Analysis by Quality Network Services (QNS)

Table of Contents
PART I Description of the Organization and the System Unit 2
Name 2
System Unit 2
Societal Fit 4
PART II Defining Organizational Communication 4
PART III Theoretical Perspectives 7
Early Perspectives 7
Contemporary Perspectives 9
PART IV Organizational Member Identity and Differences 9
Organization Regulation of Member Identity 9
Responses to Identity Regulation 9
PART V Participation and Collaboration 10
PART VI Communicating Networks 11
Part VII Leadership 14
PART VIII Organizational Alignment 16
PART IX Summary and Recommendation 16
Strengths and weaknesses 16
Recommendations 17

PART I Description of the Organization and the System Unit
Name
For the term project I decided to spend time observing Quality Network Services (QNS) a company that specializes in offering the people with the best quality services for their computers. I undertook the study and traced the company employees to assess their communication systems and understand the underlying aspects that made the company strong and offer quality services to its members. It was a chance to assess the methods that were being used in companies and compare these methods to the models that were being used in my present job and the theoretical frameworks that had been taught in class.
Although I had good experiences at my current job, interacting and observing the members of QNS offered a chance to make a proper analysis and offer any insightful information to the professionals within the company. The observation would help in suggesting new methods and models that could help the company if they looked to implement these models in the company.
System Unit
The Quality Network Services is an organization that is derived from an employee’s identity and assume roles that seem to be derived from soldiers. Majority of the QNS employee are derived from the ex-military thereby creating a team environment within the workplace. They have about 75 employees scattered across Illinois, Missouri, and even one in Alaska. About 80 percent of the company works primarily solo in different school systems in different towns, but to be truly efficient in their job they have to be reliant on the other team members and work with them to get each part of their individual assignments working. The company is made up of a team of individuals who are all committed to the company’s goals and objectives. QNS has found a model that is used by the company to ensure that it delivers the best services to its customers. There are however different times that one can register for a visit within the premises:
Daily PM and afternoon tour: The tour is targeted at engaging the people within the society and giving them a chance to interact with different employees in the company. Depending on the individual roles and the afternoon tour since the people are committed to their different roles during the day. In the afternoon one can access different areas of the company since all the areas are open to individuals who want to visit and assess the different models that are used while working in the entity.
Organized Group Visits: One can book a group visit where they can use the chance to interact and observe the working methods and models that are used by the members of the company. Group visits are preferred by most people looking to venture into the company since it gives the people a chance to interact with specific groups that they had earlier stated and booked. It is a good opportunity for people looking to interact and make proper observations while collecting data on individual models and groups at the entity.
Holidays and the weekends: if one has made a booking there is a chance to get the specific group or department that one wants to observe at the workplace. However, holidays and weekends are attended by a single department who avail themselves to answer any questions or concerns at the company.
The visits were targeted at company professionals and employees working at the company who had a chance to connect and create a working structure. There was a chance to observe the employees in their working environment through engaging all the employees and assessing the leaders as well as subordinates in the company. Permission had to be given from the director who was to authorize any form of observations and collection of data. The assistant director was also helpful in informing the employees and directing me on the different departments and roles that were tasked to these departments. The coordination and working structure that was implemented was great especially on holidays when the employees and the assistant director who was always present did not have to come. It was an interesting experience that was drawn from individual roles and procedures that could be taken from the company. The support that I received while visiting the company was impeccable and it helped in making the observations that were needed.
Societal Fit
Since the company is a major entity it has drawn its models and conceptual aspects from a diverse culture and model that makes up the company. Although majority of the employees are retired military officers they have been drawn from different backgrounds and professions to make up a well-integrated group. The company draws strength from all the employees who are not only equipped with a single skill but a series of skills that overlap in different departments. This ensures that employees especially the professionals within the company can work in different departments and raise the level of societal models accordingly. The coordination among members of the larger group of the society makes it possible for people to function and develop skills that are critical in giving the people a chance to coordinate among themselves appropriately. There are different societal models that can be drawn from individual models that are all critical towards develop a single and critical model for the entity. The company also outsources some of the skills from time to time since there are skills that may be required from time to time that are not within the Company’s forte. It therefore, offers a chance for the company to make a proper approach that is drawn from individual models and aspects that are critical in the development of the best models for the company. Outsourcing is always an option although the company does not engage in sourcing its services from outside since there are enough and experienced professionals within the company.
