Bounce Fitness: Organizational Development Plan Report Analysis

This report presents an organizational development plan for Bounce Fitness, a fitness center aiming to improve its services. The plan includes an introduction to organizational development, a description of Bounce Fitness's business, its mission, vision, values, and a SWOT analysis. It outlines the organization's objectives, KPIs, HR team's role, operational plan, and financial projections. The report emphasizes stakeholder management, communication strategies, and a detailed training and education plan to address the organizational changes. It also covers stakeholder objectives, management commitments, and potential resistance to the changes. Communication and training objectives are defined to ensure effective implementation and customer satisfaction, with a focus on enhancing the skills of fitness trainers to improve service quality and customer satisfaction. The goal is to increase customer satisfaction, attract more customers, and improve the financial performance of the organization.

Running head: BOUNCE FITNESS ORGANIZATIONAL DEVELOPMENT PLAN
1
Bounce Fitness Organizational Development Plan
Student’s Name
University Affiliation

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Bounce Fitness Organizational Development Plan
Assessment 1
Introduction
Organizational development is one of the most important goals and aims that
organizations have. Almost all organizations have the aim to establish development strategies
which will help them increase their gains at a significant rate and maintain these high gains in
a significantly large volume. Sometimes, organizations are required to establish changes in
how they operate, in order to change the level of effectiveness that they aim to achieve. A
major issue with aspects regarding change is resistance from organizational stakeholders that
are not in line with the establishment of this change (McLean, 2006). This paper assesses the
case situation of Bounce Fitness organization, which has recently made significant changes,
with an aim of establishing organizational development.
Description of the business, Mission vision and values, SWOT analysis
Bounce Fitness is an organization that majors in the activities of providing a facility for
people to maintain their fitness, and offering training lessons for those that require them. This
organization was earlier operating among other fitness centres, where shareholders and
organizational customers had been used to relating to the organization. After an assessment
by the organizational management of how it is operating and consideration of many
complaints received, the organization made the decision to operate alone and cut the
connection with the centres. By making this decision, the organization has the ability to
improve its operations and make any further necessary change that it may require to make.
The mission of the organization is to provide an appropriate place for all individuals to attain
fitness in the most effective way. Its vision is to become the best fitness centre within the
society where it operates. Its main strength is the ability to make necessary changes without

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the need to consult centre management. Its main weakness is the possible resistance that may
arise due to this change. It however has an opportunity of establishing effective changes that
will help in increasing its effectiveness and gains as an organization. The main threat is
competition from the rest of the fitness organizations operating in the centre.
Objectives and KPI s of Bounce fitness, HR Team, Operation plan, Financial
projections
The objectives of the organization are to establish the effectiveness of operation, in order
to ensure that customers are fully satisfied by the services that it gives. The human resource
team of the organization plays the major role in ensuring that the trainers are fully skilled in
the activity of training all the customers that visit the organization. The organizational
operation plan is similar to the plan that it was initially utilizing at the centers. The
organization has the intention of using similar systems like those used in the centers, but
establish improvements to increase customer satisfactions. Financially, the organization
projects a significant increase in gains and shareholder returns, since the increased customer
satisfaction is likely to attract more customers and eventually obtain the necessary
effectiveness.
Organizational development overview
Stakeholder management
The plan of the development is important and it fully relies upon the establishment of
the required organizational change. In order to ensure that the change is a success, it is
significantly important for the organization to ensure that the stakeholders are in support of
this change. It is however definite that while a number of stakeholders are likely to support
the change, a number of them are also highly likely to be against it. With this regard,
therefore, the organizational management should begin by assessing the stakeholders after

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informing them about the proposed change and understanding whether they are in support or
they do not support. It is important for the organization to ensure that the stakeholders with
the most influence in the organization are convinced to support the change proposed. With
their support, the organization is guaranteed to making it successful (Yaeger, Head, &
Sorensen, 2006). The following template presents information about how this stakeholder
management in Bounce fitness takes place.
Name Awareness
(H/M/L)
Degree of
support
(H/M/L)
Influence
(H/M/L)
Plan
( how will you engage
stakeholders to
facilitate the change)
Largest
shareholder
high medium high Revealing the possible
gains and returns from
the change
Organizational
fitness
manager
high high medium Revealing the benefits to
the fitness programs
through the change
Organizational
CEO
high high high Revealing the general
benefit of the change to
the organization
Trainers
representative
high low low Revealing the positive
impact of the change to
training programs.
Customer
representative
high medium low Revealing the expected
improvement on
customer satisfaction.
Communication (How will you monitor and respond to the feedback How will you
respond to the lesson learned for improvements)
In the change establishment process, communication is of significant importance. To
begin with, the necessary changes are to be established with an aim of improving the services

