The purpose of this assignment is to begin drafting an internal business proposal that outlines how you will implement the solution to the problem you have identified in your organization.
There are several parts to this assignment, and each part has been explained and briefly outlined in the “Business Proposal Project Summary” resource. This document should be used as a guide to assist you with constructing key elements of the proposal. Word count guidelines are provided for each section of the business proposal. For this assignment, you will complete the Purpose Statement, Problem Statement, Data and Research Findings, Proposed Solution, Stakeholder Analysis and Benefits, and Implementation Methods sections of the business proposal.
- Purpose Statement (100-250 words) provides clear statement of why the business proposal is being made.
- Problem Statement including specific data (statistics and numbers) related to how the problem impacts the business. This part of the proposal should include the graph/chart/data collected from Part 1 of the benchmark-data collection assignment.
- Data and Research Findings (250-500 words) should include a summary of what you learned from conducting research related to what has already been done to address the organizational problem. This part of the proposal should include the graph/chart/data collected in Part 2 of the benchmark-data collection assignment.
- Proposed Solution (250-500 words) should include a summary of the top three problem solutions you considered to address the problem. In addition to including the graph/chart/data you collected in Part 3 of the benchmark-data collection assignment, this section should provide a succinct discussion of the pros and cons of implementing each of the top three solutions being considered to address the problem.
- Stakeholder Analysis and Benefits (500 words, revised if needed).
- Implementation Methods (250-500 words) summarize specific strategies that will used to implement the problem solution, including time and costs associated with implementation.
It is important to include specific data throughout the business proposal. Include statistics that support the problem statement that can be used to establish and track goals; relate to specifics of implementation, timing, and cost; and illustrate stakeholder benefits. The proposal is an internal document that will be read by stakeholders within the organization where the problem exists, so keep this in mind and focus on this audience as you write. Within the Word document, include subsection titles to organize content according to the categories listed above to provide easy reference points for the reader.
Prepare this assignment according to the guidelines found in the APA Style Guide, an abstract is not required.
Business Proposal Project Summary
Throughout this course you will be completing an action research project based on a real organizational problem that you identify. The assignments for each topic build on one another, therefore it is important to complete each one. Content from each assignment will be used to complete the final business proposal in Topic 8.
There are several parts to the business proposal, and each part has been explained and briefly outlined below. The descriptions provided should be used as a guide to assist you with constructing each section of the business proposal. Word count guidelines are provided for each section of the business proposal.
It is important to include specific data throughout the business proposal. Include statistics that support the problem statement; can be used to establish and track goals; relate to specifics of implementation, timing, and cost; and illustrate stakeholder benefits. Keep in mind that the proposal is an internal document that will be read by stakeholders within the organization in which the problem exists. Focus on this audience as you write. Within the Word document, include subsection titles to organize the content according to the categories listed below to provide easy reference points for the reader.
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Executive Summary (
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50 words) provides a short summary of the entire proposal so key stakeholders can see an overview of the proposal and understand it without reading the entire document.
2.
Purpose Statement (100-250 words) provides clear statement of why the business proposal is being made.
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Problem Statement (revised as needed from Topic 1 assignment feedback) includes specific data (statistics and numbers) related to how the problem affects the business. This part of the proposal should include the graph/chart/data you collected in Part 1 of the Topic 2 assignment.
4.
Data and Research Findings (250-500 words) should include a summary of what you learned from conducting research related to what has already been done to address the organizational problem. This part of the proposal should include the graph/chart/data you collected in Part 2 of the Topic 2 assignment.
5.
Proposed Solution (250-500 words) should include a summary of the top three problem solutions you considered to address the problem. In addition to including the graph/chart/data you collected in Part 3 of the Topic 2 assignment, this section should provide a succinct discussion of the pros and cons of implementing each of the top three solutions being considered to address the problem.
6.
Stakeholder Analysis and Benefits (500 words, revised as needed from Topic 3 assignment feedback) summarize all data and information related to the key stakeholders affected by the proposed problem solution along with a summary of benefits to be gained by stakeholders if the problem solution is implemented.
7.
Change Management Plan (250-500 words) clearly articulates specific methods and strategies to be utilized to manage organizational changes associated with the selected solution implementation.
8.
Implementation Methods (250-500 words) summarize specific strategies that will be used to implement the problem solution, including time and costs associated with solution implementation.
9.
Evaluating Success (250 words) summarizes specific measures you will use to evaluate the success of the problem solution.
10.
Conclusion/Call to Action (100 words) provides specific steps you would like key stakeholders/sponsors to take in the implementation of the proposed solution.
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Stakeholder Analysis: Low Morale within the Military
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Summarize stakeholder attitudes about the identified problem and support your summary with specific data from your collection tool.
