Organizational Development for Oz Market Consultancy

This assignment delves into organizational development strategies for Oz Market Consultancy. Students compare and contrast the Bridges and Kotter models of change, analyzing their suitability for the consultancy's scenario. A comprehensive plan is then formulated, incorporating communication strategies, conflict resolution, and a focus on continuous improvement through innovation. The assignment also emphasizes the importance of evaluating the costs and benefits of organizational development initiatives, with a particular emphasis on the break-even point.

BSBMGT615
Contribute to organization development

OVERALL ASSESSMENT RESULT
Full Name:
Student ID Number:
Class Batch:
Assessment Due Date:
Assessor Full Name:
Assessment
1 Outcome
□ Satisfactory □ Not Satisfactory Assessment 2 Outcome: □ Satisfactory □ Not
Satisfactory Assessment
3 Outcome
□ Satisfactory □ Not Satisfactory Assessment
4 Outcome
□ Satisfactory □ Not Satisfactory
Feedback to the student: Re-submission required:
Overall Assessment Outcome: □ Competent □ Not Yet Competent
Assessor’s Signature:
Date:

ASSESSMENT COVER SHEET
Please ensure this form is fully completed (including signature) prior to submitting.
Student ID Number:
Class Batch:
Student Name:
Unit code & Title Course:
Due Date: Module:
Trainer’s name:
PLAGIARISM
Plagiarism is the act of representing as one’s own original work the creative works of
another, without appropriate acknowledgement of the author or source.
COLLUSION

Collusion is the presentation by a student of an assignment as his or her own which is in
fact the result in whole or in part of unauthorized collaboration with another person or
persons. Collusion involves the cooperation of two or more students in plagiarism or
other forms of academic misconduct and as such, both parties are subject to disciplinary
action. Plagiarism and collusion constitute cheating.
Disciplinary action will be taken against students who engage in plagiarism and collusion
as outlined in the school’s policies. See ‘Student Discipline/Misconduct Policy’ and
‘Assessment Policy' Assignments must be typed using document software such as MS
Word; no handwritten assignments will be accepted (Unless, prior written confirmation is
provided by the Trainer/Assessor to confirm) STUDENT DECLARATION I hereby
certify that:
1. This assessment task is my own work based on my personal study/research and not the
work of another student and/or source
2. I have acknowledged all material and sources used to prepare this assessment task.
3. I have not plagiarised or copied any part of this assessment task from the work of any
other student or source.
4. This assessment task has not previously been submitted.
5. I am aware of the requirements set by my trainer.

6. I have retained a copy of this assessment task for my own records in the event I have to
reproduce my work.
Student’s Signature: _________________________________
Date _______________________
ASSESSMENT TRACKING: - Refer to the Overall Assessment Result for assessor’s
comments.
□ Draft Due Date: ____________________ Comments:
□ Submission Due Date: ______________________
Date submitted: __________________
Result: □ Competent □ NYC*
□ Re-submission Due Date: ______________________
Date submitted: __________________

Result: □ Competent (ungraded) □ NYC* * Please indicate a reason for Not Yet
Competent (NYC): (please select) □ NYC – after Academic Penalty □ NYC – after
resubmission □ NYC – not submitted in
Student assessment 1 BSBMGT615 Contribute to organization development
The following information outlines the assessment items students will be required to
complete for this unit. Note that some methods may require the collection of a number of
pieces of ‘evidence’ over a period of time. Other methods, such as the questioning
assessment, will take a more definitive amount of time.

Assessment Method 1
The following Project forms part of your final Assessment in gaining competency in
BSBMGT615 Contribute to organization development.
Part A – Develop an ODP in consultation Senior management at Oz Market Consulting
(PPT Attached)
Part B – Role Play Simulation
Team Leader: So, having gone through all the requirements, are you clear on the
organizational objectives?
Team Member (Finance Specialist): Yes, I think we agree that there is need to change in
accordance to industry trends. Innovation seems to be the leading factor for all
organization across the industries. It is good that Oz marketing has in place a plan to
incorporate change in its strategies.

