A Framework for Understanding

The current hierarchy implicitly segragrates staff into superior and inferior positions. Although it would be difficult to structure the organization in a way that held each position equally (as certain positions require more education and training), there are ways in which to establish less "us versus them" and incite more teamwork. One change could be staff location. The “higher” ranking positions have large offices, in areas relatively distanced from the “lower” positions. We can bring about a closer sense of equality by mixing up office location and having each staff contribute some of their time to other positions – even if it means the Director of Operations cleans poop out of the kennels. This creates a sense amongst the organization that no one is too good for any one job, limits oppression and bitterness, and in turn will hopefully reflect the ways in which the animals are handled and potential adopters are dealt with.


Myths and misunderstandings about dog breeds, dog behavior, and dog responsibility, hinder the way in which our services are delivered. Although we have a wide range of animals, the most common face is that of a Pitbull. Due to bad press and breed ignorance, people assume that these dogs are aggressive and not suitable for adoption. What most people don't realize is that they make wonderful companions, are great with kids and that bad behavior is mostly related to bad training and ANY dog is capable of bad or aggressive behavior when trained in such a way. The following video will give you an idea of breed distortions:

This also reflects the distortions of dog responsibility. Many people underestimate the reality and commitment required in owning a pet. When their dogs become unruly (because they haven't been trained or socialized properly) they turn them in to the shelter instead of taking the time to work with them. These issues greatly affect the population that we serve because most often, people do not want to adopt a dog that isn’t trained well enough nor do they want a dog that is perceived to be aggressive. As a result, these dogs remain at the shelter for extended periods of time –sometimes to the point of developing a sickness, becoming depressed or developing kennel neurosis.

A sociological framework that helps me understand my site is the strict following of "policy". I often find that the the shelter is run more like a business than what a social service should be. As volunteers, our sole purpose is to be there for the well-being of the animal. We are there because we want to be and receive no compensation, therefore we do what we feel is best for the animals. This often leads to conflict with lower-level staff and reprimand from upper-level staff for not following the shelter's "policies". Shelter policy is also what has decided staff hierarchy - the hierarchy that promotes oppression of certain staff members, creating undesirable working conditions and thus preventing them to go the extra mile for the welfare of the animal.