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This assignment will be compiled from the attached word documents.
Assemble your work into one comprehensive management report to the client. The report should include all work from the previous six weeks (attached word docs). When compiling your work into one report for this assignment, do NOT condense the report. The report should include the entire body of work you have completed for the first six weeks of this class. Add an introduction to tell the client what you studied and a conclusion to tell the client your conclusions.
The simplest way to do your Week Seven report is to set up your document and add to the report each week as you complete your weekly papers.
You can copy and paste your weekly paper into your Week Seven document but be certain to write a transition paragraph at the beginning of each of the sections so that the Week Seven report flows properly.
You also should copy and paste all of your references into the Week Seven document each week.
You can use section titles and subtitles to make your report more visually appealing and facilitate communicating your message.
Running Head: IMPACT ANALYSIS
IMPACT ANALYSIS 5
Impact Analysis
Nicholas J Ceo
American Military University
3 January 2017
Introduction
Impact analysis involves identification of overall consequences that result from implementation of a given change in an organization. Prior impact analysis is designed to eliminate unexpected and possible issues that may occur when accommodating change. The criteria look at proposed changes and the overall impact to ensure it is managed. Sometimes analysis calls for experimenting given changes on a small scale before they are initiated. Therefore, each solution is subject to sidelining and scrutiny for possible adverse impacts with positive impacts being looked at on a minor level.
Coaching
Coaching is a solution suggested for employees in retention and improvement of excellent skills. The impact of such a program lies in its cost. To implement the program, the company will incur expenses that may result in bankruptcy especially in the department of strategic planning. Clients will have a positive gain of getting new skills, but in the long run, the company will make losses.
Coaching also disrupts the company’s timelines and operations. This can be noticed in rescheduling operations to create time for coaching and even do preliminary practices based on the knowledge imparted.
The short-term impacts on clients and the entire human resource lie in delayed production and delivery. This is because the otherwise useful time is spent in learning new skills and exercising them. Furthermore, some information offered during coaching may differ with the skills already available. This will create confusion among the employees as they are not used to the skills. The result will be disruption of operations, and thus the company may realize losses.
Continuous Process Improvement
The process involves a gradual change in processes. Accommodating such a change lies in the difficulties it offers to the organization regarding finance. To implement bitwise changes, an organization must be ready to pause given programs which in turn affects other operations. For instance, a maintenance operation on its halts almost the entire production process. This reduces the working hours of employees hence may require compensation for time lost. The company, in turn, makes losses for paying for costs of unproductive time.
The process may also disrupt managerial operations. This is because the primary stakeholders will have to undertake supervision and oversight during process improvement. The later adds to the time lost and costs of compensation as well.
With the disruptions at work, some employs may resort to resignation since they may not cope with the changes. Take for example introduction of computers in an institution where clients do not know the machine, and they have to use it; some will prefer migration rather than learning the skill.
Brainstorming
Brainstorming is a useful method of finding possible solutions and solving them. The impact of such an act only lies in overall representation. Some silent employs may end up being victims of other people’s ideas since they are not much talkative. Brainstorming is problematic since it only uses concepts from talkative individuals who want to express themselves.
Pink Bat thinking method
Pink bat thinking Involves a positive approach to problems. An individual looks at a challenge as an opportunity. This is much risky and can affect the entire human resource and the stakeholders of a company. As much as one can maximize on a problem, a simple error may lead to significant losses. Furthermore, clients who have dealt with a similar issue and failed tend to back off from it same to stakeholders thus some of them may decide to leave the company given that some changes are being implemented based on the problem.
Checklist Method
This method involves only stakeholders. They do come with essential aspects and cause to given problems and provide their version of solutions. It is not such a straightforward way because employees feel less considered and privileged thus demotivation. On the other hand, the problems dealt are not on a full scale. Based on operations, the employee is a subject to the solutions and may suffer under unintended circumstances.
References
Large-Scale, Real-Time Organizational Change. (2017). Alumnus.caltech.edu. Retrieved 16 December 2017, from
http://alumnus.caltech.edu/~rouda/T5_LSRTOD.html
Van Aken, J. E., & Berends, H. (2017). Problem-solving in organizations. Cambridge University Press.
