Company Name: Amazon This week: The Chief Executive Officer (CEO) of the organization you have been working with over the past few weeks just called. She informe

Exemplary	Proficient	Satisfactory
Well Supported	Sufficiently Supported	Weakly Supported
3 or more disparate citations	2 or more disparate citations	1 or more disparate citations

Reputable sources (sometimes called reliable sources) rely on the reputation of their publication (ex. newspaper or journal) for having high standards of researching, fact-checking, accountability, and ethical reporting.

Example: Wall Street Journal or New York Times

Credible sources rely on the expertise of the author to know the topic completely. The author should have a higher degree (master's or doctorate) in the field they are writing.

Example: A medical doctor writes about the importance of vaccinating children

Scholarly sources are written by experts who have a higher degree in their field and are written for other experts to help them further their research and understanding. They often have a long references list at the end and are sometimes peer-reviewed.

Example: A medical doctor writes about a study she conducted on overweight mice in an academic journal

Scholarly peer-reviewed journal articles can be identified by the following characteristics:

Author(s): They are typically written by professors, researchers, or other scholars who specialize in the field and are often identified by the academic institution at which they work.

Purpose: They are published by professional associations, university publishers or other academic publishers to report research results or discuss ongoing research in detail.

Language: They are highly specialized and may use technical language.

Layout: They will cite their sources and include footnotes, endnotes, or parenthetical citations and/or a list of bibliographic references.

Content: They may include graphs and tables and they undergo a peer review process before publication.

Helpful tips for finding scholarly articles:

Limit your search to peer-reviewed journals only. Some databases allow you to limit searches for articles to peer reviewed journals only. For example, Academic Search Complete has a check-off "Scholarly (Peer Reviewed) Articles" filter:

,

1

3

Week 4 Project

Student Full Name

Name of University

Course Number and Name

Instructor Name

Date

Everything in Blue should be deleted

Due Week 4

Present a 3-4 page paper (excluding the Title and Reference pages) in a Microsoft Word document formatted in APA style. Cite any sources using the APA guidelines. Review the Instructor Insights in the Announcements for rubric expectations for citations/research/references.

The chief executive officer (CEO) of the organization you have been working with over the past few weeks just called. She informed you that her organization is going to introduce a Total Quality Management (TQM) approach throughout the organization. She has asked for a report on the following:

Week 4 Project

Write your introduction here: Name of your selected organization (you can provide a disguised name of the selected organization). It should be 1 to 2 good paragraphs that introduce the reader to your topic and it should explain in detail what your paper will be discussing. Much of your introduction may be taken from the assignment itself (in your own words). Read the scenario to get a feel for what the paper is about and explain what your paper will be discussing. Remember, this document is just a template. You will want to review the assignment AND rubric for full details. Finally, please ask me any questions about this assignment.

Overview

An overview of the change leadership she should consider for introducing TQM, building readiness for change, and overcoming resistance to change.

Tools

The tools you would recommend to:

Control employee stress resulting from the merger

Share information internally about the merger and the merger process

Process

The process you would use to evaluate how the change is going

References

List your reference here in APA format. The reference page must include all of the references you used, listed in proper APA format. Wikipedia does not qualify as an academic resource.

Note: You will be graded on the quality of your answers, the logic/organization of the report, your language skills, and your writing skills.

,

My OD Intervention Project—Task 4

Company Name: Amazon

This week:

The Chief Executive Officer (CEO) of the organization you have been working with over the past few weeks just called. She informed you that her organization is going to introduce a Total Quality Management (TQM) approach throughout the organization. She has asked for a report on the following:

· An overview of the change leadership she should consider for introducing TQM, building readiness for change, and overcoming resistance to change.

· The tools you would recommend to:

· Control employee stress resulting from the change.

· Communicate details about the change.

· The process you would use to evaluate how well the change is working.

Be sure to explain your reasoning and justify your decisions. Note that you do not need to carry out these processes, only explain how you would complete these tasks.

Submission Details:

· Present a 3- to 4-page paper in a Microsoft Word document formatted in APA style. Cite any sources you use on a separate page using the APA guidelines.

