COVER PAGE

TABLE OF CONTENTS
TABLE OF CONTENTS..............................................................................................2
INTRODUCTION........................................................................................................ 3
What is Organisational Development ?.........................................................3
How Organisational Development and Quality Improvement is related ?......3
CONTENTS................................................................................................................ 6
Specific Problems in The Organisation..........................................................6
Comparison between Before and After Imposed Various Action to
Problematic Staffs.......................................................................................12
CONCLUSION.......................................................................................................... 14
REFERENCE............................................................................................................ 15

INTRODUCTION
What is Organisational Development ?
Organisational improvement is both an expert field of social activity and a territory of
investigative request. The act of OD covers a wide range of exercises, with
apparently unlimited varieties upon them. Group working with top corporate
administration, basic change in a region, and employment advancement in an
assembling firm are all case of OD. Thus, the investigation of OD addresses an
expansive scope of subjects, including the impacts of progress, the strategies for
hierarchical change, and the elements affecting OD achievement.
Other than that , organizational development also defined as an arranged procedure
of progress in an association's way of life through the use of behavioral science
innovation, examination, and hypothesis by Warner Burke. According to Wendell
French , association advancement alludes to a long-run push to enhance an
association's critical thinking capacities and its capacity to adapt to changes in its
outside surroundings with the assistance of outer or inner behavioral-researcher
advisors, or change operators, as they are some of the time called.
To accomplish the craved objectives of elite and upper hand, associations are
regularly amidst critical change. Frequently helpful vision for the association gets
made by a couple and after that push onto the numerous. Again and again, this
outcomes in these change activities finishing in a fruitful change of methodology and
structures, however less maintainable change in methods for working, society and
viability. hierarchical advancement (OD) is a particular point of view and region of
mastery which addresses this test.

How Organisational Development and Quality

Improvement is related ?
Food and Drug Administration 's quality system ordinance (QSR) and IS0 9001
encourage device producer to incorporate continuous quality advance processes as
a piece of their quality organisation . While companies have adopted different method
to control design and manufacturing outcomes, the intent is always the same: quality

betterment . Hitoshi Kume, a recipient of the 1989 Deming Prize for use of quality
principles, defines problem s as "undesirable final result of a job." Quality melioration
efforts body of work best when problems are addressed systematically using a
consistent and analytic overture ; the methodology shouldn't alteration just because
the problem changes. Keeping the steps to problem-solving simple allows workers to
learn the process and how to use the tools effectively.
Quality improvement should be the objective of all components and individuals.
That improves the rate of return of profitably by increased productiveness and by
the price reduction. It is consistent with the philosophy that company should
continually seek to expand its competitive edge . It keep the principle that no
digression from a standard is acceptable, which is akin to the principle of the loss
function developed in the Taguchi method acting . So, even if the product is the
product is within the specification limits, and ongoing effort should be make to
reduce its variance around the fair game value. Some method include such
graphical technique as Pareto analytic thinking , histogram and causes and
burden or fish osseous tissue diagram. Quality improvement through design may
also be achieved through experimental design technique and the Taguchi method.
Chaudhry, S.S. and Higbie, J.R. (1989) said, "SPC is the use of statistically based
method to evaluate a process or its output to achieve or maintain a state of
ascendance ". This definition is broad enough to include all statistically-based
technique ranging from taking a random sample to very sophisticated design of
experimentation . Although there is no single list for these statistically-based tools
(method acting ), also known as tone tools, there is however a general agreement
on the following seven tools:
i.

Flow chart.

ii.

Histogram.

iii. Cause and effect (fishbone) diagram.

iv.

Pareto analysis (diagram).

v.

Control charts.

vi. Scatter diagram.

Those idea clear Mach, Jessica Guhqueta (2001), Kaoru Ishikawa coordinated the 7
quality tools

in the 1960's. He pushed these tools; their principle reason for

existing is with enhance constantly on sort of courses pushing the interrelation

and teapot from claiming constantly on individuals included. It will take advantage

of the upgrades that these representable. Those principle objectives of the

devices are ;
i.

Increase the communication and between operators and arrangement

ii.

Detection of Problems and decrease the recurrence of problems

iii. Improve all kind of processes including manufacturing, educational, and

business processes.
Having a quality administration framework set up is an essential for its effective
application on an everyday premise. The administration needs to show
responsibility to advancement and change of a quality administration framework.
Through a quality administration framework the organization's initiative actualizes
their quality strategy. Besides, a quality administration framework must be all
around reported. At the point when in capacity, the quality administration
framework gives valuable data got by various procedure investigations and
reviews. In the event that an organization's emphasis is on the client, the
organization needs to choose the most proficient methods for information
procurement and business sector study to affirm that the organization's items or
administrations meet client requests and desires. The assembled data is precious
in the basic leadership process in light of reality. Information gathering and
investigation is additionally huge in characterizing open doors for further
procedures and item quality change.