Running head:
CLIENT PROBLEM
1
CLIENT PROBLEM 4
CLIENT PROBLEM
Nicholas J Ceo
American Military University
6 December 2017
The modern business environment has become very complex, competitive and dynamic. An organization has to keep scanning the environment to see what it can do differently so as to increase its productivity. Management problems have been around from time immemorial, but their impact on the performance of the organization cannot be ignored. These challenges, then, have to be sorted out in the most effective way possible so as to mitigate their effects on the organization. Some of these problems include transparency, human resources challenges and change management. In this research paper, we are going to focus on human resource challenges experienced at MTS Systems, evaluate their effect on the company performance and measures that can be put in place to mitigate the effects of this challenge.
One of the biggest challenge in the workplace today is retention of skilled and talented workers. The way the workforce is constituted today, there is a need for more than a good salary to keep the talented people motivated and satisfied. It has been observed that employees move and job-hop as they seek to move up the ladder at the shortest time possible and also in an attempt to meet their expectations and motivations which are ever-changing and dynamic. The situation has been compounded by the generational difference in the company where there are older generations and the millennial, who are driven, motivated and simulated by different factors. For instance, the older generations are much more loyal to the place of work and are less likely to job-hop. They are also more patient and are much more responsive to financial rewards. On the other hand, the younger generations are less loyal to the company they work for, are less patient and will respond better to recognition as well as feeling valued.
Today, managers have woken up to the realization that their skilled staff has more options on their hands, especially now that there are more advances in technology, given the explosion in startup and entrepreneurs who are revolutionizing the way things are done. Managers have to evaluate the hunger in the workplace and focus on feeding it (Bondarouk & Ruel, 2009). There is need to focus on much more than just providing a potential opportunity for promotion and job security. Managers should focus on working with the other members of top management in order to define roles, come up with career progression paths that are extensive, enhancing creativity in the workplace, enhancing the working environment, encouraging a culture of collaboration and providing a system-wide mission that will be adopted by employees in their daily operations.
Management of human resources extends even to the communication amongst the different generations that are found within the workspace in the organization. A younger generation is usually accompanied by new advances in technology, new ways of doing things, new challenges, new ways of thinking and different reactions from the society. Presently, we have millennials who are at home in the digital world and are spiteful of analog methods. They also appear to be more aggressive, lacking emotions and patience. This is also a generation that wants to be efficient in what they do and wants to feel that they bring about an impact at their workplaces. Technology promises to do more work, with better quality output, with fewer wastages and less time. The organization has had challenges managing the passion of these young people. There have also been challenges in dealing with the reactions from other generations in regard to these new ways of thinking as opposed to the traditional methods and finding common ground that will promote respect and collaboration. A mix of the generations of the teams is a benefit if there is the diversity is used as a tool for bringing the best qualities to the table and pooling them together.
Focusing on retaining staff and talent for longer periods of time will go a long way in reducing costs associated with recruitment, training, and orientation of new staff. It will also be important for the maintenance of good performance as there will be little time lost in training of new staff and before they become productive. In order to retain employees, the organization needs to enhance the adoption of a company culture that is appealing and that engages employees in two way communication (Hendry, 2012). In this way, their needs will be understood and steps that should be taken to make their environment more conducive. Communication between various generations will be better handled if there is the inculcation of a culture that encourages respect, collaboration, and co-operation towards achieving a common goal. In dealing with the younger generation, there is need to provide better structures, mentors, effective leadership, and guidance. At the same time, it is important to encourage the millennials to embrace their can-do attitudes and bring solutions in the workplace instead of trying to confine them to certain ways of doing things. The management can also take advantage of their levels of comfort working as teams and use these groups to brainstorm and come up with solutions for various challenges. In this way, the organization will achieve greater levels of success.
References
Bondarouk, T. V., & Ruel, H. J. M. (2009). Electronic Human Resource Management: challenges in the digital era. The International Journal of Human Resource Management, 20(3), 505-514.
Hendry, C. (2012). Human resource management. Routledge.
