Contribute to Organisation Development

This document discusses the importance of organizational development in the context of the construction industry. It explores key trends and challenges, as well as specific issues faced by a company. The document provides recommendations for effective change and development.

Contribute to organisation development 1
Name of the Student:
Name of the Institution:
Roll No:
Date of Submission:

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Contribute to organisation development
Assessment Task 1: Diversity Policy and Procedures Project
1. For any development in an organization (OD) intercession to be powerful, change
should be led or at any rate oversaw. Typically, when change falls flat, it comes up
short since we have not considered the effect change has on the people worried from a
mental point of view. A change the executives plan can reinforce a better way of
progress, and would also help the employee get bolster a smooth progress and
guarantee your workers are guided through the change venture (Burke and Noumair,
2015). The cruel truth or reality actuality is that negative frames of mind, along with
inefficient management behaviour have led to the fall of around 70% of all
activities.around 70 percent of progress activities flop because of negative
representative frames of mind and inefficient administration conduct. For instance,
change the executives can be utilized when an association has chosen to consolidate,
along these lines lessening its workers significantly.
2. A standout amongst the most basic parts of any authority style is understanding the
circumstances in which it enables the organization to exceed expectations. As it were,
Participative initiative is like alliance administration in that it advances cooperation
and collaboration. At its centre, just pioneers enable workers to have self-sufficiency
and give contribution past their standard obligations. These characteristics are ones
that regularly lead to higher commitment and efficiency. On the off chance that
organizations are having a troublesome time keeping representatives connected with,
persuaded, and profitable at that point consolidating a fair authority style could be a
feasible choice that pioneers ought to consider. By concentrating on workers, this
style could help in Organizational Development.

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3. Program Evaluation, directed all the time, can enormously improve the administration
and adequacy of your association and its projects. Administrators can and should
direct interior assessments to get data about their projects so they can settle on steady
choices about the usage of those projects. valuation can, and should, be that as it may,
be utilized as a progressing the executives and learning instrument to improve an
association's adequacy. Two strategies that could be utilized would be execution
surveys and criticism. Execution survey would help in discovering the best
representatives in the association and a criticism will help see client issues.
4. 1) Observation: The most immediate (and helpful) answers could drop by simply
breaking down and watching the issue cautiously. This strategy is generally utilized in
configuration considering. It's tied in with placing yourself in another person's shoes.
2) Analogy: The similarity is tied in with getting roused by parallel circumstances that
may or probably won't be associated with yours. Prior to conceptualizing, plan
instances of different ventures/different thoughts that can move you.
3) Brainstorming: The traditional approach to conceptualizing is often called
brainstorming, where the individuals who participate just run their thoughts until
something that they feel is important or promising coms up, like a Eureka moment for
most of them.
3) Brainstorming: Traditional conceptualizing approach, which implies just let the
psyches meander while they talk up at whatever point something promising jumps out
at them or by passing papers with thoughts composed so others can physically add to
the gathering considering.
5. Conflict can be certain in authoritative change in a bunch of ways.
1) Conflict Encourages New Thinking.
2) It Raises Questions

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3) It can help assemble Relationships
4) Can beat Stagnation
5) Can Open Minds in the business.
These could prompt increment in innovativeness and profitability, which could
positively affect the association.
6. The Accommodating Strategy basically involves not caring for the needs of the
individual, but the other individuals, who might be the opposition, and giving them
what they wantgiving the restricting side what it needs. The utilization of convenience
regularly happens when the issue is small and often inconsequential, or when one of
the parties involved wish to keep peace between everyone involved. Workers who use
this system can also use it to create issues for the companyone of the gatherings
wishes to keep the harmony or sees the issue as minor. Workers who use convenience
as an essential refereeing system, in any case, may follow along and create disdain.
Be that as it may, it is basic to utilize this methodology in instances of Organization
Development, since it is helpful to expand spirit in the workforce, which can be
critical for another association.
7. Kahn considered obligationcharacterized commitment as a worker's capacity to keep
their full self away from the workplacebridle their "full self" at work, and also had
distinguished three mental capacities that were helpful in keeping it on
trackconditions that empower it:
Meaningfulness: Does a representative realize their labour adequatelydiscover their
work sufficiently important (to society as well as the organization where they workthe
association and to society) to permitwarrant them connecting with their complete
personalityfull self?

