Elite Education - BSB60215 BSBINN601: Leading Organisational Change

This assignment, completed by Usman Ali for Elite Education's BSB60215 Advanced Diploma of Business, focuses on leading and managing organisational change within the context of Bounce Fitness. The case study requires the student to identify strategic change requirements and opportunities, specifically addressing the need for Fitness Australia registration and trainer qualifications. The student is tasked with discussing these changes with a manager (trainer), reviewing the impact on business performance, and assessing relevant policies and procedures, including quality assurance, customer service, and employee assistance programs. The assessment includes demonstrating communication and technology skills. The assignment also involves developing a report based on the Bounce Fitness Simulated Business Corporate Marketing Plan, defining campaign objectives, preparing an advertising budget, and creating a schedule for proposed advertising activities. The student is evaluated on their ability to justify changes, define objectives, and present their findings as if to the CEO of Bounce Fitness.

Module 3
Term and Year: Term 2 2019
Qualification : BSB60215 Advanced Diploma of Business
Unit Code: BSBINN601
Unit Title: Lead and Manage Organisational Change
Assessment :
Task 1 Case study observation/ demonstration
Task 2 Case study observation/ demonstration
Student Name: Usman ali
Student ID No: V20180501
Assessor’s Name: Svetlana Arutyunyan/ Andrey Loburets
Student Declaration: I declare that this work has been completed by me honestly and with integrity. I understand that the Elite
Education Vocation Institute’s Student Assessment, Reassessment and Repeating Units of Competency Guidelines apply to these
assessment tasks.
Student Name: Usman ali
Student Signature: Date: 14/05/19
Assessment submission (new) requirements
Please save this file as PDF format (include your name to the filename) before uploading onto Moodle.
Assessment deadlines penalty
It is expected that unless a simple extension, special consideration or disability services adjustment has been granted, candidates
will submit all assessments for a unit of study on the specified due date. If the assessment is completed or submitted within the
period of extension, no academic penalty will be applied to that piece of assessment.
If an extension is either not sought, not granted or is granted but work is submitted after the extended due date, the late submission
of assessment will result in a late penalty fee. For further information, please refer to the Assessment Policy.
Assessment/evidence gathering conditions
Each assessment component is recorded as either Satisfactory (S) or Not Yet Satisfactory (NYS). A student can only achieve
competence when all assessment components listed under procedures and specifications of the assessment section are
Satisfactory. Your trainer will give you feedback after the completion of each assessment. A student who is assessed as NYS is
eligible for re-assessment. Should the student fail to submit the assessment, a result outcome of Did Not Submit (DNS) will be
recorded.
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Principles of Assessment
Based on Clauses 1.8 – 1.12 from the Australian Standards Quality Assurance’s (ASQA) Standards for Registered Training
Organizations (RTO) 2015, the learner would be assessed based on the following principles:
Fairness - (1) the individual learner’s needs are considered in the assessment process, (2) where appropriate, reasonable
adjustments are applied by the RTO to take into account the individual leaner’s needs and, (3) the RTO informs the
leaner about the assessment process, and provides the learner with the opportunity to challenge the result of the
assessment and be reassessed if necessary.
Flexibility – assessment is flexible to the individual learner by; (1) reflecting the learner’s needs, (2) assessing competencies held
by the learner no matter how or where they have been acquired and, (3) the unit of competency and associated
assessment requirements, and the individual.
Validity – (1) requires that assessment against the unit/s of competency and the associated assessment requirements covers the
broad range of skills and knowledge, (2) assessment of knowledge and skills is integrated with their practical
application, (3) assessment to be based on evidence that demonstrates that a leaner could demonstrate these skills
and knowledge in other similar situations and, (4) judgement of competence is based on evidence of learner
performance that is aligned to the unit/s of competency and associated assessment requirements.
Reliability – evidence presented for assessment is consistently interpreted and assessment results are comparable irrespective of
the assessor conducting the assessment
Rules of Evidence
Validity – the assessor is assured that the learner has the skills, knowledge and attributes, as described in the module of unit of
competency and associated assessment requirements.
Sufficiency – the assessor is assured that the quality, quantity and relevance of the assessment evidence enables a judgement to
be made of a learner’s competency.
Authenticity – the assessor is assured that the evidence presented for assessment is the learner’s own work. This would mean that
any form of plagiarism or copying of other’s work may not be permitted and would be deemed strictly as a ‘Not Yet
Competent’ grading.