Running Head: ORGANIZATIONAL PROBLEM SOLVING
ORGANIZATIONAL PROBLEM SOLVING
4
Organizational Problem Solving
Nicholas J Ceo
American Military University
22 December 2017
Abstract
Organizational problem solving goes beyond mere decision-making processes. Therefore, practical problem solving has to involve the entire organization. As an organization, everyone from the senior management to the subordinate staff is an essential entity in problem resolving. Some of the issues in an organization arise from the management as well as the human resource (employees). Therefore, problem-solving methods are formulated in dealing with the problems the company is facing. Furthermore, problem-solving targets increases quality and productivity of a company making it an essential process of any business organization.
Keywords: organization, problem-solving
Problems at MTS Systems Company
· Increased Difficulties in retention of skilled workers.
· Generational differences.
· Ineffective organizational communication.
· Low output,
Identified Problem Solving Methods
· Brainstorming.
· Pink Bat thinking.
· Continuous process improvement.
· Coaching.
· Checklist method.
Brainstorming
The method involves generation of ideas by a group. A problem (s) is identified, and individuals give their version of solutions to the problem. Viable concepts are defined and can be taken for action in the company. During brainstorming, no criticism, as well as judgment, is made to the ideas presented. Brainstorming allows for acquisition of free and open views that can be useful to the company. There are no worries of egos and other associated personality traits.
For MTS, brainstorming can be utilized in identifying the cause as to why employees drop out as well as addressing the possible solutions. For instance, the top management will find an opportunity for interacting with employees and break the barrier that may result in ineffective organizational communication.
Coaching
Coaching refers to skill enhancement by providing part-time employee training. A given area of improvement is first identified, the necessary trainers are availed, and training is done in the working place. Coaching is the best way to skill development in an organization.
Provision of coaching services can solve the problem of generational differences. Since the current generation of employees is equipped with modern technological skills, the pioneer employs at the company can be offered to coach in existing technical skills and knowledge to bridge the generational skill-gap between them. Coaching will, therefore, ensure that all the employees are at the same skill level.
On the other hand, skill enhancement will give the company a competitive advantage. Since the company aims at the production of quality systems, skill enhancement will result in quality output as per their needs and goals.
Pink Bat thinking method
Pink bat thinking Involves a positive approach to problems. An individual looks at a challenge as an opportunity. The technique is useful in strategic planning concerning the prevailing conditions in an organization. The issues facing MTS systems company can be handled as an opportunity. The central area to be exploited about MTS company issues is one on one meeting with employees. The act results in improvement of management and employee relationship. Besides, the company can go beyond limits and explore through case studies hence finding new opportunities to exploit. Therefore, the entire scenario should be treated as a chance to improve rather than a problem to be solved.
Checklist Method
The method entails prioritizing. Matters of importance are given the priority. Various problems are identified, management levels are highlighted, and attention is given to each according to the level of significance.
MTS as a company can identify the problems that hinder achievement of their goals. This is known as the causes. Various stakeholders are then given an opportunity to look at the matter and probe into it. MTS then reaches out to diverse affected departments to assess the possible causes of the problem using any of the methods mentioned earlier. The critical areas to be given more attention at MTS are related to the human resource. Thus it should be given utmost care.
Continuous Process Improvement
The method involves bitwise development rather than immediate wholesome process improvement. Procedures and processes are attended to each at a time. A cause of a problem is identified, target objectives and solutions are formulated, the necessary measures and tools are out in place and finally, the whole process is implemented.
MTS as a company can use this method to regain its high output standards and competitiveness. They can implement the plan by identification of critical problems especially in the human resource and apply necessary measures within a given predetermined schedule. For instance, retention of skills can be employed as a strategy and implemented slowly starting with creating a motivation plan for the employs to boost employee productivity.
References
Large-Scale, Real-Time Organizational Change. (2017). Alumnus.caltech.edu. Retrieved 16 December 2017, from
http://alumnus.caltech.edu/~rouda/T5_LSRTOD.html
Van Aken, J. E., & Berends, H. (2017). Problem-solving in organizations. Cambridge University Press.
