Course Project Phase III (MGT5430 Organizational Behavior)

 

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 III 

1. Table of contents.
2. Abstract – An abstract is a brief summary of the paper, allowing  readers to know the main points, and what was achieved in the paper  (written in the past tense). It must be a single paragraph in block  format (without paragraph indentation), and the appropriate length is  typically between 150 and 200 words. Section 2.04 of the APA manual has  additional information about the abstract.
3. 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).
4. Problem Identification (Using your professor’s feedback, fully describe the problem)
5. Description of the organization (Using your professor’s feedback fully, introduce the hypothetical or real organization)
6. Context of the problem – (Using your professor’s feedback refine the  context of the problem) provide specific details about patterns  observed or tangible evidence that the problem impacts productivity and  efficiency. This creates a compelling need for change and intervention.  If possible, include statistical data and quotes from workers to support  each statement you make:

• How do you know it’s a problem?
• Specifically, what is the problem?

1. Needs Assessment Analysis – (Using your professor’s feedback refine the needs assessment analysis):

• 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

1. Proposed Organization Behavior Interventions/plan must include Using your professor’s feedback refine the OBI:

• Goals and objections (Goals should be specific, measurable, attainable, realistic, and time-constrained).
• It should also state assumptions and constraints.

1. Required Resources (for the intervention) – Using your professor’s feedback refine the required resources.
2. Timeline – (Include a table)
3. Anticipated resistance (How to deal with resistance).
4. Potential benefit(s) – How much the intervention will cost and what  sponsorship is required to make it a success (cost savings). Your  proposal should include a table that lists items and the estimated cost.  You can also indicate potential sources of funding. By clearly defining  all the resources required to conduct the intervention.
5. Suggested Evaluation – must include:

• A clear statement of the intended outcomes of the project
• The evidence that will indicate the extent to which the outcomes are being achieved
• How and from whom the evidence will be collected
• How and by whom the evidence will be analyzed
• How and to whom the results will be reported
• How and by whom the information will be used.

1. Conclusions contextualizing your proposed intervention plan
2. Not less than 15 references (including those from Phases I & II).

Course Project Phase III 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.

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 III

1. Table of contents.

2. Abstract – An abstract is a brief summary of the paper, allowing readers to know the main points, and what was achieved in the paper (written in the past tense). It must be a single paragraph in block format (without paragraph indentation), and the appropriate length is typically between 150 and 200 words. Section 2.04 of the APA manual has additional information about the abstract.

3. 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).

4. Problem Identification (Using your professor’s feedback, fully describe the problem)

5. Description of the organization (Using your professor’s feedback fully, introduce the hypothetical or real organization)

6. Context of the problem – (Using your professor’s feedback refine the context of the problem) provide specific details about patterns observed or tangible evidence that the problem impacts productivity and efficiency. This creates a compelling need for change and intervention. If possible, include statistical data and quotes from workers to support each statement you make:

· How do you know it’s a problem?

· Specifically, what is the problem?

7. Needs Assessment Analysis – (Using your professor’s feedback refine the needs assessment analysis):

· 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

8. Proposed Organization Behavior Interventions/plan must include Using your professor’s feedback refine the OBI:

· Goals and objections (Goals should be specific, measurable, attainable, realistic, and time-constrained).

· It should also state assumptions and constraints.

9. Required Resources (for the intervention) – Using your professor’s feedback refine the required resources.

10. Timeline – (Include a table)

11. Anticipated resistance (How to deal with resistance).

12. Potential benefit(s) – How much the intervention will cost and what sponsorship is required to make it a success (cost savings). Your proposal should include a table that lists items and the estimated cost. You can also indicate potential sources of funding. By clearly defining all the resources required to conduct the intervention.

13. Suggested Evaluation – must include:

· A clear statement of the intended outcomes of the project

· The evidence that will indicate the extent to which the outcomes are being achieved

· How and from whom the evidence will be collected

· How and by whom the evidence will be analyzed

· How and to whom the results will be reported

· How and by whom the information will be used.

14. Conclusions contextualizing your proposed intervention plan

15. Not less than 15 references (including those from Phases I & II).

Course Project Phase III must be in APA format

Course Project Phase II

Calvin Durham Jr.

Shorter University

Dr. Darlene Jaffke

MGT5430 Organizational Behavior

February 9, 2023

Meng and Berger (2019) define
organizational culture as the values, beliefs, norms, and practices that exist within an organization and are shared by its employees. Having shared values influences the behavior of the organizational employees because they rely on those values for guidance on decision-making and behavior which consequently impacts the organization’s effectiveness (Meng and Berger, 2019). A positive corporate culture can contribute to increased employee performance and productivity. However, in the retail e-commerce organization discussed in this paper, it has been observed that the current organizational culture negatively impacts employee performance and productivity. This paper aims to describe and analyze the organizational culture problem and recommend a plan for change and intervention.

Needs Assessment Analysis:

In order to determine the most effective intervention to address the organizational problem, it is necessary to conduct a needs assessment. Needs assessment involves a combination of the following methods:

1. Direct observation: Direct observation of the workplace will provide valuable insights into the organizational culture and identify any issues that need to be addressed.