Currency – the assessor is assured that the assessment evidence demonstrates current competency. This requires the
assessment evidence to be from the present or the very recent past.
Resources required for this Assessment
 All documents must be created using Microsoft Office suites i.e., MS Word, Excel, PowerPoint
 Upon completion, ensure that you have completed your coversheet details, i.e. your name, student ID and signature. If these
details are not present, the assessment would need to be resubmitted again.
 The document is then required to be converted to PDF and uploaded to the student learning management system for
assessment.
 Refer the notes on eLearning to answer the tasks or any additional material will be provided by Trainer.
Instructions for Students
Please read the following instructions carefully
 This assessment is to be completed according to the instructions given by your assessor.
 Students are allowed to take this assessment home.
 Feedback on each task will be provided to enable you to determine how your work could be improved. You will be provided
with feedback on your work within 2 weeks of the assessment due date.
 Should you not answer the questions correctly, you will be given feedback on the results and your gaps in knowledge. You will
be given another opportunity to demonstrate your knowledge and skills to be deemed competent for this unit of competency.
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 If you are not sure about any aspect of this assessment, please ask for clarification from your assessor.
 Please refer to the College re-assessment and re-enrolment policy for more information.
Procedures and Specifications of the Assessment
You will be required to demonstrate skills and knowledge required to define campaign objectives; prepare an advertising budget;
You will be required to demonstrate the skills and knowledge required to develop a schedule for proposed advertising activities;
defining campaign objectives and preparing advertising budgets. You will also require to demonstrate communication skills to
question, clarify and report when creating an advertising campaign and technology skills to use a wide range of office equipment
and software to develop an advertising campaign.
Read all materials required for this assessment task: this procedure and the Bounce Fitness Simulated Business Corporate
Marketing Plan.
In response to the Bounce Fitness Simulated Business Corporate Marketing Plan (provided), you will develop a report.
 Defining the campaign objectives and preparing an advertising budget, which addresses all questions in this task.
 Defining a schedule for proposed advertising activities, which addresses all questions in this task.
 To demonstrate knowledge in defining campaign objectives and preparing advertising budgets.
 Discuss your completed advertising campaign to the class and assessor. You must consistently behave and present as if
this were an actual presentation to the CEO of Bounce Fitness.
Case study
Margaret House, CEO of Bounce Fitness and the Board of Directors are keen to have the four Centers registered with Fitness
Australia (www.fitness.org.au). They feel that standards required to be met as a registered fitness center would not only ensure
the credibility of the organization in the eyes of the public but would provide goals for the Centre Managers and teams.
Registration will require meeting the Code of Conduct for the state in which each Centre is located and ensuring that all trainers
meet, or immediately undertake training to meet, certain standards. Information about the registration can be obtained by going to
the Fitness Australia website and clicking on the Register Your Fitness Business tab. The Codes of Conduct for each State are also
linked here if you scroll down the page.
The minimum educational qualification required by Bounce Fitness for all trainers is the Certificate III in Fitness Instructing and all
trainers must hold this to continue to work as a trainer of classes and individual clients. At this point in time, this has not been
consistently applied. In Cairns all are qualified, in Brisbane two (2) need the basic training, and in Melbourne there is one (1). It is
intended under the change management initiative that all trainers, once they have completed the basic training will continue to
pursue further training, the Certificate IV and Diploma, annually as personal development.
Bounce Fitness will pay for the training fees and other incidentals such as text book requirements and provide one (1) paid hour per
week for study leave. Bounce Fitness will also reimburse travel and accommodation for compulsory study attendance sessions.
You can get more information on this at the Fitness Australia website under the Fitness Careers / Get qualified tab.
It is expected that the change management process will be fairly smooth if adequate measures are taken and the process is well
managed. The major resistance will come from the three (3) trainers who do not have this qualification and have learned through
experience. That is why they do not have it now. They will also not want to participate in the further training initiative.
If the whole standardization process is not managed carefully, there is potential for dissatisfaction and all Centers may not comply
with the standardized procedures. This is a major concern for the Executive; hence your recommendations are crucial.
