Course Project Phase II
Recap – Course Project:
An organizational development intervention is typically required when a problem, such as morale, behavior, or absenteeism, poses a threat to productivity and profitability.
You are an internal organizational consultant in an organization in which you are now employed, or in an organization in which you were recently employed. Describe and analyze an O.B. problem(s) and recommend an organizational plan for change and intervention, based on what you have learned from this course. Provide your rationale as to why you think your approach will help. This will require a practitioner analysis of the organizational problem of interest to you and an academic literature review of similar organization problems and interventions that you believe will be most beneficial in solving the problem. Also, provide an evaluation plan for the proposed intervention(s).
Key components of Phase II
- Introduce your paper – Since the first paragraph or section of a document is assumed to be the introduction, “the heading ‘Introduction’ is not needed. Do not begin a paper with an ‘Introduction’ heading” (APA, 2020, p. 47). The first section heading after the introductory paragraph or section should be a Level 1 heading (APA, 2020, p. 47).
- Needs Assessment Analysis – select and expand on the below:
- Direct observation
- Questionnaires
- Consultation with persons in key positions, and/or with specific knowledge
- Review of relevant literature
- Interviews
- Focus groups
- Assessments/surveys
- Records & report studies
- Work samples
- Proposed Organization Behavior Interventions/plan must include:
- Goals and objections (Goals should be specific, measurable, attainable, realistic, and time-constrained).
- It should also state assumptions and constraints.
- Required Resources (for the intervention)
- Provide a summary projection of what you will address in Phase III
- Not less than 5 references.
Course Project Phase II must be in APA format
Course Project Phase II (MGT5430 Organizational Behavior)
· Points 150
· Submitting a file upload
Recap – Course Project:
An organizational development intervention is typically required when a problem, such as morale, behavior, or absenteeism, poses a threat to productivity and profitability.
You are an internal organizational consultant in an organization in which you are now employed, or in an organization in which you were recently employed. Describe and analyze an O.B. problem(s) and recommend an organizational plan for change and intervention, based on what you have learned from this course. Provide your rationale as to why you think your approach will help. This will require a practitioner analysis of the organizational problem of interest to you and an academic literature review of similar organization problems and interventions that you believe will be most beneficial in solving the problem. Also, provide an evaluation plan for the proposed intervention(s).
Key components of Phase II
1. Introduce your paper – Since the first paragraph or section of a document is assumed to be the introduction, “the heading ‘Introduction’ is not needed. Do not begin a paper with an ‘Introduction’ heading” (APA, 2020, p. 47). The first section heading after the introductory paragraph or section should be a Level 1 heading (APA, 2020, p. 47).
2. Needs Assessment Analysis – select and expand on the below:
· Direct observation
· Questionnaires
· Consultation with persons in key positions, and/or with specific knowledge
· Review of relevant literature
· Interviews
· Focus groups
· Assessments/surveys
· Records & report studies
· Work samples
3. Proposed Organization Behavior Interventions/plan must include:
· Goals and objections (Goals should be specific, measurable, attainable, realistic, and time-constrained).
· It should also state assumptions and constraints.
4. Required Resources (for the intervention)
5. Provide a summary projection of what you will address in Phase III
6. Not less than 5 references.
Course Project Phase II must be in APA format
Co 1
Shorter University
Calvin Durham Jr.
Dr. Darlene Jaffke
MGT5430 Organizational Behavior
January 29, 2023
Organizational culture plays a critical role in the success of an organization. Organizational culture is deeply rooted in what an organization believes in and wants to pursue. However, a poor organizational culture implies there exists conflict within an organization and makes it hard for the organization to succeed. Employees are effective when the organization culture is positive, and they feel to be part of the organization. Effective organizational culture has a direct impact on the bottom line of an organization (Wong, 2020). An organization should have a culture that drives future business. Most organizations fail to transform their cultures. Organizational culture is a major problem that many organizations have but fail to consider it as a problem (Cacciattolo, 2014). Organizational culture guide and inform the actions of all team members and without an effective culture, an organization is bound to fail since employees and other stakeholders do not know the values and expectations of an organization.
Problem identification
The main problem facing the current organization I work for is poor organizational culture. The working environment does not align with the goals, vision and mission of the organization. There exists conflict between employees making it hard for the organization to achieve its goals. Organizational culture effects all aspects of business (SHRM, n.d.). If the workplace culture aligns with the employees, they are likely to feel comfortable, valued and supported. However, the current workplace employees do not feel valued. The organizational culture is the major problem within the organization (Wilson, 2001). In addition, poor organizational culture makes it hard for the organization to attract the best talent and to outperform competition. Research shows that 77 percent of candidates consider the culture of an organization before applying. This explains why the current organization does not attract the best talent. Research shows that 50 percent of employees would leave their current for a low paying opportunity at an organization that has a better culture (Wong, 2020). Therefore, the main problem at the organization is high turnover, which is attributed to poor organizational culture.
Description of the organization
The current organization is an ecommerce retail. The company focuses on selling items online through an ecommerce platform where customers can make orders online and have them delivered to their preferred locations. However, poor organizational culture has made it had for the organization to make more revenues and profits since employee morale and commitment is very low. Employees are less motivated since the workplace environment makes it hard for them to work hard and help the organization to achieve its goals (Benstead, 2021).
Context of the problem
Employees do not value the core values of the organization. Weak or poor culture results in lack of innovation, low customer focus and lack of motivation. Therefore, weak organizational culture has contributed to a number of issues within the organization including high employee turnover, poor customer service and reduced profits and revenues. The company has experienced poor brand image because of employees’ poor treatment to customers. Therefore, it is imperative for the organization to ensure that it addresses its organizational culture to ensure employee motivation, innovation, and increased employee performance.
Summary
Phase of the project seeks to explore the importance of positive organizational culture. The project explores the importance of organizational culture and how it impacts employee performance and productivity. Having a positive organizational culture has been found to increase productivity, employee engagement and business agility. However, the same is not evident in the current organization. Therefore, the research will seek to understand how the current organizational culture impacts the effectiveness of the organization.
References
Benstead, S. (2021). What impact does negative workplace culture have on wider society? Retrieved from https://www.breathehr.com/en-gb/blog/topic/company-culture/what- impact-does-negative-workplace-culture-have-on-wider-society
Wong, K. (2020). Organizational culture: definition, importance and development. Retrieved from https://www.achievers.com/blog/organizational-culture-definition/
SHRM. (n.d.). Understanding and developing organizational culture. Retrieved from https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/understanding- developing-organizational-culture.aspx
Cacciattolo, K. (2014). Understanding organizational cultures.
European scientific journal.
Wilson, A. M. (2001). Understanding organizational culture and the implications for corporate marketing.
European Journal of Marketing.
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