Strategic Recommendations and Impact Analysis- Improve Phase of the DMAIC Process

Strategic Recommendations and Impact Analysis- Improve Phase of the DMAIC Process

Recommend Corrective Actions to be Implemented to Address the Root Causes of the Conflict Previously Determined

The soft drinks corporation’s leadership should consider coming up with a performance evaluation system. Such an evaluation system will assess employees’ contribution contributions to the organization. By the time promotional opportunities arise, all employees who qualify for promotion will emerge automatically. Also, there is a need to adopt open communication and feedback channels to address root causes (iSixSigma-Editorial, 2023). Employees must be able to engage with top organizational leadership freely. In the case of the soft drinks company, employees who anticipate promotions can freely consult top organizational leadership to check if they qualify for promotion. In the same breath, leaders should give reasons why they do not qualify.

Types of Quantifiable Metrics Proposed to Measure Progress in Implementing the Recommended Corrective Actions

First, the organization should measure retention rates for top performers. If the retention rate is relatively high, then top talents are satisfied with the promotion opportunities available to them (Mitchell & Gamlem, 2015). Besides, employee satisfaction surveys will offer a quantifiable glimpse of whether employees are satisfied with conflict corrective actions. If all or most employees express satisfaction, it indicates that the solutions are working.

In particular, one of the quantifiable metrics relevant to assess is employee retention. After implementing the promotions, and all employees who missed the promotion opportunity kept working at the company, then the corrective actions were successful. On the flip side, if some dissatisfied employees leave, then the intervention did not work.

Three Potential Areas of Resistance to the Recommended Corrective Actions, and What Ameliorative Suggestions Are to Be Offered to Reduce Such Resistance

First, employees may resist if the recommended actions threaten the status quo. For instance, if the corrective measures involve a restructuring process that will alter the promotion criteria, those who have already benefited or are likely to benefit may develop cold feet (Mitchell & Gamlem, 2015). The ameliorative suggestion to resolve this resistance is to communicate how the recommended changes align with the organization’s goals, hence the need for employees to comply.

Another potential area of resistance is the lack of trust in the changes. If employees feel there is favoritism or the new promotion criterion is designed to benefit a few employees close to the leadership, others will lose trust (Carroll, 2013). The best way to alleviate any feelings of exclusion is to adopt a feedback mechanism that gauges how employees feel about the process at every organizational level. Thirdly, there is a likelihood that employees may resist just because they fear change. Fear may arise from concern about how corrective actions will impact their daily operations and relationships. To alleviate such fears, the leadership should support and train employees to adapt, which may include offering training on leadership skills.

Effectiveness of the Various Leadership Styles on Employee Engagement and Employee Empowerment in the Case Study

One of the types of leadership styles that may help in the conflict at the soft drinks company is democratic leadership. Here, top decision-makers involve employees in decision-making by asking for their feedback, enhancing their sense of engagement (Maalouf, 2019). However, this style may slowly change implementation as employees exhibit diverse views about the change process (Mitchell & Gamlem, 2015). Also, servant leadership may help as it addresses the employees’ well-being. If adopted by the soft drinks company, leaders will walk employees through the promotion journey by empowering them to gain leadership skills.

Experience With the Team-Building Process from Tuckman’s Theory of Group Formation Dynamics

The norming phase of Tuckma’s theory, which calls for members to come together and resolve their differences amicably applies to the problem at the soft drinks company. The norming phase of Tuckman’s theory will help the team members to collaborate and agree on the promotion criteria to be used in the future (Hurt & Trombley, 2007). The leaders should make it clear that those who miss the opportunity are not necessarily less qualified, but the opportunities are limited, thus the need to settle for a few employees.

Effective Leadership Styles and Team-Building Processes that Organizational Leadership Could Use to Promote Increased Employee Engagement and Foster Collaboration

To minimize resistance and improve team building, the leader should communicate with the team, focusing on shared goals, in this case, the success of the new plant and the entire soft drinks company. That will help the team members to embrace collaboration and find compromises to suit each others’ needs. Leaders are responsible for setting clear goals, offering support, and fostering innovative ideas for problem-solving.

References

Carroll, C. T. (2013). Six Sigma for powerful improvement: A green belt DMAIC training system with software tools and a 25-lesson course. CRC Press, Taylor & Francis Group.

Mitchell, B., & Gamlem, C. (2015). The essential workplace conflict handbook: A quick and handy resource for any manager, team leader, HR professional, or anyone who wants to resolve disputes and increase productivity. Career Press.

iSixSigma-Editorial. (2023, May 17). Determine the root cause: 5 whys. Isixsigma.com. https://www.isixsigma.com/cause-effect/determine-root-cause-5-whys/

Hurt, A. C., & Trombley, S. M. (2007). The Punctuated-Tuckman: Towards a new group development model. Online Submission.

Maalouf, G. Y. (2019). Effects of collaborative leadership on organizational performance. International Journal of Multidisciplinary Research and Development, 6(1), 138-144.Free Essay Example

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Prompt:
For this third milestone, submit a draft of the Improve phase of the DMAIC process for your selected final project case study.

Strategic Recommendations and Impact Analysis- Improve Phase of the DMAIC Process

It should focus on the recommendations you will propose to resolve the conflict or conflicts in the organization, while also probing those recommendations for unwanted consequences.