Strategic Planning

Describe the problem

The problem is associated with upper and middle management teams and or departments. The entire management team has been contaminated and fragmented by indecisiveness among key management personal due to the lack of communication on the executive level which has either indirectly or directly negatively impacted other levels of management. Management teams seem to disregard methods for communicating ethically or in a professional manner. Further, there seems to be a lack of responsibility and accountability between several layers of management. Theses issues have potential for threatening internal and external stake holders. Presently, the mangers have little management education and their practical experience is of a dill-sergeant style leadership and the labor managers have a history for being very adversarial. There is no formal operating or procedural guidelines that management personnel use to guide their decision making or practices for interacting with staff for the purpose of completing task. In fact most have an authoritative style which negatively impact core staff.

Analyze the needs

The current state of the organizational culture is consistent with “that’s the way it has always been”. This type of attitude is causing problems within the organization from the top-down and or from the bottom up. Not entirely, but importantly, an example would be when managers or supervisor don’t follow policy or procedure, doesn’t investigate or get a root cause for an identified problem/problems occurring, and no one is held accountable for the actions in question, the attitude/attitudes and work ethics

trickle down through the ranks. To resolve this type of situation or reach more desirable outcomes, one technique would be to start with upper management and work down. And in some situations its possible to work both, top down and down up simultaneously. The process will include training, implementing new policies and procedures and eliminating disconnects throughout the organization. However, it’s important to remember that the actual needs are not always the same as the perceived needs or wants. Further, it’s imperative that data and information be gathered, and that data/facts present a strong assessment of what the company needs to succeed.

Learning Objectives

The follow trainings are being suggested to achieve the objectives set by and for the organization: effective communication, leadership skills, root cause analysis, and listening skills. Targeted internal/external change agents will play a major role in influencing all employees to embrace and incorporate all changes that are implemented as a way of changing and or countering the contaminated culture that currently exists. Macro level or upper management will be held accountable for their direct reports, outputs, or the lack of outputs. Micro/middle managers or supervisors will have similar expectations and will be evaluated on their ability to communicate the needs and expectation expected from their direct reports. In addition, they will be expected to provide a detailed analysis for any issue that occurs. This will also include, but not limited to downtime, turnover, and violation/violations of policy and procedures. The

expectation for unskilled workers will be to embrace and remain compliant with new policy and procedure that are implemented. Organizationally, everyone on all levels will be accountable for making sure they are doing their part within the organization. Cooperation will be expected as well to ensure success for internal and external stakeholders.

What are the expected economic costs and benefits of any projected solutions?

This is the age old question for almost any organization. Especially during turbulent times when budget restraints restrict the financial capability of financing project related to the question presented for this section. To reduce obvious or hidden coast, the training would be provided by an internal trainer. Thus, the cost for the trainer would be minimal. However, it must be noted that the majority of the cost for the trainings would be related to materials needed to conduct the trainings. In addition, the company would occur cost for any additional supplies or equipment needed to assist in implementation of the