Читать книгу Organizational Justice A Complete Guide - 2020 Edition - Gerardus Blokdyk - Страница 8
ОглавлениеCRITERION #2: DEFINE:
INTENT: Formulate the stakeholder problem. Define the problem, needs and objectives.
In my belief, the answer to this question is clearly defined:
5 Strongly Agree
4 Agree
3 Neutral
2 Disagree
1 Strongly Disagree
1. What is the scope?
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2. What information do you gather?
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3. Scope of sensitive information?
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4. What is the context?
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5. How do you manage changes in Organizational justice requirements?
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6. How often are the team meetings?
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7. Has a high-level ‘as is’ process map been completed, verified and validated?
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8. What are the rough order estimates on cost savings/opportunities that Organizational justice brings?
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9. Has anyone else (internal or external to the group) attempted to solve this problem or a similar one before? If so, what knowledge can be leveraged from these previous efforts?
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10. Is there a completed SIPOC representation, describing the Suppliers, Inputs, Process, Outputs, and Customers?
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11. Is the work to date meeting requirements?
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12. What is the scope of Organizational justice?
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13. Who defines (or who defined) the rules and roles?
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14. Is there a completed, verified, and validated high-level ‘as is’ (not ‘should be’ or ‘could be’) stakeholder process map?
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15. Is the improvement team aware of the different versions of a process: what they think it is vs. what it actually is vs. what it should be vs. what it could be?
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16. What is in the scope and what is not in scope?
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17. Is there a critical path to deliver Organizational justice results?
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18. What are the core elements of the Organizational justice business case?
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19. Will a Organizational justice production readiness review be required?
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20. Who is gathering information?
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21. Has a team charter been developed and communicated?
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22. What is in scope?
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23. Has the improvement team collected the ‘voice of the customer’ (obtained feedback – qualitative and quantitative)?
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24. Where can you gather more information?
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25. Who is gathering Organizational justice information?
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26. Will team members regularly document their Organizational justice work?
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27. The political context: who holds power?
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28. Is Organizational justice currently on schedule according to the plan?
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29. Do you have a Organizational justice success story or case study ready to tell and share?
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30. What sort of initial information to gather?
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31. Who approved the Organizational justice scope?
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32. What is a worst-case scenario for losses?
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33. Will team members perform Organizational justice work when assigned and in a timely fashion?
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34. How do you think the partners involved in Organizational justice would have defined success?
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35. How was the ‘as is’ process map developed, reviewed, verified and validated?
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36. How do you keep key subject matter experts in the loop?
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37. Are audit criteria, scope, frequency and methods defined?
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38. What are the compelling stakeholder reasons for embarking on Organizational justice?
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39. Who are the Organizational justice improvement team members, including Management Leads and Coaches?
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40. What are the Organizational justice use cases?
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41. What system do you use for gathering Organizational justice information?
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42. Have all basic functions of Organizational justice been defined?
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43. Have specific policy objectives been defined?
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44. What is the scope of the Organizational justice work?
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45. Are different versions of process maps needed to account for the different types of inputs?
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46. Is scope creep really all bad news?
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47. What is the worst case scenario?
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48. What are the Organizational justice tasks and definitions?
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49. What customer feedback methods were used to solicit their input?
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50. Are customer(s) identified and segmented according to their different needs and requirements?
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51. Are there different segments of customers?
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52. What is the definition of Organizational justice excellence?
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53. Is full participation by members in regularly held team meetings guaranteed?
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54. Has a Organizational justice requirement not been met?
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55. What are the boundaries of the scope? What is in bounds and what is not? What is the start point? What is the stop point?
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56. Are the Organizational justice requirements complete?
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57. How will variation in the actual durations of each activity be dealt with to ensure that the expected Organizational justice results are met?
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58. Has your scope been defined?
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59. What constraints exist that might impact the team?
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60. What is out-of-scope initially?
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61. Is Organizational justice linked to key stakeholder goals and objectives?
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62. Are there any constraints known that bear on the ability to perform Organizational justice work? How is the team addressing them?
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63. What are the tasks and definitions?
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64. What critical content must be communicated – who, what, when, where, and how?
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65. When is the estimated completion date?
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66. What Organizational justice requirements should be gathered?
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67. What gets examined?
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68. Are roles and responsibilities formally defined?
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69. How would you define Organizational justice leadership?
