Organizational Development Plan for Bounce Fitness: A Case Study

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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.
a. Why is it important
to analyse strategic
plans in order to
determine the
organization
development
needs?
Strategic planning makes a clear vision and mission of the organization. It helps the organization
for its development. It helps to organization to achieve its desired or long term objectives. It is
essential for organizational development because it identifies the current state or position and
knows how to make success by using the proper path or direction. The strategic plan, the
organization can modify in the leadership style, management approach and other factors, which
helps in development (Del Castillo, M. F., & Dimitrakopoulos, 2019).
b. Why is it important
to profile the
organisation’s
culture and
readiness for
organizational
development?
It is essential to develop an organizational culture plan. It helps to improve the design of process
and practices in the organization. It has the capability to diagnose the current risk, which has
been running in the organization. It is essential because for this cause, team and group
contribute to the organization for making a successive plan. Organization culture needs to be
developed according to the time and employees because it is not possible to follow same
cultural for a long time.The working style and the work changes according to the time, so
organization culture would also need to be developed.
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?
Sponsorship: If a team member wants to involve in such type of activities in the organization.
Starts as an initiator of the development and individual need to discuss with the stakeholder
about the development plan and wait for the consideration.
Short term wins Individual need to work for the small win on the basis of its ability. Short time
wins enable to seek attraction from a group of team, and leaders will consider individual
involvement due to its hard work.
b. Why is it important
to determine the
commitment of
people who have
key roles in the OD
planning process?
Those individuals who want to involve in the development program seriously. Organizations
need to consider because these people help to collect and analyse the data, which will be fruitful
or the development. They solve the problem in an efficient manner and creative in the
workplace. These individual works for both, i.e. organizational as well as its professional
development as well (Haight, et.al., 2019).
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?
It requires adopting a 360-degree survey, in which it analyses complete business data. In which
why organization invests such a large amount. Why a customer has lots of complaints? Is
employees are not satisfied with the management and leadership style? Is feedback were not
implemented according to the customer requirement etc.
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4. Explore the following change management techniques and provide a brief discussion for each technique:
a. Business re-
engineering
Project plan technique use for business re-engineering. It describes what the existing issues
faced by the organization and what change organization need to implement are. In this
technique, businesses consider all the existing approach and identify which required
redesigning.
b. Consultative
processes
Process consultation acquires all the given feedback which needs to be analysed by the
stakeholders. Decisions are in the hand of stakeholder so; it requires focusing on feedback and
consulting accordingly.
c. Job design
Brainstorming is essential to change the job design in the organization. In the brainstorming
process, relevant individual put its opinion and thought for new job design (Golden, T. D., &
Gajendran, 2019).
d. Organizational
design
Team building is the best technique for change management in organizational design. Team
building helps to determine the design and development in the organization by concluding a
common decision over that.
e. Systems redesign
Flow chart helps in system redesign in the system in the organization. This technique helps to
segregate or distribute the system according to the capability or ability.
f. Work reorganization
Sensitivity training is the most beneficial change in management techniques. It reorganizes the
system of working style in the organization. It provides training for efficient collaboration in the
organization and helps to achieve the concept of work reorganization (Mahajan, S., & Amhia,
2019).
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)
$ 2000: It is the considerable cost for
organization development, but it requires a
large investment. There is a possibility that
stakeholder will avoid the organizational
development strategy.
This cost will give the efficient working
environment in the Bounce Fitness.
$1700: For this cost, it reduces the training and
development cost for existing employees.
It provides profitability to the organization.
$1500: It is the marginal cost or organizational
development in which they reduce the training
approach in the organization.
Reduce unwanted training methods because
existing employees have the ability to learn
during working hours.
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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. Performance
appraisals
If the trainer gives their performance, In an efficient manner to its fitness centre. The
organization will surely give the appraisal in terms of increment in their salary. Its show the
employee's growth.
ii. Life and career
planning
If life and career plan helps to promote the existing position of employees, this motivates to
plan its life and career accordingly.
iii. Process
improvement
Process improvement requires step by step process. Employees start from the bottom of the
hierarchy and after getting eth relevant experience. It becomes at the top of the hierarchy
level.
d. Team/ unit
i. Quality of work
life
Quality of work in the team is based in each time member hard work and its dedication
towards its work. The work-life must need to improve continuously. It enhances s efficient
and perfection in the company.
ii. Job enrichment
When a team or unit performed well and helped in the organizational development, it will
enrich the specific job in the organization. As per the case study, the trainer must need to
work on an excellent certification rank.
