BSBMGT615 Contribute to Organisation Development - Diversity Project

This assignment solution focuses on contributing to organizational development through diversity policies and procedures. It covers various aspects such as change management, leadership styles, program evaluation, problem-solving techniques, conflict resolution, and employee engagement. The solution also delves into motivational theories like Expectancy Theory and Reinforcement Theory, along with tools like the McKinsey 7s model. Furthermore, it emphasizes the importance of adhering to legal frameworks like the Fair Work Act 2009 and anti-discrimination laws. The assignment includes an organizational plan template for Boutique Builds, addressing key trends and challenges in the construction industry, such as the lack of skilled personnel and gender imbalance. It highlights the significance of organizational culture, celebrations, and behavioral norms in fostering a positive work environment.

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Contribute to organisation development
Assessment Task 1: Diversity Policy and Procedures Project
1. For any development in an organization (OD) intercession to be powerful, change
should be led or at any rate oversaw. Typically, when change falls flat, it comes up
short since we have not considered the effect change has on the people worried from a
mental point of view. A change the executives plan can reinforce a better way of
progress, and would also help the employee get bolster a smooth progress and
guarantee your workers are guided through the change venture (Burke and Noumair,
2015). The cruel truth or reality actuality is that negative frames of mind, along with
inefficient management behaviour have led to the fall of around 70% of all
activities.around 70 percent of progress activities flop because of negative
representative frames of mind and inefficient administration conduct. For instance,
change the executives can be utilized when an association has chosen to consolidate,
along these lines lessening its workers significantly.
2. A standout amongst the most basic parts of any authority style is understanding the
circumstances in which it enables the organization to exceed expectations. As it were,
Participative initiative is like alliance administration in that it advances cooperation
and collaboration. At its centre, just pioneers enable workers to have self-sufficiency
and give contribution past their standard obligations. These characteristics are ones
that regularly lead to higher commitment and efficiency. On the off chance that
organizations are having a troublesome time keeping representatives connected with,
persuaded, and profitable at that point consolidating a fair authority style could be a
feasible choice that pioneers ought to consider. By concentrating on workers, this
style could help in Organizational Development.

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3. Program Evaluation, directed all the time, can enormously improve the administration
and adequacy of your association and its projects. Administrators can and should
direct interior assessments to get data about their projects so they can settle on steady
choices about the usage of those projects. valuation can, and should, be that as it may,
be utilized as a progressing the executives and learning instrument to improve an
association's adequacy. Two strategies that could be utilized would be execution
surveys and criticism. Execution survey would help in discovering the best
representatives in the association and a criticism will help see client issues.
4. 1) Observation: The most immediate (and helpful) answers could drop by simply
breaking down and watching the issue cautiously. This strategy is generally utilized in
configuration considering. It's tied in with placing yourself in another person's shoes.
2) Analogy: The similarity is tied in with getting roused by parallel circumstances that
may or probably won't be associated with yours. Prior to conceptualizing, plan
instances of different ventures/different thoughts that can move you.
3) Brainstorming: The traditional approach to conceptualizing is often called
brainstorming, where the individuals who participate just run their thoughts until
something that they feel is important or promising coms up, like a Eureka moment for
most of them.
3) Brainstorming: Traditional conceptualizing approach, which implies just let the
psyches meander while they talk up at whatever point something promising jumps out
at them or by passing papers with thoughts composed so others can physically add to
the gathering considering.
5. Conflict can be certain in authoritative change in a bunch of ways.
1) Conflict Encourages New Thinking.
2) It Raises Questions

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3) It can help assemble Relationships
4) Can beat Stagnation
5) Can Open Minds in the business.
These could prompt increment in innovativeness and profitability, which could
positively affect the association.
6. The Accommodating Strategy basically involves not caring for the needs of the
individual, but the other individuals, who might be the opposition, and giving them
what they wantgiving the restricting side what it needs. The utilization of convenience
regularly happens when the issue is small and often inconsequential, or when one of
the parties involved wish to keep peace between everyone involved. Workers who use
this system can also use it to create issues for the companyone of the gatherings
wishes to keep the harmony or sees the issue as minor. Workers who use convenience
as an essential refereeing system, in any case, may follow along and create disdain.
Be that as it may, it is basic to utilize this methodology in instances of Organization
Development, since it is helpful to expand spirit in the workforce, which can be
critical for another association.
7. Kahn considered obligationcharacterized commitment as a worker's capacity to keep
their full self away from the workplacebridle their "full self" at work, and also had
distinguished three mental capacities that were helpful in keeping it on
trackconditions that empower it:
Meaningfulness: Does a representative realize their labour adequatelydiscover their
work sufficiently important (to society as well as the organization where they workthe
association and to society) to permitwarrant them connecting with their complete
personalityfull self?

