Assessment 1

1. Explain how effective change management strategies can assist with support for organizational development. Give an example of an effective change management strategy in your answer.

With the help of hierarchical improvement, the Change management strategies can be assisted for prevention of the advancements. The association will encounter the advancements when issues are distinguished and change made. An illustration of a successful change the executives’ technique is when two items are contending on the lookout and one organization selling the item chooses to develop its quality and hence be more liked on the lookout.

 

2. Explain the importance of a participative management style when implementing organization development.

• Increase team morale. A voice can be given to the team members by the participative leaders. As important role is played by the employees in the success of the company.
• Promote collaboration. The flexibility of working together is provided by the employees for accomplishment of the goals. Higher morale is contributed by the collaboration.
• Uncover creative solutions. Since employees are encouraged to collaborate, there is a free-flowing exchange of ideas that often leads to innovative solutions.
• Teams more readily accept decisions. Employees feel more confident after knowing that each team member contributed to the decision-making process.

3. Explain the importance of evaluating organisation development and outline at least two evaluation methods.

For improvisation of the management, evaluation is an important tool. Organizational assessment thus involves "measurement of variables related to patterns of organizational behaviour and effectiveness". For improving the efficiency and effectiveness of the operations, it plays an important role.

a. Explain three methods for generating ideas and options that can contribute to the process of organisation development.

• Brainstorming

Without any fear of criticism the people can speak out their ideas freely. Strange ideas are even accepted with open hands.

• Storyboarding

It help creative people represent information they gained during research.

• Focus group

by comments form other group members in creatively conceptualising and developing new product idea to fulfil a market need.

 b. Explain how conflict can be a positive force in organisation development.

1. For managing the conflicts, promote an integrative approach. Focus on achieving common goals rather than individual goals.
2. Where the differences of opinions are encouraged, Foster a culture. Rather than focusing on common goals, people focus on the differences in opinions.

 

4. Explain a method that can be used to manage conflict and resolve problems during an organisation development process.

If the conflict is unable to be resolved, then there is a need of third party for resolving the conflict.

a. Outline Kahn’s engagement theory and its relevance to planning and implementing organisation development.

• Meaningfulness

Ensure that the employee understands the value and impact their role.

• Freedom of opinions (safety)

Without fear, the employees should voice their views.

• Availability

Ensure that employees feel harmless.

 b. Outline the expectancy theory and its relevance to planning and implementing organisation development

Staff who are sure about their capacity should be given prize.

The more beneficial the award the business offers the worker in return for advantageous execution, the more propelled the representative will be to make moves important to get the prize. Then again this hypothesis is likewise applied to distinguish the factors that spur individual workers in the association.

If there should arise an occurrence of evaluation of authoritative execution, this hypothesis pursues deciphering the particular conduct that the representatives show dependent on their singular hope estimations. Here it needs referencing that anticipation hypothesis additionally proposes that various individuals need various things from their association. This reach from great compensation to employer stability to scopes for proficient enhancement.

 

5. Outline reinforcement theory, including its implications for organizational development.

• Positive Reinforcement

When the positive response is given by the individual, this gives the repose positive.

• Negative Reinforcement

Rewarding the employee by removal of the negative consequences. For increasing the required behaviour, both positive and negative reinforcement can be used for increasing desirable / required behaviour.

• Punishment

Positive consequences are removed to lower the profitability.

 

6. Outline the McKinsey 7-S Framework and its practical application in the workplace in regardto change.

• Strategy: for attainment of the competitive advantage the plan is developed
• Structure: It represents the way business units are organized
• System: It is the process and procedure of the company.
• Skills: Abilities of the employees.
• Staff: This area is concerned with ‘what type’ and the ‘number of employees’ in an organization.
• Style: It represents the way a company is managed by the top-level manager.

 

7. Explain why the Fair Work Act must be taken into account during organizational development and change.

For giving the reasonable structure, The Fair Work Act should be taken into consideration.