In essence, Bounce Fitness’ continuous improvement policy encapsulates the organization’s commitment to ensure that there is
systematic continuous improvement of its operations, management systems, training, life coaching and activities through
consultation with staff, clients, stakeholders and external experts
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In addition, the organization believes in the importance of quality to achieved sustained, profitable growth by providing services that
consistently satisfy the needs and expectations of its customers. This level of quality is achieved through the adoption of a system
of procedures that reflect the competence of Bounce Fitness to existing customers, potential customers and independent auditing
authorities. Apart from that, Bounce Fitness has planned its business strategy to:
 Open a new Fitness Centre in Perth within two years
 Existing Bounce Fitness Centres will continue to show an above-market return on investment through excellence of
facility, staff and operational management
 Invest greater time in customer relationship management and through continued provision of excellence in service and
equipment
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Task 1
1. You are required to identify strategic change requirements and opportunities for Bounce Fitness by discussing with a
Manager (your trainer would assume this role) the following:
 List the what are the strategic changes required Provide a brief review how this objective would enable the organization to increase its business performance
 Provide a brief review on the organization’s policies and procedures (including quality, continuous improvement,
customer service, Employee Assistance Program and personal development)
Demonstration/ observation checklist
Candidate’s name Usman ali
Assessor’s name Svetlana Arutyunyan/ Andrey Loburets
Work activity Review and justify required changes with manager
Date 14/05/19
Bounce Fitness’ Quality
Assurance objectives
Provide a brief review how this objective would enable the organization to identify
performance gaps and strategic change requirements
a. To maintain an effective
Quality Assurance
System
(People &Technology)
Quality in the eyes of the customer means quality service. The organization is going to ensure
there is quality by implementing standards of systems and operations.
b. To achieve and maintain
a level of quality which
enhances the Bounce
Fitness’ reputation with
customers
(People & Process)
The employees of the organization need to ensure that there is effective discharge of duties and
the company have to facilitate them by providing conducive environment.
c. To ensure compliance
with relevant statutory
and safety requirements
(People & Structure)
The employees have to comply by getting certification with relevant authorities and the company
also must register all its branches so that there is compliance as the set regulations.
d. To endeavour, at all
times, to maximize
customer satisfaction
with the services
provided by Bounce
Fitness (People)
The employees must ensure that they give the customer the best services that is coupled with
the quality equipment in a conducive space.
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Prepared by
Student’s Name Usman ali
Student’s Signature Date: 14/05/19
Management Approval Approved Disapproved
Management’s (Trainer) Name Svetlana Arutyunyan/ Andrey Loburets
Management’s (Trainer)
Initials Date:
2. Consider any patterns or trends that may impact the fitness industry (use the PDF document labelled Fitness
Australian’s published reports to support your discussions). Please ensure that answers include numeric (use of
percentages or numbers) content along with your explanation.
a. Past and project growth
in the number of fitness
instructors
As per Baron, (2019), the instructors were 32 thousand in 2015 and is projection is that this
might go up to 35.5 thousand 2019
b. The number of fitness
instructors in the
respective Australian
states
The states are not the same because of population and geographical expanses. Therefore
number of instructor are not the same. It ranges from five thousand to 10 thousand.
c. The qualifications of
the fitness instructors
According to nationalindustryinsights, (2019), there required certification is certificate III and one
can progress to certificate IV and Diploma on individual career progression
d. The fitness instructors’
level of experience in
the industry
This go as far as over 15 years based on the time one entered the industry
e. The nature of
employment of fitness
instructors
Some are permanent and pensionable while others are on contract terms.
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3. Consult specialists to assist in the identification of major change requirements and opportunities.
Demonstration/observation checklist
Candidate’s name Usman ali
Assessor’s name Svetlana Arutyunyan/ Andrey Loburets
Work activity Discussion to review and prioritise change with managers
Date 14/05/19
a. Identify what are major operational change requirements (in relation to the case context which focuses on its need to
be registered with Fitness Australia) and its cost-benefit analysis on the following;
Organizational elements
Relate what are the changes
identified in the case text that
needs to be addressed
How does it impact the organization?
Costs (limitations) Benefits
People Training for certification as fitness
instructors and get skills $150,000 Qualified employees
Processes Procedures in the organization
$20,000
Training-paying fees and
re-imbursement based on
circumstances
Effectiveness and efficiency
Technology Modern technology machines $600,0000 Quality of service and client
satisfaction
Structure Leadership change No investment needed
Time only Good leaders
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b. Undertake risk analysis for resistance to change and identify mitigation strategies in place.
Identifying types of resistance to change Identify mitigation change management strategies and staff responsible for this task
Potential change
resistance risks
How this change resistance risk does affects the
organization?
Risk rating
(1=unlikely to
5=very high)
Actions to address resistance By
whom?
Belief that change is
unnecessary or that it will
not improve the situation
Resistance: This is going to influence the association's
adherence to set norms and guideline and thus not
being ensured.
