instructions The final project for this course is the creation of a case study analysis from a human behavior perspective. You will use the Final Project Assignment template for this assignment. The f
OL 500 Final Project Guidelines and Rubric Overview The final project for this course is the creation of a case study analysis from a human behavior perspective . Through the practice of analysis and application of human behavior theories and concepts, you will develop your critical thinking skills and the ability to properly diagnose root causes of organizational issues while recommending solutions and explaining change management best practices that create sustainable positive change within a n organization. You will analyze the case study entitled “Engstrom Auto Mirror Plant: Motivating in Good Times and Bad, ” which is contained within the textbook for the course . The case study will present a list of known organizational issues. You will app ly knowledge of human behavior theories and concepts to properly identify and analyze the multiple root causes of the organizational issues from a human behavior perspective. Your analysis will include a n examination of the resulting impact of relevant the ories and concepts. After identifying and analyzing the multiple root causes and their impact from a human behavior perspective, you will develop targeted solutions that are a direct remedy to the organizational issues. This section of the final project will allow you to practice application of human behavior theories and concepts aimed at improving organizational effectiveness and leading organizations in a proactive rather than a reactive manner. Throughout you r case study analysis, you will validate yo ur insights with information from a variety of research sources. Upon completion of your case study analysis and recommendation of target solutions, you will transition from a case study analysis to a workplace analysis. The workplace analysis is completed with the same methodology of issue identification, root cause(s) analysis, and solution creat ion, all from a human behavior perspective. The project is divided into three milestones , which will be submitted a t various points throughout the course to scaffold learning and ensure quality final submissions. These milestones will be submitted in Modules Two , Five , and Seven. The comprehensive case study analysis will be submitted in Module Nine. =n this assignme nt, you will demonstrate your mastery of the following course outcomes: • Analyze human behavior problems within an organization for informing properly targeted solutions that improve human behavior • Appraise human behavior theories and concepts as multiple root causes of organizational issues for effectively leading an organization • Develop logical solutions that directly address relevant organizational issues for improving organizational effectiveness and strategically leading organizations • Apply human behavior theories and concepts to current and past places of employment for improving morale and communication wi thin a workplace Prompt =n this assessment , you will review and analyze the case study entitled “Engstrom Auto Mirror Plant: Motivating in Good Times and Bad ,” applying human behavior theories and concepts to develop targeted solutions. Once you have completed the case study analysis , you will then apply the same process to an actual workpl ace experience either past or present. Specifically, the following critical elements must be addressed: I. Introduction of the Case Study Analysis a) Explain the multiple organizationa l issues noted within the case study and validate with case study facts. b) Identify and explain the model of organizational behavior that dominates the manager’s thoughts and actions in the case study and provide supportive examples from the case study. c) Through conducting scholarly research, p rovide analysis a bout a relevant human behavior theory that will be included in the case study root cause analysis . II. Case Study: Root Cause Analysis & Solutions Development a) Analyze root causes of known organizational issues from a human behavior perspective and validate your analysis with scholarly research evidence. b) Create solutions that are a direct remedy to the organizational issues by apply ing human behavior theories and concepts , and validate your recommendations with scholarly research evidence. c) Recommend strategic actions of sound change management practices that lead organization s in a proactive manner by applying human behavior theories and concepts. d) Explain the value and importance of description, understanding, prediction, and control as it applies to organizations as an open system. III. Workplace : Root Cause Analysis & Solutions Development a) Explain multiple organizational issues from chosen organization and validate with workplace examples . b) Analyze root causes of workplace organizational issues from a human behavior perspective and validate your analysis with scholarly research evidence. c) Create solutions to the organizational issues by a pply ing human behavior theories and concepts and validate your recommendations with scholarly research evidence. d) Recommend strategic actions of sound change management practices that lead organization s in a proactive manner by applying human behavior theories and concepts. e) Examine the impact of poorly aligned and administrated human beh avior theories and concepts. Milestones Milestone One : Introduction of the Case Study Analysis =n Modul e Two , you will submit the introduction section of your final project using the Milestone One Assignment Template . =n this milestone, explain the multiple organizational issues noted within the case study and identify and explain the model of organizational behavior that dominates the manager ’s thought and actions. Present case study facts and cited evidence from schol arly resources as validation of your analysis. This milestone will be graded with the Milestone One Rubric. Milestone Two: Case Study: Root Cause Analysis & Solutions Development =n Modul e Five , you will submit the root cause analysis , solutions, and change management best practices section of your final project using the Milestone Two Assignment T emplate . Based upon the information identified in Milestone One and with your instructor ’s feedback, begin by analyzing root causes of known organizational issues from a human behavior perspective and not a general business perspective. Based upon the root cause anal ysis, create solutions that address the organizational issues, and apply human behavior theo ries and concepts. For proper implement ation of targeted solutions, recommend strategic actions of sound change management practices that lead the organization in a proactive manner by applying human behavior theories and concepts. Additionally, explain the value and importance of description, understanding, prediction, and control as it applies to organizations as an open system. Validate your a nalysis and recommendations with scholarly cited research. Do not over rely on the textbook. This milestone will be graded with the Milestone Two Rubric. Milestone Three: Workplace : Root Cause Analysis & Solutions Development =n Modul e Seven , you will submit the workplace analysis section of your final project using the Milestone Three Assignment T emplate . When completing this milestone, consider i nstructor feedback from Milestone s One and Two as helpful guidance. Begin by explaining multiple organizational issues and validate your analysis with detailed workplace examples. Once the organizational issues are identified and explained, conduct a root cause analysis of the workplace organizational issues from a human behavior perspective and not a general business perspective. Based upon the