Employee Development and Organizational Growth

The assignment emphasizes the crucial role of employee development programs in fostering organizational growth. It highlights how providing employees with better opportunities, growth prospectives, and developmental options contributes to achieving desired organizational goals. The text stresses the necessity of maintaining a robust organizational development program to ensure continuous improvement and success.

Teacher Remarks:
BSBMGT615
Contribute to
Organisation
Development
Learner Workbook

1. Assessment criteria for BSBMGT615
2. Contribute to organisation development
In this document, you will find the foundation of what is required to become
competent in this unit. For further information on each element, you can refer to the
Assessment Matrix. Included in this document are the elements for the unit,
foundation skills, assessment requirements as well as an assessment tool definition
list and the crucial observation and third party check lists. As well as all of the areas
covered here, each student must also complete all workbook activities, case studies
and major activities, where stated, to become competent within this unit.
NOTE – Re-assessment:
Students will have amaximum of two (2) reassessments attempts if competency is
not achieved in the first instance.
The final grade of ‘C’ for Competent or ‘NC’ for Not Competent is only given at the
completion of the unit of competency when all components or parts of the
assessment are graded as ‘S’ for Satisfactory. Unsatisfactory results are marked as
NS.
Elements for Competency Demonstration
Elements for Competency Assessment:
1. Develop organisation development plan
2. Implement organisation development activities
3. Maintain organisation development program
Performance Evidence:
Evidence of the ability to:
Analyse information and data about the organisation and develop an organisation
development plan including:
agreed objectives
change management and communications strategies
identified roles
Implement the development plan including:
developing the team
managing conflict
solving problems
Evaluate the development plan and make adjustments as appropriate

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Foundation Skills:
Learning
Participates in team development and training activities to develop skills and
knowledge
Reading
Evaluates and integrates facts and ideas while reviewing and interpreting
organisational development processes
Writing
Evaluates and integrates facts and ideas while reviewing and interpreting
organisational development processes
Oral Communication
Applies appropriate strategies to extract main ideas from oral texts across a range of
contexts in an effort to improve organisational development
Numeracy
Selects and interprets a range of mathematical information to analyse performance,
determine objectives and calculate cost-benefits of organisational development
Interact with others
Recognises the importance of taking audience, purpose and contextual factors into
account when making decisions about what to communicate, with whom, why and
how
Recognises the importance of supportive interaction and building rapport in order to
establish positive and effective working relationships
Collaborates with others to achieve joint outcomes, playing an active role in
encouraging innovation and facilitating effective group interaction, influencing
direction and taking a leadership role
Manages conflict in the workplace through the recognition of contributing factors and
by implementing resolution strategies
Get the work done
Develops flexible plans for complex, high impact activities with strategic implications
that involve multiple stakeholders with potentially competing demands
Systematically gathers and analyses all relevant information and evaluates options
to make decisions about organisational development
Considers whether others should be involved in decision making and, if so, uses
collaborative processes
Uses analytical and lateral thinking to review current practices and develop new
ideas
Actively identifies systems, devices and applications with potential to meet current
and or future needs with the help of specialists
Knowledge Evidence:

To complete the unit requirements safely and effectively, the individual must:
Explain how to maximise participation in and support for organisation development
including strategies or techniques for:
change management
consultation
evaluating the process and outcomes
generating ideas and options
managing conflict and resolving problems
Outline theories of organisational behaviour and dynamics relevant to planning and
implementing organisational development
Explain the impact of legislation on organisational development and change
List aspects of organisation culture that can affect organisation development and
explain how to address them in planning and implementation
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.
Links:
Companion volumes available from the IBSA website:
http://www.ibsa.org.au/companion_volumes -
http://www.ibsa.org.au/companion_volumes
Any observations and practical assessments must be recorded in the observation
checklist. All practical tasks should be demonstrated during the length of the course.
As the instructor, you must maintain a record demonstrating the date of the practical
activities and any comments relevant to the performance of each student. Where a
student is not able to demonstrate competence in a practical observation activity,
further questioning should be put in its place.
As the instructor, you could be assessing the student’s literacy, numeracy and
language skills, as well as the content and context of his/her answers.

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In some cases, you will have to adjust and amend the assessment tools, using
different and varied methods (such as oral assessment), to allow students to be
assessed according to their needs and abilities.

Assessment Tool Definitions
Assessment Tool How is it used? What is it?
Learner Workbook Activities
(Entire completion is required)
Each student should be given a Learner Workbook
which will hold a number of activities, both formative
and summative, that all need to be completed in
conjunction with the appropriate sessions. The
PowerPoint, Learner Guide and instructor should
provide further information to help with the activities.
Observation/Demonstration
(To be completed for each numbered
point as stated on the checklist)
An observation should be completed for each of the
students by the instructor. If the tasks aren’t
everyday actions, a simulated environment is
acceptable, or a demonstration can be set up. An
observation checklist can be found at the end of this
document.
Major Activity
(Entire completion is required)
A Major Activity is a summative assessment and can
be found in the Learner Workbook, after all of the
activities are completed. This is an extended piece of
summative assessment which should take anywhere
between 1-2 hours and every student should
complete this work. It is a requirement for each unit
to check knowledge and understanding.
Skills and Knowledge Activity
(Entire completion is required)
A Skills and Knowledge Activity is a summative
assessment and is found before the Major Activity in
the Learner Workbook. This should take between 1-2
hours and every student should complete this work.
It is a requirement for each unit to check knowledge
and understanding of the foundation skills and
knowledge evidence.
Third Party
(To be completed for each numbered
point as stated on the checklist)
A Third Party checklist is very similar to an
Observation Checklist in its format, but it can be
completed by someone who works with the learner
and has witnessed them completing tasks which
coincide with the elements of the unit. The checklist
can be found at the end of this document.
Case Study
(Entire completion is required)
Not all units will have Case Studies but those that do
will be clearly stated within the PowerPoint and the
Learner Workbook. It will appear as any other
activity, but it will be named ‘Case Study’ and will
provide an example of a possible real life situation
for the learner to read, interpret and then answer
questions on.
Learner Guide
(To be used as an informational guide)
The Learner Guide links with the Learner Workbook
as it provides the information given during sessions
and more. It can help students to further their
knowledge and to also complete the activities.
Evidence Document
(Not a necessity for completion of unit
but can be used as an aid or to collect
further evidence)
The Evidence Document lists all of the Elements and
Performance Criteria with an area for written reports
etc, to add evidence to the student’s portfolio. It can
be used for any of the performance criteria,
especially those which may not have been covered
by any other assessment tool. The student can circle
a number of the criteria that they may feel they need
further evidence of or it can be used as a guide for
completing further Observations and Third Party
reports.

