MGT5430 Organizational Behavior)
Course Project Phase II
MGT5430 Organizational Behavior
Meng and Berger (2019) define organizational culture as the values, beliefs, norms, and practices that exist within an organization and are shared by its employees. Having shared values influences the behavior of the organizational employees because they rely on those values for guidance on decision-making and behavior which consequently impacts the organization’s effectiveness (Meng and Berger, 2019). A positive corporate culture can contribute to increased employee performance and productivity. However, in the retail e-commerce organization discussed in this paper, it has been observed that the current organizational culture negatively impacts employee performance and productivity. This paper aims to describe and analyze the organizational culture problem and recommend a plan for change and intervention.
Needs Assessment Analysis:
In order to determine the most effective intervention to address the organizational problem, it is necessary to conduct a needs assessment. Needs assessment involves a combination of the following methods:
1. Direct observation: Direct observation of the workplace will provide valuable insights into the organizational culture and identify any issues that need to be addressed.
2. Questionnaires: Surveying employees about their perceptions and experiences with the organizational culture can provide valuable information about the attitudes and experiences of the workforce.
3. Consultation with key personnel: Talking to individuals in key positions or those with specific knowledge of the organization can provide valuable information about the organizational culture and any challenges that need to be addressed.
4. Literature review: A review of relevant literature on organizational culture and its impact on employee performance and productivity can provide useful information about best practices and interventions that have been successful in other organizations.
5. Interviews: Interviewing employees and managers can provide additional information about the organizational culture and the workforce’s attitudes.
6. Focus groups: Holding focus groups with employees can allow employees to discuss their experiences with the organizational culture and identify any issues that need to be addressed.
7. Assessments/surveys: Administering assessments and surveys to employees can provide additional information about their experiences with the organizational culture and their perceptions of the workplace.
8. Records and report studies: Reviewing records and reports of the organization can provide additional information about the organizational culture and any challenges that need to be addressed.
Proposed Organizational Development Interventions/Plan:
According to Maamari and Saheb (2018), organizational culture is important in breeding commitment and enhancing performance. However, based on the information gathered through the needs assessment, the following organizational development intervention plan will be proposed to improve the corporate culture in the retail company:
Goals and Objectives: The intervention aims to create a positive organizational culture that will enhance employee performance and productivity. The two goals can be achieved through a range of strategies, including:
1. Employee engagement and empowerment: Encouraging employees to participate in decision-making processes and giving them a sense of ownership in the organization can help to improve morale and foster a positive work environment. Most organizational leadership, such as Transformational leadership, ensure that employees can feel trust, admiration, loyalty, and respect from their leaders (Maamari and Saheb (2018).
2. Communication and transparency: Open and effective communication between management and employees is critical in creating a positive organizational culture. Such effectiveness can be achieved through regular staff meetings, employee surveys, and open forums where employees can voice their concerns and ideas.
3. Recognition and rewards: According to Donaldson and Donaldson (2019), this is an employee gratitude intervention mechanism where internal intentional activities are created to increase gratitude in the workplace . Acknowledging and rewarding employees for their hard work and achievements can help to boost morale and improve employee satisfaction. The intervention can be done through employee-of-the-month programs, performance-based bonuses, and public recognition ceremonies.
4. Training and development: Providing employees with training and development opportunities can help enhance their skills and knowledge, improving performance and productivity.
5. Collaborative teamwork: Encouraging teamwork and collaboration among employees can help to foster a positive work environment and improve employee morale. Teamwork can be achieved through team-building activities and regular team meetings.
Assumptions and Constraints: It is assumed that the intervention will be successful if implemented in a systematic and well-planned manner. According to Saad & Abbas (2018), a combination of the right and strong organizational culture helps firms solve most of the issues, adapt to new managerial styles and reach the expected performance levels . However, several constraints may impact the success of the intervention, including:
1. Resistance to change: Employees may be resistant to change and may be resistant to the proposed intervention. According to Fernandez and Rainey (2017), employees within an organization resist any intervention for change for different reasons.
2. Time constraints: The intervention may require significant time and resources to implement, and there may be limited time to dedicate to the project.
3. Budget constraints: The intervention may require significant financial resources, and limited funds may be available for the project (Fernandez and Rainey, 2017).
Required Resources:
In order to implement the proposed organizational development intervention, the following resources will be required:
a) Training and development resources to support the development of a shared understanding of the organizational culture.
b) Financial resources to support the implementation of practices and programs that support a positive organizational culture.
c) Human resources to support the implementation and maintenance of the intervention.
In phase III, the proposed intervention plan will be evaluated through a range of methods, including employee surveys, performance metrics, and regular check-ins with key personnel. The objective of this evaluation will be to assess the effectiveness of the intervention and to identify any areas that require further improvement.
In conclusion, the proposed organizational behavior intervention aims to create a positive corporate culture that improves employee performance and productivity. The organization can achieve its goals and improve morale and overall performance by conducting a thorough needs assessment analysis and developing a comprehensive intervention plan that includes employee engagement and empowerment, effective communication, recognition and rewards, training and development, and collaborative teamwork.