Leading Organizational Change at BizOps

The assignment assesses the competency 'BSBINN601 Lead and manage organisational change'. Students must demonstrate their understanding of leading and managing organizational change by completing two tasks. Task 1 involves answering questions related to questioning techniques used in organizational change initiatives. Task 2 requires students to develop a project plan for leading and managing a change at BizOps, a fictional organization.

BSBINN601LEAD AND MANAGE
ORGANISATIONAL CHANGE
STUDENT
ASSESSMENT PACK
Student number:
Student name:

BSBINN601 LEAD AND MANAGE
ORGANISATIONAL CHANGE
STUDENT
ASSESSMENT PACK
CONTENTS
Learning checkpoint 1 - Develop an organisation development plan.................8
Learning checkpoint 2 - Implement organisation development activities......14
Learning checkpoint 3 - Maintain an organisation development program.....20
Final Summative Assessments................................................................................................26
SELF ASSESSMENT CHECKLIST....................................................................................................28
ASSESSMENT TASK - PART A – QUESTIONING............................................................................29
Question 1:.............................................................................................................................30
Question 2:.............................................................................................................................30
Question 3:.............................................................................................................................31
Question 4:.............................................................................................................................32
Question 5:.............................................................................................................................32
Question 6:.............................................................................................................................33
Question 7:.............................................................................................................................34
Question 8:.............................................................................................................................35
Question 9:.............................................................................................................................35
Question 10:...........................................................................................................................36
Question 11:...........................................................................................................................37

Question 12:...........................................................................................................................38
Question 13:...........................................................................................................................38
Question 14:...........................................................................................................................39
Question 15:...........................................................................................................................39
Question 16:...........................................................................................................................40
Question 17:...........................................................................................................................41
Question 18:...........................................................................................................................41
Question 19:...........................................................................................................................42
Question 20:...........................................................................................................................42
Question 21:...........................................................................................................................34
ASSESSMENT TASK - PART B– Project: Contributing to organisation development at BizOps
Enterprises.................................................................................................................................44
FINAL ASSESSOR RECORD OF ASSESSMENT...............................................................................50

STUDENT DECLARATION FOR SUBMISSION
The student will, affirm the following facts regarding this assessment they are submitting
under their name:
1. I declare that, to the best of my knowledge and belief, this assessment is my work, all
sources have been properly acknowledged and the assessment contains no plagiarism.
2. I declare that the following assignment has a backup copy held with me.
3. I declare that I will seek feedback from my Trainer on the result of this Assessment Item
4. I understand that I may be requested to answers questions about the content of this
Assessment Item to determine my Competency.
**WHAT IS PLAGIARISM AND CHEATING?
Plagiarism is when a student uses other writers’ ideas or words as their own. The most
common forms are:
 Directly copying word for word from another person’s work without proper acknowledgment,
 Using or developing another person’s ideas without acknowledging them,
 Using the work of other students (with or without their permission) and claiming it as your
own.
STUDENT DECLARATION
Student has read and understood the information on sheet relating to cheating and plagiarism.
They certify that the work submitted is completely their own, except where they have
referenced it correctly. They understand that if their work is plagiarised they will be deemed
not yet competent.
ASSESSMENT INSTRUCTIONS
The assessor will mark student’s against a competency checklist to ensure that they have met
the requirements of each of all the relevant unit competencies. Each assessment task has
been developed to make judgement on whether the unit of competency has been achieved

THE ASSESSMENT RESULTS WILL BE BASED ON:
S – Satisfactory
US – Unsatisfactory
Students are to gain ‘satisfactory’ results in all assessment tasks to be deemed ‘Competent’ in
this unit of competency. For the student to be able to achieve academic success in the
complete unit of competency they MUST achieve a ‘satisfactory’ result in all assessment tasks
associated with this unit of competency
Should a student be deemed unsatisfactory in an assessment task by the assessor, they will be
informed by their assessor of the process for re-assessment.
FINAL UNIT RESULTSFinal assessment results will be recorded as ‘Competent’ or ‘Not Yet
Competent’. Students failing to achieve ‘Competent’ in the unit of competency will be subject
to the course progress policy.
FINAL ASSESSMENT TASKS
Part A - Questioning 
[You will demonstrate a sound knowledge of the unit requirements in your
responses.]
Part B – Project 
[Lead and mange organisational change at BizOps Enterprises]
REASONABLE ADJUSTMENT
Each unit is delivered and assessed based on a student’s individual needs. If a student requires
assistance, or modifications, or has a disability and requires “reasonable adjustments”
necessary to perform the required assessment tasks, they will need to inform the Assessor.
APPEALS
If the student is not satisfied with the decision made by the assessor the Shafston appeals
policy and process for Academic decisions will apply (refer student handbook)

Intellectual property statement
Aspire Training & Consulting (ABN 51 054 306 428).
The intellectual property of the assessment resources reproduced here
remains with Aspire Training & Consulting.
Purchasers may customise, contextualise or adapt the assessment
resources, and copy them as required. Purchasers may make the
assessments available to staff members within their organisation or
campus, and to relevant students.
The following statement must accompany any instance of a
customised, contextualised or adapted assessment resource:
“This assessment is based on assessment activity [number] / final
assessment from the assessment resource for [unit code and title]
provided by Aspire Training & Consulting. The intellectual property of this
assessment remains with Aspire Training & Consulting.”
Purchasers must not on-sell the assessment resources, or make the
resources available to other organisations.
Aspire Training & Consulting invests significant time and resources in
creating its original products, and reserves its legal rights to claim its loss
and damage or an account of profits made resulting from infringements
of its intellectual property.
Aspire is committed to developing quality resources that meet the needs of our customers. However,
occasionally Aspire finds, or is notified of, errors. Please refer to our website at
www.aspirelearningresources.com.au to see if there are any updates that may be relevant to you.
Every effort has been made to ensure the information in this resource is accurate; however, the author and
publisher accept no responsibility for any loss, damage or injury arising from such information.
Except where an information source is acknowledged, the names and details of individuals and organisations
used in examples are fictitious and have been devised for learning purposes only. Any similarity to actual
people or organisations is unintentional.
All websites referred to in this resource were accessed and deemed appropriate at time of publication.
Aspire Training & Consulting apologises unreservedly for any copyright infringement that may have occurred
and invites copyright owners to contact Aspire so any violation may be rectified.
BSBMGT615 Contribute to organisation development, Release 1 – Assessments
© 2015 Aspire Training & Consulting
Level 8, 409 St Kilda Road
MELBOURNE VIC 3004 AUSTRALIA
Phone: [phone]
First published August 2015
ISBN 978 1 74349-989

