WK5AssgnMirandaDiana.docx - 1 Assignment: Final Submission...

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1Assignment: Final Submission of Systems Analysis PortfolioDiana MirandaWMBA 6040:Improving Business PerformanceWalden University
2Part 1: Opportunity Consultants INC., (OCI) Case StudyThe time came for Opportunity Consultant lnc. (OCl) to make a decision as to whether tocontinue operating or to terminate their organization. OCl is a student-operated organization thatwas founded with the aim of familiarizing graduate students to available business consultingopportunities for the local businesses in the community (Landel & Reynolds, 2007). Theorganization eventually faced several performance issues due to various factors. Consequently,the organization had to take some time to do an in depth assessment of what could possibly bedone in order to continue to operate. There were several concerns that were presented during thisassessment. Some of these include issues with recruitments, projects, staffing, and teamdynamics. Creating the system diagram definitely helped me to realize that although OCl facedmany issues, they all stemmed from the lack of focus and unity. When it comes to working as ateam, there was a lack of a real sense of teamwork and comradery. OCl could have taken sometime to educate and train their members about the importance of working well as a team. Whenworking with a group, every participant should comprehend their part and the role they play inachieving the general objective and function of the group. This will help them to be invested andunderstand that they play a valuable role in the success of the organization. Each individual mustbe open to working well with everyone on the team. This openness and focus on a single goaland purpose will help to create a better team dynamic. Teamwork is imperative and crucial tosuccess of the company and to the development of each employee. lt does not appear that themembers at OCl can identify themselves as a part of the organization. This is demonstratedthrough their lack of commitment and the mediocre performance on projects. Not havingmotivation may also be a factor, as many of the employees seem very indifferent to the tasks theywere assigned to complete. The leaders of OCl could have helped with this lack of motivation.Not having a stimulus or drive resulted in many members not returning to OCl or encouragingothers to join OCl. The selection method for appointing leadership should be revised, rather thansimply appointing it based on seniority. Selecting leaders based on seniority rather thanqualifications often result in having ineffective leaders. Leaders should earn their positions inorder to ensure that OCl will have someone that is effective and efficient. A qualified anddeserving leader will be on that motivates the team to work hard as they all have the potential tobecome a leader. Having criteria, making things challenging, and setting goals for each memberof the organization will help to identify quality team members and consequently bring in quality

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Term
Fall
Professor
N/A
Tags
Harvard Business School, Cost of production theory of value, OCL, Cost of poor quality

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