PART II Defining Organizational Communication
A. Defining Organizational communication
Communication within the company is shared among all employees as they look to give the best form of service to their customers. Each employee within any department liaises with other employees to transfer information that is critical in service delivery within the company. Since QNS is involved in giving service delivery to computers and machinery within the company it is important to coordinate and communicate among members within the society. Information collected from the customer is shared among all members within the company who will be involved in giving the service and any updates made or changes done to the orders or machines are also shared. Communication is also offered as a transactional process that is created and shared through different stages of company models. The company is involved in service delivery and as such transactional process are spread within the company as the orders and requirements needed are exchanged among members of the entity. This ensures that the requirements and recommendations of all people within the organization are shared and delivered to perform individual roles and duties effectively. Communication is also used as a method of strategic control and modelling that is spread across different people in the society. There is a chance to create a working model since all the members at the work place coordinate and communicate to achieve their set targets. The company is dedicated to creating a hub of activities where all members can coordinate and strategically institute working programs that are critical to the systems. Communication has also been used as a balance of creativity and constraint within the structures instituted by the entity. There is a chance to create a working model that is dedicated to producing and generating the best models and approaches within the company. The workers are allowed to use creative methods to implement and integrate a working structure that is aimed at engaging the society within a single working framework and network. Although the members are asked to wear shirts that blend individuals within the larger group. The shirts allowed in the company need to have the company logo but they are allowed to be creative in terms of the pants and shoes that an individual feels comfortable wearing.
The employees are engaged in face to face communications that is the major mode of communication between the members. The supervisory team is in connection with the other members of the team as they engage together towards making the best assessment and models needed. The conversation between members of the team amongst themselves was mainly face to face as they exchanged information on different models and approaches needed for their approaches freely. I observed that when the supervisor engaged the other team members there was no hierarchical differences that could be drawn from these conversations. The members were free with each other and engaged freely with each other. Archival data that was used as an indicator of the different models and approaches that have been used in the past was also present. The members referred to the archival data in looking for ways to establish a working model that would be used for the different objects that were brought by customers. There was a connection between past and present data since the processes and models were used therefore, they referred to the data to get the best models and approaches for any necessary processes. The information shared across different networks was also critical as members of the team had to assess the shared information and take necessary steps to make adjustments needed to develop the best working models. I observed that there was a criteria used in recording all the critical details and information in relation to the processes and models that were used by the members in the company. Quality Network Services is a company that is construed around giving the people the best quality and the communication models that were used were aimed at developing the best models to work.
The dialogues were shared through equitable transaction between members of the team. Each team member was engaged in different conversations that were relevant to their roles and duties at the company. However, there was a distinctive model since although the members communicated relevant information, most of the time they were engaged in social networking and communication. However, for the official and task-related communication each member was given a chance to communicate and adjust themselves to the best models and approaches that were relevant to the individuals within a larger working society. Mindfulness was also a trait that was clear among members of the society and models that were used by the company. The supervisor and their team members drew from individual models and attributes that were critical in forming a single approach or model that was in line with the traits that were identified. I observed that the supervisor was mindful of the communication approach that they used with other supervisors and the one they used with the team members. They were sensitive of how they conveyed their messages and looked to direct the team members through an integrative approach that drew from individual aspects and models that were highly relevant to the people.
PART III Theoretical Perspectives
Early Perspectives
