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Triad Analysis Triad Analysis

Triad Analysis Paper Xavier Soto Corban University

Triad Analysis Abstract In this paper I will analyze data using seven sets of triads. I will utilize the data in order to in what is the center of gravity of each of the seven dimensions or triads, determine if these sow diffusion or alignment and look at how this exercise relates to knowing and controlling self.

Triad Analysis Triad Analysis The responses to the seven questions show alignment and mostly gravitate towards the center of each of the triads. My organizations focus is currently on the people and the processes for developing them. It is missing on the Product focus, and this might be due to the same as above, it is a people development and mission focus; the mission is the development of the people. The entire group that was surveyed agreed on this. On the second Triad the COG gravitated towards the Thinking-Doing section, which goes very well along with the organizations views and I would have to agree with this, because

the culture and background of it focuses on planning and getting it done. This triad was lacking focus on responding. Which might be due to the fact that the organization at this level deals very little with this type of response and this might happen further down peoples carriers. The organization is extremely focused on attracting and maintaining, in fact without this the mission would undoubtedly be a failure, but I believe that most of the personnel thought only in terms of the immediate focus and not overall, because I think that if there is no delighting of the team at all, then there would be a high attrition rate, who wants to stay in a place where there is no incentive? I believe that delighting is also a part of maintaining and unless it is began to be seen this way; it could lead to more attrition.

This triad came out as sharing all knowledge. This is because the organization has a deep root and belief in sharing all knowledge. Knowledge is very important and being that nothing is done solo, but many people need to be involved in the decision making process, every person is very willing to share all their knowledge. The organization is more focused on multi and focus

Triad Analysis tasking, although according to the survey there are also some scattered tasks, which if find to be very true. Although none of the focuses is neglected, the focus is on Rewards and Reactive, but

neglecting reprisal focus, which could be an influence on some peoples behaviors, because they might think that there will be no consequence to bad behavior or unwanted actions. These behaviors going without any type of negative feedback at all might give the impression that there is a lack of discipline in the organization. As far as vision, mission and values go, the focus is pretty much balanced, this is good, because the organization and its people have a vision, which enables the mission and at the same time they uphold their values and encourage this throughout the personnel within the organization and outside as well. a. How might the information gleaned from the Triad be used to help the leader motivate people within the organization? The company is very people centric and cares for its people and the development of them. Although there all the triad questions were not in a direct line, they all move in a general type line mostly focused on people and processes of enhancing these which show that there is a lot of serving in this organization. This exercise relates to knowing and controlling self in that we were able to see what we and others perceive our focuses are and by seeing others perspective about the same, we are able to see how the way we prefer to behave affects the organization and this also goes vise versa. The leader can really begin to look at the organization holistically and begin to focus on changing or modifying behaviors so that others are benefitted from this too and thus create or inspire change in the leaders in the organization and this will ultimately affect all levels.

Triad Analysis Triad Graphics

People * Products * Processes