Organisational Development: Analysis and Strategies for Bounce Fitness

This report provides a comprehensive analysis of organisational development strategies for Bounce Fitness, a company offering personal fitness training services. The report is divided into two parts. Part A explores ways to maximize employee participation, the relevance of organisational behaviour and dynamics, the impact of legislation, and the influence of organisational culture on development. Part B delves into strategic plans, consultation with relevant groups, communication plans, and the implementation of development initiatives. It examines key roles, identifies organisational development needs, and outlines change management techniques. The report also addresses the importance of leadership, managing conflict, and ensuring support from senior management, providing a detailed overview of the challenges and opportunities facing Bounce Fitness in its pursuit of organisational growth and success. The report also highlights the importance of legislation, organisational culture and various other aspects that affect the overall development of the organisation.

Contribute to
Organisational
Development

Table of Contents
INTRODUCTION...........................................................................................................................1
PART A...........................................................................................................................................1
1. Way to maximize the participation in support for organisational development................1
2. Organisational behaviour and dynamics are relevant to planning and implementing
organisational development ...................................................................................................3
3.Explain how legislation impacts on organisational development and change....................3
4. Aspects of organisational culture that can affect organisational development..................5
PART B............................................................................................................................................7
Q1Analyse strategic plans to determine organisation development needs and objectives.. . .7
Q2. Consult with relevant groups and individuals to profile the organisation's culture and
readiness for organisational development..............................................................................7
Q2.a. Key roles in the organisational development process.................................................8
Q2. b. Business experiencing problems that need realignment.............................................8
Q2 c. objectives and strategies for organisational development............................................9
Q2 d. change management techniques required to achieve the workplace culture outcomes
and build them into the organisation development plan .......................................................9
Q3. Communication / education plans.................................................................................10
Q.4) a) Approach Used to Increase Consultation from Managers in Organisational
Development Process...........................................................................................................10
Q.4 b) Undertaking team development and training activities to develop collaborative problem
solving skills.........................................................................................................................11
Q5. a) Articulate problem and mean of solving them..........................................................11
Q5. b) Development plan and maintain, evaluate, and modify them...................................11
Q.5 c) Ensuring Support from Senior Management's Organisational Development Program12
Q.6 a) Revise Training Schedule..........................................................................................12
Q.6 b) Evaluation of Organisational Development Program..............................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Organisational development plan plays a crucial role within the growth and success of a
business as it help in providing guidance regarding the operations to be perform for achieving the
organisational goals. Within this report Bounce fitness company is taken which provides
personal fitness training services within one major regional centre and three capital cities across
Australia. Its centre are operates over rental facilities in near largest shopping centre and provide
facilities such as child care, substantial parking, coffee shop are also serve for public
transportation (Zumitzavan, 2014). This report is divided into two parts where part A contains
the description regarding way to maximise participation, along with impact of organisational
behaviour, dynamics and legislation over organisational development. It also includes
description of five organisational culture and its affect over organisational development. In part
B of project report there is an explanation regarding strategic plan, consult of relevant group and
individual for organisational development is mentioned. In addition to this communication plan
fro accomplishing organisational goals and implementation of plan is also mentioned.
PART A
1. Way to maximize the participation in support for organisational development
The participation of employees has a direct influence over the performance of
organisation and contribute toward its development. This in turn further support an organisation
to bringing changes and improve its practices. In order to adopt with changes in new technology,
market and challenges, Bounce Fitness Company must focuses toward encouraging its
employees to support organisation in bringing changes as workers usually resist to change
because it create complexity in their work (Vos and et. al., 2012). Hence, for avoiding such
issues bringing changes within the organisation, Bounce Fitness Company must focuses toward
providing its employees effective leadership for maximising the employee participation and for
achieving organisational development in following area:
 Change Management:- It refer to the process of changing the goals and manner in
which organisational operations performed by a company. In order to implement these
changes within the organisation, Bounce Fitness Company must focuses toward
providing proper leadership support to its employees in order to make them aware about
1