I believe that the company is run through a scientific management model that ensures that there is a connection between the different parts of the company. Since the company is involved in networking and giving the customers better services for their machines and objects it need to have a working scientific approach. I observed that the workers in the company were designated with individual parts or aspects that were unique to their forte. In a case where there were different aspects that were needed in a single machine or model, different people would perform individual roles. Each member was an expert in a specific field and due to their military experience they observed their area of expertise religiously. The data and machine hardware and tools were also arranged and recorded scientifically. Each item was given a batch number and would be delivered or attended depending on its number. The data was also shared across different networks depending on the level of access that was allowed to individuals at the workplace. Materials and tools are stored on a FIFO method and controlled through scientific models to ensure that the company does not get any shortages in terms of required items to perform their duties. I observed that the stock taking method helps in identifying all the objects within the company and gives the person in charge an easy time in locating and assigning different objects their batch numbers.
In a scientific model however, it is important to have a proper model of communication between members at the workplace. Each individual needs to convey critical messages to their team members to ensure that their individual roles are performed effectively. The supervisors need to be in direct contact with the members of the team to integrate a growing model and create a better approach to make critical decisions at the workplace. The team members also need to connect and communicate effectively to ensure that there are no changes or mistakes that are committed in the process. I observed that in the stock taking process each member who is assigned to the stores has to receive a briefing from the individual who is leaving the post. All the records and aspects that are critical as they take the mantle and control the store and stocktaking process are since derived and a significant model established to ensure that the individual has the same level of awareness as the relieved member. Communication between different departments is also one of the critical aspects of this theory. There has to be a proper and effective communication model that ensures that information is shared across different department to ensure an alignment between individual roles. If there is a machine that needs to be examined and repaired in different departments, I observed that each department offered the other a briefing on what had been done, what needed to be done and reasons why. This ensured that the approach that would also be assessed as a mechanistic approach worked perfectly across different networks.
Contemporary Perspectives
The company uses a system theory or approach where different parts work in-sync to achieve a single goal. The company serves many customers, therefore there has to be a unique system that connects all the different processes and departments within the company. There are different approaches that are identified and created making it critical to establish a single model and approach that is critical for making the best application for their individual models. The connections and application that has since been created makes it critical to develop better approaches and models that are important for individuals within a specific entity. Depending on the individual formulations and capabilities, one is assigned a role that meets their strengths. The company needs to adopt the system theory since it meets the needs of the company structure and models that have since been instituted.
PART IV Organizational Member Identity and Differences
Organization Regulation of Member Identity
The organization has mapped out a properly formulated and structured model that is critical in developing the best models and approaches that have been critical in establishing a working structure for members in the entity. The members of the company are drawn from different regions and although there is a central point where the company works from it still connects and interacts with the members. All members are required to wear shirts that have the company logo embedded on them, but there are no other conditions that are drawn from the models that the company uses. The management and leaders in individual offices however, can only be distinguishable through the authority and the roles they play at the company. They are not easily identifiable since they do not have individual offices or desks that elevates them from the others.
Responses to Identity Regulation
The members at QNS embrace the models that are used across offices since the only regulation is to wear a shirt with a company logo. The trousers and shoes that one wears are not regulated and wears what they feel comfortable wearing. Compared to the military where most of the workers in the company used to work the terms and regulations are very fair for all. The management and supervisory authorities are not differentiated or elevated making it easy to connect and work within the individual teams that have been created.
PART V Participation and Collaboration
There are different teams that are spread across different schools but they give their services at their individual locations. The company also has a centralized position where the customers can go to get their services that has 10 employees who deliver and dispatch members on the ground. The company has used the workers efficiently since they can gain access and interact with the customers on the ground. The group gives direction to an office that is located within the area of the customer’s need who later gives the customer the needed services. The order comes from the central office and the leader of the office on the ground makes a decision based on the job that has been listed and the models needed. The decision making process starts from the central office to the leaders on the ground who make further decisions depending on the problem. There are different approaches or methods that can be instituted to make decisions or give the people the best tools for handling the problem and the decision is made by the worker who is dispatched to the specific location. Since the number of conflicts within the company are minimal the leaders are responsible for directing the workers and taking the necessary cause of action. Depending on the problem different approaches and models are contemplated although fairness and transparency is exercised.

