Full Systems Study
Full Systems Study: Low Morale Resulting & Staff Retention at The National Low Income Housing Coalition Executive Summary I. ... At the beginning of this study there were 14 employees staffed, however assuming because of low morale this employee chose to seek out new endeavors, leaving NLIHC without a farewell party or on reputable terms. ... For this level I, full systems analysis, employee retention was evaluated. ... There is evidence that the recycling to a previous stage, the formalization and control stage will be necessary in order to provide the new structure and development of the new systems and procedures. ... Systems Change A. ... To achieve the possible results out of a system without giving consideration to the impact on other systems as well as placing additional work on already strained employees characterizes maximizing because of the tradeoff you could jeopardize losing another valuable employee. Maximizing could also result in lowered morale, a Harvard study found that executives really don’t see boosting morale/retaining employees as affecting their budget (bottom-line). ... Moreover, because it is a small organization working on a national level, it is important to sustain consistent employees, especially involving the Housing Trust Fund Bill, which consist of constant organizing, re-organizing and reporting consequently when one system is affected all other systems are affected. ... The potential impact of this proposal on the other internal systems has been considered as well. ... The implementation of these recommendations proves feasible, especially given the Coalitions considerable budget and exemplary budgeting skills from Sheila Crowley; all systems will ultimately be improved. ... Floor Plan (Attached to Feasibility Study) A3.