Contribute to Organisation Development

This assignment requires learners to assess the vision of an organisation, develop a plan for change, and contribute to organisational development. It involves evaluating leadership roles, responsibilities, and culture, and making recommendations for improvement. The learner's performance will be assessed based on their ability to provide sufficient evidence and information for the activity.

Activity A
Instructions to Assessor
Prior to conducting the assessment read this document in its entirety with the individual or group of
learners and seek feedback on the understanding of the assessment requirements and outcomes.
Contextualise the activities, observations/demonstrations and other submitted evidenceto ensure it
reflects the individual learner or group. Check this against the mapping, to ensure it is still valid. This
assessment has been contextualised to better reflect the required learner information and outcome
of assessment.
Ensure that the learner is allocated the appropriate time and resources required for the tasks,
including that the workplace (or simulated environment for learners that are not working) is suitable
for the parameters of any required task, to ensure the learners will have an appropriate opportunity
to satisfactorily demonstrate their required skills and knowledge to result in a Satisfactory (S) result
for the assessment tool and Competent (CO) in the Unit of Competency (UOC) overall.
Advise the learner prior to conducting a practical observation assessment of;
 what will occur throughout the assessment process
 when the assessment will occur
 the level of competency expected
 how many times they must be assessed and demonstrate a satisfactory result as per the unit
training pack requirements
When appropriate, confirm arrangements for athird party to observe the learner in the workplace,
with the learner and the third party, including, that the third party understands the requirements
and instructions regarding the Third PartyObservations/Demonstrations. The third party must be
someone in a position to make a valid comment on performance of the learner, e.g. Line Manger
Use the checklists and answer guides to assist you with marking, but never show or share them with
the learner or the third party. Gather supporting documents, where available and appropriate, as
evidence to help you make a judgement of the learner’s competency.
The learner needs to be deemed satisfactory for all of the criteria in the unit to gain competency.
When the assessment is complete, advise the learner of the outcome and record your comments in
the relevant section. You must determine whether they are CO or Not Competent (NC) and provide
appropriate and meaningful feedback.
If you are resulting the learner NC, ensure you outline why you have made this decision, and provide
advice on how the learner can improve skills/knowledge prior to their next attempt.
Where learners are unable to complete the tasks in the methods specified due to situations beyond
your/their control, you will need to make reasonable adjustments, without compromising the
assessment tool(s).
Page 1 of 34
BSBMGT615 Contribute to organisation development

Assessment Instructions to Learners
1. You must answer all questions/tasks in all sections below.
2. Read each question carefully and ensure you provide all the required information.
3. Submit the completed assessment on the specific date, time and location as advised by your
trainer/assessor.
4. This is an individual assessment task (or group subject to approval by the trainer/assessor).
5. Assessment answers must be typed using Microsoft Word (font size: 11, font: Calibri) or
handwritten as per the trainer/assessor instructions.
6. You are NOT allowed to copy straight from any internet-based or written materials available.
You must write your answers in your own words.
7. You are required to provide proper and appropriate referencing (if applicable).
8. You are NOT allowed to copy or attempt to copy the work of another student or permit
another student to copy or attempt to copy your work.
9. Penalties shall apply for copying, plagiarism and any improper use of materials or ignoring
instructions given by the trainer/assessor. Penalties may include failure of the unit and/or
other penalties as per the college’s academic misconduct policy.
10. It is your responsibility to attend to your classes and seek assistance from the trainer/assessor
to ensure you continuously succeed in good course progress and academic standing.
Remember all trainer/assessors are here to help so ask them if you feel you need it.
Page 2 of 34
BSBMGT615 Contribute to organisation development

