Establishing a Formal Systems Development Process - Case Study Example

Establishing a Formal Systems Development Process Differences exist in team operation and require a team leader’s ability to manage such difference from a technical or human resource perspective. This is because unmanaged differences may compromise team work and lead to inefficiencies and ineffectiveness. This paper explores a case and offers solutions for effective management.Summary of the caseThe case involves a newly hired process manager, Jane, in an organization that is just introducing the department in its structure.

Two systems analysts in the organization are known for their proactive nature and have been advocating for different systems development approaches. Brian has been advocating for waterfall approach while Carrie has been advocating for incremental developmental approach. Jane wants to develop a formal systems development process and the two analysts would like implementation of their preferred approaches. Strategy to dealing with the two analysts from technical and human resource perspectivesDealing with the two analysts from a technical perspective would require a quantitative approach to understanding their proposed approaches and an evaluation of benefits and limitations of their proposals.

This would lead to development of models for quantitative analysis of the two proposed systems and the models compared. The model that offers the highest level of net benefits to the organization and best suits the organization’s scope and resources would then be implemented. A trade off would be necessary between net benefits and the systems’ ability to integrate into the systems but the approach disregards any possible differences between the analysts (Quaddus and Siddique, 2013). Human resource perspectives involve relationships between employees towards a cohesive work environment.

The difference in opinion between the two analysts, having existed for a long period, offers a threat to such a cohesive relationship and requires an approach to compromise in selecting the approach to be implemented. Jane should therefore invite the two analysts for a discussion in which each analyst would explain the reasons for supporting his or her position before a joint evaluation. She would assume a mediator role to help the two analysts agree on the most suitable approach and then implement the approach (Pravin, 2010).

Factors that Jane should consider when establishing a process management solutionProcess management solutions do not guarantee success unless factors to their implementations are considered and incorporated in implementation processes. Jane needs to consider such factors and the main considerations should be her organization’s goals and objectives. This is because goals and objectives of a department should be aligned for consistency with goals and objectives of the parent organization. Solutions that a Jane’s department establishes must therefore consider the organization’s goals and objectives and ensure consistency.

Jane should also consider available strategies developing and implementing process management solution because many strategies exist and their efficiencies vary with environments. Another consideration that Jane should make regards to the category of process management that she is dealing with (Blokdijk, 2008).Ways that can foster team development when one analyst does not get his or her waySome of the ways that can promote team development when one analyst does not have his or her way are accommodation, “collaboration and problem solving, and compromise” (Schermerhorn, Osborn and Uhl-Bien, 2011, p. 229). Accommodation involves one analyst giving up his or her position for the alternative while collaboration and problem solving involves developing utility for both parties regardless of the assimilated alternative.

Compromise, however, involves seeking partial utility for involved parties and may require integration of available alternatives (Schermerhorn, Osborn and Uhl-Bien, 2011).ReferencesBlokdijk, G. (2008). Business process management Bpm 100 Success Secrets, 100 most asked questions on bpm implementation, process, software, tools and solutions. Raleigh, NC: Lulu.com. Pravin, D. (2010). Human resource management. New Delhi: Pearson Education India. Quaddus, M. and Siddique, M. (2013). Handbook of sustainable development planning: Studies in modeling and decision support.

Northampton, MA: Edward Elgar Publishing. Schermerhorn, J., Osborn, R. and Uhl-Bien, M. (2011). Organizational behavior. Hoboken, NJ: John Wiley & Sons.