root cause ana lysis, create solutions to the organizational issues, and apply human behavior theories and concept s. For proper implementation of targeted solutions, recommend strategic actions of sound change management practice that lead organizations in a proactive manger by applying human behavior theories and concepts. =n clude an examination of how poorly aligned and administrated human behavior theories and concepts affect the situation. . Validate your analysis and recommendations with scholarly cited research. Do not over rely on the textbook. This milestone will be graded with the Milestone Three Rubric. Final Submission : Case Study Analysis from a Human Behavior Perspective In Module Nine , you will submit your final project using the Final Project Assignment T emplate . The final project is comprised of all the critical elements from Milestones One through Three . The highest rating for al l the critical elements in the milestone assignments was proficient. In the final project, the same critical elements have the highest rating of exemplary. The goal is to earn a n exemplary rating for all critical elements including the Articulation of Response critical element . In the Final Project Assignment T emplate u nder each subheading for the final project critical elements, you will copy over the original content from the milestone assignments . The original content should not be edited unless specific feedback related to grammar, punctuation , or content was provided in the milestone feedback comments. This original copied analysis creates a baseline response to critical elements that will earn you the proficient (90%) rating you previously received in the milestone assignments (after accounting for grammar, punctuation, and content feedback) . To impr ove the original analysis with the goal to earn an exemplary (100%) rating , consider the following : a) Read the milestone feedback comments as guidance on how to improve the original analysis . b) Review the final project rubric and note what differentiates a needs improvement, proficient and exemplary rating for each critical element . c) Add new content, analysis, and cited evidence in the E xemplary section of the template for each critical element. This submission will be graded with the Fin al Project Rubric . Deliverables Milestone Deliverable Module Due Grading One =ntroduction of the Case Study Analysis Two Graded separately; Milestone One Rubric Two Case Study: Root Cause Analysis & Solutions Development Five Graded separately; Milestone Two R ubric Three Workplace : Root Analysis & Solutions Development Seven Graded separately; Milestone Three Rubric Final Submission : Case Study Analysis from a :uman Behavior Perspective Nine Graded separately; Final Project Rubric Final Project Rubric Guidelines for Submission : The final case study must be written using the Final Project Assignment Template, and be 12–15 pages (not including title page, references , or appendices) , double -spaced , with 12 -point Times New Roman font, one -inch margins, and citations in most recent APA format. Critical Elements Exemplary (100% ) Proficient (90% ) Needs Improvement (70% ) Not Ev ident (0% ) Value Introduction of the Case Study Analysis : Organizational Issues Meets “Proficient” criteria and incorporates research offering significant background information about the organizational issues Expl ains the multiple organizational issues noted within the case study and validates with case study facts Explains the multiple organizational issues noted within the case study but does not validate with facts or response is irrelevant or cursory Does not explain the multi ple organizational issues noted within the case study 7.8 8 Introduction of the Case Study Analysis : Model Meets “Proficient” criteria and incorporates research offering significant explanation of the model of organizational behavior =dentifies and explains the model of organizational behavior that dominates the manager’s thoughts and actions and provides supportive examples from the case study =dentifies and explains the model of organizational behavior that dominates the manager’s th oughts and actions in the case study but does not provide supportive examples from the case study Does not identify or explain the model of organizational behavior that dominates the manager’s thoughts and actions in the case study 7.8 8 Introduction of the Case Study Analysis: Human Behavior Theory Meets “Proficient” criteria and provides analysis about more than one relevant human behavior theory that will be included in the case study root cause analysis Conducts scholarly research and provides analysis about a relevant human behavior theory that will be included in the case study root cause analysis Conducts scholarly research but does not provide analysis about a relevant human behavior theory that will be included in the case study analysis Does not conduct scholarly research in order to provide analysis about a relevant human behavior theory that will be included in the case study analysis 7.8 8 Case Study: Root Causes Meets “Proficient” criteria and pr ovides comprehensive review of the organizational issues Analyzes the root causes of known organizational issues from a human behavior perspective and validates the analysis with scholarly research evidence Analyzes the root causes of known organizational issues but does not apply a human behavior perspective OR does not validate the analysis with scholarly research evidence Does not analyze the root causes of known organizational issues from a human behavior perspective 7.8 8 Case Study: Solutions Meets “Proficient” criteria and provides a comprehensive creation of solutions Creates solutions that are a direct remedy to the organizational issues, applies human behavior theories and concepts, and validates recommendations with schol arly research evidence Creates solutions that are a direct remedy to the organizational issues but does not apply human behavior theories and concepts OR does not validate recommendations with supportive research evidence Does not create solutions that are a direct remedy to the organizational issues 7.8 8 Critical Elements Exemplary (100% ) Proficient (90% ) Needs Improvement (70% ) Not Ev ident (0% ) Value Case Study: Strategic Actions Meets “Proficient” criteria and provides a comprehensive set of recommended strategic actions of sound change management practices Recommends strategic actions of sound change management practices that lead organizations in a proactive manner by applying human behavior theories and concepts Recommends strategic actions that lead organizations in a proactive manner but does not apply human behavior theories and concepts OR does not recommend strategic actions that are of sound change management practice Does not recommend strategic actions of sound change management practices 7.8 8 Case Study: Description, Understanding, Prediction, an d Control Meets “Proficient” criteria and provides a comprehensive explanation of the value and importance of description, understanding, prediction, and control as it applies to organizations as an open system Explains the value and importance of descript ion, understanding, prediction, and control as it applies to organizations as an open system Explains the value and importance of description, understanding, prediction, and control as it applies to organizations as an open system but the explanation is cu rsory or contains inaccuracies Does not explain the value and importance of description, understanding, prediction, and control as it applies to organizations as an open system 7.8 8 Workplace : Organizational Issues Meets “Proficient” criteria and provides comprehensive review of the organizational issues from chosen organization Explains multiple organizational issues