4 A must training for all employees so that any change that come will not
be an issues and no one will see it a a threat to their jobs HR
Feels uncomfortable if
routine is changed
Insecurity. These are individuals who feels that changes
will influence their working and potentially get expelled 4 Carrying out awareness. This is to enlighten the employees so that they
feel comfortable with the routine changes HR
Inconvenience or loss of
freedom No change 2 Giving time to study and get basic training HR
Organizational culture Affect the organization is a positive way 1 Representatives educated of the epitome of culture in the association HR
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c. Specialist Feedback (for trainer use)
Areas of discussion (please ) Agree Pending Disagree Comments
Major changes
The major changes are the
management decisions, gaps
and to create opportunities
 Performance gaps Agreed
 Business opportunities Agreed
 Business threats Disagree
 Management decisions Agreed
Impact on the organization’s business
sustainability in relation to:
The impact is on the
employees, the procedures,
technology and the system of
leadership
 People Agreed
 Processes Agreed
 Technology Agreed
 Structure Agreed
Risk analysis
Risk 1: Resistance to change Risk # 1 Agreed
 Risk # 2 Agreed
Change management plan
The plan must make the
employees be aware, create
actions by giving them
knowledge and reinforcement
 Awareness Agreed
 Desire pending
 Knowledge Agreed
 Action Agreed
 Reinforcement Agreed
Specialist Approval
(please ) Approved Disapproved
Specialist (Trainer) Name : Svetlana Arutyunyan/ Andrey Loburets
Specialist (Trainer) Initials: Date
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Task 2
1. You are required to conduct a meeting with senior management of Bounce Fitness as a demonstration on
developing and propose a change management plan covering:
 A stakeholder communication and education plan to promote the benefits of the change to the organization and
to minimize loss
 Ensure that activities are clearly spelled out in the said plan to relevant individuals/ groups.
Demonstration/ observation checklist
Candidate’s name Usman ali
Assessor’s name Svetlana Arutyunyan/ Andrey Loburets
Work activity Conducting a change management meeting
Date 14/05/19
Bounce Fitness Management Meeting
Meeting activity Review and prioritize change requirements
Venue Boardroom
Attendance
CEO Margaret House
General Managers
Marketing Kath Jones
Finance Steve Brinkley
Human Resources Laura Irish
Centre Managers
Cairns Paul Thomas
Brisbane Ellie Tolle
Sydney Jacinta Scotts
Melbourne John Hyatt
Change Management Consultant
(student’s name)
Absence with apologies N/A
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Change Management Plan
1. Introduction
Purpose of the
change
management plan
The advancement of changes is a method for providing guidance and explanation behind any
other action that must happen for changes to happen in the association. It encourages the
association and setting of unmistakable attributes, the resistance and the likely risks that may be
experienced. Using a change plan, professionals can lay the pace of accomplishment both for
themselves just as the partners. Also, change plan present a road of settling on legitimate choices
which are significant in executing the techniques of progress in an association. The exercises and
plans spelled out for changes by the executives are guided by change the plan procedures. It is a
result of this that Bounce Fitness' expert proposes a change plan that will coordinate change for
the organization
Type of change
plan element (tick
one)
 People  Process
 Technology   Structure
Rational for the
change
There is a need for organizations to change their extent of operation business by structuring,
organizing and extending to different areas. The Bounce Fitness' urge for change is to make good
use of business procedures and business structure for success. The reason is to have its business
procedure lined up with systems for change so that they get a greater market (Alvesson, &
Sveningsson, 2015).
Therefore, workers need to experience change procedures and progress through planning. Also,
there must be goals, for instance, they have to get new aptitudes through learning. Furthermore,
work systems in the organization must be completed by adjusting the organization's task to
standard methods and guidelines. It will see representatives with no accreditation procure the
aptitudes and get accreditation (Brunsson, & Olsen, 2018).
2. Change
Current status The status presently at Bounce Fitness four branches is that they have no enrollment from the
significant organizations. The board of directors feels that when they get enlisted by the relevant
authorities, the uniqueness, reputation, and believability of the association get known. Moreover,
the focus of the objective of the group will be spelled out as well as those for its employees
because the branch will have a set of principles. It implies that all representatives should stick to
these sets of principles and the results are assured quality and value of services provided. This
will permit the association to improve on fulfilling the needs of their clients.
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s
c Change
identification
 To ensure compliance with relevant statutory and safety requirements
 To maximize customer satisfaction with the services provided by Bounce Fitness.
