There are three ways to diagnose an organization’s system that is in need of change: Study each position carefully, study how each position can either fix or mix with the overall business and study past events to find changes that should have, could have, would have, as it relates to a positive impact on the business -should they have been made to work.

In identifying changes for Starrtouch Enterprises and in an attempt to diagnose the organizations system, I have come to the conclusion that trained workers are often inadequate, unavailability of expert sub-contractors deem apparent and there is a slight defect in the full internet usage in respects to specific employees in the construction industry in general, that needs to be focused on, making for a reevaluation of title and positions a must.  Although many of the jobs workers perform may require physical strength, adequate training and job knowledge, there are many other jobs that require little skill and thus can be learned with little to no effort.  Many construction workers hold key positions that require a variety of basic skills, specialized training and experience; therefore, it is imperative to include a realm of apprenticeship programs that can provide the most- guided by preparation- to meet the needs and demands of an economically driven society.  Keeping in mind that job opportunities vary and competition factors allow for jobs requiring the most amount of skill, there are workers who are more apt to be in the position to relocate from one construction site to another in order to seek out those businesses that can provide the best opportunities that may be more inclined to fulfill individual worker needs.

            The human implications for the resistance to change and the drivers for change often contrast.  Many workers are more comfortable in a controlled, consistent, familiar and routine environment that offers accountability along with trust, but in today’s markets there is the need to improve productivity and market competitiveness and change in order to remain in business and not fall to the way side. Many companies have opt to automate their operations with computerized applications in an attempt to easily store, communicate, obtain, analyze and retrieve at any and every angle, therefore it is not surprising, that almost every effort to change involves a social network of people, making for cooperation efforts to that specific transition, a core piece to the puzzle factor of bringing changes to life in any given organization. Many employees are reticent to change and may, all too often, steer away from adopting a new approach to program implementation, service delivery, staffing, etc…   They may be hesitant to embrace, and become ambassadors for any form of change, whether it is good or bad.  Many workers are merely in a position where lack of understanding is often apparent, especially in respects to the proposed change, as they fall in the black, to the connection of a new way of doing things. Information alone cannot foster acceptance or engagement and nor can explanations, data, and statistics convert information into true understanding.  By providing time and space for workers to explore an organization's history and current achievements, workers can adapt a strong connection to the future and vision of that specific organization, even if there is a glitter of fear and uncertainty.

As I embark on the recommendations portion of this paper, I introduce to the reader a person of interest of whom I interviewed in respects to the business in question, Mr. William Wilson.  Mr. Wilson is a Communications Consultant for Starrtouch Enterprises Inc.  His first foray was to emphasize that in the induction of workers to include themselves in the process of change, as it relates to Starrtouch Enterprises Inc.  “The best way to implement change is to win the support of the workers and because worker support is the key element to a company’s transitional success, it has to be done respectfully” When I asked Mr. Wilson what he meant by respectfully, he answered: “By revisiting the workers, (whether they be employee or manager’s),  sense of the companies past and by reflecting and building on the things that are used to connect and tie them to the origination family practices, hoping to create a strong image of what the future can hold for them and their loved ones “

In closing and in diagnosing the organizational system in need of change for Starrtouch Enterprises Incorporation, and in addressing the issue of trained workers that are often inadequate, the unavailability of expert sub-contractors and the slight defect in the full internet usage in respects to specific employees in the construction industry in general, my ultimate conclusion to these factors remain in line with the company’s strategic alignment as to how closely the organization's strategy is interwoven with and driving its overall business functionality. By developing a practice of hiring qualified, skilled workers, by providing training and educating to its current workers in respects to their assigned jobs, by assuring that the company can hire expert contractors through such monthly, publications that are through the Government Data Publications, Inc. efforts, one of which is called Small Business Preferential Subcontract Opportunities, and by acquiring practices of utilizing the internet to its unlimited capacity, improving business value, reducing operating costs and decreasing time efforts can ensure success in Starrtouch Enterprises Inc, and make their practice of caring about the world and committing to environment practices a strong affirmation for the companies enormous plans for a growth in revenue and societal contribution efforts as it engages in plans and practices in the future.