• To accommodates agreements of work
• To sets out rights and obligations of representatives
• To accommodates the organization of the Act by setting up the Fair Work Commission and the Fair Work Ombudsman.

8. Explain the importance of abiding by anti-discrimination during an organization development process.

Following are the importance of abiding by anti-discrimination during an organization development process:

• It reduces liability
• It decreases staff turnover
• It improves the employee engagement
• It reduces the recruitment challenges

 

9. List at least two aspects of organizational culture that can impact on organization development and explain how to address them in planning and implementing an organization development plan.

What methods you apply to introduce, execute and monitor the change depends largely on the type of your organizational culture. Although there is no standard formula for categorizing the cultures, the methodology offeredby Robert A Cooke seems to be the simplest one. The three parameters it tries to categorize an organization on are:

1. Constructiveness
2. Passiveness and
3. Aggressiveness

 

Assessment 2

1. Develop a first draft of an organisation development plan.

Review the strategic plan and the scenario information to identify the organisation development needs and objectives.

Identify at least two sources of information on Australian Construction industry workforce and identify key trends and challenges for the construction industry workforce. Make notes for use at a meeting with the CEO.

Research best practice change management issues and strategies in preparation for preparing a communication/education plan to inform/consult with existing staff about the organisation development plan and associated activities.

Use the Organisation Development Plan Template to structure your document.

 

Boutique Build Australia

Organisation development plan

Introduction

Provide an introduction to the organisation development plan.

Responses could include:

Organization development (OD) is an effort that focuses on improving a capabilities of organizationthrough the strategy, structure, people, rewards, metrics, and management processes. Organization development involves an ongoing, systematic, long-range process of driving organizational effectiveness.

Executive Summary

It is established in 2013, Boutique Build Australia is a building company specialising in the design and building of high-quality designer homes for the Sydney metropolitan and surrounding areas.

Vision 

To be the best quality home builder in Australia.

Our values are:

The core values underpinning our activities are:

• Quality
• Innovation
• Leadership
• Respect
• Honesty and Reliability

Key strategies:

• To be well led, high performing, profitable and accountable
• Make sure that strategic policies are supported by the financial operations, performance indicators
• Sources of revenue should be identified
• Achieve profits of at least 10% per annum.

Risk Management

The following section identifies the associated risks in pursuit of our strategic objectives and how we will deal with them.

Strategic Objectives

• To be well led, high performing, profitable and accountable
• Build deeper customer relationship.
• Attract and engage the best staff.

A. Marketing and recruitment

Include at least 3 development areas.

Give a clear goal for each

Actions	Responsibility	Performance Indicators	Target date
Within the market, build trust	Management	Sales, number of the new customers	As soon as possible
Marketing skills needs to be improved	Marketing team	Project	2 months
Proper and effective communications needs to be maintained.	Marketing team	Social media, Brand

B. Management and leadership training

Actions	Responsibility	Performance Indicators	Target date
New opportunities should be seek for presenting the information.	Management	Measuring the progress by soliciting feedback from team members, by oral presentation	As soon as possible
Conducted a public workshop on presentation skills	Management	Testing the knowledge in public	Six months

C. Employee engagement 

Actions	Responsibility	Performance Indicators	Target date
attract, engage and develop the best staff	Management	Training, meeting	By 6 months
Reding books on organizational development	Staff	Once reading is done skills will be measured	As soon as possible

D. Retention 

Actions	Responsibility	Performance Indicators	Target date
High quality residents to be built for meeting the needs of the customer.	Management Team	Action plan	1 month
Built deeper relationships with customers.	Staff	Work plan	All the time
to be well led, high performing, profitable and accountable	Team	Meeting	8 months

 

2. Send an email to your assessor.

The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.

It should summarise the contents of the attachment, and request a time and date for a meeting. Attach your draft organisation development plan to the email.

Your assessor will respond with a date and time for the meeting.

