The document summarizes an organizational behavior course that discusses problem solving techniques. It provides an introduction to problem analysis and recognition methods. A case study on the Employees Provident Fund of Malaysia is presented covering its vision, mission, accounts, and withdrawal policies. Common problems faced by the organization are identified. Solutions are proposed, such as setting performance targets and incentives. The potential consequences of the solutions are surveyed, including improved attendance and productivity from rewards, but potential employee dissatisfaction from salary deductions.
PROBLEMS ARE THE GOLDEN EGGS
problems??? day by day in our proffessional life we faces so many problems, but didn't recognize about the problem. Because we are habituate to facing to problems, if we want to solve the problems, first we can feel YES am facing a problem then you have a chance to solve it... after that we should find is it REPEATATIVE problem or New problem, on the bases of the issue we can take further steps, how to break it. how to analyse, how to find countermeasure, how to check is it suitable or not, how to make standard.... if you want to know gothrough my presentations..
This is my first presentation posted in Slideshare
The causes of a major incident are a problem
Other problems are highlighted by the manner in which the major incident is handled
Refer the Major Incident Classification Tool in the Appendix
Tool is used to ensure the correct classification of a Major incident and that all details are captured
IntraLending is a solution to small financial needs of the employees of large companies. It works similar to how companies' internal classifieds work, the givers meet takers, but its a bit different. Our software automatically assesses credit worthiness and approves applications, which then be funded by colleagues. It has many features to make sure this happens seamlessly, assuring win-win situation for everyone.
Motivating Staff using Benefits management to align valuesMinney org Ltd
Everyone wants to make a difference. When people feel involved, feel that they make a difference, they can achieve superhuman results. When they don't feel involved, recognised, and able to contribute, they become demotivated.
Benefits Management is a way of measuring to demonstrate results. With the right measures and reporting in place, people can see what a difference they make and can see how their changes in behaviour and activity affect the organisation's (and their team's) success. That's why it is so powerful!
Fixing the Problems in Your Operations Problem-Solving MethodsSafetyChain Software
Learn why manufacturers struggle to quickly and clearly define production issues, determine the complexity of a problem, and why there may be confusion over problem-solving methodologies versus problem-solving tools.
Presented by: David Hicks and Tim Nickerson of TBM Consulting
This is the final session in a four part series on Operational Management Systems.
Watch the full presentation: https://info.safetychain.com/fix-problem-solving
PROBLEMS ARE THE GOLDEN EGGS
problems??? day by day in our proffessional life we faces so many problems, but didn't recognize about the problem. Because we are habituate to facing to problems, if we want to solve the problems, first we can feel YES am facing a problem then you have a chance to solve it... after that we should find is it REPEATATIVE problem or New problem, on the bases of the issue we can take further steps, how to break it. how to analyse, how to find countermeasure, how to check is it suitable or not, how to make standard.... if you want to know gothrough my presentations..
This is my first presentation posted in Slideshare
The causes of a major incident are a problem
Other problems are highlighted by the manner in which the major incident is handled
Refer the Major Incident Classification Tool in the Appendix
Tool is used to ensure the correct classification of a Major incident and that all details are captured
IntraLending is a solution to small financial needs of the employees of large companies. It works similar to how companies' internal classifieds work, the givers meet takers, but its a bit different. Our software automatically assesses credit worthiness and approves applications, which then be funded by colleagues. It has many features to make sure this happens seamlessly, assuring win-win situation for everyone.
Motivating Staff using Benefits management to align valuesMinney org Ltd
Everyone wants to make a difference. When people feel involved, feel that they make a difference, they can achieve superhuman results. When they don't feel involved, recognised, and able to contribute, they become demotivated.
Benefits Management is a way of measuring to demonstrate results. With the right measures and reporting in place, people can see what a difference they make and can see how their changes in behaviour and activity affect the organisation's (and their team's) success. That's why it is so powerful!
Fixing the Problems in Your Operations Problem-Solving MethodsSafetyChain Software
Learn why manufacturers struggle to quickly and clearly define production issues, determine the complexity of a problem, and why there may be confusion over problem-solving methodologies versus problem-solving tools.
Presented by: David Hicks and Tim Nickerson of TBM Consulting
This is the final session in a four part series on Operational Management Systems.
Watch the full presentation: https://info.safetychain.com/fix-problem-solving
Learn about the key steps to a world class lead generation program in this previously recorded webinar by Sales Benchmark Index. A presentation by Sales Benchmark Index.
Dr Stephen Williams was one of the true pioneers in the area of occupational stress diagnostics and stress management. OPRA began our relationship with Dr Williams back in the late 1990’s and this continued up to his unfortunate passing in the mid 2000’s. During this time Dr. Williams did many presentations across our regions discussing the benefits of a proactive approach to managing stress at work. The following is a key note address on the topic that he gave at the 2003 HRINZ Conference: Releasing individual potential through employee wellbeing.
Government departments and agencies face a difficult challenge: with limited resources, how can they deliver faster, better and cheaper while engaging their people? Many organizations have used the approaches of Lean Six Sigma (LSS) in government to meet this challenge.
Lean start up bootcamp 5 three models to bring focusJames Cracknell
Root cause and the 5-Whys along with problem solving using the IDEAL model - through the MVP we create opportunity - by applying detailed analysis to this we improve our learning
As a trade business it is essential to create a game plan for the financial year to maximise the profitability of your business and maximise cash flow.