CONTENTS
Specific Problems in The Organisation
Workers had come through regularly by some workers has affected the
reputation of the sales and marketing department within the company S
Enterprise. This has been brought to the top because nobody treats issues or
provide services to clients. This has been reported by customers who are
unhappy at having to wait long to retain customer service. Inevitably, this issue
has affected the reputation and sales of company S Enterprise.
In the Sales and Marketing department, there are 30 employees, comprising 18
women and 12 men. In this department, there are 10 employees in question in
disciplines that often comes through continuously without good reason within one
month. Employees who have discipline problems is 6 women and 4 men.
FREQUENCY OF COMING LATE FROM 10 PROBLEMATIC STAFF

Service delivery issues are seldom clear. Notwithstanding the activities of staff,
components

may

incorporate

materials

and

hardware,

work environment

frameworks, outside suppliers and that's just the beginning. As anyone might
expect, it isn't generally simple to separate bring about from impact. This is
especially genuine with regards to issues managing data and conveying. Quality
administration specialists prescribe including staff as completely as would be
prudent in any critical thinking. This expands staff comprehension of (and duty to)
quality. It additionally gives you the broadest conceivable point of view on any
issue.
The problem occurs in this organization is the problem of workers often come
late to work. This is due to the certain thing is not avoided, such as traffic jams
and family problem . But it can be solved in several ways.
Critical thinking typically tails this straightforward procedure:
Define the issue.
Identify the conceivable causes.
Establish the in all probability causes.
Plan activity to address those causes.
Review the outcomes.
a.

Define the problem

Workers had come late to work due to several things. Among them are personal
problems such as child problems, problems of diseases such as diarrhea or period
pain, and also jammed traffic problems. However, there are some individuals who
create their own problems or difficulties as it likes to come late or get up early in
the morning delayed.
This issue also involves the entire department and its staff. This can affect the
reputation of a department if it is allowed to persist without the necessary
solutions. This matter needs to be treated and restore the reputation of a
department. Staff involved in identifying these problems is employee of the
department of sales and marketing, and also the supervisor on duty.
b.

Identify the possible causes

To collect data in solving this problem, the organization has been using one of the
tools of management tools, ie cause and effect diagram or 5 Why to determine
the root of the problem of workers coming late to work.

c.

Establish the in all probability causes.

Activity

where

occurs
Intended

problems

outcome

of

Conversion time work shifts

Each customer has a staff that can provide help,

activity

and there are no delays employee comes to a

Staff involved in activity

Relevant documentation
What should happen

working place.
Supervisor, all staff during the meantime
Attendance sheet
Customers do not wait for the staff to provide
the service.

Employees do not need to shift before returning

home late or break later than the stipulated

problem

time.
When customers require customer service, and

occurs
What should happen and

when a customer needed help for a choice.

The thing that needs to happen when a customer

why
What does happen and why

needs help is to have staff on duty when required.

Staff are not on duty did not want to provide service

Step(s)

where

because of their non-working time.

d.

Plan action to address those causes

The action to apply to employees who come late are imposing laws that if they
came through, the employer will provide advice or counseling about their
discipline problems.
When the first act of advice or counseling is not successful, the pre-warning letter
will be issued for valid reasons and actions to be applied to the affected workers.
Pre-warning letter has been distributed to the affected workers for valid reasons
and ask employees to act must be made not to repeat the same mistakes in the
future. If no action after the pre-warning letter distributed, the first warning letter
will be issued to the affected employee discipline.
If the first warning letter in disregard without any improvement or change, the
warnig second letter will be as the first letter is issued as a warning. If a second
warning letter also ignored, some action will be taken as a rejection of salaries for
several months, not promoted or salary, advised to stop working or suspended
without pay.

e.

Review the Result

Of the 10 employees of troubled discipline, pre-warning letters were issued

and only 3 people who make action and the rest has got the second warning
letter because no action is taken after the pre-warning and a warning letter
first circulated. The first warning letter bears only an employee only took
action and for the second warning letter there are three workers who perform
the upgrade.
When the second warning letter ignored, no further action has been subjected
to a worker that the worker's refusal attendance allowances for 3 months and
when the actions were imposed, there is a change in the performance
department attendance.

