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Managing Organizational Resources

Last updated on November 10, 2017

achieving business results

Managing organizational resources is the ability to creatively think about allocation of organizational resources (e.g., people, materials, assets, funding) to support the self-determination of Aboriginal people. It may involve taking strategic risks with organizational resources, and incorporating ingenuity to maximize results. It includes the ability to look for improvements that do not require significant resourcing while committing to fully resourcing when indicated. It is collaborating with Aboriginal people to ensure that resources are allocated based on existing and further interests of their people and communities. It incorporates a means of measuring results relevant to both the BC Public Service and Aboriginal people.

Demonstrates the Behaviour When

  • Maximizes results with reduced resources
  • Listens to understand resource issues of Aboriginal people
  • Works creatively in allocating resources for optimum results
  • Willing to take a risk and consider alternative ways of resourcing
  • Demonstrates understanding that actions with good intentions are not a substitute for understanding and collaboration
  • Engages Aboriginal people in determining allocation based upon joint organizational and Aboriginal understanding of "effective"
  • Maintains balanced perspective between public service and Aboriginal resource needs
  • Offers thoughtful and detailed ideas on resource allocation that support Aboriginal self-determination
  • Implements and supports results measurement that provides relevant, valuable information to the organization and Aboriginal people
  • Leverages feedback to increase excellence in managing resources
  • Motivates others to carry out efficient, effective, and quality processes and practices
  • Shares resources ethically across boundaries when serving goals and objectives
  • Makes decisive choices in resource allocation that serve Aboriginal self determination
  • Leads in innovation with regard to managing organizational resources in an Aboriginal context
  • Deploys resources strategically to meet shared short and long term goals

Needs Development When

  • Resists collaboration with Aboriginal people on deciding resource allocation
  • Makes decisions on resource allocation without Aboriginal collaboration
  • Plans resource allocation and implementation without options for input or refinement
  • Utilizes accepted management practices despite opportunity for change
  • Disregards Aboriginal input and perspective
  • Discourages ideas and innovations around resource management
  • Avoids resource allocation or management that deviates from the norm
  • Implements results measurement that serves only the needs of the public service
  • Fails to use all feedback for improving allocation and management of resources
  • Abandons ideas for resource allocation that support Aboriginal self-determination when not accepted, rather than seeking ways to understand, refine and succeed
  • Makes short-term decisions that negatively impact long-term goals
  • Allocates resources without ethical considerations inherent in being a public service employee
  • Offers resources that cannot be allocated or deployed due to ethical or legal implications

This is an important and high level competency if we are to be successful. If we promote Aboriginal self-determination, then we have an obligation to share knowledge and resources with Aboriginal communities. I do this by listening to what the community has to say and then adapt language and practices to build a foundation within a community. It requires translation from their needs to our resources, and some creativity.

It's a matter of looking at how our business intersects with what is important to the community. I look for opportunities to adapt and find solutions for what the community needs and work toward this.

Rob Rail, Director
Ministry of Social Development and Social Innovation,
Prince George