· Due by 9/9/24

· Make certain to include in text citations from your course  text in addition to your outside leadership resources within your main  post. This adds credibility to your argument. [Textbook]: Anderson, D. (2019). Organization development: The process of leading organizational change (5th ed.). Sage. ISBN: 9781544333021 

· No plagiarism will be tolerated. Must be in 7th Edition APA format with 6 cited sources within the last 5 years.

· No AI support, score must be 0% and less than < 10% score on Turnitin

,

,

1

3

Week 3 Project

Student Full Name

Name of University

Course Number and Name

Instructor Name

Date

Week 3 Project

Since 1994, Amazon has been a global leader in e-commerce, cloud computing, digital streaming, and artificial intelligence. With Amazon Prime, AWS, and Alexa, Amazon has transformed retail with its customer-centric strategy. Amazon has various internal issues that could affect its long-term success, despite its fast development and legendary stature. High personnel turnover, fatigue, and fulfillment center inefficiency are these issues. Amazon must address these difficulties to be competitive and thrive in a dynamic industry.

This study will discuss OD intervention contracting considerations to meet these challenges. As an external OD consultant, I will clearly identify the concerns, intervention level, and data gathering and analysis methods. The report will also include predicted intervention change impacts, a timeline with key stages, and my change agent duties. The report will also address confidentiality, costs, and why I'm qualified for this job.Create and implement a beneficial solution to enhance employee satisfaction, Amazon productivity, and company performance.

Statement of Problem

Amazon's rapid expansion and success have been accompanied by major internal challenges that threaten its longevity. Amazon's high labor turnover and burnout, especially in fulfillment centers, poses a sustainability issue (Henaway, 2023). These concerns stem from the workplace, strong performance pressure, and lack of personal growth. Thus, employee happiness has dropped, resulting in increased turnover and lower productivity.

Group-level Organizational Development (OD) is essential to address these difficulties. This intervention will target Amazon fulfillment facility teams and work environments (Jordão , 2022). Thus, the group intervention aims to boost worker motivation, well-being, and retention. Leadership training, team development, and new, more effective work patterns will arise from new organizational structures, work interactions, and novel methods to increase work quality (Mazzetti & Schaufeli, 2022). Goals and objectives align corporate operations with employee interests to promote business and employee success.

Implications

Amazon's fulfilment centres' high employee turnover and burnout affects operational efficiency, long-term sustainability, and brand reputation.

Operational Impact: High turnover rates disrupt personnel levels by hiring, training, and orienting new hires, which lowers productivity. Hiring and training workers takes time and money that may be utilized to boost production and create innovative methods (Zhenjing et al., 2022). The lack of skilled floor staff slows order processing, increases order errors, and increases customer complaints (Anderson, 2019. The inefficiency here potentially hurt Amazon's strategic position because its major competitive advantage is fast and accurate delivery.

Financial Implications: Staff turnover costs the company money in recruitment, training, and lost productivity. Because burned-out workers spend more time away from work or unproductive, it is worse. Amazon's high-volume, low-margin approach makes these challenges mount up and diminish profitability quickly. If this happens, the employer may be sued for injuries from accidents or mistakes committed by burned-out workers and have to pay compensation, increasing its economic loss (Anderson, 2019).

Cultural and Morale Consequences: High turnover and burnout corrode business culture, making workers feel unloved and overworked. Climate can affect morale, involvement, and loyalty (Amiri et al., 2023). Disengaged workers are less likely to innovate, take charge, or give Amazon's excellent customer service. When employees talk about negative corporate culture, Amazon's employer reputation suffers.

Reputation and Brand Image: These internal flaws could hurt Amazon's global brand. Amazon risks losing employees and customers who prefer companies with stricter labor policies as tales of employee discontent, high turnover, and poor working conditions become public (Yu et al., 2022). Long-term reputational damage can hurt Amazon's market position by affecting customer and investor confidence.

Strategic Implications: Strategically, Amazon may struggle to grow if these challenges are not solved. Lack of skilled, experienced, and motivated staff may hinder the company's growth and innovation (Ates & Suppayah, 2024). This could delay technology adoption, miss growing market possibilities, and reduce competitiveness. Amazon may face stiffer rules and penalties as regulators and the public scrutinize its labor policies, adding to its complexity.