FORMATIVE LEARNING CHECKPOINT 1–INDENTIFY CHANGE REQUIREMENTS
AND OPPORTUNITIES
This learning checkpoint allows you to review your skills and knowledge in
identifying change requirements and opportunities.
Formative assessment
Formative assessment generally takes place at regular intervals before and during
training with progressive feedback to improve competence. Formative assessment
is assessment for learning: it focuses on the gap between where learners are in
their learning and where they need to be to achieve the requirements of the unit
under study.
Part A
1. List the most recent significant change to the chosen organisation’s structure,
processes, technology and/or people.
2.
What external factor/s was this change in response to?
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 8 of 61
BizOps is an established organisation in Australia that provides good quality services
from the senior management level to the operational level within the large sized
business organisations and the small organisations too. The employees’ performances
have improved with the changes in organisational structure; furthermore leading to
deliver outcomes based support and enhancing the organisational efficiency. The
business processes are changed with the help of implementing new and advanced
technologies for marketing the products and services properly. It has also allowed
creating an online business and adopting sustainable approaches (Anderson 2016). The
structure of the organisation is changed from functional to matrix structure to gain the
benefits of both functional and divisional structures. Because of the lack of an effective
leader, the company has changed its culture to hierarchical culture to maintain a
formalised and structured work environment and make the organisation function
properly.
There were various external factors that gave rise to the issues and so it was needed for
the organisation to respond to those immediately. For overcoming these issues, the
changes were made such as adopting the hierarchical culture of the organisation, matrix
structure was followed to enable transparency and good communication between the
managers and employees of the organisation. The environmental factors included
embracing sustainable approaches to deliver green solutions and even enhance the
customer base by creating positive mindset among them. The external factors to which
change should be done include use of Lean Manufacturing system for managing supply
of good quality raw materials and resources for overcoming the shipping and scheduling
issues at BizOps (Burke 2017).

3. Explain why team-building is considered an organisational development
intervention and critical for change management.
Part B
1. To identify the organisation’s objectives, what sources would you consult
regarding your chosen organisation?
2. Identify the strategies that your chosen organisation is pursuing in order to meet
its organisational objectives and classify them according to the types of
corporate and competitive strategies presented in the topic.
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 9 of 61
To identify the objectives, it is important to consult with the manager of the organisation. It
is also necessary to check the Enterprise business report of BizOps for finding out the issues
faced by the organisation and even monitor the budget to estimate the expenditures and
earnings for the past few years (Cummings and Worley 2014).
To achieve the organisational goals and objectives, the financial resources should be
strengthened for the achievement of growth objectives and ensure that the financial
resources are string and can be derived properly from the cash reserves. The physical
resources were checked properly to make sure that the plants, machineries and equipments
should be used properly to enhance the production level and allow the company to gain
competitive advantage in business (Huhtala, Kaptein and Feldt 2016).
The organisation was facing issues like financial instability and less market share along
with lack of proper training provided to the managers, which resulted in replacement of
managers frequently. The team building activities were managed to train the workers and
enhance their skills, knowledge and expertise level to make them perform to their
potential. This would help BizOps to develop the team and align their aims with the
organisational goals and objectives, develop good relationships between the leaders and
team members, overcome issues within the team and improve organisational effectiveness.
The team building activities thus could improve the organisational structure and
implement changes to create a healthy workforce and ensure that the employees work
harder to achieve the desired objectives (Cameron and Green 2015).

Part C
1. As a result of the recent change in your chosen organisation, identify the
changes to the structure, work processes and technology, and/or people.
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 10 of 61
With the establishment of a good structure and culture within the organisation, it has become
easy for BizOps to manage its business operations properly as well as gain sufficient amount
of profit to sustain in business. The technological implementation has resulted in improving
the productivity level and enhanced the workforce efficiency too. With the training provided
to the workers of the organisation, they have become more skilled and knowledgeable and
this has increased the organisation’s production level and allowed the company to handle
critical situations with ease and effectiveness. The company was facing financial issues, due
to which lesser investments were done and by maintaining a good culture, it was easy for
BizOps to control the costs and increase the profit level (Rummler and Brache 2012). The
employees experienced high morale level, which make them perform to their potential.

2. Identify the roles of the experts or specialists who could help you to analyse the
need for and effects of change on people within your chosen organisation.
Part D
Consider the following scenario in relation to your chosen organisation, then answer
the questions.
Scenario
Your manager has asked you to identify the major trends in the external
environment that are likely to affect the achievement of the organisational
objectives. She also wants to know the internal strength and weaknesses,
and how these may affect the organisation’s response to the trends.
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 11 of 61
The manager could play a vital role to predict the outcomes that might be generated by
enabling changes within the organisation. Organisational changes mean changes on people,
which has created a good and skilled workforce that is capable of handling critical situations
with ease and effectiveness. Changes helped in providing the right amounts of wages to
people and kept them satisfied as well. Proper legislations related to wages structure should
be imposed to ensure that inappropriate taxes were not put, which might reduce the wages of
employees (Anderson 2016).
 The manager could play a vital role to predict the outcomes that might be generated
by enabling changes within the organisation.
 The sales team members designed an effective three month pilot project for the
management of sales reaching out to the banks and carrying out the comparison
between the previous and present year’s sales.
 The strategic consultants focused on many things other than the management of
decisions to look into the company closely and identify the issues faced at BizOps.
 The business partners are also considered as experts who manage the functional areas
and create value while integrating the acquisition, develop strategies and finally make
decisions by obtaining the marketing feedbacks.
 The IT specialists manage the information system through storage and retrieval of
data and information used for making effective business decisions while ensuring
successful change process.
 The HR manager provided training to the staffs for enhancing their skills and
knowledge.

1. What sources would you consult to research political/legal, economic,
sociocultural and technological trends?
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 12 of 61
The business report of BizOps is considered as a major source for conducting research on the
political/legal, economic, socio-cultural and technological trends affecting the business
functioning. The political trends include the legislations and regulatory bodies that can help to
manage the workforce properly by making supply of good quality raw materials and even
find replacement for the existing managers.
Political
Introducing goods and services tax change in the minimum wages law.
Economic
Increased rate of unemployment, lower rate of interest and reduction in market share.
Social
Managing business online and use of technology supported by computer systems.
Technological
Growth in population, ageing population and changes in demands of customers have resulted
in making the company implement newer and advanced technologies (Burke 2017).
The information and data were gathered from various secondary sources like relevant
journals, articles and documents that had been found relevant to the topic. Few articles
included the PESTLE analysis, which helped in collecting the data while the Government
websites had been found suitable for obtaining appropriate data for the organisation. The
company’s financial reports for various years were also assessed to collect these kinds of
information.

2. To research what your major competitor is doing, what sources would you
consult?
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 13 of 61
The competitors have taken the market share of BizOps , because of which, the company has
faced difficulties in maintaining a stable condition. He competitors have delivered similar
kinds of services at lower prices that has also made the customers inclined to the other
companies (Cameron and Green 2015).
The secondary sources were analysed to obtain information about the competitors of the
organisation and even the Porter’s five forces consisting of the competitive rivalries in
business. The Government websites were accessed to find out authentic data whereas the
f9nancial reports were determined to check how much well BizOps has fared when compared
with the sales and financial outcomes of its competitors in business.

