Problem Solving at Workplace - Report

Added on - 19 Sep 2019

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IntroductionFor decades, various reports have been beneficial in validating the need for problem solving inthe workplace. The problem solving have been defined as a critical thinking skills for theemployees as per the SCANS Report “What Work Requires of Schools”. Managers, engineersand physicians are hired, rewarded and retained for their problem solving skills in the workplace.Especially in the case of engineering workplace where the employees are presented with achallenge of integrating their workplace real-world problems and issues with their curriculumstudies. The engineers must stay abreast with the upcoming and new challenges along with theirchanging roles in the workplace. The understanding of problem solving in workplace along witheducational and instructional strategies for utilizing problems is required.With the emergence of competitive market in the industry and various businesses, the necessityof creative problem-solving models has emerged with a requirement for creative processes in theworkplace (Van Gundy, 1987; Rickards, 1990). Various firms and businesses are experiencingintense pressure for enhancing their products and systems so as to remain in the marketplacealong with the competition. With the emergence of competition, strategic planning, buildinglarger markets, team working etc., a need for new problem solving and related strategies hasemerged. Another reason for adoption of problem-solving methods especially for complexproblems is to discover efficient methods for solving the issues and problems. There are onlylimited number of tested manners for approaching the issues so as to reach the estimatedoutcome and employees and workplace must deal creatively with the problems by using variousproposed problem-solving models. Various structured, formal and highly efficient approachesare used for ensuring that the employees serving in the organization are equipped with an
aptitude towards problem-solving and implementation in an optimal manner while maintainingthe ethical aspect of the organization.Description- AMEY PlcAmey Plc was found in 1921 and is considered to be the leading public services providers,supporting and managing vital public services and infrastructure across the United Kingdom.The company employs over 11,000 employees and works with private and public sector clientsin defence, aviation, education, central government, rail, local government, strategic highwayand helps these sectors to deliver services in an efficient and effective manner. Amey works withlocal authorities and aims to deliver highway infrastructure services to their clients whichincludes the Highways Agency, local authorities, Transport Scotland and Transport for London.Whole country is kept in track by Amey through whole-life asset and custom engineeringmanagement of the underground and over ground rail networks. Also a plethora of facilitiesmanagement services to the private sector, agencies, government departments and estate andnon-departmental bodies.DiscussionsTheme A- Approaches to problem solvingActivity 1a: Identifying complex problemsThe value of a structurally controlled and efficient problem-solving is beneficial in organizationfor promoting discipline and increasing the success percentage for the organization. The complexproblems can easily be characterized when a single team or expert does not have the expertiseand knowledge regarding its solution. The individuals have limited access to the information andrequire different area ofexpertise(Andreas Fischer, Samuel Greiff, and Joachim Funke).Thevarious problems being faced by most of the organizations are listed below along with theircharacteristics:
1.Surviving in a changing economy and marketplace: This issue leads to continuouschange in organization with repeated changing of tasks and missions so as to exist in thecompetitive environment. The information takes time to be shared widely and forformulating the decisional alternatives. On deciding upon the change, implementation isseen to proceed at high speed.2.Emerging demands of the customers:With globalisation at its peak, the high demandsof customers are emerging. Therefore, the companies are in a pressure of designing newservices and products. There is a need to analyse the international cultures and marketsalong with better gathering and analysis of the information.3.Change in organizational culture:With the change in organizational structure orculture the internal and external environment are impacted as it influences the effortlevel, working hours, uniform, religious observance, and discipline acceptance. Theproblem is seen to be at its highest level when the organization is located to other countryas it changes the concept of on group loyalty, employment security, intergroupcompetition, emphasis on seniority, and group decision making.The listed problems are complex in nature and can easily be characterised from the simpleproblems due to existence of multiple perspective from the employees and stakeholders, multipleactors for analysing the situation, accompanied by important intangibles and key uncertaintiesand also include people with conflicting interests as opposed to simple problems which do notrequire technical or expert support (Rosenhead and Mingers, 2001).
Activity 1b: Identifying complex problems in organization1.Implementation of new technology for increasing potential efficiency:Theorganization shifted to the paperless technology due to issues of various inefficiencies inthe paper-based approaches like duplicative site visits, reporting inaccuracies,inflexibility in the allocation of the job etc. Therefore, Amey deployed a mobile workingsystem for automating job allocation, standardising the process, safety checks, pre-workassessments and reporting to the government based highway contracts which led toconfusion among the employees. Even in a simple technical issues, a familiarity with thetechnical difficulties was seen to yield dividends.2.Lack of staff morale in a large organisation:Amey has, in past, conducted variousengagement initiatives for their employees which included self-nomination talent process,efforts towards retaining their people which led to reduction in loss of productivity hours,low training costs. However, the company has been facing these issues lately and agreesto the scope of improvement in employee engagement.3.Lack of communication among management:Communication has been posing anintense threat to Amey as more than 13,000 employees do not have any access to Ameyemail address or internet limiting the communication process of the company. This mightlead to ignoring of a large number of employees while decision-making process anddiscouragement amongst employee.These problems are highly complex as they require multiple frame of reference and an abstractreasoning. These are recurrent in nature and are well-structures with their resolutions beingsubjected to the stable rules(McWhinney).
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