the changes and motivate them to accept those changes for personal as well as
organisational goals.
 Consultation:- While bringing changes as well as new technologies within the
organisation, leaders of Bounce Fitness Company must consult with employees and ask
them to provide suggestion regarding upgrade of new technology so the changes can be
bring with mutual acceptance (Upadhaya, Munir and Blount, 2014). For this Bounce
Fitness Company must implement democratic leadership where concern of each
employee get discussed and then decision would be taken. This in turn increase the
participation of employees in organisational development practices and also help in
achieving the positive outcome.
 Evaluating the Process and Outcomes:- For effective implementation of new changes,
leaders of Bounce Fitness Company must focuses toward reviewing the performance of
its employees in regular basis by evaluating the processes as well as outcome of
particular work. In addition to this it must also focuses toward guiding the employees
over their work for improving their quality of work. This support in improving the
interest of employees within work which in turn also motivate other to participate in such
practices and support organisation to bring changes.
 Generating Ideas and Options:- In order to achieve most positive results from new
innovational and technological change that is to be implement within organisation, the
leaders of Bounce Fitness Company must focuses toward interacting with employees on
regular basis for discussing plan (Su, Baird and Schoch, 2015). In addition to this, leaders
must also ask employees to give their view over such actions which in turn help in
attracting employees to participate in such activities and support organisation in bringing
changes for further development.
 Managing Conflict and Resolving Problems:- The leaders of Bounce Fitness
Company must focuses toward arranging sessions of employees and then asking them to
discuss issues they are having with changes implemented by organisation. After
determining issues, leaders must focuses toward resolving the conflicts and problem so
that employees can contribute properly and work coordinate toward the development of
organisation.
2

2. Organisational behaviour and dynamics are relevant to planning and implementing
organisational development
In organisation such as Bounce Fitness Company, the nature of the employees working
on the company plays an important roles in deciding about the success or failure of the company.
However both these concepts have many similarities but are also different many situations. OB
relates to the behaviour of individuals working in an organisation as both in the individual and
group sense (Su, 2014). In addition to this, the operations of an organisation are done in a
dynamic environment so the perception of people also changes from time to time. In order to
make and implement any change in the organisation, the consent of employees is the most
important aspect which should be taken into consideration as employees are the one who are
dealing with this change.
Before planning and implementing change in the organisation it is important for the
companies to make their focus on the nature and behaviour of their employees whether they are
ready to accept the change or not. In case they are not ready than Bounce Fitness Company
should motivate them in order to accept the changes such as by providing them with the benefits
of those changes or by providing them with incentives or bonus so that motivation could help
them in adopting the changes easily. These benefits will work as the means of motivation for
them and make them to accept the changes easily.
So with the help of motivated employees, it will be easy for the companies to get the
work done from the employees effectively and efficiently. In this way, organisational behaviour
is important to take into consideration as if the employees are not behaving properly or
motivated than the company will not be able to implement changes in the organisation. The
planning done by the company will be of no use as the plans will be implemented on the
employees only (Sheehan, Garavan and Carbery, 2014). Due to this reason, organisational
behaviour and dynamics are relevant to planning and implementing organisational development.
3.Explain how legislation impacts on organisational development and change.
Legislation plays a crucial role within the operations performed by a company as it
provide guidelines over which an organisation has to work. Legislations contains group of norms
and standard that are fixed by government in order to regulate the fraud and malpractices at
corporate level. In addition to this it also help in avoiding the any sort of discriminatory practices
at workplace. Therefore, while implementing changes within the organisation it is very crucial
3

for the management to consider the regulation to be followed as avoiding of this may leads to
failure of organisation in its operation and also affect its image at marketplace. This is because
avoidance of standards and norms fixed by government affect the operations performed by
company which in turn create its negative image among stakeholders (Pimentel and Major,
2014). The Bounce fitness company deals in providing training regarding fitness and health.
Within this sector there are number of regulation that must be followed by this company in order
to avoid any kind of legal compliances. Following are the major role that business law plays
within an organisation:
 It help in regulating the rights and duties of people who are operating business in order to
ensure that their must be fair practices performed within the organisation.
 The implementation of legislation properly support in protecting people dealing with
business or availing services from any kind of harm that are caused by defective services.
For instance, in order to attract larger number of customer toward its services offered,
Bounce fitness company must comply with all the legal standards and norms that are
mentioned under the Health & Safety Act. This in turn help in providing employees as
well as customer a satisfaction of safety when they are in fitness centre which further
support in organisational development and growth.
 The legislation help in ensuring that employees must be treated in fair and
undiscriminating manner. By getting an environment of equal opportunity employees put
more efforts toward the accomplishment of organisational goals which further contribute
toward the organisational development (Mortensen and Arlbjørn, 2012). Before brining
any sort of change to operational procedure it is very essential for Bounce fitness
company to delegate authority in a manner that each employee get equal opportunity at
workplace by implementing Equal Opportunity Act 1984.
 It help in protecting the rights of investors, creditors and consumers which in turn
improve the brand image and be able to create a group of loyal stakeholders. This further
support in organisational development as well as changes it wants to bring because when
an organisation comply with law and put more attention toward the stakeholders right
then they support company in bringing changes and get succeed in its operations. The
Bounce fitness company must focuses toward implementation of Privacy Act 1988 in
order to avoid getting personal information shared without any permission. The
4

