The Solution Path By Tasos Siokas Ph.d

Cummings, T. G.; and Worley, C. G. (2015). Organization Development and Change, (10th Ed). Mason, OH. Cengage Learning.

Challenges are all around us. Sometimes we face easy challenges and other times we face difficult challenges. In order to solve a problem, regardless of its level of difficulty, one must think critically and creatively in order to develop a satisfactory solution. As we try to solve the problems of our daily lives, it is important to examine any and all ideas. From the most mundane to the most radical, it is a healthy activity to express all ideas and do the filtering later. This paper will attempt to discuss and solve a problem I have some personal experience with. “It is one thing to have thinking skills and quite another to use them in everyday situations”

The main aim of this research proposal is to explore the extensive situation of the problem of

Analysis of Political Anti-Semitism in Interwar Germany and Poland," writer William Hagen proposes that in the pre-World War II political anti-Semitism, Germany and Poland shared interests in advancing and modernizing Christian middle-class elements in the industrial-capitalist order at the cost of a Jewish population. Hagen states the liberal interwar economy crisis allowed the role of a totalitarian state became a tool for spreading anti-Semitism in Germany. However, Hagen argues that central and eastern European Jews faced the threat of extermination before anti-Semitism spread in Germany. According to Hagen, the structural crisis between Jewish communities and modernizing

The 1930’s saw a huge fight for power, among European nation states with Germany rising to pre-eminence. As Adolf Hitler took office, he put his plans for his “Thousand Year Reich.” One of these policies came to be known as “The Final Solution” (ushmm). The main focus for the “Final Solution” was the German Jews (ushmm). Leading up to the decision on taking out every Jew that was in Germany. Over the years massive terror, took over for the Jewish Germans, and the other Jews that surround Germany.

“In order to be successful in that case Mr.Dees manages the conflict constructively. He generated the current solutions and searched fort he common acceptable solution. Also asking to the team members shows that he triedto figure out what they have learned. In addition to this, he gave importance on Rational Goal Model and to its analysis. He focused on providing a vision that inspires followers and justifies the organization. To achieve this vision, the steps needed to be taken were clarified fort he optimum effectiveness.”

“An effective training program needs a high-quality program design to maximize trainee learning and transfer of training. Program design refers to the organization and coordination of the training program.” (Noe, p. 193) Doug Conant became CEO of Campbell’s Soup in 2001 in the midst of a tumultuous time for the company. Campbell’s Soup stock was hitting rock bottom and “in Conant’s words, the company had "a very toxic culture." Employees were disheartened, management systems were dysfunctional, trust was low, and a lot of people felt and behaved like victims” (Duncan, 2014). To change the culture, Conant implemented the CEO Institute to “create a meaningful

Throughout our final semester of study at Maryville, our cohort has studied Peter Senge’s, The Fifth Discipline: The Art and Practice of the Learning Organization. Rather than set of management practices, the book describes how organizations, especially those that are sustainably competitive, know how to learn. These “learning organizations” are continuously learning how to work together, where the norm is producing their best. In the book, Senge identifies five essential elements, that when practiced together, create perfect conditions for an effective learning organization. These five practices are Personal Mastery, Mental Models, Shared Vision,

Most organizations do not follow-up on the benefits of training as regards staff performance. As a result of this they don’t take training and development as an important factor in organizational growth and survival. Most manages do not know how to assess the return on investment in training, nor are they equipped with the necessary management tools to monitor the decision making process of such investment. It has been discovered that training and development budget is the first cut when the organization is faced with difficulties because most of them are of the opinion that investment in the area of training and development is not linked to the bottom line of the business. Globalization and rapid technological development has changed the conditions for companies and increased competition in the world markets. The quality of a company’s human resources is the key driver for sustained top-level performance. It has become crucial to continually invest in human resource development in order to guarantee success in the global market. As earlier said, managers engage in minimal training thereby not giving quality training to their employees, this in turn affects the overall outcome of the training and the performance of the staff. Most organizations that have a competitive image see more reasons to train their workers than those who are on the lower rung of the ladder of recognition, but training and development is still needed to create a niche. In the light of the above,

There are many different strategies that good problem solvers use to solve a problem. The steps of the problem solving process are systematic and organized. First, take your time and identify the problem very carefully. Do the research, and become informed about your subject. Few good problem solvers solve problems fast. Life choices need to be supported with well thought-out

Organizations that strive to excel in aspects of innovation, competitiveness, and performance must have clearly defined core values that are executed by specific learning disciplines (Senge, 2010). Giesecke and McNeil (2004) stated, "A learning organization is an organization skilled at creating, acquiring, and transferring knowledge and at modifying its behavior to reflect new knowledge and insights" (p. 55). In the pursuit of defining specific practices that would produce an ideal learning organization, Senge (2008) proposes five disciplines that include, "...systems thinking, mental models, personal mastery, shared vision, and dialogue" (p. 1). In this application paper I will analyze each of the five disciplines discussed by Senge (2008) and discuss how they can be applied in an organization such as the high school where I am currently teaching to address specific areas in need of improvement.

Every day individuals are faced with many different problems for example deciding what to wear, finding a suitable place to park your car or even completing an assignment. Whatever the problem is, ‘problem solving is defined as any goal-directed sequence of cognitive operations’, as suggested by Anderson (1980, p.257).

Today, many businesses use proven historical methods within their organizations to improve strategic project management and problem solving techniques of employees in order for those employees to work in a much more efficient manner to add value to the company. Next, I summarize the Project Management Institute’s online certification program that offers training and education to volunteers and project managers around the world that strive to improve their skills in order to be more beneficial to the organizations in which they work. Afterwards, a brief review of the history of the TRIZ theory of problem solving is given. It explains where and why Genrich S. Altshuller developed this detailed problem solving theory. Lastly, a brief

Organization development grew out of the human relations traditions of the 1940s and 1950s, and it has had enormous influence on management practices and thinking about how organizational effectiveness can be achieved. Critical manpower and resource shortages faced by all organizations, public and private, during World War II and in the immediate post-war years stimulated a search by social scientist and managers, separately and in cooperation with one another, for effective means to maximize the utilization of existing individual and organizational resources. (Ritcher, I 2007). Organization Development was by tradition about planned change efforts, instituted to enhance organization effectiveness within the context of the traditional, hierarchical, management-as-experts, top-down era. The legacy of leaders and organizations developed in this context remain. Organizational Development is about how organizations and people function and how to get them to function better. Organization transformation signals the need to transform mindsets, engage people and make the deep shift to the ongoing mutual learning environment needed for the long-lasting change characteristic of our world today.

Peter Senge argues that not only we humans learn, but organizations also. However, learning itself may not be enough for the organization to survive in this ever-challenging era. In his book, The Fifth Discipline, Senge introduced five ‘disciplines’, namely systems thinking, personal mastery, mental models, building shared vision, and team learning, that characterizes an organization as a learning organization.