Comprehensive Organizational Development Plan Report: IHG Melbourne

This report presents an Organizational Development Plan (OD Plan) for Intercontinental Hotel Group (IHG) Melbourne. The plan addresses cultural differences among employees, employee engagement, and customer satisfaction. It includes strategies like cultural training, professional development, and addressing work pressure. The report outlines the organization's vision, focus areas (skill improvement, employee engagement, and cultural integration), and how actions align with the desired changes. It details the capability of the organization to achieve the changes, including information collection for demonstrating success. Furthermore, it provides a questionnaire to maintain the implemented program and minutes of meetings with discussions on restructuring work time, rewarding policies, training programs, and cultural assimilation. The report also includes an outline of survey feedback and training activities.

Running head: ORGANIZATIONAL DEVELOPMENT PLAN
Organizational Development Plan
Name of the Student
Name of the University
Author Note

1ORGANIZATIONAL DEVELOPMENT PLAN
A. OD plan:
Faults plan Time
The organization was
observed to have significant
cultural differences among
the employees of the
organization
Cultural Training Monthly
The employees of the
organization were subjected
to significant amount of
work pressure and that
resulted in the employee
dissatisfaction and was
responsible in increasing the
work stress of the employees
Employee Engagement
Activity
Weekly
The organization was also
subjected to the incapability
of the employees in
performing under pressure,
according to the desired
level
Professional Training Once in each quarter of the
year
(Source: Lewis, Passmore, & Cantore, 2016).
Vision:

2ORGANIZATIONAL DEVELOPMENT PLAN
The organization is generally seeking to address the incapability of the employees in
serving the customers as that is affecting the customers. Along with that the organization is
focused in reducing the cultural differences among the community and the employees of the
organization (Noumair, 2015).
The organization provides the cultural training to the employees so that the cultural
differences among the employees and the community gets reduced. Along with that, the
organization is able to set up trainings for the employees so that the performances of the
employees get better in serving the customers which will create the customer satisfaction.
All the stakeholders are significantly happy in working with us to achieve our vision.
The OD plan is focused in increasing the skills of the employees which will not create
dissatisfaction among them when they are to serve critical tasks. The improvement of the
skills will definitely increase the customer satisfaction and that will make the clients happy.
Along with the customer satisfaction, the generated revenue for the organization will also
increase as the customers will be buying on a repetitive manner. That will satisfy the funders
as well.
This will ensure that the customers be loyal to the particular organization which will
be benefitting the organization in case of any business expansion or any sort of product chain
expansion (Schein, 2015).
Focus:
The organization planned in such a manner that it covers more than one number of
activities and the activities do belong to different aspects such as cultural, economic and
individual development. As all the needs of the organization are taken care by the
organizational development plan, it can be said that we operated on the whole issue.

3ORGANIZATIONAL DEVELOPMENT PLAN
We do engage in the cases like skill improvement versus customer dissatisfaction,
employee engagement versus employee dissatisfaction or stress and in case of the cultural
association versus culture shock and differences among the employees.
The strengths of the engagements are basically the positive outcomes of the various
training procedures where the employees will be able to overcome the cultural differences in
order to integrate with others in a better manner and the individual development of the
employees as professionals will also be the strength of the engagement.
As the organization is the Intercontinental Hotel Group Melbourne, the clients are
generally the tourists of other nations along with the Australian citizens. The customers will
be with the organization as long as the organization provide quality service which will be
sufficient to generate satisfaction among the customers. The organization needs to enhance
their quality of service in such a manner that it enables the organization to overcome the
threat of other competitors in the market (Landy & Conte, 2016).
The organization is observed to have significant social media representation and along
with the feedback process from each of the customers checking in to the organization, the
organization is able to assess their service. Apart from that, the social media representation is
significantly used in order to create value and highlight the cultural and social events of the
nation which will be instrumental in engaging the customers. The engagement of the
customers following the prescribed method will generally create a connection or an
association among the organization and the customers which will be significant in elimination
of the threats of other organizations (Noumair, 2015).
Enabling Our Vision:

4ORGANIZATIONAL DEVELOPMENT PLAN
Yes, our actions move us towards the desired change as it is observed that the
organization is significantly facing the need of implementing the mentioned activities of the
OD plan and the organization is significantly trying to implement them as well in order to
lead the desired change.
However some of the aspects like the customer dealing or hospitality of the
employees in serving, are perfectly aligned with the strategies, but the strategy for the
technological, social or economic aspects are not sufficient and that is the reason why the
mentioned activities in the OD are recommended.
The activities of the organization significantly follows the sustainable financial model
and the annual report of the organization provides all the details regarding the revenue,
expenditure, margin cost and the cash flow of the particular organization.
The organization practices their trade in accordance to legislation and the rules and
regulation regarding the governance, health and safety and financial management.
The organizational culture of IHG Melbourne is capable of enabling the change.
Capability:
The organization is significantly capable of achieving the desired change and that is to
be executed smoothly with the introduction of the activities of the OD plan.
The activities of the OD plan like the industrial training or the formation of
association among the employees of different cultures will be relevant even in future for the
organization.
The demonstration should be in the form of the performances of the employees of the
particular organization (Landy & Conte, 2016).

5ORGANIZATIONAL DEVELOPMENT PLAN
The mentioned organization utilises the capacity in order to respond to the
customers’ needs and that is visible with the rapid growth of the organization.
Outcomes:
Yes we are able to collect the information to demonstrate our success.
Yes we do check our plans against the actual outcomes and that provides the feedback
on the continuation process of the activities of the OD plan.
There is a gap between the outcome and the plan for the cultural shock elimination as
the exposure to the large number of new people with different culture may be experience the
differences of the culture in this case.

6ORGANIZATIONAL DEVELOPMENT PLAN
B.
The senior management ensured that the employees who are in need of the mentioned
training activities get the required time out of their schedule so that they can participate in the
mentioned activities without any concern of work pressure.
The employees of the organizations participated in the activities with sufficient level
of involvement and happiness (Schein, 2015).
The general problems that emerged from the implementation were anticipated earlier
by the management. Hence there was not any presence of unforeseen problems.
The main issue in the implementation of the plan was the lack of the funding for the
events and the senior level employees consulted with the executive officers and increased the
budget for the concerned activities (Noumair, 2015).The organizational developmental plan
observed the employee engagement activities and in that was used to increase the level of
understanding between the employees. This helped the employees in performing as a team.
The activity was partially successful and that needed the inclusion of more effective
communication between the employees.
The increased level of communication with specific focus on the formation of
information depending on the strong evidence was the main strategy to solve the conflict
between the different groups (Schein, 2015).
The mind mapping and the swot analysis were the two brainstorming activities that
were undertaken in producing alternative proposals.
The negotiation in the scheduled time for the employees in participating in the
activities was done for the agreement on outcomes.

7ORGANIZATIONAL DEVELOPMENT PLAN
C)
a) In order to maintain the implemented program,
Questionnaire Strongly
Disagree
Disagree Neutral Agree Strongly
agree
Are you comfortable with the
new products?

Are you aware of new policies
and procedures implemented
with the new services?

Questionnaire Strongly
Disagree
Disagree Neutral Agree Strongly
agree
Are you comfortable with the
new products?

Are you aware of new policies
and procedures implemented
with the new services?

Questionnaire Strongly
Disagree
Disagree Neutral Agree Strongly
agree
Are you comfortable with the
new products?

Are you aware of new policies
and procedures implemented
with the new services?

 Research for surveys and I identify any loss of support for the OD program
 Complete 3 surveys.
 Attach this to the task
b) Attach copies of minutes of the meeting held in accordance with the communication plan
showing feedback on the implementation of the OD Plan.
Meeting
Date: 10.09.2018
Time: 11.00 a.m.

8ORGANIZATIONAL DEVELOPMENT PLAN
Venue/Location: Crown Melbourne
Agenda Items
Topic Presenter Time
Restructuring of the work time
characteristics
CEO Tim Forest 12.05 p.m.
Rewarding Policy HR Alex Brych 1.10 p.m.
Intensive Trainings Head of Training
Joe Berner
2.45 p.m.
Elimination of Cultural Shock HR James Kane 3.55 p.m.
Meeting Attachment
Attendees Alisha Harmisson
Tim Forest
Alex Brych
Joe Berner
James Kane
Jonathan Clifford
Augustine Bradley
Peter Dempsey
Garry Trott
Christopher Jones
Johnny Ferdinand
Elizabeth Anderson
Apologies Steve Duckens