3. Document administration
Version 1.0
Status Draft
Next review Next review meeting
Document owner
(Student’s name) Usman ali
Role Change Management Consultant
Signature
(Student’s
signature)
Date 14/05/19
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4. Develop a stakeholder communication and task responsibilities plan to support Bounce Fitness’ change management strategy.
Bounce Fitness Communication & Change Plan
Who What How When Other
Stakeholders Action
Key change message
(to promote the benefits of change to the
organization and to minimize loss)
Medium Date Performance measures
General Managers
Finance
This is tasked to survey and put up budgetary
ramifications expected to make changes in
the association. It involves planning and
arranging budgetary assets dependent on the
leading group of executive's choice spending
needs.
Expected key changes are the estimated
budget to cover all association changes
required. It incorporates the cost of preparation
and organizing different areas.
Short term The set date
is 1/6/2019
The performance for this is ready
budget detailing the allocation for
each center.
Marketing
This is the section that is concerned with
marketing in the organizations with the aim of
ensuring that Bounce Fitness expand to other
areas through advertisement to get
customers and to pick up the trust in the
market.
The key change message expected is
publicizing and advancements. Short term 2/6/2019
Measured by the proportions of
execution of the advertisement plan
created.
Human
Resources
It deals with the employees and therefore
able to know those with training, those that
require training so that they can plan for their
training and certification.
The long term calls for more than 3 months of
training and short term calls for less than three
months. The section gives the number of
employees for training and gives an estimated
cost for all where each person has an allocation
based on training required. The measurement
is training conducted within the set time frame
This is a long
term as well
as short term.
Short term
and long
term
Training, Skills obtained and
regulated
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Centre Managers
Cairns
To ascertain the preparation requirements
and give spending budget estimates;
employee’s needs, and training needs.
The preparation requirements and
give spending budget estimates; employee’s
needs, and training needs.
This is a long
term as well
as short term
Depend on
training
needs, and
estimated
budget set
for all
activities
Training, Skills obtained and
regulated
Brisbane
To ascertain the preparation requirements
and give spending budget estimates;
employee’s needs, and training needs.
The preparation requirements and give
spending budget estimates; employee’s needs,
and training needs.
This is a long
term as well
as short term
Depend on
training
needs, and
estimated
budget set
for all
activities
Training, Skills obtained and
regulated
Sydney
To ascertain the preparation requirements
and give spending budget estimates;
employee’s needs, and training needs.
The preparation requirements and give
spending budget estimates; employee’s needs,
and training needs.
This is a long
term as well
as short term
Depend on
training
needs, and
estimated
budget set
for all
activities
Training, Skills obtained and
regulated
Melbourne
To ascertain the preparation requirements
and give spending budget estimates;
employee’s needs, and training needs.
The preparation requirements and give
spending budget estimates; employee’s needs,
and training needs.
This is a long
term as well
as short term
Depend on
training
needs, and
estimated
budget set
for all
activities
Training, Skills obtained and
regulated
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Bounce Fitness Communication & Change Plan (cont.)
5. Scope of organizational
change and
development
Transitional Change
and Development of
Organizational
alignment

Transitional Change and Development of Organizational alignment (To enhance adaptability and alignment of the organization to changing environments,
strategic directions and business goals)
Change implementation standards at Bounce Fitness required legitimate administration because there is no involvement and consistency of standards in all of
the centers. The establishment has improvement strategies put in place that takes care of change implementation and management with descriptions of directing
precise change improvement in every frameworks inside the association and touches on areas of operations, training, management systems, and life-coaching
and shows that implementation has to be carried out in meeting with every one of the stakeholders.
There is confidence in the association that has supported productive progression and the board realized that it is best conceivable when quality get
acknowledged by bettering and fulfilling the requirements of the clients. However, this is unimaginable because there is no legitimate framework methodology
dealing with the requirements of clients. In perspective on this, the organization made plans to extend an open a business in Perth, keep guaranteeing that their
staffs meet required necessities and guidelines, keeping up perfection in the office and ensuring that there is better client relationship by giving phenomenal
services.


