Dear All,
Substituting bhaveshj's misleading https://www.citehr.com/301620-proble...flowchart.html, I am presenting a much more positive approach aimed at solving the problem.
Any organisation to survive and thrive these days has to work on mutual trust between the employees, management and the organisation as a whole. It is in this context that I am providing this approach.
I look forward to valuable observations, comments and possible improvements to this approach so that it is beneficial to all forum members.
With Regards,
Rajinikanth
From India, Delhi
Substituting bhaveshj's misleading https://www.citehr.com/301620-proble...flowchart.html, I am presenting a much more positive approach aimed at solving the problem.
Any organisation to survive and thrive these days has to work on mutual trust between the employees, management and the organisation as a whole. It is in this context that I am providing this approach.
I look forward to valuable observations, comments and possible improvements to this approach so that it is beneficial to all forum members.
With Regards,
Rajinikanth
From India, Delhi
You just copy cat(ed) the worst (Bhavesh's) presentation to reasonable positive one. But in the same format. It needs to be improved upon. It only suggests "If/Else scenario". Some good management tips are wanted as to how to turn a negative to positive. Nevertheless it is a good attempt on your part.
From India, Chandigarh
51From India, Chandigarh
Dear All, Only one response in 6 days! Any observations, comments, improvements? With Regards, Rajinikanth
From India, Delhi
From India, Delhi
Finally you are insisting the management to worry about the problem and to finalize it. Then what is your role in the organization and where is you responsibility and power.
Anyway good attempt and another way of solving the problem.
From India, Madras
Anyway good attempt and another way of solving the problem.
From India, Madras
Dear Rajnikath,
Your process seems good but will work in an environment where there is freedom to take a necessary action to a problem.
Let’s brainstorm a situation with the employee responsible to deliver on a wide range of activities, yet have no freedom to decide.
You will agree there are many offices where the decision making is centralised to an extent of micro managing.
Worst lets imagine there are multiple reporting for the individual. That would mean, the individual reports to many bosses on each details, wait for their inputs and then act. Most of the time, this would impede the entire development. But then in reality that’s how it works. There are many people who are reporting to multiple bosses in matrix structure.
Do share your suggestion on problem-solving at such a situation. I will share an experience how we did it in such an environment. I look forward to hear from you.
Regards,
(Cite Contribution)
From India, Mumbai
Your process seems good but will work in an environment where there is freedom to take a necessary action to a problem.
Let’s brainstorm a situation with the employee responsible to deliver on a wide range of activities, yet have no freedom to decide.
You will agree there are many offices where the decision making is centralised to an extent of micro managing.
Worst lets imagine there are multiple reporting for the individual. That would mean, the individual reports to many bosses on each details, wait for their inputs and then act. Most of the time, this would impede the entire development. But then in reality that’s how it works. There are many people who are reporting to multiple bosses in matrix structure.
Do share your suggestion on problem-solving at such a situation. I will share an experience how we did it in such an environment. I look forward to hear from you.
Regards,
(Cite Contribution)
From India, Mumbai
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