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Safety: Does the worker fear that there are negative outcomes or does the work of
connecting themselves completelyfeel safe conveying their full self to work without
danger of negative outcomes?
Availability: Does the worker feel physically, as well as rationally rationally and
physically ready to burdensaddle their full self at this specific minute?
It is amazingly helpful in arranging and executing improvement, since it is utilizing
the three pointers can the association choose if the workers and drew in, which can
expand advancement.
8. Expectancy Theory of Motivation or Expectancy Theory recommends looks at the
fact that anthat an individual will act or b forced to act when they have act with a
particular goal in mind, since their behaviour will be dependent on since they are
persuaded to choose a particular conduct over others because of what they expect the
aftereffect of the conduct to be. that chose conduct will be. Basically, the inspiration
of the conduct choice is controlled by the attractive quality of the result. Be that as it
may, at the centre of the hypothesis is the subjective procedure of how an individual
procedure the distinctive inspirational components. This is done before settling on a
definitive decision. The result isn't the sole deciding variable in settling on the choice
of how to carry on. This is useful when looking at organizational development, since
it is again, based on employee behaviour, as well as that of the managers, and
shareholders. This theory can help in predicting their behaviour, and thus, improve
choices.
9. Reinforcement Theory expresses that the behaviour consist of the conduct
componentperson's conduct is a component of their behaviour. It depends on "law of
impact", i.e., wherein the conduct of the person with negative results will not be
brought back, but those that have implications with positive results will be brought

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backperson's conduct with constructive outcomes will in general be rehashed, yet
person's conduct with pessimistic results tends not to be rehashed.
Reinforcement Theory is able to bring into clarifies in detail how an individual is able
to understand and learn behaviourlearns conduct. Directors who are creatingmaking
endeavour to inspire the representatives must guarantee that all the workers in the
organization are not compensated they don't compensate all workers at the same time.
They must express to should tell the representatives what the representatives have
failed to address and they are not doing address. They should tell the workers how
they can accomplish encouraging feedback. This can build Development in the
association.
10. This McKinsey 7s demonstrate is an deviceapparatus that breaks down association's
tieredhierarchical plan by seeing 7 key inward components: Structure, Strategy,
SharedStrategy, Structure, Systems, Shared qualities, Systems, Style, Skills and
StyleStyle, Staff and Skills, so as to distinguish on the off chance that they are able to
accomplish the goals set out by the company and are viably adjusted as wellviably
adjusted and enable association to accomplish its goals (Anderson, 2016). Each of the
components can be used separately, or as a whole in order to assess the organization
and be effective in looking at how the organization can change in a positive manner as
well.
11. The Fair Work Act 2009 (Act) is one of the most important laws that helps the
working population of the country. This act forms the stepping stone the essential bit
of enactment administering Australia's working environments. It is the establishment
to all guidelines and rules that every company in the country, whether public or
private, large or small need to know in order to work in Australiaguidelines for work
and something that businesses in all enterprises and inside all business sizes ought to

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be acquainted with. The Fair Work Act is a legal document that all organizations must
adhere to. This is why it is important when looking at organizational change.
Organizational change can bring changes into the lives of employees, and if it not
legal and according to the Act, the organization may even be shut down. Thus, it
should always be taken into account.
12. In order for an organization to work effectively, there needs to be harmony in the
workplace. Discrimination cannot bring in said harmony, and it could tarnish the
reputation of the company, as well as provide a less chance to have the best
employees. It could also decrease the productivity of the employees in the
organization. This is why it is important to have anti-discrimination laws which are
strict, and to follow the anti-discrimination laws of the country as well.
13. 1) Celebration: These are intentionally authorized conduct ancient rarities which help
in strengthening the association's social qualities and presumptions.
2) Behavioural Norms: This is a standout amongst the most essential components of
authoritative culture. They portray the idea of desires which encroach on the
individuals' conduct. Social standards decide how the individuals will carry on,
associate and relate with one another.
These can often lay down the rules of the organization, and for employees to act. In
most organizational development plans, and in learning plans, this is an essential
element that should be given attention to.

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Assessment Task 2: Diversity Policy and Procedures Presentation
Organization Plan Template
Introduction
It is essential for a company to have an organizational development plan in order to
effectively chart the development of the company from the starting, or the current point, to
the future.
Boutique Builds is one of the most important organizations in terms of building high-quality
homes in Sydney, and thus, has some of the most reputed clientele in Australia. The
following plan looks at some of the Organizational Development strategies that the company
can use in order to become more successful, and address some of the changes and shortages
that the company has.
Key Trends and Challenges
In order to effectively work with the construction industry, and in order to development and
change, the key trends and changes in the industry, as well as some of the challenges that the
industry as such faces, could be taken into consideration as well. this would ensure that the
company is able to follow the market, and act effectively.
1) Lack of skilled personnel: This has been an issue not just for the company, but for many
companies in the industry. Most employees who come to work for industries have just
finished their degrees, or their apprenticeship and have joined the company. The lack of
skilled personnel makes it especially hard for many companies, which include Boutique
Builds.
2) Gender Imbalance: While there is no dearth of female employees in the construction
industry, due to the nature of the work, as well as the history associated with it, it is almost
impossible to find female workers who are skilled and efficient. This has also led to a