Methodology

Amazon's fulfillment centers' Organizational Development (OD) involvement will focus on data collection and specialized tools and strategies to manage excessive staff turnover and burnout. The goal is to understand the root causes of these difficulties and implement focused solutions to improve employee well-being, engagement, and retention.

Data-Gathering Proposal

To combat turnover and burnout, organizations must collect a wide range of data from stakeholders. Key components of data collection include:

1. Employee Surveys: All fulfillment center employees will receive comprehensive surveys. These surveys will include job satisfaction, workload, stress, management perceptions, work-life balance, and support services. The surveys will collect quantitative (Likert-scale replies) and qualitative (open-ended questions) data to provide a nuanced assessment of employee experiences.

2. The fulfillment centers will conduct focus groups with a representative sample of personnel from various levels and departments, in addition to surveys. These focus groups will explore survey concerns like stress, communication gaps, and workload fairness. The idea is to find common themes and effective targeted actions.

3. Exit Interviews: Analyze exit interview data to find patterns and trends among departing employees. Dissatisfaction with management, professional progression prospects, and work environment difficulties will be identified as turnover factors.

4. Managerial Interviews: Participants will discuss employee performance, task management, and team morale and productivity concerns with supervisors and managers. These interviews will also evaluate management practises and suggest improvements.

5. Workplace Observations: Assess physical conditions, work pace, and employee-management relations in fulfillment centers. This will contextualize survey and interview data, providing a complete picture of the workplace.

Tools and Techniques

The following tools and techniques will be employed to undertake the OD engagement:

1. Employee Engagement Surveys: These surveys are commonly used to measure job satisfaction and uncover workforce issues. Validated survey instruments give trustworthy and valuable employee experience data (Aithal & Aithal, 2020). Employee engagement surveys accurately assess employee opinion and uncover issues that cause attrition and burnout. They help quantify the magnitude of these difficulties and set baseline measures for comparison.

2. Structured questioning will keep focus groups focused and productive. A neutral third-party facilitator will facilitate open and honest communication by reducing power dynamics. Focus groups let employees voice their concerns in a supportive environment and explore specific issues (Richard et al., 2020). They are ideal for identifying context-specific burnout and turnover issues.

3. To find patterns and themes in surveys, interviews, and focus groups, thematic analysis will be used. Coding and combining similar replies will reveal the primary employee well-being issues in this qualitative method. Thematic analysis helps make sense of qualitative data, especially when discussing complex issues like employee burnout. It reveals employee experience similarities and contrasts, which might inform focused solutions.

4. Root Cause Analysis: The factors indicated by surveys and focus groups will be investigated using RCA. This method will identify the root reasons of turnover and burnout rather than just treating the symptoms. RCA addresses organizational systemic concerns like employee turnover and burnout. Amazon can adopt more effective and lasting solutions by addressing root problems.

5. Tools for analyzing workload. Workload assessments and time-motion studies will analyze fulfillment center task distribution and intensity. This will determine workload manageability and detect inefficiencies and imbalances. Quantitative workload distribution data from these methods helps determine if employees are overworked and how this may cause burnout. They also reveal process improvement opportunities.

6. Software will be used to evaluate exit interview data to identify trends and patterns in reasons for leaving the organization. This data is essential for understanding high turnover push factors. Automated exit interview analysis efficiently processes enormous amounts of data, ensuring no crucial insights are missed (Davidson et al., 2023). This is useful in huge companies like Amazon with considerable turnover data.

Appropriateness for the Problem

Software will be used to evaluate exit interview data to identify trends and patterns in reasons for leaving the organization. This data is essential for understanding high turnover push factors. Automated exit interview analysis efficiently processes enormous amounts of data, ensuring no crucial insights are missed. This is useful in huge companies like Amazon with considerable turnover data.

Outcomes

Amazon's fulfillment centers could expect three important outcomes that will greatly improve employee well-being and organizational performance due to the proposed intervention (Cheon & Khovanskaya, 2024). As the main causes of unhappiness, such as overwork and lack of assistance, are addressed, employee turnover should drop significantly. Lower burnout rates increase job satisfaction and morale. Since engaged and happy employees perform better and are more committed, this should boost fulfillment center production and efficiency (Zhenjing et al., 2022). As employees feel heard and addressed, the company may expect a greater culture of trust and open communication, creating a more favorable work environment (Men et al., 2021). These results will help Amazon maintain a steady, motivated workforce, which is essential for its operational excellence and commercial advantage.

