Contribute to Organization Development Assessment 2022

Module 4
Term and Year: Term 1 2019
Qualification : BSB60215 Advanced Diploma of Business
Unit Code: BSBMGT615
Unit Title: Contribute to Organization Development
Assessment :
Task 1 Short questions
Task 2 Case study meeting observation/ demonstration
Student Name:
Student ID No:
Assessor’s Name: Dr Eugene Lim/ Andrey Loburets
Student Declaration: I declare that this work has been completed by me honestly and with integrity. I understand that the Elite
Education Vocation Institute’s Student Assessment, Reassessment and Repeating Units of Competency Guidelines apply to these
assessment tasks.
Student Name:
Student Signature: Date:
Assessment submission (new) requirements
Please save this file as PDF format (include your name to the filename) before uploading onto Moodle.
Assessment deadlines penalty
It is expected that unless a simple extension, special consideration or disability services adjustment has been granted, candidates
will submit all assessments for a unit of study on the specified due date. If the assessment is completed or submitted within the
period of extension, no academic penalty will be applied to that piece of assessment.
If an extension is either not sought, not granted or is granted but work is submitted after the extended due date, the late submission
of assessment will result in a late penalty fee. For further information, please refer to the Assessment Policy.
Assessment/evidence gathering conditions
Each assessment component is recorded as either Satisfactory (S) or Not Yet Satisfactory (NYS). A student can only achieve
competence when all assessment components listed under procedures and specifications of the assessment section are
Satisfactory. Your trainer will give you feedback after the completion of each assessment. A student who is assessed as NYS is
eligible for re-assessment. Should the student fail to submit the assessment, a result outcome of Did Not Submit (DNS) will be
recorded.
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Principles of Assessment
Based on Clauses 1.8 – 1.12 from the Australian Standards Quality Assurance’s (ASQA) Standards for Registered Training
Organizations (RTO) 2015, the learner would be assessed based on the following principles:
Fairness - (1) the individual learner’s needs are considered in the assessment process, (2) where appropriate, reasonable
adjustments are applied by the RTO to take into account the individual leaner’s needs and, (3) the RTO informs the
leaner about the assessment process, and provides the learner with the opportunity to challenge the result of the
assessment and be reassessed if necessary.
Flexibility – assessment is flexible to the individual learner by; (1) reflecting the learner’s needs, (2) assessing competencies held
by the learner no matter how or where they have been acquired and, (3) the unit of competency and associated
assessment requirements, and the individual.
Validity – (1) requires that assessment against the unit/s of competency and the associated assessment requirements covers the
broad range of skills and knowledge, (2) assessment of knowledge and skills is integrated with their practical
application, (3) assessment to be based on evidence that demonstrates that a leaner could demonstrate these skills
and knowledge in other similar situations and, (4) judgement of competence is based on evidence of learner
performance that is aligned to the unit/s of competency and associated assessment requirements.
Reliability – evidence presented for assessment is consistently interpreted and assessment results are comparable irrespective of
the assessor conducting the assessment
Rules of Evidence
Validity – the assessor is assured that the learner has the skills, knowledge and attributes, as described in the module of unit of
competency and associated assessment requirements.
Sufficiency – the assessor is assured that the quality, quantity and relevance of the assessment evidence enables a judgement to
be made of a learner’s competency.
Authenticity – the assessor is assured that the evidence presented for assessment is the learner’s own work. This would mean that
any form of plagiarism or copying of other’s work may not be permitted and would be deemed strictly as a ‘Not Yet
Competent’ grading.
Currency – the assessor is assured that the assessment evidence demonstrates current competency. This requires the
assessment evidence to be from the present or the very recent past.
Resources required for this Assessment
 All documents must be created using Microsoft Office suites i.e., MS Word, Excel, PowerPoint
 Upon completion, ensure that you have completed your coversheet details, i.e. your name, student ID and signature. If these
details are not present, the assessment would need to be resubmitted again.
 The document is then required to be converted to PDF and uploaded to the student learning management system for
assessment.
