Southern Cross School BSBMGT615 Organisation Development Report

This report, prepared for the BSBMGT615 Contribute to Organisation Development module, comprehensively addresses key aspects of organizational development and leadership. It begins by exploring effective change management strategies, emphasizing the role of incentives, and the importance of participative management styles in fostering employee engagement and morale. The report then discusses the significance of evaluating organizational development, outlining summative and formative evaluation methods. It also delves into methods for generating ideas, managing conflict, and the relevance of Kahn's engagement theory, expectancy theory, and reinforcement theory in organizational planning. Furthermore, the report analyzes the McKinsey 7-S Framework and its application, the impact of the Fair Work Act and anti-discrimination policies, and the influence of organizational culture on development. It presents a communication plan, an organization development plan, and a leadership plan for Boutique Build Australia, including essential and proficient leadership behaviors. Overall, the report provides a practical and insightful overview of organizational development principles and their application in a real-world context.

Running head: MANAGEMENT
Student:Mun Sin Wong
Student ID: SCSB17741
Assessment Instructions
BSBMGT615 Contribute to organisation development

2
Task 1
1. Explain how effective change management strategies can assist with support for
organisational development. Give an example of an effective change management
strategy in your answer.
Effective change management strategies aid in supporting organizational development through
assisting it evolves and remains competitive. An example of an effective change management
strategy is proposing an incentive. Assuming that employee will follow their manager’s self-
interests, they can be offered an incentive to encourage them to accept and follow the new
direction. It must be noted that employees are the most values assts of an organization. Thus it is
the duty of manager and the supervisors to make sure that taking proper care of the needs and
demands of their employees (Girod ET al.2016). One of the best ways of doing this is by
rewarding the employees. This can be done by initiating an incentive scheme. As per the opinion
of Bossen, Dindler and Iversen (2016) rewards and recognition are one of the best ways of
appreciating the employees. Thus incentives or bonus will be a good in way of encouraging the
employees.
2. Explain the importance of a participative management style when implementing
organisation development.
The participative management style is vital during organizational development since it
encourages and promotes involved input and engagement; these two factors improve the
performance and morale of an employee. Employee is likely to be happier if they are made to
feel that their voice and work matters (Venable, Pries-Heje and Baskerville 2016). Participative
management style is very important as it helps in developing a sense of independence and

3
efficiency among the employees. participative management instills a sense of pride and
motivates employees to increase productivity in order to achieve their goals Under this
participative management style, the managers always include the employees and all other
stakeholders in order to give their opinion on the decision making process (Nielsen et al. 2017).
3. Explain the importance of evaluating organisation development and outline at least two
evaluation methods.
Evaluating organizational development is important since it helps monitor the growth rate and
aids in improving administration. Evaluation also significantly assists managers in improving
effectiveness and efficiency of operations. Two evaluation methods include summative and
formative evaluation. Summative evaluation is done at the end of the assignment or at the end of
the training session. In contrary to this the formative style of evaluation is used when the
employees and the trainers are already in the process of learning. Formative evaluation method is
useful as this method can point out the mistakes within the employees immediately rather than
fining them out at the end of their entire training session.
4. Explain three methods for generating ideas and options that can contribute to the process
of organisation development.
One of the methods of idea generation is brainstorming which involves engendering a multiple
solutions for a particular problem them taming down the idea to achieve the desired result. The
second method is synetics which involves approaching an issue or challenge in creative and
rational way. The third method visual and visualization prompts which involves thinking
about challenges visually to enhance comprehension.
5. Explain how conflict can be a positive force in organisation development.

4
Conflict in organization development can be a positive force and in some occasions necessary
since it prompts open-mindedness and aids in avoiding a common tendency to group think.
Conflict also builds relationship as it creates mutual respect and understanding. In addition,
conflict bets stagnation.
6. Explain a method that can be used to manage conflict and resolve problems during an
organisation development process.
Methods that can be utilized to manage conflict during organizational development include
accommodation which allows one to place emphasis one things persons in conflict have in
common. Another method is to compromise, this requires give and take from all the parties
involved therefore no one feels more loss than the other.
7. Outline Kahn’s engagement theory and its relevance to planning and implementing
organisation development.
Kahn’s engagement theory focuses on three major things. They include meaningfulness, safety
and availability. These factors are relevant to planning and implementation of organizational
development since meaningfulness checks whether an individual’s work is adequately
meaningful to warrant full engagement. Safety checks whether an employee feels safe enough to
bring their entire self to work. On the other hand, availability is concerned with the physical and
mental ability of an employee to harness their entire self at a particular moment.
8. Outline the expectancy theory and its relevance to planning and implementing
organisation development.
The expectancy theory states that a person is bound to result in certain actions or behaviours
since he/she is motivated to choose a specific action due to what the individual expects out of the

