Business

Why was the event poorly attended
Because we didnt release the training calendar in time

Why was the calendar delayed
Because the training manager resigned

Why did he resign
Because he couldnt meet organizational performance expectation

Why couldnt he meet the expectations
I had him talk bitter about being unable to delegate.
After discussions I established that there existed a restrictive organizational structure that discouraged participatory work relations, team building and delegation of authority.
Defining my learning organization

Step one and two
Job security  This organization has made job security a key proponent in their business philosophy. This approach is very effective because no employee is redundant and all are wholly motivated as they feel they are doing something that matters.

Minimum hierarchy and bureaucracy  it has cut down its hierarchies and minimized bureaucracy and this brings to force certain levels of accountability. Workers are very responsible and cross  skilled.
Consistently applied corporate culture  The organization has kept to its philosophy of a people oriented (both employees and customers) and this is a plus because of the level of consistency and stability in its opportunities. The work environment is employee friendly.

Industrial democracy (participation)  there is an arrangement where workers make decisions, share responsibility and authority in the workplace. There are self managed groups who formulate their own organization responsibilities and salary which are tied to monthly budget and production performance earlier set.

Profit sharing  The organization distributes one quarter of profits to employees. This is a form of motivation and morale building. The employees feel as though they own the organization.
Freedom of information  all the stakeholders have complete and free access to financial information and this helps to build customer loyalty because of the level of transparency.

Steps 3, 4  5 What it would bring me
There are various prospects of this organization that I believe if we adopted I would enjoy. These include

Success our company will enjoy a high level of success and this can only be attributed to our approaches to organization and people.

Stability as a result of these features we will be able to weather several stormy periods and still out perform our competition.

Higher productivity from our approach to organization and people i.e. relaxed and employee friendly corporate culture, pushing employees to the limit, focused route planning, we will be ranked as the highly productive firm around.

Systems sleuth
Clifford company in our discussion, we suggested that Clifford should take the bait thereby reducing their costs and thus shifting the burden to low cost pricing. Otherwise, they could hang there as a bait to wait for the outcome without participating in the transactions.

Burson  Benson.
Since this companys problem symptom is a highly rate of defective products we suggested in our discussion that it adopts the following strategies devote few people to fixing power tools while much resources put into increasing first  run capacity, shut down product development efforts and focus on improving the manufacturing capabilities. These will ensure that it would retain a steady backlog in the mean time.

Left hand column
Step one I believe my team is not paying attention to the most crucial problem as an assistant in the training division, I feel by ignoring to evaluate every event immediately after is detrimental to us, but they dont grasp that and weve always clashed.

Step two, three and four having performed the three steps, I have developed a way of describing my left hand to others in non-judgmental and or finger pointing.

Breaking the gridlock
Step one in a professional training institution we face lower no of participants, poor evaluations, and constants client complaints  poor leadership

Step two quick fixes delegating leadership roles, vibrant advocacies for our events, value consideration (proposition).

Step three undesirable impacts increased costs, morale derail on demoted employees.

Step four fundamental solution quality and free cross team communication, cutting on hierarchical levels and making every employee comfortable.

Step five, six and seven focusing more on meeting individual vs organizational objectives, this may lead to myopia which may worsen the gridlock but high leverage approach for example creating a positive organizational philosophy and constantly applying it will eventually shift the button.