Model Building Process Paper

Using the five tools: Fishbone, SWOT, PESTEL, Force-field and the Sociogram, the diagnostics reveal that the common issue amongst them was a lack of communication and clarity of what needed to be done. Internally, the organization needed to realign its mission, goals and values with its employees, as none of them understood what was required of them. It was very expensive to have the workers sitting around with no productivity when the managers had a meeting with each other (K. Vincent, personal communication notes, January 28, 2016). Each time there was miscommunication and clarification was required, there was room for mistakes and loss in productivity. The workers were dissatisfied and demotivated during the building process, as they did

These include:
1) Communication: While communication was a major stepping stone in the issues analysis, when looking deeper into this topic, the reason the team needed communication is because employee’s were looking for a purpose and intrinsically motivating factor to do the work. They didn’t understand what the goals and values and of the project (nor the organization) were and therefore they were unable to focus.
2) Hierarchy process: The vertical organizational layout did cause some challenges throughout the model building process. While it did have its strengths, such as control checks and slowing down the process, the majority of the staff found it unhelpful. However this could be for a much deeper reason such as that none of the staff knew what their main purpose was and how/if they should take initiative. There was also a need to organization time for effectively and give managers more autonomy in telling their employee’s how to construct the design

With this in mind, some possible solutions to insure these concerns do not arise again include:
• Recruiting process: CEO and management selection was quick and not thought out, if the team as a whole decided who had the most strengths in each area (rather than volunteering), the outcome may have been altered
• Start the project with stating the mission, goals and objectives of the model and why everyone is here. Also clearly define the roles of each person and give specific responsibilities to each employee throughout the project timeline
• Improve communication through feedback, project updates, team meetings and continually to identify the roles of each employee
• Perhaps flatten the organization and allow communication with the CEO since the headcount was fairly small