of the-unit.
1) Classify International Social Welfare Organisations.
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2) Enumerate some of the International Organisations and UN bodies
working in the field of Social Welfare.
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2.10 LET US SUM UP

Social welfare organisations play a vital role in rendering social services in
every country, especially in developing and underdeveloped countries. In this
unit we discussed about various types of Social Service Organisations and
their purposes.

We are aware that "an organisation is a group of people who are co-operating
under the direction of leadership for the accomplishment of a common e n d .
The need for an organisation arises when two or more persons unite together
to achieve some common objectives.

Organisation is one of the basic functions of management. Its importance lies

in the systematically evolved pattern of relationships designed to set in motion
the process of managerial functions.

The Central Social Welfare Board in India was registered as a company on

1" April 1969 under section 25 of the Indian Companies Act, 1956 in order
to have greater autonomy and flexibility.

There are few Bilateral Organisations working in the field of social welfare.
[Link] bilateral means, "Agreement made between two countries". Countries
make agreement with another country to have duty free entry of donated
supplies for =lief and rehabilitation of the poor and the needy without discrimination
of caste, creed or race. Under these agreements, commodities like food
grains, milk powder, cheese, processed food stuff, drugs, medicines, multi
vitamin tablets, hospital equipment, and supplies like ambulances, mobile
 dispensaries, agricultural implements etc. are received by approved organisations, Types and Purpose of
Social Service
from approved organisations, located in the countries. Organisations

International co-operation in social welfare is needed in order to secure social

and economic security of human beings everywhere which are indispensable
for securing world peace and stability.

One of the major activities of any social service organisation is mobilizing

' financial support for its activities. A number of National and International
organisations are providing funds to the social service organisations. Such
agencies are known as Donor agencies. They give support to the social
service activities on the basis of the project proposals, submitted by the
organisation. Generally donor agencies provide funds and other services to
the registered organisations for their various social welfare activities taken
up for the needy and marginalized.

The United Nations has also set up various organisations for groups needing
special help.

2.11 KEY WORDS

Organisation : An organisation is a group of people who
are co-operating under the direction of a
leader for the accomplishment of a common
end. The need for an organisation arises
when two or more persons unite together
to achieve some common objectives.
Formal Organisation : It refers to a structure of well-defined jobs,
each bearing a definite measure of authority,
responsibility and accountability.
Informal Organisation : It is an outcome of social interaction between
individuals in a formal organisation. Whenever
people work together, they evolve informal
groups bound together by common, social,
technological and work interests. Such groups
constitute informal organisation.
Voluntary Organisation : A voluntary organisations, properly speaking,
is an organisation which whether its workers
are paid or unpaid, is initiated and governed
by its own members without external control.
Bilateral Agencies : The word bilateral means, "agreement made
between two countries". In this agency,
countries make agreement with another
country to have duty free entry of donated
supplies for relief and rehabilitation of the
poor and the needy without discrimination
of caste, creed or race.
Donor Agencies : One of the major activities of any social
service organisation is mobilizing financial
support for its activities. A number of National
and International organisations are providing
Social Welfare Administration funds to the social service organisations. Such
agencies are known as Donor agencies.
Charitable Organisations : They are those organisations established for
helping the poor or needy people. These
organisations are mainly founded to serve
the needy through a charitable approach.
Societies : Societies are formed with a deliberate intention
following some system in their day-to-day
affairs as well as rules for their governing.
'mlst : A Trust is an obligation annexed to the
ownership of property and arising out of a
confidence reposed in and accepted by the
trustee(s), for the benefit of another and
the owner.

2.12 SUGGESTED READINGS

Avasti & Maheswari, Public Administration, Lakshmi Narayan Agrawal,
Agra.
S.L. Goel and R.K. Jain, Social Welfare Administration, Vol. 11, Deep and
Deep Publication, New Delhi.

2.13 ANSWERS TO CHECK YOUR PROGRESS

Check Your Progress I

1) Organisations are of two types: Formal and Informal

Formal Organisation : It refers to a structure of well-defined jobs, each
bearing a definite measure of authority, responsibility and accountability.
The Formal Organisation lays down the pattern of relationship between
individuals and the rules and regulations, which guide the behaviour of
individuals.
Informal Organisation :It is an outcome of social interaction between
individuals in a formal organisation. Whenever people work together,
they evolve informal groups bound together by common, social, technological
and work related interests. Such groups constitute informal organisation.
Informal organisation represents relationships between individuals in the
organisation based on interest, personal attitudes, emotions, prejudices,
likes, dislikes, physical location, similarity of work etc. These relations
are not developed according to the procedures, rules and regulations laid
down in the formal organisations. Whereas informal organisation comes
into existence because of the limitations of the formal organisation. It
represents "a natural grouping of people at w o r k . The birth of small
groups in an organisation is a natural phenomenon. These groups may
also overlap because an individud may be a member of more than one
informal group. In many cases, informal groups come in to being to
support and supplement the formal organisation.
Functions of formal organisation
i) Planning
ii) Organising
 iii> Staffing Types and Purpose of
Social Service
iv) Directing Organisations

vi) Reporting
v$ Budgeting
Check Your Progress I1

I 1) In the UN terminology, voluntary organisations are called non-government

organisations (NGOs). The term "Voluntarism" is derived from the Latin
word "Voluntas" which means "will" of "freedom." Political scientists
defined "freedom of association" as a recognized legal right on the part
of all persons to come together for the promotion of a purpose in which
they are interested. Article 19(1) C of the Constitution of India confers
on the Indian Citizens the right "to form associations". According to Lord
Beveridge, "A Voluntary organisation, properly speaking, is an organisation
which whether its workers are paid or unpaid, is initiated and governed
by its own members without external control."
Non~GovernmentNoluntaryOrganisations in Indian context
Some of the features of the functioning of NGOs in Indian context are:
i) It is registered under the Societies Registrations Act, 1860, the Indian
Trusts Act, 1882, The Cooperative Societies Act, 1904 or Section
25 of the Companies Act, 1956 depending upon the nature and
scope of its activities to give it a legal status.
ii) It has defmite aims, and objectives, and programmes for their fulfiient.
iii) It has an administrative structure and duly constituted management
and executive committee.
iv) It is an organisation initiated and governed by its own members on
democratic principles without any external control.
v) It raises funds for its activities partly from the exchequer in the form
of grants-in-aid and partly in the form of the contributions or subscriptions
from the members of the local community and/or the beneficiaries
of the programme.
"Non-Governmental Organisations" identify the needs of individuals,
groups and communities and initiate projects and programme to meet
them on their own or with the grant-in-aid received from the government.
They share the responsibility of the state by partly providing for the
minimum needs of the citizen, covering the areas of uncovered and
unmet needs, preventing the monopolistic tendencies of the governments,
mobilizing public support through publicity campaigns, raising resources
through contributions and donations and finally organising activities
of non-partisan and non-political nature for the well being of the society.
2) The important landmark in the history of voluntary social welfare in India
was in 1953, when Rs. 4 crore was allocated for social welfare sector
in the first five-year plan with the following objectives:
To foster the healthy growth of voluntary social service agencies
through financial aid,
To assist voluntary welfzre programmes for there specific groups of
persons, women, children, and the handicapped,
-

Social Welfare Administration TOco-ordinate the welfare schemes of various central ministries and
state Governments,
To develop new programmes of welfare and organise pilot projects.

Under the leadership of Pandit Jawaharlal La1 Nehru, it was decided that
social welfare needed a special kind of machinery, which had elements
of flexibility, dedication, proximity to the people etc. It was also felt that
such machinery should not be handled by the government machinery but
by the voluntary workers who had the traditions of dedicated service
to the needy. Accordingly, an autonomous Board CSWB was created
which was charged with the responsibility of preparing plan and schemes
to be funded out of the provision made in the first five year plan. A
social worker of good standing was to be the Chairperson of the
Central Social Welfare Board. Dr. (Mrs.) Durgabai Desmukh was its first
Chairperson.
The main functions of the Board were to give grants-in-aid and technical
guidance to voluntary organisations engaged in different types of social
welfare activities. Another function of the board was to create organisations
in the areas where they did not exist. It was found that in slums and
in the rural areas, there were no services for women and pre-school
children. The Board accordingly launched schemes such as the family and
child welfare projects. The present Integrated Child Development Services
(ICDS) programme is an outcome of these efforts.
Central social welfare Board was set up on the recommendations of the
planning commission as a Semi-autonomous body. It was registered as
a company on 1" April 1969 under section 25 of the Indian Companies
Act, 1956, in order to have greater autonomy and flexibility in working
procedures.
Check Your Progress I11
1) International Co-operation in social welfare is needed in order to secure
the well being, social and economic security of good health for human
beings everywhere which are indispensable for securing world peace and
stability. International social welfare organisations can be classified into
five groups: .
f) Government Agencies of International character, e.g. United Nations,
World Health Organisation, International Labour Organisation etc.
ii) Private International Organisation, e.g. The international Conference
of Social Work, World Federation of Mental Health, The International
Union for the Child Welfare.
iii) Private International Organisations having autonomous organisations
in each country, e.g. International Red Cross, the YMCA and the
YWCA.
iv) National Government Agencies extending their service to other countries,
e.g. The United States Technical Co-operation programme popularly
known as Point - 4 Programme.
v) National Private Agencies extending their social service to other
countries, e.g. The Ford Foundation and the Rockefeller Foundation
in India.
The names of some International Organisations working for social welfare Types and Purpose of
Social Service
are: Organisations

Action for Food Production (AFPRO)

Co-operative for American Relief Everywhere (CARE)
Catholic Relief Services (CRS)
Indo-German Social Service Society (IGSSS)
International Association of Lion's Club
Rotary International
Salvation Army etc.

The office of the United Nations High Commissioner for Refugees (UNHCR)
was established on I" January 195 1. It provides legal protection and
at the request of a Government, material assistance for the refugees.
UNHCR's head quarters are in Geneva. There are 40 Field Offices.
UNHCR was awarded the Nobel Prize in 1954. There are a number
of UN bodies working for the social welfare. Some of these organisations
are:
United Nations Center for Regional Development.
United Nations Development Programme.
United National Educational, Scientific and Cultural Organisation.
United Nations Environment Programme.
United Nations Institute for Training and Research.
United Nations Research Institute for Social Development etc.
 POSDCORBEF
Content
3.0 Objectives
3.1 Introduction
3.2 POSDCoRBEF
3.3 Planning
3.4 Organising
3.5 Staffing
3.6 Directing
3.7 Coordinating
3.8 Reporting
3.9 Budgeting
3.10 Evaluation and Feedback
3.11 LetUsSumUp
3.12 Key Words
3.13 Suggested Readings
3.14 Answers to Check Your Progress

3.0 OBJECTIVES
This unit will introduce you to the basic functions of a manager in formal
organisations. After reading this unit you would be able to:
know the various functions of a manager such as Planning, Organising,
Staffing, Directing, Coordinating, Reporting, Budgeting, Evaluation and
feedback,
explain how these functions are performed in an organisation; and
know the role of the manager in performing these functions.

3.1 INTRODUCTION
It is not difficult to see why social workers need to know the role and
functions of managers in formal organisations. Social work profession seeks
to improve the well-being of the clients by providing a variety of services.
In most cases these services are provided through governmental or non-
governmental organisations. A social worker, therefore, is often part of
a large organisation and has to perform his or her functions within such
organisations.

