For a final project in Human Behavior in Organizations.

Design an output that is both

comprehensive and practical.

INSTRUCTIONS:
1. Choose only 1 out of 6 outputs to design.
2. Encode in a short bond paper. (times new roman, 12 font, 1.5 spacing, 1” all sides
margin, indicate page number)
3. The TITLE PAGE should be the cover page.
4. Submit in softbound (color of cover paper – white)
5. This is an individual output.
6. Deadline: Final exam

Good luck!

1. Case Study Analysis

 Objective: Analyze a real-world organization facing a specific behavioral challenge.

 Details: Students can select an organization and identify a behavioral issue (e.g., low
employee engagement, high turnover rates). They should analyze the problem using
theories and concepts from the course, propose solutions, and discuss potential outcomes.
 Output: A detailed report or presentation including a problem analysis, proposed
interventions, and a plan for implementation and evaluation.

2. Behavioral Change Intervention Plan

 Objective: Develop a plan to address a behavioral issue within an organization.

 Details: Students identify an issue like poor team dynamics or ineffective leadership.
They create a detailed intervention plan using behavior change theories, including
strategies, timelines, and metrics for success.
 Output: A comprehensive intervention proposal with a rationale for chosen strategies,
implementation steps, and a method for assessing impact.

3. Organizational Culture Assessment

 Objective: Assess and provide recommendations for enhancing an organization’s culture.

 Details: Students can evaluate the culture of a company through surveys, interviews, or
observation. They should assess the alignment between stated values and actual practices
and provide recommendations for improvement.
 Output: An assessment report with analysis, recommendations, and an action plan for
cultural enhancement.

4. Leadership Development Program

 Objective: Design a leadership development program based on organizational needs.

 Details: Students create a program targeting the development of leadership skills within
an organization. They should incorporate theories of leadership and behavioral change
and include training modules, assessment methods, and follow-up strategies.
 Output: A detailed program proposal with content outlines, training methods, and
evaluation criteria.

5. Employee Engagement Strategy

 Objective: Develop a strategy to enhance employee engagement.

 Details: Students design a strategy based on employee engagement theories and models.
They should include methods for increasing engagement, such as recognition programs or
work-life balance initiatives, and outline how to measure success.
 Output: A strategic plan with specific initiatives, timelines, and evaluation metrics.

6. Ethical Dilemma Analysis

 Objective: Examine and provide solutions to an ethical dilemma within an organization.

 Details: Students identify an ethical issue related to human behavior in an organization.
They analyze the dilemma using ethical theories and propose solutions or frameworks for
addressing similar issues.
 Output: A paper or presentation discussing the dilemma, theoretical analysis, and
proposed solutions.
Case Study Writing Format

1. Title Page

 Title of the Case Study

 Student's Name
 Course Name
 Instructor’s Name
 Date

2. Executive Summary

 Brief Overview: Summarize the key points of the case study, including the main issue,
analysis, and recommendations.
 Purpose: State the purpose of the case study and its relevance to organizational behavior.

3. Introduction

 Background Information: Provide context about the organization being studied,

including its industry, size, and relevant history.
 Problem Statement: Clearly define the behavioral issue or challenge the organization is
facing.
 Objectives: Outline the objectives of the case study.

4. Organizational Analysis

 Organizational Structure: Describe the structure of the organization, including key

departments and leadership roles.
 Culture and Environment: Discuss the organizational culture and external environment
that may impact the issue.
 Stakeholders: Identify and describe key stakeholders involved in or affected by the
issue.

5. Problem Analysis

 Issue Description: Provide a detailed description of the behavioral issue or challenge.

 Theoretical Framework: Apply relevant theories or models from the course to analyze
the problem (e.g., motivation theories, leadership styles).
 Data and Evidence: Present any data, evidence, or case specifics that support the
analysis of the problem.

6. Solution and Recommendations

 Proposed Solutions: Offer potential solutions or interventions to address the issue.
 Rationale: Explain the rationale behind each proposed solution, including how it
addresses the problem.
 Implementation Plan: Outline the steps required to implement the proposed solutions,
including timelines and resources needed.