Team Leader: Based on your analysis of the company data, do you think we are ready to
implement change?
Team Member: I could say yes and no because of the company strengths, weaknesses,
market opportunities and threats. First, I am aware that Oz Market is a strong local brand.
Customers are the company’s biggest resource factor. It is also great that the business has
the right skills in marketing and communication. This is what the business core.
However, it is of concern that the business is still a small business, which means the
budget is smaller and the technological inputs will be on a small scale. This means fewer
returns on investment.
Team Leader: Do you have any case study examples of businesses that have taken such a
risk and succeeded?
Team Member: Well, I could not really pin point a specific brand because businesses are
different. Circumstances under which Oz Market thrives may not be similar for every
other organization. Having said this, I should point out that market trends reveal a great
potential for small business today because of the digital marketing platform. There are
numerous success stories in e-commerce. Technology applications continue to boost
profits in small and large companies. Such inputs do not have to cost a fortune.
Team Leader: Where do you suggest we start?
Team Member: The first thing we need to do is clarify out resource base and the
opportunities we have. Our financial objective is to implement change within the shortest
time possible-within a small budget. While doing this, we cannot ignore some of the risk
factors. Therefore, with a budget of $1000, we can afford technology tools and devices

but we have to set another date for the training process because it would surpass the
budget.
Team Leader: What strategy would you use to ensure efficiency?
Team Member: I believe in the lean approach, which maximizes on returns and
minimizes wastage. In this case, we shall go for the most critical implementation and
these do not have to be expensive gadgets, or industry trends.
Team Leader: All right then that is, fine. Please engage with others in the
communication, marketing and human resources in case you need any clarification or
support. Let me know what I can do to fulfil the plan.
Project ObCost $ Benefit $ B-C
Service Pro 400 1000 600
Efficiency 300 2000 1700
Technology 150 5000 4850
Talent dev 500 3500 3000
Figure 1: Estimated excel sheet for cost benefits analysis
Part C - Team Charter

Company Objectives
 Lead in marketing and
communication
 Grow from small to
large business

Participants
 Finance specialist
 Business Analyst
 HR
 Communication
specialist
Conflict Resolution
 Interpersonal
relationships
 Management
support
Goals
 Improve service and
processes
 Ensure efficiency
 Technology and
innovation
 Talent and
development
Defined Skills
 Marketing
 Communication
 Business Management
 HR
 IT
Communication
Plan
 Meetings
 Emails
 Notice
boards
 Weekly plan
Milestones
( Activities and time
schedule)
Performance
expectations/Evaluation
 According to appraisal
Member
Contribution
 Departmental

 Growth stage
and contract
Signed: Each individual in the team shall be committed to the fulfillment of this plan,
within specific roles.
Part D - Communication plan
Figure 2: Communication plan according to stated plan for Oz marketing
Business
Analyst
Improved
service and
processes
Team leader
Financial
Specialist
Efficiency
management Team leader
Communciation
Specialist
Innovation
and
Technology
Team leader
Human
Resource
specialist
Talent
Development Team leader

Assessment Method 2
Managing Conflict Case study Student Name: The following Questions forms part of
your final Assessment in gaining competency in BSBMGT615 Contribute to organization
development Robert and Linda have worked in the same department for the past four
years. They have enjoyed a good working relationship and have socialized occasionally
at mainly work functions.
They were both invited to work on the ODP project and were excited by the challenge it
presents and the chance to be integral in the development of the organization Linda, the
business analyst, has worked on the OZMarket’s business strategy project and as such,
feels that she has proven her skills and has more experience than Robert has. Robert has
less experience than Linda but is adept at collaborative problem solving and team
development activities, being an HR specialist. You have noticed that there is an
increasing amount of tension between the two. Milestones in the project are being
affected, Senior Management have been notified and you need to address the situation.
1. Outline to Senior Management the processes you have used to consult with staff
during the OD process Explain how you have increased engagement and
participation.
In order to ensure that the business functions and processes are in order, I used the
following:
 Team work collaboration
 Helping employee to adapt to organizational plans

