Case – It’s Your Turn By Systems Analysis Approach Prof. Shailaja Karve Faculty: Organizational Development

Group Members NameRoll No. Jayesh Bathija 05 Archana Chauhan 09 Ompal Singh Arya 29 Kilpa Sangoi 46 Deepti Sangra 47

System Analysis Approach Facts. Problems: Macro, Micro. Causes of Problems: Macro, Micro. Implications of Problems: Macro, Micro. Manifestations of Problems: Macro, Micro. Systems Affected: (Structural, Psychosocial, Technical, Managerial, Goals & Vision). Systems Affected: (Individual, Group, Organization) Alternatives: Macro, Micro. Recommended Interventions: Macro, Micro. Anticipated outcomes on Systems at Macro & Micro level.

Introduction By Carter McNamara, MBA, PhD Systems Analysis Definition - (SAD) The analysis of the role of a proposed system and the identification of the requirements that it should meet. Identifying business needs and determining solutions to business problems. Solutions often include a systems development component, but may also consist of process improvement or organizational change or strategic planning and policy development.

Introduction Cont.. Recently, management studies has come to view organizations from a new perspective This is old practice, but Managers have took initiative to implement currently in the organization. How they operate ? Educators & Managers come to face this new way of looking at things This interpretation has brought about a significant change in the way management studies and approaches organizations

The Characters Newfangled Software Inc, USA: – David Dyer: President – Irwin: Management & Technical Training – Steve: Previous Trainer – Patricia Kingsley: Previous Trainer – Tom: Trainer selected training programme – Three Administrators – A whistleblower – Board Members

Case Facts Leadership Crisis Training to employees which is not a success so far Employees training needs are not considered. Objective of the training is not clear No Training Calendar published for the management and employees Communication Political Agendas

Problems-Macro Cultural Issues No sync between the organization and Individual Goals or vision/mission of the company not cascaded to the employees. Board of directors, Political issue More of Socializing,Less Team Focused Employees were not explained their goals in brief

Employee awareness about Training held in the organization Seriousness in execution of training programs Emphasis on Training was less focused Training designed were not Needs Analyses Training was for Top & Middle Management Training Was Superficial not target oriented Problems-Micro

Causes of Problems Macro Seriousness from the management No Co-ordination of management Micro Disinterest of employees Lack of Punctuality

Implications of Problems Macro: Professional trainers reluctant to conduct training Reputation of the organization No creativity in products, services, ideas Micro: Training not provided from the Professional trainers Demoralization of team & consultant Undue influence of management

Manifestations of Problems Macro: Midway call off, 3 Top administrator moved Undesirable experience of various trainers Pressure from top management Micro: Non-Success of Training Programs No serious work environment Major power hold at top managers

Systems Affected

Structure: Internal Environment of the employee was disturb hence the market value also drop down Vertical rigid structure Psychosocial : Management had laid back attitude in their work & no seriousness More of Socializing rather individual focus

Cont…. Managerial: No proper co-ordination Goals: Employees & Department should work in line with the Organization Goals. Vision: Disturbed & Not Achieved due to lack of seriousness in management.

Systems Affected Macro

Systems Affected Individual : Views was not taken in right spirit. Not keen for the training programme Forced to attend without clear-cut objective Group: Conflicts due to individual opinion Employees affected due superior’s interference Employees morale reduce wrt Training Program

Cont…. Organization: Training budget not utilized properly Training Objectives not achieved High Departmental conflicts Socializing hindering goal achievement Products not delivered on time Conflicts & Politics prevail Deviation from Vision, Mission & Goals.

Alternatives Separate Training of Top & Middle Management Proper Training of David before appointment Training based on need base analysis Training promoted as Reward & Opportunity Training Beyond Annual Retreat Training Evaluation by Superiors No Interference allowed from any one Whistle blowing to be taken in right spirit

Recommended Interventions – Macro Level (Organization) 1. The system has to be changed not just its component parts. Five discipline must be mastered in order to create a learning organization: personal mastery, mental model, building shared vision, Team learning, and system thinking 2. Review organizational goals to associate preferred organizational results in terms of units of performance, that is, quantity, quality, cost or timeliness. (Implementing a good training plan will produce results for the organization.)

Recommended Interventions – Micro Level (Individual and Department) Individual Level Evaluating Results Identify standards for evaluating how well the desired results were achieved (e.g., "below expectations", "meets expectations" and "exceeds expectations") Reward for performance The learning experience includes time to acknowledge successes and the trainers' and learners' roles in those successes. Department Level: Highly focused Training This refinement of expected results from the employee helps the supervisor and employee to ensure that training is highly focused on results for the employee and organization.

Anticipated outcomes on Systems at Macro Level Attainment of Organizational Goals A good training plan will help the employee produce specific results, which in turn, directly contribute to results needed by the organization. Goodwill amongst Stakeholders Easily adapt to Political Social Economical Technological changes

Anticipated outcomes on Systems at Macro Level Individual Level: Employee would be motivated Strong affiliation with the organization Department Level: Help to curb on attrition Sync amongst various departments

Anticipated Outcomes Micro: Successful Training Programs Increased Employee Efficiency Employee Satisfaction Macro: Product Delivery on Time Better Employee affiliation with Company Increase employee morale Increase Market share

Thank You!!!