7. Evaluation and Impact

 Evaluation Criteria: Define how the effectiveness of the proposed solutions will be
measured.
 Expected Outcomes: Discuss the potential outcomes or impact of implementing the
solutions.
 Risks and Challenges: Identify any risks or challenges that may arise and how they
could be managed.

8. Conclusion

 Summary of Findings: Recap the main findings and solutions presented in the case
study.
 Lessons Learned: Reflect on the lessons learned from the case study and their
implications for organizational behavior.

9. References

 Citations: List all sources used in the case study, including textbooks, academic articles,
and other references.

10. Appendices (if applicable)

 Supplementary Materials: Include any additional materials such as data tables, charts,
or interview transcripts that support the case study.

11. Curriculum Vitae (with your formal picture)

Behavioral Change Intervention Plan Format

1. Title Page

 Title of the Intervention Plan

 Student's Name
 Course Name
 Instructor’s Name
 Date

2. Executive Summary

 Overview: Briefly summarize the intervention plan, including the behavioral issue,
proposed interventions, and expected outcomes.
 Purpose: State the purpose of the intervention and its significance to the organization.

3. Introduction

 Background Information: Provide context about the organization and its current
situation related to the behavioral issue.
 Problem Statement: Clearly define the specific behavioral issue or challenge that the
intervention will address.
 Objectives: Outline the objectives of the intervention plan.

4. Behavioral Issue Analysis

 Description of the Issue: Provide a detailed description of the behavioral issue,

including how it manifests and its impact on the organization.
 Theoretical Framework: Apply relevant behavior change theories or models to analyze
the issue (e.g., behaviorist theories, cognitive theories).
 Data and Evidence: Present any data, evidence, or observations that highlight the
severity of the issue and support the need for intervention.

5. Intervention Strategy

 Intervention Goals: Define the specific goals of the intervention, including what
behavioral changes are expected.
 Proposed Interventions: Detail the strategies and activities planned to achieve the
desired behavioral change. This may include:
o Behavioral Strategies: Techniques like reinforcement, punishment, or modeling.
o Training Programs: Workshops, seminars, or coaching sessions.
o Communication Plans: Methods for communicating the intervention to
employees or stakeholders.
o Support Mechanisms: Resources such as counseling or mentoring.
 Rationale: Explain why the chosen interventions are appropriate for addressing the issue,
based on theoretical and practical considerations.

6. Implementation Plan

 Action Steps: Outline the specific steps required to implement the intervention, including
who will be responsible for each step.
 Timeline: Provide a timeline for the implementation of the intervention, including key
milestones.
 Resources Required: Identify the resources needed for implementation, including
financial, human, and material resources.

7. Evaluation and Measurement

 Evaluation Criteria: Define the criteria and methods for evaluating the effectiveness of
the intervention (e.g., surveys, performance metrics).
 Measurement Tools: Describe the tools and methods used to measure behavioral change
and the success of the intervention.
 Expected Outcomes: Discuss the anticipated results and how they align with the
intervention goals.

8. Conclusion

 Summary of the Plan: Recap the key elements of the intervention plan, including goals,
strategies, and evaluation methods.
 Implications: Reflect on the potential impact of the intervention on the organization and
any broader implications for behavioral change.

9. References

 Citations: List all sources used in the development of the intervention plan, including
academic articles, textbooks, and other references.

10. Appendices (if applicable)

 Supplementary Materials: Include any additional materials that support the intervention
plan, such as detailed action plans, data tables, or survey instruments.

11. Curriculum Vitae (with your formal picture)

Organizational Culture Assessment Format

1. Title Page

 Title of the Assessment

 Student's Name
 Course Name
 Instructor’s Name
 Date

2. Executive Summary

 Overview: Summarize the main findings of the assessment, including key insights about
the organization’s culture, identified issues, and recommendations.
 Purpose: State the purpose of the assessment and its importance to the organization.