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Observation/Demonstration
Throughout this unit, the learner will be expected to show their competency of the
elements through observations or demonstrations. The observations and
demonstrations will be completed as well as the formative and summative
assessments found in the Learner Workbook. An explanation of demonstrations and
observations:
Demonstration is off-the-job
A demonstrationwill require:
Performing a skill or task that is asked of you
Undertakinga simulation exercise
Observation is on-the-job
The observation will usually require:
Performing a work based skill or task
Interaction with colleagues and/or customers
The observation/demonstration will take place either in the workplace or the training
environment, depending on the task to be undertaken and whether it is an
observation or demonstration. Each task must be observed. You will need to ensure
you provide the learner with the correct equipment and/or materials to complete the
task. You will also need to inform the learner of the time they have to complete the
task; this will once again vary, depending on the task.
Learner should be able to demonstrate they can:
Develop organisation development plan
Implement organisation development activities
Maintain organisation development program
Learners should also demonstrate the following skills:
Learning
Reading
Writing
Oral Communication
Numeracy
Interact with others
Get the work done

Observation/Demonstration Checklist
Unit of Competence
(Code and Title)
BSBMGT61
5 Contribute
to
Organizatio
n
Developme
nt
Demonstration Tasks Completed
Materials and Equipment Provided
Tasks to be observed, demonstrated
or simulated if appropriate
Yes No Comment

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1. Develop organisation development plan: Did
the learner demonstrate they could analyses
strategic plans to determine organisation
development needs and objectives?
2. Develop organisation development plan: Did
the learner demonstrate they could consult
with relevant groups and individuals to
profile the organization’s culture and
readiness for organizational development?
3. Develop organisation development plan: Did
the learner demonstrate they could
determine who will take key roles in the
organizational development process and
confirm their commitment?
4. Develop organisation development plan: Did
the learner demonstrate they couldcollect
and analyses data on areas of the business
experiencing problems or that need
realignment?
5. Develop organisation development plan: Did
the learner demonstrate they could
determine and agree on objectives and
strategies for organizational development?
6. Develop organisation development plan: Did
the learner demonstrate they could consider
change management techniques required to
achieve the workplace culture outcomes and
build them into the organisation
development plan?
7. Develop organisation development plan:Did
the learner demonstrate they could develop
communication/education plans to achieve
communication objectives in relation to the
desired work environment and desired
approach to problem-solving and
developmental activities?

8. Implement organisation development
activities: Did the learner demonstrate they
could identify and implement consultative
processes to maximize participation in the
organisation development process?
9. Implement organisation development
activities: Did the learner demonstrate they
could undertake team development and
training activities to develop collaborative
approaches to problem-solving and
development?
10. Implement organisation development
activities: Did the learner demonstrate they
couldfacilitate groups to articulate problems
and to propose means for resolving the
problems?
11. Implement organisation development
activities: Did the learner demonstrate they
could manage conflict between individuals
and/or groups to achieve consensus or
agreement?
12. Implement organisation development
activities: Did the learner demonstrate they
couldundertake interventions in accordance
with the organisation development plan?
13. Implement organisation development
activities: Did the learner demonstrate they
could brainstorm alternative proposals and
negotiate and agree on outcomes?
14. Maintain organisation development
program: Did the learner demonstrate they
could undertake surveys to identify any loss
of support for organizational development
programs and activities?
15. Maintain organisation development
program: Did the learner demonstrate they
could maintain regular team meetings and
individual feedback in accordance with
communication plan?
16. Maintain organisation development
program: Did the learner demonstrate they
could set out activities and interventions in
the organisation development plan and
maintain, evaluate and modify them as
required?

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17. Maintain organisation development
program: Did the learner demonstrate they
could ensure senior management reinforces
organisation development program by
ongoing messages of support and
appropriate resource allocation?
18. Maintain organisation development
program: Did the learner demonstrate they
could evaluate organisation development
plans in terms of costs and benefits, including
opportunity costs?
The candidate’s
performance was:
Not Satisfactory Satisfactory
Further Comments:

Support Questions for observation checklist
nit of Competence
(Code and Title)
Date of Assessment
Location
The candidate’s performance
was:
Not Satisfactory Satisfactory
Client Feedback
Candidate’s Signature
Assessor/Observer’s
Signature

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Third Party Reports
The Third Party Report should be completed by a senior member of staff i.e. a
Supervisor or Manager, where possible. The report should cover the points below,
with a description to show that the tasks have been witnessed over time, whilst
working with the learner. Examples, times, dates etc should be included if possible.
As this unit is about contributing to organisation development, you will need to have
witnessed the learner within a meeting or training environment:
1. Developing organisation development plan
2. Implementing organisation development activities
3. Maintaining organisation development program.
Ticking yes/no next to the tasks is required, as well as an accompanying report.

