Checklist of Organizational Problem Areas

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Checklist of Organizational Problem Areas

I discovered the following useful checklist of typical organizational problem areas:
1) Dysfunctional organizational structure.
2) Poor financial control.
3) Interpersonal conflict.
4) Lack of quality checks.
5) Lack of management and leadership skills.
6) Safety risks.
7) Marketing inefficency.
8) Poor communication.
9) Tactical mistakes.
10) Poor vision.
11) Lack of competitiveness.
12) Slow response to customer demands.
13) Failure to adapt to new technology.
14) Insularity.
15) Resistance to change.
Source: Carol Harris - The NLP Guide to Being a Management Consultant, 2001
Is this list complete? Please reply and add!

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		2 Barbara Kozlowska, UK
	Checklist of Organisational Problem Areas 16) A blame culture which stifles creativity and innovation.

		0 Phil Zaczek, USA
	Sounds Like Every Organization Sorry, there's no utopia unless you work for yourself and have no staff. These problems occur in any organization.

		1 Karl SUN, China
	Typical Organisational Problem Areas 17) Poor alignment of business and IT

		1 Vivek Joshi, India
	Frequent Organizational Problems 18) Internal capabilities out of sync with business goals 19) Low accountability

		0 KC Lim, Malaysia
	Checklist of Org. Problems Well, this checklist will be what the textbooks say. However, it appears that in real life, despite all these problems, some organizations do thrive. The main reason for this success will of course be the economic situation (with the current meltdown, it will be interesting to see what management theories will arise to sustain the companies). A second reason for ignoring these problems is that it takes a lot of efforts, time and money to address them. This is weighed off against the same to improve overall company sales and profits.

		2 Erwin Gijzen, Netherlands
	Look for positive shared needs first A great checklist in itself. In using it though, be careful not to focus on negatives. Instead, look for a positive shared need you can make people enthousiastic about. Then use the list to remove some of the biggest hurdles.

		0 Thornton Joubert, UK
	Interesting Era for Managing Change There is definetly a era ushering in that will require a "different animal" to manage change. I feel that the main focus the next year or two will be that whatever change is identified, will have to be cost effective or else don't do it.

		1 Jaebez Poudiougou, Senegal
	Additional Organizational Problems 20) Lack of adequate resources to meet the projected performance 21) Poor allocation of resources 22) Conceptual, cultural and psychological problems

		1 R Hallagan, United States
	Checklist of Organizational Problem Areas Depending on the business you're in, I suppose many more could be added; however, if an organization has too many of these, remember that you are only looking at the symptoms, not the root of the problem(s). Multiple problems always lead to a 5. failure in competent leadership at the top.

		2 Ron Banerjee Financial Consultant, United States
	Foundation and Alignment of Organizational Values 23. Lack of alignment of organization's mission and vision with the values of the organization and its employees. Rokeach defined values as 'enduring beliefs that a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end-state of existence.' Rokeach divided values into two types: - Terminal Values. These are desirable end-states of existence. These are the goals that a person would like to achieve during his or her lifetime. These values vary among different groups of people in different cultures. - Instrumental Values. These are modes of conduct; preferable modes of behavior. They are means of achieving the terminal values. It is necessary for an organization to understand what the org is promoting in terms of what it believes in - yes, an absolute cornerstone of the org culture. However, if programmatically the organization does not reflect the same values that they say they have, or more importantly, the org members don't FEEL LIKE their org's values are aligned with those the members believe to be important to themselves or believe should be important to the organization, then there is a major disconnect and that is problematic.

		2 Jaap de Jonge Editor, Netherlands
	Rokeach Values Theory @Ron Banerjee: Thank you for adding to the list. Indeed the values or lack thereof and their alignment with the mission and vision can also be a source of organizational problems. The TERMINAL VALUES in Rokeach's Value Theory and Survey are: 1. True Friendship 2. Mature Love 3. Self-Respect 4. Happiness 5. Inner Harmony 6. Equality 7. Freedom 8. Pleasure 9. Social Recognition 10. Wisdom 11. Salvation 12. Family Security 13. National Security 14. A Sense of Accomplishment 15. A World of Beauty 16. A World at Peace 17. A Comfortable Life 18. An Exciting Life The INSTRUMENTAL VALUES are: 1. Cheerfulness 2. Ambition 3. Love 4. Cleanliness 5. Self-Control 6. Capability 7. Courage 8. Politeness 9. Honesty 10. Imagination 11. Independence 12. Intellect 13. Broad-Mindedness 14. Logic 15. Obedience 16. Helpfulness 17. Responsibility 18. Forgiveness Sources: Milton Rokeach 1973, "The Nature of Human Values", New York: The Free Press. Milton Rokeach 2000, "Understanding Human Values", Free Press.