3. List the steps you would take to conduct a SWOT analysis to identify the
organisation’s requirements.
trends?
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 14 of 61
Because of the issues faced by the organisation, it is always important to identify the
requirements of the organisation and analyse the current strengths, weaknesses, opportunities
and threats to create a sustainable place in the market.
Strengths
There are more than 150 outlets of BizOps located strategically and the turnover of staffs is
also quite low, which is a major strength.
Weaknesses
The online marketing activities are not quite good and there is breakaway of customers,
which has led to reduction of many potential customers (Cummings and Worley 2014).
Opportunities
There are enough opportunities for the company to increase the online marketing to generate
more revenue in business and even retain the market share that was previously taken by the
other companies within the industry.
Threats

4. In developing a priority list of change requirements, what process would you
follow?
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 15 of 61
To enable successful change management by following the requirements at BizOps,
Readiness assessment and obtaining the feedbacks of employees are essential. This could
help in monitoring various important things and identify the areas of weaknesses, where
changes should be done. By predicting the outcomes that might be generated due to lack of
change management, the change requirements were assessed and implemented to ensure
successful running of the business. This could also overcome the various issues like financial
instability and lack of ability to find the most skilled managers (Huhtala, Kaptein and Feldt
2016).
Gaps between the current and desired situations
The financial condition of the organisation was not satisfactory and so the manager desired to
improve its condition by managing changes for enhancing the profit level and gain
competitive advantage in business.
Identify and discuss high-level change impacts
Changes could result in improving organisational productivity and achieve higher profit
levels. By making investments, changes would be possible as well.
Change requirements to identify priorities
The change requirements include development of a team consisting of skilled team members.
The investments should be done for improving the structure and maintain a strong culture too.
By identify change requirements, the company would also be able to identify the priorities
and areas of strengths that could create additional opportunities for the organisation to sustain
in the competitive business environment.

FORMATIVE LEARNING CHECKPOINT 2 –DEVELOP CHANGE MANAGEMENT
STRATEGY
This learning checkpoint allows you to review your skills and knowledge in
developing a change management strategy.
Part A
1. What techniques and tools did the organisation use to assess the impact of the
proposed change?
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 16 of 61
The organization made the changes for accomplishing the long term stability and
strengthened positioning. In order to achieve such purpose, the company even used
some of the tools and techniques as well. The following techniques are used:
 Extensive market research
 Internal and external market analysis (SWOT and PEST)
 Employee feedback
 Group activity

Part B
1. What techniques and tools did the organisation use to assess change readiness?
2.
Yo
u are considering a change in your personal life. This may be a purchase of a
new house or a commitment to compete in a half-marathon in Hawaii. Conduct a
force field analysis to identify the driving and resisting forces in helping you to
make a decision. List the driving and resisting forces for change.
P
a
rt
C
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 17 of 61
In order to assess the change readiness, the organisation has adopted some of the
specific techniques. These tools and techniques are mentioned below:
 Development of the Risk assessment Plan
 Assessing the Buy-in-index to collect the responses
 Formulating the change readiness assessment that includes the satisfactory
changes necessary for the company.
In order to make the effective decisions regarding the purchase of the house, it is
necessary to identify the driving and resisting forces. These identified forces are stated
further:
 Defining the changes: The main aim of the future is to purchase a new house
with a feasible amount of money.
 Mind Map or Brainstorming the Driving Forces: The reasonable price,
convenient location, and the relevant procedures would be accepted.
 Restraining Forces: The high prices and the transport inconvenience could be
the problematic aspects.
 Evaluation of the Restraining Forces: The high prices of the house could be the
strongest factor whereas the transport inconvenience could be the weakest factor
in this restraint.
 Review of the Forces: The flexibility in pricing structure can be managed
whereas the changes in the transport inconvenience can be influenced.
 Strategy: Communicating with the broker and the house owner could sort out the
emerging problems.
 Prioritized Actions: Adjusting with the needs and developing communication
would be helpful in this context.

1. Identify the organisation’s change vision. What is it and how has it been
communicated to stakeholders?
2.
W
hat alternative methods could the organisation have used to communicate its
change vision?
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 18 of 61
The vision of the organisation is to facilitate change in the proper management scenario.
The training and evaluation session of the executive managers needs to be determined. It
is noted that the improvement of the organisational functionalities would be effective
enough in implementing changes within the organisation. However, in order to implement
the change, it is necessary to communicate this with the stakeholder group. The following
communication channel would be effective for establishing the communication strategy
with the internal stakeholders.
 E-mail conversation
 Weekly or monthly conference meeting
 Face to face conversation
In order to facilitate the changes within the organisation, the company can adopt some of
the other alternative solutions as well. These alternative solutions are presented below:
 Adjustments with the incremental purposes
 Proposing the cross-functional training
 Observing the trial period
 Influencing the organisational strategy through open communication

3. Identify the organisation’s change vision. What is it and how has it been
communicated to stakeholders
Part D
1. Review the change implementation plan for your chosen organisation. Consider
the components, style and clarity, and level of detail. With the benefit of
hindsight and your knowledge from Topic 2, identify how this change plan could
be improved.
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 19 of 61
The company pays attention towards the future development of the strategic positioning
through developing the product features and the competitive positions. However, it has
been observed that the lack of necessary management attribute and the functional
efficiency to accomplish the goals. The development of the open communication,
sending and receiving emails, arranging the weekly and monthly conference meeting,
and direct communication would be beneficial to communicate the issues with the
stakeholders.
The ideas developed in the previous section of study determines that the organisational
changes are implemented for the betterment of the management structure, improvement
of the communication procedures, and organising the functionalities in a better way.
Therefore, it can be recommended that the organisation could undertake the effective
training and development session to enhance the competent skills of the employees.
Moreover, the organisation has adopted the hierarchal or the matrix structure for
improving the organisational functionalities and corporate governance procedure. In
addition to this, the changes in the organisational culture are also developed in this
context.

2. From your personal force field analysis, identify strategies to enable you to
increase the driving forces and decrease the resisting forces.
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 20 of 61
The force field analysis provides the concerns regarding the pricing and the convenience
of the transportation and the location for purchasing a new house. After identifying the
driving forces, some of the specific strategies are developed accordingly. The following
strategies can be followed:
Increase Driving Force:
 Understanding the perspective values of the stakeholders
 Development of the negotiation process
 Establishing the communication transparency
Decrease Resisting Forces:
 Developing the group cohesiveness
 Managing the interpersonal skills
 Offering the adequate resources would also be quite effective in decreasing the
resisting forces.
 Development of the open conversation is also important

3. Develop a basic change management plan for you to implement your personal
change.
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 21 of 61
The basic change management procedure is as follows:
 Creating the sense of urgency
 Building the guiding coalition
 Formulation of the strategic initiatives and vision
 Enlistment of the group of stakeholders
 Enabling the actions by eliminating the considerable barriers
 Generating the short-term wins
 Sustaining the acceleration
 Institutionalisation of the changes