Also, as the social workers grow professionally they attain higher positions
in the organisation. Their role in the direct provision of services diminish and
their role as a manager gain significance. However since the ultimate goal
is the provision of welfare services, social jvork administrator cannot be a
bureaucrat or a manager with concern only fot efficiency. Social work values
will form the base for the administrative decisions taken in the context of
service delivery.
 POSDCoRBEF
3.2 POSDCORBEF
POSDCoRB is an acronym which social welfare administration has borrowed
from management theory. The classical management thinker, Luther Gullick
gave this acronym to describe the functions of a manager in an organisation.
POSDCoRB stands
P - Planning
0 - Organising
S - . Staffing
D - Directing
Co - Coordinating
R - Reporting
B - Budgeting

This easy-to-remember acronym has become popular with management theorists.

Social workers have also been using it to describe functions of social welfare
administrators. It was later felt that an important component namely Evaluation
(E) and Feedback (F) were left out and so they were added to the acronym
and it became POSCoRBEF.

Let us now examine each of these functions in detail.

3.3 PLANNING
According to Terry and Franklin 'Planning is selecting information and making
assumptions regarding the future to formulate activities necessary to achieve
organisational objectives'.

Every organisation does some form of planning, as they have to prepare for
the future. In large organisations, planning is done by a separate division or
department which generally reports to the Chief executive. Planning, here,
is a highly specialized area, as a number of factors have to be taken into
consideration. The department includes experts from diverse fields such as
economics, statistics, management, etc. When any organisation operates in
more than one region or country, the complexity of the planning process
increases. In smaller organisations, the task is entrusted to staff members,
who handle other work but have the competence and knowledge to do the
planning function; do planning. Either way planning is an important activity
of the administrator.
Major Steps in Planning
1) Define the problem.
Understanding the problem and its various dimensions is the first step
in the planning process. Many experts say that if the problem is adequately
defined half the problem is solved.
2) Collect all relevant data and information about the activities involved.
The sources of information can be from within the organisation and outside
it. The organisation can use outside sources of information like government
reports, policies, legislations, Planning commission documents etc. Sources
from within the organisation include policy statements, agency reports,
evaluation reports, minutes of meetings, documents etc.
Social Welfare Administration 3) Analyze the information.
An enormous amount of data may be collected from various sources.
But if they are not seen from the organisational perspective then they
cannot be of much use. Every component has to be seen as part of the
larger whole. Cause and effect relationships have to be established.
4) Establish planning criteria and standards.
Planning criteria are assumptions on which the plan is to be formulated.
The criteria will be drawn from the organisation's ideology, socio-economic
factors, information gathered and the priorities of the decision-makers.
These criteria will form the basis on which different action plans will be
judged.
5) Preparation of different action plans for achieving the goal.
Most organisations formulate a number of tentative plans. This enables
the decision-makers to choose among the alternatives available based on
its advantages and disadvantages.
6) Decide on one plan from the different alternative plans.
The Plan should be workable and cost effective. It should be realistic
enough to be implemented. Often it is said that the plan was good but
its improper implementation ruined it. A good planner, therefore, will
take into account these factors that impede implementation. A planner
should also take into account strengths and weaknesses of the implementing
agency.
7) Arrange detailed sequence and timing for the plan.
Decide what activities have to be carried out and when. Time is an
important but scarce resource and maintaining the time schedule is therefore
important.
8) Provide channels for feedback.
Constant feedback and monitoring are necessary. It will help identify
shortcomings in the plan and its implementation. Some part of the plan
may have to be modified if unforeseen factors influence the implementation
process.
9) Implement the Plan.
The success of any plan sets on its effective implementation.
10) Evaluate the plan performance.
The .last step of planning profess in the evaluation of its performance.
At his stage only the success or failure of a plan is judged.
Advantages of Planning

1) Planning brings direction and order into the functioning of the organisation.
When objectives are set and various steps needed to achieve these goals
are clear, employees can make decisions easily. All efforts will be focused
towards the desired results and unproductive work will be minimized.
2) The planning process gives an idea about the future. Any exercise in
planning has to study how different political, social, economic and organisational
factors will affect the functioning of the organisation. Further, threats and
opportunities have to be studied and ways to deal with them should be
identified.
 POSDCoRBEF
3) 'What if' questions are consequences of decisions that the organisation
will have to take in future while dealing with specific situations which may
come up. Complex sets of variables have to be studied and their relationship
with the situation understood if these questions have to be answered. For
example, the additional financial costs have to be calculated, if the organisation
has to function in new areas.
4) Planning gives a basis for enforcing accountability and control.
Accountability and control are important elements in the organisation.
Control of the organisational functioning through planning can be internal
as well as external. When an organisation formulates a planand makes
it public, it is making itself accountable to the society. The organisation's
actual performance will be judged on the basis of the plan objectives.
Within the organisation also, the plan fixes targets and deadlines. The
employees have to achieve these targets or else, give reasons for their
fdures. This condition imposes a sense of responsibility on the organisation's
functionaries. Further, the manager can check from time to time whether
the organisation is able to meet its interim targets and is moving towards
its objectives.
5) Encourage Achievement
Well-established and achievable targets and time schedules encourage
employees to take efforts to attain them. That improves the morale and
motivation of the employees.
6) Compels a view of the whole
Managers often become so involved in the affairs of their own department
that they lose sight of the overall objectives of the organisation. Managers
also, have the tendency to give their attention to the immediate, but
routine tasks, which keep coming up in any organisation. Long-term needs
of the organisation are sidelined and effectiveness of the organisation is
adversely affected. A plan gives a vision to the employees helping them
focus on the broader and long-term view.
7) Increases the'balanced utilization of resources
Resources are always limited and their prudent use is important. Plans
help effective use of resources.
Disadvantages of Planning
The planning process has some disadvantages also. Planning consumes too
much of already scarce resources of the organisation. A lot of money, time
and human resources are spent when a plan has to be formulated. At times
there seems to be no corresponding benefit. Secondly, planning often demands
changes in organisation's functioning and the roles of the employers. This
threatens people who are afraid of new work situations and loss of their
status. Thirdly, planning affects initiative of lower level managers adversely.
As emphasized earlier, planning should only give broad direction to the managers.
But if the plan is too rigid and does not give enough flexibility to the managers,
planning may restrict their initiative. Planning, in general, tends to increase
centralization of authority in the hands of the top executive in the headquarters
at the cost of the lower level mangers operating in the field. Fourthly, planning
as managerial activity is seen as having limited value. Sometimes planning is
too theoretical and cannot be related to real life situations. Many factors that
are found in real life cannot be taken account of when the plan is being
Social Welfare Administration formulated. Further the planner assumes that there will be no change that
.is so big that the relationship between the variables could change drastically.
For example, an NGO which makes its plan on the basis that the donor
agency will, provide funds for a specific period will face difficulty if the donor
agency stops its funding.
'Qpes of Plans
Strategic Planning -
Strategic planning (also called long-term planning) has two important elements.
It covers a long period of time which may extend from five to twenty or
more years and secondly it covers mostly all the activities within the organisation.
In other words, it is long-term and comprehensive planning.
Operationalised Planning
Operationalised Planning is also called tactical planning and it indicates the
specific activities to be taken so that specific goals are to be achieved.
Compared to strategic planning, operationalised planning is short-term and
deals with specific areas. These two types of planning are not inclusive.
Strategic planning depends on the operationlised planning for achieving its
goals.

Check Your Progress I

Note: a) Write your answer in the space provided.
b) Check your answer with those provided at the end of the unit.
1) Expand POSCoRBEF.
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2

3.4 ORGANISING
Organising means establishing effective behavioural relationship among persons
so that they may work together efficiently and gain personal satisfaction in
doing selected tasks under given environmental condition for the purpose of
achieving some goal or objective.

The need for an organisation emerges when one individual cannot perform
all the necessary tasks. As number of individuals increase, they are further
divided into groups each of which are given a specific set of tasks to perform.
How and on what basis these tasks are divided among individuals and group
is the role of 'organising' in management.
Need for Organising

1) Clear-cut lines of authority and responsibility in an organisation are created

which help in controlling and leading theiorganisation.
 POSDCoRBEF
2) There are lesser opportunities for organisation conflicts if organisational
responsibilities are clearly defined.
3) Organised groups and organisations are more likely to give satisfaction
to the employees and thereby positive results for the organisation.
Elements of Organising
There are four important elements in organising - division of labour, degree
of centralization and decentralization, departmentalization and span of control.
Division of labour means that the total work of the organisation is divided
into smaller units and distributed among the employees. Work is allotted to
person most suited to do it. It allows the employers to attain proficiency in
their work and thereby increase the efficiency of the organisation.

Centralization and decentralization refers to the degree to which authority is

distributed among the various levels of the organisation. If authority is distributed
in such a way that majority of the decisions are taken by the top managers
then the organisation is called centralized. On the other hand, if the lower
levels of the organisations have authority to make decision-without seeking
approval from the top level managers than the organisation is called decentralized.
Important decisions include those related to financial matters, programme
schedules, administrative matters, staff problems, etc. The degree of centralization
and decentralization depends on a number of factors like organisational history,
level of trust in the organisation, subordinate's staff competence, technology
available etc. Excessive centralization is likely to reduce employee's motivation
and discourage initiative. It is also time consuming when every decision has
to be referred to the top and approval obtained for the same. The quality
of decisions making may also suffer, as often it is the lower level staff that
know the local conditions better. On the other hand, too much decentralization
is also harmful. Decentralization may result in declining control of the top
management. Consequently employees at the lower levels may engage in
empire building at the cost of neglecting organisational objectives. Coordination
in the organisation may suffer as each part may chart its own course. Chaos
and indiscipline will be the result.

. Departmentalization refers to the formal structure of the organisation composed

of various departmental and managerial positions and their relationship to
each other. Departments are formed on the following basis - function, product,
territory, clients and process. Some examples are provided here of departments
based on these- factors.
Function based departments - Marketing department, Personnel department.
Planning department, etc.
Product based departments - Micro-credit department, water and sanitation
department etc.
Territory based departments - Northern Railways, Southern Railways,
Eastern Railways.
Client-based departments - Women and child department, Welfare of
SCIST.
Process-based departments - Marketing, Planning, administration etc.

There are at least three departments which will almost inevitably be present
in every organisation. They are namely admhstration, accounts and services. Most
of the large organisations have departments based on more than one factors.
Social Welfare Administration Span of control refers to the number of subordinates an individual can supervise
and control. Control is not to be seen as something narrow and negative. It
refers to the superior's guidance, encouragement and appreciation provided to
the subordinates. Management experts recommend that no superior can control
more than five or six subordinates without decline in the quality of supervision.

3.5 STAFFING
Staffmg is the management function that deals with the recruitment, placement,
training and development of organisation members. Any organisation is as
good as it's employees' performance shows. Staff of the organisation should
be selected, retained and promoted based on the needs of the organisation
and their performance.
Staffing Process
Human Resource Planning should take into consideration the following internal
and external factors. The internal factors that need to be taken into consideration
are the present and future skill needs, vacancies, areas of priorities of the
organisation and its financial condition. External factors include the policies of
government, donor agencies, collaborating organisations, the labour market etc.

Recruitment: Recruitment is concerned with developing a large pool of job

for candidates in line in view of the needs of the organisation. This can be
achieved by giving wide publicity to the position available and attracting many
as eligible candidates as possible for the positions.

Selection: Selection involves evaluating and choosing among the job candidates.
A number of means like interviews, group discussion, and skill tests are used
to select the candidates.

Induction and Orientation: After selection, the newcomer has to be helped

to fit into the organisation. They are introduced to their colleagues, acquainted
with responsibilities and informed about organisation policies and goals.

Training and Development: The process of training and development aims

at increasing the knowledge and skills of the employees along with attitudinal
changes. The overall aim is to increase organisation's productivity and employee's
level of job satisfaction.