from chosen organization and validates with workplace examples Explains multiple organizational issues from chosen organization but the explanation is cursory or irrelevant or lacks supportive workplace examples. Does not explain multiple workplace issues from chosen organization 7.8 8 Workplace : Root Causes Meets “Proficient” criteria and provides a comprehensive analysis of the root causes of known organizational issues from a human behavior perspective Analyzes root causes of workplace organizational issues from a human behavior perspective and validates analysis with scholarly research evidence Analyzes root causes of workplace organizational issues from a human behavior perspective but does not validate analysis with scholarly research evidence Does not analyze root causes of workplace organizational issues 7.8 8 Workplace : Solutions Meets “Proficient” criteria and recommends creative and detailed organizational improvement initiatives Creates organizational improvement outcomes that are a direct remedy to the organizational issues by applying human behavior theories and concepts and validates recommendations with su pportive research evidence Creates organizational improvement outcomes that are a direct remedy to the organizational issues but does not apply human behavior theories and concepts OR does not validate recommendations with supportive research evidence Does not create organizational improvement outcomes 7.8 8 Workplace : Strategic Actions Meets “Proficient” criteria and provides a comprehensive set of Recommends strategic actions of sound change management practices that Recommends strategic actions that lead organizations in a proactive Does not recommend strategic actions of sound 7.8 8 Critical Elements Exemplary (100% ) Proficient (90% ) Needs Improvement (70% ) Not Ev ident (0% ) Value recommended strategic actions of sound change management practices lead organizations in a proactive manner by applying human behavior theories and concepts manner but does not apply human behavior theories and concepts change management practices Workplace : Impact Meets “Proficient” criteria and demonstrates comprehensive critical examination of the resulting impact with insightful comments and supportive evidence Examines the impact of poorly aligned and administrated human behavior theories and concepts Explains the resulting impact of poorly aligned and administrated theories, but the explanation is cursory or irrelevant Does not explain the resulting impact of poorly aligned and administrated human behavior theories and concepts 7.8 2 Articulation of Response Submission is free of errors related to citations, grammar, spelling, syntax, and organization and is prese nted in a professional and easy -to-read format Submission has no major errors related to citations, grammar, spelling, syntax, or organization Submission has major errors related to citations, grammar, spelling, syntax, or organization that negatively impact readability and articulation of main ideas Submission has critical errors related to citations, grammar, spelling, syntax, or organization that prevent understanding of ideas 5.5 Earned Total 100%
instructions The final project for this course is the creation of a case study analysis from a human behavior perspective. You will use the Final Project Assignment template for this assignment. The f
Case Study Analysis: Case Study of Engstrom Auto Mirror Plant and Publix SuperMarkets 1 Case Study Analysis: Case Study of Engstrom Auto Mirror Plant and Publix SuperMarkets [Your Name] Southern New Hampshire University OL 500: Human Behavior in Organizations Dr. Ratliff May 22, 2022 Introduction of Case Study Analysis: Organizational Issues Original Milestone One Analysis There are organizational issues within Engstrom Auto mirror that can be identified from the case study. The issues with Engstrom involve the process of communication as well as including a decrease in upwards communication, semantic barrier, transparency plus the loss of four prerequisites for having effectiveness in downwards communication (Beer & Collins,2008). Upward communication is the flow of information from the employees to the management (Newstrom,2015). There was a decrease in the upward communication when Beer and Colling (2008) did describe the change in the employees’ suggestions which is from 305 proposals in the first year through the implementation of the Scanlon plan up to 50. This led to the reduction of upward communication which results in the managers lacking critical information which is required in coming up with informed decisions besides understanding employees’ needs (Newstrom,2015). Semantic barriers in communication occur when recipients of the information could not understand the meaning of what has been written and said. These barriers are noted as employees did not understand the Scanlon bonus calculation as well as describing estimates being full of bean counter jargon (Beer & Collins,2008). Using specialized language in the calculation of bonuses created feelings of mistrust plus fairness in employees. Though the managers in the instance might feel they are transparent by sharing a detailed explanation of the bonus calculation transparency, honest plus timely sharing of the information between the individuals, is lost at the time when there is lack of clarity in the message (Newstrom,2015). Moreover, the combination of absent positive attitudes from the management, management failing to get informed of employee’s needs, poor planning of communication as well as lack of trust between management and the staff (Newstrom,2015). As time continued progressing at Engstrom, the enthusiasm for Bent positive change dwindled when the downturn of the economy occurred. The conversation shifted from the discussion of positive happenings at Engstrom decreasing production plus layoff. Failure in being informed is evidenced at the start of the case study when Bent did fail in opening dialogue with employees concerning what should be changed to increase productivity. New Final Project Content [Review the original feedback comments along with the final critical element descriptions for Exemplary, Proficient, and Needs Improvement ratings. Present your new analysis in this section with the goal to earn an exemplary rating. Repeat this format for all the critical elements.] Introduction of Case Study Analysis: Model Original Milestone One Analysis [The model for organizational behavior in this case is the custodial model. This model is usually based on the provision of economic security for the employees via wages plus other benefits which will lead to loyalty of the employees and their motivation. For the case of Engstrom Auto Mirror plant they were providing Scanlon plan bonus to motivate the employees. The problem arises when the company could not continue with the initial plan in place. The problem came up when they missed Scanlon plan bonuses which are a regular staple in the paycheck. The personnel at the company could not be motivated in completing their daily tasks, there was lack of incentive to motivate the employees. This meant that the custodial model for employees had failed. In turn plant production was compromised. Scanlon bonus plan was created as the incentive for the employees exceeding workplace, this was made for rewards system for extra job. Unluckily, in due time, the employees were expecting to be rewarded for the meeting just the minimum work, reward system became the norm at the place of work and was being expected in everybody’s paycheck. If the employees had been rewarded for efforts, expected levels of performances will be high than normal; there was no reward given hence the behavior of employees could not change. Taking away the reward such as the percentage of individual paycheck, then the