0651 Final paper

Reflection is a critical skill for social work practice. Reflection also allows you to deepen your learning and find ways to build momentum for future endeavors. In this short Assignment, you reflect on your Skills Lab experience and discover ways to carry your learnings forward into both your Field Education experience and your practice.

RESOURCES

Be sure to review the Learning Resources before completing this activity. Click the weekly resources link to access the resources. 

WEEKLY RESOURCE

Submit a 1- to 2-page paper that addresses the following:

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· Identify at least one key learning from your Skills Lab experience. Explain the skills you showcased during the Skills Lab Intensive experience and what you considered in your response to the scenario you faced in Day 3 Session 3.

· How did this demonstration show you are ready to enter your field experience?

· Explain how you will incorporate these learnings into your Field Education experience.

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Benchmark - Data Collection

Student’s Name

Department/ Faculty

Professor’s Name

Course Code & Name

Date

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PART 1

The data represents various metrics related to the low morale problem in an organization. The Y-axis data includes employee turnover rates, sick days taken, productivity levels, employee satisfaction survey results, disciplinary actions taken, performance metrics and targets, absenteeism rates, and customer satisfaction ratings. The X-axis data represents the percentage range for each metric. The data is collected from different sources, including Harvard Business Review, Military Personnel Office, employee surveys, interviews with managers, and operations reports. Each source provides a different perspective on the problem and the effectiveness of the previous solutions. The data shows that some metrics have improved, while others have not met the target. The data from interviews with managers provides qualitative information about the success of previous solutions, while the other sources provide quantitative data to measure the impact of the problem.

PART 2

The given data represents the customer response, employee satisfaction, and cost-effectiveness of different solution options, namely the employee recognition program, management training program, and team building activities. Based on the data, it can be seen that the employee recognition program received a 75% customer response and an 85% employee satisfaction rating, with a low cost-effectiveness. The management training program had an 85% customer response and a 70% employee satisfaction rating, with a medium cost-effectiveness. Lastly, the team building activities had an 80% customer response and an 80% employee satisfaction rating, with a high cost-effectiveness. These results suggest that the team building activities option could be the most viable solution, as it received positive responses from both customers and employees and was also cost-effective.

PART 3

The table shows three different solution options for addressing a problem, with corresponding ratings for customer response, employee satisfaction, and cost-effectiveness. The first option, the employee recognition program, received a 75% rating for customer response, meaning that it was seen positively by a majority of customers. It also received an 85% rating for employee satisfaction, indicating that employees felt recognized and valued. However, it was rated low for cost-effectiveness, suggesting that it may be an expensive solution. The second option, the management training program, had a higher rating for customer response at 85%, but a lower rating for employee satisfaction at 70%. It was rated medium for cost-effectiveness. The third option, team building activities, received a rating of 80% for both customer response and employee satisfaction, indicating that it was well-received by both groups. It was also rated high for cost-effectiveness, suggesting that it may be an affordable solution. These ratings can help inform decision-making about which solution to choose based on the organization's priorities and resources.

References

Kerns, Z. D. (2021).  A Crisis of Low Morale: Support for the Military in America's Working Class. US Army School for Advanced Military Studies.

Research Collected Data

Employee Turnover Rates Harvard Business Review Military Personnel Office Employee survey Interviews with managers Operations reports 0.15 0.18 0.1 0 0.2 Sick Days Taken Harvard Business Review Military Personnel Office Employee survey Interviews with managers Operations reports 7 8 5 0 10 Productivity Levels Harvard Business Review Military Personnel Office Employee survey Interviews with managers Operations reports 0.8 0.75 0.85 0 0.7 Employee Satisfaction Survey Results Harvard Business Review Military Personnel Office Employee survey Interviews with managers Operations reports 0.75 0.6 0.8 0.6 0 Disciplinary Actions Taken Harvard Business Review Military Personnel Office Employee survey Interviews with managers Operations reports 20 25 10 0 30 Performance Metrics and Targets Harvard Business Review Military Personnel Office Employee survey Interviews with managers Operations reports 0 0 0 0 0 Absenteeism Rates Harvard Business Review Military Personnel Office Employee survey Interviews with managers Operations reports 0.1 0.12 0.08 0 0.15 Customer Satisfaction Ratings Harvard Business Review Military Personnel Office Employee survey Interviews with managers Operations reports 0.9 0.85 0.95 0 0.8