Third Party Checklist
Candidate’s Name
Assessor or Observer’s
Name
Unit of Competence
(Code and Title)
Date of Assessment
Location
Demonstration Tasks
Materials and Equipment
Tasks to be simulated if not witnessed over time: Yes No
1. Did the learner analyses strategic plans to determine organisation
development needs and objectives?
2. Did the learner consult with relevant groups and individuals to profile
the organization’s culture and readiness for organizational
development?
3. Did the learner determine who will take key roles in the organizational
development process and confirm their commitment?
4. Did the learner collect and analyze data on areas of the business
experiencing problems or that need realignment?
5. Did the learner determine and agree on objectives and strategies for
organizational development?
6. Did the learner consider change management techniques required to
achieve the workplace culture outcomes and build them into the
organisation development plan?
7. Did the learner develop communication/education plans to achieve
communication objectives in relation to the desired work
environment and desired approach to problem-solving and
developmental activities?
8. Did the learner identify and implement consultative processes to
maximize participation in the organisation development process?
9. Did the learner undertake team development and training activities
to develop collaborative approaches to problem-solving and
development?
10. Did the learner facilitate groups to articulate problems and to propose
means for resolving the problems?
11. Did the learner manage conflict between individuals and/or groups to
achieve consensus or agreement?
12. Did the learner undertake interventions in accordance with the
organisation development plan?

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13. Did the learner brainstorm alternative proposals and negotiate and
agree on outcomes?
14. Did the learner undertake surveys to identify any loss of support for
organizational development programs and activities?
15. Did the learner maintain regular team meetings and individual
feedback in accordance with communication plan?
16. Did the learner set out activities and interventions in the organisation
development plan and maintain, evaluate and modify them as
required?
17. Did the learner ensure senior management reinforces organisation
development program by ongoing messages of support and
appropriate resource allocation?
18. Did the learner evaluate organisation development plans in terms of
costs and benefits, including opportunity costs?
The candidate’s
performance was:
Not Satisfactory Satisfactory
Further comments:

Third Party Evidence
Confidential Information
Name of Candidate
RTO:
Unit(s) of Competence
As part of the assessment for the units of competency, we are seeking evidence to
support a judgment about the candidate’s competence. As part of the evidence of
competence we are seeking reports from the supervisor and other people who work
closely with the candidate.
Name of the supervisor:
Workplace:
Address:
Phone:
3.
Do you understand which evidence/tasks the candidate has Yes No
provided/performed that you are required to comment on?
As the assessor explains the purpose of the candidates Yes No
assessment?
Are you aware that the candidate will see a copy of this form? Yes No
Are you willing to be contacted should further verification of this Yes No
statement be required?
What is your relationship to the
candidate?
How long have you worked with the
person being assessed?
How closely do you work with the
candidate in the area being
assessed?
What is your technical experience
and/or qualification (s) in the area
being assessed?(Include any
assessment or training
qualifications.)

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Does the candidate:
Perform tasks to the industry standards? Yes No
Managed job tasks effectively? Yes No
Implement safe working practices? Yes No
Solve problems on the job? Yes No
Work well with others? Yes No
Add that to new tasks? Yes No
With unusual or non-routine situations? Yes No
Overall do you believe the
candidate conforms to the
standard required by the unit
of competency on a consistent
basis?
Identify any training needs for the candidate:

4. Table of Contents
1.Assessment criteria for BSBMGT615...................................................................2
2.Contribute to organisation development.............................................................2
Elements for Competency Demonstration............................................................2
Assessment Tool Definitions................................................................................ 6
Observation/Demonstration..................................................................................7
Third Party Reports.............................................................................................13
Third Party Checklist...........................................................................................14
Third Party Evidence.......................................................................................... 17
4.Table of Contents.................................................................................................19
5.Candidate Details.................................................................................................20
Assessment – BSBMGT615: Contribute to organisation development...............20
Competency Record to be completed by Assessor............................................22
6.Observation/Demonstration................................................................................24
Activity 1a........................................................................................................... 25
Activity 1b........................................................................................................... 27
Activity 1c............................................................................................................29
Activity 1d........................................................................................................... 31
Activity 1e........................................................................................................... 33
Activity 1f............................................................................................................ 35
Activity 2a........................................................................................................... 37
Activity 2b........................................................................................................... 39
Activity 2c............................................................................................................41
Activity 3a........................................................................................................... 43
Multiple Answers: Multiple Answer questions are the ones which are used in the
surveys. People are provided with a number of answers (usually four or five) in a
question and they have to select one out of them. ............................................43
Activity 3b........................................................................................................... 45
Activity 3c............................................................................................................48
Activity 3d........................................................................................................... 50
Activity 3e........................................................................................................... 52
Skills and Knowledge Activity.............................................................................53
Major Activity .............................................................................................. 54

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5. Candidate Details
Assessment – BSBMGT615: Contribute to organisation development
Please complete the following activities and hand in to your trainer for marking.This
forms part of your assessment for BSBMGT615: Contribute to organisation
development.
Name:
_____________________________________________________________
Address:
_____________________________________________________________
_____________________________________________________________
Email:
_____________________________________________________________
Employer:
_____________________________________________________________
Declaration
I declare that no part of this assessment has been copied from another person’s
work with the exception of where I have listed or referenced documents or work and
that no part of this assessment has been written for me by another person.
If activities have been completed as part of a small group or in pairs, details of
the learners involved should be provided below;
This activity workbook has been completed by the following persons and we
acknowledge that it was a fair team effort where everyone contributed equally to the
work completed.We declare that no part of this assessment has been copied from
another person’s work with the exception of where we have listed or referenced
documents or work and that no part of this assessment has been written for us by
another person.
Learner 1:
____________________________________________________________
Signed:
____________________________________________________________
Learner 2:
____________________________________________________________