Section 1Questions/Tasks
Complete the following questions/tasks individually
Activity/Task 1
Objective To provide you with an opportunity to analyse strategic plans to determine organisation
development needs and objectives.
Provide a reason for important to analysis strategic plans in order to determine the organisation development.
Organisational development is a process which is done through successive and sustained strategy making involving
also the staffs. These are done to attain a sustained business practice which is necessary to stay afloat in the market
competition or else some the competitor company will take the undue advantage. Strategic plans are necessary for
organizational development because it provides a directional movement with the required resources. Additionally,
strategic plans are also needed to be analyzed in order to analyze its effectiveness with the current situations and
the circumstances. This means different strategic plans will be needed to tackle up the different tasks (Anderson,
2016).
Activity/Task 2
Objective To provide you with an opportunity to determine who will take key roles in the organisational
development process and confirm their commitment.
Provide a reason to profile the organisation’s culture and readiness for organisational development.
Organizational culture and the readiness are much more required during the organizational development process.
The development may also mean bringing in some significant changes. A change cannot be successfully
implemented in organizational practices until and unless it gets the adequate supports from its employees. There
are many responsible groups who play important roles while during the organizational development phase (Burke &
Noumair, 2015). One of such groups is the management that constructs effective and feasible strategies to help the
Page 3 of 34
BSBMGT615 Contribute to organisation development

implementation done on the system and bring about the necessary changes. Additionally, employees do have
significant roles in facilitating the organizational development. This is for the reason it is important that the
organization has relevant cultures at the workplace that understand the importance of development process (Burke
& Noumair, 2015).
Activity/Task 3
Objective To provide you with an opportunity to identify international markets operating under free trade
or protectionist arrangements and estimate likely ease of entering and trading successfully.
Provide a reason to determine the commitments of people who have key roles in the organisational development
planning process
There are few key roles in an organizational development process. Those key roles are comprised of but are not
limited to like the human resource, employees, management and the IT professionals. The every single role that has
been mentioned need to maintain their utmost commitment to their assigned responsibilities or else the
development process will get hamper. This is so because every single role is connected to each other and is serving
each other purposes (Smither, Houston & McIntire, 2016). For example, employee’s contribution is also important
for an organizational development process. However, they require training on the change process which is the
responsibility of the human resource management. In case, they have inadequate supports from the HR
management, they might not be able to deliver their best or which is needed the most.
Page 4 of 34
BSBMGT615 Contribute to organisation development

Activity/Task 4
Objective To provide you with an opportunity to identify international trade policies and agreements and
estimate their likely impact on international marketing opportunities.
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. What data would you look at to explore this
situation further?
Collecting data is one of the vital activities of the organizational development process. Data needs to be related with
the area of organization that is experiencing the challenges. Following information should be noted; however, they
might vary depending on the related tasks (Waddell et al., 2016):
 Sales/revenue figures
 Actual expenditure vs. budgets
 Profitability
 Waste stats
 Quality data
 Productivity/production data
 Complaints
 Health & Safety records
 Customer data etc.
Provide important aspects during analysis data.
Some considerations will also be required to be fulfilled like the type of data which is needed to be collected. Type
of methods and the resources will also be required to be analyzed in order to get accurate data set.
During analysis following will be necessary (Waddell et al., 2016):
 Differences and similarities between departments/products/different years and service delivery
 Trends that suggest a specific pattern of improvement, stability or decline or even a mixed process
 Attention will be paid to most critical areas which means prioritizing the different issues
Page 5 of 34
BSBMGT615 Contribute to organisation development

Task/Activity 5
Objective To provide you with an opportunity to determine and agree on objectives and strategies for
organisational development.
Identify an organisation with which you are familiar. It would be useful if this was one that one that is currently in
the public eye and which appears to be having problems (e.g. a well-known manufacturer, service provider, etc.).
Your task is to draft one or more objectives for an OD program for this organisation and to propose a key strategy
for achieving the objective/s (less than 100 words).
The chosen organization is Fonterra which is facing few difficulties. Follow is the few objectives and its relevant
strategies (Kuipers et al., 2014):
 To brig flexibility to the workplace, so that, personnel can work under any supervision or at any department
The objective can be fulfilled by training each employee on range of skills, so that, they gets acquainted with the
different set of skills. Appointing training coordinator and establishing identified experts will also be the strategies.
 To attain more consistent and much effective people-management across the entire business
The objective can be fulfilled by implementing a new process for performance management, managing
development training program, and ensuring that mangers are giving gamely feedbacks to employees.
Page 6 of 34
BSBMGT615 Contribute to organisation development

