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.

The worldwide e-commerce and cloud computing giant Amazon is experiencing significant issues with employee turnover, particularly in its fulfillment centers. Increased turnover rates can have a negative impact on profitability by decreasing productivity and increasing recruitment and training costs. The high rate of employee turnover is Amazon's primary challenge. This kind of turnover is bad for Amazon because it disrupts operations, raises costs for hiring and training new employees, and may lower productivity, all of which can hurt the company's profits (O'Sullivan & O'Sullivan, 2022).

Description of the Organization

The origins of Amazon are well-known, particularly to those who have studied business. Beginning as an unassuming web-based book shop in Seattle, Washington, Amazon was established by Jeff Bezos, who battles that Amazon is to a greater extent an innovation undertaking zeroed in on smoothing out web-based exchanges rather than just a book retailer. Almost immediately, pundits and writers named the organization Amazon. Amazon because of its underlying absence of benefits and the opposition from other book and web-based business organizations. Notwithstanding, in 2002, Bezos exhibited that Amazon was to be sure an innovation organization with the sendoff of Amazon Web Administrations (Amazon, 2021)

Amazon has wandered into the food business by securing the Entire Food sources Market Inc. By utilizing the internet and technology to assist customers in finding, discovering, and purchasing anything, as well as enabling businesses and content creators to achieve their full potential, Amazon declares itself to be "the Earth's most customer-centric company" (Amazon, 2021). They approach tasks with the entrepreneurial zeal and vitality of a brand-new business, adopting a "day one" mentality. Amazon sticks to four core values: client fixation, functional greatness, an energy for innovation, and long-haul thinking. According to Jeff Bezos, Amazon's business model is based on three fundamental value propositions: low prices, quick delivery, and a wide range of products (Amazon, 2021).

Context of the Problem

How do you know it is a problem?

Employee turnover at Amazon's satisfaction places has been a critical worry for a really long time. Hourly associates at these centers may have a turnover rate of 150 percent per year, which means they are replaced more than once per year. Amazon lost approximately 300,000 employees annually, or 3% of its hourly workforce, according to internal data from 2022. Workflows are disrupted by high turnover, which leads to delays and inefficiencies because it takes time for new hires to become fully productive. Many new hires leave before they reach full productivity, resulting in a vicious cycle of low productivity, according to studies (Marcus, 2021).

It costs a lot to find and train new employees, anywhere from $3,000 to $5,000 per worker. As a result, Amazon faces annual recruitment and training costs of hundreds of millions. Laborers frequently leave because of unfortunate working circumstances, high tension, and low wages. A review among previous representatives demonstrated that more than 60% left because of work environment disappointment and deficient administration support, with quotes featuring the steady speed and absence of acknowledgment for challenging work(Marcus, 2021).

Specifically, what is the problem?

It is common to describe Amazon's fulfillment centers as physically demanding and high-pressure workplaces. Representatives should stick to severe efficiency objectives, which can bring about pressure and weariness. Moreover, there are well-being issues, with customary reports of wounds brought about by the quick speed of work. Despite Amazon's efforts to raise wages, many employees feel that their pay does not reflect the demands of their jobs.(Gruenberg, 2022).

The benefits are deemed inadequate, particularly for those with lower incomes. Numerous specialists express that the advantages do not offer adequate medical care or paid leave, fundamental for prosperity in such a burdening job. The perception of a lack of career advancement opportunities is a frequent reason for departure, resulting in high turnover rates and job dissatisfaction. According to worker surveys, there is little support for career advancement and employees feel like their abilities are not being nurtured. In a number of fulfillment centers, the management style is viewed as unsupportive and overly controlling. There is a noticeable lack of communication between employees and management, which makes them feel isolated and unsatisfied, and employees frequently have the impression that they are being overmanaged and that they are not valued(Gruenberg, 2022)

Summary

The proposed interventions will be implemented in phase II. We will develop in-depth plans for each intervention with timetables, responsibilities, and a list of resources that are required. Using employee feedback and performance data, we will also a comprehensive evaluation framework to continuously monitor and refine the interventions. The problem of high employee turnover at Amazon has been identified and examined, which has led to the creation of a strategic plan to address critical issues. Theories of organizational behavior that link employee contentment to decreased employee turnover and increased productivity lend credence to this strategy. The evaluation strategy is designed to quickly assess the impact of the interventions, allowing for quick adjustments to improve outcomes(Iacobucci, 2021).