 Refer the notes on eLearning to answer the tasks or any additional material will be provided by Trainer.
Instructions for Students
Please read the following instructions carefully
 This assessment is to be completed according to the instructions given by your assessor.
 Students are allowed to take this assessment home.
 Feedback on each task will be provided to enable you to determine how your work could be improved. You will be provided
with feedback on your work within 2 weeks of the assessment due date.
 Should you not answer the questions correctly, you will be given feedback on the results and your gaps in knowledge. You will
be given another opportunity to demonstrate your knowledge and skills to be deemed competent for this unit of competency.
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 If you are not sure about any aspect of this assessment, please ask for clarification from your assessor.
 Please refer to the College re-assessment and re-enrolment policy for more information.
Procedures and Specifications of the Assessment
Read all materials required for this assessment task: this procedure, the Bounce Fitness Simulated Business and information
supplied in this case study. Write summary of the current status of Bounce fitness.
You will be required to demonstrate the skills and knowledge required to prepare an organizational development plan and
communication plan (use the templates provided) relating to a development in the organization. This assessment consists of 3
parts:
1. Develop organizational development plan
2. Implement organization development activities
3. Maintain organization development program
In developing your plans, ensure they are laid out in the style demonstrated by the appropriate template document available from
the Bounce Fitness Simulated Business and that you access all appropriate report writing format from the simulated business to
assist in the development of your plans.
You must consult with and gain approval from your assessor prior to preparing your plans and ensure that your final plans are
professionally presented and contain no spelling or grammatical errors.
Note: Your assessor will complete the following table as they assess your plans, therefore ensure you meet each requirement in the
table and utilize it as a guide in the development of your plans.
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Task 1
1. Complete the following short questions individually.
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a. Why is it important
to analyse strategic
plans in order to
determine the
organization
development
needs?
It is important to analyse strategic plan in order to create basis for
activities which would further effect the performance relating to the
activities and relating to the organization as well. It becomes also
important to analyse strategic plans as it would include visions as well as
specific strategies for the needs of the organization. Other than this
business situations as well as actions to be taken are to be considered as
strategic plan for the interest of organization.
b. Why is it important
to profile the
organisation’s
culture and
readiness for
organizational
development?
It is important to profile organization’s culture as the culture related to
work would be building good brand image of the organization. The
employees are brought together to maintain good relationship which is
important for organizational development. The organization culture is
also important as it would lead the employee with good environment
such that team members can work for the best of the organization.
2. Imagine you have identified someone in your organization who should be involved in the OD planning process
due to their technical expertise and skills. However, when you have discussed this with them, they have
complained that they are far too busy and can’t possibly get involved.
a. What steps can you
take to gain their
commitment?
The steps that can be taken to gain their commitments are:
1.) Develop trust
2.) Encourage with his efficiency in organization
3.) Offer him more of incentives to get involved for OD planning
process
b. Why is it important
to determine the
commitment of
people who have
key roles in the OD
planning process?
It is quite important to determine the commitment of expert playing
important role in OD planning process such that a very strong teamwork
culture is built. Further for innovation encouragement and for dealing
the tasks with efficiency by employees commitment of expert is needed.
Moreover to stop with politics and criticism and for best efforts of
employees with good quality of work delivered by them for
development of organization committment of the expert is again very
important.
3. Imagine that you are in a team of OD consultants working with a furniture manufacturing business. The business
is experiencing difficult trading conditions and has invested heavily in new furniture designs and manufacturing
processes. Sales are 15% lower than in previous years and the number of complaints is rising. The volume of
furniture that has to be reworked or scrapped is unacceptably high.
a. What data would
you look at to
explore this
situation further?
In order to improve this situation it is firstly important to look into the
market conditions as well as it is also important to know what sales
strategies the competitors are using in the market related to furniture
manufacturing. Keeping the business conditions in mind it should
increase or decrease the price. It should also look further to improve
with the quality of furniture designs and should also look into trading
conditions improvement.