Task/Activity 6
Objective To provide you with an opportunity to consider change management techniques required to
achieve the workplace culture outcomes and build them into the organisation development plan.
Building on your answer to Task/Activity 5, the task now is to consider which change management techniques might
be effective in achieving the objectives. You should briefly outline which techniques you might use and why you
have made this choice (less than 100 words).
Change management techniques can be defined as those tools or strategies which can successfully help to bring the
required change. Following change management techniques could be implemented to fulfill the set objectives
(Hayes, 2014):
Organizational redesign- This will be implemented to sectors that have proved to be dysfunctional. Such sectors will
be needed to design in order to make it productive which will also produce several benefits like excellent customer
service, reduced operating costs and increased profitability.
Job design- This means redesigning the existing jobs to make it look attractive to applicants. This will result in tasks
being added or removed and enriching or enlarging a job role.
Sensitivity training- This will be done to make employees aware of their roles and responsibilities and on top of all,
they will be made to realize the benefits of understanding each other’s values.
Page 7 of 34
BSBMGT615 Contribute to organisation development

Task/Activity 7
Objective
To provide you with an opportunity to develop communication/education plans to achieve
communication objectives in relation to the desired work environment and desired approach to
problem solving and developmental activities.
Building on your answers to Activities 1E and 1F, your task now is to plan the communication strategy to enable
affected groups and individuals to gain the knowledge they need to accept and engage with the OD program.
You should identify what you think should be communicated, to whom, by whom, when and using what method/s.
The outcome should be a brief overview plan showing your thinking (less than 100 words).
The communication will be regarding the purpose of the plan which should be made clear to the target members.
The communication will be delivered by the person who will take the command and will deliver it to the target
audience. The time of communication is also important, so that, target audience are attainable at the time of
communication being delivered to them. The method of communication is another important activity that helps to
deliver the communication appropriately to the target audience. The method of communication will be as follows
(Jabri, 2017):
 Email
 Phone calls/Video-conferencing
Page 8 of 34
BSBMGT615 Contribute to organisation development

 Presentations and briefings
 One-to-one meetings
 Notice boards (either traditional or electronic formats)
Activity/Task 8
Objective To provide you with an opportunity to identify and implement consultative processes to
Page 9 of 34
BSBMGT615 Contribute to organisation development

maximise participation in the organisation development process.
Provide three methods of consultation and processes that could use in the organisation development program.
- Consultation with external specialist
- Questionnaires with staffs management
-
The type of consultation can be as follows (Burke & Noumair, 2015):
 Questionnaires
 Surveys
 Voting systems
The questionnaire needs to be designed by taking care of any potentially leading or ambiguous questions. It does
not all the time provide equal opportunity to people to state their exact feeling. Voting systems is different to other
types in regards to option which is being limited to the respondents. However, this is much simpler and is easy to set
up & run.
Activity/Task 9
Objective To provide you with an opportunity to undertake team development and training activities to
develop collaborative approaches to problem solving and development.
Provide two factors need to be considered when planning team development activities to develop collaborative
approaches to problem-solving and development.
- Bring in individual that have the neless arm shrillest to enhance the problem-solving developmenttask .
- $$$ = budget
Imagine that you are implementing an organisation development program in which one of your objectives is to
develop the skills in a team so that every individual is trained to carry out every function/task which is carried out by
the team (known as ‘multi-skilling’). What key steps might you take to achieve your objective?
- Work out what each team members skill stet is a the workout what training will be required to …..
Page 10 of 34
BSBMGT615 Contribute to organisation development

