Running head BUSINESS ANALYTICS1BUSINESS ANALYTICS 9.docx

Running head: BUSINESS ANALYTICS 1
BUSINESS ANALYTICS 9
Business Analytics and Decision Making
Hakim Callahan
Argosy University
Contents
Introduction and Company Summary 3
Summary of Business Analytics 3
Benefits and Shortcomings of Business Analytics 4
Challenges of Applying Business Analytics 5
Business Analytics Techniques 6
a) Predictive Analytics 6
b) Decision Analytics 7
c) Descriptive Analytics 7
Implementation Plan 8
Backup Implementation Plan 9
Conclusion 9
References 10
Business Analytics and Decision Making Introduction and
Company Summary
Business analytics is a platform for integrating technology,
skills, and practices in exploring previous business events. BA

is mainly important in forging the future through gathered
insights and formulated business plans. In this context, business
analytics will be applied to a design firm that has the resources
of technology but does not engage in data analysis.
Additionally, the design firm has not interconnected its
technology systems, and as a result, the databases are
independent. Looking forward, the company is aiming at
opening a second branch of business. In rectifying the
operational performance of the company in context, it is
necessary that the company utilizes business analytics in the
functions of decision making, description of historical data and
predicting. The primary goal of this paper is to identify the role
of business analytics in decision making. Summary of Business
Analytics
The business in context has been defined above, and this section
will work towards providing a summary of business analytics
required in decision making. Before engaging in business
analytics, it is important that the firm integrates its technology
platform into a single system. Integrating technological
components will help the firm to centralize its data for purposes
of business analytics (Evans & Lindner, 2012). Primary, this
firm can apply business analytics in analyzing historical data
for purposes of developing trends that will help in the decision-
making process. The multiple instances that the business
analytics can be applied include understanding resource
allocation, identifying the optimal number of employees and
identifying the appropriate marketing mix. These scenarios will
be critical in the opening of a new business branch that will
yield optimal positive outcomes. Therefore business analytics
will be applied towards predicting and simulating business
conditions that will provide the optimal set of conditions.
Benefits and Shortcomings of Business Analytics
Considering that the main goal of businesses is to provide
valuable services and products to customers, business analytics
provide a competitive advantage when appropriately utilized.
The competitive advantage is provided through the alignment of

business functions towards achieving consistent performance
metrics. Secondly, the business analytics also help in making
business information more understandable and usable towards
decision making (Evans & Lindner, 2012). Concerning the
company in context, it could be having a great of information
and data, but it can hardly draw any meaningful information for
decision making. A better understanding is created through the
visualization of data in the form of graphs and simulations.
Thirdly, business analytics will also enable the company to
become more agile and adaptable to the current dynamic
business environments (Evans & Lindner, 2012). Agility and
adaptability are created through the ability of analytics to
develop forecasts. Subsequently, both agility and ease of
understanding information also help in optimizing the
competitive advantage of a company.
However, business analytics is also accompanied by
disadvantages that arise during their utilization and
maintenance. One of the disadvantages of applying business
analytics is the complexity of models and data. A certain level
of complexity might hamper rather than assist in decision
making. This disadvantage can be related to the over
expectation of analytical models and software. In coping with
this disadvantage, a business can use a top-down approach that
aims at maximizing output while saving time. The top-down
approach enables easier workflows, unlike the general approach.
Secondly, there is also the disadvantage of huge piles of
historical data. Since business analytics thrive in the presence
of historical data, companies might encounter the drawback of
having to store large amounts of data (Holsapple, Lee-post &
Pakath, 2014). In proactively handling this problem of mass
data accumulation, it is important that the firm increases its
storage spaces and even deleting some of the old historical data.
The latter solution could effectively work under a policy that
defines the relativity of historical information (Holsapple, Lee-
post & Pakath, 2014). Thirdly, there is also the disadvantage of
high installation and maintenance costs for the business analytic

