BSBMGT615: Organisational Development Plan for Bounce Fitness

Desklib offers past papers and solved assignments. This BSBMGT615 project helps students understand organisational development.

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BSBMGT615
Contribute to organisation development
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Date: 20/04/2018
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STUDENT INSTRUCTIONS
The following Assessment Tasks must be completed by you to enable you to demonstrate these skills.
Using the simulated business Bounce Fitness
The documents you will require if you are using the simulated business Bounce Fitness can be found on the
Bounce Fitness website:
• Infrastructure tab / Business Strategy and Planning
• People tab / Hierarchical Structure / HO and Centres
• Documents tab / Administrative / Organisational Development Plan Template
• Documents tab / Administrative / Communication Plan Template
You may need to conduct further research
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Task 1 Theory: Short answer questions
1 This task requires you to contribute to the creation of an organisation development plan which
ensures that the organisation will become more effective over time in achieving its goals.
It applies to individuals with organisation wide responsibilities who are critically involved in
shaping and focusing the organisation so that it can adapt to new technologies, challenges, and
markets.
To enable you to do this, you must answer the following questions.
Answer all questions in full sentences of 60 to 100 words (or more). Answers must be in your
own words. Include citations as appropriate
1a. Describe one thing you could do to maximise participation in and support for organisational
development in each of the following areas:
 Change Management
 Consultation
 Evaluating the Process and Outcomes
 Generating Ideas and Options
 Managing Conflict and Resolving Problems
 Managing Conflict and Resolving Problems
Answer Change Management
Change management is the process which matters a lot in the development of an organisation.
The change management concept is used to determine the value of managing emotions of the
humans and the concerns of the employee working in the organisation (Cameron and Green,
2015). This process is used to maintain the changes occurred in the organisation to develop
certain strategies. The change management is one of the important parts of the plan made to the
development of an organisation. This helps to identify the certain changes that improve the
overall strategy of the organisation and it majorly helps in making the proper plan of the
organisation.
1b. Describe how organisational behaviour and dynamics are relevant to planning and
implementing organisational development.
Answer The behaviour of the organisation matters a lot in the organisational development. The several
activities of the organisational behaviour are related with the planning and implementing the
development in the organisation (Wood, et. al., 2012). As the behaviour includes the employees,
workplace environment and many more activities and all these are linked with the development
of an organisation. The planning process of a specific organisation is also related to the
development of an organisation because the planning can be done through the development of
an organisation. So the behaviour of an organisation is related to the development of an
organisation.
1c. Explain how legislation impacts on organisational development and change.
Answer There are many laws and rules which are used during the development of an organisation and
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change in the organisation. Some of the laws need to be followed during the organisational
change and development. The development can be affected if the legislation and laws not be
followed by the organisation (Mimura, et. al., 2015).The change of the organisation is also
affected due to these laws because if these laws are not followed by the organisation, the
organisation need to give the penalty and fine. This process also spoils the value and reputation
of the company among the consumers and the market.
1d. List five aspects of organisational culture that can affect organisational development and
describe how to address each.
Answer There are many aspects related to the organisation culture that can directly affect organisational
development. These aspects are connected with the culture of the organisation that is
specifically taken in this process. The five aspects are described below-
 The values and policies of the company
The values and policies are the basic need of every organisation so these are the main
aspects of the culture that is used in the proper development of organisation.
 Nature of the business
The nature of the business is directly connected to the organisation culture and this nature can
also use in the development process of the organisation because without the nature of the
business no knowledge can occur regarding the organisation (Mohr, et. al., 2012).
 Top leadership principles
The principles of leadership are used by the manager to lead the employees and workers
of the organisation so they can do work with better efficiency. So this is also attached to
the organisational culture and these principles are responsible to increase or decrease the
organisational development.
 Recruitment process
The recruitment process is also a part of organisation culture because this process is used
to appoint the employees in the organisation. This process is also involved in the
development of an organisation.
 Customers and external parties
The customers are the essential need of any organisation so this is the main part of the
culture and it impacts the organisational development by because if the customer’s
increases development increases and if it’s decreased development also decrease.
