Solving the Problem of Loss of Trust in Local Authorities

Category: Goals, Problem Solving
Last Updated: 11 Feb 2023
Pages: 4 Views: 67

The main problem in this case study is that the citizens of Fremont, California had lost confidence in their local government due to the city’s decline in productivity and in providing quality public services. The stakeholders in the study consist of the citizens of Fremont, the city employees, Fremont’s elected and appointed officials, and City Manager Jan Perkins. The citizens of Fremont were a major motivation for change as they were dissatisfied customers that had lost confidence in their government.

The city employees’ role was being included in the collaborative approach to decision-making and problem-solving and were encouraged to think of themselves as representatives of the city in order to build a strong internal culture. The appointed and elected officials played a small role in the study as city representatives that would face criticism for inadequate public services. Jan Perkins’ was the facilitator and leader of change and labor-management relations. The circumstances in this case study suggest a lack of internal direction and a disconnect within the city government that requires a dramatic change.

A secondary problem was that there was no clear vision in the organization or a mission statement outlining their goals, objectives, or philosophies. The case study indicated that a workshop session was devoted to understanding the organization’s purpose, which indicates the need for a strategy that conveys an internal and external mission. Without this guidance, there is no specified direction for decisions, operations, or customer experiences.

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There are a few available options that would help Jan solve the city’s problem. To begin, the circumstances of the case could be considered a crisis. Therefore, a dramatic change would be necessary. Jan would need to rethink their operations and completely revise their mission. Jan has the option to implement such changes through unilateral decision-making. By essentially telling employees what to do and how to do it, and redesigning the organization’s structures and processes, she could have designed the organizational structure based on her own intuition and personal preferences. This would have been a one-sided approach but an option nonetheless.

Another option is through the organizational development/transformation approach with a focus on systemwide improvements. For example, Jan could encourage open communication throughout the organization and significant employee involvement in the change process. This method could help build coalitions within the organization and increase employee motivation to design solutions to problems. The increase in self-direction could also help solve internal process problems which have contributed to declining public service satisfaction. Moreover, including employees in the change process could create a culture in the organization in which employees “own” the changes that are being made and feel comfortable proposing changes.

Jan could also implement Six Sigma analytics to pinpoint process errors in order to define, analyze, and correct issues that arise. Jan could utilize this option because the circumstances appear to require more than incremental improvements and Six Sigma could help her define a and perfect the steps to accomplish a specific goal such as increasing customer satisfaction. For example, the case study indicated problems with the city’s permitting process. Six Sigma could help determine and correct the process errors to increase efficiency. This approach could also help motivate employees by having them actively participate in the change process, set objectives, and work as a team to accomplish their goals. Moreover, this option would help create an organizational culture of knowledge-sharing that would help solve problems.

Based upon the information provided in the case study, I would recommend that Jan implement change through an organization development program because it is aimed at systemwide improvements in the organization and focused on improving individual human capabilities. The case study indicated that Jan implemented a collaborative approach to decision-making and problem-solving. I would recommend the same approach because it would create a unified culture within the organization that encourages active participation by its members that helps articulate the visions and values of the organization.

Additionally, the organizational development approach would help generate solutions from within the organization by providing valid and useful information from employees with an internal commitment to autonomy and problem-solving ownership. Ultimately, this approach would establish a sense of responsibility and inclusion in an often-exclusive aspect of management. It would empower the employees to contribute to the overall success of the organization and help them know the value of their input and consideration of their interests.

The Fremont, California case study illustrates the importance of establishing a vision within an organization with clear goals and objectives. Additionally, it demonstrates the effectiveness of collaborative decision-making and structured problem-solving processes. The main takeaway from the case study is that effective leadership and management involves establishing an organizational culture that encourages open communication with active employee participation in the decision-making and change processes. This approach can greatly impact employee creativity, growth and effectiveness, success, and goal accomplishment.

Jan Perkins understood this concept and applied it to yield optimal results. Moreover, the case study demonstrates the importance of team-building within an organization in order to build trust and internal relationships that allow those who are led to lead. Lastly, the case study demonstrates that when employees participate in decision-making and change processes, it creates a working environment that increases employee commitment and satisfaction. This approach helps increase employee morale because when they feel recognized as part of the team, the result is improved productivity and delivery of quality services.

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Solving the Problem of Loss of Trust in Local Authorities. (2023, Feb 11). Retrieved from https://phdessay.com/solving-the-problem-of-loss-of-trust-in-local-authorities/

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