systems. Companies should ensure that it trains its employees
on the use of the business analytic systems. As a proactive
measure against costs, business will ensure that the systems are
operated optimally to avoid damages and ineffective utilities.
Challenges of Applying Business Analytics
During the utilization of business analytics, it is possible that
companies may encounter implementation challenges. One of
the challenges is the element of information maturity.
Information maturity relates to the quality of data used in the
analytical systems. Poor-quality data subsequently lead to poor
decision making. In proactively coping with this challenge, it is
important that mapped data sources are verified in ensuring the
inflow of data is quality. Additionally, it is important to
integrate data collection for purposes of obtaining more
meaningful information (Holsapple, Lee-post & Pakath, 2014).
Secondly, there is the challenge of model usability which is
caused by employees who do not have adequate information
about the operations of business analytic models. In handling
the challenge of an ignorant workforce, it is important that
training is comprehensively conducted for purposes of
empowering the employees with skills and knowledge on
business analytics models. Thirdly, there is the challenge of
applying inappropriate analytical models and systems. In some
cases, the applied models are either too complex or too
simplified for the data available for analysis (Holsapple, Lee-
post & Pakath, 2014). It is therefore recommended that
companies identify their analytical needs and the data available
to them for purposes of applying the most appropriate model for
business analytics. Business Analytics Techniques
Regarding the current scenario, the three business techniques
that can be employed by the design company are predictive
analytics, decision analytics, and descriptive analytics. a)
Predictive Analytics
Beginning with the predictive type of business analytics, they
are an approach used in leveraging the historical data for
purposes of making scientific inferences of future possibilities

(LaValle et al., 2011). Under the predictive business analytics,
it is possible to use either output or a combination of both the
model and output.
Advantages
· Predictive analytics enable a business to conduct risk
management.
· Predictive analytics also build causal relationships between
the business performance and variables in the operating
environments.
Disadvantages
· Low-quality data might yield poor predictive abilities.
· Misinterpretations and wrong data could lead to
counterproductive decision making (LaValle et al., 2011).b)
Decision Analytics
Secondly, there is decision analytics which in most cases are
intertwined with the prescriptive analytics. Decision and
prescriptive analytics enable visualizations of analytics
(LaValle et al., 2011). Again, these set of analytics target
making decisions for future engagements.
Advantages
· They provide optimal sets of resource combinations for best
performances.
· Company managements are also able to picture and visualize
their ideas in future. This function is enabled through
simulations (LaValle et al., 2011).
Disadvantages
· It is almost impossible to bring together all causal factors
together. This challenge is due to the dynamic nature of the
business environment which continually introduces new
affecting factors.
· Larger action sets yield to poor optimization (LaValle et al.,
2011).c) Descriptive Analytics
Thirdly, descriptive analytics play the role of analyzing
historical data and creating trend-visuals such as charts and
graphs (Schläfke, Silvi, & Möller, 2012). Descriptive analytics
occur in the forms of either exploratory or focused.

Advantages
· Descriptive analytics provide data consistency for purposes of
developing a relevant business narrative.
· Descriptive analytics also simplify historical data analysis
through visualized trends.
Disadvantages
· It can only study a maximum of three variables in a given
time.
· Descriptive analytics are not sufficient on their own in the
presence of many variables leading to complexity of data
analysis (Schläfke, Silvi, & Möller, 2012).Implementation Plan
Towards integrating the business analytics into the business
operations, it is critical that the design company utilizes the
most optimal model of integration. Based on the purpose of
optimizing the positives of a business analytics, the following
implementation plan will be used:
· Step One: Identification of the issue to be solved. Concerning
the design firm, the business problem is the wise decision of
opening an operations branch.
· Step two: Establishing the performance metrics to use. Some
of the metrics to apply include customer satisfaction, and
company profitability.
· Step three: Integrating the technology platforms including the
databases for a unitary data pipeline.
· Step four: Conducting simulations of the expected opening of
the second location.
· Step five: Analyzing and comparing both historical data and
predicted data.
· Step six: Compiling a report on the business analytic
outcomes.Backup Implementation Plan
If the above implementation plan is not approved by
management, the following backup implementation plan can be
applied:
· Step one: Identifying the purpose of the business analytics.
· Step two: Integrating the technological platform including the
databases in creating a unitary data pipeline.

