Case – It’s Your Turn
By Systems Analysis Approach
Prof. Shailaja Karve
Faculty: Organizational Development
Group Members
Name
• Jayesh Bathija
• Archana Chauhan
• Ompal Singh Arya
• Kilpa Sangoi
• Deepti Sangra
Roll No.
05
09
29
46
47
System Analysis Approach
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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
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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
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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
Problems-Micro
• 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
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
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
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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:
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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!!!