FORMATIVE LEARNING CHECKPOINT 3 –IMPLEMENT CHANGE MANAGEMENT
STRATEGY
This learning checkpoint allows you to review your skills and knowledge in
implementing the change management strategy.
Part A
1. What will help you to identify and plan when meeting stakeholder
communication needs, including reporting requirements?
2.
W
hat communications methods could you use to communicate with stakeholders
that require close management?
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 22 of 61
In order to meet the communication needs of the stakeholders, the organisation can
follow the mentioned strategies:
 Arranging the weekly/monthly/annual meetings with the employees would be
helpful in understanding the concerns.
 The conference call is one of the most fruitful mediums to identify the needs.
 Formulating the email, newsletter, or posters would be quite significant approach
to deliver message.
The following communication can be followed for developing the effective
communication among the stakeholders.
 E-mail conversation
 Weekly or monthly conference meeting
 Face to face conversation

3. What communication methods could you use to communicate with stakeholders
that need to be kept informed?
4.
L
ist the communication methods that your organisation, or the one that you have
chosen, uses to implement and embed change.
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 23 of 61
It is essential for the organisation to keep the stakeholders updated about the changes
and necessity of the changes. Therefore, the following procedures can be adopted to
convey the messages to all groups of stakeholders.
 Verbal communication (Storytelling and direct meeting)
 Written Communication (Social media and Email)
 Oral Communication
 Face-to-Face Communication (Meetings)
 Non-verbal communication
 Visual communication
The following communication is undertaken for implementing and embedding changes
 The continuous review and monitoring
 Employee feedback sharing
 Internal survey
 Direct communication through weekly meeting
 Emailing and interviews

Part B
1. If members of a team were experiencing issues working together, what types of
organisational development interventions could you implement?
2.
I
f you are part of a dedicated change team implementing a major strategic
change project with the organisation, whose support would you seek to ensure
that training and development needs change activities are effectively
implemented and new behaviour embedded?
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 24 of 61
The development of the organisational change sometimes causes some of the significant
issues. The associated employees may face the issues with the cultural and lingual
differences. In such cases, the following development or the interventions can be
adopted.
 Formulation of the group activities
 Development of the cross-cultural functionalities
 Supports derived from the translators.
When the company implement the fruitful strategies to facilitate change management, it
is becomes important to ensure the proper strategic activities. The company can seek help
from the senior management or the experts’ advices to develop the training and
development session. The senior executive manager can provide the training to the
employees to inform them about the necessary norms and policies.

3. If you are part of a dedicated change team implementing a major strategic
change project with the organisation, whose support would you seek to ensure
that training and development needs change activities are effectively
implemented and new behaviour embedded?
Part C
4. What strategies have been implemented in your organisation’s change project
to manage barriers and employee resistance?
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 25 of 61
The barriers are inevitable in the change management scenario. In order to overcome
these barriers, the organisation needs to follow the mentioned strategies:
 Engaging the employees in organisational functionalities would help in
increasing their interests.
 Developing the effective verbal and non-verbal communication would help .in
recognising the barriers and mitigating these barriers.
 Development of the effective organisational culture is necessary.
 Reducing the organisational complexity is also quite necessary for the company.
When the company implement the fruitful strategies to facilitate change management, it
is becomes important to ensure the proper strategic activities. The company can seek help
from the senior management or the experts’ advices to develop the training and
development session. The senior executive manager can provide the training to the
employees to inform them about the necessary norms and policies.

Part D
1. What change review and evaluation techniques were applied by your chosen
organisation?
2.
Ex
plain the process for ensuring that corrective actions are developed and
incorporated into the change plan.
3.
I
dentify the review and evaluation methods you would use for your personal
change plan.
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 26 of 61
The following review and evaluation techniques would be helpful for the organisation to
review and evaluate the change management techniques
 Development of the Risk assessment Plan
 Assessing the Buy-in-index to collect the responses
 Formulating the change readiness assessment that includes the satisfactory
changes necessary for the company.
 Employee feedback
 Open Communication
Before implementing the organisational change process, it is necessary to incorporate the
corrective actions. These corrective actions are measured through identifying the KPIs.
The key performance indicators for the corrective change are as follows:
 Measuring the employee turnover rate
 Response percentage to the open positioning
 The measurement of the employee satisfaction rate
 Measurement of the knowledge achieved with the training process
 External hires and internal promotion rate comparison
 Measurement of the salary competitive ratio

This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 27 of 61
The development of the structured and sequential review and evaluation method is
required for facilitating any change management process. There are some of the specific
steps to be taken into consideration for developing a structured evaluation plan. These
steps are provided further:
 Clarification of the program goals and objectives
 Development of the evaluation questions
 Description of the techniques used for review and monitoring
 Establishing the proper timeline for the evaluation activities

FINAL SUMMATIVE ASSESSMENTS
Summativeassessmentisusedaftertheinstructionperiod.Itistheprocessofcollectingevidenceandmakingju
dgmentsonwhethercompetencyhasbeenachieved,toconfirmthatanindividualcanperformtothestandardr
equiredintheworkplace,asspecifiedinatrainingpackageorvetaccreditedcourse.
HOW TO WORK THROUGH THIS FINAL ASSESSMENT
This final assessment is designed to assess your performance of competency for
the unit BSBINN601 LEAD AND MANAGE ORGANISATIONAL CHANGE, Release 1.
Your assessor or workplace supervisor will help you fully understand assessment
requirements for this unit.
The features of this final assessment are detailed in the following table.
Feature of the
assessment
resource
Explanation
Assessment
information and
scope
This section provides details of the unit of competency covered,
setting out information about the aims of the unit, what areas
are covered, how the assessment tasks must be completed and
how the assessment is conducted.
Are you ready for
assessment?
This section provides you with the opportunity to self-assess your
performance, to ensure that you are ready to commence the
assessment process.
Final assessment
overview
This section provides an outline of the final assessment tasks to
be covered, including options available.
Assessment plan You can confirm exactly which tasks and options you will
complete using the assessment plan. Your assessor will discuss
the various options with you and may also customise the
assessment tasks to suit specific requirements where needed.
Final assessment
tasks
This section outlines the final assessment tasks in detail,
including the relevant documentation you need to complete and
submit along with your final assessment tasks.
Record of outcome As you progress through the final assessment tasks, your
assessor will use the record of outcome to confirm your
performance and provide relevant advice and feedback.
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 28 of 61

FURTHER INFORMATION
Before you commence your final assessment tasks, you should review the information
provided by your training organisation about assessment. You should not commence your
final assessment tasks until you have read and understood this information.
ASSESSMENT INFORMATION AND SCOPE
Who is the final
assessment
designed for?
The final assessment is designed for candidates to
demonstrate their competency having completed
formal learning experiences in this unit. Candidates
may be in a real or simulated workplace environment.
Candidates may be undertaking the unit in a range of
learning situations, including private study, via a
traineeship arrangement or via other workplace-
supported means.
What are the aims
of the final
assessment tasks?
This unit describes skills and knowledge required to
determine strategic change requirements and
opportunities; and to develop, implement and
evaluate change management strategies.
It applies to managers with responsibilities that
extend across the organisation or across significant
parts of a large organisation. They may have a
dedicated role in human resources management or
human resources development, or work in a strategic
policy or planning area.
The unit takes a structured approach to change
management and applies to people with considerable
work experience and organisational knowledge.
The key outcomes are:
• Identify change requirements and opportunities
• Develop change management strategy
• Implement change management strategy
Prerequisites and
co-requisites
None
Legislative and
licensing
requirements
No licensing, legislative or certification requirements
apply to this unit at the time of publication.
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 29 of 61