· Step three: Installing business analytic software for use by
different employees.
· Step four: Training company staff on how to use the installed
software to reap optimal results from its utility.
· Step five: Running simulations of sample business scenarios in
establishing its effectiveness.
· Step Six: Evaluating the implementation results and making
amends where necessary.Conclusion
In general, the above analysis and proposal on the
implementation of business analytics are resourceful in enabling
objective decision making. Heading into the future, the design
firm management will be able to apply purpose to its
predictions and forecasts rather than solely depending on
intuitions. Regarding the second business location of the design
firm, it will be possible to apply the appropriate resource
combination in making the project viable. Eventually, the
integration of business analytics into business operations
enables companies to develop business narratives based on data
consistency that even help in making decisions.
References
Evans, J. R., & Lindner, C. H. (2012). Business analytics: The
next frontier for decision sciences. Decision Line, 43(2), 4-6.
Holsapple, C., Lee-Post, A., & Pakath, R. (2014). A unified
foundation for business analytics. Decision Support
Systems, 64, 130-141.
LaValle, S., Lesser, E., Shockley, R., Hopkins, M. S., &
Kruschwitz, N. (2011). Big data, analytics and the path from
insights to value. MIT sloan management review, 52(2), 21.
Schläfke, M., Silvi, R., & Möller, K. (2012). A framework for
business analytics in performance management. International
Journal of Productivity and Performance Management, 62(1),
110-122.
Running head: NEEDS ASSESSMENT
1
NEEDS ASSESSMENT

5
Needs Assessment
Nicholas J Ceo
American Military University
14 December 2017
A needs assessment is a systematic process of exploring the way
things are at the present and the way they should be ideally.
These factors are usually crucial in the performance at an
individual level to the organizational level (Rouda & Kusy,
1995). A needs assessment is a continuous process of
evaluation, with the objective of connecting the performance
problems experienced in an organization and performance
opportunities to human performance efforts that are specific. It
also involves the process of differentiating the specific
performance problems which will be solved through additional
training from those that need other management measures. The
main aim of this paper is to develop a needs assessment for
MTS Systems Corporation.
The management problem at MTS is a human resources
management problem One of the biggest challenges is the

retention of workers who are skilled and talented. There are also
generational differences amongst the work force, bringing with
it a challenge in that the different groups respond differently to
different situations, hence need to be handled differently. The
management also has to deal with communication at the
workplace and keeping the employees motivated in order to
enhance performance. The performance of the company is
impressive, with strong growth and revenue of around seven
hundred and eighty million dollars. The bottom line is also very
encouraging. This performance, however, is way below the
expected performance which was projected to be over a billion
dollars in revenue and a quarter billion dollars in profits. This
goal hasn’t been achieved yet but based on the strong
performance of the organization, together with good
management, the target may be achieved.
The mission of the organization is to be a leader in innovation
in the manufacture of measurement and testing solutions so as
to enable the success of their customers. The mission is related
to the desired performance in that it the mission statement will
provide a drive for the staff to be the best in what they do, and
in this way improving the performance of the organization as a
whole. The management problems are experienced within the
whole company and aren’t just experienced within specific
departments.
In conducting a needs assessment, several steps will be
followed. One will be performing a GAP analysis. This step will
seek at establishing the actual level of performance of the
organization and the employees in comparison to the standards
which have been set (Rouda & Kusy, 1995). In order to do this,
the current situation will be determined first. The skills,
knowledge and abilities that the current employees have. This
analysis ought to take into consideration the goals of the
organization, the business climate and constraints, both internal
and external. The desired situations are the conditions that are
desired for the organization to achieve success. This analysis
will focus on the abilities, skills and knowledge that will be

needed to achieve achievement of set goals. The gaps that exist
between the current and desired situations will point out the
needs of the company. Customer care in the company is good in
the company but with additional training, it can be taken a
notch higher. There is also high competition in the market since
several new entrants have started fighting aggressively for
market share. For this reason, there is need.
The second step is to identify the priorities and the
importance of each action. The first step produces a big list
with needs for career development, training and organization
development and other interventions that have been identified.
All these factors will be examined in light of their importance
to the organization in regards to the constraints, organizational
goals and realities that exist (Rossett & Sheldon, 2001). Due to
this, the needs that are identified will be determined if they are
real, worth addressing, are important to the organization and are
urgent in regard to the requirements and needs of the
organization. The customer service training should be
prioritized since it will impact directly on the clients, who are
the kings in the business. The training will also be more cost
effective when compared to the cost of the problem, which is
significant. On top of this, customer service will encompass
almost every aspect of the company. Good service will meet the
needs of the customers, who spread the word to their friends, to
the benefit of the company.
The next step is to identify the causes of problems in
performance and the opportunities that exist therein. At this
point, needs of the organization and individuals have been
focused on and prioritized, this next step is aimed at identifying
the specific areas that present problems and opportunities
(Rouda & Kusy, 1995). People ought to know what the
performance requirements and if the solutions applied will be
appropriate. In order to do this, two questions will be asked.
One will be whether the employees are doing the jobs they are
entrusted to do effectively. The next will be if they have the
right skills in order to their jobs effectively. This will require

