Bsbmgt615 Organisation Development OZ Assignments

Bsbmgt615 Organisation Development OZ Assignments

Bsbmgt615 Organisation Development OZ Assignments

Task 1: Prepare an Organisational Development Plan

Organizational Development Plan

Background

A company Bounce fitness wants to expand their business. During the expansion of the organization, the firm left center as an independent unit. To increase the interest of customer satisfaction, the organization has decided the different ways to operate. 
contribute to organisational development plan also framed that describes how the organisation is developed and what should be developed.
Analyze strategic plans to determine organizational development needs and objectives:
Strategic planning is a process of describing its way, approach and making results on assigning its resources to chase this strategy. While setting objectives, planners consider that how the organisation should develop through:
1. Improving facilities in the organisation so employees can work easily.
2. Increase the variety of services and products and increase their value (Leoisaac.com, 2017).

Strengths

  • It has theability to create a variety of unique products.
  • It provides the high-level customer service.

Weakness

  • There will be a lack of resources which prevents from generating economic value.
  • If an organisation is having high labor cost than a competitor who can have related productivity from a lower labour cost. t brings weakness to the organisation.

Opportunity

  • It arises when their aredifferent roles for new services and products and that can be offered at an a different place. It creates an opportunity for the company.
  • The use of technology also provided opportunities for the company to expand their sales.

Threats

  • Threats may arise fromnew services and products from other companies that aim to take away a concern’s economic gain.
  • Threats also arise from the regulation of government and buyer groups (Reference for Business, 2017).

 

Consult with relevant groups and individuals to profile the organisation's culture and readiness for organizational development
Organisation culture is a structure of opinions and morals which directs how people act in the organisation. Readiness means organisations to see a condition and bring out a deliberate order of schedules. This readiness is a multi-level idea. The group and individuals shared determination and beliefs to implement the change. This change can be varied as a function that how many organisational members value the change and how they appraise the different factors for implementation. It includes factors such as availability of resources, task demands etc. When organisation readiness is high the members can initiate change easily which leads to the greater persistence and there will be cooperative behavior between the organisation and its members.
Determine who will appropriately take key roles in the organizational development process and confirm their commitment?

 

Roles

Responsibility

Internal Stakeholders

 CEO

 

To conduct the meeting with the Board of directors.

Manager

 

To coordinate the activities of the employees and organisation.

Trainer

 

To give the training to employees and modify their skill and abilities.

External Stakeholders

Customer

 

To maintain the transparency in the organisation.

Suppliers and Partners

 

 

All materials are distributed and there will no imbalance between the demand and supply.

Collect and analyze data on areas of the business experiencing problems or that need realignment:

Sources

Information needed

Archived, filed and historical background data

Records are reviewed timely. Review the past year reports and obtains the information.

Continuous improvement and quality assurance data

Comply with the policies which are monitored and take the customer feedback.

Data available internally or externally

To analyse the tools such as SWOT, which describes the strengths, weakness, opportunities and threats?

Data shared and retrieved in various formats such as electronically or manually

Review the earlier sites and do the surveys according to the need for organisation.

Financial and contractual data

With the help of reports and data, we can analyse the financial data, the balance sheet was also reviewed.

Organisational performance data

Analyse the old data of organisation and review the targets which were achieved by the organisation.

Marketing and customer-related data

To know the competitors of organisation and at which position the organisation will stand.

Determine and agree on objectives and strategies for organizational development:

There are various objectives and strategies which help in the development of the organisation. Strategies are:
1. Develop an agenda for leadership and activities for leadership.
2. Develop an organisational coaching strategy, which helps to know the need for coaching and different practices at different levels.

Objectives:
a. To create a better environment in which employees can work with their ability and skills.
b. To provide a better solution to the problem to the employees in the organisation(Punjaisri, K., & Wilson, A. (2017).