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that the organization was offering and increasing customer satisfaction. Customer feedback
on the services is therefore of significant importance. In order to obtain this feedback, the
organization can establish a communication platform accessible to all organizational
cuastomers. From this platform, they can provide feedback to how the organization is
operating and their satisfaction. From this information, I will then communicate this
information with the organizational decision makers and shareholders through
communication forums like meetings, and organize how the required changes will be
implemented in the new organizational plan (Kondalkar, 2009).
The template provides more information on the collection of feedback
Audience Purpose of
communication
Timeline Format / channel
Organizational
management
To explain the
intended change
and its
importance.
Within the first to
the third day of the
change intentions.
Small board
meeting
Organizational
shareholders
Create
awareness of the
change and its
justification
Between the third
to the fifth day
Large meeting
Organizational
managers
Explain the roles
needed for them
to play in the
change.
Between the fifth to
the seventh day of
the change.
Organizational
memos
Organizational
trainers
Explain the roles
they are needed
to play in the
change process.
Between the
seventh to the
tenth day
Organizational
memos
Organizational
stakeholders
Creating
awareness of the
change and its
progress
Between the tenth
to fifteenth day
A general meeting.

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Training and education plan (How will you identify training need of each stakeholder,
How will you develop targeted training activities, How will you choose appropriate
method for delivery)
Training is of significant importance. Through training, the organizational employees
will manage to operate with high effectiveness. The stakeholders will also make the right
decisions with regard to supporting or resisting the change. Assessment of the level of
support to the change that the stakeholders have will help me determine the need for training
for each stakeholder. Training activities for targeted individuals will be established through
individual strategies where I will approach an individual and educate him or her regarding
different issues in the organization. I will use the level of relationship, influence and
organizational hierarchy ranking to determine the best method of delivering the required
training and awareness (Cummings, 2008).
Stakeholder objectives, Management commitments Known resistance
The objectives of the organizational stakeholders are to oversee the strategies that the
management is utilizing in order to ensure that the organization manages to remain effective
in the activities that it involves in. In this situation, the organizational stakeholders have an
obligation of helping the management decide on whether the change is an appropriate
strategy and then play their roles in ensuring that they offer support to make the change
successful, after the decision to implement it has been made. The management is, on the other
hand, the body that has the mandate to make decisions and take responsibility for any
negative impact that occurs from the decisions made. For all changes to be put in place, some
form of resistance occurs. With the occurrence of any resistance, the organization has the
mandate of ensuring that effectiveness required is obtained (Cheung. & Holbeche, 2015).

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The following templates provide information regarding the stakeholder objectives, their
commitments and the known resistance.
Stakeholder objectives
Stakeholder Communication channel Their concern regarding
change
The management Board meeting Whether it will improve the
organization
shareholders General meeting Whether it will increase
their gains
customers Feedback organizational
platform
Whether it will improve
their satisfaction
Management commitments
Name of executive Position Proposed supporting
actions
CEO CEO Organize for a smooth
change process
Chief financial Officer Chief financial Officer Ensure the funding of the
change is sufficient and
realistic
General Manager General Manager Ensure the change takes
place effectively.
Human resource manager Human resource manager Ensure employees
carryout their roles
completely
Training Manager Training Manager Ensure that trainers are
fully equipped to make the
change a success
Known Resistance

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Name Division / Department
Stephen Influential shareholder
James Customer representative
Francis Influential shareholder
Communication Objectives (Purpose of communication, Key Stakeholders, Means of
communication, Timeline)
As explained earlier, communication is of significant importance in an organization
that is establishing any form of change. To begin with, communication will be utilized to
communicate to the organizational stakeholders, the main change that the organization
intends to implement in its operation. This is the change of separating with the center in order
to improve the quality of its services to the customers. The organizational customers will also
utilize communication platform to communicate the levels of their satisfaction and
recommended changes that they would prefer the organization to make. The management
will also utilize communication strategies to convince stakeholders to support the change that
is about to be implemented in the organization (Cummings, & Worley, 2013).
Training Objectives
Training is of significant importance. The organizational employees require being
trained significantly, in order to enable them to become fully equipped with the necessary
skills that they will use to deliver high-quality services to the customers. Fitness trainers, who
are the specific individuals who deal directly with the organizational customers have a
significant capability to determine the level of effectiveness associated with the organization
by the customers. One major way through which the organization can manage to ensure that
the customers become fully satisfied therefore is by ensuring that the organizational fitness

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trainers are fully skilled. Highly skilled trainers help customers to achieve their training goals
and thus their level of satisfaction increases significantly. By being associated with such
effectiveness, the organization is likely to attract a large number of customers and thus
increase its gains.
The following templates provides more information on the training objectives section of
employees in the Bounce Fitness organization.
List of employee requires future training
Name Position Skill required Skill exists? Type of training required
Agnes Trainer Field training Indoor
training
Field skills training
Theodore Trainer Indoor
training
Individual
training
Indoor skills training
Maxwell Human
resource
Proper
guidance and
decision
making
Ability to
address
employee
issues
Employee management
training
Dominic Trainer Individual
training
Field training Individual skills training
Summary of policies and procedures required to change
policies and procedures Type of changes required Suggested Plan
Use of a joint
organizational rules and
regulations
Use of independent
organizational rules.
Creating the
organizational laws and
guiding regulations.
Influence from other
organizations on how to
operate
Independence in operation Seceding from the other
organizations.