6. Change management implementation action plan and schedule details
It is established by Aarons et al. (2015) that the accomplishment of any establishment relies on the adaption of industry-changing patterns because the company is able to apply the changes and go with
these industry changes. In the interest for change, Bounce Fitness is in the process of embracing steady change and improvement. They have yearned for a change in order to upgrade the adequacy,
proficiency and consistent improvement that in line with standards set in the fitness industry. They are going this way because they want to expand to other areas and also they want to give satisfaction to
esteemed customers. It demonstrates the motivation behind why the top management supports the enrollment of the four centers with industry regulators. They are insightful that the changing pattern in
the wellness business requires affirmed wellness firms (Alvesson, & Sveningsson, 2015). It is supported by the utilization of transitional change and development approach. Schein (2015) asserted that the
improvement of adaptability and arrangement guarantees that the organization's condition, objectives, and techniques change for the benefit of all of the firms. It is on these grounds that Bounce Fitness
have a journey to adjust their methodologies with the goal that they make an aggressive edge in the market (Aarons et al. 2015).
The four Bounce Fitness centers fill in as a method for the organization augmenting on the current fundamental focus by changing structures and individuals. The point is to build the quantity for clients that
surpass those of its rivals and accordingly putting Bounce Fitness in all quarters of the nation.
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Bounce Fitness’ Quality
Assurance objectives Change management activities to be used Person
responsible Duration Start date End date Resources needed
To ensure compliance with
relevant statutory and
safety requirements
The codes that oversee wellness in Australia
stipulate that every one of its organizations as well as
employees do their jobs in an expert way. The code
stipulates that at all dimension of activity; the
individuals must not demonstrate any type of
selfishness to its clients. It necessitates that all
qualities identifying with an individual such as truth,
trustworthiness, equity; regard among others should
be worked out. The roles with the client are
additionally laid out in the implicit rules
(FitnessAustrali, 2018).
Moreover, proficient improvement is another
perspective in the set of accepted rules. It
necessitates that all associations should have skilled
staff in the line of wellness instruction and that they
must be fully trained and an attestation poof of having
completed the training. The benchmarks set in the
code necessitate that all wellness staff to be skillful
and observe the measures to the later, keeping
records for clients and reacting to referrals in the
shortest time (FitnessAustrali, 2018).
The quality assurance of the company is to be
evidenced by the implementation of changes. The
primary focus gives Bounce Fitness quality support in
striving to ensure that there is a satisfaction to the
customers. Also, they aim at raising the set
benchmarks to take the company in an elevated
position in the industry. In other proposed branches,
the organization is going to actualize the quality
realization by working in connection to the change
plan and as per required statutory benchmarks. With
The manager 1 year 01/06/2019 01/05/2020 Finances to meet needed requirements
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the readiness and eagerness of the company for a
change, the centers will grasp and embrace change
immediately they start implementation
Besides, there is another national wellness code of
training which is made to focuses on the
administrators. The laid rules in the code are set to
advance business, enable the administrators to do
support delivery of service in an expert manner
(Fitness Australia, 2018). Furthermore, it serves to
prompt assurance among the clients. The code gives
direction to the associations to keep enhancing the
business by depending on the set standards with the
goal that they keep the standards for a longer period
(Fitness Australia, 2018).
To maximize customer
satisfaction with the
services provided by
Bounce Fitness.
Consumer loyalty is where customers get quality
services or item comparable to the finances spent.
The delight appreciated by the clients demonstrates
that there are quality services in the organization. As
indicated by Steiss (2019), when the client gets
battled with the services given in an association, the
suggestion is that there was quality assurance. In the
wellness business, fulfillment originates from the
services delivered which involve both the
representative's services and the quality of item used
to get the services.
The
management
tasked to the
manager
1 year 01/05/2019 01/05/2020 Customer satisfaction
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7. Monitor and evaluating Bounce Fitness’ Change Management Plan
This part is the basic section since monitoring and evaluation gives an association an impression of the progression of change implementation. It grants quantifiable outcomes and fills in as a method
for adjusting any inconsistencies whenever identified (Uhl, & Gollenia, 2016). In Bounce Fitness, monitoring and evaluation get accomplished through setting of value targets that will see the
organization agree to applicable statutory and well-being prerequisites and utilize consumer loyalty (Noe et al., 2017).
There are a number of monitoring and evaluation devices that can be utilized; notwithstanding, Key Performance Indicators (KPIs) will be utilized at Bounce Fitness (Kerzner, 2017). The reason is that
through its usage one is ready to focus on key and operational upgrades, think of a systematic premise of basic leadership, and help with concentrating on the fundamental points. It involves the setting
of targets with the goal that advancement should be possible followed and overseen dependent on the set focuses and by taking a look at the driving pointers which are antecedents of accomplishment
(Hayes, 2018).