Change management techniques required to achieve the workplace culture, outcomes and build them into the organization development plan: Change management techniques for bounce fitness state as below:
1. Job redesign:
The main aim of job reforming is to place the correct person in the right job. It includes the shifting, remodeling and restructuring the job-related content and to upsurge the diversity of functions to stimulate the workers. By performing this, we can increase the employees and organisations efficiency. It also increases the quality of work-life.
2. Consultative process:
It is important to process in the organisation to achieve the target of thecompany. There is a need to expand the business which requires the enhanced quality products and customised services and difficult solution. Organizations try to address with their clients and professional to create and implement the solutions (Wilsonlearning, 2017).
3. Sensitive training:
Training plays a major role in the organisations. Without training employee can’t perform better. Training is offered by the organisations as a method for followers of the public to learn how to enhance and escalate the difference in other people. The main goal of training is concerned with the growth on an individual level.
4. Work re-organisation:
It means to reorganise the work in a different way. The organisation can adopt reorganisation for various purposes such as to improve the efficiency in the organisation and to reduce the cost and dealing with the different corporate affairs such as amalgamations and mergers change all these factors, the organisation has to reorganize the work system. It will lead to achieving the goal of the organisation.
Identify and implement consultative processes to maximise participation in the organisation development process
The consultative process is essential in the organisation. Without consultation, organisation can’t achieve its goal.so it is necessary to consult every possible detail with the employee and stakeholders and clients to know their ideas and beliefs that will help to achieve the goal of theorganisation. They also provide the solutions to problems.
Undertake team development and training activities to develop collaborative approaches to the problem solving and development:

Approaches

Description

Computer-based training

Training plays a significant role in the expansion of the organisation. There must be computer based training which was provided to the employees in an organisation. So that they can easily understand each and every activity with the help of internet.

Group work

There must be teamwork in the organisation. With the help of a teamwork, we can easily know the ideas of other employees that can help in the organisation to establish a goal.

One-on-one sessions

In this types of session’s opportunities are provided to the employees to share their problem, ideas and job progression to managers. The role of the manager is to listen and draw the issues of employees. This helps to attain the goal easily.

Informal coaching

It is that approach in which conversation can be done between the manager and employee. It takes place every day so that ideas can flow which helps in the organisation.

Mentoring

A mentor is a guide who can help them to develop the solutions. Mentoring is to care and boost people to accomplish their wisdom in order to maximize the probable and progress their skill. If the mentor is available in the organisation, it can help the employees to achieve the target of the organisation.

Sensitivity training

Training must be provided to the workers, so that they can work in an effective and efficient manner. With the help of training, workers will not do any mistake and they can perform their task in an easy manner.

Facilitate groups to articulate problems and to propose means for resolving the problems:
There are many problems in the organization that can be arises such as:
1. Lack of communication: It is a major problem in the organization. Poor communication leads to confusion and misunderstanding. It can arise when the manager informs the message to the employee and said that you have to inform this to other employee and employee fails to do so.
So to remove this barrier, there must be a better communication system in the organization which describes there must be proper hierarchy system which will be easy to employees.
2. Ineffective policies: It also creates a problem in the organization. If there are ineffective policies the employees can’t perform according to the target.
So, there is need to change the policies and employees must adopt those changes, which helps to maintain the standards of the organization (Chron, 2017).
Undertake surveys to identify any loss of support for organisation development program and activities:
The activities which were taken for the development program is communication. For this, we can do a survey in different fields and areas and make contacts with different people to know their ideas and their taste. If we want to develop a new variety of product in the organization, we have to make a survey to know the taste and preferences of people, their requirement for the product. With all these, there will be an increase in the demand for sale and profit also increase. The main aim of the organization is to maximize the profit.
Achieve the set of activities and interventions in the organisation development plan and maintain, evaluate, and modify them as arequirement:
There are various activities which were performed in the organisation such as planning. Without planning, it can’t develop.It provides the list of activities which were to be performed by employees. To modify the planning we have to make changes in the plan and implement them in aneffective manner.
Other activities are training, with the help of training employees can perform in abetter way. To modify it, we have to divide different sections according to their background. If anemployee is from legal background then training must be provided according to her interest and need (Know how non-profit, 2017).
Ensure senior management enforces organisation development program by on-going messages of support and appropriate resource allocation
The organisationmakes a plan and that must be achieved by the employees. so they have to ensure that all plans are to be achieved by employees and they can implement that plan according to the needs of theorganisation.
Evaluate organisation development plans in terms of costs and benefits:The cost and benefit analysis is in bellow:

Cost

Benefit

  • To lower the production cost.
  • Lower the manual marketing cost.

 

 

 

 

  • It helps to make the change faster and easier.
  • It improves the quality of work which will provide better decisions.
  • It empowers the employees and leaders to attain the goal.