employee expected performance level will be low and undesirable. In conclusion, why are plant employees’ high order needs not met, this is as a result of economic downturn, poor communication with the Bent plant manager, and ultimately as a result of Scanlon’s plan assuming employees will only require motivation through financial incentives. New Final Project Content [Review the original feedback comments along with the final critical element descriptions for Exemplary, Proficient, and Needs Improvement ratings. Present your new analysis in this section with the goal to earn an exemplary rating. Repeat this format for all the critical elements.] Introduction of Case Study Analysis: Human Behavior Theory Original Milestone One Analysis Though the economic downturn acts as the catalyst for the worsening numbers of production over some time motivation level at Engstrom steadily declining plus the engagement of the employees is lessened as indicated by the little upwards communication. By understanding Maslow’s hierarchy of needs, the organization could realize that giving more of the same rewards might have diminishing impacts on motivation (Newstrom,2015). Scanlon’s plan follows economic agency theory which indicates that when the organization utilizes compensation as the main factor for motivation, employees demonstrate behavior that meets the goals of an organization. Research by Olafsen et al., (2015) suggests that motivation of the employees is strong when the organization comes up with a stable interpersonal working environment through the provision of constructive performance feedback, recognition of talents plus the ability of the individual, asking of open questions besides offering opportunity for the employees for learning new skills. Scanlon Plan overdependence on the external incentive is cemented as the root cause for organizational issues facing Engstrom where if external motivation factors including bonuses provided by Scanlon plan are absent, employees could be motivated to perform well by the company providing non-monetary incentives. The Scanlon plan over-dependence on the maintenance factors as the means for motivation, Scanlon plan is designed besides being implemented in the way that calculating the bonus is not explained clearly. Lacking understanding from the staff has led to feelings of unfairness. Bartol, Durham, and Poon (2001) argue that when individuals receive less recognition for work plus little rewards then they will end up feeling a sense of unfairness plus the perception of unfairness could be detrimental effect on motivation. New Final Project Content [Review the original feedback comments along with the final critical element descriptions for Exemplary, Proficient, and Needs Improvement ratings. Present your new analysis in this section with the goal to earn an exemplary rating. Repeat this format for all the critical elements.] Case Study: Root Causes Original Milestone Two Analysis From the case study, there are major organization issues that which led to lowering employees’ production plus lacking motivation within the company. It’s significant to identify the organizational issues and look deeper into what resulted in the issues. Identifying the root cause of organizational issues indicates there is a pre-emptive approach to the avoidance of situations including the one the organization is facing now from taking place in the future. The arising of the organizational issues in the company was a result of the fall in the Scanlon Bonus plan. The system of incentives was for motivating employees to exceed the standards where it was able to work flawlessly. At a later time, the system ended up failing which resulted in distraction between the employer and the staff. The failure in the system led to diminishing of the aspects that contributed to having a healthy working environment which included motivation of the employees, trust among individuals, camaraderie plus work culture. As a result of lacking motivation, it led to a fall in the production of the plant. The Scanlon’s Bonus Plan had been made as the motivation for the employees exceeding workplace where it was the reward for more work. As time goes by the personnel were anticipated to get rewards for the minimum work done and employees expected the reward to appear in everybody’s paycheck. According to the modification of behavior (Newstrom, 2015) if the employees are rewarded for their efforts then the performance level will be high. In case there was no reward given, the behavior of employees will not change. Nevertheless, if the reward in the question is taken away the expected level of performance for the employees will decline (Newstrom, 2015). To law of effect (Newstrom, 2015) the staff will repeat the behavior if accompanied with favorable costs which are referred to as reinforcement. The removal of the monetary reward system resulted in Engstrom staff displaying negative behaviors, as a result of staffing feeling their work actions led to negative results as a result of lacking bonuses. In addition, for Engstrom, there is lack of a sense of camaraderie. The trust which existed in the company between the employer and employee had been lost. What resulted in this was when the plant managers stopped taking suggestions made by employees seriously which negatively impacted the integrity of the employer in eyes of the employees. Since the Scanlon system was the norm for the workplace, each time employees were paid they expected to see rewards on their paychecks and they were not getting anything when employees had exceeded the results which had been demanded from them. As the incentive system failed the employees started blaming the employers since they did believe to be the ones who led to its fall. Both the employees and the management had a psychological distance as a result of the blame they had concerning the fall of the incentive system (Newstrom,2015). As the blame continued, employees were blaming employers for lacking production while the employers were blaming the employees for the lack of production. Due to this, there wasn’t sense of trust or camaraderie among the Engstrom company plus its staffs. As a final point, there was a dysfunctional effect that arise due to the incentive plan on the production of the employees (Newstrom,2015). Organizational culture is a foundation for success and a productive organization; these are usually assumptions, beliefs, values plus norms of the company. In case these are lost then we expect failure in the organizational culture. The company ended up losing its work culture due to the failure of the reward system. When the Scanlon Bonus Plan failed it resulted in organizational issues which resulted in lack of motivation among employees and the well-being of the company was greatly affected as a result of this. New Final Project Content [Review the original feedback comments along with the final critical element descriptions for Exemplary, Proficient, and Needs Improvement ratings. Present your new analysis in this section with the goal to earn an exemplary rating. Repeat this format for all the critical elements.] Case Study: Solutions Original Milestone Two Analysis Improving and amending the Scanlon Bonus Plan In the case study for the company to be successful then they have to look at the Scanlon Bonus Plan. Since the plan is not working for the company, they have to keep the exact plan in place, amend it or come up with a new compensation plan which will reward the highest performing employees. If the company goes with the current plan then this can negatively impact the company since it was not able to manage it in the first place hence they have to come up with a new plan or amend it. In my view, the company should come up with a new plan since the Scanlon Bonus Plan proved