Reference no: EM132242661

Assignment

Within my current department, a problem was identified in the method for requesting vacation time. The existing process was cumbersome, unfairly distributed and created conflict among the 100+team members who used this process.

In short, a large calendar of 6 months was posted on the wall and staff was allowed to sign up for vacation requests for this 6 month period by seniority. This process could take as long as 6 weeks to complete.

There were times that the individuals with the lowest seniority were not able to request time which led to dissatisfaction and some of these individuals left the organization. In addition, many of these requested vacation days were returned or used to barter with other team members later in the year.

A new manager started who recognized that this process was terribly broken, but several of the existing, senior staff members were very dedicated to this process. She utilized a 5 step process to solve this problem which has led to greater employee satisfaction - even among the senior team members (Money Crashers, 2018).

• Define the problem - the vacation request process was unfair, cumbersome and rife with conflict. She helped the team realize that the process was broken by communicating and setting the stage for change

• Develop alternatives - this leader assembled a team of seven individuals who were representative of the group. At the initial meeting, she listened to the concerns and the history and then asked them to brainstorm new ideas. She had an idea that she had used in a previous workplace, but she allowed the team to have input and be involved in the process

• Select an optimum solution - this leader sent the seven individuals out to discuss the two available options with a designated group of their peers and report back. The option with the most support was implemented. This happened to be the solution that the leader had suggested.

• Implement the solution - the solution was implemented with strong guidelines and oversight by the leader with the promise to re-evaluate the process in 18 months. During the analysis, one of the team members who had been opposed to the change commented that he did not have faith in the change, but was pleasantly surprised by how well it worked and was very supportive of both the change and the leader.

• Trust your analysis - the solution was presented in staff meetings and supported by the committee members as champions. This process has been highly successful.

This process was successful because the leader set very clear expectations from the beginning and she gained the buy-in from the staff by including them and their opinions.

She had a vision for where she wanted this process to end, but she was willing to let the process work with guidance, not force. This is a very classic use of Lewin's model. The stage was set for change, the change was made and it is now the new normal.

References

Money Crashers (2018). 5 problem solving steps - process & strategies for success.