3. Introduction

 Background Information: Provide context about the organization, including its

industry, size, and relevant history.
 Purpose of Assessment: Define the purpose of the cultural assessment and why it is
being conducted.
 Objectives: Outline the objectives of the assessment.

4. Methodology

 Assessment Methods: Describe the methods used to gather data on organizational

culture (e.g., surveys, interviews, observations).
 Data Collection Tools: Provide details on the tools used for data collection (e.g.,
questionnaires, interview guides).
 Sample: Describe the sample or participants involved in the assessment.

5. Organizational Culture Overview

 Culture Description: Provide an overview of the current organizational culture,

including core values, beliefs, and practices.
 Cultural Artifacts: Describe visible elements of the culture such as company rituals,
symbols, and dress code.
 Espoused Values: Discuss the values and principles that the organization publicly claims
to uphold.
 Enacted Values: Compare the espoused values with actual behaviors and practices
within the organization.
6. Cultural Assessment Findings

 Strengths: Highlight positive aspects of the organizational culture that contribute to its
effectiveness.
 Weaknesses: Identify areas where the culture may be lacking or causing issues.
 Gaps: Discuss any discrepancies between the organization’s espoused values and enacted
values.
 Stakeholder Perspectives: Summarize perspectives from different stakeholders (e.g.,
employees, management) on the culture.

7. Recommendations

 Improvement Strategies: Provide specific recommendations for addressing identified

weaknesses or gaps in the culture.
 Action Plan: Outline a plan for implementing the recommendations, including steps,
responsible parties, and timelines.
 Change Management: Discuss strategies for managing cultural change and ensuring that
recommendations are effectively integrated.

8. Evaluation and Follow-Up

 Evaluation Criteria: Define how the success of the cultural changes will be measured
(e.g., employee satisfaction surveys, performance metrics).
 Follow-Up Plan: Describe plans for monitoring progress and making adjustments as
needed.

9. Conclusion

 Summary of Findings: Recap the main findings from the assessment and the
recommended actions.
 Implications: Reflect on the broader implications of the assessment for the
organization’s overall effectiveness and employee satisfaction.

10. References

 Citations: List all sources used in the assessment, including academic articles, textbooks,
and other references.

11. Appendices (if applicable)

 Supplementary Materials: Include any additional materials that support the assessment,
such as survey results, interview transcripts, or detailed action plans.

11. Curriculum Vitae (with your formal picture)

Employee Engagement Strategy Format

1. Title Page

 Title of the Strategy

 Author's Name
 Department/Team
 Date

2. Executive Summary

 Overview: Summarize the key points of the engagement strategy, including the main
goals, proposed initiatives, and expected outcomes.
 Purpose: State the purpose of the strategy and its importance to the organization.

3. Introduction

 Background Information: Provide context about the organization, including its size,
industry, and current employee engagement levels.
 Purpose of the Strategy: Define the purpose of the engagement strategy and why it is
needed.
 Objectives: Outline the specific objectives of the engagement strategy.

4. Current State Analysis

 Assessment of Current Engagement Levels: Present data on current employee

engagement levels (e.g., survey results, turnover rates).
 Identified Issues: Discuss any issues or challenges related to employee engagement that
the organization is facing.
 Stakeholder Input: Summarize feedback from employees and managers on engagement-
related topics.

5. Engagement Goals

 Specific Goals: Define clear, measurable goals for improving employee engagement
(e.g., increase engagement scores by X% within Y months).
 Alignment with Organizational Objectives: Ensure that the engagement goals align
with the broader objectives of the organization.

6. Proposed Initiatives

 Initiative 1: Describe the first initiative designed to enhance employee engagement.

o Objectives: Define what the initiative aims to achieve.
o Actions: Outline the specific actions to be taken.
o Responsible Parties: Identify who will be responsible for implementing the
initiative.
o Timeline: Provide a timeline for the initiative.
o Resources Needed: Specify any resources required.
 Initiative 2: Repeat the format for additional initiatives as needed.
 Additional Initiatives: Include any other relevant initiatives.