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70. How do you gather the stories?
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71. When is/was the Organizational justice start date?
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72. How do you manage scope?
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73. What happens if Organizational justice’s scope changes?
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74. What are the record-keeping requirements of Organizational justice activities?
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75. Is the Organizational justice scope complete and appropriately sized?
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76. Is the team equipped with available and reliable resources?
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77. How would you define the culture at your organization, how susceptible is it to Organizational justice changes?
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78. What information should you gather?
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79. Is there regularly 100% attendance at the team meetings? If not, have appointed substitutes attended to preserve cross-functionality and full representation?
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80. How do you hand over Organizational justice context?
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81. Has a project plan, Gantt chart, or similar been developed/completed?
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82. What defines best in class?
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83. Are the Organizational justice requirements testable?
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84. How did the Organizational justice manager receive input to the development of a Organizational justice improvement plan and the estimated completion dates/times of each activity?
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85. What was the context?
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86. Is it clearly defined in and to your organization what you do?
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87. Are approval levels defined for contracts and supplements to contracts?
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88. How do you manage unclear Organizational justice requirements?
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89. What would be the goal or target for a Organizational justice’s improvement team?
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90. How and when will the baselines be defined?
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91. Why are you doing Organizational justice and what is the scope?
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92. How do you build the right business case?
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93. How do you gather Organizational justice requirements?
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94. Are required metrics defined, what are they?
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95. How do you gather requirements?
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96. What is the scope of the Organizational justice effort?
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97. How will the Organizational justice team and the group measure complete success of Organizational justice?
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98. Does the scope remain the same?
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99. What is out of scope?
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100. Is the scope of Organizational justice defined?
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101. What are the dynamics of the communication plan?
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102. Is there a clear Organizational justice case definition?
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103. Is the team adequately staffed with the desired cross-functionality? If not, what additional resources are available to the team?
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104. When are meeting minutes sent out? Who is on the distribution list?
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105. What sources do you use to gather information for a Organizational justice study?
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106. Is there a Organizational justice management charter, including stakeholder case, problem and goal statements, scope, milestones, roles and responsibilities, communication plan?
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107. What are (control) requirements for Organizational justice Information?
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108. How can the value of Organizational justice be defined?
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109. How are consistent Organizational justice definitions important?
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110. Is the current ‘as is’ process being followed? If not, what are the discrepancies?
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111. In what way can you redefine the criteria of choice clients have in your category in your favor?
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112. Do the problem and goal statements meet the SMART criteria (specific, measurable, attainable, relevant, and time-bound)?
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113. Are all requirements met?
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114. What key stakeholder process output measure(s) does Organizational justice leverage and how?
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115. Have all of the relationships been defined properly?
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116. Has the Organizational justice work been fairly and/or equitably divided and delegated among team members who are qualified and capable to perform the work? Has everyone contributed?
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117. Has the direction changed at all during the course of Organizational justice? If so, when did it change and why?
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118. How is the team tracking and documenting its work?
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119. Has everyone on the team, including the team leaders, been properly trained?
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120. What scope to assess?
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121. Have the customer needs been translated into specific, measurable requirements? How?
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122. Is special Organizational justice user knowledge required?
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123. What Organizational justice services do you require?
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124. What are the Roles and Responsibilities for each team member and its leadership? Where is this documented?
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125. What scope do you want your strategy to cover?
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126. What intelligence can you gather?
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127. What is the definition of success?
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128. If substitutes have been appointed, have they been briefed on the Organizational justice goals and received regular communications as to the progress to date?
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129. How do you catch Organizational justice definition inconsistencies?
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130. Is Organizational justice required?
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131. What specifically is the problem? Where does it occur? When does it occur? What is its extent?
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132. What knowledge or experience is required?
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133. Has/have the customer(s) been identified?
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134. How have you defined all Organizational justice requirements first?
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135. Does the team have regular meetings?
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136. Is the Organizational justice scope manageable?
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137. Is data collected and displayed to better understand customer(s) critical needs and requirements.
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138. How does the Organizational justice manager ensure against scope creep?
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139. Do you all define Organizational justice in the same way?
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140. Do you have organizational privacy requirements?
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Add up total points for this section: _____ = Total points for this section
Divided by: ______ (number of statements answered) = ______ Average score for this section
Transfer your score to the Organizational justice Index at the beginning of the Self-Assessment.
