Aveneu Park, Starling, Australia

Once Company should hold the leader accountable

Once the process of organizing a well-defined
team is completed, each team should select a leader or a facilitator of the
team in order to clearly define roles and responsibilities of each team member
(Orme, 2011). The team leader will be responsible for organizing and
coordinating the Root Cause Analysis processes, assembling and encouraging a
supportive and proactive team, assigning implementation tasks to the team
members, conducting and being actively involved in the analysis and action plan
implementation process (Orme, 2011). In addition, the leader will be
communicating the progress of institutional barriers, monitor goals, and progress
towards completion of action plan and present the final action plan to the
senior management (Orme, 2011). XYZ Company should hold the leader accountable
for supporting the team in order to ensure the action plan is accepted and
utilized by each employee who is assigned on the team (XYZ Company, 2018). Employee
should be responsible for informing team leader of continuing progress of the
action plan and work on breaking down barriers which could arise when
implementing the plan (Orme, 2011). Therefore, it’s crucial for the team leader
to have knowledge and experience with the organization and developing the Root
Cause Analysis process since the leader will be in charge of the entire team, facilitating
meetings and coordinating with all team members to make sure all tasks are
completed within set time frames (Orme, 2011).

It’s important to remember, the XYZ
Company doesn’t not have to change its hierarchy organizational structure in
order to implement effective internal control (XYZ Company, 2017). Changes that
need to be implemented to establish internal control should be focused on
individual departments not the organization as a whole. To ease the process the
XYZ Company should implement Root Cause Analysis team with a facilitator who
has a deep knowledge and understanding of the organization to determine what
talent is needed to carry out the functions of each department. For example, the
team might conduct root cause interviews, analysis, investigations, and the
implementation of the corrective action plan (Orme, 2011). In addition, all
members of the team should participate routinely in meetings and discussions to
communicate data and facts (Orme, 2011).

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Once all the teams determine what the
root causes are, the goal is to develop a corrective action plan to eliminate
the causes and prevent the problem from reoccurring in the future by the help
of following the SMART goals action plan (Kinicki & Fugate, 2018). These
goals should be specific, measurable, attainable, relevant, and timely (Kinicki
& Fugate, 2018). Therefore, it’s important to develop corrective action
plan on how to test the best solutions and how to best implement the plan
(Orme, 2011). The plan should consist of PDSA improvement model also known as
Plan, Do, Study, and Act to help us in our improvement efforts (Orme, 2011). First
it’s important to focus on the items that cause the failure and not on blaming employees,
instead focus on how to get people use the control tactics and avoid problems
(Orme, 2011). When writing out the actions it’s important to ensure that they
are specific and clear in order to assist in successful implementation of the
actions (Orme, 2011).  Things to remember
when carrying out the plan include each human error or mistake can be made
again until the system level is identified and fixed (Orme, 2011). For example,
just to say a policy and procedure was not followed is insufficient; the organization
should find the reasons for the policy and procedure not being followed (Orme,
2011). 

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