Performance Appraisal: Performance appraisal aims at judging the performance

of the employee's and hisher contribution to the organisation. Performance
appraisal has to be done on the basis of objective standards and not on the
whims and fancies .of the superior officer. Further the employee should have
a clear job profile and should know on what basis he or she is being judged.
If performance is satisfactory, the employee may be rewarded and if it is
not, corrective action is to be taken.
People join organisations not merely for monetary gains. They also look for
satisfaction of their social needs, self-esteem needs and emotional needs. In
any case, after a person has achieved financial security, he or she will most
probably seek other kinds of fulfillments namely pride in the job, a sense
of achievement, satisfactory associations at work place, autonomy to function
independently, etc. It is up to the organisation to provide employees with
these opportunities; ,
 POSDCoRBEF
Check Your Progress I1
Note: a) Writeyour answer in the space provide$.
b) Check your answer with those provideh at the end of the unit.
1) ~dentifya few criteria on which departments are formed in a large
organisation.
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3.6 DIRECTING
Directing is the managerial function of guiding, supervising and leading people.
According to Chandan 'it is concerned with directing the human efforts towards
~r~anisational goal achievement'. Sometimes directing and leading are seen
as one function. Often it is the success or failure of this function that will
determine whether the organisation will achieve its objectives. Leading also
determines the levels of satisfaction the employees of the organisation experience.

Some of the requirements for successful leadership in an organisation are:

clear-cut objectives which should be known to all the managers and employees,
meaningful supervision by the superiors of the subordinates, participatory
managerial style, unity of direction, and purposive and effective follow-up.
Leadership
Leadership is defined as the relationship in which the one person influences
others to work together willingly on related tasks to attain goals devised by
the leader and the group. Leaders can be formal or informal. Formal leaders
are found in formal institutions like bureaucratic organisations, political parties,
and military. Here the organisational functioning is governed by written and
formal rules. They determine how the leader is selected/elected and what his/
her powers are and how they are to be exercised. On the other hand, informal
leadership depends on the personal qualities of the leader such as the charm,
intelligence, skills etc. French and Rawen mention five sources of power that
a leader draws from (1) coercive, (2) reward, (3) legitimate, (4) expert, and
(5) referent. The first three sources - coercive, reward and legitimate are primarily
found in formal organisations while the latter are found in informal settings.
Leadership Theories
A brief overview of the various theories of leadership is presented below.
Trait theories: Trait theories advocate that there are a set of traits that help
an individual to become a leader. Some of the traits are listed as self-confidence,
courage and integrity, will power, emotional stability, intelligence, enthusiasm,
energy, charisma etc. Trait theory has been criticized on some counts. It
focuses too much on the leader and not on the leadership process, the nature
of followers and the situation in which the leadership is provided. It oversimplifies
the leaders hi^ Drocess and reduces it to traits of the leader. Whereas it is
Soclal Welfare Administration a known fact that different situations require different types of leadership
qualities. Also it does not explain how leaders who were successful in the
past fail and vice-versa.
Behavioural theories: This perspective explains leadership by looking at
leaders in terms of what they do. Many theories within the category see
leadership as comprising of two important factors:

' Employees-centred dimension and production-centred dimension. Employee-

centred dimension stresses on creating a work environment in which employees
can have satisfying work experience. Their main concerns are employees'
welfare and happiness rather than attaining organisational objectives. Production
centred dimension gives importance to attaining organisational objectives rather
be concerned about employee welfare. In different situations these dimensions
have to balanced and a good leader is one who can balance these two
requirements successfully.
Situational theories: These theories emerged when management thinkers
realized that the context in which leadership is exercised influences the leadership
process. Earlier theories had failed to take into account this important aspect.
Most situational theories support the view that there is a relationship between
organisational situation and the leadership style. Some of the factors that
influence the process is the nature of work of the organisation, the organisation's
past experience, the value system of the leader and the followers, resources
available and the overall political-economic situation.
Leadership Styles
Autocratic Leaders
Autocdc leaders are those who assume all authority to themselves. Subofdinates
are discouraged to offer suggestions or participate in decision making process.
Autocratic leadership has some advantages and are useful in certain situations.
In this style, firstly decision making is quick and in emergencies it can be
advantageous. Secondly, decisions will reflect the leader's priorities and will
not be diluted. Thirdly, if subordinates are inexperienced or are not qualified,
then autocratic leadership is better. Autocratic leadership has many disadvantages
also. As autocratic leaders do not take into account opinions of others, it
may rssult in bad decisions. Secondly, the lack of consultation may adversely
affect subordinate's motivation and alienate them. It will increase resentment
towards the leader and the organisation as a whole.
Participative or Democratic Decision-making
In the democratic or participative decision making process the subordinates
are consulted. Their opinions are actively sought and a consensus arrived at
before decisions are taken. The decisions thus taken may or may not reflect
the opinion of the leader.
The major advantages of this type of decisions making are that maximum
possible information is collected and different view points are to be considered.
Participation of many individuals mean that decisions taken will have a better
chance of being accepted by others. As a result, confidence and loyalty
among the workers will increase.

However, success of democrats decision making depends on certain conditions.

A pre-condition for democratic decision making is that individuals are motivated
 to contribute to the decision making process. Absence of this motivation will POSDCoRBEF

lower the quality of decisions made. There should also be trust between the
leaders and the members. If there are vested interests or if the organisation
has something to hide from the employees then the decision making process
will be flawed. Further, there should also be a spirit of give and take as no
one can get totally satisfactory decisions.
Laissez-faire or Free-rein Leadership
The leader gives the organisation maximum freedom to make decisions. The
'
leader is in most cases a figure head and at other times a coordinator between
the various members. It gives maximum autonomy to the members leading
to creativity and freedom of expression. The major disadvantages are that
in under-motivated organisations this type of leadership will result in chaos.

Autocratic leademhip style, democratic leadership style and laissez-faire leadership

1
style are models of leadership which may not be found in the real world.
i Leadership characteristics of all these models are found in different leaders
in difference situations and at different times.

Another point to be noted is that in different organisations the nature of work

and tradition makes the leader adopt one or other leadership styles. The
leaders adopt the laissez-faire method in situation where encouraging creativity
is the aim - for example, in universities or laboratories. On the other hand,
in family run business houses where control is considered as important, leadership
'
styles adopted are closer to the autocratic leadership style.
1

1 3.7 COORDINATING
I
Coordination is the process of integrating the objectives and activities of two
or more units (departments or functional areas) of an organisation in order
to achieve organisational goals efficiently. In the organising function, we have
seen the need for division of work among the various units of the organisation.
I

I
Efficiency increases with specialization of activity and grouping of related
work. But the division of work brings about its own problems. Departments
become so involved in their work that they forget the organisational objectives.
Departmental interests are placed above organisational interests.
Ways to Achieve Coordination
Hierarchy is an important method to achieve coordination. People who are
high in the hierarchy have more authority and responsibility. Hierarchy in fact
channels and regulates the exercise of authority, work allocation and flow of
communication. Problems between departments if and when they arise can
be sorted out by the superior officer.

Another important method of coordination is rules and regulations. Rules and

regulations make organisationalwork pmbctable. Rules and regulations standardize
routine work which saves the time of the managers. Everyone in the organisation
will know what behaviour is expected from himher and from others. Tasks
will be performed accordingly.

The identification of objectives and formulation of plans also improve coordination.

This gives the organisation a unity of purpose and a unity of direction. They
help the various units with different responsibilities to direct their efforts toward
achieving their targets.
Social Administration Larger organisations often use committees to improve coordination. These
committees consist of members of different departments of the organisations.
Committee meetings help them exchange information, understand each others
viewpoints and problems and resolve conflicts.

Vertical and horizontal communication system are used in all organisations

to share information. Intra organisational official communications in the form
. of departmental notes, memos, official letters etc., help improve coordination
between the various sections. Nowadays, with the rise of information technology,
IT enabled Management Information Systems are used to transmit data up
and down the levels of the organisation. This system enables quick reporting,
processing, storing and retrieval of information as and when required.

Till now we have discussed the formal means of imprdving coordination. But
it is now realized that informal relationships between employees are as important
as the formal means of coordination. Personal relationships between the various
members improve overall coordination within the organisation. In organisations
where proper understanding and trust between employees exists, the need
for formal means of coordination, which are time consuming and cumbersome,
will be less. This will contribute to a better work environment and improve
efficiency of the organisation.

3.8 REPORTING
Reporting means keeping the superiors informed about the various aspects
of work including progress of the various programmes, problems in implementation
and problems related in staff. Reporting is done at every level.

The Annual Report of the organisation is its statement of achievement and

shortcomings to the general body of the organisation and to the society at
large. Within the organisation, the Chief Executive Officer reports to the
Board of Management or the governing body. Subordinates of the executive
officer will report to himher and so on down to the lowest level of the
organisation.
Need for Effective Reporting

1) Reporting keeps the management informed about the organisation's

performance.
/

2) Reporting allows the management to take corrective actions when things

go wrong.
3) Reporting inculcates a sense of responsibility among employees as they
have to report the programme activities to the higher authorities.
Reporting Process ..

1) Establish means by which reporting is done.

2) Keep a time period within which the report is done.
3) It should be decided as to whom the report should go and in what form.
4) Reporting also includes action to be taken on the report.
 POSDCoRBEF
3.9 BUDGETING
The word 'budget' originally meant a bag, pouch or pocket attached to a
person. But in the modern sense, a budget is a complete statement regarding
the organisation's 'income and expenditure of the past financial year and provides
an estimate of the same for the coming financial year. The organisation's
budget is usually approved by the highest controlling body, the Board of
Management or the Governing Council.

Once the budget is approved, the allocation of funds to various sections1

departments of the organisation takes place. The concerned heads of departments
have to-functionwithin the funds allocated to them. Sometimes due to changes.
in environment or inside the organisation, a revised budget is formulated after
a period of time which may'increase or decrease the funds allocated to a
particular department:

Budgeting is a specialized activity and persons involved should bssess considerable

knowledge in accounts, economics, costing etc. to prepare a proper budget.

Any organisation which is developing a budget for the first time does a lot
of guess estimates as available information may not be enough to prepare
a budget. Subsequent budgets can be made on the information collected from
the previous experiences. A budget is very much like a plan in the sense
that it is forward looking and aims at making things happen.

A budget contains the expenditure, income and outcome planned for a specific
period of time. Usually budgets are made for a year, that is, annually. Through
the budget, the manager controls the activities of the organisatjon. Therefore
budgeting refers to the controlling of the organisation based on a budget.
Need for Budgeting
1) Finance is the fuel on which the organisation runs. One of the most
effective ways of directing and controlling the organisation is by controlling
the financial part of the organisation.
2) Budgeting helps to control the excessive expenditure. Sometimes managers
tend to over spend with justifications and sometimes without justifications.
Well prepared budget with clear allocations to various heads prevents
this,costly practice.
3) Budgeting also helps in preventing administrative and financial malpractices.
At times, unsckupulous employees try a variety of means to earn money
at the cost of the organisation. But budgetary allocation prevents this
practice to a great extent. At the end of the year audit is done in which
budgetary allocations are compared with actual expenditure incurred.
Discrepancies if any have to be explained. This ensures that there is a
check and balance.
4) Budgeting improves the coordination in the [Link] appropriation
to different overheads within the organisation helps prevent conflict and
overlapping.
5) Budgeting also helps in measuring the performance of the organisation.
The actual pkrformance of the organisation can be seen in relation to
objectives set forth in the budget.
6) Budgets are also a source of information. Budgetary allocations to various
Social Weifare Administration activities of the organisation reveal the priorities of the organisation. This
is useful to people outside the organisation as well as its employees and
supporters.
7) Lastly, the very process of budget preparation is an educative exercise.
Managers review the existing situation, discuss the needs of the organisation.
in the coming year, and keeping in view the priorities of the organisation,
prepare the budget. Thus the budgeting process makes the managers
aware of the objectives of the organisation, its resource base and anticipate1
forecast trends and changes in the external environment.