SELF ASSESSMENT CHECKLIST
ARE YOU READY FOR ASSESSMENT?
You must ensure that you are ready to begin the final assessment. Complete the
following self-assessment checklist to confirm that you hold the skills and
knowledge required and feel ready to undertake a successful final assessment.
Topic Key outcomes
I am able to
perform
skills and
demonstrat
e
knowledge
satisfactoril
y in the
following
tasks.
q Topic 1 Identify change
requirements and
opportunities
q 1A Identify the forces for change and
the stages of the change process
q 1B Determine strategic change needs
through analysis of organisational
objectives
q 1C Review the current organisational
state to identify change requirements
q 1D Analyse the external environment
for impact on organisational
objectives
q 1E Review and prioritise change
requirements
q Topic 2 Develop change
management strategy
q 2A Analyse change impact
q 2B Assess change readiness
q 2C Develop the change vision and
strategy
q 2D Develop the change management
plan
q Topic 3 Implement change
management strategy
q 3A Plan communications and
education
q 3B Action activities to implement and
embed change
q 3C Manage barriers to implementing
and embedding change
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 30 of 61

q 3D Monitor change progress and
evaluate change effectiveness
If you have covered and feel confident in all of these areas, you are ready to
proceed to the final assessment.
Before you commence the assessment process, discuss with your assessor or
workplace supervisor any areas you do not feel confident in or have not covered.
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 31 of 61

ASSESSMENT TASK 1 - PART A – QUESTIONING
Purpose You will demonstrate a sound knowledge of the unit
requirements in your responses.
Instructions to the
candidate
All questions must be answered satisfactorily for Part A to
be completed satisfactorily.
There is no restriction on the length of the question
responses, or time restriction in completing the
assessment.
You must complete all questions unassisted by the
assessor or other personnel, but may refer to reference
material as needed.
Resources required The question responses section is the only resource
required for this questioning assessment to be completed.
Access to a computer (if submitting electronically)
Assessment conditions Assessment must be conducted in a safe environment
where evidence gathered demonstrates consistent
performance of typical activities experienced in the
management and leadership field of work and include
access to:
• relevant legislation and regulation
• workplace documentation and resources
• case studies, and where possible, real situations
• interaction with others.
Assessors must satisfy NVR/AQTF assessor requirements.
Reasonable adjustment If you do not wish to respond to the questions in written
form, an interview may be used as an alternative approach
if negotiated with your assessor.
CANDIDATE TO COMPLETE:
Candidate
name:
Date of
assessment:
Assessment
declaration:
I declare that no part of this assessment has been copied from
another person’s work, except where clearly noted on
documents or work submitted.
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 32 of 61

I declare that no part of this assessment has been written for
me by another person. I understand that plagiarism is a
serious offence that may lead to disciplinary action by my
training organisation.
Candidate
signature:
QUESTI
ON 1:
Explain why is it important to conduct an in depth analysis of an
organisational objectives when identifying strategic change?
Answe
r:
It is essential to conduct in depth analysis of the objectives of
the organization wherein this will help the entire organization
along with the employees of the organization to understand the
different requirements of the meeting that is required. This will
help in understanding the difficulties in achieving the objectives
as well. The proper analysis is essential in nature for proper
communication among the stakeholders as well. The
identification of the specific objectives helps in identifying the
key performance that can be helpful enough in undertaking the
suggestive actions. Moreover, it would be helpful for
accomplishing the business goals.
Traine
r
Feedb
ack
Marki
ng:
q Satisfact
ory
q Unsatisfa
ctory
QUESTI
ON 2:
Discuss the reasons for reviewing existing policies and practices against
strategic objectives in order to identify areas where changes are required?
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 33 of 61

Answ
er:
The policies and procedures have to be changed as this will help in
implementing the new changes that will be helpful in nature to understand
the different changes and to understand the loopholes in the previous
policies as well. The new policies and processes will be implemented in
such a way that it will help in making the process effective in nature
Train
er
Feed
back
Marki
ng:
q Satisfactory q Unsatisfactory
QUESTI
ON 3:
Provide three (3) examples of macro and micro environmental
forces that may impact on the achievement of an organisation’s
objectives and summarize how an external force / environment
can impact on change strategies.
Answe
r:
3 micro environmental forces
 Customers
 Employees
 General Public
3 macro environmental forces
 Demographic forces
 Technological factors
 Political forces
The external force has the clear impact on the business. It has
been observed that the political or the regulatory factors create
the obstacles in the business functionalities. It is important for
the business to develop the knowledge regarding the regulatory
factors to conduct the business process in a significant manner.
The technological development creates impact on customers’
demands. Therefore, it is essential for the business to
understand the basic needs and demands of the customers.
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 34 of 61

Hence, it can be stated that the influence of the external factors
is much significant in terms of conducting the business activities.
Traine
r
Feedb
ack
Marki
ng:
q Satisfact
ory
q Unsatisfa
ctory
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 35 of 61

QUESTIO
N 4:
Identify five (5) areas where major operational changes are required
due to performance gaps, business opportunities or threats or
management decisions.
Answe
r:
Forces that instigate changes:
External
 Political/legal
 Demographic
 Economic
 Technological
 Socio-cultural
Internal
 Restructure of the organisational culture for the new leadership purposes
 Declines of the affecting structure, rapid growth, and employee
performance
 The organisational culture issues are identified due to the poor employee
engagement and high employee turnover.
Trainer
Feedba
ck
Markin
g:
q Satisfactor
y
q Unsatisfactor
y
QUESTIO
N 5:
Discuss the reasons for reviewing and prioritising change requirements
or opportunities with relevant stakeholders or managers.
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 36 of 61

Answe
r:
It is essential in nature for prioritizing as well as reviewing the change
requirements as this will help in understanding the different necessities
of the stakeholders and this will help in assessing the nature of the risk
as well. It is necessary to engage the relevant stakeholder and
managers. Consulting these stakeholders and obtaining their approval
is necessary for reviewing and prioritising the change opportunities and
requirements. It is noticed that the supports derived from the
stakeholders develop the high power and high interests, people and
process. Hence, the involvement of the stakeholders is essential for
implementing changes within an organisation.
Trainer
Feedba
ck
Markin
g:
q Satisfactor
y
q Unsatisfactor
y
QUESTIO
N 6:
Describe the process you would undertake to initiate consultation with
stakeholders, specialists and experts to assist in the identification of
major change requirements and opportunities within an organisation.
Answe
r:
1. Identification of the different requirements for implementation of
the change
2. Proper assessment of the nature of the risks as this will help in
maintaining proper change management
3. Proper implementation of the entire plan with the different
requirements of the plans relating to change management
4. Sending emails to all the stakeholders and managers to inform
them about attending a meeting regarding a brainstorming
session.
5. Scheduling a teleconference or a video conference with the
concerned parties
Trainer
Feedba
ck
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 37 of 61

