Final answer:
Managers should focus on changing processes, not people, when outcomes are unsatisfactory. The understanding and application of structured design processes and critical thinking are central to problem-solving in the workplace. Continuous improvement and flexibility in processes are essential for achieving better outcomes.
Step-by-step explanation:
Process thinking causes managers to address critical process elements which include the understanding that if you don't like the outcome, you should change the process rather than focusing on the people. This informs a manager's approach to problem-solving and continuous improvement, encouraging an analysis of the steps involved in reaching an outcome rather than attributing success or failure solely to the team members' abilities.
In many job roles, managers expect certain outcomes from their employees and hold them accountable for achieving these results. They are often less concerned with the exact methods used, provided that the objectives are met. However, when outcomes are unsatisfactory, it is indicative of the need to reassess and potentially revise the processes involved to improve performance and results.
Understanding that there's not always a single solution to a problem, critical thinking and creativity are key components in the problem-solving and design process. Managers are encouraged to use structured design processes, recognize the importance of a flexible process, and leverage an ongoing process of reflection and improvement to enhance their team's performance over time.