The Viable System Model
Viable System Model or more known as the VSM was first presented by Stafford Beer who defined some characteristic that made every system viable (Gregory, 2007). No matter the problem an organization is able to adapt to the change and change te situations surrounding it to make the change acceptable. These type of organizations that can adapt easily to the change are known to be viable (Nechansky, 2010;Espejo, 2004;Beer, 1984). This cybernetic theory is based on the adaptability to change, communication and control (Jackson, 2000 ; Beckford, 2002:267). VSM diagnoses all type of structures and system interactions within the organization (Beckford, 2002; Jackson, 1988).
In order to sort out complexity VSM comprises of three cybernetics concepts
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Managers use the VSM to analyze the issues and VSM provides errors in each sub system and helps solve these issues (Hoverstadt and Bowling, 2005).
6. ANALYSIS USING VSM
Applying the VSM tool to analyze the problems within QP
6.1 System 1: BASIC OPERATION
Human Resource, Training Department, Medical Service, General Service, Qatarization unit, Production Department the six departments mentioned before in the structure form the system 1 or the basic operation unit in the VSM model. Each of these departments had heads and apart from the Production and Training department the heads were all young and with less experience and the two departments mentioned had far more experienced and people with grand view of the future of the organization. The lack of experience made it impossible sometimes for the heads to relate the importance and consequences of their actions on other departments. They also carried on thinking that their departments were more important causing internal rivalry and politicking on a large scale. The department were divided into groups and the problems started rising with each department not trying to outdo
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When the coordinating group itself sides with one of the department groups the lack of communication and isolation of some grows more than necessary. They view their position as a post of power and they are entitled to do what they feel like causing more disharmony within the coordination group and within the
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