Organization Development Plan for Boutique Build Australia

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Contribute to organization development
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Contents
Assessment Task 1: Written Questions...........................................................................................3
Assessment Task 2: Develop organisation development plan.........................................................8
Assessment Task 3: Organisation development implementation project......................................14
Assessment Task 4: Organisation development monitoring and evaluation.................................18
References:....................................................................................................................................20
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Assessment Task 1: Written Questions
1. Explain how effective change management strategies can assist with support for
organizational development. Give an example of an effective change management strategy
in your answer.
The process of implementing changes in the organization is a part of its strategy because it helps
in improvement of the organization in various ways like making changes in the technologies
used and the elimination of the unwanted resources and employees. It will also help in adjusting
and changing the budget of the organization. By the change management strategies, the policies
that can be renewed and changed according to the new work environment and demand.
2. Explain the importance of a participative management style when implementing
organization development
The use of a participative management style is a very helpful and effective way for the
implementation of organization development. It will help the employees to become more loyal
towards the organization. They can easily agree with the terms and conditions of the company as
they are also a part of making them. The employees get the importance which will give them the
right to speak for the company and can get the credit for the success of the company. It creates
opportunities for employees to grow in the organization and increase their income. The
organization can get a variety of new ideas and creativity from the employee's participation
(Chrone, 2018).
3. Explain the importance of evaluating organization development and outline at least two
evaluation methods.
The process of evaluating is a part of the measurement and examining the status of organization
development. It helps in checking the progress of the organization i.e. whether the work is on
track of achieving goals and objectives or not. By this, it can be identified that which part of the
organization is working very effectively and which part needs the improvement for better
working. It is also useful for the stakeholders and investors in the organization to know the
profits they are making and whether there is a need for any other resources or budget. The two
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methods that can be used for evaluating are by evaluation of the outcomes after completion and
the evaluation of the ongoing processes (Agrilife, 2019).
4. Explain three methods for generating ideas and options that can contribute to the
process of organization development.
For the generation of ideas that can contribute to organizational development, the methods can
be used are:
 Brainstorming: This is the best method for generating new ideas for development. In this,
a team or group sit together and provide their suggestions and solutions on one common
problem.
 Mind mapping: This is another method which can be helpful in generating new ideas. In
this, the ideas are developed by setting the connection on a graph between various
different points and situations.
 Scamper: This technique can be used for generating new ideas regarding the changes and
updating an existing product or even for the launching of new products (Cleverism,
2015).
5. Explain how conflict can be a positive force in organization development
If any conflict arises in the organizational development, then it can also be used as a positive
point for the organization. The conflicts are helpful in generating a new way of thinking in which
the organization and the management has to think differently. Because of the conflicts, many
questions arises and the answers to those questions can help in solving problems. The conflicts
are also helpful in doing changes in the system of organization as changes are also mandatory for
the organization and conflict also plays part in it. The conflict also helps in strengthening the
bonding and innovation of new ideas that can help the organization (Chrone, 2019).
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6. Explain a method that can be used to manage conflict and resolve problems during an
organization development process.
The methods that can be used for managing conflicts and resolving problems are:
 In case of occurrence of any conflict, there is a need for a mindset that will not think
about being right or to win over something. This will help in the thinking of others
 The main focus of the conflict should be on determining the exact reason of the problem.
The person should stop blaming others for something wrong.
 The other method of solving conflict is by making effective communication that revolves
around the goals and objectives of the organization (The project manager, 2018)
7. Outline Kahn's engagement theory and its relevance to planning and implementing
organization development
Kahn's engagement theory was based on employee management. The main piece of work by
Kahn is on Psychological Conditions of Personal Engagement and Disengagement at Work. This
theory is based on three psychological factors, they are Safety, meaningfulness, and availability.
The safety factor checks whether the employees feel safe at their workplace or not. The
Meaningfulness factor examines the role of the employee in the organization whether he is doing
any meaningful work or not and the availability factor checks whether the employee is fully
present in the organization, both mentally and physically or not. It is related to implementation
and planning because it focuses on employees and their situations.
8. Outline the expectancy theory and its relevance to planning and implementing
organization development
Expectancy theory is very useful for the purpose of motivating the employees of the
organization. It is adopted to make the employees work on achieving the goals and aims set by
the organization. The theory of expectancy given by Vroom is based on focusing on three
factors, they are expectancy, valence, and instrumentality. The valence refers to the result or
outcome the employee gets after achieving the goal. The expectancy is used to check whether the
employees are able or devoted to achieving the required outcomes. The instrumentality refers to
the chances of employees for achieving the desired outcomes. It is relevant to organization
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development because employees are the assets for the organization (Management is a journey,
2019).
9. Outline reinforcement theory, including its implications for organizational development.
Reinforcement theory is used to create a system which can control the behavior and maintain the
smooth environment. In this, a system or set of rules are prepared to check the behavior of the
management and staff. According to their behavior, the actions are taken either by giving them
appreciations and rewards or by giving them punishment. The punishment is given in the case of
occurrence of any unwanted behavior. Its implication is useful in organizational development
because it helps in controlling the employees and also it manages the behavior of the employees.