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perception that the business is male-dominated. This has created a negative impression of the
industry as such, and could effectively destroy the way that the company is perceived. It
could have a significant impact on the way that the company is able to develop.
Issues Faced by the company
There are many issues that stunt the growth of the company. These are specific to the
company, and not to the industry.
1) Lack of Development of Leadership capability: There is a significant lack of leadership or
development of leadership in the organization as well. the company has had some difficulty
in finding employees in the organization who have the leadership potential, and has also
found it difficult to find leaders who can fit the specifications of the company as well. thus, it
would be essential to look at some of the possible ways in which leadership potential can be
identified and encouraged in the company.
2) Competitive Employment Market and Skilled Labour Shortages: There are skilled labour
shortages for the company. Since they are a relatively new company that started in 2013, their
budget might not allow them to hire skilled labour with years of experience, which could
become expensive. The employment market in the area is also extremely competitive, which
is having a significant problem for the company, since labour is an essential for the
organisation. Thus, this is an issue that should also be addressed in order to bring in
development and change in the company.
3) Level of education in the workforce: The workforce in the company mainly consists of
young employees, who often have very little educational background, and knowledge of the
construction world. This could have a significant impact on the future of the company, as
well as possibly impact the present as well.

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Recommendations and Conclusion
The above Organization Plan looks at some of the issues that are faced by the industry and by
the organization. There are not many methods that can be effectively used in order to change
the situation. However, in order to develop leadership potential, there can be leadership
workshops that are done by the organization. The leaders who are present in the company
need to be encouraged, and any new talent that is spotted needs to be given attention. This
can increase the leadership in the company, and while it could be a bit expensive for the
company in the immediate future, it would also create a sense of loyalty in the company,
which would ensure that leadership is not lost in the company.
In order to deal with the lack of education in the workforce, the company should consider
having tie-ups with major institutions, so that the company is able to get engineers, and
experts who have graduated from university. This can have a significant impact on the
company, since it could mean that the labour could be employed by the organization rom
college, which would mean that the employees would be educated. Training programs can be
provided in the company to make the employee suitable for the company.
Thus, the company can solve many of the issues that they are facing by developing leaders,
and imparting knowledge and providing skills to unskilled labours so that the labour crisis
does not affect the company as much.

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Communication and Education Plan
Introduction
In order for the organization to be successful, it should have an educated staff that is able to
effectively communicate their needs and wants to the company. This can have a significant
impact on the way that the company is viewed, and increase customer satisfaction as well. It
could also improve productivity in the workforce.
The primary aim of the following is to increase communication and education in the
organization, and to implement change management techniques in the workplace, so that
employees at Boutique Builds are able to cope with change better as well.
Techniques that can be used
1) Interviews: Interviews are an excellent way in which an organization can be effective in
looking at and seeking information that could help in creating an effective company. An
interview or survey could be used, since they are often anonymous, and the effect that they
could have on the company is also high. Surveys can also help in looking at employee
feedback in terms of organizational development activities.
2) Stakeholder Analysis: A stakeholder analysis is an important way in which the company
can look at the impact that any organizational change can have on stakeholders. Stakeholders
can be defined as those who are impacted by the business and the way it runs, and therefore,
have a say in the business as well. The way various stakeholders react to any organizational
change can have a significant impact on the type of change that the organization should aim
to bring about.
3) Force Field Analysis: A force-field or a barrier analysis will help the organization look at
some of the barriers that stand in the way of effective communication and education
programs, and can look at the issues that exist in the organizational development activities

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that are taken by the company. Since this is a program that is focused on the next 12 months,
or 1 year, the short-term barriers should be paid attention to, since the long-term barriers can
be addressed at a later stage. The main aim goal of the tool would be to look at many of the
factors that can be a positive influence by assisting or helping, or be a negative influence by
hindering the solution that is proposed. It can help in looking at how in balance the entire
change process, and the one that is driving the process is as well. It can also help in looking at
whether resistance is required or notis to Identify any elements or forces that may act against
(barrier) or assist (aid) implementation of the proposed solution. By identifying all the forces
at work, it helps you to recognise how ‘in balance’ the driver for change is. Whether to take
more or other actions to promote the change, or to manage resistance.
4) The 3 Ds: This looks at arguing for the case of immediate change. In the company, there
needs to be immediate change in order to increase leadership in the company. The three Ds
are Data, Demonstrate and Demand. In the following, the data would be the lack of
leadership in the organization, and the need for an education plan that is effective. The
demand would be for a leadership framework that can have activities that can improve
leadership.
Recommendations and Conclusion
In order for an educational and communication plan to work, it would be first necessary to
gather the information from various sources. Thus, in order to plan any activities for
development, the information from the surveys would be used to effectively increase
communication within employees and between managers and employees.
Email to CEO
To: [e-mail]