Markin
g:
q Satisfactor
y
q Unsatisfactor
y
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 38 of 61

QUESTIO
N 7:
Define the term “Cost-Benefit Analysis” and discuss the role it plays for
high priority change requirements and opportunities within an
organisation.
Answe
r:
This is systematic approach that helps in estimating the weaknesses
and strengths of the different alternatives. It is used to determine the
requirements or the investments of the project as well.
The role of cost benefit analysis is as follows:
1. To identify whether the decision that is made is sound in nature
2. To provide proper base for comparing the different projects that
involves comparing total expected cost of the different
requirements
Trainer
Feedba
ck
Markin
g:
q Satisfactor
y
q Unsatisfactor
y
QUESTIO
N 8:
Define the term “Risk Analysis” and discuss the role it plays for high
priority change requirements and opportunities within an organisation.
Answer
:
Risk analysis is defined as both qualitative as well as quantitative in
nature wherein it is difficult to ascertain the probability of when
something is going wrong and some implementation is required to
understand the requirements of the change.
Role:
1. To identify the potential problems
2. To properly mitigate the different risks that are involved in the
achievement of the different objectives
Trainer
Feedba
ck
Markin
g:
q Satisfactory q Unsatisfactor
y
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 39 of 61

QUESTIO
N 9:
List five (5) potential barriers to change and provide five (5) possible
strategies, you could use to address these barriers.
Answer
:
5 potential barriers
 Differences in viewpoints and perceptions
 Lack of proper attention as well as interest
 Use of the jargon
 Cultural differences
 Physical barriers to non verbal communication
5 possible Strategies
 Conflict Management
 Counselling
 Continuous monitoring of the external environment
 Rewards and recognition process
 Analysis of the risks posed by the new shifts and trends
 Conducting the regular risk management audit
Trainer
Feedba
ck
Markin
g:
q Satisfactor
y
q Unsatisfacto
ry
QUEST
ION 10:
Explain the purpose of a change management project plan and describe
its relevant components.
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 40 of 61

Answ
er:
The one size fits all approach is not at all effective in nature for the
change management. There are three elements about the change
management wherein the situational characteristics as well as
awareness relating to the change is essential in nature and the
attributes has to be properly implemented by understanding the
requirements of the change. A proper team structure is essential in
nature as this will help in identification of the change management
team. Lastly, the change management strategy analysis has to be
properly implemented by the company in order to meet the
requirements of the business. It is important to mention that the project
plan of the change management helps in implementing the suggestive
changes and embedding the new structures, behaviour, and process
within an organisation. A structured change management plan is
associated with some of the specific components, which are as follows:
 It is necessary to explain the reason for change
 Establishment of the vision and strategy for change
 Describing the activities for facilitating changes that include
organisational development intervention and communication
activities.
 Scheduling time frame for the implementation of the change
management activities along with the establishment of the
milestones
 Preparation of the budgetary list including the information of the
existing resources
 Maintenance of the responsibilities for obtaining the approval for
the change actions
 Undertaking the risk control and treatment or developing the
existing barrier management strategies
 Continuous monitoring for managing the corrective actions
 Changing the effectiveness of evaluation methods
Traine
r
Feedb
ack
Marki
ng:
q Satisfactory q Unsatisfactor
y
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 41 of 61

QUEST
ION 11:
Elaborate on the process you would follow to obtain approvals from
relevant authorities to confirm the change management process
Answ
er:
1. Understanding the entire process of approval
2. Proper determination of the requirements of the business
3. Proper identification of the influencers who are major and align to
them as well
4. Understanding the needs that are specific in nature
5. Proper understanding of the common requirements of information
6. Proper way of obtaining information from the decision makers who
are at the executive level
Traine
r
Feedb
ack
Marki
ng:
q Satisfactory q Unsatisfactor
y
QUEST Elaborate on the process you would follow to assign resources to a
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 42 of 61

ION 12: project and communicate with relevant managers
Answ
er:
1. Proper planning of the planning of the resource as this will help in
analysing the requirement of the resources
2. Proper estimation of the resources is essential in nature as well as
this will help in estimating the data that is required for the
management purpose
3. Proper estimation of the durations of the activity as this will help
in understanding the time required for completion of activities
4. The critical path and the schedule of the project has to be
properly approved as this will help in enhancing the resource
assignments
5. Proper levelling of resources is essential as this will help in human
resource planning and scheduling of different activities
Traine
r
Feedb
ack
Marki
ng:
q Satisfactory q Unsatisfactor
y
QUEST
ION 13:
Provide (4) examples of methods of communication you could use to
communicate effectively with different stakeholders and explain why it
is important to always maintain a professional level of communication
especially during the change management process.
Answ
er:
1. With the help of the emails and other social networking sites
2. With the help of cell phones and other landline phones that will
help in becoming the key tool of the business
3. With the help of fax machines and informing them about the
meetings and other important information as well
4. Video and web conferencing is essential as this will help in
making the stakeholders understand about the requirements of
the different meetings
Traine
r
Feedb
ack
Marki q Satisfactory q Unsatisfactor
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 43 of 61

ng: y
QUEST
ION 14:
Provide three (3) examples of modern technological equipment or
software that you could use to arrange and manage meetings to
communicate effectively to relevant stakeholders.
Answe
r:
The tools for arranging as well as manage different meetings are:
1. Communicating through different tools such as emails, cell phones
2. By providing minutes of the meeting with the help of internet as this
is a major tool in managing meetings
3. Lastly, with online chat tools it can be easier for conducting
different meetings and making the employees understand about the
meeting requirements
Traine
r
Feedb
ack
Marki
ng:
q Satisfactory q Unsatisfactory
QUESTI
ON 15:
When consulting with relevant groups and stakeholders for input into
the change process, you are required to follow particular steps
according to Kotter. Can you please list the relevant steps involved?
Answer
:
1. Creating proper sense of urgency
2. Building a proper guiding coalition
3. Form strategic vision as well as initiatives
4. Proper enlisting of the volunteer army
5. Proper enabling of actions by removing the different barriers
6. Proper generation of short term wins
7. Proper sustaining of acceleration
8. Proper institution of change
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 44 of 61

Trainer
Feedba
ck
Markin
g:
q Satisfactor
y
q Unsatisfactor
y
QUEST
ION 16:
Explain why it is important to identify and responds to barriers to change
according to the risk management plans.
Answe
r:
It is essential to identify as well as respond to the barrier to the changes
according to the risk management plan as this will help in being aware
about the risks that can be removed and this will help in maintaining
proper quality as well as understanding the workforce issues. This will help
the management individuals in reducing such issues with proper
implementation of strategies.
Traine
r
Feedb
ack
Marki
ng:
q Satisfactory q Unsatisfactory
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 45 of 61