Signed:
____________________________________________________________
Learner 3:
____________________________________________________________
Signed:
____________________________________________________________

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Competency Record to be completed by Assessor
Learner Name:
_______________________________________________________
Date of Assessment:
________23/12/2018_____________________________________
The learner has been assessed as competent in the elements and performance
criteria and the evidence has been presented as;
Assessor Initials
Authentic S
Valid S
Reliable S
Current S
Sufficient S
Learner is deemed: NOT YET COMPETENT COMPETENT
If not yet competent, date for re-assessment:
____________________________________
Comments from Trainer/Assessor:
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________

___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
_________

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6. Observation/Demonstration
Throughout this unit, you will be expected to show your competency of the elements
through observations or demonstrations. Your instructor will have a list of
demonstrations you must complete or tasks to be observed. The observations and
demonstrations will be completed as well as the activities found in this workbook. An
explanation of demonstrations and observations:
Demonstration is off-the-job
A demonstrationwill require:
Performing a skill or task that is asked of you
Undertakinga simulation exercise
Observation is on-the-job
The observation will usually require:
Performing a work based skill or task
Interaction with colleagues and/or customers
Your instructor will inform you of which one of the above they would like you to do.
The demonstration/observation will cover one of the unit’s elements.
The observation/demonstration will take place either in the workplace or the training
environment, depending on the task to be undertaken and whether it is an
observation or demonstration. Your instructor will ensure you are provided with the
correct equipment and/or materials to complete the task. They will also inform you of
how long you have to complete the task.
You will need to demonstrate you can:
1. Develop organisation development plan
2. Implement organisation development activities
3. Maintain organisation development program
You will also need to show your:
Learning
Reading
Writing
Oral Communication
Numeracy
Interact with others

Get the work done
Activities
Activity 1a
Estimated
Time
20 Minutes
Objective Analyse strategic plans to determine organisation development needs and
objectives.
Activity
In the business, strategic plan must be successfully developing with
considering positive organisation development. Strategy is an overall
approach and plan which would be determine in the business (Nahum and
Carmeli, 2019). In this regard, overall planning that facilitate good
management of process. In Woolworth, strategic planning takes day to day
activities in the business which demonstrate actual strategy to reach final
results.
Does your organisation have
a strategic business plan?
Briefly describe it
In the Woolworth, strategic plan
considered dealing in own website
of the company.
With this regard, Woolworth can
easily increase their promotion
and expand different activities in
new areas.
What is a mission statement?
The company has mission to increase their number of customers
from different areas of the world.

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What is meant by company vision?
The company consist vision to increase business goals and objectives that
are communicated in different areas of the world. Therefore, website
promotion is vision of the selected business.

Activity 1b
Estimated
Time
30 Minutes
Objective Consult with relevant groups and individuals to profile the organisation's
culture and readiness for organisational development.
Activity Who are the relevant groups that you should consult with??
In this regard, Woolworth has considered some personnel who have
knowledge regarding development of the organisation website in different
areas of the world (Gomes, Barnes and Mahmood, 2016). In this aspect,
profitability will be develop with expertise that assists in decision making.
How do you define an organisation culture?
In Woolworth culture defined as the system which used by business in
practical sense to amplify and comply in business objectives. These
actions generally identified with using messages and communication
that send to client.
Stakeholders
Clients
Customers
Employees
Association
1. Establish a list of characteristics or attributes you identify
with as part of your organisations “culture”
2. Place each of them into one of the suggested three

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measurements
List of what you
consider to be
characteristics of
culture.
Most
Characteristic
Somewhere in
between
The Least
Characteristic
Continuous process
Profit motive
Social activity
Customer satisfaction
Economic activity
Risk and uncertainties
Buying and selling
Creative and dynamic
Taxes
Change in the volume
Cost of supplies
What does strategic readiness mean?
Strategic readiness can be defining as the sense which is refers to the
ability and deploy intangible assets which is the next challenge facing by
the organisation. It is generally recognised as the strategic importance of
their intellectual capital.

Activity 1c
Estimated
Time
20 Minutes
Objective Determine who will take key roles in the organizational development process
and confirm their commitment.
Activity Which personnel should be involved with the following
responsibilities:
In respect to considered two key areas, it can be stated that there are those
who needed to take participation in planning of Woolworth. Furthermore,
those who are needed to facilitate the process. This is because, holistic
nature of looking at values and mission in the chosen business likely in
which organisation will involve (Papulova and Gazova, 2016). In planning
process, several people engage with large number of audience to gain
deeper insight into various aspects. It assists to address up to date
information at a particular place in cutting edge.
What are the advantages and disadvantages of using an
outside facilitator?
Main advantage of this process is taken into commitment in which internal
and external stakeholders involved in the organisation development
process. In particular group, individual commitment need to seek towards
particular needs. Suitably qualified seeking with internal stakeholders
would be process of management. Qualification or a sound insight into
particular areas of development shows planning experience.
Leaders need to set direction and leadership so that they can consist
planning to plan.
Scoping the content so that vision will be accomplish for developing
possible outcomes.

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What would you need to consider when choosing a method of
data analysis?
The delegation of specific responsibilities must be considering when
choosing method of data analysis so that it establishes stages of
involvement. It is demonstrating for those who play minor participation
role in certain areas. Furthermore, identifying and engaging those with
specific qualification in Woolworth is important responsibility in the
business.
Which methods of data analysis are available to your
organisation?
Primary method of data analysis is important that is communicated to
facilitate Woolworth.

