I'm Mel Fugate the purpose of this video is a follow-on to the one you saw
related to the integrative framework so what I'm going to demonstrate is how
that integrative framework is integral to the three stop problem-solving approach
that we include in this product our three stop approach no surprise has
three components stop one is to define the problem
stop two is to use OB to identify the underlying causes of those that problem
or problems and then step three is to generate recommendations based on those
causes again using your OB knowledge concepts theories tools so to illustrate
going to give you a scenario so assume that you're a valued junior employee in
your department and you're thinking of quitting so common scenario but there's
another important point that is is that many other talented junior employees
quit your department in the past couple years so that's the scenario let's move
to stop one so stop one we need to define the problem so as this scenario
lays out turnover is a problem
turn over all by itself isn't necessarily necessarily a problem
so for example if you have low performing employees quit or Deadwood
great frankly you're probably better off if they quit however in this scenario
the fact is is that you have junior talented employees that continue to
leave so you have a pattern of this and so there is the problem turnover of
talented junior employees that frankly is impeding the ability of your
department to meet its own goals and objectives so that stop one you've
defined the problem then move on to stop two stop two is to identify the causes using
the OB concepts and tools learned in the chapter that you're working so i'm going
to outline three potential causes those potential causes you'll see map right
onto the integrative framework that Angelo described in the previous video
potential cause number one is that the individual level and if it is at the individual
level we identified a couple possibilities so one is is perhaps the
the jobs available to your junior employees frankly aren't fulfilling their
values
the things that they seek or want most from their job and from their employer a
second possibility is they can have low job satisfaction simple as that
then we move to potential cause number two and again we rely on the integrative
framework remember in the input box we have both individual factors and
environmental characteristics so potential cause number two let's look at
environmental characteristics so an obvious one could be or common
certainly is a poor relationship with your boss but anybody that's worked
anywhere for any period of time knows that a bad relationship with your boss
can motivate you to quit or look for other alternatives at least and then
another potential cause on an environmental level is political culture so intensely
political culture of course can be poisonous and cause people to quit in
mass or certainly over time as described in the scenario now potential
cause number 3 again referring to the integrative framework processes so one
possibility is that you have unfair leader behavior so if your if your boss
or leader treat you unfairly compared to say senior employees you know favors the
most senior people no surprise then perhaps that your junior employees are
leaving and then finally could also have faulty performance management practices
whereas hey rewards and recognition just that are distributed unfairly so
there and stop two we've used OB concepts and tools theories to identify potential
causes now let's move to stop 3 which so we define the problem we've identified
the causes
well now it's time to do something about it so stop three is to generate
recommendations those recommendations need to map onto the causes and
certainly refer back to the original problem that you defined in stop one
recommendation one relates to the person factors so one thing we could do is
provide projects to your junior employees than those that have elements
that helped fulfill their values the things that they want most from their
jobs and from their employer the next recommendation at the person factor
level is to assign motivating projects what we mean by motivating as ala
Hertzberg right so motivator hygiene and to assign projects that have those sorts
of elements or characteristics in those jobs now this moves to recommendations
aimed at the environmental level so one there is to improve LMX or leader member
exchange to improve those relationships between managers and their junior
employees certainly training could be a good means for doing that then another
recommendation and again these are mapping onto the causes we identified
earlier which is to stop rewarding political behavior we know if we
reinforce it rewarded likely to continue
therefore it would make sense to identify those political behaviours and
stop rewarding them now move to recommendation number three which maps
maps onto our potential cause number three which is the focus on processes so
if you recall from the integrative framework of processes are part of the
system's foundation right inputs processes outputs so in here we have our
recommendation is to improve the performance management system so with
that we've worked through the three stop process define the problem use OB
concepts tools theories and skills to identify the causes and then to create
recommendations that map onto those