I found the organizational analysis presentation assignment to be an interesting way to view my internship site. In class, we read a lot from the “The Successful Internship” article by Sweitzer and King. This article referenced four organizational frames from Bolman and Deal. These four organizational frames are structural considerations (such as education, communication, employment, and basic needs), human resources, symbols, and political considerations (Bolman and Deal, 2008). I think the frame of communication was most prominent at my internship site because my internship site was such a small environment. Since the staff was only 8 full time employees, communication was frequent and necessary. Everyone at the office seemed to know each other well, and often joked around in the office. One norm I noticed at my internship was how everyone ate lunch at the conference table, with the exception of the executive director. She spent the majority of her time in her office. There were definitely some friendships between staff members, evident by the planning of outside get-togethers in the office. Staff members were even planning a surprise baby shower for the Community Programs Manager, but unfortunately COVID-19 had other plans. 

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The culture of my internship site was very centered around the mission of the organization. One guiding principle at my internship was Susan G. Komen’s big bold goal of reducing breast cancer deaths in the United States by 50% by 2026. I think being a nonprofit organization, the organizational culture is fueled much more by mission than financial profit. Michael True’s article, “Professional Skills for the Workplace”, mentions the question- “what person or document is the guiding light of your organization?”( pg. 35). I think for Susan G. Komen Chicago, the guiding light of the organization is their mission to see a world without breast cancer. In fact, their big bold goal is written all over the office, and even in some staff members’ email signatures. 

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Susan G. Komen Chicago does have a relationship with the surrounding community, specifically through advocacy and mission work. Two staff members make up the mission team- the Community Engagement Coordinator and the Community Programs Manager. These two individuals work together on programs that help educate the Chicagoland community about breast cancer and potential risk factors. One way they do this is by attending health fairs or health expos. It’s important to recognize, however, that there is no clinical staff at Susan G. Komen Chicago. In other words, Susan G. Komen Chicago does not provide direct services to people experiencing breast cancer. Instead, most of their efforts are for breast cancer advocacy and breast cancer research. Therefore, I don’t see Susan G. Komen Chicago responding directly to community needs or issues. Instead, most of the organization’s time is spent fundraising and organizing special events such as Race for the Cure or their annual Gala. Having a clinical staff or outreach personnel is one way I think Susan G. Komen Chicago can improve their relationship/response to the community and its needs. Dealing with a breast cancer diagnosis is such a personal experience, and there’s only so much funding can do. I think that personal connections and clinical support for community members who have received a breast cancer diagnosis is a vital resource to provide. ·