In the end, the conclusion summarizes the findings and their applicability in the real world.
Soft Systems Methodology was developed by Peter Checkland and is a seven step methodolgy to construe models to solve organizational problem situations. It provides a comparison of the current world with certain focused models that can solve ‘soft’ problems. The approach is deemed to be participative and can be carried out by organization members with the support of a facilitator who is familiar with the methodology. It is of most use for people who work and involves drawing rich pictures to expand on different models and systems (Hersh & Hamburg, 2006). The problem under consideration is how can employees improve the value of their work. There are many factors that can accrue to overall improvement in work performance. More importantly, factors that are impeding improvement strategies from being implemented need to be addressed. The value of work done by employees depends partly on the working environment and partly on the employer. Therefore, in order to bring about definitive change, the employer’s support and cooperation is of great importance.
This paper identifies the problems faced by employees in order to improve the value of their work. The first part of the SSM inquiry deals with identification of the problem. The later part deals with root definitions of the systems and the development of potential models; the last steps expound on the efficacy of the proposed recommendations in the real world.
For a business organization to function successfully, the value of work of the employees plays a very critical role. It is as much the responsibility of the employees as it is the duty of the line manager to ensure that optimum employee performance is achieved. However, due to any reason, if the employees are not able to put in their best performance, the value of their work is