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Safety: Does the worker fear that there are negative outcomes or does the work of
connecting themselves completelyfeel safe conveying their full self to work without
danger of negative outcomes?
Availability: Does the worker feel physically, as well as rationally rationally and
physically ready to burdensaddle their full self at this specific minute?
It is amazingly helpful in arranging and executing improvement, since it is utilizing
the three pointers can the association choose if the workers and drew in, which can
expand advancement.
8. Expectancy Theory of Motivation or Expectancy Theory recommends looks at the
fact that anthat an individual will act or b forced to act when they have act with a
particular goal in mind, since their behaviour will be dependent on since they are
persuaded to choose a particular conduct over others because of what they expect the
aftereffect of the conduct to be. that chose conduct will be. Basically, the inspiration
of the conduct choice is controlled by the attractive quality of the result. Be that as it
may, at the centre of the hypothesis is the subjective procedure of how an individual
procedure the distinctive inspirational components. This is done before settling on a
definitive decision. The result isn't the sole deciding variable in settling on the choice
of how to carry on. This is useful when looking at organizational development, since
it is again, based on employee behaviour, as well as that of the managers, and
shareholders. This theory can help in predicting their behaviour, and thus, improve
choices.
9. Reinforcement Theory expresses that the behaviour consist of the conduct
componentperson's conduct is a component of their behaviour. It depends on "law of
impact", i.e., wherein the conduct of the person with negative results will not be
brought back, but those that have implications with positive results will be brought

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backperson's conduct with constructive outcomes will in general be rehashed, yet
person's conduct with pessimistic results tends not to be rehashed.
Reinforcement Theory is able to bring into clarifies in detail how an individual is able
to understand and learn behaviourlearns conduct. Directors who are creatingmaking
endeavour to inspire the representatives must guarantee that all the workers in the
organization are not compensated they don't compensate all workers at the same time.
They must express to should tell the representatives what the representatives have
failed to address and they are not doing address. They should tell the workers how
they can accomplish encouraging feedback. This can build Development in the
association.
10. This McKinsey 7s demonstrate is an deviceapparatus that breaks down association's
tieredhierarchical plan by seeing 7 key inward components: Structure, Strategy,
SharedStrategy, Structure, Systems, Shared qualities, Systems, Style, Skills and
StyleStyle, Staff and Skills, so as to distinguish on the off chance that they are able to
accomplish the goals set out by the company and are viably adjusted as wellviably
adjusted and enable association to accomplish its goals (Anderson, 2016). Each of the
components can be used separately, or as a whole in order to assess the organization
and be effective in looking at how the organization can change in a positive manner as
well.
11. The Fair Work Act 2009 (Act) is one of the most important laws that helps the
working population of the country. This act forms the stepping stone the essential bit
of enactment administering Australia's working environments. It is the establishment
to all guidelines and rules that every company in the country, whether public or
private, large or small need to know in order to work in Australiaguidelines for work
and something that businesses in all enterprises and inside all business sizes ought to

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be acquainted with. The Fair Work Act is a legal document that all organizations must
adhere to. This is why it is important when looking at organizational change.
Organizational change can bring changes into the lives of employees, and if it not
legal and according to the Act, the organization may even be shut down. Thus, it
should always be taken into account.
12. In order for an organization to work effectively, there needs to be harmony in the
workplace. Discrimination cannot bring in said harmony, and it could tarnish the
reputation of the company, as well as provide a less chance to have the best
employees. It could also decrease the productivity of the employees in the
organization. This is why it is important to have anti-discrimination laws which are
strict, and to follow the anti-discrimination laws of the country as well.
13. 1) Celebration: These are intentionally authorized conduct ancient rarities which help
in strengthening the association's social qualities and presumptions.
2) Behavioural Norms: This is a standout amongst the most essential components of
authoritative culture. They portray the idea of desires which encroach on the
individuals' conduct. Social standards decide how the individuals will carry on,
associate and relate with one another.
These can often lay down the rules of the organization, and for employees to act. In
most organizational development plans, and in learning plans, this is an essential
element that should be given attention to.

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Assessment Task 2: Diversity Policy and Procedures Presentation
Organization Plan Template
Introduction
It is essential for a company to have an organizational development plan in order to
effectively chart the development of the company from the starting, or the current point, to
the future.
Boutique Builds is one of the most important organizations in terms of building high-quality
homes in Sydney, and thus, has some of the most reputed clientele in Australia. The
following plan looks at some of the Organizational Development strategies that the company
can use in order to become more successful, and address some of the changes and shortages
that the company has.
Key Trends and Challenges
In order to effectively work with the construction industry, and in order to development and
change, the key trends and changes in the industry, as well as some of the challenges that the
industry as such faces, could be taken into consideration as well. this would ensure that the
company is able to follow the market, and act effectively.
1) Lack of skilled personnel: This has been an issue not just for the company, but for many
companies in the industry. Most employees who come to work for industries have just
finished their degrees, or their apprenticeship and have joined the company. The lack of
skilled personnel makes it especially hard for many companies, which include Boutique
Builds.
2) Gender Imbalance: While there is no dearth of female employees in the construction
industry, due to the nature of the work, as well as the history associated with it, it is almost
impossible to find female workers who are skilled and efficient. This has also led to a

