Needs Analysis

For this assignment I asked my father who works for a city government what large problem he
sees frequently. An issue that is seen frequently is that the safety of the citizens is not mutually
every employee’s top priority. Older employees often look past major code violations because
they simply do not feel like dealing with the building/construction company. This problem
creates safety hazards for not only the members on site, but for the citizens who will eventually
be in and out of these public facilities.

1. What problem exists or what change is being requested?

Employees who lack the same value of work as the owner of the fast-food chain. 
2. Who is being asked to change?
The employees who are not doing their job, but rather coming to work and acting as if it is a
social setting. 
3. What is currently taking place with the individuals being asked to change?
They are not completing their job. Their performance is less than satisfactory due to the fact that
they want to stand around. 
4. Who identified the problem or is requesting this change?
The owner of the fast-food chain. 
5. Where will the solution or change need to take place?
The solution will need to take place from the bottom up. The workers need to come to work
better prepared to work, rather than talk. 
6. Is instruction the most appropriate means for solving the problem or bringing about the desired
change?
Yes, the workers need to have very detailed instructions on what to do at work. That way, when
the owner wants to communicate the issue to them, they have prime examples of when their
instruction was directly ignored.
7. What is the solution to be developed and implemented?
The solution is to give all employees a warning. The next step is to issue write ups to employees
that still are not compliant. The owner should have a staff meeting to review the expectations
that the employees should follow in the work place. The owner should clearly write out
instruction for each employee to complete at each shift. This ensures that the employees are fully
aware of what they are required to do at work. The owner could go as far as having a one-on-one
discussion with each employee and explain that this job may be temporary, but the work ethic
you establish now will follow you forever and may make you lose a higher paying job in the
future.
I have chosen the Rossett Model to analyze this situation. 

1. The purpose that initiates these problems is the fact that city workers are overwhelmed with
other situations that need their attention. The workers only have so many hours in their work day
to approach as many situations as possible. Employees are often burned out very quickly, as it is
nearly impossible to be attentive to every detail of a new project when there is only one
employee per department. 

2.  The sources that need to be identified in this situation is the city council, mayor, and the
citizens of the city. All parties need to be aware of what is going on. Not necessarily in a
derogatory way, but more so that the respected parties can help find a solution to a very serious
problem. The city council can vote on new approaches to the situation. The citizens can help
advocate for more equipped departments. The mayor can make sure that the procedures set in
place are properly carried out.

3. The tools needed are employee interviews, group meetings, and more employees hired.
Employees need to be asked what could be done to help them more in their department. A group
meeting with the parties listed above can help find the best solution that most everyone can agree
on. By having a group meeting, everyone’s opinion is heard and can make everyone’s concerns
feel valid. The most important tool is that more employees are hired. These employees can be
temporary, to help carry out the needs analysis.

4. The Rossett model suggests that the assessment be carried out in stages. Each tool can be used
in a stage of it’s own. By doing so, prior to the hiring process of temporary employees, the city
government can know exactly what they are looking for in a temp hire and the hire can know
exactly what their job description will look like. This gives plenty of time for the head of
department to gather new data, to make sure proper safety codes are being better followed. 

5.  The findings found can be a the decision making factor on whether or not the temporary
employees need to be made permanent. Are the new employees making a positive contribution to
the department? Do the new employees have a good understanding of the safety codes that need
to implemented? Where can the city go from here to make sure all departments are fully staffed
and trained to complete the day-to-day problems that arise? The group meeting could be brought
back to help evaluate this data and help make decisions.