Running head:
CLIENT SELECTION
2
CLIENT SELECTION
Nicholas J Ceo
American Military University
6 December 2017
MTS Systems Corporation is a supplier of test systems as well as industrial position sensors all over the globe. The company deals with hardware and software solutions with the aim of accelerating and improving the design, development, and manufacture of products and structures. MTS operates in two segments, one which deals with sensors and the other with tests. The test department focuses on providing testing solutions that include software, hardware, and testing services. The sensors segment is keen on providing products to be used in mobile equipment and industrial tools manufacture in order to automate their operations, thus enhancing safety and productivity of the end users. The organization also provides tools to measure displacement in fluids, for instance, liquid levels for clients in industrial processes.
The organization provides a solution is an organization that seeks to pioneer in technology and provides unmatched expertise. Engineers depend on accuracy, certainty, and measurements to do their work, to conduct research and transform ideas into results that are tangible and working. MTS Systems is a corporation that is fully dedicated to this transformation in a manner that is faster, more efficient, easier and more successful. The company was established in 1966 with its headquarters at Eden Prairie, Minnesota and has since that time worked in partnerships with engineers worldwide.
MTS Systems has had impressive performance over the years with revenues of about seven hundred and eighty million dollars in the 2016-2017 financial year, up from six hundred and fifty million dollars the previous year. This represents a 38.4% growth in revenue. Profitability has also grown over the years, and the strong performance is expected to continue into the near future. Nevertheless, the performance would be much better if the existing management problems are dealt with.
Running head: NEEDS ASSESSMENT 1
NEEDS ASSESSMENT 5
Needs Assessment
Nicholas J Ceo
American Military University
14 December 2017
A needs assessment is a systematic process of exploring the way things are at the present and the way they should be ideally. These factors are usually crucial in the performance at an individual level to the organizational level (Rouda & Kusy, 1995). A needs assessment is a continuous process of evaluation, with the objective of connecting the performance problems experienced in an organization and performance opportunities to human performance efforts that are specific. It also involves the process of differentiating the specific performance problems which will be solved through additional training from those that need other management measures. The main aim of this paper is to develop a needs assessment for MTS Systems Corporation.
The management problem at MTS is a human resources management problem One of the biggest challenges is the retention of workers who are skilled and talented. There are also generational differences amongst the work force, bringing with it a challenge in that the different groups respond differently to different situations, hence need to be handled differently. The management also has to deal with communication at the workplace and keeping the employees motivated in order to enhance performance. The performance of the company is impressive, with strong growth and revenue of around seven hundred and eighty million dollars. The bottom line is also very encouraging. This performance, however, is way below the expected performance which was projected to be over a billion dollars in revenue and a quarter billion dollars in profits. This goal hasn’t been achieved yet but based on the strong performance of the organization, together with good management, the target may be achieved.
The mission of the organization is to be a leader in innovation in the manufacture of measurement and testing solutions so as to enable the success of their customers. The mission is related to the desired performance in that it the mission statement will provide a drive for the staff to be the best in what they do, and in this way improving the performance of the organization as a whole. The management problems are experienced within the whole company and aren’t just experienced within specific departments.
In conducting a needs assessment, several steps will be followed. One will be performing a GAP analysis. This step will seek at establishing the actual level of performance of the organization and the employees in comparison to the standards which have been set (Rouda & Kusy, 1995). In order to do this, the current situation will be determined first. The skills, knowledge and abilities that the current employees have. This analysis ought to take into consideration the goals of the organization, the business climate and constraints, both internal and external. The desired situations are the conditions that are desired for the organization to achieve success. This analysis will focus on the abilities, skills and knowledge that will be needed to achieve achievement of set goals. The gaps that exist between the current and desired situations will point out the needs of the company. Customer care in the company is good in the company but with additional training, it can be taken a notch higher. There is also high competition in the market since several new entrants have started fighting aggressively for market share. For this reason, there is need.
The second step is to identify the priorities and the importance of each action. The first step produces a big list with needs for career development, training and organization development and other interventions that have been identified. All these factors will be examined in light of their importance to the organization in regards to the constraints, organizational goals and realities that exist (Rossett & Sheldon, 2001). Due to this, the needs that are identified will be determined if they are real, worth addressing, are important to the organization and are urgent in regard to the requirements and needs of the organization. The customer service training should be prioritized since it will impact directly on the clients, who are the kings in the business. The training will also be more cost effective when compared to the cost of the problem, which is significant. On top of this, customer service will encompass almost every aspect of the company. Good service will meet the needs of the customers, who spread the word to their friends, to the benefit of the company.