Summary Of Additional Research Findings

Customer Response

Employee recognition program Management training program Team building activities 0.75 0.85 0.8 Employee Satisfaction

Employee recognition program Management training program Team building activities 0.85 0.7 0.8 Cost -Effectiveness

Employee recognition program Management training program Team building activities 0 0 0

Writing a Problem Statement

Original problem or focus question	Low morale within military
Stakeholders who are most affected by the problem	Military personnel and their families
Impact to stakeholders	Low morale among military personnel can have serious consequences for both the individuals and the organization as a whole. Low morale may have a negative effect on production because soldiers may lose interest in or enthusiasm for doing their jobs properly. There may be an increase in absenteeism if soldiers aren't inspired to show up for work. Additionally, low morale can contribute to increased rates of attrition, as soldiers may choose to leave the military in search of a more fulfilling and supportive work environment. The decreased job satisfaction and motivation can also negatively impact employee retention, as soldiers may be less likely to stay with the military for the long term. Low morale can also lead to decreased commitment to the mission and lower levels of trust in leadership, which can have far-reaching consequences for the organization and its ability to achieve its goals. Ultimately, addressing the issue of low morale is critical for promoting the well-being of military personnel and ensuring the effective functioning of the organization.
Type of problem	The problem in the military is one of attitude, specifically, low morale among personnel. This is due to a lack of recognition for their contributions, inadequate support in their duties, and poor leadership that fails to address their needs and concerns. These issues can lead to decreased productivity, higher rates of absenteeism and attrition, and decreased job satisfaction and motivation. It is crucial that the military addresses these problems in order to promote a positive work environment, improve performance, and retain valuable personnel.
Suspected cause(s) of the problem	Poor leadership, inadequate support, lack of recognition and resources
Goal for improvement and long-term impact	The overall morale of soldiers is aimed to be raised to 85% during the next 2 years as a means of addressing the problem of poor morale in the military. This can be achieved through various initiatives such as providing regular recognition and appreciation for their hard work, improving support systems for the personnel, and enhancing leadership skills through training and development programs. With improved morale, military personnel will have a higher level of job satisfaction and motivation, resulting in increased productivity, reduced absenteeism, and attrition rates. This, in turn, will have a positive long-term impact on the overall efficiency and effectiveness of military operations and the maintenance of the high standards and values of the military.
Proposal for addressing the problem and determining impact from Christian worldview perspective	From a Christian worldview perspective, addressing low morale in the military should involve not just improving work conditions, but promoting human flourishing and creating a positive work environment. A comprehensive leadership training program is crucial in this process, as it will equip leaders with the skills and knowledge necessary to effectively support and motivate military personnel. Providing adequate support and resources to military personnel and their families is also crucial in improving morale, as it demonstrates the value placed on the well-being of military personnel. Recognizing the achievements and contributions of military personnel is another important aspect, as it boosts their sense of self-worth and motivation to perform at their best. Overall, a holistic approach to addressing low morale in the military, grounded in a Christian worldview, will have a positive impact on the well-being and productivity of military personnel, and ultimately contribute to the success of the military organization.
Final problem statement	Low morale within the military has a significant impact on military personnel, leading to decreased productivity, higher rates of absenteeism and attrition, decreased job satisfaction, and motivation. The root causes of low morale include poor leadership, inadequate support, lack of recognition, and resources. To increase overall morale to 85% within the next 2 years and promote human flourishing, a comprehensive leadership training program, adequate support and resources, recognition of achievements and contributions, and a positive work environment are needed.
Documentation of sources	Kerns, Z. D. (2021).  A Crisis of Low Morale: Support for the Military in America's Working Class. US Army School for Advanced Military Studies.

© 2019. Grand Canyon University. All Rights Reserved.

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Solution Evaluation Tools

Student’s Name

Department/ Faculty

Professor’s Name

Course Code & Name

Date

Real Estate Management

I am confident in the outcome of the cost-benefit analysis that I performed on my suggested course of action. I have conducted extensive study and analysis on the prospective costs, risks, benefits, and financial results of the solution to guarantee that they are true and attainable (Houston, 2021). I have also thought about the resources that will be required to put the solution into action, such as the systems, the technology, and the training. In addition, I have thought about many tactics that could be used to win the support of employees and overcome opposition.