Bounce Fitness’ Quality
Assurance objectives
KPIs measure
High achievement rates, decrease in a number of occurrences
associated with changes, increment in the level of progress for
usage time, enhanced scores of partner fulfillment and
augmented change achievement rates in KPIs measures
(Kerzner, 2017).
Required adjustments
There is a requirement for alterations that indicates changes in the
associations. These changes are the essential parts according to
the given KPI measures and consumer loyalty is where customers
get quality services or item comparable to the finances spent.
Evaluation
Time
The time
period for
the changes
to take
place is 1
year
Who
The
management to
appoint a
manager
representative
to follow-up
To ensure compliance
with relevant statutory
and safety requirements
Compliance with Statutory and Safety Requirements
So as to see whether there is the reception of changes in the
association, we have to check whether alterations have been done
on consistency reports. Since the association is going to enlisting
four associations for acknowledgment by health and regulation
authorities, Bounce Fitness in the execution of progress needs to
demonstrate these changes in their reports and show proof
(Kerzner, 2017).
The time
period for
the changes
to take
place is 1
year
The
management to
appoint a
manager
representative
to follow-up
To maximize customer
satisfaction with the
services provided by
Bounce Fitness.
Quality of services
The delight appreciated by the clients demonstrates that there are
quality services in the organization. As indicated by Steiss (2019),
when the client gets battled with the services given in an
association, the suggestion is that there was quality assurance. In
the wellness business, fulfillment originates from the services
delivered which involve both the representative's services and the
quality of item used to get the services.
The time
period for
the changes
to take
place is 1
year
The
management to
appoint a
manager
representative
to follow-up
Prepared by
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Consultant (Student) Name : Usman ali Consultant (Student) Signature: Date: 14/05/19
Consultation with management
Feedback
Approved Pending Not approved
CEO’s (trainer) Name: Svetlana Arutyunyan/ Andrey Loburets CEO’s (trainer) Initials: Date:
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8. Attendance sign-off for the Organizational Development Management Meeting
Name Position Signature Date
Margaret House CEO M. House
Kath Jones GM - Marketing Kath
Steve Brinkley GM - Finance Steve Brinkley
Laura Irish GM – Human Resources Laura Irish
Paul Thomas Cairns Center Manager PThomas
Ellie Tolle Brisbane Center Manager Elle
Jacinta Scotts Sydney Center Manager JC
John Hyatt Melbourne Center
Manager John Hyatt
Usman ali Management Consultant
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Assessment Submission Checklist to be completed by the Trainer/Assessor
Unit name: BSBINN601 Lead and Manage Organisational Change
Assessment: Task 1
Did the student complete and provide evidence for the following (please  ): Yes No
1. Provide a review and analysis of the case study
2. Provide a demonstration to discuss what the required changes, are impact on business sustainability, risk
analysis as well as a change management plan for the case study?
3. Submit within agreed timeframe?
Has the learner proven they can (please  ): Yes No Assessor’s Notes (if any)
1.1 Identify strategic change needs through an analysis of
organisational objectives
1.2 Review existing policies and practices against strategic
objectives to identify change requirements
1.3 Monitor trends in the external environment to identify events
or trends that impact on the achievement of organisation's
objectives
1.4 Identify major operational change requirements due to
performance gaps, business opportunities or threats, or
management decisions
1.5 Review and prioritise change requirements or opportunities
with relevant managers
1.6 Consult specialists and experts to assist in the identification
of major change requirements and opportunities
2.1 Undertake cost-benefit analysis for high priority change
requirements and opportunities
2.2 Undertake risk analysis, identify barriers to change, and
agree and record mitigation strategies
3.1 Identify and respond to barriers to the change according to
risk management plans
3.4 Identify and respond to barriers to the change according to
risk management plans
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Feedback and result outcome for Task 1 (please
 )
Satisfactory
Not Yet Satisfactory
Re-assessment
required
Unit name: BSBINN601 Lead and Manage Organisational Change
Assessment: Task 2
Did the student complete and provide evidence for the following (please  ): Yes No
