In contemporary firms, there are numerous organizational challenges that hinder productivity and profitability. These challenges include low morale, poor conduct, and absenteeism, which negatively impact the organization's production, efficiency, and profitability. To address this issue, an intervention targeting organizational development is necessary. The root of the problem is characterized by a high rate of absenteeism, poor behavior, and a lack of motivation among employees. This issue can be traced back to low employee motivation, unfavorable conduct, and high absenteeism rates. Various indicators of employee behavior and attitude, such as decreased productivity, increased conflicts and complaints, and frequent absenteeism, were instrumental in identifying this issue. The ripple effect of this problem on staff productivity has also led to a decline in the organization's performance and earnings. The company in question is a medium-sized marketing firm with a workforce of approximately one hundred individuals. It is a specialized advertising agency that plans and executes campaigns for diverse clients. The organizational structure follows a hierarchical model, with decision-making authority dispersed across the corporation. Due to the work environment's rapid pace, employees must meet strict deadlines to meet the client's expectations. Despite the firm's reputation for its creativity, resourcefulness, and successful marketing strategies, the current organizational difficulty has the potential to impact its standing and financial performance negatively. The overarching context of the issue is widespread and affects multiple departments and levels inside the firm. Insufficient motivation and passion among employees result in decreased productivity and the creation of subpar-quality products, directly impacting the company's bottom line. Furthermore, there has been a surge in employees displaying unprofessional conduct, including conflicts and grievances, which adversely affect the overall ambiance of the workplace. The significant rate of absence has led to the extension of project deadlines and a decrease in customer satisfaction levels, further damaging the company's reputation. During Phase II, the author will undertake a practitioner analysis to gain a deeper understanding of the root causes behind low morale, unfriendly conduct, and absenteeism. They will thoroughly examine the relevant scholarly literature and case studies to identify practical strategies that have been previously employed to tackle similar challenges in businesses. Upon concluding their research and analysis, the author will provide a detailed organizational plan for change and intervention, including specific actions to bolster employee morale, diminish absenteeism, and improve employee conduct. Additionally, they will proactively develop an assessment approach to ascertain the effectiveness of the intended intervention. The expected outcomes of this intervention are improved productivity, enhanced employee morale, and a more positive work environment, all of which contribute to the company's success. The course project aims to address the issue of low morale, hostile behavior, and frequent employee absences in organizations. These issues are complex and deeply rooted, threatening the organization's productivity, effectiveness, and financial performance. To tackle these problems, a practitioner analysis will be conducted during Phase II, analyzing relevant case studies and scientific publications. The most effective way to address these problems is through a performance evaluation system, which forces employers to track each employee and provide them with clear expectations to tailor their performance. Regular performance reviews foster communication and collaboration, helping employees identify resources and help needed to improve their performance. If the employee does not improve, progressive discipline may be necessary. A thorough requirements assessment is crucial to understand the fundamental reasons underlying these problems more profoundly. This involves using approaches like direct observation, questionnaires, consultation with key individuals, examination of pertinent literature, interviews, focus groups, assessments/surveys, records, and report studies. By employing these methods, numerical and descriptive information will be gathered to shape the intervention plan successfully. Employers who achieve success commonly utilize certain habits while interacting with their employees, such as effective communication, attentive listening, consistent actions, adherence to policies, respectful treatment of employees, making judgments based on merit, taking appropriate action when needed, and maintaining accurate records. These techniques foster favorable employee interactions, mitigate issues, and offer legal safeguards. Direct observation enables us to witness employee interactions and work patterns within the business, offering significant perspectives on the factors contributing to diminished morale and unprofessional conduct. Questionnaires and surveys will be issued to staff to assess their satisfaction levels, identify any areas of concern, and collect suggestions for improvement. Engaging in discussions with essential staff members, such as managers and team leaders, will offer a valuable understanding of the interactions within the team and the performance of individuals. A comprehensive examination of pertinent literature and case studies will allow us to ascertain optimal methods and evidence-supported approaches for tackling similar organizational difficulties. Interviews and focus groups will enhance our comprehension by obtaining intricate viewpoints and insights from personnel at different hierarchical levels within the organization. The planned organizational behavior interventions will be directed by distinct aims and objectives, adhering to the SMART framework, which ensures clarity and responsibility during their implementation. The intervention will require allocating human resources for the development and execution of initiatives, financial resources for training programs and recognition schemes, and time for employees to engage in interventions and feedback sessions. The third phase of the intervention will focus on executing and assessing the planned efforts, aiming to promote a healthy work environment, improve productivity, and achieve sustained success. The organization is facing a significant issue of low employee morale, poor conduct, and high absenteeism, which has led to declining productivity, increased conflicts, frequent complaints, and a significant impact on the company's profitability and reputation. The medium-sized marketing firm employing around one hundred individuals specializes in devising and executing advertising campaigns for diverse clients. The fast-paced work environment demands employees to adhere to stringent deadlines to meet client expectations. The problem is manifested through declining productivity, increased conflicts, frequent complaints, and a notable number of absences from work. This negative behavior has resulted in subpar quality of output, project delays, and a significant impact on the company's profitability and reputation. Observed patterns and tangible evidence suggest that employees feel undervalued and overworked, leading to a lack of enthusiasm for their tasks. Unprofessional conduct has increased, with an increase in workplace conflicts and grievances. High absenteeism has led to missed deadlines and extended project timelines. Productivity metrics show a downward output quality and quantity trend, and client feedback has highlighted dissatisfaction with delayed and substandard project delivery. Financial reports indicate a decline in profitability over the past few quarters, directly correlating with the issues of low morale, poor conduct, and absenteeism. Employee feedback reveals a more profound organizational culture and employee engagement issue. To gain a comprehensive understanding of the root causes behind these issues, a multifaceted needs assessment will be conducted using methods such as direct observation, questionnaires and surveys, consultation with key personnel, review of relevant literature, interviews and focus groups, and records and report studies. The proposed organizational behavior interventions/plan aim to increase employee morale, improve conduct and professionalism, and reduce absenteeism. The SMART objectives include increasing employee satisfaction scores by 20% within six months through recognition programs and workload adjustments, reducing workplace conflicts by 30% within six months through conflict resolution training and clear behavioral guidelines, and decreasing absenteeism by 25% within six months by implementing flexible work schedules and wellness programs. Assumptions and constraints include the organization having the resources and willingness to invest in employee development and wellbeing, budget limitations, potential resistance to change from some employees or management, required resources such as human resources, financial resources, and time allocation for employee participation in training and feedback sessions. In Phase III, the focus will be on implementing and evaluating the proposed interventions, including rollout of interventions, continuous monitoring, and evaluation and adjustment.

ASSIGMENT

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 more than two hundred 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