3.10 EVALUATION AND FEEDBACK

Evaluation means 'to assess the value of every organisation's rationale for
its existence and the contribution it makes for the welfare of the society. It
is for this reason that government and donor agencies provide funds and the
people support these organisations. Naturally it has to be seen whether the
organisation has been fidfibg its mission or not. Thus evaluation of the organisation's
functioning and its programmes is a logical necessity.

Socially relevant programmes of NGOs have multiple dimensions. Therefore,

evaluation of the programme has to include the following dimensions- the
relevance and the need of the programme for the clientls; the extent of participation
of clients/community in the various stages of the programme; accessibility,
availability and quality of the services rendered; sustainability and financial
viability of the programme. Lately it has also been felt that the gender dimension
of the programme should be part of the program evaluation process. Therefore,
the extent of female participation and the benefits obtained for women has
become an important part of the evaluation process. Due to the decline in
donor funds and government support, most organisations are hard pressed
for [Link] the financial aspect of the programme is of crucial importance.
Thus evaluation takes into consideration cost effectiveness and timeliness of
the programme implemented.

The American Public Health Association defines "evaluation as the process

of determining the value or amount of success achieved in terms of its
predetermined objectives". It includes at least the following steps; formulation
of the objectives, identification of proper criteria to be used in measuring
success and determination and explanation of the degree of success,
recommendation for further programme activity.

According to the 'Encyclopedia of Social Work in India', 1) evaluation should

have an objective approach to the study of problem, 2) it should focus on
positive as well as a negative aspects of the problem, 3) evaluation should
contribute to the improvement in the functioning of the organisation. In other
words, evaluation has educative aspects also.
Evaluation can be of two types- (i) internal, which is done by the organisation's
functionaries themselves to assess their progress, and (ii) external, which is
done by outside agencies like government, donor agencies etc.

Check Yours Progress I11

Note: a) Write your answer in the space provided.
b) Check your answer with those provided at the end of the unit.
 POSDCoRBEF
1) Why is budgeting important for an organisation?
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3.11 LET US SUM UP

We have seen the seven functions of a manager. We also had an overview
about the role of these functions in the organisations. You were also given
an introduction on how some of these functions especially planning, directing,
coordination and budgeting are done. In your own field work agencies you
can collect further information on how specific agencies perform these functions.
i
3.12 KEY WORDS
Hierarchy : The superior-subordinate relationship that
exists in the organisation from the top to
the bottom.

3.13 SUGGESTED READINGS

Chandan, J.S. (1987), Management :Theory and Practice, Vani Educational
Books, Delhi.
Stoner, Jaes A.F. and Charles Wankel (1987), Management (Third Edition),
Prentice Hall of India Pvt. Limited, New Delhi.
Terry, George R. and Stephen G. Franklin (1994), Principles of Management,
All India Traveller Book Seller, Delhi.

3.14 ANSWERS TO CHECK YOUR PROGRESS

Check Your Progress I
1) POSDCoRBEF stands for Planning, Organising, Staffing, Directing,
Coordinating, Reporting, Budgeting, Evaluation and Feedback.
Check Your Progress I1
1) Departmentalization is done on the following factors like process, product,
'

client, place, function etc.

Check Your Progress I11

1) Budgeting and budgets enable the managers to see the activities of the
organisation in financial terms. It helps in exercising control over the
organisation, prevent conflict between departments, prevent overlapping
and avoid malpractices.
UNIT 4 PROCEDURE FOR ESTABLISHING
AND RUNNING SOCIAL SERVICE
ORGANISATION
Contents
4.0 Objectives
4.1 Introduction
4.2 Meaning of the Voluntary Organisation
4.3 Registration and Management of Voluntary Organisation
4.4 Organisational Design and Structure
4.5 Let Us Sum Up
4.6 Key Words
4.7 Suggested Readings
4.8 Answers to Check Your Progress

After reading this unit, you should be able to understand:

the need for registration and management of social organisation;
significance of drifting the constitution i.e., by laws and the memorandum
of the association;
registration process;
the organisational design and structure; and
creating a work oriented atmosphere, understanding, authority, relationship,
working with boards, committees and other functionaries, working with
professional teams.

4.1 INTRODUCTION
Voluntarism and social service has a long history in India. It was the main
source of welfare and development since Vedic times except for the Maurya
and Gupta periods, which had substantial public welfare systems. The colonial
period witnessed the significant influence of Mahatma Gandhi on the growth
of voluntarism. He was convinced that voluntary action was the only instrument
for development of the country. Besides the political independence,the objective
of Gandhian voluntary organisation was rural reconstruction.

After independence, Gandhian voluntary organisations dominated the national

scene. They aimed at agriculture and livestock programmes, khadi and village
industries, cooperatives and education. However, this consensus on development
strategy started disintegrating in 1960s and 1970s, and it influenced the growth
of voluntary activism. The later half of 1980s and early 1990s witnessed a
large expansion of voluntary organisations both because people were losing
faith in government and because there was a very rapid rise in the availability
of funds from domestic and foreign sources. A major highlight of this period
was the establishment of voluntary organisations that provided training, evaluation
and documentation to other grassroots voluntary organisations.
 Also, the rapid growth of population in the country without corresponding Procedure for Establishing
and Running Social
growth of resources distorted the population-resource balance resulting in Service Organisation
poverty, hunger, malnutrition and other forms of socio-economic evils. In this
backdrop, Voluntary Organisations (VOs) or Non Government Organisations
(NGOs), as they are called in the terminology of the United Nations, emerged
as an alternative strategy of development. The sector has always had an
important part to play in leading and implementing innovative ideas in the field
of social development. The voluntary sector achieved significant success at
the grassroots level due to its people-centered approach. But it is a matter
of concern that appropriate awareness about administration and functioning
of such organisations is still not widely available to both the students and
practitioners in the field. Also, they are facing a number of difficulties such
as scarcity of funds lack of trained workers, weakening of community support,
duplication of work etc. So, before we deal with the processes of establishing
and management of the social service organisation, we shall briefly examine
the underlying meaning of the concept.
I
4.2 MEANING OF THE VOLLTNTARY ORGANISATION =
Voluntary action is the focused action coupled with determined intention of
like-minded people to transform the socio-economic paradigm of society
particularly for weaker sections, based on social justice and not merely on
I philanthropy and charity.
I
Let us make a distinction between the voluntary effort and voluntary action
at the outset, even though these two are often used synonymously. The prerequisite
I of the latter includes planning and conscious action of a group to deal with
certain issue; the former often does not entail this. Thus, voluntary action is
1 necessarily problem oriented - which is not only geared towards dealing with
I
a problem but also towards prevention of its occurrence. When a group
initiates such focused action to act formally, it assumes the character of voluntary
organisation.

The definition'of a voluntary organisation used in this section is that of a

'general charity' as provided by the National Council for Voluntary
Organisations.
General charities:
0 are independent of government and business;
0 are non-profit making;
0 provide a wider public benefit that goes beyond any membership.

There are wider definitions of charities, which include organisations such as

trade unions, colleges and universities. However this assumption is not covered
here.

According to Brown and Korten (1991) ". ....voluntary organisations represent

a distinct class of organisations that depend on energy and resources
given freely by their members and supporters because they believe in
organisational missions, not merely because of political imperatives or
economic incentives ".
Social Welfare Administration What does the voluntary sector include?
1
!

-
There are voluntary- organisations dealing with everv conceivable area of
w 1
development sector. The categories include: international aid; health; culture
and recreation; environment; volunteer promotion; social services; education
and research; animal welfare; and other single-issue organisations. It would
also include within its sphere organised social action for advocating social
I
,
justice and f i b t against all kinds of exploitation- social, economic and political.
The voluntary sector may also be known as the not-for-profit sector, the third
sector and charity sector. Internationally voluntary sector organisations may

1
be known as non-governmental organisations (NGOs).
Scope
The main characteristic of the voluntary organisations is that they are cause
led, established to do something specific rather than make a profit. India's
Seventh Plan assigned an important role to the voluntary sector in the three
fields of primary health - family planning, the environment and women's ,
development. The Eighth Plan continued the same emphasis. There has been
a major expansion in funds provided to voluntary organisations by the government
and foreign donors. The new economic reforms, initiated in 1991, visualized
a considerable reduction and rationalization in the role of government and
a corresponding expansion in private sector, including the voluntary sector.
Size of the Sector
It is difficult to estimate the total number of voluntary organisations functioning
in the country. It may vary from 50,000 to several hundred thousands, depending
on the definition of the voluntary organisations, making this voluntary sector,
a big sector. A great majority of the organisations are registered with the
Societies Registration Act, 1860. These organisations range from international
charities such as Oxfam to small organisations, which are run almost entirely
by unpaid volunteers

Check Your Progress I

Note: a) Write your answer in the space provided.
b) Check your answer with those provided at the end of the unit.
1) What do we mean by voluntary sector. Please also list down few
of its important features.
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4.3 REGISTRATION AND MANAGEMENT OF

VOLUNTARY ORGANISATION
1) Establishing and Managing
Any group of like-minded individuals can come together to form a society
and start running it. However, registration under the appropriate law of the
 Procedure for Establishing
land must be done to gain legal identity and standing. Also, voluntary organisations and Running Social
operating in social systems establish and maintain contact with several individuals. Service Organisation
In general, the community also interacts with the organisation as a whole and
not to each members individually. Thus, through registration the organisation
assumes the statute of a legal entity.
2) Finances
I One of the main factors of efficient functioning of voluntary organisation and
I implementation of its programs is the availability of financial resources. In the
present welfare oriented system, several other partners in the development
process have emerged besides government grants, like assistance from various
corporate bodies, national and foreign donor agencies etc. from where funds
are available to the voluntary organisations to fulfill social objectives and
developmental roles. While seeking grants from the government and other
financial sources, an organisation must keep in mind that one of the essential
prerequisite for the same is registration. An organisation must be registered
under appropriate Act, or show evidence that it is regularly constituted branch
of that organisation. It should also maintain regular accounts and proper audit
statement. The other donor agencies, most importantly foreign agencies also
disburse funds to registered organisations.

Thus, registered organisations can seek funds from three main sources.
Government sources, corporate and other bodies and foreign donors.
The Seventh Five Year Plan has included a whole chapter on voluntary organisations
and now several ministries have a budget for NGOs. Each Ministry has its
own set of guidelines and you can make enquiries with the respective departments.