to be working with the company. The company has to change the current plan that employees have lost trust in. For the company, it has to generate a new plan with the title Scanlon 2.0. This is because the previous system could be manipulated easily and became inefficient with time. The new plan will lead to a compensation percentage for all the employees regardless of their standing which will rely on the percentage of the profits margin for the company. If the company adopts the new plan, then it will be more promising as compared with the former compensation plan. The challenge with the previous Scanlon Plan was being complex to be understood fully. Although the plan motivated employees to exceed standards that were expected from them the company should upkeep some resemblances of the monthly bonuses which will be done by the Scanlon 2.0. The working of the system will be displayed to the employees for the view access and understand how it works. There will be a meeting which will explain to the employees the new compensation plan in place. New Final Project Content [Review the original feedback comments along with the final critical element descriptions for Exemplary, Proficient, and Needs Improvement ratings. Present your new analysis in this section with the goal to earn an exemplary rating. Repeat this format for all the critical elements.] Case Study: Strategic Actions Original Milestone Two Analysis When it comes to change in the organization it can be challenging and the leaders may struggle, together with those people they are trying to influence on the changes. If the employees do not understand the changes, process, or rationale for the changes, then they will resist any kind of change. The management of the company will have to focus on the influence of changes in addition to support of employees development, allowing employees to being part of change process besides reaching organizational goals. This can be attained through the holding of monthly meetings for all the employees in the company. Through this, the employees will be able to comprehend their roles together with the impacts that they have on an organization.             In addition, having individual, monthly meetings with every worker provides the chance for the managers to discuss changes, concerns, and/or performance with the employees, in addition to understanding the styles they use in communication and the way they want to get feedback and/or procedures (Bartol, Durham, & Poon,2001). This will allow management to provide coaching and develop employees based on the drive of motivation. Most the employees want to feel they are part of the process. As a result of this, the management should take employee suggestions plus recommendations on the way they can improve the internal systems and/or processes.             During the monthly meetings, the outstanding performers should be recognized. In addition, managers have to create better programs for training basing on the position in plant and appoint the training leaders for training new employees being hired for specific positions. As a result, employees will be part of change process in addition to management fostering their growth and development within the organization. Empowerment is as a result of people solving their problems and coming up with solutions and expectations. This will motivate the employees in doing an outstanding job since they are aware that they belong to something big. The employees will comprehend that they are truly valued, besides the achievement of objectives is vital for success of the company. More important, they will start to gain trust in leaders (Comaford, 2018). The managers have to take proactive leading approach. The proactive leader, shares the company’s vision, allows the employees be part of finding solution to problems, and model teamwork besides focusing on the achievement of performance outcome. New Final Project Content [Review the original feedback comments along with the final critical element descriptions for Exemplary, Proficient, and Needs Improvement ratings. Present your new analysis in this section with the goal to earn an exemplary rating. Repeat this format for all the critical elements.] Case Study: Description, Understanding, Prediction, and Control Original Milestone Two Analysis Open system exchanges feedbacks with the external environment. They are the systems having input, process, goals, output, assessment plus assessment besides learning. Having healthy open system, they continue to exchange feedback with environment, analyzing the feedback, and adjusting internal systems as needed to be able to attain the objectives of the system besides transmitting vital information back out to an environment. When the employees can understand the values, descriptions, predictions, plus control as this apply to an open organization as open system it becomes vital for success of the company. The prediction is a vital prerequisite for the company as this will enable prediction of the future behavior besides generating vital insights or solutions to the problems arising as a result of, misbehavior within the company. This will also assist in predicting the future occurrence via a systematic study. For the system, it will assist the managers to understand the overall structures plus dynamics of an organization besides what should be done in guiding the organization towards the strategic vision plus goals. New Final Project Content [Review the original feedback comments along with the final critical element descriptions for Exemplary, Proficient, and Needs Improvement ratings. Present your new analysis in this section with the goal to earn an exemplary rating. Repeat this format for all the critical elements.] Workplace: Organizational Issues Original Milestone Three Analysis Every organization whether small or big has it issues and the future of such companies is determined by how the management handle their issues. As such a former employer of mine, Publix SuperMarkets is no exception. The Key issue that affected Publix supermarket was the inefficiency in the company’s supply chain. Due to the inefficiency, several vital products for dairy use were not available at the stores, and customers would not purchase them. Secondly, since the company did not have many products, there was the need to increase the prices for the available products to allow the company to generate profit, which it would channel for other plans. Increased prices made the company lose loyal customers as it shifted to its competitors, such as Kroger and Walmart. (Tichenor et al., 2018) Communication is an important tool that helps most companies to climb top of excellence when used adequately. In Publix, communication was another key issue. An example of this would be the hierarchy of command and unmerited bureaucracies that some of the employees and managers portray. At Publix, communication upward from the stores to Corporate is lacking, while Corporate leaders make decisions for retail stores without gauging input from retail store employees or leaders. There is a reliance upon store district leaders that are partially removed from the retail and corporate side of the company to relay the corporate decision information to the workers from up to down (Bartol et al, 2015). In any serious company, open door should be used whereby, any worker with any idea and information can move to any department and express their concerns freely without needing to relay it to any subordinate in hierarchy. The lack of this communication limits innovation and creativity in the company. It is evident in the way Publix was one of the last major grocery retailers to begin accepting mobile wallet payments, and when they started to offer mobile payments, began with Android pay, although Apple