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

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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

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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.

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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.

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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

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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

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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

13
Actions Responsibility Performance
Indicators
Target date
Offer rewards and increased income
to highly performing employees.
and enhance
productivity.
competition

14
Task 3
Leadership Plan
Boutique Build Australia
Importance of leadership behaviour
It is vital that leadership behaviour be admirable since it inspires employees to follow through.
Some of the behaviours that a leader should demonstrate include doing things the right way,
demonstrating a positive attitude that is unshakable, accepting responsibility, building
relationships, setting goals, have a passion for winning and be concern about others (Helms and
Oliver 2015).
Essential behaviours:
 Do you have a high capacity for integrity?
In always try to do my work with proper integrity. This is because I want to establish myself as
an idea manager in the future. Thus I always try to do my work by maintaining a sense of
responsibility
 Are you adequately assertive?
I think that I have to take developmental measures in order to work over the assertive aspect. I
have to make sure that I am not escaping the consequences of my decisions. Thus I have to make
sure that I am developing a courageous nature and standing up for the rights of my employees. I

15
will try to work over my level of confidence and take all the decisions quickly (Sczesny,
Formanowicz and Moser 2016). I will have to develop a horizontal communication system so
that I can talk with employee and get the proper feedback from them, this will also help me to get
a large amount of suggestions before taking the right decision.
 Are you aggressive?
I am of a shy nature and usually feel afraid in undertaking public speaking. However being
appointed in the role of HR, I will have to develop my communication skills. I will also make
sure that I am having a bold nature that will enable me to make the employees abide by the rules
or the ethical codes of conduct of the company (Guyadeen and Seasons 2018).
Proficient behaviours
 Do your actions depict competence?
In feel that am a very punctual person and I believe that I am never late in missing the deadlines
of the work. Thus this will help my managers and my colleagues in understanding about the fact
that I am competent at being punctual. Punctuality is a very important trait of a HR manager. I
am also competent in developing a proper company (Beitler, Scherer and 2018).
 Are you a good communicator?
I am good at non verbal communication. I feel that I am good at circulating emails or job
advertisements for the employees. I feel that I am good at writing the messages rather than
speaking them out (Ramioul, Benders and Peteghem 2016). Thus I feel that I am not good at
verbal communication and I have to work over the same. Thus I will undertake daily sessions on
group discussion. These will help me in working over my areas of weakness. I will try to abide

16
by the horizontal communication system. This will be helping me to understand the issues being
face by the employees
 How well are you adapted to the current market?
Exemplary behaviours
 How satisfied are the customers with our services?
Customers are trying to seek for products that as eco friendly in nature (Islam et al.2016). In
other words they are looking for environmental friendly beautiful residential buildings. Boutique
Build Australia must try to provide specialized designs for the buildings which will be able to
consume less amount of energy (Wehr 2019). For an example they can go for building solar
roofs or garden roofs. This will help in saving the electricity use of the house and also help in the
fresh inflow of air in the house
What measures have been taken to build the company’s reputation?
 Recruiting of the best employees by passing through interview sessions
 Practical knowledge testing apart from the theoretical knowledge
 Participative management style so that all the employees can be included in the decision
making process
 Establishing a generous office culture by giving equal inclusion of female employees

17
 How efficient ate the employees
The current organizational scenario shows that there is a moderate rate of efficiency among the
employees. In other words some employees are devoted and do their work properly. At the same
time, there are other employees who feel that that their efforts are being ignored and they are not
getting the required amount of bonus or any other additional rewards
Leadership development action plan
Leadership area Goal Activity Support
needed
How to measure
success
Timeline
Management Demonstrate
good
decision
making
skills and
inspire
others
Attend
conferences
and
seminars
Training Evaluate
cooperation of
the employees
2 months.
HR Better hiring
approaches
Bench mark
with
companies
that have an
Training Assess
competence
through
evaluating the
2 months

