1.

Problem Definition

The lack of adequate policies,

procedures, and actions to
prevent violence in the
workplace at
Daimler-Chrysler despite the
fact that workplace violence is a
common problem in the US and
has claimed lives of employees
just two years before at
Lockheed Martin.
The lack of adequate policies,
procedures, and actions to
prevent violence in the
workplace at
Daimler-Chrysler despite the
fact that workplace violence is a
common problem in the US and
has claimed lives of employees
just two years before at
Lockheed Martin.
The lack of adequate policies,
procedures, and actions to
prevent violence in the
workplace at
Daimler-Chrysler despite the
fact that workplace violence is a
common problem in the US and
has claimed lives of employees
just two years before at
Lockheed Martin.
The lack of adequate policies,
procedures, and actions to
prevent violence in the
workplace at
Daimler-Chrysler despite the
fact that workplace violence is a
common problem in the US and
has claimed lives of employees
just two years before at
Lockheed Martin
The lack of adequate policies,
procedures, and actions to
prevent violence in the
workplace at
Daimler-Chrysler despite the
fact that workplace violence is a
common problem in the US and
has claimed lives of employees
just two years before at
Lockheed Martin
Conventional organization structures is one of the main show stopper for creativity and
innovation coming from non-managerial level employees, and a lot of brilliant new ideas has
been pushed back from top management and treated as threat rather than Opportunities for
development.

2. Justification of the Problem

Now days top management tend to follow the traditional “business as usual” approach as they have
fear of change assuming that it will cause negative impact on time management and profitability which
subsequently could cause risk that they are not willing to take ,adding to that due to lack of confidence
in their subordinates and communications difficulty they prefer staying in the comfort zone and be risk
free instead of supporting and encourage the innovative side within the organization .

For many reasons, DSG has a

lack of understanding of the
marketplace and thehiring
(Employees aren’t
Hispanic),prejudicial treatment
of staff based on characteristics
such as gender, religion,
nationality, age, Disability,
Race, Politicalaffiliation, union
membership…etc., while
diversity the main concept
fundamentally;Moreover, no
grades for positions, no career
path, no internal equity, no
future for them, no salary scale
so there is noincentive for
performance, and the main
reason when staff was
complaintswere filed, managers
didn’t care about them Myles
Meyers walked into the plant
with his double-barrel shotgun,
until he successfully was able to
shoot his target colleges, there
weren’t any signs of an
employee
security measures or a
procedure where employees
could be warned in case of
emergency.
3. List of Alternatives
1- Initiate Business Development function dedicated to gathering and implementing
creative ideas.
2- Embracing creativity and innovation as part of organization culture
 3- Initiate a rewording mechanism for creativity and adding it as part of employee’s
performance assessment.

4. Evaluate Alternatives
1- Initiate Business Development function dedicated to gathering and implementing
creative ideas.

All companies must consider Business Development as an essential function within the
organization structure and start using professional teams to search for areas of improvement
supporting them with tools and proper technical training, afterwards gathering all creative
ideas for assessment and prioritization based on profitability and company strategy in addition
to dedicating budget and time frame for innovation implantation which will eventually reflect
in overall company position in the market.

2- Embracing creativity and innovation as part of organization culture

Embracing the creativity and innovation as part of company identity and culture can lead to
phenomenal results ,and there are a lot of actions and process for enhancement if the company
followed correctly will lead to the required result starting by cascading to all top management
the idea of nominating the top talent to start involving them in brainstorm groups for creative
ideas, also provide clear transparent communication regarding company goals and individual
goals for employee to understand that they play vital role in achieving it together for the
benefit of everyone .

3- Initiate a rewording mechanism for creativity and adding it as part of employee’s

performance assessment.

Employees are the owner of business in way or another ,they are responsible for delivering it
on the most effective way ,Also they have the ability of knowing the gaps to be avoided and
what is need to overcame this ,so based on the previous statement encouraging them to
provide more creative ideas through rewording mechanism in salary and promotion side is
highly required ,moreover having this as part of the their annual performance assessment will
push them more to work toward helping the company innovation step forward ,also giving
them the flexibility of reaching the top management at any point to share and discuss their
ideas will give more confidence and encourage to do the maximum effort .

5. Recommendations
With all of the details provided and after evaluating all options available, I would recommend
alternative 1 and 3 that can fulfill the required results.