the investigation of employees on their jobs, in depth, for both
present and future times.
The fourth step will be to identify the possible growth
opportunities and solutions. If the employees are doing their
jobs effectively, then they shouldn’t be interfered with.
Nevertheless, training, or some form of intervention would be
justified if it has sufficient importance in growing the
performance into new levels (Rossett & Sheldon, 2001).
Training could be a solution in case there is a gap in the
knowledge.
References
Rossett, A., & Sheldon, K. (2001). Analysis. Retrieved from
Big Dog' s and Little Dog's Performance Juxtaposition:
http://nwlink.com/~donclark/analysis/analysis.html
Rouda, R. H., & Kusy, M. E. (1995). Needs Assessment: The
First Step. Technical Association of the Pulp and Paper
Industry.
Running head: RISKS AND REWARDS
1
RISKS AND REWARDS

2
Risks and Rewards
Nicholas J Ceo
27 December 2017
Risks and Rewards
Risk analysis of each proposed solution
Each of the different solutions proposed to address the problems
and issues facing MTS Systems Corporation has a positive
impact on client satisfaction. Besides this, it helps the
organization retain its best talent and develop the skills and
experiences of their employees (Thornton, 2004). Nonetheless,
implementing these solutions is not a guaranteed direction to
success; there are some underlying threats that need to be
identified before they adversely affect the organization. The
risk assessment of every solution is as follows;
i. Brainstorming
This method calls for participation of the thoughts and ideas of

the organization’s employees. The underlying risk in this
method is that the top management may receive contributions
from only the talkative members of the workforce who may not
have the right information to help solve the challenge.
Nonetheless, this is a good approach to improve communication
across different departments and job classes. Another risk of
this approach is that there be a division between the different
generations of the employees; for example, a case where the
millennials would not prefer to share with the older generation
due to fear of being undermined.
ii. Coaching
This practice involves employee training to enhance skill,
experience, and knowledge. Coaching will bring changes in the
structuring of the roles and responsibilities of some of the
employees. There more experienced employees will be required
to guide the un-experienced employees. Taking this action
introduces the risk of the passing of misleading or biased
information and knowledge from one generation to another
making it hard to identify the cause of failure (Aartsengel, &
Kurtoglu, 2013). It will also be necessary for each department
to have a trainer. This will cost the organization an extra salary
for the training services.
iii. Pink Bat Thinking Method
Improving the relationship between the management and the
employees through this method poses a risk to the adherence of
the protocol and the respect of authority in the corporation.
MTS Company may change some of the organization’s
operations in order to favor the employee and end up losing
some of its customers due to the changing of the business
image.
iv. Checklist Method
This might is a cost-effective approach which only engages the
efforts of MTS top management. By coordinating this process
among the different concerned stakeholders, the company will
be able to have different ideas on ways to retain most of its
skilled and talented employees. However, when ranking the

issues hindering the company from achieving its goals, it might
not show the exact situation on the ground as the issues keep
changing time and again. The risk, in this case, is relying so
much on this method without consulting with the employees
themselves.
v. Continuous Process Improvement
This method adds an additional cost to the company and
consumes a lot of the available resources in the company for it
to be successful. This process might also affect the productivity
of the teams involved in it especially if they are expected to
carry out other crucial roles in the company. Instead of
encouraging the employees to continue serving the company,
this method might even make them want to leave the company
sooner due to the tightening of procedures in the company.
References
Aartsengel, A. & Kurtoglu, S. (2013). Handbook on continuous
improvement transformation: the lean Six Sigma framework and
systematic methodology for implementation. Berlin New York:
Springer.
Thornton, A. (2004). Variation risk management: focusing
quality improvements in product development and production.