9ORGANIZATIONAL DEVELOPMENT PLAN
Ronald Benjamin
Rose Thomas
Chairperson Alisha Harmisson
Type Of Meeting Status Update Meetings
Facilitator Johnny Ferdinand
Minutes Taker Luke Owen
Other Information
Next Meeting will be on 9.12.2018
Minutes of the meeting: For each agenda item, explain what was discussed.
Agenda item Discussion Action
required
Status Responsibility Due date
Restructuring
of Work Time
Characteristics
The members in
the meeting
along with the
CEO discussed
that the
excessive
pressure of
overtime is
significantly
An
interactive
fun session
to be held at
second half
of every
Friday
which may
also include
Open Operations
Manager
Every
Friday

10ORGANIZATIONAL DEVELOPMENT PLAN
producing
detrimental
effect to the
operation of the
employees. This
is a major reason
behind the
generation of
dissatisfaction
among the
employees of the
organization and
also providing
significant
threats to the
smooth
conduction of
the business.
The
dissatisfaction is
highly
influential for
the employees in
getting separated
from the
some of the
interesting
games

11ORGANIZATIONAL DEVELOPMENT PLAN
organization
(Giorgi, Shoss &
Leon-Perez,
2015). Hence
the employee
retention will
become
significantly
difficult and that
is why the
company must
be focusing on
preparing an
effective work
time rule which
will be strictly
followed. Apart
from this the
organization will
be having some
employee
engagement
activities for the
reduction of the
dissatisfaction

12ORGANIZATIONAL DEVELOPMENT PLAN
among the
employees.
Rewarding
Policy
It is observed
that the
employees of the
organization is
lacking
significant
amount
motivation
which is also
barring them in
providing
quality work.
Hence it is a
crucial time for
the organization
to decide on the
type of rewards
that will be
announced in
order to
motivate and
acknowledge the
good work of
Gift cards
for the
employee
with highest
attendance.
Loyalty
bonus for
the ones
who are
there in the
organization
for at least 1
year
Open HR Manager 10/11/2018
for gift
card and
the loyalty
bonus will
be also on
the same
day
annually

13ORGANIZATIONAL DEVELOPMENT PLAN
the employees
(Shields et al.,
2015)
Professional
Training
The members of
the meeting
acknowledged
the fact that the
new employees
are facing
significant
difficulty in
order to operate
effectively and
the reason
behind that is
the absence of
proper training
(Jehanzeb &
Bashir, 2013).
Apart from the
new employees,
the old ones are
observed to be
facing the
difficulty in
Training
programs
regarding
the
important
introduction
of the
technology
upgrades on
a quarterly
basis is
needed.
A 15 day
intensive
training for
the new
employees
needs to be
implemented
on a
compulsory
basis.
Open Head of
Training
15.10.2018
15.01.2019
15.04.2019
15.07.2019

14ORGANIZATIONAL DEVELOPMENT PLAN
order to adopt
the new
technological
upgrades which
is also limiting
their capabilities
in working
productively.
Cultural
Training
The organization
being a
multinational
company is
significantly
facing the issue
of culture shock
among the
employees of
other nations.
This is
significantly
obstructing the
effective team
work among the
different
employees and
Language
training on
weekly basis
Cultural
assimilation
training
program and
the
mandatory
participation
in the socio-
cultural
events of the
base
country.
Open HR Manager 20/10/2018

15ORGANIZATIONAL DEVELOPMENT PLAN
that is
decreasing the
effectiveness
and reputation of
the organization
(Ramakrishnan
et al., 2017). It is
also observed
that the
employees of
different culture
are having
significant
communication
gap among them
which is
resulting in
misinterpretation
of the important
information.
c) Attach any evaluation from the
 Survey Feedback summary
 Training activities outcomes
 Strategic Management activities (meeting agenda and minutes)