Activity 1d
Estimated
Time
20 Minutes
Objective Determine and agree on objectives and strategies for organisational
development.
Activity Based on the notes and other reference from you workplace,
describe a process similar or totally different to these notes on
making a determination for a strategy involving organisational
development.
Based on this holistic aspect, it can be stated that in particular way it is
essential to include certain circumstances that are generally brought about
the assessment of development plan (Wang, 2015). In this regard, change
to the organisation structure, new product or services, new management
with change in chief executive officer, etc. determined in successful
manner. In addition to this, new technology, major downsizing, personal
policy change, new competitors has been assessed in the market.
What information would you need to consider, in order to
make an informed decision?
In this regard, different kinds of information must be considered such as
turnover, staffing, small changes to products and services, changes in
human resources policies, etc.
Give an example of factors which would influence your
eventual determination.
There are different factors influence in eventual determination which
assists to consider human resource policies in appropriate manner. In this

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regard, organisational values help to determine strategies with operational
principles. In a particular strategy, work will be considered in
systematically.

Activity 1e
Estimated
Time
20 Minutes
Objective Consider change management techniques required to achieve the workplace
culture outcomes and build them into the organisation development plan.
Activity What is your definition of an organisation culture?
Culture of an organisation considered different kinds of change
management techniques which includes business re-engineering,
consultative processes, job redesign, organisational redesign, sensitivity
training, etc. In addition to this, in Woolworth strategic change needs to
take actions that are arising from strategic planning which bring major
changes in the business such as people, culture outcomes, processes,
technology, etc.
How can you prepare for change?
In order to prepare for change, strategic change need to identify that is
analysis with organisational objectives that are generally provide informed
foundation (Calabretta, Gemser and Wijnberg, 2017). It is also diagnosing
the forces that impact on the business. Such kind of pressure generally
have major implications with the culture of management. Subsequent
demand on management skills also best aspect to assess and manage these
changes in the business.
Briefly describe the following change management
techniques.

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Change management in the business describe with making rapid change.
In this aspect, overall economy will describe ability that influence to the
organisation that is actually conducted exercise. There are no real
guidelines has been shows so that it impacts on Woolworth.

Activity 1f
Estimated
Time
20 Minutes
Objective Develop communication/education plans to achieve
communication objectives in relation to the desired work
environment and desired approach to problem-solving and
developmental activities.
Activity What objective could your communication management plan
include?
The communication management plan is one of the most important plan
and it is important that the plan is having a set of objectives which fulfils
its initial goals. Below mentioned are the important objectives which the
communication management plan is going to include:
Objective 1: To ensure that the stakeholders are receiving the required
information in detail and are not facing issue while reading the being
aware of the information. This can ensure that the stakeholders are not
facing any related issues while being aware of the information and the
organisation is also having appropriate functioning going on.
Objective 2: The management plan needs to precise and should not
include any of the errors that can make the development cause problems.
Objective 3: The management plan should work in cooperation with the
set organisational goals and objectives. This can ensure that the growth
which is desired from the communication between the business and the
stakeholders can ensure achievement of organisational goals and
objectives.
Objective 4: The other essential objective is to ensure that plan is working
as per the ethical requirements (Klačmer Čalopa, 2017). It is important to
ensure that that plan is not breaking any ethical standards. The usage of
appropriate ethical timeline and standards within the management plan
can ensure desired growth is being ensured
What do you have to consider when approaching
developmental activities?
During approaching development activities it is important to consider that
effective communication is taking place. It is one of the most important
requirement of the development, effective communication can ensure that

P a g e | 35
desired growth within the organisation is taking place. Along with it,
people are not facing any sort of issues while managing and being part of
communication practices. The other important aspects which is going to
be ensured here is to make use appropriate strategies while considering
required development (Newell and Marabelli, 2015). Usage of these
strategies can ensure that desired growth and development is taking place.

Activity 2a
Estimated
Time
30 Minutes
Objective Identify and implement consultative processes to maximize participation in
the organization development process. Undertake team development and
training activities to develop collaborative approaches to problem-solving and
development and facilitate groups to articulate problems and to propose
means for resolving the problems.
Activity What processes do you use to maximize participation in the organization
development process?
In order to maximize participation into the organization development
process the important things which are going to be made use of includes
training and development programmes. The important training and
development programmes can ensure that more and more employees and
stakeholders are being part of the programme and desired growth is being
achieved properly (Austin, Bentkover and Chait, 2016). The other
methods which are going to be used here includes the provision of better
salaries to the employees, this can ensure that the employees are
motivated enough and are more involved in the organisational activities.
What activities might you undertake to develop and train
teams?
In order to develop and train team activities such as a set of games which
can ensure better involvement with each other are going to be made use
of. Game such as pot-luck in which team members will be provided with a
kitchen and would be told to showcase their cooking skills with the help
of one another (Kauppila, Bizzi and Obstfeld, 2018). This can ensure that
the team members are building communication with each other and are
making better bonding.
How can you help a team articulate and solve problems?
In order to make the team articulate and solve its problems it is important

P a g e | 37
that the team is having better communication going. This can help the
team to articulate the problems on paper and communicate them with
other person (Howes, 2018). Better communication is going to allow the
team to put explain their problems to another person and the management
to solve their problems effectively.

