Benchmarking and best practice are terms that used interchangeably and are important tool for an organization. It helps to aid in determining how well an organization is doing, which can often call for a comparison of the organizations results with other organizations (McLean, 2006, p.192). The best practice that I would recommend for my organization, which is a health system would be the six sigma process. This process is a well-known and reliable practice that will ensure that a quality service is produced. To implement the six sigma process hiring a master black belt to lunch the process. A master black belt is a full-time position which focuses on teaching others (McLean, 2006, p.189). This will help to teach staff how the six sigma
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One issue is that benchmarking requires data collection within an organization. The data collected could be used inappropriately (McLean, 2006, p368). For example, if data is collected through employee surveys which is supposed to be used for process improvement. If this data is used for personal decision making this would be inappropriate because those taking the surveys where mislead on their purpose. Another ethical issue that faces benchmarking are being subsumed by the organizational culture which entails becoming oblivious to dysfunctional behavior due to the long exposure of the behavior (McLean, 2006, p.268). Also, Organizational Development (OD) professionals can look to delay separation from the client since it guarantees payment. This is often done by prolonging tasks and or adding additional work that is unnecessary. This is an ethical issue because it is not useful to the client and solely benefits the OD professional (McLean, 2006, p.368). The ethical issue of not transferring skills of the OD professional to the client’s staff. This is an issue because the OD professional is contracted with terms to improve the staff, so when the professional does not transfer its skills and after the separation everything that is built starts to deteriorate (McLean, 2006, p.368). This results in a backwards motion and the company’s process returns to its function pre OD professional intervention. Lastly, another concerning ethical issue is the OD professional being able separate their reputation and duties to the client. The OD professional is supposed to inform clients of their findings no matter what the end results are. This could become an issue if information that needs to be shared with the client could potentially terminate their agreement or harm their reputation. The OD professional must be able to confront the client with the truth no
One issue is that benchmarking requires data collection within an organization. The data collected could be used inappropriately (McLean, 2006, p368). For example, if data is collected through employee surveys which is supposed to be used for process improvement. If this data is used for personal decision making this would be inappropriate because those taking the surveys where mislead on their purpose. Another ethical issue that faces benchmarking are being subsumed by the organizational culture which entails becoming oblivious to dysfunctional behavior due to the long exposure of the behavior (McLean, 2006, p.268). Also, Organizational Development (OD) professionals can look to delay separation from the client since it guarantees payment. This is often done by prolonging tasks and or adding additional work that is unnecessary. This is an ethical issue because it is not useful to the client and solely benefits the OD professional (McLean, 2006, p.368). The ethical issue of not transferring skills of the OD professional to the client’s staff. This is an issue because the OD professional is contracted with terms to improve the staff, so when the professional does not transfer its skills and after the separation everything that is built starts to deteriorate (McLean, 2006, p.368). This results in a backwards motion and the company’s process returns to its function pre OD professional intervention. Lastly, another concerning ethical issue is the OD professional being able separate their reputation and duties to the client. The OD professional is supposed to inform clients of their findings no matter what the end results are. This could become an issue if information that needs to be shared with the client could potentially terminate their agreement or harm their reputation. The OD professional must be able to confront the client with the truth no