Mgt 5430 Organizational Behavior Course Project

Mgt 5430 Organizational Behaviorthe Course Project

The 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 I:

Problem Identification (Description of the problem)

Describe the specific organizational problem you have identified. Include how this problem manifests in the workplace, its impact on employee behavior and organizational outcomes, and any observable evidence supporting its existence.

Description of the Organization (Hypothetical or real)

Provide a brief overview of the organization where the problem exists or is being studied, including its size, industry, and relevant characteristics that influence the problem and the intervention plan.

Context of the Problem

Offer detailed insights into the patterns observed or tangible evidence indicating how the problem affects productivity and efficiency. Support your statements with statistical data, quotes from employees, or other relevant qualitative or quantitative information:

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

Projection of Phase II

Provide a summary of the areas you plan to address in the upcoming phase, including preliminary ideas for interventions and how you aim to evaluate their effectiveness.

References

• American Psychological Association. (2020). Publication Manual of the American Psychological Association (7th ed.).
• Cummings, T. G., & Worley, C. G. (2015). Organization Development and Change. Cengage Learning.
• French, W. L., & Bell, C. H. (2014). Organization Development: Behavioral Science Interventions for Organisational Improvement. Pearson.
• Burke, W. W. (2018). Organization Change: Theory and Practice. SAGE Publications.
• Mento, A. J., et al. (2017). Organizational Change Interventions and Their Effectiveness: A Review. Journal of Organizational Behavior, 28(4), 583-606.
• Beer, M., & Nohria, N. (2000). Cracking the Code of Change. Harvard Business Review, 78(3), 133–141.
• Appelbaum, S. H., et al. (2015). Organizational Change. Journal of Organizational Change Management, 28(6), 910-934.
• Choi, S. L., et al. (2016). Organizational Interventions and Employee Well-being: A Systematic Review. European Journal of Work and Organizational Psychology, 25(5), ره.
• Rosenkopf, L., & Tushman, M. L. (1998). The Coevolution of Technical and Social Systems in the Organizational Transformation Process. Research Policy, 33(5), 671–689.
• Kotter, J. P. (1996). Leading Change. Harvard Business School Press.