1. Provide a demonstration of conducting a meeting for the case study
2. Provide a communications plan as well as inputs for the change management for the case study?
3. Submit within agreed timeframe?
Has the learner proven they can (please  ): Yes No Assessor’s Notes (if any)
2.3 Develop change management project plan
2.4 Obtain approvals from relevant authorities to confirm the
change management process
2.5 Assign resources to the project and agree reporting protocols
with relevant managers
3.1 In consultation with relevant groups and individuals, develop
communication or education plan to promote the benefits of
the change to the organisation and to minimise loss
3.2 Arrange and manage activities to deliver the communication
or education plans to relevant groups and individuals
3.3 Consult with relevant groups and individuals for input into the
change process
3.4 Action interventions and activities set out in project plan
according to project timetable
3.5 Activate strategies for embedding the change
3.6 Conduct regular evaluation and review, and modify project
plan where appropriate to achieve change program
objectives
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Feedback and result outcome for Task 2 (please
 )
Satisfactory
Not Yet Satisfactory
Re-assessment
required
Assessment Summary Result (please
 )
Task 1 Case study observation/
demonstration S NYS DNS
Task 2 Case study observation/
demonstration S NYS DNS
Final Assessment Result for this unit C NYC
Feedback is given to the student on each Assessment task YES NO
Feedback is given to the student on final outcome of the unit YES NO
The result of my performance in this unit has been discussed and explained to me (please place signature below)
Student Signature Date
14/05/19
Trainer/ Assessor’s declaration: I hereby certify that the above student has been assessed by myself and all assessments are carried
out as required by the Principles of Assessments (Clause 1.8 of the Standards for RTO 2015).
Trainer/ Assessor’s
Initials
Date
Appeal Process (only for mitigating circumstances)
I would like to appeal the outcome of this assessment as per the appeals procedure in the Student Handbook
Student Signature Date
14/05/19
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References
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organizational change for implementation (LOCI): a randomized mixed method pilot study of a leadership and
organization development intervention for evidence-based practice implementation. Implementation Science,
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Aarons, G. A., Ehrhart, M. G., Moullin, J. C., Torres, E. M., & Green, A. E. (2017). Testing
the leadership and organizational change for implementation (LOCI) intervention in substance abuse treatment: a
cluster randomized trial study protocol. Implementation Science, 12(1), 29.
Alvesson, M., & Sveningsson, S. (2015). Changing organizational culture: Cultural change work in progress.
Routledge.
Alvesson, M., & Sveningsson, S. (2015). Changing organizational culture: Cultural change work in progress.
Routledge.
Baron, C. (2019). Number of fitness instructors in Australia from 2004 to 2019 (in thousands). Retrieved from:
https://www.statista.com/statistics/686040/australia-number-of-fitness-instructors/
Brunsson, N., & Olsen, J. P. (2018). The Reforming organization: making sense of administrative change. Routledge.
Cetindamar, D., Phaal, R., & Probert, D. (2016). Technology management: activities and tools. Macmillan International
Higher Education.
FitnessAustrali, (2018). Fitness Australia Code of Ethics. Retrieved from:
https://fitness.org.au/articles/policiesguidelines/fitness-australia-code-of ethics/4/73/20
FitnessAustrali, (2018). National Fitness Industry Code of Practice. Retrieved from:
https://fitness.org.au/articles/policies-guidelines/national-fitness-industry-code-of- practice/4/1603/20
Hayes, J. (2018). The theory and practice of change management. Palgrave.
Kerzner, H. (2017). Project management metrics, KPIs, and dashboards: a guide to measuring and monitoring project
performance. John Wiley & Sons.
Kotler, P., & Maon, F. (2016). A stakeholder approach to corporate social responsibility: Pressures, conflicts, and
reconciliation. Routledge.
Lim, J. S., & Greenwood, C. A. (2017). Communicating corporate social responsibility (CSR): Stakeholder
responsiveness and engagement strategy to achieve CSR goals. Public Relations Review, 43(4), 768-776.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a
competitive advantage. New York, NY: McGraw-Hill Education.
Schein, E. H. (2015). Dialogic organization development: The theory and practice of transformational change. Berrett
Koehler Publishers.
Steiss, A. W. (2019). Strategic management for public and nonprofit organizations. Routledge.
Stoldt, G. C., Dittmore, S. W., & Branvold, S. E. (2018). Sport public relations: Managing stakeholder communication.
Human Kinetics.
Uhl, A., & Gollenia, L. A. (Eds.). (2016). A handbook of business transformationmanagement methodology. Routledge.
Venkataraman, A. (2015). Evaluating Change Management in an Indian Commercial Vehicle Manufacturing Firm.
Management and Labour Studies, 40(1-2), 109-144.
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Wu, G., Liu, C., Zhao, X., & Zuo, J. (2017). Investigating the relationship between communication-conflict interaction
and project success among construction project teams. International Journal of Project Management, 35(8),
1466-1482.
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