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4. Explore the following change management techniques and provide a brief discussion for each technique:
a. Business re-
engineering
For bring up to the change and leading to organizational development
business re-engineering process plays a very important role. For
bringing improvement this process can lead to cost reduction, time
reduction, improve the technology as well as improve the quality. It can
also lead to change and enhancement of existing business process.
b. Consultative
processes
In order to bring change and for organizational development
consultative process is important. It would help to handle difficult
situations and further help in problem-solving. It would help to improve
the relationship between internal and external clients. For increase in
sales it can lead to provide recommended solution related to service or
product.
c. Job design
As a change management technique in order to develop the organization
job design is essential. Change in job design would include simplifying
the job, engagement of employees in job as well as option of rotational
jobs for employees.
d. Organizational
design
Organization should be designed in such a way that would lead to more
development of business in future. Changed organizational design can
include change in strategies, operational structure as well as employ
more number of skilful people.
e. Systems redesign
It becomes also essential to redesign the systems that would lead to
improvement of the organization. System redesign can be in the form of
quality efficiency. It can also lead to improvement into the structure of
operations as well as lead to efficiency of more production by involving
new technological innovation.
f. Work reorganization
In order to bring change for organization relating to work reorganization
it is quite essential to know the problem. It is further needed to
determine the existing job structure is meeting goal or not and it is also
essential to determine factors that would be leading to effective job
structure.
5. Provide a cost
benefit analysis for
the organization
(including any
opportunity costs) to
evaluate the idea of
considering an OD
program.
Cost
(list 3 limitations)
Benefit
(list 3 merits)
There might be potential
inaccuracies Help make important decisions
With respect to intangible costs and
benefits there might be increasing
subjectivity.
Helps to identify return on
investment based on cost as well
as risk.
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Misleading analysis may occur all
due to inaccuracy made in
calculating present value
Helps in making resource
allocations and take purchase
decisions.
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6. Briefly discuss how each of the following intervention may form part of an organizational development plan
(please refer to the supplementary case study materials):
1. Individual
i. Performanc
e appraisals
In case of performance appraisal evaluation and review of
performance of employee will be essential. Lack of skills in
employee and how to improve that should be determined. Further
growth and achievement of organization through operational
structure change as well as through job structure is essential for OD.
ii. Life and
career
planning
In order to maintain OD plan it is necessary to have proper work and
life balance. Career plan would further include looking for value,
interests and preferences. It may also include tuning of work in such
a way that further learning would help to well manage as a change
between life and work.
iii. Process
improvemen
t
For organizational development plan process improvement is
essential. Improvement in process to improve standard of quality and
in form of improvement of practice can lead to skill development of
employees, increase profit as well that would develop organization.
d. Team/ unit
i. Quality of
work life
There should be favorable job environment for employees working in
the organization. Scientific management technique should be used
and its efficiency would lead to change. This is helpful for OD plan.
ii. Job
enrichment
Giving the employees high positions and providing them with greater
satisfaction would work as a motivational factor for change in the
organization. Job enrichment can also be in the form of job
opportunities and giving them more responsibilities which would
help in OD plans.
iii. Process
consultation
In order to develop organization process consultation is very
important. The change can be brought in the form of maintaining
good relationship with external clients to increase sales and
production in future. It might also include change in process of
working in the organization as well.
g. Intergroup
i. Work-flow
planning
Change of workflow can be brought either in the form of creating
new workflow or by scheduling new workflow. It would require the
automation through software program.
ii. Scheduling
review
Proper scheduling of work is necessary to bring further development
in the organization. It is essential to review how job has been
scheduled as per process and plans and how those jobs are done as
per proper schedule.
iii. Third-part
intervention
There should be involvement of third party to reduce the conflict
between two persons if arises in the organization. They are
responsible to make realize what will be the consequence and further
it would be decided how to resolve to work together in a group.
j. Organization iv. Strategic
planning
Proper and new policies and plans are needed to be implemented,
strengthen operations, and to assure employees are working to
achieve the goals should be done. The change should also be in the
form of managing well the activity of the organization.
v. Reengineeri
ng
Change can be brought in the form of quality, cost reduction, time
reduction as well. Reengineering can also improve the existing
process and lead to further change in the process which becomes
important for organizational development.