Communication Plan

For the education and communication plan, we have to
1. Develop communication/education plans
2. Achieve anticipated work atmosphere
3. The desired method to unruly-solving
4. 
Desired approach helps in growing activities.
Develop communication/education plans

To develop the plan there are following steps:
1. Conduct a research: communication review: To conduct this review we have to find what type of communication is designed and how the activity is effective.
2. Outline objectives: In this organisation has to define overall objectives. With the help of objectives, the employee can work in teamwork. It also improves the delivery of a product.
3. 
Describe goals: Goals must be described to each and every employee of an organisation, so that they can perform in an effective manner.
4. Recognize tools: Organisation has to decide what tools can be used such as report, posters and websites.
5. Create a timetable:Timetable must be there which outlines the each and every activity about its time period.
6. Appraise the result: After the completion of all steps, we have to evaluate the conclusions.
Achieve communication objectives:
a. It helps to impart knowledge between the employees and managers.
b. It must be specific which describes that what is to be done and how is to be done.
c. It must be realistic it can be achieved through the availability of resources and time management.
The desired approach to problem-solving
There are various steps in the problem solving which includes:
1. Outline the problem: In this, we define the problem, what the problem is and how it arises in the organisation (Chron2017).
2. Generate alternative solutions:If a problem can be found then we can find the alternative for that in an easy manner.
3. Evaluate and select an alternative:Alternatives can be provided by different employees, so to select the best one we can evaluate it positive and negative impact towards the organisation.
4. Implement and follow up on the solution: If alternatives are achieved and evaluated then we have to implement it in the organisation. This will leads to the goal in an organisation.

A problem-solving guide

Always listen to others

  • Leader and managers must listen to the problems.
  • Problems must be observed that it is correct or not.
  • It must be thinking of each and every member.
  • A problem must be tackled positively.
  • A problem must be genuine or not.

 

 

Observe

Think

Act

Self-assess

Desired approach to developmental activities

A. Define the scope of all requirements
There are different developmental activities in an organisation, which helps to build the organisation. Providing  activities to employees increase the ability and skills and help to expand the knowledge. These activities balance the interests and needs of the objectives and goals of an organisation.

B. Using the defined requirements detail the various development activities required
There are various activities such as :
a. Cross training: It is the training in additional activity connected to the recent work. It helps to learn novelassistances and risethe flexibility in employee.
b. Mentoring: It can be formal and informal. Formal is based on specific goals and process to achieve that goal. In Informal mentor provides the support.
c. Position enhancement: It involves the modifying an employee’s responsibilities to meet the objective.

d. Self-developmental learning: Participants are focused to self-wisdom that t can use their private time to improve the knowledge and skill.

C. What is the desired approach needed to address those examples or others?
There are different approaches in an organisation.With the performing activities, there must be planning strategy for changewhich means a strategy has to frame to bring the change in employees so they work according to the target.There must be motivation for change which motivates the employees of an organisation.

D. Education communication
Education communication is the training and moral exercise of enabling wisdom and refining show by making, consuming and dealing suitable scientific processes.

Maintain regular team meetings and individual feedback in accordance with the communication plan

Stakeholder

Key Messages

Communication Channel

Due date

Employees

A message should be conveyed properly.

Proper communication channel must be provided such as e-mail. Messages.

15 December 2017.

Senior Management

It providing directions using soft skills

E-mail., meetings.

16 December 2017.

Members

There must be active listening.

Announcements.

17 December 2017.

 

 

Criteria

S

NYC

Did the Learner accurately analyse strategic plans to determine organizational development needs and objectives?

S

 

Did the Learner consult with relevant groups and individuals to profile the organisation's culture and readiness for organizational development?

S

 

Did the Learner determine who will appropriately take key roles in the organizational development process and confirm their commitment?

S

 

Did the Learner collect and analyse data on areas of the business experiencing problems or that need realignment?

S

 

Did the Learner determine and agree on objectives and strategies for organizational development?

S

 

Did the Learner consider change management techniques required to achieve the workplace culture, outcomes and build them into the organization development plan?

S

 

Did the Learner develop communication/education plans to achieve communication objectives in relation to the desired work environment and desired approach to problem-solving and developmental activities?

S

 

Did the Learner identify and implement consultative processes to maximise participation in the organisation development process?

S

 

Did the Learner undertake team development and training activities to develop collaborative approaches to the problem solving and development?

S

 

Did the Learner facilitate groups to articulate problems and to propose means for resolving the problems?

S

 

Did the Learner identify and implement consultative processes to maximise participation in the organisation development process?

S

 

Did the Learner undertake team development and training activities to develop collaborative approaches to problem-solving and development?

S

 

Did the Learner facilitate groups to articulate problems and to propose means for resolving the problems?