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Task 2 Practical: Prepare an organisational development plan
2. This task requires you to prepare an organisational development plan and communication
plan relating to the Case Study
Case Study
During its expansion, Bounce Fitness left the Centres to function as independent units. In the
interests of increasing customer satisfaction, Bounce Fitness has decided to standardise the
way in which the Centres operate. Complaints received initiated this change.
They intend to use the same systems which will be developed and documented in Head
Office, the same customer service techniques, and the same fitness class routines which will
be changed monthly and again issued through Head Office.
The Board and Executive are very keen but expect resistance from the Personal Trainers
who all believe that they create better routines than the Head Office could. The Centres,
staff, and clients have not been informed yet.
You have been charged with the responsibility of developing a detailed organisational
development plan for this initiative which clearly addresses what is to be developed and why
and how development will occur.
2a. Print the document Assignment – Organisational-Development-Plan-Template. This will be
your guide for completing the plan.
Open and save to your own directory, the document Assignment – Organisational-
Development-Plan-Fillable Template. This will become the document you submit for Task
2.
First, identify any organisational development initiative that would benefit the organisation.
Ensure that the initiative will meet the plan’s requirements.
Follow the prompts to complete the fillable template. Completed fully and accurately, this
will fulfil the requirements for the organisational development plan and its communication
plan.
Use the template and link the prompts to a relevant initiative in a known workplace.
Answer The organisational development plan is a process that increases the effectiveness of an
organisation. The development plan of an organisation includes the journey from the
different perspectives which can be indulged in the proper development of an organisation.
This plan is related to the expansion of Bounce fitness organisation (Municipality, 2013).
This expansion can be done to increase the satisfaction of customers.
Organisation Development Plan
Purpose of the plan
The purpose of this organisational development plan is to expand the business of Bounce
Fitness to do the independent functions of units (Burke and Noumair, 2015). This plan is
used to increase the customer satisfaction process and operates the other centre properly.
In this organisational development plan, the functions are used as same as they used in the
Head office of the Bounce Fitness.
Brief history
The Bounce Fitness established in the year 2001 by the Margaret House. This organisation
works to provide the fitness to the customers by the personal trainers. This organisation
performs the function as an aerobic studio. This is a dynamic fitness corporation that uses
the service of the organisation.
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Mission
The mission of the organisational development plan is to expand the business in other
places also and each unit works independently in the fitness area. But the functions used
as they used in the Head office.
Vision
The vision of the plan is that every unit works independently in the area.
Unique Value proposition
The proposition value is related to the expansion of the business and the various customer
service techniques used in the process of the plan.
Strategic Priorities
The strategy of the plan is to increase the business and expand the various centres of the
business (Mabogunje, 2015). This expansion process follows the various strategies like
customer service techniques and maintains the customer satisfaction process.
Roles and Responsibilities of the development program
There are various roles and responsibilities of the development program. The development
plan used to do the expansion of the business properly. The Bounce Fitness need to make
the different centre units but the functions need to use as same as in the Head office. The
plan needs to make the proper routine by the personal trainers. The information should not
give to the clients and staff of the organisation.
Environmental Conditions
The environmental conditions of the plan should need to be appropriate as per the
expansion of the business. The complaints are not arising as per the expanding process.
The personal trainers need to maintain proper routines.
SWOT analysis
 The strength of the plan- The main strength of the plan is the nature of the personal
trainers who always help the organisation to maintain the process.
 The weakness of the plan is related to the information leaked among the customers
and clients.
 Opportunities for the plan are related to the expanding of business and various
other centres are located in the area.
 Threats to the development of the plan are related to the competition in the market
of fitness corporations.
Development priorities
The development priorities of the plan are related to the development process used in the
expanding of business.
Key Constituents
The key constituents of this organisational plan are described below-
 The techniques used in the customer services
 The personal trainer
 The chief executive of the corporation
 The employees of the fitness corporation
Development Audit
The development audit can be done to check the proper progress of the plan in the market.
This can increase the process of the plan properly in the market.
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Development Tactics
The development tactics are the systems that are used to explore the organisational
development plan. The several development tactics are described below-
 The other units of the organisation
 The personal trainer appointed on the other centres rather than head office
 The head office of the Bounce fitness
Timeline
The organisational development plan can be achieved success within the 6 months of the
starting.
Financial Projection
The funds are required to attain the success in the organisational development plan. The
find required n this plan is approx. 5,000 dollars.
