Solutions Development
Marion E. Nelson
Southern New Hampshire University
OL 500-X2049: Human Behavior Organization
Dr. D. Giannoni
January 17, 2021
Solutions Development
Organizational Improvement Outcomes
The problems facing my current workplace is something that I have never faced before.
We have lost quite a few of our experienced personnel and this has had some major effects on
our ability to produce consistent products and motivation is lacking. It was something that I did
my best to prepare for but was unsuccessful at preventing from happening. Just as Engstrom's
had to find a way to turn their company around and get to the root of the problems, so did I. All
the issues that the company is facing are in some way related to one another and have caused a
snowball effect. I intend to discuss the organizational issues within my workplace and what I
would conder to be the recommendations to improve moving forward.
There is a lack of experience now that most of the experienced leaders have moved on to
different places and many of the employees that are left have minimum years of experience or
are brand new. Out of the leadership that remains, there are very few people that are hands on
when providing the training needed to improve the skills of the middle management employees.
From a human behavior perspective, management needs to have a better hands-on approach with
their employees to understand how to help them. This will help with the team becoming more
consistent and achieving the same results daily
Consistency
To first address the issue with consistency, we a team of leaders must lead by example.
My management is aware of the issues but must hold themselves accountable and be willing to
help the team to grow into a consistent and cohesive unit. We must all be on the same page as to
how we plan to achieve this goal. I would recommend all the senior leadership sit down and
examine our areas of concern and ways to implement trainings to benefit our middle
management and junior employees to maximize their proficiency and implementing a routine to
get them all trained so that they can learn to operate independently and on one accord. What this
will do is it will empower them and build their confidence and give them motivation to keep
growing and learning.
The middle management are not always included in meetings that involve day to day
operations. I would recommend including them in on those meetings so that they can start to
understand their role as a leader and feel that they are a valued asset to the team to boost their
confidence and sense of purpose within the organization. I would then ensure that they pass
down everything of importance, pertaining to the day's events to their team so that the rest of
team stays informed and gains a sense of importance within the team as well. Building a strong
team is a good first step to having a