The stakeholder attitudes towards the identified problem of low morale in the military are varied. Military personnel and their families are the most affected by the problem and have expressed their dissatisfaction with the current state of affairs. In a survey conducted by the Military Family Advisory Network (MFAN), more than 50% of respondents reported that military life negatively impacted their mental health, and 40% of respondents reported a decrease in their overall well-being. The respondents also cited factors such as job-related stress, inadequate support systems, and isolation from family and friends as reasons for their low morale.
Summarize stakeholder attitudes or experiences related to previously implemented problem solutions and support your summary with specific data from your collection tool.
Stakeholders have different attitudes towards previously implemented solutions to the low morale problem. In the same MFAN survey, only 36% of respondents indicated that they were aware of available mental health resources provided by the military, and of those who were aware, only 30% reported using them. This suggests that although the military has implemented some solutions, such as providing mental health resources, they may not be effective in addressing the problem.
Summarize stakeholder ideas for potential solutions and support your summary with specific data from your collection tool.
Stakeholders have proposed various potential solutions to the low morale problem, including increasing mental health resources, improving support systems, and addressing the root causes of job-related stress. In the MFAN survey, respondents cited improving family support programs, increasing access to mental health resources, and increasing mental health staffing as potential solutions. Other stakeholders, such as military leaders and policymakers, have proposed addressing the underlying causes of low morale, like decreasing the number of times service members have to be away from home and making the military community’s home life better for everyone.
Who are the stakeholders you will seek to act as sponsors to support you in the implementation of a problem solution? Provide specific reasons why these stakeholders are key to implementing a solution.
Leaders in the military and in government are the kind of stakeholders I would approach in hopes of enlisting their support in implementing a solution to the situation at hand. These stakeholders have a significant influence on the implementation of any solution, as they have the power to allocate resources and set policies that affect the military. Military leaders have direct control over the resources and support available to military personnel, while policymakers can shape legislation and funding to support mental health and well-being initiatives. Moreover, their position of authority and influence within the military community makes them key to garnering support from other stakeholders.
Who are the stakeholders that will likely be directly affected by solving the problem? Provide specific ways these stakeholders could be directly affected by solving the problem.
Low morale is an issue that affects many parties, but military members and their families are likely to be the most directly impacted. If the problem is effectively addressed, it could lead to an improvement in the mental health and overall well-being of military personnel and their families. This, in turn, could lead to higher levels of job satisfaction, lower rates of turnover and absenteeism, and improved performance on the job.
Who are the stakeholders who could pose potential roadblocks to solving the problem? Provide specific reasons why these stakeholders could pose potential roadblocks and what those roadblocks could be.
Stakeholders who could pose potential roadblocks to solving the problem include military bureaucracy and cultural attitudes within the military community. Military bureaucracy can hinder the implementation of solutions by making it difficult to allocate resources and enact policies. Cultural attitudes within the military community, such as a “tough it out” mentality, may prevent military personnel from seeking help for mental health issues, even if resources are available. Additionally, a stigma surrounding mental health issues within the military community could discourage personnel from seeking help or way to address the issue and increase morale. As such, engaging with and gaining the support of military personnel and their families would be crucial in implementing any solutions to address the issue of low morale.
Current-State Matrix
| INFLUENCE | Negative | High | Positive | Military Service Members | Military Leaders | Government Officials | |||||||||||||||||||||||||||||||||||||
| Negative Support/ | Moderate | Positive Support/Moderate Influence (Plan) | Military Families | Mental Health Professionals | |||||||||||||||||||||||||||||||||||||||
| Negative Support/ | Low | Positive Support/Low Influence (Maintain) |
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| SUPPORT |
Stakeholder Template
| Name of Stakeholder | Description of Stakeholder | Role of Stakholder | Level of Knowledge in Program | Available Resources, Information, Influence, Money, Staff, Technology, etc. | Level of Interest | Level of Support | Level of Influence | Action Plan for Stakeholder Engagement | Level of interest | ||
| Active duty and reserve military personnel | Primary stakeholders | Access to military resources and information | Conduct surveys to gather their feedback, involve them in the process of developing and implementing morale-boosting programs and initiatives, and provide opportunities for them to share their experiences and ideas. | ||||||||
| Officers and senior enlisted personnel | Key decision makers | Access to military resources, information, and influence | Educate them about the impact of low morale on military readiness, involve them in the development and implementation of morale-boosting programs, and provide them with the necessary resources and support to ensure the success of these initiatives. | ||||||||
| Spouses, children, and other family members of military personnel | Secondary stakeholders | Medium | Limited access to military resources and information | Conduct surveys to gather their feedback, involve them in the process of developing and implementing morale-boosting programs and initiatives, and provide them with resources and support to help them cope with the challenges of military life. | |||||||
