One notable aspect of Malcolm’s response is that he identifies a problem that affects him directly. It means that he has a clear understanding of how to express it and what he thinks the best possible solutions would be for the problem at hand. It is admirable that he recommends appropriate questions to help identify the root cause of the problem and gives justifications for these questions. Once followed upon, one of these questions is sure to yield the desired results. Considering that his shift and that with the problem are from different departments, it may not be possible to speculate the shift that is responsible for the messes. Therefore recommending for an inquiry into the shift responsible for the mess would help identify why they do so and eventually help yield the appropriate strategies to address the issue. Dealing with the specific department would help address the root cause embedded in its leadership.

Whatever route the inquiry takes, the leaders of the shift and department would need to be accountable as Malcolm identifies. It shows that he is aware of the responsibilities of every leader towards the team he or she manages and in case of any failure; the leader needs to be held accountable. Addressing the problem directly through either the head of the department or shift would help deal with the issue from its root cause. The final question would help investigate individual responsibility from the workers involved. Even then the blame would fall back to the leadership for not ensuring the required responsibilities from members of their team. Nonetheless, Malcolm’s recommended questions would be useful in identifying the root cause of the problem and the possible solutions for the well-being of all employees in the organization. The process involved in such an investigation is in line with what Radogna (2018) and his panel recommend using an effective process to identify the root cause of an issue.

 
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