To: Assessor,

From:

Subject: Attaching the draft document of the organizational development plan,

Dear Assessor,

The mail is to inform that draft document of organizational plan is prepared according to the template that ws provided. It covers the following topics:

• Introduction
• Context
• Marketing and recruitment
• Management and leadership training
• Employee engagement
• Retention

The document is also attached to the mail; kindly go through it once.

Thank you

Regards,

Mohinderpal Singh

 

3. Meet with the CEO (your assessor).

At the meeting, you will discuss your findings and the first draft of your organisation development plan.

At the meeting, the CEO will also share their views on the organisational culture at Boutique Build Australia and readiness to embrace organisational development activities. You will need to take this into account in developing the change management plan.

During the meeting, you are required to demonstrate effective interpersonal and communication skills including:

1. Speaking clearly andconcisely
2. Using effective non-verbal communication skills to encourage audienceinterest

• Responding to questions

1. Asking questions to seek feedback
2. Use of active listening techniques to confirm and clarify understanding.

Good evening, everyone. I'm extraordinarily appreciative that you are by and large here. Today, we will look at about my affiliation headway plan which is participated in your email. Sympathetically offer your view about it.

CEO: I have scrutinized your improvement plan. All things considered; it has almost given full nuances of what the association needs to do. The goals and courses of occasions set out are excessively reasonable and solid with the genuine situation.

Me: I am incredibly thankful to hear this.

CEO: After examining the game plan mindfully, I should contribute two or three contemplations to make it greater.

Me: Please go on, I'm tuning in.

CEO: Because of the insufficiency of HR in Australia, we have utilized a lot of new staff. This causes partition conditions in the workplace, which is the explanation the association's specialist satisfaction has never outperformed 70%. I need to organize quarterly adversary of isolation law dispersing gatherings, after each new enlistment meeting, to assist with supporting delegate associations.

Me: This is a decent idea! I was so revolved around enlisting more female delegates that I disregarded this issue. I will fix the improvement plan and email it back to you.

CEO: You worked viably, unwind.

Me: That's amazingly respectable of you. Do you have some different comments or thoughts?

CEO: That is all at this point. Email me back when you finish.

Me: Definitely! You will get an email before 7pm.

CEO: Good. I expect your plan. Goodbye.

Me: Good bye sir. See you later

 

4. Finalise the organisation development plan.

Ensure that you incorporate your assessor’s feedback into this draft of the plan. Rename the document to ensure that it is clear that this is your final draft.

Boutique Build Australia

Organisation development plan

Introduction

Provide an introduction to the organisation development plan.

Responses could include:

Organization development (OD) is an effort that focuses on improving a capabilities of organizationthrough the strategy, structure, people, rewards, metrics, and management processes. Organization development involves an ongoing, systematic, long-range process of driving organizational effectiveness.

Executive Summary

It is established in 2013, Boutique Build Australia is a building company specialising in the design and building of high-quality designer homes for the Sydney metropolitan and surrounding areas.

Vision 

To be the best quality home builder in Australia.

Our values are:

The core values underpinning our activities are:

• Quality
• Innovation
• Leadership
• Respect
• Honesty and Reliability

Strategic Priorities

Key strategies:

• To be well led, high performing, profitable and accountable
• Make sure that strategic policies are supported by the financial operations, performance indicators
• Sources of revenue should be identified
• Achieve profits of at least 10% per annum.

Risk Management

The following section identifies the associated risks in pursuit of our strategic objectives and how we will deal with them.

Strategic Objectives

• To be well led, high performing, profitable and accountable
• Build deeper customer relationship.
• Attract and engage the best staff.

A. Marketing and recruitment

Include at least 3 development areas.

