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Inquiry and Design

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Submitted By drbassoc
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Running Head: Implementation and Development Proposal

Implementation and Development Proposal
Delta R. Bowers
LDR 726
Dr. Matthew Reis
November 24, 2008

Introduction

The purpose of this paper is to propose to senior leadership at the SEI Corporation an employee reward program that could potentially address issues regarding the employees’ dissatisfaction with the organization’s current employee reward structure. A Potential Improvement Points (PIP) Initiative was conducted with SEI’s senior leadership to determine why employees were dissatisfied with the organization and in many cases resigning from the organization. The PIP analysis is a process that is used to get to the major issues that are the foundation for the problems in the organization such that they can be resolved (LaRue, Childs, & & Larson, 2006). Although SEI has been losing contracts and laying off employees, those employees remaining have been dissatisfied with SEI’s employee reward structure for quite some time. The sessions were conducted at a hotel approximately 10 miles from SEI’s headquarters office. The sessions lasted for two days for approximately seven and a half hours. The participants chosen were selected by the President of the company. All participants were extremely expressive and were given an opportunity to share their opinions as to how the organization had spiraled into a rapid downfall. When proposing to implement new policies, products, or services, organizations are encouraged to undertake a Project Life Cycle. A Project Life Cycle typically goes through four phases which include design, development, testing, and implementation.
Inquiry and Design The first step in the process was to conduct an inquiry as to how SEI regressed to the point where they are today, losing contracts, laying off staff, and the resignation

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