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vi. Structural
change
It is also quite necessary to bring improvement through structural
change. Change in the structure can include the position of the
employees, operational structure,, policies and procedures as well as
scheduling. This can lead to OD pans implementation.
7. How can the use
of surveys
maintain support
for the OD
program and
activities?
With the help of proper survey it becomes easy for the experts to
have correct review about the organization and its employees. It also
helps to know about the satisfaction of the employee, team
engagement and about the production. Further survey can help to
analyze the position of the organization and further helps to decide
for the management what can be done for organizational
development.
8. Why is it
important to
maintain regular
team meetings
and individual
feedback to
maintain the OD
program?
It is quite important to have regular team meetings as well as
individual feedback for the following reasons:
1.)In order to have problem solving
2.)Help to achieve goals and foe following up of updated policies and
procedures
3.)To bring about improvement in leadership
4.)Provide the performance feedback of the staff
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Task 2
1. Read the case study below and acting as an OD consultant, you are required to conduct a meeting to propose an
OD program to a senior management (your trainer would undertake this role) of the Bounce Fitness addressing an
action plan for achieving the organizational development objectives.
Margaret House, CEO of Bounce Fitness and the Board of Directors are keen to have the four Centers registered
with Fitness Australia (www.fitness.org.au). They feel that standards required to be met as a registered fitness center
would not only ensure the credibility of the organization in the eyes of the public but would provide goals for the
Centre Managers and teams.
Registration will require meeting the Code of Conduct for the state in which each Centre is located and ensuring that
all trainers meet, or immediately undertake training to meet, certain standards. Information about the registration can
be obtained by going to the Fitness Australia website and clicking on the Register Your Fitness Business tab. The
Codes of Conduct for each State are also linked here if you scroll down the page.
The minimum educational qualification required by Bounce Fitness for all trainers is the Certificate III in Fitness
Instructing and all trainers must hold this to continue to work as a trainer of classes and individual clients. At this
point in time, this has not been consistently applied. In Cairns all are qualified, in Brisbane two (2) need the basic
training, and in Melbourne there is one (1). It is intended under the change management initiative that all trainers,
once they have completed the basic training will continue to pursue further training, the Certificate IV and Diploma,
annually as personal development.
Bounce Fitness will pay for the training fees and other incidentals such as text book requirements and provide one
(1) paid hour per week for study leave. Bounce Fitness will also reimburse travel and accommodation for compulsory
study attendance sessions. You can get more information on this at the Fitness Australia website under the Fitness
Careers / Get qualified tab.
It is expected that the change management process will be fairly smooth if adequate measures are taken and the
process is well managed. The major resistance will come from the three (3) trainers who do not have this
qualification and have learned through experience. That is why they do not have it now. They will also not want to
participate in the further training initiative.
If the whole standardization process is not managed carefully, there is potential for dissatisfaction and all Centers
may not comply with the standardized procedures. This is a major concern for the Executive; hence your
recommendations are crucial.
In essence, Bounce Fitness’ continuous improvement policy encapsulates the organization’s commitment to ensure
that there is systematic continuous improvement of its operations, management systems, training, life coaching and
activities through consultation with staff, clients, stakeholders and external experts
In addition, the organization believes in the importance of quality to achieved sustained, profitable growth by
providing services that consistently satisfy the needs and expectations of its customers. This level of quality is
achieved through the adoption of a system of procedures that reflect the competence of Bounce Fitness to existing
customers, potential customers and independent auditing authorities.
Apart from that, Bounce Fitness has planned its business strategy to an above-market return on investment through
staff for greater customer service excellence and invest greater time in customer relationship management and
through continued provision of excellence in service and equipment.