S

 

Did the Learner undertake surveys to identify any loss of support for organisation development program and activities?

S

 

Did the Learner maintain regular team meetings and individual feedback in accordance with communication plan?

S

 

Did the Learner achieve the set-out activities and interventions in the organisation development plan and maintain, evaluate, and modify them as the requirement?

S

 

Did the Learner ensure senior management enforces organisation development program by on-going messages of support and appropriate resource allocation?

S

 

Did the Learner evaluate organisation development plans in terms of costs and benefits including opportunity costs?

S

 

Task 2: Conduct a Brain Storm Session

The Brainstorming session must last 20 minutes.
Note: Your assessor will complete the following table as they observe you conducting the brainstorming session, therefore ensure you meet each requirement in the table and utilise it as a guide when preparing for your session.

Lead a 20-minute brainstorming session addressing each of the requirements in the assessment task

Background:

Bounce Fitness is an organisation; with introduce the variety of products to satisfy the need of customers. In this, the task they also conduct the brainstorm activity, which helps to generate new solution s with the help of other team members.
Techniques and rules used for role play:
1. Make a group of people which helps to exchange the problem, challenge and opportunity.
2. Review the ideas and then provide a discussion how to improve and implement ideas.
General Rules for Brainstorming attendees:
1. Ideas must be brief, which describes lengthy ideas may bring trouble to the organisation.
2. Absorb the ideas of others, if any employee gives the better idea than that idea must also be taken.
3. Never criticize the ideas, while giving idea we have to evaluate it, it should never criticise immediately (envatotuts, 2016).

General Rules for the facilitator in the Brainstorming session:
1. 
It set the stage; it helps to know what should be achieved. It also helps to support why this method is used.
2. Capture anything, for the success of business the employees can express their ideas easily.
3. There should be the mixture of different people, as if there are the variety of people we can get different ideas, it provides the chance to think (Inc, 2017).

The facilitator has the following responsibilities:
1. 
It helps to flow the ideas from participants in the sessions.
2. It helps to enforce the rules which were used at the time of activities.
The best facilitators for brainstorming sessions are:
1. It must be encouraging; they must be encouraged towards their goal.
2. They should be energetic, which means they must have the high level of energy so that they can perform the activities in an efficient manner.
3. They must support the ideas, during the activity each and everyone is to be supported (Tricider,2014).
We arrange a brainstorming session with 6 other students regarding the idea for a benefit for this change. We use the flipchart to record the ideas.

Provide a list of all ideas generated and preference priority for each

There are different ideas which include:
1. Analytic Brainstorming: It helps to draw idea generating skill which has already built.
2. Quiet Brainstorming: In this type of brainstorming members are unwilling to speak and express ideas.
3. Role plays Brainstorming: In this, type of brainstorming, the roles are defines and challenges are faced.
4. Brainstorming with support: In this type, support is provided and different techniques are also provided.

Did the candidate:

S

NYC

Ensure the meeting room must be comfortable and prepared before the participants arrive?

S

 

Nominate a recorder to write the ideas on a flip chart, data projector, or whiteboard as they are called out?

S

 

Define the problem concisely and clearly. Describe any criteria that must be met. Explain that the purpose is to generate as many ideas as possible?

S

 

Allow time for people to develop their own ideas at the commencement of the session?

S

 

Request that individuals call out their ideas and ensure that all get equal time and opportunity?

S

 

Encourage everyone to build on the ideas of others or use them as a base to build new ideas?

S

 

Ensure enthusiastic and uncritical attitudes were fostered among the group. Work hard to get everyone to think of ideas and share – especially the quiet ones?

S

 

Ensure that no one critics or evaluate the ideas of anyone or themselves during the session because it will close down the creativity?

S

 

Encourage people to have fun. Look for crazy of the good ideas, madly impractical, and totally practical?

S

 

Ensure not to let the session get bogged down on one idea for too long?

S

 

Task 3: Address the Team as their Leader / Manager

Conduct a 5-minute meeting to the class as their Team Leader/Manager addressing each of the requirements of the task

 

Background:
Bounce Fitness wants to expand the business, and to increase the sales by introducing the diverse range of products and services.To increase the satisfaction of customers it develops the plan.In this task, a leader can detail each and every activity to the employees.
Develop an Organizational Development Plan

Date

20 December 2017.

Time

5:00 P.m.

Please Brings/ Read

Read all the plans and policies of the company and bring the documents which are required.

Teleconference Details

It helps to link the people between different locations by electronics. So details must be given to the organisation, how and what time they meet.