 Regular assessments for effectiveness and performance
 Strategic planning for each department
For increased participation, I encourage regular communication, surveys, effective
leadership and accountability. I also encourage employees to relax through a fun filled
environment for healthy social wellness. Confidentiality ensures that employees gain
trust in the management and I ensure that they experience the benefits of working in the
company.
2. What team development activities have you used to encourage collaborative
problem solving and how may these activities relate to the conflict between
Robert and Linda?
Team building exercises enable employees to tap into their strengths while appreciating
that of their colleagues. Through sports and fun activities organized occasionally, the
team engages in unified activities facilitated by an external consultant. These are also
critical in conflict resolution because of enhanced openness, personal development and
interaction.
3. Explain how you would facilitate groups to work through a resolution to problems to
achieve desired objectives.
Through creativity, I come up with ideas that challenge groups towards performance.
Rewarding winners and motivating losers is key to this as it creates a balance in the

organization. Having personal interaction with the aggrieved parties is also critical in
establishing the truth (Clegg, et al., 2015).
4. Explain how you will resolve this conflict between Robert and Linda to achieve
consensus or agreement.
It is important to identify the cause of conflict. In the case of Robert and Linda, role
specification through the creation of job groups is one way. It is also critical to establish
level of corporation so that each member feels part of the team. Appreciating each other
is critical therefore considering more than the incident is important. I also noted that
giving each member a chance to explain themselves helps to channel the way forward.
This then leads to a consensus from all parties.
5. Making sure you refer to your ODP, what sort of interventions might be necessary in
the scenario mentioned above? Which is your preferred option and why?
The preferred option is the introduction of change in the organization. This brings out the
objectives of Oz Marketing, and planned improvements such as efficiency and employee
engagement. If each employee feels part of the team, chances of performance are higher.
Therefore, talent development as part of change management includes negotiation,
adaptation and mentorship. This is a better way to intervene in such organizational
challenges.
6. You do not anticipate either of these staff members resigning however, Senior
Management expects you to prevent these sorts of issues. How may you learn from your

mistakes and facilitate an improved team development plan by brainstorming alternative
outcomes with staff. Include negotiation steps and formulate a plan for this possible
outcome. Submit this report as part of your portfolio of evidence.
Retaining employees is important for the organization. Negotiation is therefore important
through:
 Coaching
 Analysis of employee turnover
 Recruiting
 Creation of opportunities.
Both Robert and Linda need to embrace the company’s positive culture in order to stay
despite disagreements (George, 2015).
Assessment Method 3 – Oral Presentation
1. What have you done to ensure all company employees have maximized their
participation with the ODP as stated in your communications plan?
Engaging employees through surveys and constant communication feedback is important.
Through teamwork and team building exercises, employees get a chance to share their
ideas. Communication and confidentiality as well as coaching are also necessary.
3. What ‘speed humps’ have you experienced i.e. conflict in the group, legislation
issues and how were these overcome?

The greatest challenge has been lack of resources. The introduction of change is costly
and it takes time. In order to overcome this challenge, Oz marketing reduces on wastage
and capitalizes on efficiency.
4. What information (financial data in the form of reports, graphs or spreadsheets)
and other can you use to ensure senior management continue to support the
ODP.
The senior management needs to invest in business data systems for reliable evidence
based information. This is critical because technology input has the ability to encourage
efficiency in organizational functions. Oz marketing needs a budget, and a system that
monitors performance.
5. Present evidence of the interventions you have used to manage conflict and
facilitate problem solving during the organizational development process Deliver
your oral presentation to your trainer as if he or she were a member of Senior
Management at Oz Market Consulting. Submit a copy of your presentation
slides/notes as part of your portfolio of evidence.
When Linda and Robert were having professional conflict, as a senior manager, I had to
identify the root cause of the conflict in order to address the underlying issues. Creating
competent teams has challenges but turning them into opportunities for success is critical.
Instead of playing a blame game, it is important to support each employee’s strengths by