Foreign funding agencies are categorized under the following:

Bilateralfinding agencies: Countries that have come into bilateral agreements
with India have funds for NGOs. Earlier, foreign funds used to be channelised
through Indian Government. But after 1972, foreign funding agencies negotiated
with governments to give a part of the assistance directly to the NGOs in
the Third World. OXFAM, Action Aid, Save the Children Fund etc. are
source of the funding NGO donors, NGO groups and charity organisations.
3 ) Tax Deduction
The section 80(G) of Income Tax Act enables an individual or a company
to claim exemption on 50 percent of their donation to voluntary organisation
from their taxable income, provided the donation exceeds Rs. 250 and is
less than 10 percent of their total income in that year. This has opened the
floodgates for many NGOs as the donor group is exempted from being
taxed for that sum. It has also enabled the organisations to bring in
more local contributions.
4) The Foreign Contributions Regulation Act, 1976
A voluntary organisation needs to be registered and should be operational
for three years before it can get FCRA (Foreign Contribution Regulation Act,
1976) number and thereby receive funds from foreign agencies. Also, the
voluntary organisation should be non political so that the funds are not used
by any political party. The Home Ministry issues and administers these certificates
after determining the eligibility on the basis of the reports from government
field agencies who seek information directly from the organisation or enquire
at the community level. From the viewpoint of the organisations, an FCRA
Social Welfare Administration certificate assumes importance as it does not require the approval of sectoral
ministries at state or the center, for programs that do not adhere to the
government guidelines. Thus NGOs can initiate innovative projects and seek
funds for them.
5) To Address Problems at Functioning
Any group or body of persons can come together to form a society. However,
registration assumes significance in this collective endeavour to do away with
problems that might arise in future. These issues may range from internal
dynamics amongst the members to the external functioning in the community.
Besides laying down aims and objectives in the Memorandum, the registration
also spells out the processes of internal management viz. membership; subscription;
rights and privileges of membership; general body - its powers, duties and
functions; executive body; sub committee; sources of income and utilization
of funds; audit of income; operation of bank accounts etc. Any modification
in the constitution can be made only subject to the approval of the Registrar.
Purpose
The main purpose of a voluntary organisation is to work for the betterment
of a particular target group with a committed focus and efficient delivery.
The initiatives cover a range of issues on various social purposes like education;
human rights, health; environment, cultural and other social activities; economic
purposes like trade union activities, developments of co-operatives; self help
groups etc.

Financial resources and infrastructural support, available for functioning largely

determine the broad purposes of the organisation. Besides, orientation and
experience of the organisation in the specific field also play a crucial role
in framing its purposes. For instance, in the present development sector, one
can witness the mushrooming of voluntary agencies and initiatives on health
issues particularly on HIVIAIDS. The purposes of these organisations vary
from creating awarepess to providing emotional, health and occupational support
to the target group. The government and other foreign donor's commitment
to combat the problem will also determine the intensity of non-governmental
and voluntary participation in these fields.
Organisational Accountability
The voluntary organisations have to be accountable for their activities and
report to the authorities about the proper use of funds. They should register
with the income tax authorities to seek income tax exemptions on the grants
they receive. They should also obtain separate registration for the foreign,
funds they receive.

The distinguishing features of voluntary organisation are:

1) It is registered under an appropriate act to give legal entity to the group
of individuals- also to transform the individual liability to group liability.
Some of the acts under which these organisations can be registered are:
the Societies Registration Act, 1860; the Indian Trust Act, 1882;
the Cooperative Societies Act, 1904; the section 25 of Companies
Act, 1956 or any similar act; but most of the welfare agencies are registered
under Societies Registration Act (XXI of 1860).
{The following associations may be registered under Societies Registration
 Act (XXI of 1860): 'Charitable societies, the military orphan funds, .. . Procedure for Establishing
and Running Social
societies established for the promotion of science, literature or the fine Service Organisation
arts, for instruction, the diffusion of useful knowledge. The diffusion of
political education, the foundation or maintenance of libraries or reading
rooms for general use among the members or open to the public or public
museums and galleries of paintings and other works of art, collections
of natural history, mechanical and philosophical inventions, instruments,
t or designs.' )
2) It has an administrative and executive management committee.
3) The organisation must have a set of objectives, including quantitative
ones. It should be based on keen appreciation of ground realities and
should be the end result of genuine consultation among all the members
involved.
4) It should be based on democratic principles, rules and procedures that
govern the internal functioning of the body and should not have an external
control.

The significance of registration of an organisation is due to the fact that the

community perceives it as a legal entity and considers dealing with one body
more rewarding than interacting with different individuals. Besides, this aggregate
of individuals will be more sustainable and ensure effective delivery of service.
An organisation in the longer run would be better equipped to deal with
various complexities rising out of daily functioning and management.

"The philanthropic or humanitarian organisation with its board of directors,

its paid staff, and its constituency can ensure the benefits of group thinking
and collective action. It can work out division of responsibility among these
I
groups collectively and individually, so that each interested individual may
I
serve according to his ability. It can develop specialized functions, establish
permanent and steadily improving standards of service and follow a continuous
progressive policy independent of the life or death of any individual..It can
secure public support and funds impossible for the individual to obtain and
can conserve them through the years." (Social Agency Administration by
Elwood Street, Harper and Bros.)

In brief, some of the advantages are mentioned below as following:

Registration gives permanency and continuity to the organisation.
Group liability instead of individual liability.
Group thinking and concerted action instead of individual action.
Collective action with shared responsibility.
It provides the reflection of an independent and responsible entity to the
community.
It ensures the benefit to membcrb of being relieved from unlimited financial
liability. It can sue or be sued as an organisation.
I
The Constitution of the Society
The constitution of a society consists of two parts related to each other
namely, memorandum of association, and rules and regulations.

The objectives of the organisation are broadly defined in the constitution

which also contains the duties, powers and functions of the various functionaries
Social Administration of the organisation. The memorandum of association deals with the objectives
of the [Link] the byelaws contain the detailed rules and regulations
[Link] day-to-day functioning of the organisation. They are the guidelines
for the internal management. Thus, a constitution can be understood as a brief
statement spelling out the broad goals and objectives of the organisation,
often including the quantitative goals too. It often does not include the detailed
procedures to be followed for the attainment of these objectives; which are
incorporated in the byelaws.

The rules and procedures are as important as the constitution of the organisation.
This is because the constitution reflects the ultimate objectives; byelaws
and rules define the routes to be followed for the attainment of the same.
It also defines crucial factors such as the membership; management; finance;
responsibilities of organisational functionaries; dissolution etc. Briefly, byelaws
are needed for the following reasons:
Smooth functioning of the organisation
Division of the roles and responsibilities
Stability of the organisation

Thus, we have attempted to understand that rules and procedures of the

organisation is as important as constitution, for the development, functioning,
stability as well as sustainability of the organisation and group.

Check Your Progress I1

Note: a) Write your answer in the space provided.
b) Check your answer with those provided at the end of the unit.
1) Why do you think an organisation needs to work in detail upon its
byelaws and rules? What are its advantages?
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Registration Process
To start, a Non Governmental Organisation or voluntary agency does not
begin and end at one stage. The registration under the Society Registration
Act, 1860 entails following points:
The Form
The form is available from the Office of Registrar in State capitals. (Guidelines
and instructions for completing the form is included.)
Filling up the form
Any group of seven or more members desirous of working for any charitable
propose or cause may, by subscribing their names to a memorandum of
association and by filing the same with 'he Registrar of Societies or any other
officer appointed under that Act by the state Government, can form a society.
.The Memorandum of Association should contain the following particulars: Procedure for Establishing
and Running Social
a) Name and address of the association: While selecting the name of Service Organisation

the organisation, care should be taken that it is simple, short, and

comprehensible;, and also reflects the objects of the organisation. The
name of the society should be such that it does not attract the provisions
of Names and Emblems (P.I.U.) Act of 1950. Also, the proposed name
should not be identical to that of any other organisation that has already
been registered. The complete postal address of the organisation should
be included to be approved as registered office.
The signatures of the applicant office bearers on Memorandum of Association
have to be attested by witnesses. The Memorandum of Association prepared
in the manner indicated above and signed by seven or more persons
sponsoring the organisation should be submitted along with the prescribed
fees, to the Registrar who will record the name of the society.
In most of the States today, a District magistrate'is authorized to do so.
It normally takes a month and the official cost is Rs. 501-
b) Purpose: The broad aims and objectives for which the organisation has
been set up should be clearly stated.
c) Membership requirements: The document will also indicate the qualifications
for becoming members of the organisation; that may be based upon
financial provisions; minimum age; special interest and contribution of a
member in the programme.
d) Other particulars: It should also contain aspects such as Board of
Directors; Office Bearers; Elections ;Sub Committees; Meetings; Financial
year; Amendments to the constitution; Finances: Maintenance and operation
of bank accounts; Assets and Dissolution.
Legal Assistance
The filing and subsequent registration at the Office of Registrar involves drafting
of the Memorandum and Rules and Regulations in a way that protects both
members and organisation from legal issues and difficulties that may arise in
future. Also, all suits by or against the society will be commenced or defended
in the name of the society. Thus, it is advisable to take legal assistance in
the process of formulation of the document and filing it to the Registrar. Copy
of the Form in the appendix (Refer to the Annexure for detailed guidelines).
Final Stage
The organisation would file with the Registrar of the Societies, a memorandum
showing the name of the society, its objects, names and address and occupations
of the members of the governing body accompanied by the rules and regulations,
and a copy of proceedings of the general meeting at which it was resolved
to get the society registered.

The Memorandum prepared in this format and signed by seven or more

members sponsoring the organisation would be submitted to the Registrar
with the prescribed fee. The Registrar would record the name of the society
under the Act and issue the certificate of registration. The registered body
would have to submit the annual list of managing body members and other
information as required by the Act to the Registrar from time to time. Upon
registration, all properties: moveable and non immovable will become the
property of the society, and all suits by or against the society will be commenced
nr defended in the reui~terednAme nf the ~ n r i e t v
Social Welfare Administration Other issues to be noted include types of registration and membership:
Types of Registration

a) Local/State level: Desirous persons subscribing the names to the

memorandum of the organisation should not be (in any case) less than
seven.
b) National level: If the society proposes to give national character to
the organisation, there must be a minimum of eight different persons from
different states of Indian union subscribing to the Memorandum.
Membership

The names, addresses, occupations and the designations of the present

members of the Governing Council and subscribers to the Memorandum
is needed with their signatures.
Local and National membership depends also on the scale of operations
of the organisation.
Membership fees: There can be different types of members depending
upon the amount they contribute to the organisation, such as life members,
special members, annual members, active members, contributing members,
etc.

Check Your Progress I11

Note: a) Write your answer in the space provided.
b) Check your answer with those provided at the end of the unit.
1) List various relevant points of registration process.
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4.4 ORGANISATIONAL DESIGN AND STRUCTURE

Many voluntary and social service organrsations tend to ignore efforts that
are aimed at strengthening their own organisational capacity. Instead, they
focus at field work directed toward helping their target groups. This is quite
understandable from the perspective of the organisations which are struggling
to sustain themselves. Their project funding is often quite specific and restricts
them to manoeuvre in other directions. Though voluntary organisations have
resources for organisational development, they often pay less attention to
these processes. However, it is important that voluntary organisations should
also pay attention to their organisational development.

Thus, it is equally important that organisations together with their focus on

efficient delivery do not also neglect issues of internal organisational functioning.
For often, this neglect leads to a situation where the organisation deteriorates
and other points of organisational sickness might set in. Therefore, proper
 balance between field work and organisational work is a prerequisite for Procedure for Establishing
and Running Social
maintaining organisational sustainability and efficiency. Service Organisation

There are many different kinds of organisations dealing with myriad issues
ranging from education, health, women empowerment, social activism etc.
There is, however, a general philosophy which can be adapted to a variety
of situations and organisations. Some of the important principles in the context
of these voluntary organisations are:
To ensure sustainability of the organisation, a clear sense of purpose and
I sense of direction must be developed together with objectives. This should
, be the end result of genuine consultation among all parties involved.
These organisational objectives should be translated into specific work
plans for various departments and individual staff. Such an exercise can
lead to minimization of role conflict.
General budget and staff allocations should be based on these objectives.
Often in present scenario,. the entire budgeting exercise is quite directed
by the funding agencies and thus for organisations it becomes too fragmented
to be really useful.
Besides periodic review, which should be both 'top-down' and 'down-
up'; and involve all layers of the management and executive staff; efforts
to identify gaps should also be made simultaneously.
Efforts also should be made to adequately commensurate the staff, both
materially and by giving proper incentives.