In the organizational development program, one of the key objectives is to train employees on certain required
skills. The required training can be facilitated in numerous ways like as the follows (Smither, Houston & McIntire,
2016):
 Computer-based training
 Informal coaching
 One-on-one sessions
 Mentoring
Computer-based training will be given with the help of necessary and relevant documents available in different
formats like PDFs, docs and the presentations. Informal coaching is one of the kinds of one-on-one session where
the coach picks up the one employee and tries to understand its level of skills & the required development. Mentor
takes a different strategy where it prepares a learning agenda. Moreover, mentee will be required to agree the
terms and conditions of the learning agenda.
Activity/Task 10
Objective To provide you with an opportunity to facilitate groups to articulate problems and propose
means for resolving the problems.
Building on your answers to Activities 5, 6 and 7, develop an outline plan for a group session at which you wish the
group to articulate the problems and propose solutions in relation to the matter which you felt an OD program
would resolve. You should set out the following (less than 100 words):
 Purpose of the session
 Format and duration of the session, including how you intend to allow everyone to make an input
 Any activities that participants would be required to complete prior to attending
 How you intend to capture the feedback from the session.
- Propose session: how to transition from furniture market to boutique furniture
- Meeting would be in a boardroom to the format
Would be SIMI-session
Duration= 10 meeting session
= 1* hour duration each
- No prior reading necessary
- Questioner
Page 11 of 34
BSBMGT615 Contribute to organisation development

The group session will begin with the introduction round where the speaker will introduce him or herself to the
attendees. The attendees will then be warmed up with few activities by letting them take part in it as well. Once,
they are warmed up they will be briefed with the purpose of the meeting. At the end, the debriefing will also take
place informing on how the session is going to work. Then there will be the closing of session (Anderson, 2016).
Activity/Task 11
Objective To provide you with an opportunity to manage conflict between individuals and/or groups to
achieve consensus or agreement.
Identify four steps that can be taken to deal with conflict if it occurs during the group session.
- Give everyone on to speak
There are four ways through which conflicts can be managed during the group session. Those four ways are as
Page 12 of 34
BSBMGT615 Contribute to organisation development

follows (Jabri, 2017):
 This will be needed to establish a ground rule that everyone should get equal opportunities to speak on.
 If anyone interrupts and ignores the rule, it is necessary to ask the interrupter to be quiet for a moment and
let the person compete its point.
 If someone disagrees with the points presented from others, they will be required to deliver the reasons
behind this.
 All the contributions should be recorded.
 Conflicts can be better at times which is why it is necessary to identify whether the conflict is for good
reason.
Activity/Task 12
Objective To provide you with an opportunity to undertake interventions in accordance with the
organisation development plan.
Identify one intervention that may form part of an organisation development plan. Briefly describe:
 The purpose of the intervention-
A wide variety of interventions can be used or implemented to implement the organizational development plan.
 Factors you would need to consider when planning using this intervention-
A few actions will be required before implementing the interventions. Following actions will be helpful in that
regards (Smither, Houston & McIntire, 2016):
 Action research
 Career planning
 Brainstorming
 Quality circles
 Re-engineering
 Job design
 Succession planning
 Sensitivity training
Page 13 of 34
BSBMGT615 Contribute to organisation development

Activity/Task 13
Objective To provide you with an opportunity to brainstorm alternative proposals and negotiate and agree
on outcomes.
In what circumstances might it be necessary to brainstorm alternative proposals?
Brainstorming with the people in a team is a technique to create new concepts and solve the problems. In
order to work within a team, brainstorming is important aspect to motivate and develop the team. As
stated by Korsager & Slotta (2015), brainstorming must be structured and it is also crucial to involve all the
members in a team. When the organisation is in need of creativity and innovation, the team goes for
brainstorming new ideas. The team members suggest different viewpoints and they collect the ideas from
brainstorming sessions. The employees are encouraged to think critically to make something innovative.
Brainstorming is necessary to get the things out of the head and brainstorming builds the team with
uniqueness.
Page 14 of 34
BSBMGT615 Contribute to organisation development

Activity/Task 14
Objective To provide you with an opportunity to undertake surveys to identify any loss of support for
organisational development programs and activities.
Provide two reasons for a loss of support for the OD program and activities.
People do not want OD programme as it can create loss of status or security of job in the organisation. It is
always the nature of the people to view the things what it is not to the current situation. In an
organisational workplace, OD can bring the change for the peers, employees and the managers. Therefore,
the staffs of the organisation resist for the change as the change may result in their role being reduced.
Forcing the OD can bring tension among a section of the employees as they think the change may result in
suffering of the employees.
OD programme or activities may have loss of support when the employees think that these activities may
poorly align the reward system in workplace. The employees will automatically resist when they find that
there are no rewards for them. Without the reward, the OD programmes would face loss of support.
Activity/Task 15
Page 15 of 34
BSBMGT615 Contribute to organisation development