pay is more widely used and accepted, and more frequently asked for by customers in the retail locations. Lack of workers’ motivation is another issue in the company. As a retail chain, Publix’s profit and success rely heavily upon the accuracy of the stores inventory system, which is managed by the store employees stocking the shelves correctly and ringing up the groceries accurately to keep inventory systems updated. Until recent years, Publix provided bonuses to all associates after completing quarterly inventory accounting. The promise of this bonus motivated retail store employees to work hard and with accuracy, as extra coin in their pockets relied upon it. The decision to remove bonuses came from a corporate level, and did not include communication or discussion with retail staff before the decision was implemented. There are not proper social avenues for the workers to feel included in decision making. In companies with social avenues, there is no hierarchy of communication. The employees can interact and share ideas freely hence there is no chain of communication of sensitive ideas (Bartol et al, 2015). Secondly, the workers irrespective of their status can if allowed to interact and socialize freely feel appreciated and motivated. It makes them have a sense of belonging and encourages them to work optimally. Not having the social avenues to understand the corporate decision to remove the inventory bonuses from retail employees stifled motivation in the company. Motivation is not only based on promotions; salary increments or appreciation but also the freedom of expression in working environments. Trust is also key, when a worker trusts the organization has their best interests in mind, that alone makes them feel motivated. New Final Project Content [Review the original feedback comments along with the final critical element descriptions for Exemplary, Proficient, and Needs Improvement ratings. Present your new analysis in this section with the goal to earn an exemplary rating. Repeat this format for all the critical elements.] Workplace: Root Causes Original Milestone Three Analysis [In the case of Publix SuperMarkets, many of the issues bubbled up from smaller issues such as bureaucracy, greed, lack of trust, and poor planning. Due to the inefficiency of the company’s supply chain, the company had to adapt using customer centricity, which allowed the management teams to understand the customer’s perceptions and expectations of the business. According to (Komulainen, 2019), the management team of a business can predict the customer’s needs by understanding their perceptions, expectations, and situations, thus determining the products they are to supply to them to maintain their loyalty to the supermarket. Suppose customers can find their demands in the supermarket, they are likely to get motivated, thus making them visit the store regularly to check the availability of more products. After Publix Supermarket understands the customers’ demands, it can search for a stable supply of the products, ensuring the products are always available to its supermarkets. With this strategy, Publix would have retained its customers and would not have failed. Information is key for the success of any company and when workers have limited ability to communicate upwards, there is a problem. In the company, upward communication was limited, which further lead to lack of worker motivation when serious company changes took place that were not clearly understood. In most cases it delays prompt actions (Farmanova et al, 2018). Open door system is always encouraged in some case to help in prompt response to urgent issues. Another cause of the issues in the company is ego and lack of trust. Many managers in a retail environment have not received formal business training and feel that if they give other employees chance to air out what they feel, they might end up being proved incompetent and so they tend to suppress workers and their voices. Lack of a prompt communication hierarchy, which limits low level workers from reaching out to the top managers further drives lack of trust workers have in the company and leadership, which results in a lack of motivation for employees. It is again the ego of some managers or leaders that makes them attempt to suppress employee voices, or results in the leadership teams not trusting in workers that can plan and organize good forums that can help the company to grow. Greed for power is the other issue that makes companies to be overwhelmed by issues. The top management trying to prove their authority makes companies at times to get to great problems. The desire to prove themselves makes them not involve others in decision making and communication, and rule with iron fist which in most cases lead the company to points of failure. It is the same greed that makes the company retail management come up with norm and culture that does not promote the growth of other workers, although the company preaches a “promote from within” culture. New Final Project Content [Review the original feedback comments along with the final critical element descriptions for Exemplary, Proficient, and Needs Improvement ratings. Present your new analysis in this section with the goal to earn an exemplary rating. Repeat this format for all the critical elements.] Workplace: Solutions Original Milestone Three Analysis Publix supermarkets would have solved the supply chain issues by optimizing the inventory and supply chain demands by using multiple channels to source them to the organization. Optimizing the inventory demands would allow the company to monitor the products depleted in the supermarket and their needs to the customers. Furthermore, optimizing the inventory and supply chain of the company would allow the business to identify the urgently required goods, thus making them be sourced in the industry on time, thus meeting the expectations of most customers. Publix Supermarkets would have opted into business intelligence systems to prevent supply chain issues. Theoretically, business intelligence systems help businesses make data projections based on the company’s data analytics. Business intelligence systems can help indicate the almost diminished products in the design, thus allowing the management to get more supply before the products are complete. Furthermore, business intelligence systems can predict customer patterns quickly, thus allowing products to be restocked regularly depending on their demand. The second problem to solve the issues would be using all ways possible to improve quality and the speed of the supply chain. Improving the company’s supply chain would allow products to be delivered to the customers on time. If products are provided on time, it would be possible to solve supply chain problems as the company would have solved the problem associated with its demand. If there were products required on time in the company, the company would use customer centrists, thus making the company meet its customers’ demands, thus allowing the company to maintain its demands despite the problems associated with the supplies. According to the human behavior theorists, human behavior is determined by the circumstances and the environment that they are in. Hence human beings’ behavior can be classified as methodological and radical. Methodological behaviorism theory states that observable behavior can be studied scientifically, and the mental states and cognitive processes cannot add to the known nature of human behavior (Rasool et al, 2020). Methodological behaviorism in this case would demand corporate leaders leave their ego at the door and involve retail manager and employees in decision making for the good of the company and employee morale. Radical behaviorism theory states that behavior can be understood by