Give a clear goal for each

Actions	Responsibility	Performance Indicators	Target date
Within the market, build trust	Management	Sales, number of the new customers	As soon as possible
Marketing skills needs to be improved	Marketing team	Project	2 months
Proper and effective communications needs to be maintained.	Marketing team	Social media, Brand

B. Management and leadership training

Actions	Responsibility	Performance Indicators	Target date
New opportunities should be seek for presenting the information.	Management	Measuring the progress by soliciting feedback from team members, by oral presentation	As soon as possible
Conducted a public workshop on presentation skills	Management	Testing the knowledge in public	Six months

C. Employee engagement

Actions	Responsibility	Performance Indicators	Target date
attract, engage and develop the best staff	Management	Training, meeting	By 6 months
Reding books on organizational development	Staff	Once reading is done skills will be measured	As soon as possible

D. Retention 

Actions	Responsibility	Performance Indicators	Target date
High quality residents to be built for meeting the needs of the customer.	Management Team	Action plan	1 month
Built deeper relationships with customers.	Staff	Work plan	All the time
to be well led, high performing, profitable and accountable	Team	Meeting	8 months

 

5. Develop a communication and education plan.

Use the Communication and Education Plan Template to structure this document.

This plan should incorporate best practice change management techniques to maximise support for the organisation development activities.

Boutique Build Australia

Communication and Education Plan

List all of the organization development activities you have identified

Audience	Key message	Delivery method	Date/duration of session (if applicable)	Location
Team Members	Spread awareness among all the teams	Reports or meetings	Weekly	Meeting room of Boutique Build Australia
Team Members	Increase the educational knowledge	Through workshop and the training session	Every Month	Conducting the workshop outside and also Conducting the meeting development through online training
Finance Department	Financial plans for the business needs to be improved	For managing the budget, implement the activities.	Before starting the project	Meeting room of Boutique Build Australia
Customer care service department	Customer care services need to be increased and communication with the customer should be improved.	Face to face training	During the project	Office of Boutique build Australia
Hiring the new employees	The level of team members needs to be increased and maintained	Provide communication training	Induction time	Meeting room of Boutique Build Australia

 

6. Send an email to the CEO (your assessor).

The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.

It should summarise the topics discussed at the meeting, and the contents of the attachments.

Attach your organisation development plan and your communication and education plan to the email.

To: Assessor,

From:

Subject: Attaching the organization development plan and the communication and education plan.

Dear Assessor,

This mail is to written to inform that after updating the organizational development, it is finalized. I have prepared the communication and development plan according to your template that was provided to me. I am attaching both the documents with this email. Please find the attached document.

Thank you

Regards,

 

Assessment 3

1. Write a Leadership Development Plan

Research the range of methods an organisation can use to develop leadership skills in managers. At least one of the methods you should research is use of leadership development frameworks. Familiarise yourself with their purpose and application. Make notes on the methods of developing leadership skills you have developed, including use of leadership frameworks.

Note that you will also use the research on the range of leadership development methods for brainstorming alternative ways of developing leadership skills in an organisation.

Based on the organisation values as identified in the Strategic Plan and construction workforce trends and challenges, identify at least four key behaviours that would be expected of managers at Boutique Build Australia and develop a leadership framework based on these key behaviours.

Use the Leadership Development Framework Template provided to develop your framework. The leadership development action plan is included within the framework.

Boutique Build Australia

Complete the following for each of the four key management behaviours that you have identified.

Leadership Behaviour:

Boutique Build Australia follow a participative authority, that includes the representatives at dynamic interaction. It is intended to be viewed as the consideration in the ideas for the task. The association advancement plan will be execute an authority improvement structure for Boutique Build Australia staff with the reason to advance initiative practices across all staff, impact the workers and persuade them, adding to business needs.

Essential behaviours:

• How to become a competent leader?
• Do I promise to resolve the conflicts among team members?
• Do I have skills to ensure that organizational goals are achieved?

Proficient behaviours

• Should I put effort to have performance and goals achieved?
• Should I determine the actions which execute the strategy?
• Should I make investments in innovation and development of critical thinking process?

Exemplary behaviours

• How problems among the team can be solved?
• How staff can be inspired for becoming a good employee?