QUESTI
ON 17:
Provide an example of the action interventions or activities that are set
out in a project plan taking into account the project timetable.
Answer
:
The estimation of the duration is essential in nature as in this step the
requirement of the stakeholders is reviewed properly and this will help
in estimating the cost of the resources that are required. The following
activities are needed to be taken into consideration:
 It is necessary to list up the organisational intervention and
communications activities for developing the changes
 While conducting the business activities for the change
management purposes, it is necessary to schedule the time
accordingly. The milestones are needed to be included.
 Managing the resources necessary for implementing the changes
within the organisation
 Controlling the probable risks and eliminating the management
barriers
 Preparing a structured budget
Trainer
Feedba
ck
Markin
g:
q Satisfactor
y
q Unsatisfactor
y
QUESTI
ON 18:
Identify three (3) strategies for embedding change in an organisation
structure, people and processes.
Answer
:
1. ECM is a proper capability wherein consistent investment and
effort is required
2. The baseline capability model will help in increasing the
capability of the organizational standards as well as increasing
the competency
3. Creating a proper as well as multiyear change capability plan as
this will help in changing the leadership as well as the
competencies
4. Consultation of the process
5. Development of the team
6. Arranging the survey feedback
7. Development of the intergroup
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 46 of 61

8. Redesign of the job
9. Sensitivity training
10.Planning of the career
11.Establishment of the training and development session
Trainer
Feedba
ck
f
Markin
g:
q Satisfactor
y
q Unsatisfactor
y
QUESTI
ON 19:
Provide an example of the action interventions or activities that are set
out in a project plan taking into account the project timetable?
Answer
:
The estimation of the duration is essential in nature as in this step the
requirement of the stakeholders is reviewed properly and this will help
in estimating the cost of the resources that are required. The following
activities are needed to be determined:
 Communicating with the stakeholders through meeting, emails,
and face-to-face conversation
 The change management project is needed to be completed
within 2 months time.
 The approval is needed to be obtained from the higher
management regarding the activities and the management
interventions
 The involvement of the stakeholders and the sufficient capital
resources are needed to be developed.
 A contingency plan will be followed to mitigate the underlying
risks and management barriers. Developing the
communicational transparency and crisis communication would
also be helpful in eliminating these barriers during the change
implementation.
 Continuous measuring and monitoring the change evaluation
process would help in managing the corrective actions.
Trainer
Feedba
ck
Markin
g:
q Satisfactor
y
q Unsatisfactor
y
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 47 of 61

QUESTI
ON 20:
How would you prioritise opportunities for changes with input from
managers?
Answer
:
With the help of Hierarchy of the purpose, the managers of the
organization will help in aligning different strategic objectives as this
will provide the managers the opportunities to perform better than the
competitors and implement different strategies as well that will help in
prioritising the changes that are required to be implemented.
Trainer
Feedba
ck
Markin
g:
q Satisfactor
y
q Unsatisfactor
y
QUESTI
ON 21: Explain how organisational behaviour can impact on change strategies
Answer
:
The organizational behaviour can implement proper culture in the
organization as this will help in making the new employees mix well
with the social culture of the entire organization. The organizational
behaviour will help in motivating the employees in the organization and
this will help in making the employees performing best in their
respective field. This will help in making the employees gain proper
confidence in the organization in performing different tasks. While
implementing the change management initiatives, it is essential to
change the behaviour and attitudes of the individuals accordingly. The
resistance of the changes of the new activities would be helpful enough
in eliminating the old activities. The change actions are required more
specifically to accomplish the goals and objectives of the organisation.
It is important for the leaders to remove the emerging barriers that
may create obstacles in accomplishing the organisational objectives.
They need to pay attention towards increasing the driving forces for
ensuring change and decreasing the resistance to change. In addition
to this, the senior management needs to structure the model for
developing the desired behaviour to lower-level management
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 48 of 61

employees.
Trainer
Feedba
ck
Markin
g:
q Satisfactor
y
q Unsatisfactor
y
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 49 of 61

ASSESSMENT TASK 2 - PART B – PROJECT: LEAD AND MANAGE
ORGANISATIONAL CHANGE AT BIZOPS ENTERPRISES
Purpose You will demonstrate your skills and knowledge by completing a
scenario-based project.
Task
overvie
w and
context
You are recently appointed as the Talent and Culture Manager for a
local retail company called BizOps Enterprises.
On your second day at work, your CEO called you for a meeting to
discuss the upcoming change in management within the organisation.
During the meeting he informs you that the current financial standing
of the organisation is not satisfactory and believes that change is
inevitable at BizOps Enterprises and therefore, wants you to lead the
way during this necessary period of change.
The CEO provides you with a business report and advises you to
examine the relevant key points and provide a detailed report on your
proposed changes.
BizOps Enterprises Business Report
 Over the past three months, the company has lost several of
its key managers. This has had a serious effect on the
corporate culture.
 Executive management have not yet found qualified
replacements for these managers. Instead, they have been
hiring unqualified trainees to cut further operational costs.
 Competitors have begun to take market share and the
company has not implemented the required changes to
products and services to stay relevant in the market. As a
result, the company is finding it very difficult to stay
competitive.
 New technologies have been purchased but not yet
implemented throughout the organisation because the
required training has not been organised. As a result, resources
are either lacking or not being used effectively.
 As a result of the financial standing, cost cutting has been
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 50 of 61

inevitable. This has been very emotionally taxing on staff and
the company has had to sublet part of its office space.
 Due to the business downturn, it has been left with no other
option but to introduce the Lean Manufacturing System. This
has significantly impacted the way the company orders raw
materials, which has created issues with the shipping and
receiving schedule.
 Manufacturing habits require a redesign in the manufacturing
division as a consequence.
 Staff morale and productivity are at record lows. Management
intervention is vital in maintaining time lines and the
company’s milestones.
The company vision statement is outdated and does not reflect
current situations.
Instruct
ions to
the
candida
te
Now that you are aware of the relevant issues, you may need to
consider how you will work and communicate effectively with other
departmental managers and the human resources department to
develop a corporate culture that accepts your proposed change.
It is also recommended that you consult the following documents in
order to complete this project:
 BizOps Enterprises Business Plan Extract 2015-2020
 BizOps Enterprises Vision, Mission and Values Statement
 BizOps Enterprises Operational Plan
 BizOps Organisational charts for initiating and maintaining
communication with the relevant stakeholders
See the ‘Resources required’ section for how to access these.
Complete the following tasks. Submit your responses in documents
that are appropriate for each task.
You are required to undertake the following tasks:
1. Identify strategic change needs through an analysis of
organisational objectives and the corporate and/or competitive
strategies
2. Identify change requirements:
a) Conduct an analysis of the organisation’s internal and
external environments to identify impacts on the new strategic
objectives using appropriate analytical tools such as the PEST
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 51 of 61