Hoboken, NJ: Wiley.
Running head: CLIENT SELECTION
2
CLIENT SELECTION
Nicholas J Ceo
6 December 2017
MTS Systems Corporation is a supplier of test systems as
well as industrial position sensors all over the globe. The
company deals with hardware and software solutions with the
aim of accelerating and improving the design, development, and
manufacture of products and structures. MTS operates in two
segments, one which deals with sensors and the other with tests.
The test department focuses on providing testing solutions that
include software, hardware, and testing services. The sensors
segment is keen on providing products to be used in mobile
equipment and industrial tools manufacture in order to automate
their operations, thus enhancing safety and productivity of the

end users. The organization also provides tools to measure
displacement in fluids, for instance, liquid levels for clients in
industrial processes.
The organization provides a solution is an organization
that seeks to pioneer in technology and provides unmatched
expertise. Engineers depend on accuracy, certainty, and
measurements to do their work, to conduct research and
transform ideas into results that are tangible and working. MTS
Systems is a corporation that is fully dedicated to this
transformation in a manner that is faster, more efficient, easier
and more successful. The company was established in 1966 with
its headquarters at Eden Prairie, Minnesota and has since that
time worked in partnerships with engineers worldwide.
MTS Systems has had impressive performance over the
years with revenues of about seven hundred and eighty million
dollars in the 2016-2017 financial year, up from six hundred
and fifty million dollars the previous year. This represents a
38.4% growth in revenue. Profitability has also grown over the
years, and the strong performance is expected to continue into
the near future. Nevertheless, the performance would be much
better if the existing management problems are dealt with.
Running Head: ORGANIZATIONAL PROBLEM SOLVING
ORGANIZATIONAL PROBLEM SOLVING
4
Organizational Problem Solving
Nicholas J Ceo
22 December 2017
Abstract

Organizational problem solving goes beyond mere decision-
making processes. Therefore, practical problem solving has to
involve the entire organization. As an organization, everyone
from the senior management to the subordinate staff is an
essential entity in problem resolving. Some of the issues in an
organization arise from the management as well as the human
resource (employees). Therefore, problem-solving methods are
formulated in dealing with the problems the company is facing.
Furthermore, problem-solving targets increases quality and
productivity of a company making it an essential process of any
business organization.
Keywords: organization, problem-solving
Problems at MTS Systems Company
· Increased Difficulties in retention of skilled workers.
· Generational differences.
· Ineffective organizational communication.
· Low output,
Identified Problem Solving Methods
· Brainstorming.
· Pink Bat thinking.
· Continuous process improvement.
· Coaching.
· Checklist method.
Brainstorming

The method involves generation of ideas by a group. A problem
(s) is identified, and individuals give their version of solutions
to the problem. Viable concepts are defined and can be taken
for action in the company. During brainstorming, no criticism,
as well as judgment, is made to the ideas presented.
Brainstorming allows for acquisition of free and open views that
can be useful to the company. There are no worries of egos and
other associated personality traits.
For MTS, brainstorming can be utilized in identifying the cause
as to why employees drop out as well as addressing the possible
solutions. For instance, the top management will find an
opportunity for interacting with employees and break the barrier
that may result in ineffective organizational communication.
Coaching
Coaching refers to skill enhancement by providing part-time
employee training. A given area of improvement is first
identified, the necessary trainers are availed, and training is
done in the working place. Coaching is the best way to skill
development in an organization.
Provision of coaching services can solve the problem of
generational differences. Since the current generation of
employees is equipped with modern technological skills, the
pioneer employs at the company can be offered to coach in
existing technical skills and knowledge to bridge the
generational skill-gap between them. Coaching will, therefore,
ensure that all the employees are at the same skill level.
On the other hand, skill enhancement will give the company a
competitive advantage. Since the company aims at the
production of quality systems, skill enhancement will result in
quality output as per their needs and goals.
Pink Bat thinking method

Pink bat thinking Involves a positive approach to problems. An
individual looks at a challenge as an opportunity. The technique
is useful in strategic planning concerning the prevailing
conditions in an organization. The issues facing MTS systems
company can be handled as an opportunity. The central area to
be exploited about MTS company issues is one on one meeting
with employees. The act results in improvement of management
and employee relationship. Besides, the company can go beyond
limits and explore through case studies hence finding new
opportunities to exploit. Therefore, the entire scenario should
be treated as a chance to improve rather than a problem to be
solved.
Checklist Method
The method entails prioritizing. Matters of importance are given
the priority. Various problems are identified, management
levels are highlighted, and attention is given to each according
to the level of significance.
MTS as a company can identify the problems that hinder
achievement of their goals. This is known as the causes.
Various stakeholders are then given an opportunity to look at
the matter and probe into it. MTS then reaches out to diverse
affected departments to assess the possible causes of the
problem using any of the methods mentioned earlier. The
critical areas to be given more attention at MTS are related to
the human resource. Thus it should be given utmost care.
Continuous Process Improvement
The method involves bitwise development rather than
immediate wholesome process improvement. Procedures and
processes are attended to each at a time. A cause of a problem is
identified, target objectives and solutions are formulated, the
necessary measures and tools are out in place and finally, the
whole process is implemented.

