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Learning outcome/ Section 2: Be able to propose innovation solutions to improve organisation performance

AC 2.1: Assess an opportunity for innovation and improvement in own organisation

As already discussed in Section 1, business productivity and change cannot occur without effecting people’s psychology to effect change. I initially felt that supervision would be fundamental to addressing and identify issues to allow reflection to plan a way forward to address issues, such as, performance management, productivity, effectiveness and understanding the views of the individuals to effect and improve individuals and team goals, and linking this to the business plan. This approach I
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I believed this was having a significant impact on moving forward and assessing issues such as productivity, staff member’s development/training and cost. Therefore, a system needed to be in place to evaluate and identify staff member’s workloads which could address and assist with the issues raised above. Furthermore within team meetings this issue was being raised by staff members. Therefore, I considered that a system was needed that looked at not only the number of cases people held but the level of complexity and this in my opinion could be a fair system than people being given a set number of cases.

In order to address, assess and justify the improvements required I needed to look at a framework to assist me in how to effect the change to improve work load management in respect of this. This was how the “point” system was born. I will discuss further within the next sections how this system was developed and the justification for the system.

Within the current environment I work in today Solution Focused Approach is applied to all parts of the business, this includes problem solving, reviewing and acknowledging what is to be achieve, by analyse and identify - including what works well and what may have to be done differently to achieve and then of