helping them to overcome their weaknesses. Change management through empowering
employees and developing a new business model proved ideal (Business Services, 2017).
Assessment Method 4 – Questions Student Name
1. Explain why developing a communication plan can contribute to problem solving
and achieving the ODP objectives? Which company role would implement these
plans?
A communication plan ensures that interpersonal relationships thrive. This is crucial for
daily interaction, conflict resolution, and fulfilling company objectives. The
communication specialist is responsible at the center stage of this implementation
process.
2. Explain some of the legislative impacts that need to be considered for
organizational development change to meet the needs and objectives?
When introducing change, industry regulations apply. These include IT, business and
marketing policies. The introduction of technology devices comes with concerns for
privacy and business laws on competition are critical.
3. In order to ensure senior management continue to support the ongoing ODP you
need to conduct a survey to convince them of staff engagement in the
organizational change process. Create four (4) questions to include in the staff
engagement survey. Set the survey up online at http://www.surveymonkey.comand
invite AT LEAST three participants. Include your interpretation of the results of
the survey in your portfolio of evidence.

The survey task carried the following survey questions:
 What challenges do you have in managing your daily functions
 Do you think things could be different, if so, how?
 Which department do you think needs an uplift?
 How do you feel about introducing technology systems in your department
From the participants, two people agreed that the current system ad challenges in
departments because of slow processes. One person felt the system was fine, but needed
an improved communication plan. From the analysis, all participants were ready for
progressive change.
4. List the strengths in William Bridges’ approach to change compared to the Kotter
model. Which is more relevant to the objectives of the Oz Market’s scenario
discussed in question 1.1? Explain your answer.
Bridges model of learning helps employees to embrace change through letting go of the
past, creating an open mind and initiating new beginnings. Employees need to understand
the reasons for change, and to consider the transition period before adopting short-term
plans for change. This may start with appreciating small milestones. As the organization
provides new opportunities for learning, employees develop new attitudes and behavior
change.
On the other hand, the Kotter model has eight steps of linear change that is ideal for
narrow structures like Oz Market Consultancy. It establishes the need for urgent change,
and it encourages collaboration. It also enhances communication of company ideals for
an empowered community. By incorporation change in the company, the organization is

able to redefine its culture. This model also encourages short-term progress for calculated
milestones (Al-Hadd & Kotnour, 2015).
5. Evaluate the plan formulated in question 1 and make note of all activities and
interventions that are necessary to realign organisational objectives as part of
continuous improvement. Describe the intervention strategy in detail.
The communication plan revolves around, daily interaction, conflict resolution, and
fulfilling company objectives. Implementing change through innovation boosts the
organization’s interaction.
By preventing resistance to change as a conflict issue, the organization facilitates for
success leading to efficiency (Bhasin, 2012). Change management is a continuous
strategy that covers all major areas of the organization namely the communication, HR,
and business units.
Fulfilling organizational objectives through innovation and technology in a continuous
process of change. It captures all segments of the Oz Market organization for overall
success
6. How ca******** cost******** benefits of organisational development be evaluated?
Why is a ‘break even’ point important to consider when doing a CBA?
A break-even analysis helps the organization gauge its profitability for the way forward.
Understanding a breakeven point identifies the point of profits for fixed costs and
efficiency in a small business like Oz Market Consultancy.

Bibliography
Al-Hadd, S. & Kotnour, T., 2015. Integrating the organizational change literature: a
model for succesful change. Journal of Organizational Change Management, 28(2), pp.
234-262.
Bhasin, S., 2012. An appropriate change strategy for lean success. Management
Decision, 50(3), pp. 439-458.
Business Services, 2017. Change management intervention models. [Online]
Available at: https://sielearning.tafensw.edu.au/MBA/bsbmgt608b/BusinessServices/lo/
1207_020138_608K_03_wi/1207_020138_608K_0305_wi.htm
[Accessed 5 November 2017].
Clegg, S. R., Kornberger, M. & Pitsis, T., 2015. Managing and organizations: An
introduction to theory and practice. s.l.:Sage.

George, C., 2015. Retaining professional workers: what makes them stay?. Employee
Relations, 37(1), pp. 102-121.