Assignment on Solving Problems and Making Decisions
Added on - 21 Apr 2020
Running Head:Solving Problems and Making Decisions1Solving Problems and Making DecisionsInstitutionLecturerStudentCourseDate
Solving Problems and Making Decisions2Staff Attitude and Punctuality ProblemsAttitude is a very crucial factor that affects the performance of an organization. It can lead to thepositive progress or break down the organization to its knees[ CITATION Picnd \l 1033 ].Mostbusiness ventures that have been encountered with attitude problem from their workforce haveconstantly posted poor results in terms of business outcomes. Attitude refers to the generalperception and the personal drive the employees exhibit in their quest to fulfill organizationalgoals.On the other hand punctuality is closely related to attitude. It refers to the strict adherence of thecompany employees to the outlined schedule by the management. In the banking sector,punctuality is a crucial factor and it is a priority for meeting the customer expectations. When thebanking staff attitude dips to a negative level, it results in the subsequent outcomes such as thedropped punctuality levels, which is a negative sign for a banking organization.Right attitude is required for general smooth operations of the banking services, and punctualityalso ensures perfect adherence to the organizational schedule. While punctuality is a more visibleand measurable problem that can easily be detected by the management; it is not easier to detecta level of attitude among the employees and their morale[ CITATION Rao14 \l 1033 ].Keeping the employees happy is the work of the management, but keeping the right attitudedepends on the employee’s decisions on what suites them the most[ CITATION Hus126 \l 1033 ]. Itis down to the personal decision for employees to change their attitude after the organization’sefforts, but the risks of the punctuality can easily be mitigated by the management itself.Attitude problems and punctuality problems have a significant negative impact on the banks’performance. It leads to delayed transactions, poor service delivery to the customers and also
Solving Problems and Making Decisions3poor organizational environment. The subsequent ultimate results are the banks’ poorperformance.Gathering of the InformationTo wholesomely understand the basis of this problem, it is important to review the possiblecontributing cause of the poor attitude among the employees and the problem of punctuality[ CITATION Den11 \l 1033 ]. In an organizational banking set up which involves busy schedulesand customer service;such attitude using the following techniques could prove crucial:Use of Interviews and Focus GroupsThe interview focuses on the direct responses of the subject. Hence, conducting direct interviewswith each specific employee is a great measure. The interviews involve the management askingeach and every employee questions that relate to reasons of their change in attitude that hasresulted into poor performance. In this case, the management would conduct a 20-minuteinterview with every head of the departments for a period of 1 week to establish what is required.Then the focus group interviews would then follow, which will consist of an optimum number of5 people each divide into accountants, cashiers and the other workers. The group interviewswould be conducted for a period of 2 weeks. The time frame involved is expanded to ensureaccurate compilation of the data from the interviews. The interviews and focus groups wouldcost the organization an estimated total of $1000 for the arrangements, the set up, and theinterview materials. From the interview data, the organization will identify the commonproblems and develop the possible solutions.ActivityTime frameCostInterviewsOne week$200Focus groupsTwo weeks$300Compilation of dataTwo weeks$300Interview and focus groups summary.
Solving Problems and Making Decisions4Conducting a Short SurveyA short questionnaire for the employees is necessarily important. This involves their needs, theirfeelings and their opinions. The employees are not required to write their names on thequestionnaire sheet, to enhance confidentiality and independence. This information obtainedfrom the questionnaire is very crucial as it further provided complimentary data to that of theinterview, and if the comparisons bring out some similar results, it is a huge step towardsidentifying the possible solutions.Use of the Pre-existing Data or SurveyThe existing data was compiled from all the available organizational documents. The documentswhich consist of the organizational records, including disciplinary and the employeeperformance provides valuable information towards arriving at an appropriate solution.Personal observationAl though observing could only give what is visible, it is a great complement to the othermethods, as it provides visible evidence of what is going around, and this is one of the greatestways the management could use to establish the problem and devise possible solutions.Below is a summary of the techniques and the process.Data CollectionMethodActivityinvolvedTimeFrameTheObjectivesTotalCoastInterviewsConductinginterviews withthe departmentalheadsOn weekEstablishpossibleproblems.$200Focus GroupsConducted inTwo weeksDetermine their$300