implementation of this law help in gaining the trust of stakeholders which further
contribute toward improving its brand image.
4. Aspects of organisational culture that can affect organisational development
Within an organisation, culture is refers to a factor of interaction among people within
workplace. The collective ability to constructively manage the relationship at workplace are
consider as inevitable tension and conflict that directly affect the organisational development.
The organisational culture has a direct influence over the performance as well as operations that
are performed within an organisation and it also plays a crucial role within its growth and
development (Mellor, 2015). This is because a culture is formulate by the number of people
working within workplace and manner in which they are treated by management. This in turn
create a perception of employees toward management and they work according to their level of
satisfaction which directly influence the organisational development. Hence in order to avoid the
negative influence of organisational culture over the development of Bounce fitness company it
most focuses toward the following aspects of culture,
 Leadership:- It is consider as one of the most essential aspect or part of organisational
culture because a leader is one which guide the employees and create the pattern of work
they follows. An effective leader is one which can inspire people to work harder and
achieve the target to accomplish the organisational goals. On the other side the ineffective
leadership may affect the productivity or morale of employees which in turn directly
influence the performance of employees in negative manner. In order to deal with such
issue the leaders of Bounce fitness company must focuses toward adopting democratic
leadership in order to keep employees connected with organisation practices and be able
to develop a culture of change and innovation.
 Workload:- The unit of work that an employees at a job is also have an huge influence
over the organisational culture. This is because the higher workload over the employees
create an environment of dissatisfaction and negativity which in turn also influence other
people working at that workplace (Malik and Blumenfeld, 2012). This in turn affect the
performance of employees as dissatisfaction or negative factor of one influence the
perception of others. Hence in order to avoid such negative factor from Bounce fitness
company, management must focuses toward delegating the work as per the capabilities of
5

employees which in turn further support in reducing the work burden and employees be
able to perform well.
 Capability:- The skills and capabilities that an employee also help in forming up an
culture of organisation. Employees with low skills or capability not lead company to
grow and develop as they won't be able to improve their performance as per the changes
in external environment (Krishnan and Mary 2012). Therefore, in order to deal with such
issue or promoting a culture of innovation it is very essential for Bounce fitness
company that to provide regular training to its employees for upgrading their knowledge
as per the changes in external environment. This support in enhancing their skills to
work which in turn make such a culture that help in implementing changes much quickly.
 Relationships:- The kind of relationship that employees share at workplace with their
colleagues as well as management contribute a lot in forming up a culture of
organisation. A culture where employees exert the behaviour of partiality and
dissatisfaction creates an environment where conflicts happen most frequently affect the
performance which in turn reduce the productivity of organisation. In order to avoid such
risk Bounce fitness company must focuses toward creating a supportive culture by
improving the relationship among employees. This can be done with the help of
organising several interaction programs or events where employees can get socialise with
one another and be able to improve their relationship.
 Controls:- The manner in which employees supervised within the organisation also
contribute in creating a culture of organisation. The strict supervision of management
have an huge influence over the culture that employees create as when supervisors work
over their terms and force other employees for same then it create a feel of anger or
frustration among them (King, Grace and Funk, 2012). This in turn create a culture with
full of conflict and also increases the rate of staff turnover which affect the growth and
development of company. Hence to avoid this Bounce fitness company must try to take
regular feedback from employees to develop a culture of shared practices and influence
them to provide their views so that operations can be improved. This help in enhancing
the morale of employees and they work toward organisational development .
6

PART B
Q1Analyse strategic plans to determine organisation development needs and objectives.
Strategic plan is one that support in identifying the current state and strategies that are
implemented by organisation fro achieving success. In addition to this the analysation of
strategic plan will help Bounce fitness company in identifying the need and objective that are
required to be consider for organisational development. From the analysis of strategic plan it has
been found that Bounce Fitness put more emphasis toward good health promotion. In addition to
this it also put emphasis toward the helping employees in changing their behaviour for providing
them a healthier lifestyle which in turn reduce the absenteeism, turnover and results in more
productivity by getting motivated staff (Ismail and et. al., 2012). But despite of all these there is
increase in complaints of customer regarding the health & fitness related services offered by
Bounce Fitness. This is because company have fewer employees than other firm for providing
personal training. From this analysis following need are rectified in order to provide maximum
satisfaction:
 Bounce fitness company is required to focus over developing customer oriented services
in order to bring maximum satisfaction and development of business.
 It must aim toward upgrading the system and services for developing the customer
allegiance.
 Bounce fitness must also focuses toward providing a smooth payment options to its
customer.
 Company must focuses toward stabilizing or create a balance between corporate and
services based employees in order to ensure that customer get services on timely manner
and as per their expectation.
Q2. Consult with relevant groups and individuals to profile the organisation's culture and
readiness for organisational development
There are some need of changes that has been found through the evaluation of strategic
plan developed by Bounce fitness in order to work over organisational development process
(Fowler, 2013). But in order to implement those changes effectively it is very essential to consult
with some key persons which are responsible for the performance and management of particular
7