7. Communication Plan

 Communication Objectives: Define the objectives for communicating the engagement

strategy to employees.
 Communication Channels: Specify the channels that will be used to disseminate
information (e.g., email, meetings, intranet).
 Key Messages: Outline the key messages to be communicated.
 Frequency: Detail how often communication will occur.

8. Implementation Plan

 Action Steps: List the detailed steps required to implement each initiative.
 Timeline: Provide an overall timeline for the strategy, including key milestones.
 Responsibilities: Assign responsibilities for each action step and initiative.

9. Evaluation and Measurement

 Evaluation Criteria: Define the criteria and methods for measuring the effectiveness of
the engagement strategy (e.g., employee surveys, performance metrics).
 Measurement Tools: Describe the tools and methods used to collect data on employee
engagement.
 Review Schedule: Outline the schedule for reviewing and assessing the effectiveness of
the strategy.

10. Conclusion

 Summary of Strategy: Recap the key components of the engagement strategy, including
goals and initiatives.
 Expected Impact: Reflect on the anticipated impact of the strategy on employee
engagement and organizational performance.

11. References

 Citations: List all sources used in developing the strategy, including relevant research,
articles, and best practices.

12. Appendices (if applicable)

 Supplementary Materials: Include any additional materials that support the strategy,
such as detailed action plans, survey instruments, or data tables.

13. Curriculum Vitae (with your formal picture)

Ethical Dilemma Analysis Format

1. Title Page

 Title of the Analysis

 Author's Name
 Course Name
 Instructor’s Name
 Date

2. Executive Summary

 Overview: Summarize the ethical dilemma, the key issues, and the main conclusions of
the analysis.
 Purpose: State the purpose of the analysis and its significance.

3. Introduction

 Background Information: Provide context about the organization or situation where the
ethical dilemma occurs.
 Ethical Dilemma Statement: Clearly define the ethical dilemma, including the
conflicting values or principles involved.
 Objectives: Outline the objectives of the analysis.

4. Description of the Ethical Dilemma

 Detailed Description: Provide a thorough description of the ethical dilemma, including

relevant background information.
 Stakeholders: Identify the stakeholders involved and their perspectives or interests.
 Relevant Facts: Present the facts that are pertinent to the dilemma, avoiding assumptions
or speculations.

5. Ethical Theories and Principles

 Applicable Theories: Discuss the ethical theories or principles relevant to the dilemma
(e.g., utilitarianism, deontology, virtue ethics).
 Analysis of Theories: Apply these theories to the dilemma, explaining how they support
or conflict with different courses of action.

6. Possible Courses of Action

 Option 1: Describe the first possible course of action.

o Pros and Cons: Analyze the advantages and disadvantages of this option,
considering ethical principles and stakeholder impacts.
 Option 2: Describe the second possible course of action.
o Pros and Cons: Analyze the advantages and disadvantages of this option.
 Additional Options: Include any other relevant options if applicable.

7. Decision-Making Process

 Evaluation of Options: Evaluate each option against ethical theories and principles.
 Decision Criteria: Define the criteria used to determine the most ethical course of action.
 Recommended Action: Provide a recommendation for the best course of action,
including a rationale based on the analysis.

8. Implementation Plan

 Action Steps: Outline the steps needed to implement the recommended action.
 Stakeholder Communication: Describe how stakeholders will be informed or involved
in the decision-making process.
 Monitoring and Evaluation: Explain how the implementation will be monitored and
how outcomes will be evaluated.

9. Conclusion

 Summary: Recap the ethical dilemma, analysis, and recommended action.

 Reflection: Reflect on the implications of the decision for the organization or situation,
and any broader ethical considerations.

10. References

 Citations: List all sources used in the analysis, including ethical theory texts, case
studies, and other relevant materials.

11. Appendices (if applicable)

 Supplementary Materials: Include any additional materials that support the analysis,
such as detailed data, interview transcripts, or ethical codes.

12. Curriculum Vitae (with your formal picture)