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From: [e-mail]
Subject: Organization Development and Communication Plan
As discussed in the meeting, the organization development and the communication plan for
the organization has been attached.
I do agree that the organizational culture at Boutique Builds is like that of a clan, and this
should be preserved since it builds up employee loyalty for the company, as every employee
feels that they are members of a family. As you have mentioned, there will be some issues
from the employees who are older when it comes to organizational development activities.
However, with a word from the CEO, the resistance would be little.
These have been taken into consideration when making the change management plan.
Regards,
HRM

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Assessment Task 3: Diversity policy and procedures review
Leadership Development Plan
Behaviours: Innovation and Creativity, Knowledge of the Industry, Perseverance,
Commitment to Organization and Purpose
1) What barriers can I identify which might hinder me in pursuing my development goals?
How can I overcome these barriers?
2) I have great strengths upon which to draw. Which of my strengths can I leverage to help
me achieve my development goals?
3) How will I draw on my coach, peers and others to track my progress, gather advice and
feedback and support my learning?
5) When can I expect to see progress in my actions?
6) What are the action steps that I would need to take in order to reach a goal?
7) What do I feel are the true values of the organization?
8) How have I been able to live up to the values of the organization, and abide by the rules
and regulations of the organization?
9) If I was facing a potential strike of workers, and the deadline was tomorrow, failing which
there would be a significant fine, how would I convince the workers to finish the work?
10) How can the organization, according to me, become more sustainable?
11) Which leader do I value the most and why?
12) How do I think my organization will benefit from being able to meet my personal goals,
and from me identifying my strengths and weaknesses?

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Based on these some of the recommended activities would be Coach the Builder, which
would look at communication skills, team collaboration activities and the Marshmallow
Challenge as well.
Boutique Build Strategic Plan
Mission Statement: The mission statement of the organization is to provide the best homes
that are possible.
Organizational values: There are many values that are given importance to in the
organization, and they are:
1) Dependability
2) Commitment to Sustainability
3) Innovation and Excellence
4) Consistency
5) Efficiency
6) Respect
7) Perseverance
Conflict Management Techniques
Some conflict Management Techniques that can be used
1) Collaboration: Collaboration is the process where two or more individuals, many of whom
have the same end means, join together to get something that might benefit the both of them.
This means that this is the process by which there is a common outcome which could be
beneficial to both the individuals.

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1) Collaboration: Joint effort includes an endeavour to work with the other individual to
discover a success win answer for the current issue - the one that most fulfils the worries of
the two gatherings. The success win approach sees compromise as a chance to go to a
commonly advantageous outcome.
2) Compromising: In this method, the solution would be one that is able to satisfy only one of
the two or more parties that participate trulyCompromising looks for an expedient and
mutually acceptable solution which partially satisfies both parties. This would be the fastest
method by which a conflict can be resolved in order to make it peaceful.
3) Accommodating: This is also called smoothing, and looks at prioritizing other people’s
concerns more, and being more accommodating to the concerns of the individual.
accommodating the concerns of other people first, rather than prioritizing one’s own
concerns.
4) Avoiding: The avoidance strategy is the hop[e for 0 confrontation, where the parties hope
to put off the issue forever. seeks to put off conflict indefinitely. By delaying or ignoring the
conflict, the avoider hopes the problem resolves itself without a confrontation.
Email to the CEO
To: [e-mail]
From: [e-mail]
Subject: Resistance to Leadership Development Framework
There is significant resistance that is forming to the leadership development framework that
is being introduced in the company. As discussed in the meeting, there are additional ways in
which leadership in the organization can be developed, such as using 360-degree feedback,
and using coaching the organization. These would help in adding to the

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It should be noted that the 360-degree feedback approach can improve not just leadership, but
the performance and productivity of each individual as well, which is why it should also be
considered. A 30-degree feedback form would also help in increasing knowledge and
developing potential leadership qualities alongside the Leadership Framework as well.
Regards,
HRM