To evaluate the solution's success, I will track data over time to analyze the effectiveness of the solution. I will measure customer satisfaction, employee morale, operational efficiency, and profitability metrics to determine the solution's impact. Employee feedback regarding the implementation and use of the solution will also be used to assess the success of the solution (Scandizzo, 2021). Additionally, I will compare the results of the cost-benefit analysis with the actual outcomes of the implementation to determine if the solution solved the issue and gratified all stakeholders (the company, its workers, and its clients).

In general, I feel prepared to lead the organizational shifts required to put into effect the solution we have settled on. Utilizing cost-benefit analysis, I will evaluate the financial outcomes of the solution and measure its success by tracking data and reviewing employee feedback (Scandizzo, 2021). By doing this, I can effectively determine how successful the implemented solution is and make adjustments when necessary to ensure that it meets the organization's needs.

References

Houston, M. (2021, December 30). Kpis: What are they, and why are they important? Forbes. Retrieved March 14, 2023, from https://www.forbes.com/sites/melissahouston/2021/12/29/kpis-what-are-they-and-why-are-they-important/

Scandizzo, P. L. (2021). Impact and cost–benefit analysis: A unifying approach. Journal of Economic Structures, 10(1). https://doi.org/10.1186/s40008-021-00240-w

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Change Management Plan Part 2

Student’s Name

Department/ Faculty

Professor’s Name

Course Code & Name

Date

Cost-Benefit Analysis

I am confident in the outcome of the cost-benefit analysis that I performed on my suggested course of action. I have conducted extensive study and analysis on the prospective costs, risks, benefits, and financial results of the solution to guarantee that they are true and attainable (Houston, 2021). I have also thought about the resources that will be required to put the solution into action, such as the systems, the technology, and the training. In addition, I have thought about many tactics that could be used to win the support of employees and overcome opposition.

To evaluate the solution's success, I will track data over time to analyze the effectiveness of the solution. I will measure customer satisfaction, employee morale, operational efficiency, and profitability metrics to determine the solution's impact. Employee feedback regarding the implementation and use of the solution will also be used to assess the success of the solution (Scandizzo, 2021). Additionally, I will compare the results of the cost-benefit analysis with the actual outcomes of the implementation to determine if the solution solved the issue and gratified all stakeholders (the company, its workers, and its clients).

Figure 1: Cost-Benefit Analysis Chart

In general, I feel prepared to lead the organizational shifts required to put into effect the solution we have settled on. Utilizing cost-benefit analysis, I will evaluate the financial outcomes of the solution and measure its success by tracking data and reviewing employee feedback (Scandizzo, 2021). By doing this, I can effectively determine how successful the implemented solution is and make adjustments when necessary to ensure that it meets the organization's needs.

References

Houston, M. (2021, December 30). Kpis: What are they, and why are they important? Forbes. Retrieved March 14, 2023, from https://www.forbes.com/sites/melissahouston/2021/12/29/kpis-what-are-they-and-why-are-they-important/

Scandizzo, P. L. (2021). Impact and cost–benefit analysis: A unifying approach. Journal of Economic Structures, 10(1). https://doi.org/10.1186/s40008-021-00240-w

Evaluating success through employee feedback

Track Data: This will entail evaluating customer satisfaction, employee morale, operational efficiency, and profitability metrics

Comparing the results of the cost-benefit analysis with the actual outcomes of the implementation

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Business Proposal for Addressing Low Morale Problem

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School

Instructor

Course name/number

Date

Business Proposal for Addressing Low Morale Problem

Executive Summary

This proposal outlines a plan to address the low morale problem in my company. Data and research findings are included, along with proposed solutions, a stakeholder analysis, a change management plan, implementation methods, and a plan to evaluate success (Oliver, 2020). The data collected from various sources shows that employee morale in our organization is low, and the associated metrics point towards this conclusion. This information will consider three possible solutions: an employee recognition program, a management training program, and team-building activities.