Additional resources required
Some additional resources are also required for the organisational plan which are places to
open other centres, personal trainers and many more.
Communication Plan
This plan is used to deliver the essential information for the stakeholders related to the
organisational development. The communication plan of this organisational development is
described below-
Strategies to
communicate
Persons used the
communication
Communication
channels
Timeline
The process of the
organisation
Stakeholders of the
organisation
By fact to face
discussion
1 month
The Change
occurred in the
organisation
Customers of the
organisation
By showing the
development
process
2 months
The process used in
the development of
the organisation
Employees of the
organisation
By making a chart
of the process
1 month
The development
opportunities
Trainers of the
organisation
By communicating
with the managers
1 month
Your Assessor will complete this table as they assess your plans
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Criteria
Did the Learner accurately analyse strategic plans to determine organisation development needs and
objectives?
Did the Learner consult with relevant groups and individuals to profile the organisation's culture
and readiness for organisational development?
Did the Learner determine who will appropriately take key roles in the organisational development
process and confirm their commitment?
Did the Learner collect and analyse data on areas of the business experiencing problems or that
need realignment?
Did the Learner determine and agree on objectives and strategies for organisational development?
Did the Learner consider change management techniques required to achieve the workplace culture
outcomes and build them into the organisation development plan?
Did the Learner develop communication / education plans to achieve communication objectives in
relation to the desired work environment and desired approach to problem-solving and
developmental activities?
Did the Learner identify and implement consultative processes to maximise participation in the
organisation development process?
Did the Learner undertake team development and training activities to develop collaborative
approaches to problem-solving and development?
Did the Learner facilitate groups to articulate problems and to propose means for resolving the
problems?
Did the Learner identify and implement consultative processes to maximise participation in the
organisation development process?
Did the Learner undertake team development and training activities to develop collaborative
approaches to problem-solving and development?
Did the Learner facilitate groups to articulate problems and to propose means for resolving the
problems?
Did the Learner undertake surveys to identify any loss of support for organisation development
program and activities?
Did the Learner maintain regular team meetings and individual feedback in accordance with a
communication plan?
Did the Learner achieve the set-out activities and interventions in the organisation development
plan and maintain, evaluate, and modify them as required?
Did the Learner ensure senior management reinforces organisation development program by
ongoing messages of support and appropriate resource allocation?
Did the Learner evaluate organisation development plans in terms of costs and benefits, including
opportunity costs?
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Task 3 Practical: Conduct a brainstorming session
3.
This task requires you to conduct a brainstorming with session six others from your training
group. The topic must be one benefit to the development of your organisational development
plan and approved by your Assessor before use.
The brainstorming must last twenty minutes and, as the Facilitator, you must attend to all points
covered in the training in Element 2.
This Activity must be completed regardless of whether the development plan of the Learner is
completed on the simulated business or in their workplace.
Your Assessor will complete this table as they observe your brainstorming session.
Date Demonstrated The brainstorming process is used to maintain and generate creative ideas
to solve particular problems related to the session. This process includes
the group discussion to solve the problems arises in the organisational
development (Harrison, 2012). The brainstorming is the group creativity
technique in which several efforts are made to solve the specific problem
arise in the organisational development process.
The brainstorming session is related to the decision-making process that is
one of the important processes in organisational development. This task is
related to the organisational development that is related to the expansion of
the business. The brainstorming session of this development plan is
described below-
Brainstorming Session
Problem Introduction
The problem is related with the organisational development plan that is
related with the expansion of the business of Bonus fitness by opening
different centres in the market so that the customer increased and
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satisfied with the particular corporation.
Context-related to problem
The context of the problem is that the expansion can be done with the
help of the proper organisational development plan that needs to be
discussed with the staff so that they can improve the overall
performance of the organisation in the process of expanding.
Group of training
The training group is decided to establish a brainstorming session so that
the problem can be identified and discussed with each other to solve the
particular problem. The discussion is taking place among the training
group so that the problem can be solved easily.
Set the agenda
The proper agenda is needed to solve the problem as per the
requirements. These requirements can be fulfilled by the agenda decided
on the overall improvement in the organisational development process.
Criteria
The meeting room must be comfortable and prepared before the participants arrive.
Nominate a recorder to write the ideas on a flip chart, data projector, or whiteboard as they are called out.