5
selected action. The theory is relevant to planning and implementation of organizational
development since it allows consideration of several approaches and chooses the one that brings
the best outcome.
9. Outline reinforcement theory, including its implications for organizational development.
The reinforcement theory by BF Skinner is based on the law of effect and thus states that if a
person’s behaviour is a positive then positive results will continue to be obtained and vice versa.
Therefore, if proper planning and implementation in an organization is done, then the
organization is bound to excel.
10. Outline the McKinsey 7-S Framework and its practical application in the workplace in
regard to change.
The McKinsey 7-s model has seven factors that are categorized into hard and soft elements. The
hard elements include strategy, systems and structure. On the other hand, the soft elements
include style, staff, shared values and skills. In regards to change, the hard elements identify
factors that can be directly influenced by the management while the soft elements identify those
that can be influenced by culture.
11. Explain why the Fair Work Act must be taken into account during organisational
development and change.
The Fair Work Act protects the employees from discrimination, allows for flexible working
agreements and acts as the employees’ safety net. Employees are vital to organizations plans for
development and change. Ensuring that their needs are met bring the organization a step closer to
successful implementation of the change.

6
12. Explain the importance of abiding by anti-discrimination during an organisation
development process.
Discrimination significantly demotivates the employees since they feel unappreciated for their
efforts. During an organizational developmental process it is important that all employees are full
on-board with the efforts to ensure development. Therefore discriminating against employees
during this time significantly affects the progress of the developmental process.
13. List at least two aspects of organisational culture that can impact on organisation
development and explain how to address them in planning and implementing an
organisation development plan.
Organizational policies – these should be made to ensure more flexibility in performing
organizational functions after the change has been implemented.
Diversity in terms of generation employees and generation of ideas should be embraced to
encourage new ideologies to better manage the change.

7
TASK 2
Communication plan
Boutique Build Australia
Communication and Education Plan
Audience Key message Delivery
method
Date/duration
of session (if
applicable)
Location
The
management
1. Vision of the
company. This
reminds
managers of their
obligations to
achieve the
company’s
objective.
2. Dealing with
competition.
Boutique build
Australia needs
A face to face m
meeting must be
conducted so
that they get to
interact with
their employees
on a regular
basis
18/3/2019
4 hours
Conference
rooms and the
office floor

8
to be a company
of choice for
both customers
and potential
employees.
Human
Resource
Management
1. Improving the
hiring process.
Approaches for
capturing skilled
employees need
to be
implemented.
2. Gender balance.
The company
needs to open its
doors to highly
skilled female
applicants.
Through a
meeting and
training
sessions. This
will help in
training the HR
managers on
how to work
over the
recruitment
process
16/3/2019
Duration for the
meeting was 3
hours.
Training
centers
Employees 1. Improving the
company’s
reputation. All
employees are
requiring
Through a
memo and
departmental
meetings.
Employees are
15/3/2019 to
date
Company or
the team
development
rooms and

9
performing their
duties to the best
of their ability to
allow the
company builds
its reputation.
2. Regular
assessment.
Employees work
will be assessed
on a monthly
basis to check for
quality.
to be trained
properly so that
they can develop
a sense of
responsibility
and
accountability.
Methods like
360 Degree
feedback system
must be
implemented so
that the manager
can get a regular
feedback from
their employees
regarding the
different kinds
of business
decision that are
being taken.
conferences
Organization Development Plan

10
Introduction
Organization development plan
 The quality of our staff and leaders is critical to how effective and successful we are.
 We also want people to see that working for our organization will be an admired and
competitive career choice.
 The organization development plan thus outlines actions that enable Boutique Build
Australia to meet our staffing objectives.

11
A Marketing and recruitment
Actions Responsibility Performance
Indicators
Target date
Posting advertisements for job
openings
Communicate
available positions
A considerable
number of
respondents to the
advertisement
15/3/2019
Training the HR Ensure better hiring
procedures
Highly skilled
recruits and
minimal gender
bias.
10/3/2019
B Management and leadership training

12
Actions Responsibility Performance Indicators Target date
Establishing teams and team
leaders
Encourage joint
effort in completion
of tasks
Increased productivity 10/4/2019
C Employee engagement
Actions Responsibility Performance Indicators Target date
Rearrangement and re-
allocation of tasks.
Ensure better utilization of
employees skills
Increased productivity. 4/4/2019
D Retention
Actions Responsibility Performance
Indicators
Target date
Increase motivation Increased internal 5/4/2019