framework for external analysis.
b) Provide a SWOT analysis summary of the organisation's
strengths, weaknesses, opportunities and threats in relation to
the organisational objectives and corporate and/or competitive
strategies.
c) Provide a list of prioritised change requirements to meet
organisational objectives. Identify who was consulted to
determine priorities/.
3.Select the highest priority change requirement and conduct an
analysis of the impact of the change. To demonstrate the change
impact, provide evidence of:
 findings from a cost–benefit analysis
4. Conduct a change readiness assessment:
 Explain what methods you would use to gather information
relating to the change readiness of the organisation.
 Provide a list of strategies to increase the driving forces and
reduce the restraining forces
5.Develop the change vision statement and identify the methods you
will use to communicate the vision to motivate staff.
6. Formulate the change strategy, identifying the guiding
principles and high-level or broad tactics to realise the benefits of the
change.
7.Develop the change project management plan, incorporating the
following components:
 The change activities, including communications activities and
organisational development interventions
 Time lines, including milestones
 Responsibilities for change actions, including reporting
protocols, and their approval/sign-off
 Resources, including human, time, money and
materials/equipment, required for each activity
 Risk control and treatments
 How resistance will be managed, identifying how you negotiate
to win support and what interventions will be used
 How the change will be monitored, and what methods will be
used to identify issues and incorporate any correction actions
 How change effectiveness will be evaluated and what
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 52 of 61

measures will be used
How the actions/methods you have identified for new behaviours will
become the norm to ensure change is embedded
Instruct
ions to
the
candida
te
Now that you are aware of the relevant issues, you may need to
consider how you will work and communicate effectively with other
departmental managers and the human resources department to
develop a corporate culture that accepts your proposed change.
It is also recommended that you consult the following documents in
order to complete this project:
 BizOps Enterprises Business Plan Extract 2015-2020
 BizOps Enterprises Vision, Mission and Values Statement
 BizOps Enterprises Operational Plan
 BizOps Organisational charts for initiating and maintaining
communication with the relevant stakeholders
Complete the following tasks.
Submit your responses in documents that are appropriate for each
task
All project criteria outlined must be covered satisfactorily for Part B to
be completed satisfactorily.
You must complete the project unassisted by the assessor or other
personnel, but may refer to reference material as needed.
Resourc
es
require
d
The following materials are required for this project to be completed:
• Business technology, including a computer and internet access
• BizOps Enterprises documents are provided via email by your
trainer
o Pest Analysis Template
o SWOT Analysis Template
o Cost Benefit Analysis Template
o BizOps Project Implementation Template
Assess
ment
Assessment must be conducted in a safe environment where
evidence gathered demonstrates consistent performance of typical
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 53 of 61

conditio
ns
activities experienced in the management and leadership field of
work and include access to:
• relevant legislation and regulation
• workplace documentation and resources
• case studies, and where possible, real situations
• interaction with others.
Assessors must satisfy NVR/AQTF assessor requirements.
Reason
able
adjustm
ent
If you are unable to undertake the project assessment as designed, a
further scenario/project may be used as an alternative approach if
negotiated with your assessor.
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 54 of 61

CANDIDATE TO COMPLETE
Candidate name:
Project
submitted:
I have produced and provided the following detailed report
with proper formatting: Front page , table of contents, page numbers, A list of identified strategic change needs An analysis of the impact on the organisation of the highest
priority change, including evidence from a gap analysis, cost–
benefit analysis and a risk analysis Action plan to ensure consultation and participation A list of identified and prioritised change requirements,
including evidence of a PEST analysis and a SWOT analysis,
and an explanation of the prioritisation tools and techniques
used An analysis of the impact on the organisation of the highest
priority change, including evidence from a cost–benefit
analysis A change readiness assessment, a summary of the driving and
restraining forces for change and strategies for dealing with
these forces A change vision statement with an explanation of the methods
used to communicate the vision A formulated, broad change strategy to realise the benefits of
change A comprehensive change project management plan A comprehensive Project Implementation plan and Business
Revision Plan
Assessment
declaration:
I declare that no part of this project assessment has been
completed from another person’s work, except where clearly
noted on documents or work submitted.
I declare that no part of this project assessment has been
produced for me by another person. I understand that plagiarism
is a serious offence that may lead to disciplinary action by my
training organisation.
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 55 of 61

Candidate
signature:
Date:
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 56 of 61

ASSESSOR TO COMPLETE
The project meets the following requirements:
Satisfactory
Unsatisfacto
ry
Strategic change needs were identified by analysing and interpreting
detailed information about organisational objectives and information
gathered and analysed from internal and external sources
Strategic change needs were identified by analysing and interpreting
detailed information about organisational objectives and information
gathered and analysed from internal and external sources
The external environment was monitored with information gathered and
analysed to identify events or trends that impact on the achievement of
organisational objectives
Problem-solving skills were used to identify, analyse and interpret issues
or barriers, and to develop responses
Major operational change requirements were identified through analysis
of performance gaps, business opportunities or threats, or management
decisions
Changes required were reviewed and prioritised in consultation with
relevant managers and using appropriate communication techniques
Stakeholders, specialists and experts were consulted to assist in the
identification of major change requirements or opportunities using
appropriate communication techniques
A cost–benefit analysis was undertaken for high-priority change
requirements and opportunities, with information gathered, analysed and
interpreted from external sources and organisational planning and
financial documents
Risk analysis and problem-solving were undertaken to identify, analyse
and interpret issues or barriers, and to develop responses or mitigation
strategies
The change management project plan was developed using appropriate
language and format for the audience and purpose, and approval was
obtained from relevant authorities
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 57 of 61

Resources were assigned to implement change activities and reporting
protocols were agreed on
The communication and education plan to promote the change and to
minimise loss was developed in consultation with relevant groups and
individuals to meet audience needs
The communication and education plan was implemented using a variety
of communication tools and strategies
Relevant groups and individuals were consulted for input into the change
process using inclusive and collaborative techniques to build and
maintain effective working relationships
Activities to implement and embed change were actioned with the
support of relevant stakeholders
Barriers to implementing and embedding change were identified and
implemented, with problems and conflict resolved using problem-solving
processes, conflict management techniques and negotiation
Regular monitoring and review of progress were undertaken in
consultation with stakeholders and by analysing performance results for
gaps
If corrective actions were required, appropriate steps were taken to
address issues and the project plan was modified to reflect amendments
to activities
The effectiveness of the change was evaluated through the measurement
of team, unit and organisational performance in relation to progress in
achieving organisational objectives
Feedback
:
All project criteria must be satisfactorily demonstrated by the candidate. The
project assessment has been confirmed:
q Satisfactory q Unsatisfactory
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 58 of 61

Please include recommendations for future training in cases where the candidate
has not satisfactorily achieved all criteria:
Declarati
on
I declare that this project assessment has been conducted as per the training
organisation’s assessment procedures and the instructions provided for this
assessment task, and that I have provided appropriate feedback to the candidate.
Assessor
name:
Assessor
signature
:
Date
marked:
This document is uncontrolled when printed
Assessment BSBINN601 Lead and manage organisational change Version 2.0 Sep 2017
©Shafston House College Ltd trading as Shafston School of Business Page 59 of 61