Define the problem concisely and clearly. Describe any criteria that must be met. Explain that the purpose is
to generate as many ideas as possible.
Allow time for people to develop their own ideas at the commencement of the session.
Request that individuals call out their ideas and ensure that all get equal time and opportunity.
Encourage everyone to build on the ideas of others or use them as a base to build new ideas.
Enthusiastic, uncritical attitudes must be fostered among the group. Work hard to get everyone to think of
ideas and share – especially the quiet ones.
It is essential that no one criticizes or evaluates the ideas of anyone or themselves during the session because
it will close the creativity.
Encourage people to have fun. Look for crazy off-the-wall ideas, madly impractical, and totally practical.
Do not let the session get bogged down on one idea for too long.
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Task 4 Practical: Address the team as the leader/manager
4. This task requires you to demonstrate your ability to interact with staff to improve their
performance. Your Assessor will act as the Personal Trainer who has displayed resistance to
learning the new routines supplied by Head Office and continues to use their own. You need to
choose a technique to get the Personal Trainer to support the development and use the routines.
This Activity must be completed regardless of whether the development plan of the Learner is
completed on the simulated business or in their workplace.
Date Demonstrated The interacting has been done with the staff members to improve the
performance with the organisational development and plan. The team
members aligned to discuss the organisational strategy and values. The
team members are discussed with each other regarding the organisational
strategy and values.
The strategy is related to the expanding of the business of bounce fitness
and opening other centres at different units. The different centres of the
business will open and they perform the same functions as the head office.
The functions of the centres cannot be changed because the employees are
well-known about those functions only. The interaction ability with the
staff about the functions are used to improve the overall functions of the
organisational development (Haddou, et. al., 2014). To interact with the
ability for the performance improvement. To work with the organisational
structure, the interaction ability is very important at the different levels of
the organisation. The different organisational levels are executives,
managers, employees and other middle managers. The different skills are
used to communicate and interact at all levels makes the organisation
efficient among the people and customers of the organisation. The
interaction with the staff is most important part because the whole work of
the organisation depends on the staff itself. There are different process by
which interaction with the staff becomes successful and improve the
organisational performance (Litcanu, et. al., 2015).Some of the processes
are discussed below-
 Schedule regular open meetings
The meeting schedule can help in the process of interaction with
the staff at regular intervals so that they easily know about the
development of the organisation. This can increase the proper
development of the organisation.
 Use appropriate body language
The body language can properly define the process of the
organisational development to the staff so that they adopt the process of
the organisation and help in the expansion of the business properly because
staff needs to maintain all the process in the expansion of business
(Cummings and Worley, 2014).
 Speak simply
The simply speak can easily define the staff about the activities
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used by the staff in the process of organisational development. The
simply speak can easily define the process among the staff and the
interaction becomes successful.
 Utilize visuals
The utilisation of visuals can easily define the process and increase
the ability to discuss with the staff so that the performance of the
organisational development can be increased easily because the
development also depends on the staff of the particular
organisation.
 Value the ideas of every tea members
The team ideas play an important role in the discussion with the
staff because if the ideas of the team members can be followed in
the plan of the organisational development then they start taking
interest in the process of the organisational development.
 Establish and maintain the ground rules for the team
The ground rules need to be established because then only the team
can properly work for the organisational development and increase
the process of the work that is used in the expansion of the
business.
 Encourage debate
The encouraging of the debate is also used to maintain the
interacting of the staff and increase the improvement of the
performance of the organisational development plan.
 Show the appreciation.
The appreciation plays an important role in the organisational
development process. This appreciation can increase the ability to
interact with the staff so that the performance can be improved
properly in the organisation.
All these above skills are necessary for the proper interaction with the
staff because the organisational development totally depends on them
only. The development is related to the expansion of the business of
the bounce fitness. The bounce Fitness needs to expand the business by
opening different centres at different places. The functions of the
different centres are sane as the head office because the customers are
used to these functions only. The personal trainer of the organisation
needs to maintain the routine of the process so that customers attract
towards them. It is essential for the staff to know about the various
process.
Criteria
Aligned team members around organisational strategy and values.
Built unity in a time of change.
Explained clearly.
Answered questions appropriately and accurately.
Persuasive and influential.
Encouraged ‘buy-in’.
Listened carefully and answered accurately.
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