Objective To provide you with an opportunity to maintain regular team meetings and individual feedback
in accordance with communication plan.
Provide one reason for maintain regular team meetings and individual feedback to maintain the OD program.
Organisational Development is a vital factor for the organisation and managers need to conduct team
meeting on time. Team meetings are tremendously vital as they can solve the problems between
management and employees Lee, Bassellie & Fara (2014). The team meetings help the employees to speak
up for their issues and meetings provide opportunity to share the feedback and concerns. The employees
can share the feedbacks and they can share the solutions what they have already identified.
Activity/Task 16
Objective To provide you with an opportunity to set out activities and interventions in the organisation
development plan and maintain, evaluate and modify them as required.
Provide one reason for maintain, evaluate and modify the OD plan.
Organisational Development plan must have communication plan so that it can follow the audience in
effective way. The plan needs to be updated on time and the frequency of determination must be set. In
short-term plan, the plan must be updated. Maintaining the OD plan can record the instances on timely
basis. OD plan needs to evaluate on actions that must be completed on time. Modifying of the OD plan is
related to budget and resources to allocated tasks. Therefore, OD plan can go for change when the plan
needs resources that are not met within the time.
Page 16 of 34
BSBMGT615 Contribute to organisation development

Provide two methods to evaluate the OD plan.
Organisational Development plan can be evaluated through actual result that is planned for the
achievement. The actual result of the plan can be prejudged and the actual result that would be achieved
can be evaluated to understand the OD plan.
In addition, OD plan can be evaluated through observing the time of completion of the tasks.
Page 17 of 34
BSBMGT615 Contribute to organisation development

Activity/Task 17
Objective To provide you with an opportunity to ensure senior management reinforces organisation
development program by ongoing messages of support and appropriate resource allocation.
Provide one reason that senior management demonstrates their support for the OD program.
If the senior management supports the OD plan, the plan cannot be failed. The senior management needs
to provide support on time as the plan sometimes suffers from lack of resources on time. Senior managers
sometimes do not allow the team to carry out the work if it is not integral part of the OD plan ( Uppal,
2016). They believe that this extra work can increase the expense of the OD plan. Therefore, conflict of
priorities is the reason behind their help. Senior management may provide appropriate resources with
equipment, provision and facilities in order to keep the plan on budget.
Provide two ways to gain senior manager support for the OD program.
The organisation can gain the support from the senior management by involving the senior managers in
OD programme. Senior managers can identify the needs of the OD programme and its aims.
It is needed to keep a reminder the senior managers of the purpose and aim of the OD programme in
outlining the aim to gain the tangible results.
Page 18 of 34
BSBMGT615 Contribute to organisation development

Activity/Task 18
Objective To provide you with an opportunity to ensure senior management reinforces organisation
development program by ongoing messages of support and appropriate resource allocation.
Provide two reasonsto undertake a cost-benefit analysis for an OD program.
It is needed to list all the costs that are associated with the OD programme and same things need to on all
the benefits it provides. The management needs to anticipate all the costs that are associated with this
and management can expect some costs in initial phase. The management sometimes consider costs and
benefits over the time of OD plan.
Costs-benefit analysis is important as the management assign the monetary value of the costs that are
associated with this. Costs can be included with the physical resources as well as human resources related
costs; these costs are associated with the new equipments, new or altered premises and recruitment and
training of the employees.
Page 19 of 34
BSBMGT615 Contribute to organisation development

Define an opportunity-cost.
Opportunity cost is sacrificed when one option is selected over the other. In simple language, opportunity
cost is alternative option available which might have taken instead of others (Chodorow-Reich &
Karabarbounis, 2016).
Page 20 of 34
BSBMGT615 Contribute to organisation development