iii. Process
consultation
The team need to consult for every process. It enriches the working efficiency, and it
increases communication and collaboration in the team.
g. Intergroup
i. Work-flow
planning
Organization need to workflow planning for the development of the organization. Like in the
fitness centre
ii. Scheduling
review
Activities need to review the scheduling of another team as well. It reduces the collapse date
and time. So
iii. Third-part
intervention
It is essential to listen to both the parties argument like HR and trainer discuss something
regarding organization development. In this discussion
j. Organization
iv. Strategic
planning
It is essential to facilitate the trending and requirement approach. It helps to improve the
existing state of the organization. This planning includes the management
v. Reengineering
This is based on redesigning of the current process, and activities in the organization which
is deployed by the employees only. In this state, the fitness centre reduces the working
hours of its employees, or it can be divided into two parts, i.e. the morning shift or evening
shift.
vi. Structural
change
The organizational structural change will bring effective change in the organization. Like
existing leaders use autocratic leadership style, and the new leader applied democratic
leadership style. In this case the employees perform well as per the previous comparison
(Wang, et.al., 2019).
7. How can the use of
surveys maintain
support for the OD
program and activities?
The survey method is an important factor which can easily evaluate the success in
organizational development. It shows the satisfaction rate of employees through
organizational development. It measures what kind of further changes they required to adopt
by the company and what are the expectation o employees from its organization for their
professional growth.
8. Why is it important to
maintain regular team
meetings and individual
feedback to maintain
the OD program?
Regular team meeting increases the collaboration in the team. A common goal can be
achieved successfully and reduce the complexities during the project. Individual feedback is
necessary for organizational development because the company is not based on single
employee’s effort, so if they move for the change, it needs to understand every employee
feedback.
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Task 2
1. Read the case study below and acting as anOD 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 Fitnessaddressing 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.
ii. Strategic priorities
needed to be
addressed
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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
Create
development
plan
Inform level
engagement ,
only inform
the new
development
plan to the
staff
Expectation: Satisfy the customer
expectation, profitability and proper
implementation of feedback
Concern regarding the dissatisfaction of
employees towards autocratic
management
Select the appropriate development plan Email Stakeholders 6 Months
Centre managers Data
collection
Consult with
the higher
authorities
Expectation: To deploy its service by
which they can increase the customer
rate. Concern for proper data analysis.
Select the supportive staff Email Managers 4 Months
Support staff Taking
survey Involve with
trainers
Expectation: To provide quality service
and build a good relationship with the
fitness trainer.
Concerns regarding equipment and
scheduling of the staffs.
Motivates fitness for quality trainer Telecommunication Team
Leaders 3 Months
Fitness trainers
Strike
against new
approach
Involve in the
new
development
The expectation of a fitness trainer
increases the effectiveness of the training
activities.
The concern regarding the approach
which involves in organizational
development..
Change in trainer activities Survey answers Employees 1 Month
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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
In this process, there is
involvement of the public in
change management, in which
public feedback and opinion will
be matter in the decision-making
process. Bounce fitness wants
to evaluate the expectation off
the public. If it regarding time,
scope or charges. After
analyzing, it will be helpful to
take the appropriate decision
which part is in the large
contribution of management.
CEO
OD
Consultant
.
Survey
feedback
Survey feedback helps to analyse the expectation
of employees and determine how much employees
get satisfied with the organization
development.These feedback helps to improve teh
organizational developemnet like employees
expectation is to improve the quality wil improce
the teh client will properly exapline iyts requirement
and estrblish the developemnet plan accordingly.
. Cultural
transformation
Cultural transformation increases the [performance
rate of the organization. It brings effectiveness in
the leadership and management approach. It will
be helpful to determine the potential of the
organization.
c. Organizational
learning
Focus group
forum
Collect data from a different
source and analyze according.
Employees and employers both
need to work for the
organizational; learning. In
which employees improve their
hiring process and develop their
policies for the employees. It is
the most considering that
employees can improve the
effectiveness in eth existing
training method and develop
new activities as well.
General
Managers
OD
Consultant
. Coaching
Coaching improves the existing working style. It
helps to include the experiencing factor in the
organization. Bounce fitness provides coaching to
the employees in which they learn how to
decreases the communication gap in the
employees.
. Sensitivity
training
In this training, Bounce Fitness employees get
aware of the goals of the organization. In which
they understand their old values and consideration,
develop the new values and refreeze the new
values. According to this aspect, Bounce fitness
improve its efficiency and growth in the
development process.
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