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 

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

1. 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.

1. Required Resources (for the intervention)
2. Provide a summary projection of what you will address in Phase III
3. Not less than 5 references.

Course Project Phase II must be in APA format

Describe and analyze an O.B. problem(s) and recommend  an organizational plan for change and intervention,

Introduction

The O.B. is a well-known problem within the organization, but it is not always easy to identify what causes it and how to solve it. In order to do this, it’s important to understand how O.B.’s affect projects, teams and individuals in the organization. In this article we’ll describe how an O.B. can impact an individual or team and then provide some recommendations for addressing this issue at scale by implementing change management processes throughout your organization

The problem(s) that needs to be changed are consistent with what has been identified as a goal of the organization.

The problem(s) that needs to be changed are consistent with what has been identified as a goal of the organization. The problem(s) should be well-defined and measurable, relevant to the organization, and not too broad or too narrow.

A well-considered plan that is documented, continuously updated and shared with all members of the organization is essential for success.

A well-considered plan that is documented, continuously updated and shared with all members of the organization is essential for success. The plan should include:

• A description of the problem(s) that need to be addressed;
• Pre-assessment measures used to identify factors that contribute to or prevent change from occurring;
• An analysis of what’s working well at present and where there could be room for improvement;
• A recommended organizational structure for change and intervention (including roles, responsibilities and communication channels).

A change management process must be put in place to support individual and organizational change efforts.

A change management process must be put in place to support individual and organizational change efforts. The process should be documented, reviewed and updated regularly, shared with all members of the organization, communicated to all stakeholders and most importantly adhered to by those who will implement it.

There should be a shift from managing processes to managing outcomes.

As you write, remember to focus on outcomes. You can’t manage processes if you don’t have any idea what the final product should look like or how it will measure up.

Keep in mind that an organization’s goals are usually more important than their processes. When setting up an organizational plan for change, it’s crucial that you identify those goals and make sure they’re realistic (not overly ambitious).

O.B.’s problems can vary from project to project, but there are important things to keep in mind when trying to come up with solutions

• The importance of having a well-considered plan.
• The need to be able to document your plan.
• The need to share your plan with all members of the organization.
• The importance of a change management process if you want to make sure that everyone understands what’s going on and how they can help solve problems as they arise (and not just hope they’ll magically figure out what needs doing).

Conclusion

The bottom line is that O.B.’s problems can vary from project to project, but there are important things to keep in mind when trying to come up with solutions. A well-considered plan that is documented, continuously updated and shared with all members of the organization is essential for success. A change management process must be put in place to support individual and organizational change efforts. There should be a shift from managing processes to managing outcomes…