Human Capital Strategies
Our team develops realistic workplace models that take into consideration such formal and informal organizational context factors as cultural and organizational differences, management behaviors, and level of satisfaction and attitudes toward change. We, then, develop computer-based policy simulations that allow the user to control the Agency's business activities through experimentation, while experiencing hands-on learning.
Our simulation-based solutions enable users to execute the systemically desired course of action using redesigned business processes in a safe environment. We bring an experimental approach to developing, communicating and executing strategies and to scenario based strategic planning. Our solutions include a dynamic simulation model of your business and an application platform that provides you the capability to use the simulation model for experimental learning and planning.
Executives will face a number of challenges as they emphasize a focus on operations, attempt to strengthen strategic planning and integrate organizational activities. Many of these challenges will become more acute during business transformation and the fielding of next generation (NextGen) capabilities and technologies. Therefore, we help you develop an understanding of the factors (i.e. variables) affecting employee satisfaction and motivation necessary for improving and sustaining organizational performance.
The diagram in Figure 1 graphically shows some of the drivers of employee satisfaction and morale. In this diagram, these two variables, together with an appropriate balance of ability and job challenge, drive employee motivation. It also depicts motivation, ability and performance support systems (technology) as the drivers of productivity and agency performance.
Figure 1: Factors Influencing Employee Productivity
Therefore, in order to improve productivity, we need to understand which of these drivers have low ratings with employees and introduce measures that will alleviate their concerns and improve motivation. These measures may relate to both employee satisfaction and morale or just one of the two. We may even find out that low motivation is not directly caused by either of these two factors, but indirectly through some other factors.
The diagram in Figure 2 below presents another example of how ability and challenge drive motivation. The diagram shows that an employee’s motivation level can be optimized by matching the challenge (work assignment) with his/her ability (skill set). If the challenge is higher than his/her ability, frustration sets in, but on the other hand, if the challenge is lower than his/her skill level, he/she becomes bored.
Figure 2: Optimizing Motivation by matching employee Ability with appropriate job Challenge
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