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Assessment Task 4: Diversity case studies
General Questions that should be asked to every employee. These can be asked during every
evaluation, and can provide an excellent glimpse into the general issues faced by the
employees, and can help in improving the employee satisfaction. Since one of the main issues
in the industry is a lack of leadership for the organization, and a lack of skilled labour as well,
this could be extremely beneficial to the company, since it would help in looking at ways in
which employee satisfaction can be increased.
Staff Survey
The purpose of this survey is to look at employee feedback on the leadership development
framework that was implemented across the organization. It can be used to develop the
framework and to work out any of the kinks that had been found. Thus, it would be of overall
benefit to the company and to the employees.
General Questions
1. On a sizescale of 1 to 10, how glad would you say you are grinding away? happy are
you at work?
2. Would you allude somebodyrefer someone to work here?
3. Do you have a reasonable comprehensionclear understanding of your profession or
advancement way? career or promotion path?
4. On a sizescale of 1 to 10, how mightwould you rate your work-life balance?
5. Hypothetically, if you somehow managed to stopwere to quit tomorrow, what
mightwould your reason be?
6. Do you feel esteemedvalued at work?
7. How much of the time frequently do you get acknowledgmentreceive recognition
from your supervisor? manager?

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8. The last time you achieved a major undertakingaccomplished a big project, did you
get any acknowledgment? receive any recognition?
9. Do you trustbelieve you'll have the capacity to achieve your maximum capacitybe
able to reach your full potential here? On the off chance that If yes/no, why or why
not?
10. If you were given the opportunity, OK chance, would you reapply to your present
place of employment? current job?
11. Do you predictforesee yourself working here one year from now?
12. Do you trust the administration group pays attention to your criticism?
14. Do you believe the leadership team takes your feedback seriously?
13. Do you feel like the supervisory crewmanagement team here is straightforward?
transparent?
14. With eyes shut, would you be able to recount our association's qualities?
15. With eyes closed, can you recite our organization's values?
15. What three words would you use to portray our way of life? describe our culture?
16. On a sizescale of 1 to 10, how agreeablecomfortable do you feel giving upwards
inputfeedback to your director? supervisor?
17. Do you feel like colleaguesco-workers give each other regard here? respect here?
18. Do you trustbelieve we live trulyauthentically by our authoritative qualities?
organizational values?
19. Does our official group addexecutive team contribute to a positive work culture?
20. Do you have some good times fun at work? Why or why not?
21.

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Questions related to Leadership Development Framework
1. Do you feel that the leadership skills of every employee in the company has
increased?
2. Do you feel that your own leadership skills have increased?
3. Are you more willing to take on leadership roles, not just in the company, but also in
your local community?
4. Have you been able to effectively take on leadership roles in the organization?
5. Do you feel more responsible?
6. Is there any issue that you found with the leadership framework?
7. Do you think that the framework has helped in developing your personality to suit a
leadership position?
8. Do you think that the budget provided for the program was sufficient?
9. How much would you recommend the organization spends on future leadership
frameworks?
10. Did you like the activities that were planned by the organization as part of the
leadership framework?
11. Apart from leadership, what other skills have you found to have developed after the
framework?
12. Do you think that the framework has helped your communication skill?
13. Do you think that the framework has helped you in developing better strategies and
coming up with innovative solutions to problems?
14. Has it helped increase interpersonal skills for you personally?
15. Has it helped you in becoming a better motivator for others?
16. Has it helped you in taking more accountability for your actions as well?
17. Do you think that there are certain areas that should be focused on more?

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18. What are these areas, and why do you think they are so important?
19. What do you think is the current state of the organizational leadership development
process?
20. Are there any suggestions for what can be done in order to improve the framework?
Email to the CEO
To: [e-mail]
From: [e-mail]
Subject: Survey Responses and Feedback
It has been noted that most employees are quite happy in the organization, and that many of
them have responded positively to the leadership framework. Most of the responses indicate
that the employees would like an increased budget for the framework in the future, and many
of them have suggested various atcivities that can be implemented in future frameworks as
well.
The extended budget has been attached, along with the need for resources. This would need
to be approved as soon as possible, so that the materials can be ordered.
The organization development plans is going as per budget. The expected cost would be
$10,000. One of the major benefits of the plan has been that the employees have increased
communication in the workplace, and the instances of discrimination have decreased
dramatically as well. However, many employees are still resistant to the development plan,
and it would be crucial to get them on board as well.
An email from the CEO about the organization development plan, and the benefits would
help in ensuring that the employees know that the plan is crucial to the success of the
organization.

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Reagrds,
HRM

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References
Anderson, D. (2016). Organization development. 4th ed. NewNBurkeew York: SAGE
Publications, Inc.
Burke, W. and Noumair, D. (2015). Organization development. 3rd ed. New York: Pearson
FT Press.