Assessments Judgement Summary
This should be used by the trainer/assessor to document the learner’s skills, knowledge and
performance as relevant to the assessment. Indicate in the table below if the learner is deemed
Satisfactory (S) or Not Satisfactory (NS) for the activity or if reassessment is required.
Learner’s name
Assessor’s name
Unit of Competence: Code and Title BSBMGT615 Contribute to organisation development
Date(s) of assessment
Has the activity been answered and performed fully, as required to assess the
competency of the learner?
Yes No
(Please circle)
Has sufficient evidence and information been provided by the learner for the activity? Yes No
(Please circle)
Comments
Provide your comments here:
The learner’s performance was: Not Satisfactory Satisfactory
If not yet satisfactory, date for reassessment:
Feedback to learner:
Learner’s signature
Assessor’s signature
Page 21 of 34
BSBMGT615 Contribute to organisation development

Activity B
Instructions to Assessor
Prior to conducting the assessment read this document in its entirety with the individual or group of
learners and seek feedback on the understanding of the assessment requirements and outcomes.
Contextualise the activities, observations/demonstrations and other submitted evidence to ensure it
reflects the individual learner or group. Check this against the mapping, to ensure it is still valid. This
assessment has been contextualised to better reflect the required learner information and outcome
of assessment.
Ensure that the learner is allocated the appropriate time and resources required for the tasks,
including that the workplace (or simulated environment for learners that are not working) is suitable
for the parameters of any required task, to ensure the learners will have an appropriate opportunity
to satisfactorily demonstrate their required skills and knowledge to result in a Satisfactory (S) result
for the assessment tool and Competent (CO) in the Unit of Competency (UOC) overall.
Advise the learner prior to conducting a practical observation assessment of;
 what will occur throughout the assessment process
 when the assessment will occur
 the level of competency expected
 how many times they must be assessed and demonstrate a satisfactory result as per the unit
training pack requirements
When appropriate, confirm arrangements for a third party to observe the learner in the workplace,
with the learner and the third party, including, that the third party understands the requirements
and instructions regarding the Third Party Observations/Demonstrations. The third party must be
someone in a position to make a valid comment on performance of the learner, e.g. Line Manger
Use the checklists and answer guides to assist you with marking, but never show or share them with
the learner or the third party. Gather supporting documents, where available and appropriate, as
evidence to help you make a judgement of the learner’s competency.
The learner needs to be deemed satisfactory for all of the criteria in the unit to gain competency.
When the assessment is complete, advise the learner of the outcome and record your comments in
the relevant section. You must determine whether they are CO or Not Competent (NC) and provide
appropriate and meaningful feedback.
If you are resulting the learner NC, ensure you outline why you have made this decision, and provide
advice on how the learner can improve skills/knowledge prior to their next attempt.
Page 22 of 34
BSBMGT615 Contribute to organisation development

Where learners are unable to complete the tasks in the methods specified due to situations beyond
your/their control, you will need to make reasonable adjustments, without compromising the
assessment tool(s).
Assessment Instructions to Learners
11. You must answer all questions/tasks in all sections below.
12. Read each question carefully and ensure you provide all the required information.
13. Submit the completed assessment on the specific date, time and location as advised by your
trainer/assessor.
14. This is an individual assessment task (or group subject to approval by the trainer/assessor).
15. Assessment answers must be typed using Microsoft Word (font size: 11, font: Calibri) or
handwritten as per the trainer/assessor instructions.
16. You are NOT allowed to copy straight from any internet-based or written materials available.
You must write your answers in your own words.
17. You are required to provide proper and appropriate referencing (if applicable).
18. You are NOT allowed to copy or attempt to copy the work of another student or permit
another student to copy or attempt to copy your work.
19. Penalties shall apply for copying, plagiarism and any improper use of materials or ignoring
instructions given by the trainer/assessor. Penalties may include failure of the unit and/or
other penalties as per the college’s academic misconduct policy.
20. It is your responsibility to attend to your classes and seek assistance from the trainer/assessor
to ensure you continuously succeed in good course progress and academic standing.
Remember all trainer/assessors are here to help so ask them if you feel you need it.
Page 23 of 34
BSBMGT615 Contribute to organisation development