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Demonstration/observation checklist
Candidate’s name
Assessor’s name Dr Eugene Lim/ Andrey Loburets
Work activity Conducting a meeting to draft a OD program for the organization
Date
a. Bounce Fitness Management Meeting
i. Meeting activity OD program proposal
ii. Venue
iii. Attendance
CEO Margaret House
General Managers
Marketing Kath Jones
Finance Steve Brinkley
Human Resources Laura Irish
OD Consultant (student’s name)
viii. Absence with
apologies N/A
b. OD Program Plan Proposal (refer to the case study write-up above)
i. Purpose of an OD
document
OD is the practice of planned, systemic change in the beliefs, attitudes
and values of employees for individual and company growth. The purpose
of OD is to enable an organization to better respond and adapt to
industry/market changes and technological advances. It would bring about
the company’s business effectiveness. The OD will improve the
organization in a very systematic way. OD plans can be implemented to
balance the strength and weaknesses of this company. With the help of
proper planning and training it can well maintain employee performance.
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ii. Strategic priorities
needed to be
addressed
In case of strategic priorities proper measures should be taken to improve
performance. Again in case of organizational development strategies good
customer relationship management should be considered and in case of
human factors if we consider it would be relevant to employ qualified
trainers with technical skills and knowledge and should have efficiency
for training.
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2. In order to achieve communication objectives in relation to the desired organizational development activities, your task now is to plan the communication/ engagement plan to
enable affected groups to gain the knowledge they need to prepare and engage in the proposed OD program. You should identify what you think should be communicated, to
whom, by whom, when and using what method/s.
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Communications/ engagement plan
Audience
Key message Communication
methods
(How are we going to
tell them?)
Personnel
(Who is
responsible for
doing it?)
Deadline
(when will
this be
completed?)
Role in OD
(in favor, neutral
or opposed)
Level of
engagement
(inform, involve,
consult, collaborate)
Expectations and concerns
(briefly describe what they expect and
are concern with)
Engagement strategies
(What needs to be done to support staff
and how often they would need to
participate in a scheduled meeting?)
Senior
management
The senior
manager is
responsible
for
adaptability
as well as
for
employee
engagement
,
He is mostly
involved in
organizational
development.
He gets
engaged in
communication
and proper
feedback from
staffs.
He expects to achieve the
goals of the organization.
Senior manager has a
concern towards
developing the
organization through
implementation of plans
and procedures.
He gets engaged through
plans, changing of
organization structure,
employee engagement, and
job rotation.
Communicatio
n method for
the senior
manager with
his employees
is conducting
meeting and
taking proper
feedback.
The middle
level
manger is
responsible
3
months
Centre managers Centre
mangers are
responsible
to follow
the
instructions
of high level
management
and lead the
employees
He is engaged
in maintaining
company
strategy and
lead employees
to work as per
that
He expects to have proper
functioning of the
organization and he is also
concerned about how much
more time he can devote
for the development.
He uses the strategies of
communication with top
level management and with
staff and he also would
participate in everything for
bringing improvement.
He uses the
communication
method as
meeting as per
proper schedule
He himself
is
responsible.
2
months
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towards
goals.
Support staff
They work
together in a
team for
achievement
of goal.
They remain
engaged
through salary
and incentives
as benefits
which retains
them to work
hard
They have the expectations
for proper rank in the
organization and to get
incentives as per hard work
and effort.
Engagement strategies that
would be used by them will
be in the form of good
relationship among each
other
They would
communicate
with middle
level managers
and team leader
in case of any
issues.
The team
leader is
responsible.
1 month
Fitness trainers
They would
help to train
the
employees
such that
they can
perform
further well.
They would
remain
engaged in
proper training
Fitness trainers would have
the expectations for
improvement as well as
growth.
As an engagement
strategies fitness trainers
could have maintain good
relationship with his
employees
Fitness trainers
should have
face to face
interactions
with trainees.
He himself
is
responsible.
2
months
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3. As an OD consultant, discuss how to maximize participation in and support for organization development including strategies or techniques for:
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Organizational
development
strategies
Identify and implement consultative processes to maximize participation in the organization development process Proposed OD
intervention
activity
How does it work?