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elaborate
hiring
system
effectiveness of
task completion
of the new hires
Team leaders
Achieve
cohesiveness
and
cooperation
among
employees
within a
team
Team
building
Mentorship
and seminars
Efficiency in
completion of
tasks
2 months
Situation Analysis
 Strengths  Weaknesses
 Value and quality
 Strong management
 Customer loyalty
 Friendly organizational culture
 Level of available finance for
 Focus on Sydney market only
 Brand name not developed as yet
 High turnover of casual workforce
 Lack of diversity in workforce

19
investment
 Opportunities  Threats
 Housing sector experiencing
growth
 Potential for growth in Brisbane
and Sunshine Coast market
 Innovation in environmental
housing
 Environmental effects
 Changes in Industry/ Government
legislation affecting construction industry
 Possible adverse effects of government
policy formulation
 High level of competition
 Predicted uncertainties in the world
economy impacting level of demand for
housing
 Low price competitors
 Failing to satisfy clients demands
Marketing Strategies
Our marketing strategies aim to:
 build trust,
 generate leads now,
 help to convert those leads quickly, and
 Will form the basis of ongoing relationships and referrals.

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Assessment task 4
Employee Survey Questions
 On a scale of 1 to 10, how happy are you at work?
 Would you refer someone to work here?
 Do you have a clear understanding of your career or promotion path?
 On a scale of 1 to 10, how would you rate your work-life balance?
 Hypothetically, if you were to quit tomorrow, what would your reason be?
 Do you feel valued at work?

21
Email to your assessor
To
The Assessor
Dear Sir/ Madam
Subject: Employee Survey Matter
I would like to inform you that we have undergone through all the information that have been
provided. I understand you concern that you wanted us to go through all the given requirements
of the project before moving forward along with the project. I feel that this is really a very good
step to redo all the requirements before undertaking this project.
I have realized that his work is about the organizational development plan of Boutique Build
Australia into new market ventures like Brisbane and Sunshine Coast. I would like to inform you
that this is a good and useful project and we are ready to start over with this project.
Kindly provide us with the next steps that we need to undertake for proceeding with this project.
I will look forward in hearing from you
Thanking You in Regards
22nd May, 2019

22

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Email to the CEO
To
The CEO
Dear Sir,
Subject: Employee Survey Matter
This is to inform you that we have undertaken an employee survey as part of our new
company expansion plan. As our company is about to expand their business into new ventures to
the Sunshine course and Brisbane, I felt it necessary to take a thorough employee review. I have
undergone thorough the survey and studied the staff responses in order to understand about the
feedback of the employees.
I would like to inform you that it is evident from the survey that there are some errors
existing within the current organizational scenario. Majority of the employees have shown
dissatisfaction towards the low incentive scheme and the gender biasness. However, the
employees feel that our company management is strong enough to understand about these
issues and will surely take some action.
I feel that it is important for us to solve these currently internal issues before we are
expanding into the regions. I have sketched out some actions that we can undertake to solve
these issues

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 Development of a new code of ethic with strict rules on against employee
discrimination
 Sending a personalized mail to all the employees so that they understand about the
importance of cooperating in company developmental
 Developing a new flexible shift and incentive bonus scheme for all employees
I strongly feel that implementing these steps for the current situation will be helpful in
solving the issues. This will help in increasing the employee potential for having a strong
market entry into new market stretches
I will look forward to get your response
Thanking you
HR Manager
Boutique Build Australia
22nd May, 2019

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Draft email from CEO
To
The Employees
Re: Regarding Employee Survey Matter
Dear all,
This is to inform you all that I have gone through the survey results that were conducted last
month. Firstly, I would like to thank you all for cooperating with us. It is good to see that all
of you have openly reverted with your respective likes and dislikes regarding the current
organizational set up.
As you all know that we are about to expand into new market ventures like Sunshine coast
and Brisbane, we will need your active support and devotion like always. I would like to
assure you all that we are there to solve your problems. The entire management team has
taken note of the issues you are facing. Thus we will now undertake necessary steps to
address them.
Please feel free to reach out to the management anytime you feel like.
CEO
Boutique Build Australia

26
22nd May, 2019

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