 

2. Develop a PowerPoint presentation.

When you have completed the leadership development framework, develop a PowerPoint presentation to explain the framework to your team at a meeting.

The presentation you develop should clearly explain the purpose of the framework, and guide staff members though the use of the framework and completion of the leadership development plan.

• The PowerPoint slides must be written in clear and concise English and use visual suchas images, charts ortables.
• The PowerPoint slides must clearly describe the leadership developmentframework.
• Your presentation will be submitted to your assessor as per the instruction in 3.4below.

 

3. Write a report on conflict management techniques.

Prior to the meeting, research techniques for managing conflict as you will need to use these at the meeting as you expect there may be resistance to the introduction of the framework.

Develop a brief report on potential conflict management strategies. Your report should be at least one page.

Conflict Management Strategies

1. Listening Carefully:complete attention should be given to the person who is talking
2. Embrace conflict: when there is a conflict, don’t avoid it. As tension will increase with time.
3. Finding Agreement:conversation of leaders will focus on the disagreements but when the points of agreement are found then the resolution is possible.
4. Being quick to forgive: there is a need of clear resolution in every conflict for finding the solutions

4. Send an email to the CEO (your assessor).

The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.

It should introduce and summarise the contents of the attachments, and seek their feedback and ask for the place, date and time of the meeting.

• Attach the following to youremail:
• Leadership DevelopmentPlan
• PowerPoint presentation
• conflict management techniquesreport

Your assessor will also respond to you with a proposed time and date for the team meeting.

To: Assessor,

From:

Subject: Attaching the documents

Dear Assessor,

This mail is to inform that the documents are prepared as per the guidance which was provided to me. The list of documents is attached with the sub topics.

• Essential Behaviour
• Leadership Behaviour
• Proficient Behaviour
• Exemplary Behaviour
• PowerPoint presentation

Kindly go through the documents and share your feedback.

Thank you

Regards

 

5. Give your PowerPoint presentation at the staff meeting.

Your assessor will have arranged for 2 to 3 students to attend the meeting as staff members.

At the meeting, explain the leadership development framework to staff using the power points you have developed. Seek staff members input into the framework by providing the opportunity for questions.

During the presentation, demonstrate effective interpersonal and communication skills including:

• Use of appropriate style (formal), tone (encouraging, respectful) and vocabulary (professional, business language) for themeeting
• Active listeningskills
• Asking questions and listening to responses to clarifyunderstanding
• Responding to questions openly andhonestly
• Non-verbal communication skills that encourage discussion and feedback, forexample, nodding, smiling, eyecontact.

At the meeting, you will encounter some resistance to the introduction of the framework from the staff. You will need to use the skills you have researched to manage this conflict.

After you have presented the framework and based on the resistance encountered to the leadership framework, brainstorm other ways of developing leadership skills.

Meeting with staff:

Date: 20-11-2021

Time: 12:00PM

Venue: Boutique Building Australia Conference Room.

Leadership Behaviour:

Boutique Build Australia follow a participative authority, that includes the representatives at dynamic interaction. It is intended to be viewed as the consideration in the ideas for the task. The association advancement plan will be executing an authority improvement structure for Boutique Build Australia staff with the reason to advance initiative practices across all staff, impact the workers and persuade them, adding to business needs.

Executive Summary

• It was established in the year 2013, Boutique Build Australia is a building company that is specialised in building the high-quality designer home.
• Our vision –in Australia, being the best home builder

Vision

• To be the best quality home builder in Australia.

Our values are:

• The core values underpinning our activities are:
• Quality
• Innovation
• Leadership
• Respect
• Honesty and Reliability

Strategic Priorities

Key strategies:

• To be well led, high performing, profitable and accountable
• Make sure that strategic policies are supported by the financial operations, performance indicators
• Sources of revenue should be identified
• Profit of 10% per annum should be achieved
• High quality residence should be built for meeting the needs of the customers
• In the market of Sydney increase the sales of home by 10% per annum.
• Build the deeper customer relationships
• For meeting the demands of the customers, Drive innovation

Essential Behaviour

• How to become a competent leader?
• Do I promise to resolve the conflicts among team members?
• Do I have skills to ensure that organizational goals are achieved?

