1. Network of Social Work Management Conference
From Alternative Organization to Hierarchical Nonprofit: Implications for Management
Theresa Anasti, MSW, PhD
Oakland University
Network of Social Work Management Conference
San Diego, CA

2. Introduction to Problem
Alternative/Collectivist organization (Rothschild-Whitt, 1979)
Building upon identity politics and addressing inequality suffered by marginalized populations
Available to groups of people that may lack resources and capital to form a more conventional organization
What happens when these alternative organizations realize they have the capacity to transition to a more hierarchical organization?
In order to start, I would like to first take the time to explain what is referred often as an alternative, or collectivist organization. Collectivist organizations, as discuseed by Nancy Rothschild-Whitt is characterized by a rejection of authority, presupposing the capacity of individuals to be able to engage in cooperative behavior. Collective organizations push forth the ideal of community rather than impersonality, and imposes

3. Research Questions
How is organizational leadership perceiving the transition from an alternative organization, to a hierarchical organization?
How does the transition to a hierarchical organizations support, or stifle, organizational innovation?

4. Setting Sex Workers Outreach Project-Chicago
Advocates for decriminalization of the sex trade, and anti-criminalization broadly
Peer support group/party organizer  Service providing organization
Individual donations  Foundation grants
Underground organization  501c3 nonprofit
Sex radicals  Service providers/public health departments

6. Methods
Fourteen month participant-observation (July 2015-September 2016) with SWOP- Chicago
Part of a larger study on the institutional field of sex work and sex trafficking in Chicago
Fifty-three interviews
Nine with board members of SWOP-Chicago
Thirty-eight with service providers
Two with government employees
Four with advocates for End Demand opposing end goal of SWOP-Chicago

7. Perceptions By Organizational Leadership
Process of “excited tension”
Disagreements and conflict
Some left because of decreased focus on community building and activism
More cohesive core group

8. Support Organizational Innovation
Increased capital
Financial
Human
Cultural(?)
Increased legitimacy
Funding came from foundations and individuals
Made space for new organizations

9. Stifle Organizational Innovation
Increased focus on services
Increased hierarchy and bureaucracy—came to look like the other organizations they rejected
Focus on obtaining funding
Decreased cultural capital?

10. Implications for Practice
How to provide services outside of a conventional organizational structure
How to collaborate with these types of organizations who may have valuable insight into serving stigmatized populations due to the make up of the organization
Human service organizations can be a crucial source of support for these types of alternative organizations

11. Limitations and future research
Non-longitudinal case study—precludes generalizability
Compare to other marginalized groups (homeless, drug users, mental health service recipients)
Evaluate what it means that focus has shifted to more vulnerable sex workers

12. Future Research
Sex workers have become a formidable organizing force—more research should be done with different sex worker groups across the US
Focus has been on anti-trafficking groups, and content analysis of websites
Participatory action research
”Nothing about us, without us”

13. Thank you!