1. Organizational Behavior (GSM5101)
Lecturer: Dr. Dahlia Zawawi
GROUP MEMBERS:
Mohammad Saboori (GM04606)
Vimala Satiasilan (GM04484)
M. Mahdi Mesbahi (GM04701)
4. Introduction
How can a consulter analyse a problem?
KEY
sources
cause nature
sufficiency
Information
importance
5. Introduction
Problem analysing process
Recognizing
Finding the Recognizing Making Surveying the
the nature of
problem the causes solutions consequences
the problem
7. Case Study Introduction
Employees Provident Fund (EPF)
• The Employees Provident Fund (EPF) known
as Kumpulan Wang Simpanan Pekerja
(KWSP) is a Malaysian government agency
under the Ministry of Finance.
• EPF manage compulsory savings plan and
retirement planning for legally employed
workers in Malaysia.
8. Case Study Introduction
Employees Provident Fund (EPF)
• 11% from employee monthly salary will
be stored in EPF account
• 12% from employer contribution to the
employee account.
9. Case Study Introduction
Employees Provident Fund (EPF)
VISION
To be a world-class social security
organization providing the best
retirement savings for Malaysians
11. Case Study Introduction
Employees Provident Fund (EPF)
WITHDRAWAL:
• For retirement plan, money accumulated in an
EPF savings can only be withdrawn when
members reach 50 years old that is 30%.
• Once 55 years old or older may withdraw all of
their EPF.
• Withdrawals are also possible when a member
will emigrate, becomes disabled, or requires
essential medical treatment.
12. Case Study Introduction
Employees Provident Fund (EPF)
TYPES OF ACCOUNTS:
• Account I: stores 70% of the monthly
contribution and withdrawal of an age 55
years old only.
• Account II: stores 30% and permitted for
down payments or loan settlements for a
member's first house, finances for education
and medical expenses and investments.
15. Problem Solving
Finding the Problem:
•Leak out information regarding customer accounts
•New staff providing mislead information to customer
•Problem in handling staff during festival because many staff will go
on leave •Leak out information regarding customer accounts
•New staff providing company
•Staff making personal long distance phone calls on mislead information to customer
accounts •Problem in handling staff during festival because many s
•The staff must attend a customer in on leave
20 minutes time or else will
affect their service level •Staff making personal long distance phone calls on
•Staff taking excessive breaks or sick days
accounts
•Parking problem (outside parking are •The staff must attend a customer in 20 minutes time o
expensive, parking in EPF are
limited and full) affect their service level
•Staff taking excessive breaks
•Improper use of copy machines/computer equipment or using it foror sick days
personal matter •Parking problem (outside parking are expensive, parking
•Going back early and not achieving target.
limited and full)
•Improper use other people to
•Fraud cases (customer submitting death certificate of of copy machines/computer equipment or u
collect money) and staff giving forgery personal matter
document for housing loan.
16. Problem Solving
Recognizing the Nature of the Problem:
Person-Job Matching
-IQ test
-Interview based on a job requirement list
-ISO9000: all employees should know the rules & regulation
-Employees are being tested
17. Problem Solving
Recognizing the Nature of the Problem:
Attribution Process
How often? in past
14
days per month
High Consistency
18. Problem Solving
Recognizing the Nature of the Problem:
Attribution Process
How often? in other situation
5
days per month
High Consistency
Low Distinctiveness
19. Problem Solving
Recognizing the Nature of the Problem:
Attribution Process
How often? other employee
5
employee
High Consistency
Low Distinctiveness
Low Consensus
20. Problem Solving
Recognizing the Nature of the Problem:
Attribution Process
How often? other employee
5
employee
High Consistency
Low Distinctiveness
Low Consensus
22. Problem Solving
Recognizing the Causes:
Expectancy Theory
-Evaluate by Performance
-Reward: Bonus Payment
-Punishment: Warning Letter
Outcomes
Performance
+ or -
26. Problem Solving
Making the Solutions:
•Make sure that the target is mutually agreed upon
•Have regular milestone checks
•Make sure that all the employees are aware of the
performance bonuses
•In case a person does fail to achieve the target, you
can implement these penalties for the same
27. Problem Solving
Making the Solutions:
•Set some special rewards for punctual employees.
•Develop the face to face communications.
•Use the stronger punishments such as salary deduction.
•Set monthly dialogue between employee and employer
29. Surveying the Consequences
REWARD
Benefits that can be achieved by the company
are better :
• attendance ratio
• better performance of the employee
• increase in productivity .
30. Surveying the Consequences
EMPLOYEE SALARY DEDUCTION RULES
Disadvantages - employee will be not happy by
implementing the salary deduction scheme.
Moreover, employee financial problem will
increase and raise and family problem due to
insufficient of monthly income.
31. Surveying the Consequences
EMPLOYEE SALARY DEDUCTION RULES
Advantages - employees will be more serious of
attending work rather than taking leaves and
employee productivity will increase because
they tend to come work daily.
32. Surveying the Consequences
FACE TO FACE COMMUNICATION
• Can reduce moral and emotional issue
between employee and employer.
• It is the fastest way to solve problem in the
organization.
• Form of business talks, personal favors,
promises and good understandings.
33. Surveying the Consequences
EMPLOYERS AND EMPLOYEES DIALOGUE
• Can lead to a good understanding between
employers and employees.
• Employees will get chance to raise their
problem directly to the employees
• Problem can be solve effectively and help the
employees to understand their task and their
responsibility.