16ORGANIZATIONAL DEVELOPMENT PLAN
In the last General meeting, the members of the meeting analysed the
annual report of the last financial year which portrayed that the organization
is significantly facing the issues that are discussed in this meeting. The
members of this meeting discussed each and every items mentioned in the
agenda of the meeting and the members had detailed discussion on the four
different organizational development activities. The members are also able to
find out the dates for the activities and the amount of investment that is
required for the activities.
d) Outline any modification to set out activities or interventions undertaken.
The organization wants to modify the rewarding policy with the inclusion of
the referral bonus as it is observed by the management of the organization that the
work pressure may force some of the employees in quitting their job. The vacancy
that is generated in that case needs to be compensated, otherwise that added work
pressure may create dissatisfaction among the other employees. Hence the
organization wants to consider the scope of further recruitment and will be
appreciating the initiative from the part of existing employees in referring some
eligible candidates for the vacancies.
e) Attach any communications showing senior management reinforces the OD program.
Skill development activities/Emails/ meeting minutes’/ action plan (example provided)
Date Strategy Person in
charge
Responsibility Timing/
Frequency
Report
to
Comments
20
Oct.
Assessment of
the
performances
of the
employees in
the language
training
James
Kane(HR)
Evaluation of the
performances of
the employees in
the language
training
3 weeks Tim
Forest
(CEO)
The extension
of the program
will be based
on the amount
of discomfort
in the language
yet to be
neutralized
15
Dec.
Assessment of
the employees
behaviour in
the
engagement
activities
Jonathan
Clifford
(Operations
Manager)
Evaluation of the
employees
behaviour in the
engagement
activity which
will be valuable
in assessing
whether the
work stress is
released or not
2 weeks Tim
Forest
(CEO
The inclusions
of other
engagement
activities will
be made
depending on
the evaluation
of the
Operations
Manager

17ORGANIZATIONAL DEVELOPMENT PLAN
f) Provide a summary evaluation of the OD plan in term of:
New Item Cost
($AUD)
Maintenance
Cost Per Year
($AUD)
Benefits of the New OD as compared to Old
OD
Software $3000 $2000 Increases the efficiency of the employees in
performing in accordance to the desired speed.
Entry into the
Canberra International
Music Festival (CIMF)
and Woodford Folk
Festival (WFF)
$50 for one
individual
in CIMF
("Home",
2018)
$527 for
one
individual
in WFF
("2018
Woodford
Folk
Festival -
Buy
Tickets",
2018)
Increases the cultural bond between the
employees who are outsiders to the Australian
culture. This also increases their knowledge of
the Australian culture.
Fun Room $10000 $2500 This will be the place for the employees to have
their weekly employee engagement activities
and this will be significant in reducing the
excessive work stress and the dissatisfaction n
generated from the work.
Gift Cards $1000 This will be a recognition to the good work of
the employees who managed to perform in a
productive manner for the organization.
Total=
$14577
Total= $4500

18ORGANIZATIONAL DEVELOPMENT PLAN
References:
2018 Woodford Folk Festival - Buy Tickets. (2018). Retrieved from
https://woodfordfolkfestival.com/buy-tickets/
Anderson, D. L. (2016). Organization development: The process of leading organizational
change. Sage Publications.
Giorgi, G., Shoss, M. K., & Leon-Perez, J. M. (2015). Going beyond workplace stressors:
Economic crisis and perceived employability in relation to psychological distress and
job dissatisfaction. International Journal of Stress Management, 22(2), 137.
Home. (2018). Retrieved from http://www.cimf.org.au/
ihg.com (2018). Retrieved from https://www.ihg.com/destinations/gb/en/australia/melbourne-
hotels
Jehanzeb, K., & Bashir, N. A. (2013). Training and development program and its benefits to
employee and organization: A conceptual study. European Journal of business and
management, 5(2).
Landy, F. J., & Conte, J. M. (2016). Work in the 21st century, Binder ready version: An
introduction to Industrial and Organizational Psychology. John Wiley & Sons.Burke,
W. W., & Noumair, D. A. (2015). Organization Development (Paperback): A Process
of Learning and Changing. FT Press.
Lewis, S., Passmore, J., & Cantore, S. (2016). Appreciative inquiry for change management:
Using AI to facilitate organizational development. Kogan Page Publishers.
Ramakrishnan, S., Barker, C. D., Vervoordt, S., & Zhang, A. (2017). Rethinking Cross-
Cultural Adaptability Using Behavioral Developmental Theory: An Analysis of
Different Migrant Behaviors.

19ORGANIZATIONAL DEVELOPMENT PLAN
Schein, E. H. (2015). Dialogic organization development: The theory and practice of
transformational change. Berrett-Koehler Publishers.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... &
Plimmer, G. (2015). Managing employee performance & reward: Concepts,
practices, strategies. Cambridge University Press.