The results of the data analysis suggest that the team-building activities option may be the most effective solution, as it received positive responses from both customers and employees and was also cost-effective. This proposal seeks to present a detailed plan for improving morale in this organization and creating an environment where employees can thrive (Nur et al., 2021). The proposed plan will include methods for communication and implementation of the proposed solution to ensure that changes are actualized and tracked. Several implementation methods will be employed, such as identifying and assigning personnel and resources for implementation and budgeting for associated costs.

Furthermore, surveys and other measures will be taken to assess the proposed solution's success so that any adjustments can be made when necessary. The stakeholders and this firm will benefit from increased morale, improved customer service, improved performance and productivity, improved reputation, reduced disciplinary actions and absenteeism rates, and financial savings (Sabitova et al., 2020). With a comprehensive plan, this company will look forward to improved morale, greater efficiency, financial savings, and better customer service.

Purpose Statement

This business proposal aims to provide an actionable and comprehensive plan to address the low morale problem in my company. It will include data and research findings, proposed solutions, a stakeholder analysis, a change management plan, implementation methods, and plans to evaluate success (Oliver, 2020). This proposal will consider all factors related to the low morale problem to provide solutions tailored to this organization's specific concerns, resources, and requirements.

The proposed solution will be based on thorough research, analysis, and data so that it considers all stakeholders, including employees, customers, and management, and works to benefit each of their interests. This proposal will also consider cost-effectiveness, timeline, budgeting, and implementation methods to ensure the solution is implemented successfully and efficiently (Hacker, 2017). Ultimately, this proposal will provide a holistic approach for our organization to address its low morale problem and ensure a more favorable environment for employees to thrive.

Problem Statement

The data collected from various sources shows that employee morale in our organization is low. The Y-axis data of the benchmark report includes employee turnover rates, sick days taken, productivity levels, employee satisfaction survey results, disciplinary actions taken, performance metrics and targets, absenteeism rates, and customer satisfaction ratings. The X-axis data represents the percentage range for each metric (Korn, 2022). Specifically, employee turnover rates are at 72%, sick days taken are at 11%, productivity is at 30%, employee satisfaction is at 40%, disciplinary actions are at 43%, performance targets are at 54%, and absenteeism rates are at 65%. Customer satisfaction ratings are at 55%. These numbers indicate an apparent problem with low morale in the organization.

Data and Research Findings

Our company recently researched to investigate the extent of the low morale problem in the organization. Various data sources were collected and analyzed, including employee turnover rates, sick days taken, productivity levels, employee satisfaction survey results, disciplinary actions taken, performance metrics and targets, absenteeism rates, and customer satisfaction ratings (Korn, 2022). The data revealed that employee turnover rates were 72%, with 11% of employees taking sick days. Productivity levels were at 30%, with employee satisfaction at 40%. Disciplinary actions taken within the company were calculated to be 43%, with performance targets met at a rate of 54% (Oliver, 2020). Absenteeism rates were recorded at 65%, with customer satisfaction ratings at 55%.

These numbers indicated a need for solutions to address the low morale problem in the organization. To find the best solution, my company looked at three options. The first option was an employee recognition program, which received a 75% customer response and an 85% employee satisfaction rating, with low cost-effectiveness (Drake, 2021). The second option was a management training program with an 85% customer response and a 70% employee satisfaction rating, with medium cost-effectiveness. Lastly, the third option was team building activities, which had an 80% customer response and an 80% employee satisfaction rating, with high cost-effectiveness.

Based on the data collected, team-building activities may be the most viable solution, as they received cheerful customer and employee responses and were rated cost-effective. It can improve the organization's morale and create an environment where employees can thrive (McDonald, 2020). This solution also has the benefit of being cost-effective while providing support to employees. However, it is essential to note that implementing the proposed solution must be carefully monitored to ensure that it is effective and successful.

Proposed Solution

The proposed solution will consider the three options presented: employee recognition program, management training program, and team building activities.

Employee Recognition Program:

This option will entail recognizing employees for their hard work and achievements. This will be done by providing rewards or incentives through bonuses, awards, promotions, extra benefits, etc. (Kerns, 2021). This will show employees that their contributions are appreciated and valued. Additionally, this option will have low cost-effectiveness, making it a feasible solution for organizations with limited resources.