Section 1Questions
Complete the following questions/tasks individually
Question 1
OBJECTIVE Explain how to maximise participation in and support for organisation development including
strategies or techniques for
Name 5 change management techniques.
1. Consultative processes
2. Business re-engineering
3. Job redesign
4. Sensitivity training
5. Organisational redesign
What are the 4 main forms of the consultative process?
 One-to-one meetings and reviews that have been taken
 Focus on group consultation
 Surveys and questionnaire to all the present people
 Representatives and council meetings
Why is it important to manage conflict?
As stated by Dignath, Kiesel & Eder (2015), conflict is caused from the tension between one employee
Page 24 of 34
BSBMGT615 Contribute to organisation development

and other or between managers and employees if the two parties do not know how to handle the
situations. It is needed to solve as soon as possible as it can lower the morale of the employees and it can
also impact on the decrease of workplace cohesion between employees. Workplace culture can be lost
through conflict of the employees.
QUESTION 2
OBJECTIVE Outline theories of organisational behaviour and dynamics relevant to planning and
implementing organisational development
Name and explain 5 of Fayol’s management principles.
Authority and responsibility: Authority is the provision of giving orders and responsibility is the
expectation is being allocated to the employees.
Division of work: Among the workforce, division needs to be created and specialisation should be
produced more for better work (Fayol, 2016).
Discipline: Employees and firm should maintain a respect based on clear agreements.
Unity of command: One manager needs to give command to the employee.
Unity of direction: Activities of the organisation must have central authority to plan the action.
Page 25 of 34
BSBMGT615 Contribute to organisation development

QUESTION 3
OBJECTIVE Explain the impact of legislation on organisational development and change
How might new legislation affect the process?
New Australian legislation can affect the process of OD as it is related to the team building, career
development, training, e-learning, leadership development and talent management. In addition,
organisation can get the benefit of empowering the leaders and creating culture. New legislation can bring
Page 26 of 34
BSBMGT615 Contribute to organisation development

change in making conflict constructive and giving leaders about control on results. Commonwealth Entities
can identify the regulatory change in OD.
QUESTION 4
OBJECTIVE List aspects of organisation culture that can affect organisation development and explain how to
address them in planning and implementation
What are the 6 types of organisational cultures?
1. Value based culture
2. Structure-based cultures
3. Power culture
4. Role culture
5. Task culture
6. Person culture
Page 27 of 34
BSBMGT615 Contribute to organisation development

Assessments Judgement Summary
This should be used by the trainer/assessor to document the learner’s skills, knowledge and
performance as relevant to the assessment. Indicate in the table below if the learner is deemed
Satisfactory (S) or Not Satisfactory (NS) for the activity or if reassessment is required.
Learner’s name
Assessor’s name
Unit of Competence: Code and Title BSBMGT615 Contribute to organisation development
Date(s) of assessment
Has the activity been answered and performed fully, as required to assess the
competency of the learner?
Yes No
(Please circle)
Has sufficient evidence and information been provided by the learner for the activity? Yes No
(Please circle)
Comments
Provide your comments here:
The learner’s performance was: Not Satisfactory Satisfactory
Page 28 of 34
BSBMGT615 Contribute to organisation development

If not yet satisfactory, date for reassessment:
Feedback to learner:
Learner’s signature
Assessor’s signature
Project
When Completing these activities, you can reference the information provided in this unit, however you
need to demonstrate you have undertaken your own research.
Project 1 Create an organisational development plan for organisation
You should:
 Analyse all relevant information and data regarding their organisation
 Create an organisation development plan which outlines agreed objectives
 Identify roles
 Implement the plan while solving any problems and managing conflict
 Consult with relevant stakeholders
 Evaluate the development plan.
Fonterra is Multinational dairy cooperative organisation which sells dairy based products. This organisation makes
almost 30% of the dairy exports around the world. It is a New Zealand based organisation and it has its stores and
products in Australia. The organisation is planning to develop the organisation to expand the business in different
parts of Asia. It has its own community of farmers who do the firming of the cows. It was established in the year of
2011. Net income of the organisation touches almost NZ$266 million. It sells mainly cheese, butter, canned milk and
ice cream.
Page 29 of 34
BSBMGT615 Contribute to organisation development