operations of functional area within which the changes are required to be made. The key
members involved in process are trainer, physician, nutrition expert, employees, therapist etc.
Q2.a. Key roles in the organisational development process
Staff involve Key role
Trainer The main role of trainers is to ensure providing more personalised
services and effective implementation of new system to gain
maximum customer satisfaction.
Nutrition experts The role of nutrition expert is to provide health related suggestions
to customer and taking care of them while there are performing
activities in centre.
Human resource staff Main role of HR staff is to hire new skilled trainers so that they can
provide services as per client's requirement. In addition to this
arrange training session for new hirings to provide them
understanding regarding new system.
Finance unit
employees
Their work is to ensure that new system of “smooth payment
options to customer” can work effectively without any failure or
additional cost.
Operational
employees
Their role is to regularly access that new machines or tools for
activities are working properly or need improvement.
Q2. b. Business experiencing problems that need realignment
The Bounce fitness is facing issue regarding the customer satisfaction as various
complaints received from them which require changes for standardising the operations (Fearon,
McLaughlin and Morris, 2013). The main reason of this less number of staff for performing
work and centres also operates as independent unit. In order to realigned this Bounce fitness has
decided to hire new staff for creating balance between corporate and services based employees,
upgrading tools & technology for improving services, enhancing the payment modes and
improving organisational system of work.
8

Q2 c. objectives and strategies for organisational development
In order to improve the satisfaction level of customers, Bounce fitness is required to
make improvement in its operations and bring changes within the services. Following are the
objectives related with change of Bounce fitness,
 To bring more customer oriented services
 To develop customer allegiance by upgrading system and services
 To improve the payment options facility
 To create a balance between corporate and services based employees
Strategies
 For providing more customer oriented services, Bounce fitness will improve its online
services to provide additional benefits to customers (Ejere and Ugochukwu, 2013). For
this it bring several membership skims in order to give concession to employees over
services, like providing discount over membership, online free sessions over referring
other customers etc.
 It work toward upgrading system by hiring nutrition experts to provide health related
advice to customer at centres. The bounce fitness also bring new tools and machines for
exercising activities in order to provide a better experience to customers.
 In order to provide flexible payment option, Bounce fitness will provide an option to its
customer where they can get a payment card from company on which they get cash back
or other benefits whenever access for payment.
 For creating balance between corporate and services based employees, Bounce fitness
will hire more employees that are required and the prepare a proper work breakdown
structure so that each employee can work accordingly.
Q2 d. change management techniques required to achieve the workplace culture outcomes and
build them into the organisation development plan
In order to implement change within the organisation effectively, the Bounce fitness
company will use training as a change management techniques which support in easy
implementation of new upgrade (Coalter, 2013). This is because by providing proper training to
employees regarding new system company become able to achieve objectives. In addition to this
it help in creating a culture of change within organisational which leads toward regular updation
of system as per need and demand of customer.
9

Q3. Communication / education plans
For effective implementation of changes within organisation it is very essential for
Bounce fitness to create communicational plan in order to interact with its employees and make
them aware about new changes as well as responsibilities they have to perform. For this
following steps would be consider,
 First of all objectives will be decided and then a meeting will be arrange among the
internal stakeholders whose operation get affected with these changes (Carlos Pinho,
Paula Rodrigues and Dibb, 2014). These includes CEO, operations manager, HR
manager, Finance manager, trainers etc. to whom these objectives and changes will be
discussed.
 After communicate the objectives next the feedbacks will be consider from the people
who are involve in meeting and issues will be identified that can be faced by
organisation.
 Next, problems or issues presented by the members will be discussed and prospective
solution will be identified so that proper action plan can be formulate.
 After formulating plan work will be delegated to each person as per their skills and
capabilities by providing them proper work breakdown structure so that work can be
performed effectively without any repetition.
Q.4) a) Approach Used to Increase Consultation from Managers in Organisational Development
Process
In the current scenario of Bounce Fitness Company, the customers of the company are
not satisfied well from the services of the company. The problems encountered are related to the
low availability of skilled trainers and the independent working of each centre of the Unit. Due
to low availability of skilled trainers the company is facing problems in providing right guidance
to their people and the centres of the company are not provided with proper guidelines about how
to work, this has impacted negatively on the satisfaction of customers of the company
(Blandford, 2012). So in order to make improvement to foster the organisational development
process, the involvement of managers in this process will be increased. It will be done with the
help of arranging meeting with HR Manager, Operational Manager and Finance Manager on
weekly basis so that feedback and suggestions from them could be collected and the needed
rectification can be made. It is so because these people are in the direct contact with the needs
10