analyzing past and present environment and its reinforcements which tends to influence behavior either positively or negatively (Rasool et al, 2020). In offering solution to the issues at hand, this theory would for instance handle the issue of greed for power and bureaucracy by emphasizing on the importance of everyone in the organization and ensuring an open-door policy. It would also help in developing trust in employees. Similarly, the theory would have encouraged motivational policies that would make the workers feel valued and appreciated. The theory would understand the nature of the leaders and help them put the interest of the company first. New Final Project Content [Review the original feedback comments along with the final critical element descriptions for Exemplary, Proficient, and Needs Improvement ratings. Present your new analysis in this section with the goal to earn an exemplary rating. Repeat this format for all the critical elements.] Workplace: Strategic Actions Original Milestone Three Analysis The main strategic action that can be used to solve issues associated with the supply chain is diversifying the company’s suppliers. Diversifying suppliers will allow the company to get suppliers from all parts of the world, making it possible to source products from various places where there might be a market regarding the product. It will be hard for supply to run out of the business with diversified suppliers. (Stouten et al., 2018) Market evaluation is an essential strategy as the management team can see market trends, thus allowing it to make decisions on time. Publix supermarket can change the management practices where it would send stakeholders to evaluate the market. Depending on the evaluation, they are likely to tell the products whose demand is likely to overweigh their supply, thus allowing the business to purchase them and keep them in the business for future use. Organizations should not be counted as successful based its position in the market but also based on employee management and how it gives back to the society. It is this that makes scholars to argue that for change management practice that can help organizations are: Empowering employees through communication. It is a strategy that is aimed at removing all barriers that would hinder effective communication for the good of the firm (Samul, 2019). It encourages open do policy and discourages hierarchical system of communication. Activating leadership. Is a theory that believes that anybody can lead hence different employees in the organization should be given time to at least lead different sessions and activities in the firm to help them grow and foster creativity and leadership in the team. Putting other people first is a theory that claims that workers are key in the production of any output and must be treated with a lot of concern and respect. The management at Publix should have realized the same and allowed the workers to be involved in decision making and policy formulation more so on matters that touch on their wellbeing. Employee motivation. Burn out is common in places where employees are not motivated hence the management should work on measures that keep the workers happy and energized (Samul, 2019). Motivation strategies that can be used include promotions, salary increase, better working conditions, workers’ recognitions among others. Proper planning. Is key in decision making and employees handling. A good manager has to plan on how to keep the employees motivated and also develop them. It can be through training, developments, growth, expansion and sources of revenue (Buick, 2021). New Final Project Content [Review the original feedback comments along with the final critical element descriptions for Exemplary, Proficient, and Needs Improvement ratings. Present your new analysis in this section with the goal to earn an exemplary rating. Repeat this format for all the critical elements.] Workplace: Impact Original Milestone Three Analysis Primarily, the impact of poorly aligned and administered human behaviors would lead to employee and customer complaints, leading to instability of the company. There would be instability in the company as the demands and goals of the customers and employees would not be met, leading to conflicts that would be a lack of satisfaction among the business, making it hard for the functionality of the business. If the impacts of human behaviors are well aligned, they are likely to meet the company’s demands making it successful. (Shao, 2019) Suppose theories are poorly aligned and not administered to human theory approaches; they are likely to lead to business inefficiency, including a lack of cooperation between business management teams and the workers. Cooperation allows multiple stakeholders to work together, which leads to the organization’s success. If there is no cooperation, various activities will be carried out independently, failing the business. Companies that are not properly managed tend to have a lot of issues some of the impacts of poor alignment of human behavior include: Increase employees’ resistance and high turnover rates (Gandolfi & Stone, 2018). Low production rate due to employees’ resistance Wrong management decisions being made. Increased losses Poor communication channels Lack if workers motivation Misuse of power and resources New Final Project Content [Review the original feedback comments along with the final critical element descriptions for Exemplary, Proficient, and Needs Improvement ratings. Present your new analysis in this section with the goal to earn an exemplary rating. Repeat this format for all the critical elements.] References Bartol, K. M., Durham, C. C., & Poon, J. M. (2001). Influence of performance evaluation rating segmentation on motivation and fairness perceptions. Journal of Applied Psychology, 86(6), 1106-1119. doi:10.1037//0021-9010.86.6.1106Beer, M., & Collins, E. L. (2008). Engstrom Auto Mirror Plant: Motivating in Good Times and Bad. Boston, MA: Harvard Business School. Buick, F. (2021). Performance management and common purpose: rethinking solutions to inter-organizational working. In Handbook on Performance Management in the Public Sector. Edward Elgar Publishing. Comaford, C. (2018). Why Leaders Need to Embrace Employee Motivation. Retrieved on Sep 6, 2018 from https://www.forbes.com/sites/christinecomaford/2018/01/20/why-leaders-need-to-embrace-employee-motivation/#5bdd57e12725   Farmanova, E., Bonneville, L., & Bouchard, L. (2018). Organizational health literacy: review of theories, frameworks, guides, and implementation issues. INQUIRY: The Journal of Health Care Organization, Provision, and Financing, 55, 0046958018757848. Gandolfi, F., & Stone, S. (2018). Leadership, leadership styles, and servant leadership. Journal of Management Research, 18(4), 261-269. Komulainen, H., & Saraniemi, S. (2019). Customer centricity in mobile banking: a customer experience perspective. International Journal of Bank Marketing. Newstrom, J. (2015). Organizational behavior: Human behavior at work (14th ed.). New York, NY: McGraw-Hill Olafsen, A. H., Halvari, H., Forest, J., & Deci, E. L. (2015). Show them the money? The role of pay, managerial need support, and justice in a self-determination theory model of intrinsic work motivation. Scandinavian Journal of Psychology, 56(4), 447-457. doi:10.1111/sjop.12211 Rasool, S. F., Wang, M., Zhang, Y., & Samma, M. (2020). Sustainable work performance: the roles of workplace violence and occupational stress. International journal of environmental research and public health, 17(3), 912. Samul, J. (2019). Spiritual leadership: Meaning in the sustainable workplace. Sustainability, 12(1), 267. Shao, Z. (2019). Interaction effect of strategic leadership behaviors and organizational culture on IS-Business strategic alignment and Enterprise Systems assimilation. International journal of information management, 44, 96-108. Stouten, J., Rousseau, D. M., & De Cremer, D. (2018). Successful organizational change: Integrating the management practice and scholarly literatures. Academy of Management Annals, 12(2), 752-788. Tichenor, J. M., Beasley, J., & Subramanian, R. (2018). A Business Ethics Supply Chain Case Study of Publix Super Markets and the Coalition of Immokalee Farmworkers’ Fair Food Program. SAGE Publications: SAGE Business Cases Originals.