With the rapid growth in the number and scope of voluntary organisations,
i
there has been a trend towards involving experienced and professional personnel
for the execution of the projects/organisations and programmes. Often, a
1 multi-layered matrix structure has evolved in the NGOs comprising three
streams of staff: (i) retired and senior bureaucrats and technocrats committed
to the voluntary sector with their considerable administrative and technical
1 experience regarding governmental policies and programs; (ii) professional
I managers from institutes of social work, rural management and other social
sciences; and (iii) local and grass root field workers with in-depth understanding
of people.

Organisational design and culture are two different things. What differentiates
the organisational structure of voluntary agencies from its culture is often the
existence of an atmosphere of friendly, informal but committed work culture.
There is generally no distancing between the staff and managers. These organisations
operate in a fairly participatory style. The organisational structure and design
is often determined by the stage of organisational development of the agency.
These stages can be depicted as: Stage of Struggle for Survival (wherein
organisations try to establish their credibility with the community, government
and donors and its own workers); Stage of Growth and Consolidation
I (wherein the main task is to expand operations and build organisational routine
for efficient functioning), and Stage of Innovation and Recognition (wherein
the organisation exhibits a preference for quality as against quantitative growth-
which has s i m c a n t beanng on the organisational culture, structure and leadership),
Stage of Drive to institutional Maturizy (characterized by an effort of
organisation to safeguard its autonomy by reducing dependence on a single
donor and mobilizing resources themselve* issue of smooth leadership succession
is also crucial) and the final stage of Autonomous Selfsustained Organisations
Administration (marked by high leadership, self-confidence,financial independence, participative
. functioning, accountability etc.). Each of these stages have a ~ i g ~ c abearing
nt
upon how the organisation manages it own resources -both men and material.
Organisational Work Culture
Work oriented atmosphere and organisational culture
Many factors, internal and external, impact upon the voluntary organisations
and determine their life span. These factors are crucial for understanding the
organisational dynamics. Earlier, we dealt in brief about the work culture in
the previous section. Let us attempt to understand the various issues related
to it - for instance authority, understanding, relationship and working with
boards, committees and professional teams. While discussing organisational
culture - we would focus on four relevant aspects.

The first is aspect the degree of commitment of the entire organisation.

This basically entails the level of morale, sense of direction and job satisfaction,
besides monetary compensation. A committed staff is very essential to create
positive work atmosphere in voluntary organisation.

The second aspect of informal work culture involves little emphasis on

hierarchy, and rules and gives preference to flexibility and free flow of
communication within the organisation. The voluntary organisation in the first
stage of organisational development tends to be informal, simply organised
and strongly bonded. As organisations grow in scale, it often becomes difficult
to maintain these characteristics. Some who do succeed - makes the capacity
of leadership crucial to renewing the motivation of the workers. It is therefore
important that organisations at this stage, introduce more structure, procedures
and systems to facilitate the efficient internal working of the organisation.

The third is the participative decision-making. It implies a system of consultation

up and down of the hierarchy. Similarly, all staff should have an equal opportunity
to contribute to the _ decision-making
, - which would lead to an enhanced
. feeling of commitment and a joint sense of responsibility. It also creates a
congenial atmosphere for creativity.

The fourth crucial function is coordination within the organisation. Thus, the
work atmosphere of an organisation can be gauged from the relationship and
coordination that exists between the:
i) Various departments of the agency
ii) Various staff members of the agency
iii) Between various sub committees on boards
iv) Between the staff and the management.

Participatory style and smooth intra-organisational communication is very sigtuficant

for harboring positive work culture. Most often, the effective and efficient
delivery of services is determined to a large extent by the high motivation,
and commitment of the staff and their identification with the organisational
goals.
Authority
Leadership in the voluntary organisations is very crucial. It rests upon leaders
and managers to get the organisation realize its objectives. However, the
primary task of the leadenhip also varies according to the stage of the Organisati'Ond Procedure for Establishing
and Running Social
development. It varies from the early leadership which is primarily focussed Service Organisation
on demonstrating the usefulness of the new organisation to the donors and
the community - to the leadership which is more mature and which primarily
involves expanding the scale of operations, mobilization of funds, organisational
procedures and networking etc. .

On a closer look at the leadership at the top level of voluntary organisation,

one witnesses that with a few exceptions, it is often concentrated in the hands
of a few elderly persons. Their style of functioning is often a combination
of authoritarian and democratic style. The younger cadre of leaders are often
more democratic than their older colleagues.

However, though both these sets of leaders are capable of strong commitment,
they often are weak on managerial competence, such as capacity to mobilize
resources, handle crises, coordinate different sections of the organisation,
create administrative systems and plan for succession. Various professional
institutes have recognized this crucial fact and have introduced components
in their syllabi that aim at strengthening these abilities among NGO leaders.
It is therefore important that leaders of the voluntary organisation spend more
time in nurturing their staff and building the institution than being preoccupied
with issues external to organisation.

Working with professional teams, boards, committee and other functionaries.

There are several reasons why voluntary organisations want to collaborate
and work with various other bodies, committees, functionaries and professional
teams. One reason is that the target group or community they serve need
multifaceted development while any organisation would have limited capacity
to deliver. Specialisation among voluntary organisations along sectoral lines
imply a corresponding division of tasks. More frequently, organisations collaborate
to overcome isolation and share their experiences and also to pool up their
resources for effective and efficient delivery. Thus, organisations are increasingly
collaborating with various bodies and committees; often providing their specialized
knowledge in the process of policy formulation. They are also guided by
recommendations of these expert groups in defining their own objectives.
.
These relations and cdlaborations among various groups and voluntary organisation
can take place at various levels: (i) simple exchange of information; (ii) pilot
testing by voluntary organisation of the innovations introduced by government
and non governmental organisations; (iii) replication by these bodies on a
much broader scale of innovations made by voluntary organisations and
(iv) joint delivery of services with each playing their significant roles. Often,
participation of voluntary organisation in various committees is an attempt to
effect a change in the perception of government, other societies and community
at large through persuasion, advocacy and demonstration.

Thus, voluntary organisations work at four levels with various boards, committees
and professional teams:
9 Infomiation sharing,
ii) Consultation,
5) Decision making, and
iv) Initiating action.
Social Welfare Administration
4.5 LET US SUM UP
India has always had a strong NGO movement, enriched time and again by
early missionaries, philanthropists, Gandhian social workers, volunteers and
professionals. Without digressing into their ideological and motivational W e w o r k
and categorization, (they are called voluntary developmental organisations,
grassroot organisation, social action groups, charitable trusts, support organisations,
awareness building groups and so on), one can say that they all have contributed
to the development of the country. In almost all kinds of short-term and long-
term development activities, we find that NGOs have worked closely with
the people espousing their causes.

However, for increasing efficiency and effectiveness of the delivery of services

by these organisations, it is important that various academicians, practitioners
and professionals attempt to comprehend functioning and management of these
voluntary agencies. Also it is important that potential social entrepreneursbe familiar
with routes of registration of organisation and various other related issues.
a

4.6 KEY WORDS

Voluntary Action : It includes planning and conscious action of
a group to deal with certain issue. It is necessarily
problem oriented - not only geared towards
dealing with a problem but also towards
prevention of its occurrence.
Voluntary Effort : When a group initiates ad hoc efforts to deal
with a problem or issue without much planning.
NGO : Non Government Organisation is characterized
by features such as: independent of government
and business; non-profit making; and providing
a wider public benefit that goes beyond any
membership related services.

4.7 SUGGESTED READINGS

Chowdhary, P. Paul (1979), 'Social Welfare Administration', Atma Ram
& Sons, Delhi.
Diwakar, V.D. (Ed.)(1991), Social Reform Movements in ~ndia:A Historical
Perspective, Popular Prakashan, Bombay.
Gulati Ravi & Gulati Kaval (1996), 'Strengthening Voluntary Action in
India', Konark Pvt. Ltd, New Delhi.
Gangarade, K.D. (1990), 'Development of Voluntary Action in India',
Social Welfare Administration in India; Issues and Challenges, Tata
Institute of Social Sciences, Mumbai.
Sarin Ritu (1995), 'The Big Business of NGOs', The Pioneer (July, 30).
Pathak, S.H (1981), Social Welfare: An Evolutionary and Development
Perspectives, McMillan, Delhi.
Roy, Bunker (1990), 'Voluntary Agencies and Government ', Social Welfare
Administration in India; Issues and Challenges, Tata Institute of Social
Sciences, Mumbai.
 Procedure for Establishing
4.8 ANSWERS TO CHECK YOUR PROGRESS and Running Social
Service Organisation

Check Your Progress I

1) The voluntary sector represents a distinct class of organisations that depend

on the energy and resources given freely by their members and supporters
because they believe in organisational mission and not merely because
of political imperatives or economic incentives. The voluntary sector may
also be known as not-for-profit sector, voluntary and community sector,
non-governmental organisations (NGOs), third sector or charity sector.
The distinguishing features of voluntary sector are: independence from
government and business; non-profit making, and provide a wider public
benefit that goes beyond any membership.
Check Your Progress I1

1) The organisation needs b draw up byelaws or detailed rules and regulations

governing day-to-day functioning. It defines procedures to be followed
for attainment of objectives. Byelaws defines crucial factors such as the
membership; management; finance; personnel responsibilities; dissolution
etc. The advantages of byelaws are primarily: smooth functioning of the
organisation; division of roles and responsibilities and stability of the group.
Check Your Progress I11
1) The organisational structure and design is often determined by the stage
of organisational development of a voluntary agency which are: stage of
struggle for survival, stage of growth and consolidation, stage of innovation
and recognition, stage of drive to institutional maturity, and stage of autonomous
self sustained organisations. In the last stage, self-confidence, financial
independence, participative functioning, and accountability mark the leadership.
UNIT 5 SOCIAL WELFARE
ADMINISTRATION AS A
'

METHOD OF SOCIAL WORK

Contents
5.0 Objectives
5.1 Introduction
5.2 Meaning of Social Welfare Administration as a Method of Social Work
5.3 Extent of the Use of Primary Methods in Social Work
5.4 Types of Services and their Delivery
5.5 Organisational Climate and Management Process
5.6 Programme Development
5.7 Public Relations
5.8 Understanding Conflict Resolution
5.9 Let Us Sum Up
5.10 Key Words
5.11 Suggested Readings
5.12 Answers to Check Your Progress

This unit is aimed at familiarizing you with the function of social welfare
Administration as a method of social work. An attempt has been made to
give you an overview of the practice of this method of social work in India.
After studying this unit you would be able to:
analyse the policies and processes in social work administration;
explain the need for practice of this method of social work;
describe the different components;
draw out the implications of social work administration in the various
settings; and
understand the necessity of the application of this method of social work
in Information Technology and e-governance.

5.1 INTRODUCTION
Our country is aiming at sustainable social development and social welfare.
You will be interested to know why the need for the practice of social welfare
administration as a method of social work is gaining importance. It is because
we have a large number of social welfare and social development settings.
They include government departments, Welfare Boards, Corporations, Social
Welfare Agencies, Non Governmental Organisation (NGOs), Inter Governmental
Organisations (IGOs), Community Based Organisations (CBOs) etc. We also
a
have large number of National, state and local level welfare and development
programmes. In addition, Panchayat Raj institutions oriented to development
work have also been emerging as important institutional contexts for the practice
of Social Welfare Administration. As our country faces the challenges of
poverty, unemployment, disability, destitution, ill health, illiteracy, crime, suicide,
 Social Welfare
violence, accidents etc. our social welfare administration should also become Administration as a
an effective social work method. Method of Social Work

5.2 MEANING OF SOCIAL WELFARE

ADMINISTRATION AS A METHOD OF
SOCIAL WORK
Social welfare administration is both scientific and professional activity. It
promotes social work practice in administration. Therefore it is also called
as social work. It administers or implements special programmes intended
for vulnerable, disadvantaged and weaker sections of the population such as
women, disabled children, chronically ill, the aged, scheduled castdscheduled
tribes etc. through social work processes. It also organises programmes for
sustainable social development. It also aims at the effective implementation
of the regular and special programmes of social welfare agencies.