10

Results Of Action Imposed

Step
Successful Rate
Advice / Counselling
0%
Pre Warning Letter
30% @ 0.3
Warning Letter I
10% @ 0.1
Warning Letter II
30% @ 0.3
Action
30% @ 0.3
Successful Rate Table of Various Action
According to the table above, the first action taken with advice or counseling ignored
by workers who are discipline problems and showed 0% successful rate. However,
successful rate has increased for the second act bitter pre warning letter. As a result
of the action of the pre-warning, successful rate has increased to 30%. Results from
two earlier actions, there are 70% of workers are still not improve the quality of
service, respectively.
After a first warning letter bears, there are workers began repairing their disciplinary
problems and this is indicated when the successful rate of the first warning letter is
30%, and the successful rate for the second warning letter is 10%.
Although early action measures have been imposed on workers who are discipline
problems, there are still workers who are stubborn and violate the law of companies
and the final act of rejection attendance allowance for 3 consecutive months was
imposed. After this action bears, successful rate for these measures is 30%. These
results indicate the overall labor problem came later were successfully overcome.
After all disciplinary action, there is a massive change from the difficult employee
discipline. This can be seen when the percentage of workers who come late to work
is decreasing and this shows the action taken to show results as shown in the table
Successful Rate Table of Various Action.

11

Successful Rate Graph

Comparison between Before and After

Imposed Various Action to Problematic
Staffs
As can be seen in the results section of the act charged, the presence of employee
performance discipline problems have yielded results. This can be seen through the
successful rate graph, which shows the percentage of workers to take action has
increased in comparison with the presence of workers during the early first quarter of
the year.
However, for the first act of advice and counseling, no employee who takes care of
that step. This can be seen when the successful rate for Advice & Counselling is 0%.
Whereas, when the Pre Warning Letter circulated, there is a change in performance,
attendance, accounting for 30% of total discipline a problem employee takes the
initiative.
According to the graph, after the Pre Warning Letter is distributed, the percentage of
workers still disappointing. Warning Warning Letter Letter I and II have been imposed
on workers who are stubborn and not punctual. The result of the action of warning,

12

there is a change in performance when the percentage of successful attendance rate

for the Warning Letter Warning Letter I and II were 10% and 30%, respectively.
After 4 first step in disregard by the employee, the employer has acted charge
attendance allowances for the first 3 months after the last warning is ignored. After it
is applied, the percentage of successful rate for these measures is 30% .This
indicates a problem employee came late to work successfully coped with the check
sheet management tools and fish bone diagram.

13

CONCLUSION
A fishbone diagram is a tool that can help you perform a cause and effect analysis for
a problem you are trying to solve. The check sheet is a form (document) used to
collect data in real time at the location where the data is generated. The data it
captures can be quantitative or qualitative. When the information is quantitative,
the check sheet is sometimes called a tally sheet.
The results of this study, I have been using fish bone diagram as tools for data
analysis and check sheet as tools for data acquisition. Fish bone diagram used to
generate 5 why the main problem why workers come late to work to disrupt the
performance department for first quarter of the year. After 5 why are produced for
this study, researchers found the main factor workers come late to work are
attitudes and personal problems such as illness or family problems.
Tools produced fish bone to get the main cause of the problem and check sheets
are used to extract data from the primary data. I've used a tally sheet as the
material for the acquisition of data and found the results to successful rate for
every action has resulted.

After a first warning letter bears, there are workers began repairing their disciplinary
problems and this is indicated when the successful rate of the first warning letter is
30%, and the successful rate for the second warning letter is 10%.

14

REFERENCE
1.

Drabek, T.E. and Cummings, T.G. (1982) Systems theory for organization
development, Contemporary Sociology, 11(2), p. 216. doi: 10.2307/2067061.
(Drabek and Cummings, 1982)

2.

Institute, R.P. (no date) We develop people who develop organisations. Available
at:

http://www.roffeypark.com/expertise/organisational-development-hr/

(Accessed: 24 September 2016).

3.

"Quality

Improvement

Organisational

Development

Community".

Knowledge.scot.nhs.uk. N.p., 2016. Web. 24 Sept. 2016.

4.

Quality

Improvement.

2016. Quality

Improvement.

[ONLINE]

Available

at:http://webcache.googleusercontent.com/search?
q=cache:http://www.hrsa.gov/quality/toolbox/508pdfs/qualityimprovement.pdf#3.
[Accessed 24 September 2016].
5.

HR's Role in Organizational Development - 4Good. 2016. HR's Role in

Organizational

Development

4Good.

[ONLINE]

Available

at: https://4good.org/usd-nonprofit/hr-s-role-in-organizational-development.
6.

Bureau of Indian Standards (no date) IS 15431 (2003): Seven basic tools for
quality

management.

Available

https://law.resource.org/pub/in/bis/S07/is.15431.2003.pdf

at:
(Accessed:

24

Available

at:

(Accessed:

24

September 2016).
7.

SCIE:

Care

Skillsbase

home (no

date)

http://www.scie.org.uk/workforce/careskillsbase/index.asp
September 2016).

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