2. Questionnaires: Surveying employees about their perceptions and experiences with the organizational culture can provide valuable information about the attitudes and experiences of the workforce.

3. Consultation with key personnel: Talking to individuals in key positions or those with specific knowledge of the organization can provide valuable information about the organizational culture and any challenges that need to be addressed.

4. Literature review: A review of relevant literature on organizational culture and its impact on employee performance and productivity can provide useful information about best practices and interventions that have been successful in other organizations.

5. Interviews: Interviewing employees and managers can provide additional information about the organizational culture and the workforce’s attitudes.

6. Focus groups: Holding focus groups with employees can allow employees to discuss their experiences with the organizational culture and identify any issues that need to be addressed.

7. Assessments/surveys: Administering assessments and surveys to employees can provide additional information about their experiences with the organizational culture and their perceptions of the workplace.

8. Records and report studies: Reviewing records and reports of the organization can provide additional information about the organizational culture and any challenges that need to be addressed.

Proposed Organizational Development Interventions/Plan:

According to Maamari and Saheb (2018), organizational culture is important in breeding commitment and enhancing performance. However, based on the information gathered through the needs assessment, the following organizational development intervention plan will be proposed to improve the corporate culture in the retail company:

Goals and Objectives: The intervention aims to create a positive organizational culture that will enhance employee performance and productivity. The two goals can be achieved through a range of strategies, including:

1. Employee engagement and empowerment: Encouraging employees to participate in decision-making processes and giving them a sense of ownership in the organization can help to improve morale and foster a positive work environment. Most organizational leadership, such as Transformational leadership, ensure that employees can feel trust, admiration, loyalty, and respect from their leaders (Maamari and Saheb (2018).

2. Communication and transparency: Open and effective communication between management and employees is critical in creating a positive organizational culture. Such effectiveness can be achieved through regular staff meetings, employee surveys, and open forums where employees can voice their concerns and ideas.

3. Recognition and rewards: According to Donaldson and Donaldson (2019), this is an employee gratitude intervention
mechanism where internal
intentional activities are created to increase gratitude in the workplace
. Acknowledging and rewarding employees for their hard work and achievements can help to boost morale and improve employee satisfaction. The intervention can be done through employee-of-the-month programs, performance-based bonuses, and public recognition ceremonies.

4. Training and development: Providing employees with training and development opportunities can help enhance their skills and knowledge, improving performance and productivity.

5. Collaborative teamwork: Encouraging teamwork and collaboration among employees can help to foster a positive work environment and improve employee morale. Teamwork can be achieved through team-building activities and regular team meetings.

Assumptions and Constraints: It is assumed that the intervention will be successful if implemented in a systematic and well-planned manner. According to Saad & Abbas (2018), a combination of the right and strong organizational culture helps firms solve most of the issues, adapt to new managerial styles and reach the expected performance levels
. However, several constraints may impact the success of the intervention, including:

1. Resistance to change: Employees may be resistant to change and may be resistant to the proposed intervention.
According to Fernandez and Rainey (2017), employees within an organization resist any intervention for change for different reasons.

2. Time constraints: The intervention may require significant time and resources to implement, and there may be limited time to dedicate to the project.

3. Budget constraints: The intervention may require significant financial resources, and limited funds may be available for the project
(Fernandez and Rainey, 2017).

Required Resources:

In order to implement the proposed organizational development intervention, the following resources will be required:

a) Training and development resources to support the development of a shared understanding of the organizational culture.

b) Financial resources to support the implementation of practices and programs that support a positive organizational culture.

c) Human resources to support the implementation and maintenance of the intervention.

In phase III, the proposed intervention plan will be evaluated through a range of methods, including employee surveys, performance metrics, and regular check-ins with key personnel. The objective of this evaluation will be to assess the effectiveness of the intervention and to identify any areas that require further improvement.

In conclusion, the proposed organizational behavior intervention aims to create a positive corporate culture that improves employee performance and productivity. The organization can achieve its goals and improve morale and overall performance by conducting a thorough needs assessment analysis and developing a comprehensive intervention plan that includes employee engagement and empowerment, effective communication, recognition and rewards, training and development, and collaborative teamwork.

References

Donaldson, S. I., Lee, J. Y., & Donaldson, S. I. (2019). Evaluating positive psychology interventions at work: A systematic review and meta-analysis. 
International Journal of Applied Positive Psychology, 
4, 113-134.

Fernandez, S., & Rainey, H. G. (2017). Managing successful organizational change in the public sector. In 
Debating public administration (pp. 7-26). Routledge.

Maamari, B. E., & Saheb, A. (2018). How Organizational Culture and Leadership Style Affect Employees’ Performance of Genders. 
International Journal of Organizational Analysis, 
26(4), 630-651.

Meng, J., & Berger, B. K. (2019). The impact of organizational culture and leadership performance on PR professionals’ job satisfaction: Testing the joint mediating effects of engagement and trust. 
Public Relations Review, 
45(1), 64-75

Saad, G. B., & Abbas, M. (2018). The impact of organizational culture on job performance: a study of Saudi Arabian public sector work culture. 
Problems and Perspectives in Management, 
16(3), 207-218.