Proficient Behaviour

• Should I put effort to have performance and goals achieved?
• Should I determine the actions which execute the strategy?
• Should I make investments in innovation and development of critical thinking process?

Exemplary Behaviour

• How problems among the team can be solved?
• How staff can be inspired for becoming a good employee?

 

6. Send an email to your assessor.

Following the meeting, send an email to the CEO (your assessor) reporting on the resistance to the introduction of the leadership development framework, and outlining additional approaches to developing leadership skills discussed at the meeting.

Include your recommendations on whether any of these additional approaches should be adopted.

To: Assessor,

From:

Subject: Meeting updates and recommendations

Dear Assessor,

This mail is written for thanking all the members of the staff for attending the meeting. We discussed the framework of leadership development in the meeting. 

Thank you

Regards,

 

Assessment 4

1. Develop a staff survey

The survey will be used to seek input from staff about the leadership development framework. The survey should begin with a statement of the survey’s purpose.

Develop at least five questions for the survey.

Developing a Staff Survey

Boutique Build Australia

For implementation of the leadership development structure, Boutique would love to seek the feedback from its staff members from whom they are working.

• Is working with framework easy?

_______________________________________________________

• How working in this framework was helpful in the work?

_______________________________________________________

• What can be done for improving the teamwork and the cooperation?

_______________________________________________________

• What causes the stress and the frustration at the work?

____________________________________________________

• Which leadership skills can be considered as the most important?

_______________________________________________________

 

2. Send an email to your assessor.

The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.

It should summarise the contents of the attachment, and seek their approval to move forward with the project.

Attach your survey to the email.

Your assessor will reply to your survey, and you will need to analyse the feedback and report on this to staff members at a team meeting.

To: Assessor,

From:

Subject: Attaching the survey.

Dear Assessor,

This is to inform that a survey is conducted for seeking the feedbacks from all the members of the staff who are working from last 12 months. There are several questions in the survey which is attached to the mail. Kindly find the attached survey and share your views

Thank you

Regards

 

3. Meet with staff (your assessor)

At the meeting, you will discuss the feedback provided and how you intend to action it.

Based on the survey responses, indicate any changes that should be made to the organization development plan.

During the meeting, demonstrate effective communication skills including:

• Speaking clearly and concisely
• Using non-verbal communication to assist with understanding
• Asking questions to identify required information
• Responding to questions as required
• Using active listening techniques to confirm understanding

Meeting details

Date: 20-11-2021

Time: 12:00 PM

Venue: Boutique build Australia

Participants: Staff

• Strategy and mission:it is difficult to outline the changes in framework and mission. Though it is needed to screen well as a business person. Central goals are met by the affiliations.
• Organizational Structure:the positions, targets, and commitments of individuals, workplaces, and gatherings are concerned in this.
• People: improvements in the organization concerning staff contain turnover, utilizing and numerous changes that will be beneficial for the association.
• Knowledge: for measuring, progress and drive, the changes/improvements to the data is essential

 

4. Send an email to the CEO.

Following the meeting, send an email to the CEO about the feedback provided and your recommendations for action and seeking support for such actions, including approval of all associated resources.

In addition, provide an evaluation of the costs and benefits of the organization development plan as per the scenario information and your overall evaluation of the benefits of the organization development activities.

One of your recommendations will need to be that the CEO sends an email to all staff about the importance of the organisation development plan. Include a draft of an email for approval by the CEO that can be sent to all staff.

To: CEO

From:

Respected CEO,

The staff welcomed and acknowledged the improvement staff. Development of authority abilities was shown by the performance appraisal which is dependent on the execution.

I would suggest to send a mail to the staff regarding the significance of the association advancement plan.

Regards,