Activity 2b
Estimated
Time
20 Minutes
Objective Manage conflict between individuals and/or groups to achieve consensus or
agreement.
Activity
Which of the following are elements of collaboration?
Your answer
A Shared creation and
understanding
B Joint efforts to achieve a
common purpose
C Working across boundaries
to solve a problem
D All the above √
It is not necessary for people to know one another for
collaboration to be successful.
Your answer
A True √
B False
When working on a collaborative effort and you know you are
right, always argue forcefully for your opinions.
Your answer
A True √

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B False
To build group consensus, which of the following is not one of
the things that helps the process?
Your answer
A Avoid changing your mind
to reach agreement
B Seek out differences of
opinion
C Always assume that there
must be a winner and a
loser
√
D Discuss underlying
assumptions and listen to
others
Consensus of the group must always require 100% agreement
for the group’s work to be truly successful.
Your answer
A True √
B False

Activity 2c
Estimated
Time
20Minutes
Objective Undertake interventions in accordance with the organization development
plan and brainstorm alternative proposals and negotiate and agree on
outcomes.
Activity What types of interventions are open to you?
Below mentioned are the types of interventions which are open to me:
 Problem Solving Interventions: These interventions are the most
effective interventions within a team (Nahum and Carmeli, 2019).
In these interventions the problems are learned and solved and this
ensure that the team is having the opportunity to solve the
problems effectively with the help of other team members.
 Activity-Based Interventions: This is another effective
intervention because the teams are made to participate in various
sort of activities. This allows the team to reach various goals and
objectives and ensure that they are having the right growth in
place.
The above interventions are the most effective ones in order to ensure
better team development and achieve set goals and objectives.
What are the advantages of brainstorming?
Below mentioned are the advantages of brainstorming:
 Encourages creative thinking: Brainstorming encourages
creative thinking because it makes people think more and more
and bring forth creative ideas in order to ensure better
development.

P a g e | 41
 Accepts all ideas: The approach of brainstorming always tends to
accept all ideas from each and every member of the group. This
also makes it possible for the team to understand and think upon
the ideas of other and add their own ideas into them.
 It’s exciting and easy for the team people: This is one of the
most exciting methods in which the people of the team are brought
together and are told to the same activity.
 Easy to learn and perform: Brainstorming is one of the easiest
methods to learn and perform, it is because the activity does not
take a lot of time and does not require any physical activity as
well.
 Improves the working atmosphere: It improves the working
atmosphere because people or team members while participating in
Brainstorming tends to develop an ability to communicate with
each other more often and it ensures their individual growth as
well.

Activity 3a
Estimated
Time
20 Minutes
Objective Undertake surveys to identify any loss of support for organisational
development programs and activities.
Activity
Give examples of some surveys?
Below mentioned are the examples of surveys:
 Market research survey: This survey is done in order to do the
market research.
 Employee satisfaction survey: This survey is used in order to
ensure better employee satisfaction.
 Customer satisfaction survey: This survey is used in order to
ensure better customer satisfaction within the organisational
customers (Gomes, Barnes and Mahmood, 2016).
Give a brief description of the two types of questions can you
use?
 Multiple Answers: Multiple Answer questions are the ones which
are used in the surveys. People are provided with a number of
answers (usually four or five) in a question and they have to select
one out of them.
 Rating Scales: Rating scales are used in the surveys in order to
provide the people with the scale of 1 to 10 and they have to select
their answers from one of the scale.
What do you do with the survey information?
Survey information is used in order to take out a particular result
from the overall situation. This can ensure that the results garnered
are appropriate and exact as per the mentality and thinking of the

P a g e | 43
people.
What if the survey is complex?
In case if the survey is complex, it can be made easy by interviewing
people one by one and asking their opinion on the set questions (Klačmer
Čalopa, 2017). It can help the person who is taking the survey to ensure
that they are having the appropriate information as needed.
How can you manage an online survey?
In order to manage the online survey, it is important for the team to ensure
that they are making use of appropriate techniques. Usage of social media
can be done in order to ensure appropriate survey is going on. To manage
the online survey, it is important to set up a team which can track the
information easily and can make appropriate changes.

Activity 3b
Estimated
Time
15 Minutes
Objective Maintain regular team meetings and individual feedback in accordance with
communication plan.
Activity What will a communication plan usually cover?
Below mentioned are the requirements of a communication plan:
 Process: The plan covers the process in which the communication
is going to take places between the business and the chosen

P a g e | 45
stakeholders.
 Objectives: The objectives of the business under the
communication plan are often covered in the plan effectively. It
ensures that the organisation is having set objectives which can
help the business to grow.
 Goals: It covers the set goals which the business wants to achieve
in order to reach required growth and development. The goals
under the communication plan ensures that there are a set of
particular achievements of a business which are needed in the
communication plan.
 Strategy: The communication plan also covers the strategies
which are going to be used by the business in order to ensure better
growth and development and plans success.
 Cost Strategy: The cost strategy explains the costs of the plan and
what are the cost requirements of a business (Kauppila, Bizzi and
Obstfeld, 2018). In these strategies particular costs are set by the
business to achieve required goals.
Give examples of different types of communication you can
use.
Different types of communication which can be used includes:
Advertising: The technique of advertising is going to allow the business in
reaching its set goals and objectives. Advertising is going to allow the
business to advertise its products and services on the required platforms.
Promotion: Promotion is one of the most effective techniques that is used
by the business in order to promote its products and services on large
scale. Promoting the products and services can ensure that the

organisation is reaching to the required customer base.

P a g e | 47
Activity 3c
Estimated
Time
20 Minutes
Objective Set out activities and interventionsin the organisation development plan and
maintain, evaluate and modify them as required.
Activity Define the following:
Action research: It is the kind of research that is initiated to solve a
problem that is immediate (Howes, 2018). Also, it refers to a reflective
process of progressive problem solving that is led by individuals which
are working with others in a team or as a part of community of practice.
Inter-group team building: It is a technique which is used to work out
the conflicts which have been occurred in the inter-group. This improves
effectiveness and cooperation between two groups.
Re-engineering: It refers to the process of redesigning and rethinking the
way work is being done in order to support the mission of an organisation
along with reducing the costs. It allows the business to re-engineer the
overall process, planning, structure etc. in order to achieve required
growth and ensure better development.
Succession planning: This is the process developing and identifying the
new leaders of the business which can replace the old leaders in case if
they leave, die or retire (Kauppila, Bizzi and Obstfeld, 2018). This process
increases the availability of experienced and capable employees which are
prepared to assume these roles as they are available for the now.

