week 3 problem formulation paper 7-11-11

8/4/2019 Week 3 Problem Formulation Paper 7-11-11

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PROBLEM FORMULATION PAPER

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Week ThreeProblem Formulation Paper 1

Sharon Gans, Javon Armstead, Sheryl Ward, Heather Cole, LaToya GrantJuly 9, 2011MGT/350

Sandra Norris


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Every organization has different techniques on how they handle decision- making throughout

their organization. Some organizations have people who make all decisions based on suggestions and

ideas brought forth by board members or shareholders. Other organizations may have a written plan

regardinghow the decision-making process will work for members. This paper will investigate and

observe the different styles from various organizations and see by comparison, which style works best in

a general sense. Everyone will not have the same style, but understanding the identification and

formulation styles associated with decision-making will help with how a problem is identified.

Children Youth Ministry

The Children Youth Ministry has been in existence since 1999, serving the families of the

Northside of Pittsburgh. The ministry operates under traditional hours, which are 6:00 a.m. until 6:00

p.m., Mondays through Friday. The ministry is exploring the possibility of offering non-traditional hours

in the childcarefacility. Many families are involvedin TANF (temporary assistance for needy families),

which requires head of households to either attend school or find employment. Entry-levelemployment

is normally the 2ndshift, which is 3:00 p.m. until 11:30 p.m. The parents problem is thatthere are no

childcarefacilities operating to serve the 2nd shift clients. A decision is needed regarding changing the

operations to include both traditional and non-traditional hours. If the decision is madeto move forward

childcaresubsidy would increase; however, also increasing would be utilities, food, supplies, and labor

with the shift difference requirement. Another consideration would be building safety becauseof our

location and crime during evening hours.

As the Children Youth Ministry explore all options, one scenario that would benefit all, would be

to offer evening and weekend care to increase revenue. Currently, they operate only during traditional

hours but there are many inquiries regarding the possibility of non-traditional hours. To reach a decision,

theymust consider the variables involved including the possibility of a slight increase in expenses to

maintain this kind of functionality. Although minimal staff is requiredthey would have to provide


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childcare for the 2nd shift. There would be an increase in utilities, meal allowances, and part-time hours.

If this change is not made parents will seek care for their children at other facilities that provide this kind

of flexibility, which would not be acceptable.According to ISU (2001) using pro and con analysis (Force Field Analysis) to determine if the

change is financially sustainable and practicable. The pros are the driving forces, lists the reasons why

additional service hours are needed in the daycarecenter. The cons are the restraining forces, working

against the driving forces. Restraining forces are what currently work against the desired change per ISU.

Driving Forces (For change) Restraining Forces (Against Change)

2nd Shift workers Evening classes Additional revenue for CYM More local taxes paid to city Additional hours for employees Opportunity to serve more families Service within the community and not

traveling to outside areas

Currently have workable team Safety factor during evening hours Higher utility bills Need new emergency plan for evenings Children could not leave building Liability Insurance would increase Additional supplies needed for evening

programming

The need for change is thatthe childcaremarket needs to become more flexible because the community

seeks stable and caring childcarefacilities to serve theirfamilies. This change would also promote our

mission, To offer guidance and a solid foundation to children and youth by helping them to further

develop and grow spiritually and socially.


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Belk OrganizationThe Belk organization strives in its business through strong leadership. This organization

recognizes the potential performance of different leadership. Leadership is taught to forgive and to learn

how to work with coworkers when he or she is unpleasant, and when they are most often unpopular, they

are to teach and trust individuals to think outside the box and identify potential problems that may occur.

The scenario is to weigh personality in the making of strong leadership. Strong leadership shows

togetherness in an organization, how to accept criticism and howto remain in self-control. Leadership in

the Belk organization pertains to good/bad traits. Good leadership makes wise decisions to strengthen the

organization. Every day I remind myself that leadership is not about me, it is about the great people who

are working with me (Mulally, Alan, 2009, p. 25). A leader is not about being pleasant, although it plays

a vital role. A strong leader is definedby his or her ability to conduct business although a person with

non-leadership skills does not quantify as a strong leader.Good Traits (Strengths)

Excellent communicators

Integrity

Open-mindedness Self-controlled/confidence

Ability to take criticism

Shows responsibility

Honesty

Ambitious

Good listener/thinker Fine solutions to problems/conflicts

Bad Traits (Weakness)

Non-Communicators Envious Ambiguous Secretly believe he or she are more

important than others Criticized people behind their back Irresponsible Ignores others feelings Complainer Finding fault


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Willingness to share information Readiness to praise Loyalty/Courteous Sociability

Impatient when others share ideas Covering up mistakes Doing the job his or her own way Non-Social

The Belk organization dedicates their company to a higher standard of morals to help

improve their organization, leadership staff, and employees. Great leaders work extremely hard.

They take their jobs very personally, and are subject to ongoing and often unfair criticism which

is the price to pay for their success. You can only inspire the people you are leading if you are

inspired to lead. (Mulally, Alan, 2009, p. 24)Fulton Financial Corporation

At Fulton Financial Corporation, the decision-making processes most prevalent are

rational and dependent. One example is the process involved in updating the bill pay service to

provide enhancements to clients. This process has been successful, and the corporation is

currently finalizing the process for all affiliates. During the first step of identifying and defining

the problem (Robbins, 2004), the Fulton Financial realized that the clients wanted enhanced

features within the bill pay system. Moving on to the second step, while indentifying the

relevance, orimportance in the decision (Robbins, 2004), many factors were considered

including budget, legal factors, financing, and contracts with other organizations. The third step,

weighing the criteria (Robbins, 2004), research was conductedto determine all of the options

against the will of clients. Alternatives were evaluatedafter determining a direction, and a


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selection was madeRobbins, 2004). That selection, the highest choice depended on competition,

pricing, the ability to meet product needs, and long-term planning.

Within Fulton Financial Corporation, often one decision leads to many others. After

completing the original decision, planning begins on the best way to implicate the change. The

decision-making process begins again by organizing priorities and determining how to market

the change and how to notify our clients of critical information, via e-mail, andcompany

websites. Training is availablefor all employees seeking answers to critical questions and in

support of the new products. After testing is completed, customer feedback is reviewed, and

adjustments are made.

Children Youth Ministries (CYM), Belk Organization and Fulton Financial Corporation

are just a few organizations that use a process in decision-making. From the pros to the cons we

could identify what technique each organization use to find a solution. This solution would

allow the organizations to be able toassist all clients who may be affected by the change. Each

organization needs to make sure the decision-making process that they chose is the correct one

only because everyone in the organization will be affected by the decision also; not just the

clients.


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Reference

1000 CEOs Proven strategies for Success from the Worlds Smallest Executives, (p. 25) Andrew

Davidson and Marshall GoldsmithIowa State University Extention. (2001). Force Field Analysis. Retrieved from

http://www.extension.iastate.edu/communities/tools/forcefield.html

week 3 problem formulation paper 7-11-11

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