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The XYZ Company should approach the Root
Cause Analysis much like working on a puzzle, meaning teams should get together
to solve the puzzle first setting up some ground rules such as finding the
edges (Orme, 2011). Every member of the team will initially work on their own
pieces, examining them to find patterns and determine whether or not they fil
the gaps (Orme, 2011). For example, at the XYZ Company, the focus of each team
member should be to create a list of their own job responsibilities and process
and then share those with the team (XYZ Company, 2017). Once the first step is
completed, each member should continue to make observations of the puzzle by
assessing each piece in order to determine where the gaps are and try different
ways to solve the puzzle (Orme, 2011). At the XYZ Company, each team member
should continue to make observations of other team members processes and take
detailed notes (XYZ Company, 2017). The team should continue to work together
on trial and error basis, meaning if the team doesn’t solve the puzzle the
first time, the goal of team members should be to try different pieces until
the pieces fit and the puzzle is completed (Orme, 2011). At the XYZ Company
team members should continue sharing their own processes with the team in order
to create one uniform process which will be comparable with every team member
job responsibilities. Finally, once the team completes the puzzle, the entire
team will share and evaluate the results and processes in order to standardize
the successes and learn from the experience (Orme, 2011). Therefore, using the
puzzle approach the XYZ Company employees will learn to work as a team and
enjoy every step of the journey, at the same time establish effective internal
control with effective departmental processes (Orme, 2011).

The XYZ Company should continue to use
the Root Cause Analysis process anytime the organizations wants to identify the
causes which are contributing to the ineffective internal control so it can put
a corrective action plan in order to decrease ongoing problems from reoccurring
(Orme, 2011). For example, Root Cause Analysis will allow XYZ Company to
eliminate long and ineffective processing times and help to understand the
causes which are leading to such problems (Orme, 2011). In order for XYZ
Company to establish internal control, it should begin with restructuring the
company with organizing well-defined teams, meaning each member of the team
should share the same goals, and know his or hers responsibilities (Orme,
2011). Secondly, each established team should define the problems faced by department;
this brainstorming process should go beyond the initial recognition of an issue
of the Root Cause Analysis (Orme, 2011). Meaning, the team should re-establish
its processes and re-define responsibilities to address the issues within the
department (XYZ Company, 2017). Third, analyze the contributing factors and the
root cause which are leading to ineffective internal control (Orme, 2011). For
example, the XYZ Company might change its management style from directive to
authoritative or affiliative (Kinicki & Fugate, 2018). Authoritative
management style would shift the focus from the manager to the employees
because the goal for this management style is to provide employees with
long-term direction and vision (Kinicki & Fugate, 2018). In addition,
affiliative management style also tries to establish harmony among employees
and managers to put people first and tasks second in order to eliminate
conflict and establish good relationships among management and employees
(Kinicki & Fugate, 2018). XYZ Company could possibly test the best
management style and implement the action plan which fits the organizational
culture, vision, and mission (Orme, 2011). But, it’s important to remember to
evaluate the results and processes before implementing them permanently inside
the organization (Orme, 2011). Although, once the XYZ Company implements and
standardizes the changes successfully, problems on individual level may arise
due to employees not adjusting to change easily (Orme, 2011). 

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