Objectives:
To achieve the flexibility of the workforce so that the personnel can operate the work process easily
To achieve more effective and consistent people-management relationship
To expand the business in South Asian section
To instil a manufacturing section in making high-quality products
Identify roles
The managers and employees have their designated role in order to set the strategies of the organisation to meet
the OD objectives. The management needs to provide training to the employees and appoint training coordinator
for each of the department. The management can establish an expert for each of the activity.
The management can publish the quality data and ensure all the members to understand the needs and feedback.
In addition, in order to implement the performance management process, they can recognise the achievement.
Implement the plan while solving any problems and managing conflict
In order to implement OD plan, the leadership style of the leaders need to alter. The organisation can follow
different structure to implement OD plan. Each participant of the organisation can follow different systems to
implement capability.
Relevant stakeholders
The stakeholders of the organisation are employees, government, suppliers, managers and customers.
The development of OD plan is mainly focus on vision and mission strategy of the organisation. The organisation
needs to determine strategy and vision previously agreed to assess the vision of the organisation. This development
plan of the organisation, leadership roles, responsibilities and culture of the organisation will be influenced.
Page 30 of 34
BSBMGT615 Contribute to organisation development

Page 31 of 34
BSBMGT615 Contribute to organisation development

Assessments Judgement Summary : Project
This should be used by the trainer/assessor to document the learner’s skills, knowledge and
performance as relevant to the assessment. Indicate in the table below if the learner is deemed
Satisfactory (S) or Not Satisfactory (NS) for the activity or if reassessment is required.
Learner’s name
Assessor’s name
Unit of Competence: Code and Title BSBMGT615 Contribute to organisation development
Date(s) of assessment
Has the activity been answered and performed fully, as required to assess the
competency of the learner?
Yes No
(Please circle)
Has sufficient evidence and information been provided by the learner for the activity? Yes No
(Please circle)
Comments
Provide your comments here:
Page 32 of 34
BSBMGT615 Contribute to organisation development

The learner’s performance was: Not Satisfactory Satisfactory
If not yet satisfactory, date for reassessment:
Feedback to learner:
Learner’s signature
Assessor’s signature
Page 33 of 34
BSBMGT615 Contribute to organisation development

Reference List
Anderson, D. L. (2016). Organization development: The process of leading organizational
change. Sage Publications.
Burke, W. W., & Noumair, D. A. (2015). Organization development: A process of learning and
changing. FT Press.
Chodorow-Reich, G., & Karabarbounis, L. (2016). The cyclicality of the opportunity cost of
employment. Journal of Political Economy, 124(6), 1563-1618.
Dignath, D., Kiesel, A., & Eder, A. B. (2015). Flexible conflict management: conflict avoidance
and conflict adjustment in reactive cognitive control. Journal of experimental
psychology: learning, memory, and cognition, 41(4), 975.
Fayol, H. (2016). General and industrial management. Ravenio Books.
Hayes, J. (2014). The theory and practice of change management. Palgrave Macmillan.
Jabri, M. (2017). Managing organizational change: Process, social construction and dialogue.
Palgrave.
Korsager, M., & Slotta, J. D. (2015). International Peer Collaboration to Learn about Global
Climate Changes. International Journal of Environmental and Science
Education, 10(5), 717-736.
Kuipers, B. S., Higgs, M., Kickert, W., Tummers, L., Grandia, J., & Van der Voet, J. (2014). The
management of change in public organizations: A literature review. Public
administration, 92(1), 1-20.
Lee, K. Y., Bassellier, G., & Faraj, S. (2014, January). The role of shared team passion, shared
norms of ICT use, and expertise on knowledge team creativity. In System Sciences
(HICSS), 2014 47th Hawaii International Conference on (pp. 210-220). IEEE.
Smither, R., Houston, J., & McIntire, S. (2016). Organization development: Strategies for
changing environments. Routledge.
Uppal, N. (2016). A study of culture in a non-profit organisation in India: organisational
development and change. Journal for Global Business Advancement, 9(3), 215-230.
Waddell, D., Creed, A., Cummings, T., & Worley, C. (2016). Organisational change:
Development and transformation. Cengage AU.
Page 34 of 34
BSBMGT615 Contribute to organisation development