Skype Id

With the help of Skype, we can communicate face to face. That id also must give to the leaders.

 

Attendees

Attendees are the participants, who involve in the development plan. The detail of participants must be provided to the leaders (Learning, 2017).

Purpose

The main purpose of organisation development is to achieve the objectives and goals.

Venue

 

 Items

Time

Agenda Items

Presenter

1

11:00 A.M

Strategies are to be discussed.

Luis Philips

2

1:00 P.M

Goals are to defined.

Adam Steve

3

3:00 P.M

Initiatives are to be discussed.

John Miller

Agenda Item 1:Strategies are to be discussed.

Time: 11:00 A.m.

Presenter: Student Name

Luis Philips

Discussions:

In this what are the strategies taken by the organisation that is to be discussed in detail.

Conclusion:Goal is important in the organisation, but without knowing and implementing the strategy the organisation cant achieves the goal.

Action Items:

More thinkings skills.

Responsible Person: n/a

Deadline:25 December 2017

Agenda Item 2: Goals are to be determined.

Time: 1:00 P.m.

Presenter: Student Name

Adam Steve

Discussions: To achieve the goal is the main target of the organisation.so goal must be determined by the presenter of an organisation. 

Conclusion:Goal can be achieved when there is an availability of resources and there are better relations between the organisation and employees.

Action Items:

Proper planning, utilization of resources properly.

Responsible Person: Student Name

Deadline:26 December 2017

Agenda Item 3:

Time:

Presenter: Student Name

Discussions: In this, an initiative is described what plans are too achieved and what challenges are there.

Conclusion: With the help of initiative, it helps the company to understand the thinking and other ways of thinking.

Action Items:

Planning

Communication.

 

Responsible Person: Student Name

Luis Phillips

Adam Smith

John Miller

Deadline:27 December 2017

           

Did the candidate:

S

NYC

Align team members around organizational strategy and values?

S

 

Build unity in a time of change?

S

 

Clearly, explain the details of the organisation's development initiative plan?

S

 

Answer questions from team members appropriately?

S

 

Demonstrate persuasiveness and influence?

S

 

Encourage buy-in of the organizational development initiative plan?

S

 

Listen carefully and answer questions accurately?

S

 

References

  • Contribute to organisation development - BSBMGT615, 2015, Precision Group, Australia
  • www.google.com
  • www.wikipedia.org
  • www.sydneymetrocollege.edu.au
  • Chron(2017).Problems within an organisation structure.[Online].Chron. Available at:http://smallbusiness.chron.com/problems-within-organizational-structure-3828.html [Accessed on: 15 December 2017].
  • envatotuts(2016)Top Brainstorming Techniques to Generate Ideas for Every Situation.[Online] envatotuts. Available at:https://business.tutsplus.com/articles/top-brainstorming-techniques--cms-27181[Accessed on: 15 December 2017].
  • Inc(2017)5 Agenda Items for Company.[Online]Inc. Available at:https://www.inc.com/peter-cohan/5-agenda-items-for-company-wide-meetings.html [Accessed on: 15 December 2017].
  • Know how non-profit(2017).Five steps to successful change.[Online]Know whom non-profit. Available at:https://knowhownonprofit.org/people/people-management-skills/change/basics-on-managing-change/fivesteps [Accessed on: 15 December 2017].
  • Learning(2017).Self development.[Online].Learning. Available at:http://www.workshopexercises.com/developmental_activities.htm.[ Accessed on: 15 December 2017].
  • Leoisaac.com(2017).Setting objectives in strategic planning.[Online] Leoisaac.com. Available at:http://www.leoisaac.com/planning/strat037.htm. [Accessed on: 15 December 2017].
  • Punjaisri, K., & Wilson, A. (2017). The role of internal branding in the delivery of employee brand promise. In Advances in Corporate Branding (pp. 91-108). Palgrave Macmillan UK.
  • Reference for Business, 2017.SWOT Analysis. [Online] Reference for Business.Available at:http://www.referenceforbusiness.com/management/Pr-Sa/SWOT-Analysis.html [Accessed on: 15 December 2017].
  • Tricider(2014).Rules for brainstorming.[Online].Tricider. Available at:http://www.tricider.com/Brainstorming-Rules [Accessed on: 15 December 2017].
  • Wilson learning(2017).The consultative process.[Online].Wilson Learning. Available at:http://www.wilsonlearning.com/wlw/products/tcp [Accessed on: 15 December 2017].