Timetable

Week 1-2: Initial Planning and Data Gathering Preparation

· Milestone 1: Finalize the engagement plan with management, detailing objectives, scope, and timeline.

· Meetings with Management: Discuss the engagement plan, expectations, and schedule with management in the first meeting.

· Milestone 2: Develop data collection tools and identify key stakeholders.

· Preparation: Create surveys, interview questions, and data-gathering tools. Determine who will collect data: managers, employees, and teams.

Week 3-4: Data Gathering

· Milestone 3: Conduct data gathering across the organization.

· Data Collection: Survey, interview, and observe selected fulfillment centers. Data will be collected to determine employee unhappiness, burnout, and turnover factors.

· Timeline: Data will be collected over two weeks with follow-up to guarantee completeness.

Week 5: Data Analysis and Interpretation

· Milestone 4: Analyze the collected data and prepare a report on findings.

· Data Analysis: Gather and evaluate data to discover trends, challenges, and intervention opportunities. Survey and interview data will be analyzed quantitatively and qualitatively.

· Timeline: A preliminary report will be ready for discussion after one week of data analysis.

Week 6: Intermediate Meeting with Management

· Milestone 5: Present data analysis findings to management and discuss intervention strategies.

· Meeting with Management: Meet with management in depth to examine findings, consider interventions, and finalize the next step.

· Timeline: Within a week of data analysis, this meeting will occur.

Week 7-8: Implementation of Interventions

· Milestone 6: Begin implementing individual or team interventions based on identified issues.

· Interventions: Address identified concerns with interventions. This may include team workshops, training, or individual coaching.

· Intervention Details:

· Conduct 4-6 meetings per week, each lasting 1-2 hours.

· The interventions will aim to reduce workload stress, improve communication, and promote team chemistry.

· Timeline: The intervention phase will last for two weeks, with progress monitored continuously.

Week 9: Monitoring and Adjustment

· Milestone 7: Assess the effectiveness of the interventions and make adjustments if necessary.

· Follow-Up: To evaluate treatments, get participant feedback and track KPIs. Adjust the strategy to obtain desired results.

· Timeline: This phase will take place over one week, with adjustments made in real-time as necessary.

Week 10: Final Wrap-Up and Reporting

· Milestone 8: Complete the intervention and prepare the final report.

· Completion: Finish intervention actions and write a report with results, lessons learned, and suggestions for maintaining changes.

· Timeline: The final report will be prepared within one week after completing the interventions.

Week 11: Wrap-Up Meeting with Management

· Milestone 9: Conduct a final wrap-up meeting with management to review the outcomes and discuss next steps.

· Wrap-Up Meeting: Present the final report to management, summarizing intervention results and suggesting ways to sustain and improve improvements.

· Timeline: This meeting will take place at the end of Week 11, marking the formal conclusion of the engagement.

Needs and Role

As a change agent, I require accurate, complete information from all levels of the business. My role is to identify concerns, propose solutions, and guide intervention execution to facilitate change. I'll collaborate with management to ensure transformation projects meet the company's aims and values.

Confidentiality

The success of our engagement depends on confidentiality. Data and discussions will be kept private. To safeguard privacy and encourage honest communication, employees' identities and responses will remain anonymous. Breaches of confidentiality could damage confidence and the intervention's efficacy, resulting in legal and reputational issues for all parties.

Fees

Engagement fees will include a flat payment for the initial evaluation and hourly rates for consultation and interventions. A portion of the fee is due upon signing the engagement contract, and the rest upon completing major milestones as indicated in the timeline.

Qualifications

I have substantial organizational development experience handling large-scale transformation programs. I have a Master's in Organizational Psychology, Change Management certification, and over ten years of experience helping varied firms increase operational efficiency and employee happiness. These credentials enable me to lead this engagement and benefit your company.