The next step is to identify the causes of problems in performance and the opportunities that exist therein. At this point, needs of the organization and individuals have been focused on and prioritized, this next step is aimed at identifying the specific areas that present problems and opportunities (Rouda & Kusy, 1995). People ought to know what the performance requirements and if the solutions applied will be appropriate. In order to do this, two questions will be asked. One will be whether the employees are doing the jobs they are entrusted to do effectively. The next will be if they have the right skills in order to their jobs effectively. This will require the investigation of employees on their jobs, in depth, for both present and future times.
The fourth step will be to identify the possible growth opportunities and solutions. If the employees are doing their jobs effectively, then they shouldn’t be interfered with. Nevertheless, training, or some form of intervention would be justified if it has sufficient importance in growing the performance into new levels (Rossett & Sheldon, 2001). Training could be a solution in case there is a gap in the knowledge.
References
Rossett, A., & Sheldon, K. (2001). Analysis. Retrieved from Big Dog’ s and Little Dog’s Performance Juxtaposition: http://nwlink.com/~donclark/analysis/analysis.html
Rouda, R. H., & Kusy, M. E. (1995). Needs Assessment: The First Step. Technical Association of the Pulp and Paper Industry.
Running head: REASSESSMENT AND ADJUSTMENTS
1
REASSESSMENT AND ADJUSTMENTS
2
Reassessment and Adjustments
Nicholas J Ceo
American Military University
January 2017
Introduction
The reassessment and adjustment phase evaluates all the processes to ensure that there is a continuous effective management and also make sure that there is no process that should be changed for the continuity or objective of having a sustainable public value (Bondarouk & Ruel, 2009). This stage requires a strategic analysis of the management process and it is often associated with replacing, updating, changing as well as terminating strategies and processes that are not working. The process evaluation reviewed the problem statement as well as the organizational needs and this included the proposed solutions together with the identified impacts and risks. It was determined that sound recommendations and practices be laid out for effective implementation of the system. Hence the recommended resolutions were very effective and they can have a significant and lasting impact for the organization. This paper will focus on reassessing and adjusting the various solutions that were proposed and provides reasons and solutions for the organization to continue implementing its strategic plan.
In every organization, change can be seen but progress may be hard to see. Progress describes the process where an organization heads to the right direction with the intention of making its vision or goal a reality (Large-Scale, Real-Time Organizational Change, 2017). Therefore, it is significant to stress that leadership plays an essential role in making progress to be effective and thus operations in the organization have to be restricted to situations that need change. The main solution to the problem of employee retention in the organization includes retraining of employees in every section of personnel processing or training.
Firms that train their employees often reap the rewards mainly because well trained staff helps in increasing profits and productivity. Investments that are made by business firms in employee training are beneficial because they help in enhancing customer satisfaction, employee retention rate, improve creativity for new ideas and products. Effectively training employees’ saves labor cost through reducing the time that is spent on solving issues or problems and in the long run it saves money because of the production of a better workforce.
A company’s financial standing can be improved through training investments. There is always poor performance in an organization where employees do not know how to do their jobs, what they are supposed to do or even why they require working in a specific way. Training effectively can assist in solving these issues through explaining the job details. This reduces duplication of the efforts made in the workplace as well as the time that is spent in correcting mistakes. It also helps in problem solving and in correcting poor performance. Also, improved performance from employee training can minimize employee turnover, reduce maintenance costs through reducing equipment breakdowns and hence lead to less customer complains (Van Aken & Berends, 2017). Effective employee performance generally develops less need for supervision and it also ensures there is an increased work output.
Training employees plays a fundamental role in their commitment to the organization. Programs involving employee training have to meet the requirements as well as employee expectations(Hendry, 2012). Employees are more likely to be retained in a company where they receive training that is more relevant to their job and thus have a positive commitment to the organization. The best training program comprises of management giving employees the best and accurate information and communicating concerning the training as well as ensuring the program is relevant to the work that employees do.