P a g e | 49
Activity 3d
Estimated
Time
15 Minutes
Objective Ensure senior management reinforces organization development program by
ongoing messages of support and appropriate resource allocation.
Activity How can you give ongoing messages of support and
appropriate resource allocation?
In order to give ongoing messages of support and appropriate resource
allocation the usage of messaging techniques such as e-mail, messaging,
and social network is going to be used. These techniques are going to
ensure that desired growth and development is taking place within the
organisation while allocating resources successfully. The usage of e-
mailing is going to ensure that the faster communication is taking place
between the team members. This would ensure that the resource allocation
is taking place as it is required. Messaging on cell-phones and social
networking websites both are going to allow the business to reach on a
grand success and ensure better growth and development.
What is the advantage of using a virtual company network?
The advantage of a virtual company network are listed below:
 They are easy to define and they reduce networking hardware
investment.
 They eliminate dependencies on hardware.
 Virtual company network simplify management and access with
the help of centralised access control.
 The consolidating servers in the virtual networks allows the
business to eliminate of reduce the overhead associated with
traditional components of networking.
 It reduces the number of required physical devices
 They are easily segmented networks
 They are a part of scalability and agile deployment and permits

rapid change
 They provide security for the destruction of devices which are
physical
 In fail-over mode the used defective disk simply tends to switch
from the backup on the fly and the failed component can be
repaired even when the system is continuously running.

P a g e | 51
Activity 3E
Estimated
Time
30 Minutes
Objective Evaluate organization development plans in terms of costs and benefits,
including opportunity costs.
Activity
In groups or as directed by the instructor, draw upon a
workplace example of how you or the organisation has
addressed a cost-benefit analysis and opportunity cost
assessment.
Workplace
example
The company Woolworth in order to
increase its business to a higher level has
decided to expand itself in new markets. In
order to do this, it has started making use
of new strategies in which advertising is
the core requirement. In order to ensure
better advertisement the company has
hired an advertising agency (Newell and
Marabelli, 2015). The agency is going to
help the company in making
advertisements and ensuring new growth.
Evaluate organisation development plans
Costs and benefits Total Costs
£10,000
Total Benefits
£12,000
Cost-benefit ratio
1.20
Opportunity costs The difference between return and investment
is known opportunity costs.
Cost A - £40,000
Cost B - £20,000
Opportunity Cost - £20,000

P a g e | 53
Skills and Knowledge Activity
Estimated
Time
60 Minutes
Objective To provide you with an opportunity to demonstrate your knowledge of the
foundation skills, knowledge evidence and performance evidence.
Activity
The answers to the following questions will enable you to demonstrate
your knowledge of:
 Learning
 Reading
 Writing
 Oral Communication
 Numeracy
 Interacting with others
 Getting the work done
 How to maximise participation in and support for
organisation development?
 Theories of organisational behaviour and dynamics relevant
to planning and implementing organisational development
 The impact of legislation on organisational development and
change
 Aspects of organisation culture that can affect organisation
development and explain how to address them in planning
and implementation
Complete the following individually and answer each question
(using questions as headings) in as much detail as possible,
considering your organisational requirements for each one:
1. How can you encourage participation through your
leadership?
In order to encourage participation through leadership a number
of strategies are going to be used. The first strategies which is
going to be implemented is exploring the strengths of the team.
Identifying the strength is going to allow the leadership to make
use of appropriate activities in order to ensure better
participation. The next strategy which is going to be used
includes building of trust within the people (Kauppila, Bizzi and
Obstfeld, 2018). Trust is going to allow the people to ensure that
they are a part of the appropriate team and they can safely work
with these people and can ensure better involvement.
2. Give an example of a time you have used your
communication and interpersonal skills to persuade
others?
There was a time when I had to ask my department manager to

provide me with a better computer at my desk. At that time, I
had to convince him by telling the advantages of having a better
computer at my desk and in what manner it can increase my
efficiency. I made use of my communication skills and explained
him the benefits of having a new and fast computer. I verbally
made use of good language, along with it I also made use of a
variety of gestures and a better body language to ensure good
communication is taking place.
3. What activities and interventions might you used to find
new, improved or different ways of working or engineering
the organisation?
In order to ensure better working or engineering the organisation
the types of intervention which are going to be used includes
marketing intervention (Calabretta, Gemser and Wijnberg, 2017). This
intervention allows the company to understand what are its target
customers and discover appropriate strategies to achieve required
growth and development. In order to ensure better marketing
intervention, the used techniques will be usage of social media
sites and giveaway promotions. The other interventions which are
going to be used includes cross training and streamline overhead.
This intervention is going to allow the business to reach new growth
and ensure that set development is taking place.
4. What are the components that make up a strategic
business plan?
Below listed are the major components which make up a strategic
business plan:
 Mission, Vision and aspirations: These are the major
requirements of the strategic business plan. The set mission, vision
and aspirations allow the business to have a set plan.
 Core values: The core values are one of the most essential
requirements because these values decided how far the
organisation is looking to advance into the field which it is serving
into.
 Strengths, weaknesses opportunities and threats: The strengths,
weaknesses, opportunities and threats allows the strategic plan to
be more precise. It helps the organisation to observe what are the
major requirements of the business and how effectively it can
ensure desired growth and development is taking place. It would
also allow the organisation to reach new development option and
ensure that the strategies which are prepared are as per the
requirement and needs.