(briefly describe how each
OD intervention activity
works)
Type of
consultative
process
How does it work?
(briefly describe how
each consultative
process works)
Person in
charge
Implementation timeline (highlight which months that the OD
intervention activity would implemented)
1 2 3 4 5 6 7 8 9 10 11 12
a. Change
management
Full public
consultation
Change
management
process would
lead to
preparation for
change. Further
it would lead to
management of
change,
reinforcing of
change.
CEO
OD
Consultant
 Y
Survey
feedback
It works through
bringing about
change in the
management’s
policies and
procedures.
Cultural
transformation
It would work
through change of
skills of workforce
to bring about
changes.
c. Organizationa
l learning
Focus group
forum
Organizational
learning would
be in the form
of creating,
retaining as well
as transferring
the knowledge
in the
organization
itself.
General
Managers
OD
Consultant
Coaching
It would work by
providing proper
training to the
team and by
motivating them.
 Y Sensitivity
training
Making people
aware of their
goals and using
the dynamics of
interaction within
the group.
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Organizational
development
strategies
(cont.)
Identify and implement consultative processes to maximize participation in the organization development process Proposed
OD
intervention
activity
How does it work?
(briefly describe how each OD
intervention activity works)
Type of
consultative
process
How does it work?
(briefly describe how
each consultative
process works)
Who does
it involved
in taking
lead?
Implementation timeline (highlight which months that the OD
intervention activity would implemented)
1 2 3 4 5 6 7 8 9 10 11 12
e. Talent
developme
nt
Targeted
consultation/
in person
meeting
Talent
development
works through
enhancement of
skills,
improving the
positivity of
attitude as well
as increasing of
knowledge.
CEO
assisted by
OD
Consultant
Cross-
functional
training
Training is provided
by different
functional department
for improvement of
the employees in
different fields apart
from their
knowledge.
 Y Leadership
In terms of talent
development
leadership would be
in the form of team
leader reviewing the
skills and talents of
the employees and
providing proper
training to bring
improvement and
enhancement.
g. Innovation
and
creativity
Team
workshops Creativity in the
form of creation
of new ideas as
well as
OD
Consultant
assisted by
General
Manager -
Team
building It would work by
creating team and
enhancing their
performance by
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innovation of
creativity to
improve the
performance of
team as well as
organization.
HR
proper guidance and
training.
 Y Quality
circles
It works by
employees deciding
towards bringing
improvement into the
quality of work and
also solving problem
together in the team.
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4. During the meeting discussions, you are of the opinion that the organization should consider embarking on team
development and training activities to facilitate a kick-start off the proposed OD program as it would develop
collaborative approaches to problem-solving and development. As an OD Consultant, your recommendations are as
follows:
a. The importance of
team development
and dynamics for the
organization
Team development and dynamics both are important for OD. Dynamics
will be in the form of team dynamics for managing the success of the
organization. It would also be useful for making correct methodologies.
On the other hand team development would be in the form of leadership,
enhancement of skills as well as enablement of team.
b. What are the stages of group development
i. Forming
It is recommended as an OD consultant to form an efficient team to work
together effectively for achieving goal. Forming will also be necessary
for employee engagement to increase production where they should be
aware of their tasks and responsibilities.
ii. Storming
The second phase recommendation would be storming. This will be done
to resolve the conflict between the team members of the organization and
to resolve the problems. It will also be necessary to maintain strong
relationships.
iii. Norming
The team should then move towards norming stage. Team should resolve
their differences. There should be stronger commitments.
iv. Performing
At last performing stage is also quite important. Employee in the team
should work hard, they should concentrate fully on work. Team leader
should be responsible for leading team members towards their
employee’s concentration.
v. Reference
(for Q 4b)
g. Objective for this
program
Objective behind conducting Organizational Development program is to
achieve success. This program is also needed for development of
employees as well as process and structure of the organization. OD plan is
also essential for sustaining with its competitors in market.
h. You are to explain that there are 3 training focus areas for this team development program.
