The three important ones are Employees Time management and t

The three important ones are Employees, Time management, and the cost of the product

Employees is the backbone of any company they are the ones doing all the operations. The ethical consideration that is related with any employee is there behavior, approach, commitment, culture, group behavior and their attachment with their organization when following an employee, the techniques that should be used is survey, observation, and interview as needed.

Time Management is a very important factor for any organization of the donor get the project done on time it could affect their business performance. But if there was an issue of identifying a process, analyzing a situation, going to root because it will help the organization to be able to detect their problem. This is an urgent and service problem of any organization because it is directly related to their customer service.

Cost Management is a part of the business operations it will complete their rivalries so it can stand in the fierce competition because cost management is very important in any organization they would have to defective process that generated there cost there over costing of resources could be a cost management problem too. There are some ways to help to reduce their cost they would have to identify the waste in process, develop an innovation technique, reduce their costs in resources, and also develop an alternative in which is strong and more cost effective.

Brainstorming With an Affinity Diagram

An affinity diagram is a visual tool that organizes ideas by themes and is often used in brainstorming sessions to determine both root causes and potential solutions for a problem. This tool is most effective for face-to-face meetings; however, with the advancement of technology and shared desktop spaces, this method could be adapted for virtual teams. Participants in the process should include individuals from all stakeholder groups associated with the problem.

Introduce the problem or issue to participants. Normally, the facilitator has identified the problem or issue prior to the meeting. The process of introducing the problem and explaining how it is defined in the context of the project increases understanding of the participants and produces ideas that are aligned with the problem.

Example Problem/Issue: Voluntary attrition in the call center is 60%.

Proceed by brainstorming causes for the problem. Participants should use a separate sticky note to identify each item they believe is a cause of the problem (see example below). \"Why\" questions are often very beneficial when thinking about the problem.

Example \"Why\" Question: Why are call center employees voluntarily leaving the company at such a high rate?

Sort ideas into themes based upon commonalities (see example below).

Employee Training and Tools

Systems

Leadership

Progression

Lack of employee training

System hard to use

No leader training

Lack of career path

Lack of procedural support

Benefits too costly

Lack of performance feedback

System frequently down

Lack of performance standards

Establish connections. As a team, discuss the categories and examine how they could potentially link together.

Example Connection: In this case, the \"Leadership\" theme had the most items. This item could be potentially aligned with the \"Progression\" theme since employees do not believe they are receiving feedback or have a clear career path.

Establish the root cause of the problem. Look at the established themes and ask \"why\" questions until the real root cause of the issue is identified (see example below). At this stage of the process, many people prefer the use of different colored sticky notes for the root causes that align to the ideas that have been brainstormed.

Example: Five Whys Root Cause Analysis:

Defined Problem: Voluntary attrition in the call center is 60%.

Why are call center employees voluntarily leaving the company at such a high rate?

Employees feel there is a lack of leadership.

Why is that?

Employees do not know the performance standards.

Why is that?

Employees do not receive feedback about their performance.

Why is that?

Managers have not been trained in providing performance feedback.

Why is that?

There is no manager training program.

Why is that?

Most managers are promoted from the call center floor to fill immediate vacancies, so there is no time for training.

Validate the root causes (or causes) of the problem. Validation of root causes requires reviewing reporting or survey results. The validation phase separates the \"noise\" from real root causes of the problem. Noise is considered any item of low impact and low volume; however, it may be a recent event that individuals considered when brainstorming, like system downtime.

Solution

Lack of leadership: Employees in the call enter can’t execute their leadership quality, because they constantly face customer’s problems which should be handled solely.

Performance standard: Conversations with customers are recorded for employer convenience. But it never discloses to employees because of sustaining work pressure.

Feedback: Customer’s feedback never discloses to related employee, since this is a course of promotion and increment.

Training: Training is not provided because of increasing cost.

Training program: Employer believes that this is time killing and expensive activity. Therefore any sort of training program is avoided.