MTS as a company can use this method to regain its high output
standards and competitiveness. They can implement the plan by
identification of critical problems especially in the human
resource and apply necessary measures within a given
predetermined schedule. For instance, retention of skills can be
employed as a strategy and implemented slowly starting with
creating a motivation plan for the employs to boost employee
productivity.
References
Large-Scale, Real-Time Organizational Change.
(2017). Alumnus.caltech.edu. Retrieved 16 December 2017,
from http://alumnus.caltech.edu/~rouda/T5_LSRTOD.html
Van Aken, J. E., & Berends, H. (2017). Problem-solving in
organizations. Cambridge University Press.
Running Head: IMPACT ANALYSIS
IMPACT ANALYSIS 5
Impact Analysis
Name
Institution

Introduction
Impact analysis involves identification of overall consequences
that result from implementation of a given change in an
organization. Prior impact analysis is designed to eliminate
unexpected and possible issues that may occur when
accommodating change. The criteria look at proposed changes
and the overall impact to ensure it is managed. Sometimes
analysis calls for experimenting given changes on a small scale
before they are initiated. Therefore, each solution is subject to
sidelining and scrutiny for possible adverse impacts with
positive impacts being looked at on a minor level.
Coaching
Coaching is a solution suggested for employees in retention and
improvement of excellent skills. The impact of such a program
lies in its cost. To implement the program, the company will
incur expenses that may result in bankruptcy especially in the
department of strategic planning. Clients will have a positive
gain of getting new skills, but in the long run, the company will
make losses.
Coaching also disrupts the company’s timelines and operations.
This can be noticed in rescheduling operations to create time for
coaching and even do preliminary practices based on the
knowledge imparted.
The short-term impacts on clients and the entire human resource
lie in delayed production and delivery. This is because the
otherwise useful time is spent in learning new skills and
exercising them. Furthermore, some information offered during
coaching may differ with the skills already available. This will
create confusion among the employees as they are not used to

the skills. The result will be disruption of operations, and thus
the company may realize losses.
Continuous Process Improvement
The process involves a gradual change in processes.
Accommodating such a change lies in the difficulties it offers to
the organization regarding finance. To implement bitwise
changes, an organization must be ready to pause given programs
which in turn affects other operations. For instance, a
maintenance operation on its halts almost the entire production
process. This reduces the working hours of employees hence
may require compensation for time lost. The company, in turn,
makes losses for paying for costs of unproductive time.
The process may also disrupt managerial operations. This is
because the primary stakeholders will have to undertake
supervision and oversight during process improvement. The
later adds to the time lost and costs of compensation as well.
With the disruptions at work, some employs may resort to
resignation since they may not cope with the changes. Take for
example introduction of computers in an institution where
clients do not know the machine, and they have to use it; some
will prefer migration rather than learning the skill.
Brainstorming
Brainstorming is a useful method of finding possible solutions
and solving them. The impact of such an act only lies in overall
representation. Some silent employs may end up being victims
of other people’s ideas since they are not much talkative.
Brainstorming is problematic since it only uses concepts from
talkative individuals who want to express themselves.
Pink Bat thinking method
Pink bat thinking Involves a positive approach to problems. An
individual looks at a challenge as an opportunity. This is much
risky and can affect the entire human resource and the
stakeholders of a company. As much as one can maximize on a
problem, a simple error may lead to significant losses.

Furthermore, clients who have dealt with a similar issue and
failed tend to back off from it same to stakeholders thus some
of them may decide to leave the company given that some
changes are being implemented based on the problem.
Checklist Method
This method involves only stakeholders. They do come with
essential aspects and cause to given problems and provide their
version of solutions. It is not such a straightforward way
because employees feel less considered and privileged thus
demotivation. On the other hand, the problems dealt are not on a
full scale. Based on operations, the employee is a subject to the
solutions and may suffer under unintended circumstances.
References
Large-Scale, Real-Time Organizational Change.
(2017). Alumnus.caltech.edu. Retrieved 16 December 2017,
from http://alumnus.caltech.edu/~rouda/T5_LSRTOD.html
Van Aken, J. E., & Berends, H. (2017). Problem-solving in
organizations. Cambridge University Press.