10. Outline the McKinsey 7-S Framework and its practical application in the workplace in
regard to change
The McKinsey framework is useful for the organization that wants to do improvement in the
status of it and also to knows the process of implementing the planned strategy. The 7-S of the
McKinsey has covered both hard and soft elements of the organization. The soft elements are:
Skills, Style, Staff and Sharing, the hard elements are: Strategy, Structure, and System. It is also
used by the organization that wants to grow and develop in the future times. All the 7S of this
framework is used to implement any change or reforms in the organization.
11. Explain why the Fair Work Act must be taken into account during organizational
development and change
The Fair Work Act came into action in the year 2009. It is an act made for governing the
workplaces of Australia. It provides right to employees regarding their employment and their
safety of employment. This act stated the terms and condition of employment for the employees.
By implication of this act, the organization can ensure the employment of the employees
working in that organization. This act bounds both the organization and employees regarding the
employment conditions and policies. At the time of distress, the organization and employees
both can use of provision specified in this act.
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12. Explain the importance of abiding by anti-discrimination during an organization
development process
The settlement of the organization development process following the rule of anti-discrimination
is helpful in creating an environment which poses equality among all the employees of the
organization. The discrimination results in decreasing the productivity of the organization, also it
creates a negative image in society. It can result in increasing the stress level of employees that
will lead to an increase in the number of leaves of the employee. Also, the labor turnover
decreases because of harassment and discrimination. Implementation of anti-discrimination will
lead to an increase in the number of quality employees and the right person will get the right job
(Antidiscrimination, 2016).
13. List at least two aspects of organizational culture that can impact on organization
development and explain how to address them in planning and implementing an
organization development plan.
The two aspects of organizational culture that can have impact on the organizational
development are:
 Communication Network
 Programme Purpose environment
Both of the above-mentioned points of organizational culture will help in the development of the
organization. The communication network of the organization should be clear and simple so that
every person can interact with others and the employee at a low level can make communication
with the highly designated person of the organization. The environment of the organization
should be according to the goals and aims of the organization.
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Assessment Task 2: Develop an organization development plan
1. Development of the organizational plan
Boutique builds Australia is a boutique building company which is based on Sydney. It
designs and builds designer homes of high quality for Sydney and other nearby areas. It
aims to expand its business and its needs and objectives are to recruit, attract, and
develop the best and talented staff.
The key trends and challenges of the workforce faced by the company are
mentioned below:
a) High competition: There is a high level of competition in the market in which
Boutique Build operates its activities. There is high demand for the workers for
construction and thus workers have options to switch to other employers.
b) Shortage of skilled labor: The Company faces a challenge of recruiting skilled or
talented people who are suitable for the job.
c) Gender inequality: This is not the era in which only men can do the activities.
Building companies are male dominant and thus finds it challenging to recruit highly
skilled female candidates.
d) Education level: Construction companies face difficulty in education and age level
of the workforce.
The Boutique Build Australia’s organization development plan
a) The organization development plan is used to make improvements in the operational
activities of the business. It is used to determine the capabilities of the company at both
the current and future level.
b) Boutique Build Company is facing several challenges while conducting its activities.
These issues include:
 Lack of skilled and talented workforce.
 There is a high level of competition in the employment industry.
 Construction Company faces gender inequality and thus high skilled female
candidates cannot be hired.
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 The company faces the issue in the education level and increased age group
workforce.
Organizational Development Plan
A. Marketing and recruitment
Actions Responsibility Performance
Indicators
Target date
The hiring of talented and skilled
employees
Understanding the
area in which
recruitment is
required.
Preparation of
the recruitment
plan.
31st March 2019
Advertising the business To develop the
strategies and
analyze the target
audience
Preparation of
strategies 19th March 2019
Competitive analysis To conduct market
research
Development of
strategies in
accordance to
the competitors
10th March 2019
B. Management and leadership training
Actions Responsibility Performance
Indicators
Target date
Development of leadership skills Understanding the
area in which
Development of
leadership
10th April 2019
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Actions Responsibility Performance
Indicators
Target date
recruitment is
required.
skills.
Conduct training session To determine the
resources required
for the same.
Training
sessions should
be planned and
scheduled
15th April 2019
The hiring of skilled trainers Analyzing and
recruiting talented
and experienced
trainers
Providing
expert training
to improve
efficiency.
7th April 2019
C. Employee engagement
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Actions Responsibility Performance
Indicators
Target date
Participation in decision making To influence them
to participate
To keep the
employees more
participative
19th April 2019
Providing opportunities To provide an
increased number
of opportunities
To increase
opportunities
for the
employees.
22nd April 2019
Knowledge sharing To increase the
sharing of
knowledge
Knowledge
should be
shared to
increase
employee
motivation.
29th April 2019
D. Employee Retention
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Actions Responsibility Performance
Indicators
Target date
Maintaining and retaining skilled
and talented employees Recruitment of
skilled and
experienced
workforce.
Increase in
employee
retention
17th April 2019
Conducting training sessions Providing proper
training and
development
program.
Increase in
employee
productivity
20th April 2019
Motivating the employees Influencing the
employees by
rewarding them.
Increase in
satisfaction to
employees.
25th April 2019
2. Email to the assessor
To,
The CEO
Subject: To conduct a meeting
Hello Sir,
The email is to bring into your notice that the company has developed an organizational
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