The Written Assignment Gives You The Opportunity To Situate

The Written Assignment Gives You The Opportunity To Situate the Organi

The written assignment gives you the opportunity to situate the organization (structure and the social issue that is targeted), identify an organizational problem, challenge, or opportunity in your field placement (or human service organization you know well), determine a solution grounded in theory or practice model, strategize for implementing the solution (organizational change), and specify how you will evaluate/assess the change. Your choice for the topic MUST BE AN ORGANIZATIONAL ISSUE (e.g., staff turnover, agency-wide communication dysfunction, etc.). You will follow the logic model format for this change provided in this syllabus.

Paper For Above instruction

The purpose of this paper is to analyze an organizational issue within a human service organization, propose a viable solution grounded in theory or practice models, develop a strategy for implementing organizational change, and establish criteria for evaluating the effectiveness of the change. Selecting a relevant organizational problem—such as staff turnover, communication inefficiencies, or other systemic challenges—is essential to provide a focused and practical approach. This paper will demonstrate an understanding of organizational structures and the social issues they aim to address while applying strategic planning and evaluation frameworks, specifically the logic model, to ensure the proposed change is achievable and measurable.

First, the paper will introduce the organization, detailing its structure and the social issue it targets. This contextualization provides a foundation for understanding the significance of the identified problem. Next, the problem within the organization will be examined, including its causes, impacts, and relevance to the organization’s mission. This analysis will highlight the necessity for change and set the stage for proposing a strategic solution.

The core of the paper will be dedicated to designing a solution based on relevant theories or practice models. For example, if the issue is staff turnover, theories such as Herzberg’s Two-Factor Theory or organizational development models like Lewin’s Change Management Model can be applied to devise interventions aimed at improving staff retention. Alternatively, communication dysfunction could be addressed through models like the McKinsey 7S Framework or organizational communication theories. The solution should be practical, evidence-based, and tailored to the organization’s specific context.

Following the development of the solution, the paper will outline a strategic plan for its implementation. This plan will include steps for engaging stakeholders, establishing timelines, allocating resources, and managing resistance. The approach should be aligned with effective change management principles, ensuring a collaborative process that facilitates buy-in and minimizes disruption.

Finally, the evaluation component will specify how success will be measured. Using the logic model framework, the paper will identify inputs, activities, outputs, and desired outcomes. Evaluation methods may include surveys, interviews, performance metrics, or other data collection strategies to assess whether the intervention has achieved its goals. Clear criteria for success and follow-up plans will be articulated, providing a comprehensive roadmap for ongoing organizational improvement.

Overall, this paper will integrate organizational theory, strategic planning, and evaluation methods to present a cohesive and actionable plan for addressing a critical issue within a human service organization, demonstrating both analytical thinking and practical application.

References

• Cameron, E., & Green, M. (2019). Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers.
• Herzberg, F. (1966). Work and the nature of man. Cleveland: World Publishing Company.
• Lewin, K. (1947). Frontiers in group dynamics: Concept, method and reality in social science; social equilibria and change. Human Relations, 1(1), 5-41.
• Patton, M. Q. (2008). Utilization-focused evaluation. Sage Publications.
• Roberts, L. M. (2014). Strategic planning in social work organizations: A guide for practitioners. Journal of Social Service Organizations, 43(3), 258-272.
• Schein, E. H. (2010). Organizational culture and leadership (4th ed.). Jossey-Bass.
• Yukl, G. (2012). Leadership in organizations (8th ed.). Pearson Education.
• Schwarz, R. (2011). The skilled facilitator: A comprehensive resource for consultants, facilitators, managers, trainers, and coaches. Jossey-Bass.
• Wakelin, J., & Tuck, B. (2017). Organizational change: The impact of change management strategies on project success. Journal of Change Management, 17(3), 235-251.
• Weiss, C. H. (1998). Evaluation research: Methods for studying programs and policies. Prentice Hall.