Running head: CLIENT PROBLEM
1
CLIENT PROBLEM 4
CLIENT PROBLEM
Nicholas J Ceo
6 December 2017
The modern business environment has become very
complex, competitive and dynamic. An organization has to keep
scanning the environment to see what it can do differently so as
to increase its productivity. Management problems have been
around from time immemorial, but their impact on the
performance of the organization cannot be ignored. These
challenges, then, have to be sorted out in the most effective way
possible so as to mitigate their effects on the organization.

Some of these problems include transparency, human resources
challenges and change management. In this research paper, we
are going to focus on human resource challenges experienced at
MTS Systems, evaluate their effect on the company performance
and measures that can be put in place to mitigate the effects of
this challenge.
One of the biggest challenge in the workplace today is
retention of skilled and talented workers. The way the
workforce is constituted today, there is a need for more than a
good salary to keep the talented people motivated and satisfied.
It has been observed that employees move and job-hop as they
seek to move up the ladder at the shortest time possible and also
in an attempt to meet their expectations and motivations which
are ever-changing and dynamic. The situation has been
compounded by the generational difference in the company
where there are older generations and the millennial, who are
driven, motivated and simulated by different factors. For
instance, the older generations are much more loyal to the place
of work and are less likely to job-hop. They are also more
patient and are much more responsive to financial rewards. On
the other hand, the younger generations are less loyal to the
company they work for, are less patient and will respond better
to recognition as well as feeling valued.
Today, managers have woken up to the realization that
their skilled staff has more options on their hands, especially
now that there are more advances in technology, given the
explosion in startup and entrepreneurs who are revolutionizing
the way things are done. Managers have to evaluate the hunger
in the workplace and focus on feeding it (Bondarouk & Ruel,
2009). There is need to focus on much more than just providing
a potential opportunity for promotion and job security.
Managers should focus on working with the other members of
top management in order to define roles, come up with career
progression paths that are extensive, enhancing creativity in the
workplace, enhancing the working environment, encouraging a
culture of collaboration and providing a system-wide mission

that will be adopted by employees in their daily operations.
Management of human resources extends even to the
communication amongst the different generations that are found
within the workspace in the organization. A younger generation
is usually accompanied by new advances in technology, new
ways of doing things, new challenges, new ways of thinking and
different reactions from the society. Presently, we have
millennials who are at home in the digital world and are spiteful
of analog methods. They also appear to be more aggressive,
lacking emotions and patience. This is also a generation that
wants to be efficient in what they do and wants to feel that they
bring about an impact at their workplaces. Technology promises
to do more work, with better quality output, with fewer
wastages and less time. The organization has had challenges
managing the passion of these young people. There have also
been challenges in dealing with the reactions from other
generations in regard to these new ways of thinking as opposed
to the traditional methods and finding common ground that will
promote respect and collaboration. A mix of the generations of
the teams is a benefit if there is the diversity is used as a tool
for bringing the best qualities to the table and pooling them
together.
Focusing on retaining staff and talent for longer periods of
time will go a long way in reducing costs associated with
recruitment, training, and orientation of new staff. It will also
be important for the maintenance of good performance as there
will be little time lost in training of new staff and before they
become productive. In order to retain employees, the
organization needs to enhance the adoption of a company
culture that is appealing and that engages employees in two way
communication (Hendry, 2012). In this way, their needs will be
understood and steps that should be taken to make their
environment more conducive. Communication between various
generations will be better handled if there is the inculcation of a
culture that encourages respect, collaboration, and co-operation
towards achieving a common goal. In dealing with the younger

generation, there is need to provide better structures, mentors,
effective leadership, and guidance. At the same time, it is
important to encourage the millennials to embrace their can-do
attitudes and bring solutions in the workplace instead of trying
to confine them to certain ways of doing things. The
management can also take advantage of their levels of comfort
working as teams and use these groups to brainstorm and come
up with solutions for various challenges. In this way, the
organization will achieve greater levels of success.
References
Bondarouk, T. V., & Ruel, H. J. M. (2009). Electronic Human
Resource Management: challenges in the digital era. The
International Journal of Human Resource Management, 20(3),
505-514.
Hendry, C. (2012). Human resource management. Routledge.

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