Social Welfare Administration translates social welfare polices and social legislation
into social work practice. It administers the resources and personnel available
for social work practice. It ventilates the many choices open to clients to
adjust themselves as well as to recover themselves from problem situations.

Social welfare administration also enhances the psycho-social and economic

functioning of the clients and [Link] of social work administration
in the fields of information technology and e-governance is also very essential.
This is new area for the effective administration of social and social welfare
services, social security and social work programmes at various levels. It can.
be used by local self governments, governments, Non governmental organisations,
Intergovernmental organisation, co-operatives and private and corporate
organisations. The target groups of this social work method can be individuals,
groups, families, communities, agencies, organisations, committees or departments.

5.3 EXTENT OF THE USE OF PRIMARY METHODS

OF SOCIAL WORK
In a study on social welfare administration as a method of social work you
will be interested to know how the primary methods of social work are used
in administration. The basic methods of social work such as social casework,
social group work, community organisation, social action, etc., play a very
important role.

Social casework is used with individual beneficiaries in the administration of

social services. Social group work is used with families, and groups, which
are at the heart of every society. Social group work is also used in working
with neighbourhood groups and self help groups. It is also used to improve
the effectiveness of working of various committees, which are part of social
welfare administration. Community organisation is used in resource mobilization
and equitable distribution of services at the community level. It is also used
to make effective the functions of grama sabhalward meeting under Panchayat
Raj Institutions. Linkages and coordination is also used under social welfare
administration. Social action is used in bringing social welfare strategies and
collective action for analyzing, m m i n g and formulating social welfare policies.
It translates the above into the administration.
Social Welfare Social work research plays a very important role in social welfare administration.
It provides scope for action research, evaluate current programmes and provides
. social work indicators and statistical indices for developing strategies and
programmes. It also provides necessary data bases for e-governance in Social
Work Administration. Social welfare planning is an important component of
social welfare administration.

Check Your Progress I

Notes: a) Space is given below for your answers.
b) Check your answers with those [Link] at the end of this unit.
1) Which primary social work methods are used in Social Work
Administration?
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5.4 TYPES OF SERVICES AND THEIR DELIVERY

Important types of social services are:
1) Education
2) Income transfer
3) Health and nutrition
4) Public housing
5) Employment and training
6) Personal social services
7) Services resulting out of social policy

There are seven types of social services and the main function of social
welfare administration is to effect the administration of these social services.

The first social service namely education can be conceptualized as pre-school/

elementaryJprimary, secondary, vocational, higher education, adult, continuing
and non formal education. It is delivered either publicly or through cooperatives,
corporate bodies, non governmental organisation and private organisations.
It includes schools, colleges, universities, training institutes, professional bodies,
internet facilities and e-learning facilities.

The second social service namely income transfer is called social security in
a general sense. The service can be provided in the event of illness, disability,
destitution, unemployment, natural calamities, violence, war etc. It is provided
through social insurance, social assistance, pension scheme or labour welfare
fund benefits. It is often collectively administered. It is also delivered by
Panchayat Raj institutions or through local agencies. As social security programmes
have to reach a large population in India, professional social workers have
 a responsibility .to administer internet facilities, electronic conferencing, Social welfare
Administration as a
e-governance at various levels in social work practice and service provisions. Method of Social Work

The third kind of social service namely "Health and Nutrition" may be private
I operated, public operated, or operated under health insurance system or
I through people's co-operatives. It can be non-profit or for profit. In India,
there are a large array of health services for health care delivery. They include
I
I
specialised hospital/sanatoria, Medical College Hospitals, District Hospitals,
Taluk Hospitals, Community Health Centres, Primary Health Centres, Dispensaries,
Nutrition bureaus and so on. In addition, there are Maternal/Reproductive
and Child Health Centres, Family welfare sub centers, anganvadies and so
on at the local level.

The fourth social service is called "Public Housing". There are non profit
housing corporationsiboards,and housing co-operatives. There is also housing
systems in plantations, slums and industrial townships. There are also privately
operated housing systems in rural and urban areas. In India social welfare
institutions, Government departments, and local bodies also deliver housing
7 services. Indira Awas Yojana is an important housing scheme of government
'1 of India.

The fifth social service is "Employment and Training". Under social welfare.
administration, social work methods are used to upgrade services for employment.
It is organised in the public sector as well as private sector. It is also organised
by special agencies, professional bodies and trusts. Here imparting of skills
through training is an important function of social welfare administration.
?& 1
The following list includes items which would generally be called "Personal
Social Services". They are care, development, and welfare of the child, probation
and correctional services for the juvenile delinquents, crime prevention programmes,
welfare programmes for prisoners, victims and their families, institutional care
for women and children, care and adoption by special parents, family services
and counselling, family social work, continuance of community services and
protective services for the aged or geriatric social work. Day care and pre-
school programmes for the children, referral programmes, holiday/vacation
camps for children, youth, parents, handicapped and the elderly, income-
assistance and care programmes for average families, self-help and mutual
aid programmes among disadvantaged and handicapped groups, counselling
programmes for adolescents, marital counselling, planned parenthood counselling,
disability counselling, aged counselling, specialized institutional services for
destitute, infirm, beggars, poor, persons in moral danger etc. It also included
De Addiction centres and programmes for the care of alcoholics and drug
addicts, programmes for victims of HIVIAIDS etc. It also includes human
development programmes and other social welfare services.

The seventh social service is other services resulting h m social policy. Transforming
policy into social and social welfare services and use of experience and
expertise in recommending modifications to policies comes under this broad
area. We have to identify social inequities and social injustice and have to
solve social problems. In this regard dynamics of leadership,job satisfaction
and public relations are essential. Upliftment of disadvantaged, underprivileged
and vulnerable section of society such as women, children, old and infirm,
disabled and handicapped needs top priority. It also includes special services
Social Welfare *dministration for scheduled caste, scheduled tribe and backward communities, and people
of backward areas and slums. In the context of large population, relief and
rehabilitation to migrants, social work practice among migrant families and
rehabilitation of victims of natural disasters like floods, draughts, earthquake,
landslides, tsunami and so on are situations in which social service in required.

The nature of social services requires social welfare administration [Link] as

an essential method of social work practice. Administrative position of persons
.who are associated with the provision of these social services in India, are
designated as secretaries/adrninistrator/directors,welfare officers, medical social
workers, psychiatric social workers, geriatric social workers, family social
workers, school social workers, rehabilitation social workers, child development
project officers, block development officers, research officers, local authority,
social workers, project directors/officers, inspectors of welfare funds etc.

In addition, the various fields of social work such as medical social work,
local authority social work, social work in industry, social work in agriculture,
family social work, psychiatric social work, geriatric social work, rural, urban,
tribal and coastal development, contain large scope for services which need
social work administration.

Creative literature in social work is another method of social work [Link]

administration. Creative literature and creative media are used to bring out
literature on social work application in administration. It can be in the form
of fiction, said, drama, dialogue etc. which personalize social welfm administration.
So it can be seen that the extent of use of primary methods in social work
have wider coverage.

Social welfare administration has to play an important role in the administration

of creative, preventive, promotive, developmental and statutory social welfare
services. Social welfare administration is not only needed in the Government
sector but it is also largely used in the non governmental organisations, inter
governmental organisations, community based organisations and in the cooperative
sector.

Check Your Progress I1

Notes: a) Space is given below for your answers.
b) Check your answers with those given at the end of this unit.
1) List the important seven social services?
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2) Briefly describe what are the personal social services?
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 Social Welfare
3) . List the important positions under social welfare administration? Administration as a
Method of Social Work
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i
5.5 ORGANISATIONAL CLIMATE AND
MANAGEMENT PROCESS
Here we are concerned with organisations and primarily structures for delivering
social services, social welfare services, and social work programmes. It can
I
be departments, social welfare agencies or non governmental organisations.
/I It can also be statutory agencies for implementing welfare provisions.

We can discuss organisational climate as organisational culture, environment,

milieu and so on. It is experienced by the members of an organisation. It
, influences their behaviour. It is also conceived as the value of a particular
1 sets of characteristics of an organisation. It distinguishes one organisation
from the other. Some of the dimensions of the organisation climate are individual
autonomy, direct supervision, better performance, rewards, team spirit, honest
and open on individual differences, fostering of development, application of
new ideas and methods, taking risks and freedom for individual to regulate
their behaviour. Managerial values include autonomy, equity, security and
opportunity.

When we consider organisational climate and management process we have

several types of climate and processes. In a democratic organisational climate
common standards based on policies, rules and regulations govern activities
and welfare of beneficiaries. The leaders and superiors must develop group
feeling and co-opeption among staff of the organisation. Best way to maintain
agency discipline is the democratic way of trying to develop the work groups,
increase its cohesion and enable it to develop standards of behaviour. The
climate requires overall progress of the organisation, sustainablehuman relations
and staff development programmes. It should also bring out job satisfaction,
beneficiary satisfaction and productivity. In addition, effective supervision is
also essential.

Employees get an opportunity while in work to accept challenges, serve .

others, earn money, enjoy prestige and status and can be creative and independent.
Initiative talung behaviour leads to high level of activity and experimentations.

Happy and peaceful employer-employee relations, employee-employee relations,

care provider beneficiary relations are the core of successful organisational
climate. Good management practices are essential to improve organisational
climate.

Some of the important management practices include the following.

Fulfillment of defined social needs
Finding out growth opportunities and solutions to problems
Social Welfare Administration Handling of conflict
Equitable allocation of resources
Determining priorities
Assigning duties and functions
Social diagnosis
Making estimates and projections for future
Provision and selection of alternatives
Organisation of division of work
Scientific approach based on facts
Innovation and modification of services
Evaluation of results and making improvements
Ensuring economical and wise utilization of public funds
Improving the quality of life of beneficiaries and care providers
Application of methods, techniques and skills of social work at every stage
of management practice to improve organisational effectiveness.

Check Your Progress I11

Notes: a) Space is given below for your answers.
b) Check your answers with those given at the end of this unit.
1) Explain the important factors involved in organisational climate?
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2) List important management practices?
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5.6 PROGRAMME DEVELOPMENT

Social work education has opened new vis& of social development. Programme
development also relates to transfer and utilization of technology. Social work
administration has effective applications in this regard. It includes handing
over of new technology and use, modification and renovation of existing
technology for sustained social welfare through a process of social work. It
improves the levels of living and quality of life of the target groups.

Programmes are developed by task forces - or task groups, within the agency
setting based on related policies and legislations. It relates to controlling of
social, physical and mental ill health and morbidity. It should increase the
availability of major articles and services for community consumption. Programmes
have to be developed for increasing social security. Then there are vertical
and horizontal process to approve the programmes. Vertical processes include
 approval by Local Self Government, District Planning Unit, State Planning Social Welfare
I
Administration as a
Board, Planning Commission etc. and horizontal process include consideration Method of Social Work
by various dep&tments, institutes etc. at the same level. Programmes are also
to be developed for redistribution of population, improved housing and human
settlements, attainment of skills, enrichment of values, and knowledge and
improvement in growth opportunities. Programmes are also developed for
addressing the seven basic social services namely education, Income Transfer,
Health and Nutrition, Public Housing, Employment and Training, Personal
Social Services and other services resulting from social policy elaborated in
this unit under item number 5.5.

