n contemporary firms, encountering a range of organizational challenges that hinder both productivity and profitability is common. As an internal organizational consultant, I have observed low morale, poor conduct, and absenteeism in my workplace. The employees lack motivation, exhibit unprofessional and unpleasant behavior, and frequently have absences from work. This problem poses a significant risk to the organization's production, efficiency, and profitability. Hence, to tackle this issue, there is a need for an intervention that specifically targets organizational development. Nelson, D. L., and Quick, J. C. (2020).

Frequent organizational difficulties that hinder profitability and output are commonplace in contemporary firms. As an internal organizational consultant, I have observed a significant issue pertaining to inadequate behavior, frequent absences, and low employee morale in the workplace. Employees have a deficiency in motivation, display unprofessional and disrespectful conduct, and frequently have absences from work. This issue poses a threat to the organization's profitability, efficiency, and production. To address this problem, it is necessary to implement an organizational development intervention. Nelson, D. L., and Quick, J. C. (2020).

Identifying the root of the problem

The problem is characterized by a high rate of absenteeism, poor behavior, and a lack of motivation among employees. These contributing factors have been pinpointed through various employee behavior and attitude measures, such as declining productivity, increasing conflicts and complaints, and frequent absences from work. Furthermore, the business has experienced a decline in profitability and performance, which can be attributed to the impact of this problem on employee productivity. This issue can be traced back to low employee motivation, unfavorable conduct, and high absenteeism rates. Various indicators of employee behavior and attitude, including decreased productivity, an uptick in 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. Nelson, D. L., and Quick, J. C. (2020).

Overview of the organization.

The company in question, a medium-sized marketing firm, employs 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 renowned reputation for its creativity, resourcefulness, and successful marketing strategies, the current organizational difficulty has the potential to impact its standing and financial performance negatively. David A. Hardcastle, Patricia R. Powers, & Stanley Wenocur. (2004).

The company in question is a marketing agency of moderate size, with a workforce of approximately one hundred individuals. It focuses on devising and implementing marketing strategies for various clients. The hierarchical organizational structure employs a centralized method of decision-making. In a high-pressure work setting, employees are required to meet stringent deadlines to meet the expectations of clients. The company is widely recognized for its creativity, innovation, and successful marketing tactics, yet the current organizational problem could significantly influence its profitability and reputation.David Ingram. (2023).

The overarching context of the issue.

This ubiquitous problem 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 has adversely affected the overall ambiance of the workplace. Furthermore, 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. These challenges have had a severe negative influence on the organization's productivity, efficiency, and profitability, making it imperative to address them promptly. John R McIntyre, & Ilan Alon. (2005).

The problem is widespread and impacts several levels and divisions inside the business. Demotivated and disengaged personnel lead to low productivity and substandard production, directly affecting the company's financial performance. The overall work environment has been adversely affected by a rise in unprofessional conduct, including conflicts and complaints among colleagues. Moreover, the high rate of absence has resulted in a decrease in client satisfaction and delays in meeting project deadlines. These factors have had a substantial impact on the company's profitability, efficiency, and production, underscoring the need for immediate intervention.Caroline Biron, & Ronald J. Burke. (2014).

During Phase II, I will tackle the organizational issue by doing a practitioner analysis togain a deeper understanding of the root causes behindlow morale, unfriendly conduct, and absenteeism. All these difficulties have a harmful effect on the organization. Furthermore, I 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 my research and analysis, I will provide a detailed organizational plan for change and intervention. This plan will include specific actions to bolster employee morale, diminish absenteeism, and improve employee conduct. Nelson, D. L., and Quick, J. C. (2020).

Furthermore, I will proactively develop an assessment approach to ascertain the effectiveness of the intended intervention. Through diligent efforts, I will present a comprehensive and evidence-based solution to address the organizational problem, while also fostering a culture of positive transformation within the organization.The expected outcomes of this intervention are improved productivity, enhanced employee morale, and a more positive work environment, all of which will contribute to the company's success. Nelson, D. L., and Quick, J. C. (2020).

To gain a deeper understanding of the underlying causes of low morale, hostile behavior, and absenteeism, I will conduct a practitioner analysis during Phase II to effectively tackle the organizational issue. I will analyze relevant case studies and scientific publications to identify effective remedies to tackle similar issues in organizations. After conducting a thorough analysis and research, I propose an organizational plan for implementing change and intervention. This plan aims to improve employee morale and behavior while reducing absenteeism. Furthermore, I will devise an evaluation methodology to ascertain the efficacy of the proposed resolution. Through these initiatives, I aim to comprehensively tackle the organizational issue by utilizing supporting data and fostering constructive change inside the company.

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

Please revise to specifically include the subheadings: Problem Identification (Description of the problem) Description of the Organization (Hypothetical or real) 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? Provide a summary projection of what you will address in Phase II