References

Aithal, A., & Aithal, P. S. (2020, November 3). Development and Validation of Survey Questionnaire & Experimental Data – a Systematical Review-based Statistical Approach. Papers.ssrn.com. https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3724105

Amiri, F., Baghbani, M., Sedigheh Hannani, & Azadi, N. (2023). Impact of organizational climate on the self-efficacy of operating room personnel. Annals of Medicine and Surgery, 85(6), 2414–2419. https://doi.org/10.1097/ms9.0000000000000368

Anderson, D. (2019). Organization development: The process of leading organizational change (5th ed.). Sage. ISBN: 9781544333021

Ates, A., & Suppayah, K. (2024). Disciplined Innovation: A Case Study of the Amazon Working Backwards Approach to Internal Corporate Venturing. Research Technology Management, 67(3), 23–33. https://doi.org/10.1080/08956308.2024.2326805

Cheon, E., & Khovanskaya, V. (2024). Amazon Z to A: Speculative Design to Understand the Future of Labor-Intensive Workplaces. Designing Interactive Systems Conference. https://doi.org/10.1145/3643834.3661561

Davidson, T., Wall, E., & Mace, J. (2023). A Qualitative Interview Study of Distributed Tracing Visualisation: A Characterisation of Challenges and Opportunities. IEEE Transactions on Visualization and Computer Graphics, 1–12. https://doi.org/10.1109/tvcg.2023.3241596

Henaway, M. (2023). Amazon’s distribution space: constructing a “labour fix” through digital Taylorism and corporate Keynesianism. ZFW – Advances in Economic Geography, 0(0). https://doi.org/10.1515/zfw-2022-0017

Jordão , C. (2022). Saving the Rainforest? Experiences of Being and Acting as NGOs in the Amazon – ProQuest. Proquest.com. https://search.proquest.com/openview/38a11c5a8de6e9ace3cb9d427eaba174/1?pq-origsite=gscholar&cbl=18750&diss=y

Mazzetti, G., & Schaufeli, W. B. (2022). The impact of engaging leadership on employee engagement and team effectiveness: A longitudinal, multi-level study on the mediating role of personal- and team resources. PLOS ONE, 17(6), 1–25. https://journals.plos.org/plosone/article?id=10.1371/journal.pone.0269433

Men, L. R., Qin, Y. S., & Jin, J. (2021). Fostering Employee Trust via Effective Supervisory Communication during the COVID-19 Pandemic: Through the Lens of Motivating Language Theory. International Journal of Business Communication, 59(2), 232948842110204. https://doi.org/10.1177/23294884211020491

Richard, B., Sivo, S. A., Orlowski, M., Ford, R. C., Murphy, J., Boote, D. N., & Witta, E. L. (2020). Qualitative Research via Focus Groups: Will Going Online Affect the Diversity of Your Findings? Cornell Hospitality Quarterly, 62(1), 32–45. https://doi.org/10.1177/193896552096776

Yu, W., Hassan, A., & Adhikariparajuli, M. (2022). How Did Amazon Achieve CSR and Some Sustainable Development Goals (SDGs)—Climate Change, Circular Economy, Water Resources and Employee Rights during COVID-19? Journal of Risk and Financial Management, 15(8), 364. mdpi. https://doi.org/10.3390/jrfm15080364

Zhenjing, G., Chupradit, S., Ku, K. Y., Nassani, A. A., & Haffar, M. (2022). Impact of employees’ workplace environment on employees’ performance: A multi-mediation model. Frontiers in Public Health, 10(890400). NCBI. https://doi.org/10.3389/fpubh.2022.890400

,

1

7

Week 2 Project

Student Full Name

Name of University

Course Number and Name

Instructor Name

Date

Week 2 Project

<b

Collepals.com Plagiarism Free Papers

Are you looking for custom essay writing service or even dissertation writing services? Just request for our write my paper service, and we'll match you with the best essay writer in your subject! With an exceptional team of professional academic experts in a wide range of subjects, we can guarantee you an unrivaled quality of custom-written papers.

Get ZERO PLAGIARISM, HUMAN WRITTEN ESSAYS

Why Hire Collepals.com writers to do your paper?

Quality- We are experienced and have access to ample research materials.

We write plagiarism Free Content

Confidential- We never share or sell your personal information to third parties.

Support-Chat with us today! We are always waiting to answer all your questions.