instructions The final project for this course is the creation of a case study analysis from a human behavior perspective. You will use the Final Project Assignment template for this assignment. The f
5/19/22, 9:09 PM Feedback for 5-1 Final Project Milestone Two: Case Study: Root Cause Analysis & Solutions Development – OL-500-X4143 Human Behavior i … https://learn.snhu.edu/d2l/lms/dropbox/user/folder_user_view_feedback.d2l?db=1716229&grpid=0&isprv=&bp=0&ou=1024346 1/4 OL 5 00 M ile sto ne T w o R ub ric A ctiv it y : 5 -1 F in al P ro je ct M ile sto ne T w o: C ase S tu d y: R oot C au se A naly sis & S o lu tio ns D eve lo pm en t C ours e : O L-5 00-X 4143 H um an B eh av io r in O rg an iz a tio n 2 2T W 4 Nam e: J a cq ueli n e C am pbell C rit e ria P ro fic ie n t N eed s I m pro ve m en t N ot E vid en t C rit e rio n S co re C ase S tu d y: R oot C au se s 1 6.5 / 2 2 Crit e rio n F e ed back C ase S tu d y: S o lu tio ns 1 6.5 / 2 2 22 p o in ts A naly ze s t h e r o ot ca u se s o f k n o w n org an iz a tio nal is su es f ro m a h um an b eh av io r pers p ectiv e a n d vali d ate s t h e an aly sis w it h s c h o la rly r e se arc h e vid en ce 1 6.5 p o in ts A naly ze s t h e r o ot ca u se s o f k n o w n org an iz a tio nal is su es b ut d o es n ot a p ply a h um an b eh av io r pers p ectiv e O R do es n ot v ali d ate t h e a n aly sis w it h s c h o la rly r e se arc h e vid en ce 0 p o in ts D oes n ot a n aly ze th e r o ot c a u se s o f kn o w n org an iz a tio nal is su es f ro m a h um an b eh av io r pers p ectiv e Y o u id en tif ie d t h e S ca n lo n P la n a s t h e r o ot is su e. I f t h at is t r u e, w hy d id t h e p la n in it ia lly w ork ? D id y o u f in d s c h o la rly r e fe re n ce s t o s u p po rt y o ur c o nclu sio n a b o ut Y o u a re o n t h e r ig h t t ra ck . H ow eve r, c o ntin ue t o a sk s u ch q uestio ns a s t h e o ne a b ove . P erh ap s t h e p la n w as a s y m pto m o f a d eep er is su e s u ch a s la ck o f e ffe ctiv e c o m mun ic a tio n o r d is tr u st. R evie w y o ur s ta te m en ts a n d h um an b eh av io r t h eo rie s t o id en tif y h o w r e se arc h s u p po rt t h e id eas y o u’v e p re se n te d . 2 2 p o in ts C re ate s s o lu tio ns th at a re a d ir e ct re m ed y t o t h e o rg an iz a tio nal is su es, a p pli e s h um an b eh av io r th eo rie s a n d co nce p ts , a n d vali d ate s re co m men d atio ns w it h s c h o la rly r e se arc h e vid en ce 1 6.5 p o in ts C re ate s s o lu tio ns th at a re a d ir e ct re m ed y t o t h e o rg an iz a tio nal is su es b ut d o es n ot a p ply h um an b eh av io r t h eo rie s an d c o nce p ts O R do es n ot v ali d ate re co m men d atio ns w it h s u p po rtiv e re se arc h e vid en ce 0 p o in ts D oes n ot c re ate s o lu tio ns t h at a re a d ir e ct r e m ed y t o t h e o rg an iz a tio nal is su es 5/19/22, 9:09 PM Feedback for 5-1 Final Project Milestone Two: Case Study: Root Cause Analysis & Solutions Development – OL-500-X4143 Human Behavior i … https://learn.snhu.edu/d2l/lms/dropbox/user/folder_user_view_feedback.d2l?db=1716229&grpid=0&isprv=&bp=0&ou=1024346 2/4 Crit e ria P ro fic ie n t N eed s I m pro ve m en t N ot E vid en t C rit e rio n S co re C rit e rio n F e ed back C ase S tu d y: S tra te gic A ctio ns 1 6.5 / 2 2 Crit e rio n F e ed back It is n ot c le ar h o w t h e s o lu tio n w ill d ir e ctly r e m ed y t h e is su es. Y o ur s o lu tio n s h o uld b e s p ecif ic a n d d ir e ctly c o nnect t o t h e p ro ble m . Y o u w ill n eed s u p po rtiv e r e se arc h t o v ali d ate t h e effe ctiv e n ess o f t h e s o lu tio n. 2 2 p o in ts R eco m men d s stra te gic a ctio ns of s o un d c h an ge m an ag e m en t p ra ctic e s t h at le ad o rg an iz a tio ns in a p ro activ e m an ner b y a p ply in g h um an b eh av io r th eo rie s a n d co nce p ts 1 6.5 p o in ts R eco m men d s stra te gic a ctio ns th at le ad o rg an iz a tio ns in a p ro activ e m an ner b ut d o es n ot ap ply h um an b eh av io r t h eo rie s an d c o nce p ts O R do es n ot re co m men d stra te gic a ctio ns th at a re o f s o un d ch an ge m an ag e m en t p ra ctic e 0 p o in ts D oes n ot re co m men d stra te gic a ctio ns of s o un d c h an ge m an ag e m en t p ra ctic e s Stra te gic a ctio ns a re t h o se n eed ed t o im ple m en t t h e s o lu tio n r e co m men d ed . Y o u s h o uld p ro vid e s p ecif ic s te p s in fo rm ed f ro m h um an b eh av io r t h eo rie s. 5/19/22, 9:09 PM Feedback for 5-1 Final Project Milestone Two: Case Study: Root Cause Analysis & Solutions Development – OL-500-X4143 Human Behavior i … https://learn.snhu.edu/d2l/lms/dropbox/user/folder_user_view_feedback.d2l?db=1716229&grpid=0&isprv=&bp=0&ou=1024346 3/4 To ta l 7 8 / 1 00 C rit e ria P ro fic ie n t N eed s I m pro ve m en t N ot E vid en t C rit e rio n S co re C ase S tu d y: D esc rip tio n, U nd ers ta n d in g, P re d ic tio n, a n d C ontro l 1 6.5 / 2 2 Crit e rio n F e ed back A rtic u la tio n o f R esp o nse 1 2 / 1 2 22 p o in ts E xp la in s t h e v alu e an d im po rta n ce o f d esc rip tio n, un d ers ta n d in g, p re d ic tio n, a n d co ntro l a s it a p pli e s t o o rg an iz a tio ns a s a n o pen s y ste m 1 6.5 p o in ts E xp la in s t h e v alu e an d im po rta n ce o f d esc rip tio n, un d ers ta n d in g, p re d ic tio n, a n d co ntro l a s it a p pli e s t o o rg an iz a tio ns a s a n o pen s y ste m b ut t h e exp la n atio n is c u rs o ry o r co nta in s in acc u ra cie s 0 p o in ts D oes n ot e xp la in t h e v alu e a n d im po rta n ce o f d esc rip tio n, un d ers ta n d in g, p re d ic tio n, a n d co ntro l a s it a p pli e s t o o rg an iz a tio ns a s a n o pen s y ste m C onn ect t h e n ece ssit y o f d esc rib in g, u n d ers ta n d in g, p re d ic tin g a n d c o ntro lli n g o pen s y ste m s t o t h e o ve ra ll c a se . 1 2 p o in ts S u b m is sio n h as n o m ajo r e rro rs re la te d t o c it a tio ns, g ra m mar, s p elli n g, sy n ta x , o r org an iz a tio n 9 p o in ts S u b m is sio n h as m ajo r e rro rs re la te d t o c it a tio ns, g ra m mar, s p elli n g, sy n ta x , o r org an iz a tio n t h at n egativ e ly im pact re ad ab ili t y a n d artic u la tio n o f m ain id eas 0 p o in ts S u b m is sio n h as crit ic a l e rro rs re la te d t o c it a tio ns, g ra m mar, s p elli n g, sy n ta x , o r org an iz a tio n t h at p re ve n t u n d ers ta n d in g o f id eas 5/19/22, 9:09 PM Feedback for 5-1 Final Project Milestone Two: Case Study: Root Cause Analysis & Solutions Development – OL-500-X4143 Human Behavior i … https://learn.snhu.edu/d2l/lms/dropbox/user/folder_user_view_feedback.d2l?db=1716229&grpid=0&isprv=&bp=0&ou=1024346 4/4 Ove ra ll S co re P oin ts e arn ed o ut o f 1 00 P oin ts e arn ed o ut o f 1 00 P oin ts e arn ed o ut o f 1 00 The o ve ra ll s u b m is sio n e arn ed 7 6 po in ts o r m ore . F in al c a lc u la tio n o f gra d es c a n b e f o un d in t h e g ra d eb o ok. T he o ve ra ll s u b m is sio n e arn ed 1 p o in ts o r m ore . F in al c a lc u la tio n o f gra d es c a n b e f o un d in t h e g ra d eb o ok. T he o ve ra ll s u b m is sio n e arn ed 0 p o in ts o r m ore . F in al c a lc u la tio n o f gra d es c a n b e f o un d in t h e g ra d eb o ok.