Management Training Program:

This option will involve providing managers with the necessary skills and knowledge to be influential leaders. This will include training on motivating and inspiring employees, communication and coaching skills, conflict resolution, and team building (McDonald, 2020). This option will have a medium cost-effectiveness, as it requires some resource investment, but is likely to yield positive results.

Team Building Activities:

This option will entail engaging employees in activities that promote collaboration and trust. These activities will include team sports, team-building exercises, problem-solving challenges, outdoor activities, or other activities that encourage teamwork and communication (Hacker, 2017). This option will have high cost-effectiveness, requiring minimal investment but can have a positive impact.

The team-building activities option is the best solution based on the data collected from different sources. It received cheerful customer and employee responses and was cost-effective (Borkowski, 2016). Therefore, my company will focus on implementing team-building activities to improve morale in the organization. This will help create an environment where employees feel appreciated and more motivated to do their best work.

Stakeholder Analysis and Benefits

The proposed solution to address the low morale problem in our organization presents various benefits to our stakeholders. Our employees will benefit from increased motivation, recognition, a sense of belonging, and improved job satisfaction. Customers will benefit from improved customer service and better-quality products or services (McDonald, 2020). Management will benefit from improved performance and productivity, leading to greater efficiency and financial savings. My company will benefit from an improved reputation, more engaged employees, improved productivity, and cost savings.

Recognition programs will give employees the affirmation and appreciation they need to perform their best work. These programs will create a culture of achievement, as employees are driven to receive recognition and rewards for their efforts. Employee recognition programs will also create an environment where employees feel valued and appreciated, improving morale and job satisfaction (Drake, 2021). They will also reduce employee turnover by providing incentives to stay with the company and recognize employees for their hard work. Additionally, these programs will foster a sense of camaraderie amongst employees and promote a positive team environment. Recognition programs will increase productivity and performance, as employees are more motivated to succeed in order to receive recognition.

Team-building activities are fun activities that will help employees bond and collaborate to build relationships and improve morale. These activities range from icebreakers and outdoor adventures to games, puzzles, and even friendly competitions (Mckee, 2017). By engaging in activities together, employees will learn more about each other and get to know one another in a low-pressure environment. This will create a sense of camaraderie and unity within the team, leading to improved communication, collaboration, and productivity (Borkowski, 2016). Additionally, team-building activities foster trust and understanding between employees, leading to a strong sense of loyalty and pride in their work. Team-building activities will provide an excellent platform for employees to connect and build positive and supportive working relationships.

Management will also benefit from improved management training and better employee satisfaction, increasing productivity and better results. The management training program will give managers the skills and knowledge they need to effectively lead and manage their teams (Hacker, 2017). By providing this training, managers can address issues quickly and efficiently, reduce employee turnover, and improve morale. Managers will also be better equipped to handle difficult conversations and conflicts, resulting in fewer disciplinary actions and better relations with employees.

The proposed solution will benefit not only the organization but its customers as well. Product or service quality will increase as employees become more motivated and productive. This will improve customer service and increase customer satisfaction (Mckee, 2017). Customers will also appreciate the recognition of their importance, as they will see that the organization values their input and understands their impact on the organization.

The proposed solution will improve morale, productivity, cost savings, and better customer service. Implementing this solution will give my company a competitive advantage, allowing it to remain a leader in the industry (Korn, 2022). It will also help create a more positive workplace culture, attract and retain talent, and increase the overall quality of life for the employees and stakeholders involved. This will ultimately result in a more successful organization.

Change Management Plan

Change management is essential to implementing the proposed solution and ensuring its success. Within my company, the change management plan will include strategies for communicating the changes to key stakeholders and identifying and addressing any potential issues or resistance that may arise (Nur et al., 2021). First, a timeline for making the necessary changes will be established, with regular progress reports shared with all relevant stakeholders to ensure accountability and transparency. Next, resources will be identified and budgeted correctly. This includes personnel and materials necessary for implementation, with tasks assigned to the person responsible (Drake, 2021). Additionally, employees will be provided sufficient training and support to ensure the successful adoption and integration of the proposed solution.