P a g e | 55
 Objectives, strategies and operational tactics: The objectives,
strategies and operational tactics are one of the major requirements
of a business while preparing its strategies. They help the business
to reach further and ensure that the strategies are prepared
according to the needs and particular requirements.
 Measurements and funding streams: Measurements and funding
streams are the most important requirements of a business and
while preparing strategies the funding streams are going to allow
the business to reach new developments. Along with it, this will
ensure set growth and requirement is taking place effectively.
5. Why might conflict arise?
Conflict can arise from a lot of reasons. These reasons include
not having appropriate communication taking place between the
employees and the management of the organisation. In order to
do this, it is important for the management of the organisation to
provide the employees which are working for the organisation
with the appropriate training and development. This can ensure
that better growth and development is taking place and the
conflicts are not causing any bad situations (Newell and
Marabelli, 2015). Along with it, this will help the business to reach
new growth and build a better understanding. To resolve the
conflicts a variety of strategies can be used by the organisation.
6. What approaches could help you achieve agreement?
In order to achieve agreement the approaches listed below are going to
be used majorly:
 Better communication: It is important for the organisation to
have better communication in place in order to achieve
agreement. A good communication allows the business to
ensure better achievement of agreements.
 Understanding of both of the views clearly: It is important to
understand the views clearly and ensure that the views of both
of the parties are clearly being communicated with each other
in order to ensure that the agreement is being achieved.
 Evaluation of the core needs: It is important for the business
to evaluate the core needs and ensure that desired growth is
taking place. This approach helps in achieving the agreement
successfully and ensures better cooperation as well.

Major Activity
Estimated
Time
90 Minutes
Objective To provide you with an opportunity to demonstrate your knowledge of the
entire unit.
Activity
You must individually, answer the following questions in full to show
your competency of each element:
1. Develop organisation development plan
2. Implement organisation development activities
3. Maintain organisation development program
This is a major activity – your instructor will let you know whether you will
complete it during class or in your own time.
Complete the following individually and answer each question
(using questions as headings) in as much detail as possible,
considering your organisational requirements for each one:
1. Describe how you could develop an organisation
development plan.
Below listed are the steps to develop and organisation
development plan:
Step 1: Project Purpose: In this step of developing the
organisation development plan. The purpose of the project is
developed and the purpose is taken further to ensure better growth
is taking place.
Step 2: Project Timeline: The timeline of the project ensures that
project is having a set period and is ensuring required growth and
development. This will help the business to reach required
objectives.
Step 3: Staffing Plan: The staffing plan is one of the most effective
needs. In this plan, the organisation chooses the kind of staff it
needs for the business.
Step 4: Project Budget: The budget of the project is prepared in
the step. It helps the project to be clearly in place and ensures that
required growth is taking place. It is also one of the major
requirement of the organisation development plan
Step 5: Staff Directory: The staff directory is one of the core
requirements in which staff information is kept. It allows the
business to reach new development and ensure that its staff is

P a g e | 57
working as per the set needs and requirements.
2. Explain how you could implement organisation
development activities.
In order to implement the organisational development activities
the first step would be to identify the problem. Identification of
the problems will allow the business to observe at what places it
requires improvement and can implement the required activities
accordingly. The other step is situational assessment, this is
going to allow the situation to clearly identify the situations and
act accordingly. In later stages, the action planing and planning
of the intervention is going to take place. Also, data gathering
and collection of the data to evaluate the intervention is going to
be done. In order to complete the intervention successfully
determination of the result and feedback is going to be ensured.
3. Design your survey model. Base the objective on a
workplace example to identify any loss of support for your
organisation development program and activities.
The survey will be based on the market research. In order to do
this, the market will be researched by using questionnaire
methods to the people (Howes, 2018). As per the workplace
example, the organisation wants to develop its products and
services in the required areas and gain better growth and
development. The survey is going to ensure that the
organisation is reaching new set of growth and would provide
the appropriate information in order to enter new markets
successfully.
4. What else could you do to maintain an organisation
development program?
In order to maintain the organisational development program
the employees which are working in organisation are going to
be provided with better opportunities to grow and reach new
development options. Along with it, they will be provided with
new options to reach better growth prospectives and develop
better potential. All of these development options are going to
help the organisation in reaching new development and ensure
that desired growth is taking place. It is one of the most
important requirement of a business to ensure better
organisation development program and the above steps are
going to make sure that it is going to be maintained properly.

REFERENCES
Books and Journals
Austin, J., Bentkover, J. and Chait, L., 2016. Building Blocks for Strategic Planning.
In Leading Strategic Change in an Era of Healthcare Transformation (pp. 25-46).
Springer, Cham.
Calabretta, G., Gemser, G. and Wijnberg, N. M., 2017. The interplay between intuition and
rationality in strategic decision making: A paradox perspective. Organization Studies.
38(3-4). pp.365-401.
Gomes, E., Barnes, B. R. and Mahmood, T., 2016. A 22 year review of strategic alliance
research in the leading management journals. International business review. 25(1),
pp.15-27.
Howes, T., 2018. Effective strategic planning in Australian universities: how good are we and
how do we know?. Journal of Higher Education Policy and Management. 40(5).
pp.442-457.
Kauppila, O. P., Bizzi, L. and Obstfeld, D., 2018. Connecting and creating: tertius iungens,
individual creativity, and strategic decision processes. Strategic Management
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Klačmer Čalopa, M., 2017. Business owner and manager’s attitudes towards financial
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Nahum, N. and Carmeli, A., 2019. Leadership style in a board of directors: implications of
involvement in the strategic decision-making process. Journal of Management and
Governance. pp.1-29.
Newell, S. and Marabelli, M., 2015. Strategic opportunities (and challenges) of algorithmic
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Papulova, Z. and Gazova, A., 2016. Role of strategic analysis in strategic decision-
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Wang, S., 2015. Chinese strategic decision-making on CSR. Springer Berlin Heidelberg.