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Curriculum and content of training
Stakeholder Type of training
required
Delivery method Training documents
( Resource)
Maxwell Employee
development and
training
understanding
A session of
theoretical and
practical study.
Organizational buildings
Agnes How to train
effectively
A session of outdoor
training.
Organizational training
grounds.
List of support group available
Department Support Staff Name Support period
Human resource
management
Sarah 3 to 4 days
Training Michelle 6 to 7 days
Assessment 2
Summary of a Brainstorming Session

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Brainstorming is an activity where a group of individuals gathers in order to generate
ideas that can be utilized to address certain issues affecting them or an organization. In this
situation, Bounce Fitness organization has just made the decision to make a significant
organizational change where it will separate from a central organization that consists other
fitness organizations in order to operate independently. As explained earlier, the purpose of
this separation is to increase the effectiveness of its operation and satisfaction to the
customers without being bound by the rules and operation limitations of the center. With this
regard, therefore, the organization requires a large number of ideas and improvement
strategies that can be obtained through a brainstorming session (Cheung. & Holbeche, 2015).
The first aspect is determining the individuals who will be in the brainstorming
session. Since the organization has a large number of individuals, it is not possible to include
all stakeholders in the brain storming session. The most appropriate group of individuals to
join the session is the organizational management. Since the first major necessity of the
session is a quiet room where the individuals can be able to concentrate without being
distracted by noise or any other sources of distraction. The organization can then secure a
room like the organizational boardroom and use it to brainstorm. The other important strategy
through which they achievement can be made is through hiring a quiet meeting space where
the individuals can meet (Anderson, 2011).
Another aspect of this meeting is having an individual who will write the ideas that
will be developed in the session. This individual should record each idea effectively in order
to avoid future alteration of ideas from what they had initially been presented. Another aspect
of this session is to ensure that the individuals are all given an opportunity to present their
ideas. Without allowing all individuals to present the ideas that they have, the session cannot
be considered successful. The session will also allow individuals to manage remaining

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effective in the activities that they involve in. This will help in ensuring that the
brainstorming session manages to be highly effective (Anderson, 2013).
Assessment 3
Complete a meeting minutes
To get support from the Personal Trainer in the development and use the new routines
supplied by Head Office
The purpose of a meeting minute is to record all the information that was spoken in a
meeting. In this case, the meeting is mainly to plan a strategy that will help the organizational
management obtaining support from the personal trainers.
The meeting adjourned at 8:00 AM with a word of player from the head of the finance
department. In attendance of the meeting include the chair of the meeting and the general
manager of the organization, the finance officer, the human resource manager, the secretary
of organizational affairs and two organizational shareholders.
The first agenda that was discussed at the meeting is how the organization can obtain
support from the personal trainers. The chair of the meeting began by explaining that
personal trainers are likely to support the changes since they support its main agenda of
increasing organizational effectiveness and customer satisfaction. The human resource
manager then added on this agenda by explaining that the personal trainers require
convincing since the change affects them directly. In order to achieve the set goals, the
trainers would require further training on how to train individuals effectively. The secretary
of organizational affairs provided the generally accepted solution of calling the trainers for a
meeting and then explaining to them the change, its importance and how it will affect them,
even before the change is implemented.

BOUNCE FITNESS ORGANIZATIONAL DEVELOPMENT PLAN 13
The other agenda addressed the meeting is how the organization will manage to
reduce resistance from stakeholders of the organization on the change. The chair of the
meeting suggested targeting the most influential individuals of the organization and seeking
their support on the same. The human resource manager expressed the concern of when these
individuals do not offer their support. In response to this concern, the finance manager
explained that the target should be to ensure that the majority of these individuals support the
change since, with their support and the management willingness to implement the change,
there will be a less general resistance of the same.
A question was raised by the human resource manager on how the most influential
individuals will be identified. The finance manager answered the question by stating these
individuals as those who have the ability to impact what decision is made. The target
individuals, therefore, include the board members and any shareholder that has a large
number of shares in the organization. After the agenda was completed, there was not any
other business and thus the secretary of organizational affairs closed the meeting with prayer.

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References
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Cheung. & Holbeche, L. (2015). Organization development : a practitioner's guide for OD
and HR. London Philadelphia: Kogan Page.
Cummings, T. & Worley, C. (2013). Organization Development and Change. Stamford, CT:
Cengage Learning.
Cummings, T. (2008). Handbook of organization development. Los Angeles: SAGE
Publications.
Kondalkar, V. (2009). Organization development. New Delhi: New Age International (P)
Ltd., Publishers.
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Francisco: Berrett-Koehler Publishers.
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