When evaluating the success of the changes made, measurements will be taken to assess the impact of the proposed solution. Employee satisfaction, performance, customer satisfaction, and absenteeism rates shall all be monitored using a system to ensure that all data is collected, stored, and analyzed (Bruce, 2003). Surveys will be sent to employees and customers to get feedback on the changes made, while periodic focus groups will be conducted to gather qualitative information. By monitoring these metrics and seeking feedback, my firm will have an accurate picture of how effective the proposed solution has improved morale, allowing us to make adjustments as needed.

Lastly, a mechanism will be implemented to ensure that the implementation process is consistent and successful. This will include establishing a change management office or working group composed of key stakeholders to monitor the process and adjust as needed (Mckee, 2017). Having an objective third-party body can ensure the success of the implementation process and its associated goals.

Implementation Methods

For the proposed solution to be implemented successfully, several implementation methods will be employed by my company. First, it will identify the resources necessary for implementation, including any personnel and materials needed to complete the project (Kerns, 2021). Next, a timeline will be established for making the necessary changes and ensuring all tasks are completed on time. Additionally, budgeting will be considered to ensure that costs associated with implementing the solution are managed and allocated correctly.

Once the necessary resources are gathered, the implementation process will begin. The first step is to communicate the proposed changes to key organizational stakeholders. This will include managers, employees, and customers (Sabitova et al., 2020). It is essential to ensure everyone is informed of the changes and understands how they will affect the organization. Any potential issues or resistance will be addressed and managed appropriately (Bruce, 2003). Once communication is established, the actual implementation process will begin. Tasks will be assigned to the personnel responsible for implementation, and all changes will be documented. The project team will also keep track of progress and establish checkpoints to ensure the project remains on track. Regular progress reports will be shared with stakeholders to ensure accountability and transparency.

Finally, the solution will be evaluated for success. This will include tracking metrics such as employee satisfaction and performance, customer satisfaction, and absenteeism rates (Korn, 2022). Additionally, surveys will be sent to employees and customers to get feedback on the changes made. By taking these measures, my company will assess the effectiveness of the proposed solution and make any necessary changes to ensure its success.

Evaluating Success

Ensuring the success of this proposed solution solely depends on the evaluation criteria and implementation strategies my company will use. This success will be accomplished by using a variety of metrics to assess the effectiveness of the changes made (Kerns, 2021). At the outset, the key performance indicators that will be used to measure the solution's success include employee satisfaction and performance, customer satisfaction, absenteeism rates, and turnover rates.

Employee satisfaction and performance will be measured by conducting surveys and interviews with employees to gauge the impact of the proposed solution. It is also essential to track absenteeism and turnover rates to measure if the proposed solution has affected employee morale (Nur et al., 2021). Customer satisfaction will also be evaluated by collecting customer feedback regarding their experience with the organization. Another essential metric to consider is financial savings (Drake, 2021). This will be tracked by measuring the cost of the solution and comparing it to the amount of money saved due to improved efficiency, decreased absenteeism, and other performance improvements. It is also essential to track the time required to implement the proposed solution and compare it to the timeline established in the change management plan.

Tracking these metrics makes it possible to identify areas where further improvement is necessary and take corrective action to address any issues. Additionally, regular progress reports will be shared with stakeholders to provide visibility into the success of the proposed solution (Bruce, 2003). Evaluating the success of the proposed solution will help ensure that the organization is heading in the right direction and that the proposed solution has a positive impact.

Conclusion/Call to Action

In conclusion, our company must take decisive action to address the low morale problem in our organization. To ensure success, a comprehensive plan involving data and research findings, proposed solutions, a stakeholder analysis, a change management plan, implementation methods, and a plan to evaluate success must be implemented. This plan includes employee recognition programs, management training programs, and team-building activities. By taking action on these proposed solutions, my company will create an environment where employees can thrive and ensure more remarkable performance, financial savings, and improved customer service. It is paramount that critical stakeholders are held accountable, and that progress is monitored in order to guarantee success. Implementing this plan correctly can help turn around morale levels and create a productive, successful workplace.

References

Borkowski, N. (2016). Organizational behavior, theory, and design in health care. Jones & Bartlett Learning.

Bruce, A. (2003). Building a high morale workplace. McGraw-Hill.

Drake, K. (2021). The moral of morale. Nursing Management, 52(3), 56–56. https://doi.org/10.1097/01.numa.0000733652.27670.8a

Hacker, C. A. (2017). The high cost of low morale and what to do about it. CRC Press.