Training focus areas What does it do? How does it help? Training activities
i. Managing conflict
and resolution
It resolves the conflict
taking place among
team members and
helps to maintain
good relationship.
It helps the team
members to work
together towards
organization’s goal.
Improve listening
skills and have
friendly conversation
while dealing with
opposing views.
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ii. Problem-solving
skills
It would involve team
working, emotional
intelligence as well as
management of risk
within the
organization.
It helps to resolve the
conflict among
employees. It also
helps to take further
decisions by the
management.
Working together in a
team, maintain good
relationship with each
other while
completing the task.
iii. Brainstorming
It would include
analysis, discussions
and criticism as well
where employees can
participate to think
and give their own
views and ideas.
It can help in
providing solutions. It
would help people to
bring up solutions.
Conducting
brainstorming
activities and control.
iv. References
(please list your source of
information for the 3
training focus areas)
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5. Obtain approval from senior management (Your trainer would undertake this role) of Bounce Fitness on how
management support for this OD program based on the following considerations:
Organizational development
strategies
Proposed OD intervention
activity
Approval
(Trainers please  ) Comments
Support Resource
allocation
 Change
management
Survey feedback
Cultural transformation
 Organizational
learning
Coaching
Sensitivity training
 Talent development
Cross-functional training
Leadership
 Innovation and
creativity
Team building
Quality circles
Approved by
Senior Management
(Trainer) Name : Dr Eugene Lim/ Andrey Loburets
Senior
Management(Trainer)
Initials:
Date
6. Attendance sign-off for the Organizational Development Management Meeting
Name Position Signature Date
Margaret House CEO M. House
Kath Jones GM - Marketing Kath
Steve Brinkley GM - Finance Steve Brinkley
Laura Irish GM – Human Resources Laura Irish
OD Consultant
Assessment Submission Checklist to be completed by the Trainer/Assessor
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Unit name: BSBMGT615 Contribute to Organisational Development
Assessment: Task 1
Did the student complete and provide evidence for the following (please  ): Yes No
1. Answered all short questions?
2. Submit within agreed timeframe?
Has the learner proven they can (please  ): Yes No
1.1. Analyse strategic plans to determine organisation development needs and objectives
1.4. Collect and analyse data on areas of the business experiencing problems or that need realignment
1.6. Consider change management techniques required to achieve the workplace culture outcomes and
build them into the organisation development plan
3.3. Set out activities and interventions in the organisation development plan and maintain, evaluate
and modify them as required
3.5. Evaluate organisation development plans in terms of costs and benefits, including opportunity
costs
Feedback and result outcome for Task 1 (please
 )
Satisfactory
Not Yet Satisfactory
Re-assessment
required
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Unit name: BSBINN601 Lead and Manage Organisational Change
Assessment: Task 2
Did the student complete and provide evidence for the following (please  ): Yes No
1. Provide a demonstration of conducting a meeting for the case study
2. Provide a communications plan as well as inputs for the change management for the case study?
3. Submit within agreed timeframe?
Has the learner proven they can (please  ): Yes No
Assessor’s Notes on
demonstration/ observation (if
any)
1.2. Consult with relevant groups and individuals to profile the
organisation's culture and readiness for organisational
development
1.3. Determine who will take key roles in the organisational
development process and confirm their commitment
1.5. Determine and agree on objectives and strategies for
organisational development
1.7. Develop communication/education plans to achieve
communication objectives in relation to the desired work
environment and desired approach to problem-solving and
developmental activities
2.1. Identify and implement consultative processes to maximise
participation in the organisation development process
2.2. Undertake team development and training activities to
develop collaborative approaches to problem-solving and
development
2.3. Facilitate groups to articulate problems and to propose
means for resolving the problems
2.4. Manage conflict between individuals and/or groups to achieve
consensus or agreement
2.5. Undertake interventions in accordance with the organisation
development plan
2.6. Brainstorm alternative proposals, and negotiate and agree on
outcomes
3.1. Undertake surveys to identify any loss of support for
organisation development program and activities
3.2. Maintain regular team meetings and individual feedback in
accordance with communication plan
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