| Elected officials and policymakers at the federal and state levels | Influencers | Access to funding and influence | Educate them about the impact of low morale on military readiness and the need for increased funding for morale-boosting programs and initiatives. Lobby them to allocate more resources to military morale programs. | ||||||||
| Psychologists, psychiatrists, social workers, and other mental health professionals | Subject matter experts | Access to mental health resources and information | Involve them in the development and implementation of mental health and resiliency programs for military personnel and families. Provide them with resources and support to help them deliver effective mental health services. |
Template
| Source of Date | Date Data Collected | Description of Data | Type of Data | Anticipated Hypothesis Test | |
| Employee Survey | 1-Jan-23 | Quantitative | Chi-squared test of independence to determine if there is a significant association between job satisfaction and perception of recognition | ||
| Operations Reports | 5-Jan-23 | Data on productivity and efficiency metrics from the past year | Paired t-test to compare productivity and efficiency before and after implementation of new policies or initiatives | ||
| Interviews with Managers | 10-Jan-23 | Qualitative | Thematic analysis to identify key themes and patterns in the interview data | ||
| External Research | 15-Jan-23 | Information on strategies and solutions implemented by other companies to address low morale and employee engagement | Content analysis to identify common themes and patterns in the strategies and solutions, and assess their potential effectiveness in the military context |
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Benchmark – Data Collection
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PART 1
The data represents various metrics related to the low morale problem in an organization. The Y-axis data includes employee turnover rates, sick days taken, productivity levels, employee satisfaction survey results, disciplinary actions taken, performance metrics and targets, absenteeism rates, and customer satisfaction ratings. The X-axis data represents the percentage range for each metric. The data is collected from different sources, including Harvard Business Review, Military Personnel Office, employee surveys, interviews with managers, and operations reports. Each source provides a different perspective on the problem and the effectiveness of the previous solutions. The data shows that some metrics have improved, while others have not met the target. The data from interviews with managers provides qualitative information about the success of previous solutions, while the other sources provide quantitative data to measure the impact of the problem.
PART 2
The given data represents the customer response, employee satisfaction, and cost-effectiveness of different solution options, namely the employee recognition program, management training program, and team building activities. Based on the data, it can be seen that the employee recognition program received a 75% customer response and an 85% employee satisfaction rating, with a low cost-effectiveness. The management training program had an 85% customer response and a 70% employee satisfaction rating, with a medium cost-effectiveness. Lastly, the team building activities had an 80% customer response and an 80% employee satisfaction rating, with a high cost-effectiveness. These results suggest that the team building activities option could be the most viable solution, as it received positive responses from both customers and employees and was also cost-effective.
PART 3
The table shows three different solution options for addressing a problem, with corresponding ratings for customer response, employee satisfaction, and cost-effectiveness. The first option, the employee recognition program, received a 75% rating for customer response, meaning that it was seen positively by a majority of customers. It also received an 85% rating for employee satisfaction, indicating that employees felt recognized and valued. However, it was rated low for cost-effectiveness, suggesting that it may be an expensive solution. The second option, the management training program, had a higher rating for customer response at 85%, but a lower rating for employee satisfaction at 70%. It was rated medium for cost-effectiveness. The third option, team building activities, received a rating of 80% for both customer response and employee satisfaction, indicating that it was well-received by both groups. It was also rated high for cost-effectiveness, suggesting that it may be an affordable solution. These ratings can help inform decision-making about which solution to choose based on the organization’s priorities and resources.
References
Kerns, Z. D. (2021).
A Crisis of Low Morale: Support for the Military in America's Working Class. US Army School for Advanced Military Studies.
Research Collected Data
Employee Turnover Rates Harvard Business Review Military Personnel Office Employee survey Interviews with managers Operations reports 0.15 0.18 0.1 0 0.2 Sick Days Taken Harvard Business Review Military Personnel Office Employee survey Interviews with managers Operations reports 7 8 5 0 10 Productivity Levels Harvard Business Review Military Personnel Office Employee survey Interviews with managers Operations reports 0.8 0.75 0.85 0 0.7 Employee Satisfaction Survey Results Harvard Business Review Military Personnel Office Employee survey Interviews with managers Operations reports 0.75 0.6 0.8 0.6 0 Disciplinary Actions Taken Harvard Business Review Military Personnel Office Employee survey Interviews with managers Operations reports 20 25 10 0 30 Performance Metrics and Targets Harvard Business Review Military Personnel Office Employee survey Interviews with managers Operations reports 0 0 0 0 0 Absenteeism Rates Harvard Business Review Military Personnel Office Employee survey Interviews with managers Operations reports 0.1 0.12 0.08 0 0.15 Customer Satisfaction Ratings Harvard Business Review Military Personnel Office Employee survey Interviews with managers Operations reports 0.9 0.85 0.95 0 0.8
Summary Of Additional Research Findings
Customer Response
Employee recognition program Management training program Team building activities 0.75 0.85 0.8 Employee Satisfaction
Employee recognition program Management training program Team building activities 0.85 0.7 0.8 Cost-Effectiveness
Employee recognition program Management training program Team building activities 0 0 0
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