In this analysis, the researcher seeks to learn about the culture established within his organization and behaviors that must be addressed to be culturally proficient. The researcher argues that leaders must understand and experience a sense of culture within their respective organizations before disseminating cultural proficiency with the communities they serve. While many individuals are in the field because they genuinely care about helping vulnerable families and learners, emphasizing a company's culture and vision is essential for employee retention. The field of ABA is losing skilled practitioners because of mediocre systems that do not operate in the best interests of employees in ABA organizations.
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The researcher’s current employer is a diverse agency that provides Behavior Analytic services to the Autism community. The company serves over 100 families of different ethnic backgrounds across five regions in California. The company’s core values are treating every employee and every family with dignity and respect, honesty, integrity, and providing the best quality services. The organization comprises and serves many families of diverse backgrounds. Even though the company was founded with the highest core values, a lack of culture within the organization must be addressed to continue serving vulnerable families across areas.
The company lacks chemistry, communication, and leadership. Every clinician works independently and creates systems that do not align with the company’s mission, which disrupts the organization. After all, the organization comprises well-intended people seeking to make a difference, but there isn’t a sense of community within the company’s infrastructure.
A five-question survey was administered to Behavior Technicians at the organization, asking what would improve their overall experience at the company. Most employees pinpointed the following concerns: lack of support from their direct supervisor, clear communication and expectations when performing the job and feeling disconnected from the organization’s culture. The company offers competitive pay to all employees, including time and a half for employees who work during peak hours. Mileage is also granted for employees traveling from one client home to the other. The company also invests thousands of dollars in onboarding training and clinic-based services. Ultimately, the company will not differentiate itself from others without even with some of the best training platforms and facilities. The vision and culture need to be clear to all employees for everyone to feel welcome and valued.
The researcher expressed concerns about not having a leader to guide the clinical team and to promote company culture. Additionally, the organization needs an influential leader to increase employee accountability and focus on company-wide objectives. According to Dorrall (2019), enforcing a system of accountability into an organization can bring positive results. This can also help get an employee and a team on track for success. Systems of accountability ensure independence, high work production, and motivation.