PART VI Communicating Networks
In assessing the communication networks for the company I assessed four workers at the head office. I assessed the times that they were communicating with each other in terms of task-related communication at the workplace. The workers were drawn from different levels of management and working models within the company. It is evident that on most occasions the workers do not have task-related communication and among the times that the communicate most of these times they do not convey very critical information.

Task Related Communication

Key:

Number of times communicated:
Level of Importance:

1-3 times/day:
Blue Line : 1-2

4-6 times/day:
Green Line : 3-4

7-9 times/day:
Purple Line: 5

10+ times/day :

WAYNE
JOHN

CANDICE

NICOLE

EDWARD

Non-Task Related Communication

Key:

Number of times communicated:
Level of Importance:

1-3 times/day:
Blue Line : 1

4-6 times/day:
Green Line : 2-3

7-9 times/day:
Purple Line: 4-5

10+ times/day :

EDWARD

NICOLE

CANDICE

JOHN

WAYNE

Part VII Leadership
There were two scales that were used to assess the team and communication models that were used at Quality Network Services. The first tool was the Blake and Morton Questionnaire that I distributed to all the leaders and supervisory authorities within the company. They were to deliver and assess themselves on a set of questions that were aimed at evaluating themselves and the other workers in the company. The questionnaire listed a set of tasks and people statements that were to be rated and filled out as truthfully as possible. Most of the leaders received an 8 for the section on people relations. However, on the tasks that were appropriated in the company they received a 7. This meant that they were still in a position to adjust and derive the best models within the entity. There was proper coordination as could be seen among all the people within the organization. Leaders had an understanding of the workers and derived the best models and attributes from different approaches and attributes that were derived from their connection with the workers. On one occasion I discovered that the people were in a position to connect and make the best models and approaches that were appropriate to the workers within the company. The workers and leaders had an understanding and derived important information from the models that were identified and used within the entity. The level of coordination and appropriate structures and adherence to protocol was unique within the entity. There was a high level of coordination and understanding with all the workers understanding their individual roles and working in unison as a single system. The structures and understanding between the leaders and the workers was impeccable.
For the workers who worked in individual teams I used the Least Preferred Worker Scale where the workers would make an evaluation and rate their leaders. The workers were drawn from different departments in the company with each worker answering questions related to their leaders within the company. The workers were promised that the information released was confidential and would not compromise their work in future so that they could answer the questions truthfully. The workers were all full of praise for their leaders and were adamant of the roles that their leaders had played in helping them adapt to their roles. Most of the workers or 90% of the total workers interviewed rated their leaders very highly.
This highlights that there is a bridge between the leaders and the workers in the company. Quality Network Services is drawn from an understanding of the different models and structures that have been instituted in the company. All members are actively drawn and create a working relationship among all the members at the company. There is a major connection and model that has been drawn from individual structures and models that have been critically evaluated. For instance, I observed that when one of the machines had broken down, the information was first relayed to the leader who was responsible for the department. The machine was critical in software development and delivery systems that were used within the company. However, the leader first called all the workers within the department to look for a single approach that would help in rectifying the problem. Although the leader led the meeting he heard views from all the workers within the department. The workers gave their views and after an approach was identified he delegated the workers different roles that could help in implementing the decisions that were identified. The leaders within the company are looking to work with the workers to deliver the required results. The leaders view the workers as integral players in the system and are involving them in all the approaches and models that they are using within the entity. Delegation of duties is one of the pertinent aspects that has to be observed and the leaders are using the method to the company’s advantage. There is a democratic leadership model that is helping the company through getting the best out of all the leaders as well as the workers within the company.

PART VIII Organizational Alignment
The company have inculcated togetherness and unified model to ensure that the people are connected and given the best model for advancement and a connection between all employees. The organization is connected and draws from a culture of unity where they are engaged within a single model in different offices. The company plans different training models that are developed and inculcated from different structures within the company. Strategic alignment method employed by the company is aimed at developing and inculcating better models for the company in the long-run. Since the entity is looking to increase the number of offices and services across different networks. Training and development structures of new recruits into the system are also being contemplated and developed to ensure that there are different models developed by the entity. The entity is also developed through the different structures that are changed and instituted in the entity. Technology is a critical part in developing the different parts that have been employed by the entity.
PART IX Summary and Recommendation
Strengths and weaknesses
One of the main strengths that has been developed by the models identified by the company is the interaction between different offices located at different schools in the country. The respect of the command structure and rule of law has also been critical in proper working and connection with different people in the society. Technological advancements and models used in the company is also an advantage to the entity. QNS is strategically positioned to serve as many people as possible through their network that draws its major strength from the command office.
I however, found a weakness in the models and sharing of commands across different posts or offices. The link between the offices is not sufficient to ensure that the level of connection and modelling across different models are critical in the company. There is a difference in the approaches and models used but a connection that is aimed at increasing the level of connectivity needs to be introduced.
Recommendations
One of the recommendations is to split the roles and give other offices the mandate to control and develop different roles for the entity. A single command post that conveys decisions and messages to others is good in easy decision making, but the company needs to have an easier and more appropriate model of control.

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Analysis by Quality Network Services (QNS). (2022, Feb 05). Retrieved from https://essaylab.com/essays/analysis-by-quality-network-services-qns

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