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perception that the business is male-dominated. This has created a negative impression of the
industry as such, and could effectively destroy the way that the company is perceived. It
could have a significant impact on the way that the company is able to develop.
Issues Faced by the company
There are many issues that stunt the growth of the company. These are specific to the
company, and not to the industry.
1) Lack of Development of Leadership capability: There is a significant lack of leadership or
development of leadership in the organization as well. the company has had some difficulty
in finding employees in the organization who have the leadership potential, and has also
found it difficult to find leaders who can fit the specifications of the company as well. thus, it
would be essential to look at some of the possible ways in which leadership potential can be
identified and encouraged in the company.
2) Competitive Employment Market and Skilled Labour Shortages: There are skilled labour
shortages for the company. Since they are a relatively new company that started in 2013, their
budget might not allow them to hire skilled labour with years of experience, which could
become expensive. The employment market in the area is also extremely competitive, which
is having a significant problem for the company, since labour is an essential for the
organisation. Thus, this is an issue that should also be addressed in order to bring in
development and change in the company.
3) Level of education in the workforce: The workforce in the company mainly consists of
young employees, who often have very little educational background, and knowledge of the
construction world. This could have a significant impact on the future of the company, as
well as possibly impact the present as well.

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Recommendations and Conclusion
The above Organization Plan looks at some of the issues that are faced by the industry and by
the organization. There are not many methods that can be effectively used in order to change
the situation. However, in order to develop leadership potential, there can be leadership
workshops that are done by the organization. The leaders who are present in the company
need to be encouraged, and any new talent that is spotted needs to be given attention. This
can increase the leadership in the company, and while it could be a bit expensive for the
company in the immediate future, it would also create a sense of loyalty in the company,
which would ensure that leadership is not lost in the company.
In order to deal with the lack of education in the workforce, the company should consider
having tie-ups with major institutions, so that the company is able to get engineers, and
experts who have graduated from university. This can have a significant impact on the
company, since it could mean that the labour could be employed by the organization rom
college, which would mean that the employees would be educated. Training programs can be
provided in the company to make the employee suitable for the company.
Thus, the company can solve many of the issues that they are facing by developing leaders,
and imparting knowledge and providing skills to unskilled labours so that the labour crisis
does not affect the company as much.

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Communication and Education Plan
Introduction
In order for the organization to be successful, it should have an educated staff that is able to
effectively communicate their needs and wants to the company. This can have a significant
impact on the way that the company is viewed, and increase customer satisfaction as well. It
could also improve productivity in the workforce.
The primary aim of the following is to increase communication and education in the
organization, and to implement change management techniques in the workplace, so that
employees at Boutique Builds are able to cope with change better as well.
Techniques that can be used
1) Interviews: Interviews are an excellent way in which an organization can be effective in
looking at and seeking information that could help in creating an effective company. An
interview or survey could be used, since they are often anonymous, and the effect that they
could have on the company is also high. Surveys can also help in looking at employee
feedback in terms of organizational development activities.
2) Stakeholder Analysis: A stakeholder analysis is an important way in which the company
can look at the impact that any organizational change can have on stakeholders. Stakeholders
can be defined as those who are impacted by the business and the way it runs, and therefore,
have a say in the business as well. The way various stakeholders react to any organizational
change can have a significant impact on the type of change that the organization should aim
to bring about.
3) Force Field Analysis: A force-field or a barrier analysis will help the organization look at
some of the barriers that stand in the way of effective communication and education
programs, and can look at the issues that exist in the organizational development activities

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that are taken by the company. Since this is a program that is focused on the next 12 months,
or 1 year, the short-term barriers should be paid attention to, since the long-term barriers can
be addressed at a later stage. The main aim goal of the tool would be to look at many of the
factors that can be a positive influence by assisting or helping, or be a negative influence by
hindering the solution that is proposed. It can help in looking at how in balance the entire
change process, and the one that is driving the process is as well. It can also help in looking at
whether resistance is required or notis to Identify any elements or forces that may act against
(barrier) or assist (aid) implementation of the proposed solution. By identifying all the forces
at work, it helps you to recognise how ‘in balance’ the driver for change is. Whether to take
more or other actions to promote the change, or to manage resistance.
4) The 3 Ds: This looks at arguing for the case of immediate change. In the company, there
needs to be immediate change in order to increase leadership in the company. The three Ds
are Data, Demonstrate and Demand. In the following, the data would be the lack of
leadership in the organization, and the need for an education plan that is effective. The
demand would be for a leadership framework that can have activities that can improve
leadership.
Recommendations and Conclusion
In order for an educational and communication plan to work, it would be first necessary to
gather the information from various sources. Thus, in order to plan any activities for
development, the information from the surveys would be used to effectively increase
communication within employees and between managers and employees.
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