Programme development covers two major fields. One is for Developmental

social work practice and the other for Panchayati Raj systems.

I The goal of developmental social work is to develop programmes for social

I
development. It covers socio-cultural, political, administrative, and social work
! processes. All available resources of a state, community or agency are pooled
together. It harnesses the capabilities of human service personnel of different
sectors. It also involves beneficiaries, families, communities and care providers.
In addition to the traditional functions of social welfare, the processes of
developmental social work have to be administered for sustainable social
development.

We have to develop special programmes for e-governance, e-conferencing,

Internet, use of multimedia, information technology and online programmes
like interactive internet counselling to cover social welfare needs of large
populations with in a limited time. Social workers have to apply the above
programmes and software along with social work practice to reach every
client, beneficiary and care provider to become efficient social work administrators.
E-governance also speed up implementation of income transfer and social security
programmes, programmes of inmates of institutional services and so on.
I
Another major area of programme development is under Panchayat Raj based
local self-governments. There are a number of social services and social
welfare services under local self-governments. In this regard programme
development is a challenge for the social work administration. It is in this
context that social welfare administration becomes a priority based social
work. Formulation of programmes requires modifications and reformulations
before the efficient social work programmes are developed. In this respect
we have to make use of legislations, special rules and subordinate service
rules to prepare and to guide programme development.
.
5.7 PUBLIC RELATIONS
With the increasing role of social welfare administration as a method of social
work, one of its components like public relations becomes an important programme
of social welfare agencies. Public relations is a major process of social welfare
communication and development support [Link] relations interpret
ideas and information from an agency to its publics. It also enlist information,
ideas and opinions from the public, from the beneficiaries and from the care
providers. Such processes lead to harmonious adjustment of an agency with
its environment. Such an activity also helps to enlist public support to the
social welfare agencies and its programmes.
Social Welfare **ministration The important objectives of public relations in social welfare are:
1) Psycho social informational preparedness for the beneficiary.
2) Building confidence in staff and care providers by creating awareness
regarding the agency among its public.
3) Informing tax payers and donors about the problems faced by the agency
and how it functions to meet the needs of social welfare. It also explains
how the money allotted to the agency is utilized.
4) It explains the benefits from the agency to the clients and the community.
5) It is also a method of resource mobilisation as well as increasing membership
of the agency.

There are a series of activities, which can be taken up under public relations.
They can be:
1) The observance of important days, weeks, year, decades etc. of local,
national, international importance. The local days of importance are foundation
day of the agency and its anniversaries and celebrations. The national
days of importance include observance of Independence Day, Republic
Day, Gandhi Jayanthi etc. International days of importance include World
Human Rights Day, World Mental Health Day, Women's Day, World
Disability Day, World AIDS Day, International Literacy Day etc. It increases
the image and goodwill of the agency among its public.
2) Conferences, seminars, workshops etc. are organised relating to the important
functions of the agency from time to time. It improves the status of the
agency. Here techniques of e-governance can also be utilized.
3) Significant contacts: The office bearer, Board Member etc. contact important
officials, leaders, donors etc. and maintain cordial relationship with them
and inform them on the policies and work of the agencies. The important
personalities and media men are either invited to the agency or the
representatives of the agency personally meet them.
4) Public relation handouts, serials, newsletters, journals, advertisements,
etc. can be issued explaining the services and products of the
agency.
5) Traditional cultural media like drama, dance, song, puppet show etc. can
be organised to communicate the message of the agency to the public.
Personal contacts, visual media, printed or written words and spoken
words are also important. Radio, Television, other electronic and satellite
media can also be used in public relation work.

The principles include focusing of groupslaudience, organisation of thematic

publicity materials, providing attention to needs of various clients, regular time
table in public relations work, formation and functioning of public relations
committees, enlisting community participation etc.

The machinery for public relations includes officiallvolunteer's on public relations,

task forces, groups or committees. In sum, public relations work has to be
a sustained effort under social welfare administration.
 Social Welfare
Check Your Progress IV Administration as a
Method of Social Work
Notes: a) Space is given below for your answers.
b) Check your answers with those given at the end of this unit.
1) How you will observe important days?
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5.8 UNDERSTANDING CONFLICT RESOLUTION

There is need for the social work administrator to understand conflict resolution.
There can be a serious disagreement and argument regarding -some thing
important. It can be in the form of a serious difference between two or more
beliefs, ideas, interest, programmes which cannot be reconciled. There can
be conflict between principles and privileges. Conflict can also be between
departments, agencies, organisations, groups and individuals or vice versa.
Sometimes there will be conflict when one party makes some conscious effort
to frustrate pursuing the goals or interests of the other party. This is called
intergroup conflict. There will be conflict like intra-individual, Interpersonal,
Intergroup, and between organisations. Sometimes conflicts are inevitable and
in some cases desirable. The social work administrator should understand
the conflict from its very preliminary stage and should take measures to
resolve it. conflict resolution denotes final solving of the conflict. There are
a number of ways to resolve a problem, argument or difficulty by applying
social work methods, techniques and skills.

1 Management of conflict is very essential. Conflict can be managed as individuals

work out differences. The satisfaction of needs, cooperation and success
underlie each negotiation. The usual method of conflict resolution is mutual
negotiation by individuals, families, groups or through consensus. Conciliation
is another method of conflict resolution in which the settlement is reached
.in the presence of third party usually a conciliation officer. Arbitration is yet
another method of conflict resolution in which the decision of the arbitrator
is binding on the parties. In most of the social work contexts the negotiations
should continue until it is reconciled, as failure is usually not acceptable.

For example, if there can be a conflict between the doctor and the parent
regarding a particular treatment for a disabled child, the social worker has
to bring in an agreement. The parties and the conciliator must remain calm
and considerate and clear about the requirements to attain an agreement.
Positive Climate
Social workers have a role in,.and a responsibility for the creation of positive
professional relationship with their colleagues. Workers must exercise conscious
control over their behaviour and in doing so they come closer to the realization
of good working relationships.
Social Welfare Administration When staff members and volunteers work in harmony there seems to be
greater likelihood that the agency will attain its goals and that beneficiaries
and care providers will have a good experience together. Working together
in harmony, devotion and conviction will lead to meaningful endeavours. Social
worker uses conscious self-control over himselflherself all the time. The professional
integrity of social worker is based on the understanding that public interest
is above self-interest. The Professional constantly strives to develop a sound
professional philosophy based on nurturing of values, attitudes, feelings and
responses for creating a positive climate. Positive professional relationship
is a feeling of mutual respect, trust and confidence with one another. It can
be experienced rather than measured. It can be felt in most favourable situations.
For example: When people are warm, friendly, relaxed, open, free with one
another, it creates an atmosphere of respect for human being and for human
values. Pride in the quality of work done also creates a positive climate. It
contributes to success of total enterprise. Persons who are well related to
one another seek for an even higher standard of performance. We have to
consider that every human being has dignity and worth, strength and weaknesses
and capacity for growth and change. Trustworthiness, responsibility, articulating
sound philosophy for personal growth, good channels of communication etc.
ensures positive climate. A positive climate is created when agency procedures
and policies are clear. Positive climate is also the result of sharing of work
together.

Social work studies social needs to understand them. If we have to understand

our groups, we meet to understand the community situation in which the
group members live, their needs, influence of family life and other social
political forces affecting them.

Check Your Progress V

Notes: a) Space is given below for your answers.
b) Check your answers with those given at the end of this unit.
1) What are the important practices in conflict resolution?
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5.9 LET US SUM UP

In this unit we studied the essentials of social welfare administration as a
method of social work. It is both a specialized professional activity to administer
care provisions for the vulnerable and disadvantaged section of the society
as well as an activity to achieve social development and developmental social
work practice. It uses scientific methods of social work as well as skills in
communication, administration and management. It organises and implements
social welfare programmes. It makes the social welfare agencies efficient to
administer its programmes and services. We also observed that its major
 thrust is transferring social welfare policies and social legislations into programmes Social Welfare
Administration as a
of social services, social welfare services, personal social services and social Method of Social Work
work programmes. The application of social work administration in e-governance
sector is also essential.

1
5.10 KEY WORDS
1
I
Developmental Social : It is the modern social developmental
I Work model of social work.
Development Support : Communication support to achieve social
Communication Development goal.
Social Work Indicators : Measures to evaluate and diagnose the heart
beat of social work
I

1
Technology Transfer : Handing over of new technology
I
1 Technology Utilisa tion : Use, modification and renovation of the existing
technology (social work processes are a
means to transfer & utilise technology).
Social Development : Enhances social functioning, promotes social
welfare, protects environment and promote
economic development.
: It enhances transparency in administration.
It is the application of information technology
in administration. It provides the social workers
with capacity to cover a large clientele within
a limited time.

5.11 SUGGESTED READINGS

Martin, Davies (2000), The Blackwell Encyclopedia of Social Work, Blackwell
Publishers, Oxford, U.K.
I Gangrade K.D. (1978), Social legislation in India, Concept Publishers,
New Delhi.
T. Krishnan, Nair (1983), Social Welfare Manpower, A study in Tamilnadu,
Concept Publishing company, New Delhi
Dr. D. Paul, Chowdhry (1979), Social Welfare Administration, Atma Ram
& Sons. Delhi.
Dr. D. Paul, Chowdhry (1981), A Handbook of social welfare, Atma Ram
& Sons Delhi.
Publication division, Govt. of India (1987), Encylepedia of Social work in
India (4 Volumes), New Delhi.
Sivakumar. D (1992), Progress and Problems of Social development, With
special Reference to Kerala, Aiswarya Sarala mandiram, Mythanam,
Varkala, Kerala State (unpublished Ph.D Thesis in Social work).
Sivakumar. D (2004), Women participation in e-governance- Need for extensive
filed work, (Published online http:[Link]).
Social Welfare Administration
5.12 ANSWERS TO CHECK YOUR- PROGRESS
Check Your Progress I
Almost all primary methods are used in social work administration eg. social
casework, social group work, community organisation, social action, social
work research, social welfare planning etc.
Check Your Progress I1
1) Education, Income-Transfer, Health and Nutrition, Public Housing,
Employment and Training, Personal social services and other services
resulting out of social policy.
2) Personal social services include institutional services for women and children,
self help and mutual aid programmes for disadvantaged and handicapped
groups, counselling programme for adolescents, care programmes for the
aged, De Addiction programes, correctional programmes for juvenile
delinquents etc.
3) Important positions under social welfare administration include Secretary,
Administrator, Rehabilitation Counsellor, Psychiatric Social Worker, Geriatric
Social Worker, Family Social Worker, School Social Worker, Welfare
Officer, Project Officer, Social Work Instructor, Technical Officer, Research
Officer etc.
Check Your Progress I11
1) Important factors involved in organisational climate are happy and peaceful
employer-employeerelations, employee-employeerelations, care provider-
beneficiary relations, agency-public relations, agency-donor relations etc.
2) Important management practices include meeting of defined social needs,
growth opportunities, growth experiences, provision and selection of
alternatives, evaluation of results, application of scientific methods, techniques
and skills in social work and communication, multi disciplinary and multi
professional collaboration etc.
Check Your Progress IV

1) Important days like world Health Day, world elderly day etc. are observed
by public functions. Seminars, conferences, public relations campaigns,
special service delivery programmes also come under public relations
activities.
Check Your Progress V

1) The important practices in conflict resolution are collective bargaining,

mutual negotiations, conciliation agreements or settlements and arbitration.
The social work administration provides a congenial atmosphere for conflict
resolution.