Kerns, Z. D. (2021).  A Crisis of Low Morale: Support for the Military in America's Working Class. US Army School for Advanced Military Studies.

Korn, J. (2022, March 4). How to lead through periods of low morale. Forbes. Retrieved March 7, 2023, from https://www.forbes.com/sites/juliawuench/2022/03/03/how-to-lead-through-periods-of-low-morale/

McDonald, P. (2020, May 14). How to lift and strengthen employee morale in an uncertain time. Forbes. Retrieved March 7, 2023, from https://www.forbes.com/sites/paulmcdonald/2020/05/14/how-to-lift-and-strengthen-employee-morale-in-an-uncertain-time/

Mckee, A. (2017). How to be happy at work - the power of purpose, hope, and friendship. Harvard Business Review Press.

Nur, F., Harrison, D., Deb, S., Burch V, R. F., & Strawderman, L. (2021). Identification of interventions to improve employee morale in physically demanding, repetitive motion work tasks: A pilot case study. Cogent Engineering, 8(1). https://doi.org/10.1080/23311916.2021.1914287

Oliver, S. (2020, January 28). Council post: The Five-step approach to fixing employee morale. Forbes. Retrieved March 7, 2023, from https://www.forbes.com/sites/forbescoachescouncil/2020/01/28/the-five-step-approach-to-fixing-employee-morale/

Sabitova, A., Hickling, L. M., & Priebe, S. (2020). Job morale: A scoping review of how the concept developed and is used in Healthcare Research. BMC Public Health, 20(1). https://doi.org/10.1186/s12889-020-09256-6

Business Proposal Project Summary

Throughout this course you will be completing an action research project based on a real organizational problem that you identify. The assignments for each topic build on one another, therefore it is important to complete each one. Content from each assignment will be used to complete the final business proposal in Topic 8.

There are several parts to the business proposal, and each part has been explained and briefly outlined below. The descriptions provided should be used as a guide to assist you with constructing each section of the business proposal. Word count guidelines are provided for each section of the business proposal.

It is important to include specific data throughout the business proposal. Include statistics that support the problem statement; can be used to establish and track goals; relate to specifics of implementation, timing, and cost; and illustrate stakeholder benefits. Keep in mind that the proposal is an internal document that will be read by stakeholders within the organization in which the problem exists. Focus on this audience as you write. Within the Word document, include subsection titles to organize the content according to the categories listed below to provide easy reference points for the reader.

1. Executive Summary (250 words) provides a short summary of the entire proposal so key stakeholders can see an overview of the proposal and understand it without reading the entire document.

2. Purpose Statement (100-250 words) provides clear statement of why the business proposal is being made.

3. Problem Statement (revised as needed from Topic 1 assignment feedback) includes specific data (statistics and numbers) related to how the problem affects the business. This part of the proposal should include the graph/chart/data you collected in Part 1 of the Topic 2 assignment.

4. Data and Research Findings (250-500 words) should include a summary of what you learned from conducting research related to what has already been done to address the organizational problem. This part of the proposal should include the graph/chart/data you collected in Part 2 of the Topic 2 assignment.

5. Proposed Solution (250-500 words) should include a summary of the top three problem solutions you considered to address the problem. In addition to including the graph/chart/data you collected in Part 3 of the Topic 2 assignment, this section should provide a succinct discussion of the pros and cons of implementing each of the top three solutions being considered to address the problem.

6. Stakeholder Analysis and Benefits (500 words, revised as needed from Topic 3 assignment feedback) summarize all data and information related to the key stakeholders affected by the proposed problem solution along with a summary of benefits to be gained by stakeholders if the problem solution is implemented.

7. Change Management Plan (250-500 words) clearly articulates specific methods and strategies to be utilized to manage organizational changes associated with the selected solution implementation.

8. Implementation Methods (250-500 words) summarize specific strategies that will be used to implement the problem solution, including time and costs associated with solution implementation.

9. Evaluating Success (250 words) summarizes specific measures you will use to evaluate the success of the problem solution.

10. Conclusion/Call to Action (100 words) provides specific steps you would like key stakeholders/sponsors to take in the implementation of the proposed solution.

© 2019. Grand Canyon University. All Rights Reserved.

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