How might the process of AAA and reporting, applied to partnerships, alliances, or other collaborative efforts, potentially yield a new system view?

An After Action Analysis (AAA) or After Action Review (AAR) is when completing a project a review is typically done to determine what went wrong and what can be done differently. This step usually involves gathering all the relevant information and then studying it to determine what went wrong. After-action reviews are structured reports that provide a comprehensive analysis of the actions taken to address information that can help improve the project. They are commonly used to measure the effectiveness of preparedness systems and identify areas for improvement (Sorbello et al., 2021).

The AAA and reporting can be applied to partnerships, alliances, or other collaborative efforts by helping the organization follow a structure that prevents any negative outcome. Having a well-established safety culture is very important to minimize the impact of adverse events on the leaders and employees of an organization. It can also help prevent staff burnout (McCarthy et al., 2021). Effective AARs require the use of trained facilitators. They can help reduce the participants’ experience of ambiguity and improve their satisfaction with the process.

Could this new system view include innovation as well as negative outcomes? Explain.

           The new system view can include both innovation and negative outcomes when it comes to partnership and alliances. AAA can help with innovation by helping organizations with new ideas and implement them with resources that are provided for the organization. AARs and simulation exercises help organizations assess the capabilities of their various capacities and develop effective plans and procedures. They can also help ensure that their plans and procedures are up to date (Stoto et al., 2019).

           The new system view can have a negative outcome depending on who the report is coming from and if the report is clear enough to implement the new changes. The incidents that constitute AARs are singular, and they are usually unique in context and details. This makes them difficult to implement and apply. Complex events can make it hard to know who should have done what. Also, AARs can be time-consuming and require a lot of resources. They can also reveal uncomfortable truths. AARs can help organizations develop effective plans and procedures (Stoto et al., 2019).

How could AAA best be used to advance partnering concepts?

           The AAA can be used to advance partnering concepts by helping an organizations identify and implement actionable recommendations for improving the process of completing a project or task (After-Action Review, 2006). This helps the organization by deleting any past steps that we used to complete a task. The organization can create a newer way of addressing any information that did not help them in the past.

Post #2

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           In strategic partnerships and alliances there are different factors that need to be considered. In mergers, internal factors can affect the environment, which in turn it may affect employees’ perception of sustainability (Ford & Gilson, 2021). The aftermath of an acquisition compels the HR managers to make an assessment of the benefits of the newly merged entities and implement the strategic goals needed to support the organization (Gobble, 2015).

           When the proverbial smoke dissipates, then the HR managers need to engage in the after action analysis (AAA) or report to assess what will work and what will not, and learn from the actions sooner rather than later (Ansari et al., 2021). According to Woodruff (1991), AAA is a structured meeting that does the following: (a) Focuses on why things happened, (b) compares the intended results with what was actual accomplished, (c) encourages participation, and (d) emphasizes trust and value of feedback. As this week’s reading are examined, this discussion will answer the following questions related to AAA or report:

How might the process of AAA and reporting, applied to partnerships, alliances, or other collaborative efforts, potentially yielding a new system view?

           According to Ansari et al. (2021), the effect of mergers and acquisitions has a great influence on financial performance of business organizations. The HR leaders must assess the role of organizational value, culture change, organizational structure that results from the alliances and integrate them to improve performance (Kim et al., 2014). The process of report and AAA in this context can be done by improving communication and feedback within the company. The main goal is to learn and not to blame, which will lead to improved understanding of team performance to produce better results (Metz et al., 2020).

Could this new system view include innovation as well as negative outcomes. Explain.

           According to Vanpoucke and Vereecke (2010), alliance attributes, communication behavior, and alliance management were the predictors of cost benefits and service benefits. In line with these assumptions, the AAA system includes innovation. For AAA process to be successful there is need to be more open and honest to allow greater levels of innovation (Brix, 2018). The following are the key elements of an effective AAA: (a) Discuss the purpose and rules, (b) encourage active participation, (c) use a facilitator, (d) talk about team performance, (e) conduct the AAA as soon as possible, and (f) focus on discussion with skillful questioning (Brix, 2018).

How could AAA best be used to advance partnering concepts?

           Organizational learning is important because it requires continuous assessment of organizational performance (Zenger & Folkman, 2017). After action analysis (AAA) is a simple option for facilitating the learning of organizational performance. The best way to make it work is by bringing together a team to discuss a task, event, activity or project, in an open and honest fashion (Woodruff, 1991). The application of AAA across the organization can help drive organizational change (Lajara et al., 2002).