For a firm that has lost workers, there are several factors that determine whether a specific training program will be effective. This depends on the number of workers that are leaving a firm. For instance, employing temporary workers in places that were initially held by former employees can save employment costs. The management can identify if a training program will work out by evaluating the increasing employee workload that may be caused by vacancies. They can also evaluate the tension and stress from turnover and the reducing employee turnover and morale. This in the end affects their productivity and quality of production.
Conclusion
The reassessment process has found that Job satisfaction in general increases when employees are trained and training them also enhances their self-esteem because they are able to understand how the firm works. Training staff improves morale when doing a job and increases loyalty to the job. Employees that have a belief that their organization provides the best opportunities for training are less likely to leave the firm within a year of training compared to employees that receive poor training opportunities.
References
Bondarouk, T. V., & Ruel, H. J. M. (2009). Electronic Human Resource Management: challenges in the digital era. The International Journal of Human Resource Management, 20(3), 505-514.
Hendry, C. (2012). Human resource management. Routledge.
Large-Scale, Real-Time Organizational Change. (2017). Alumnus.caltech.edu. Retrieved 23 December 2017, from http://alumnus.caltech.edu/~rouda/T5_LSRTOD.html
Van Aken, J. E., & Berends, H. (2017). Problem-solving in organizations. Cambridge University Press.
Runninghead: RISKS AND REWARDS
1
RISKS AND REWARDS 2
Risks and Rewards
Nicholas J Ceo
American Military University
27 December 2017
Risks and Rewards
Risk analysis of each proposed solution
Each of the different solutions proposed to address the problems and issues facing MTS Systems Corporation has a positive impact on client satisfaction. Besides this, it helps the organization retain its best talent and develop the skills and experiences of their employees (Thornton, 2004). Nonetheless, implementing these solutions is not a guaranteed direction to success; there are some underlying threats that need to be identified before they adversely affect the organization. The risk assessment of every solution is as follows;
i. Brainstorming
This method calls for participation of the thoughts and ideas of the organization’s employees. The underlying risk in this method is that the top management may receive contributions from only the talkative members of the workforce who may not have the right information to help solve the challenge. Nonetheless, this is a good approach to improve communication across different departments and job classes. Another risk of this approach is that there be a division between the different generations of the employees; for example, a case where the millennials would not prefer to share with the older generation due to fear of being undermined.
ii. Coaching
This practice involves employee training to enhance skill, experience, and knowledge. Coaching will bring changes in the structuring of the roles and responsibilities of some of the employees. There more experienced employees will be required to guide the un-experienced employees. Taking this action introduces the risk of the passing of misleading or biased information and knowledge from one generation to another making it hard to identify the cause of failure (Aartsengel, & Kurtoglu, 2013). It will also be necessary for each department to have a trainer. This will cost the organization an extra salary for the training services.
iii. Pink Bat Thinking Method
Improving the relationship between the management and the employees through this method poses a risk to the adherence of the protocol and the respect of authority in the corporation. MTS Company may change some of the organization’s operations in order to favor the employee and end up losing some of its customers due to the changing of the business image.
iv. Checklist Method
This might is a cost-effective approach which only engages the efforts of MTS top management. By coordinating this process among the different concerned stakeholders, the company will be able to have different ideas on ways to retain most of its skilled and talented employees. However, when ranking the issues hindering the company from achieving its goals, it might not show the exact situation on the ground as the issues keep changing time and again. The risk, in this case, is relying so much on this method without consulting with the employees themselves.
v. Continuous Process Improvement
This method adds an additional cost to the company and consumes a lot of the available resources in the company for it to be successful. This process might also affect the productivity of the teams involved in it especially if they are expected to carry out other crucial roles in the company. Instead of encouraging the employees to continue serving the company, this method might even make them want to leave the company sooner due to the tightening of procedures in the company.
References
Aartsengel, A. & Kurtoglu, S. (2013). Handbook on continuous improvement transformation: the lean Six Sigma framework and systematic methodology for implementation. Berlin New York: Springer.
Thornton, A. (2004). Variation risk management: focusing quality improvements in product development and production. Hoboken, NJ: Wiley.
