BSBMGT605: Leading Change & Providing Leadership at MLR Reality

This project details a change strategy for Max Lionel Realty (MLR), focusing on employee development and organizational structure within ethical and legal frameworks. The core objective is to develop an ethics charter, emphasizing Work Health and Safety (WHS) responsibilities aligned with the Real Estate Institute of Victoria (REIV) code of conduct. The strategy includes an action plan with specific steps, such as changing operational policies, engaging WHS consultants, monitoring employee performance, and implementing continuous improvement and training programs. A detailed budget covers human resources, training, and promotional activities. The communication plan outlines how changes will be communicated to internal and external stakeholders. The project also addresses risk management, mitigation strategies, and incorporates feedback mechanisms for continuous improvement, referencing relevant academic sources to support its approach.

Provide Leadership across the organization

Contents
1. Introduction...................................................................................................................................2
2. Project Objective...........................................................................................................................2
3. Project Scope.................................................................................................................................2
4. Action plan for implementation of the change strategy.................................................................2
5. Budget...........................................................................................................................................4
6. Communication plan for the change strategy.................................................................................4
7. Ethics Charter:...............................................................................................................................6
Leadership Style................................................................................................................................6
Organization and legal requirement...................................................................................................6
Communication plan with internal and external groups.....................................................................7
Modes of Communication.................................................................................................................8
Organization risks management plan.................................................................................................8
Mitigation to change strategy............................................................................................................9
Feedback and Suggestion................................................................................................................10
8. References:..................................................................................................................................10

1. Introduction
Max Lionel Reality (MLR) organization is looking forward to initiate change strategy for the
development of the employees and organization structure. The change strategy should be
drawn within the ethical code of conduct and the legal requirement of the stakeholders.
2. Project Objective
The key objective of this paper is to develop an ethic charter for establishing the work health
safety (WHS) responsibilities for the working employees within the criteria of Real estate
institute of victoria (REIV) code of conduct.
3. Project Scope
The project scope is to develop a change strategy for revising the existing working
procedures according to the requirement of WHS which helps in increasing the productivity
of the working employees. The project charter should specify the WHS responsibilities and
legal and ethical requirement of the working employees.
4. Action plan for implementation of the change strategy
Purpose
Max Lionel Reality organization is looking forward to initiate change strategy for the
development of the employees and organization structure. The change strategy should be
drawn within the ethical code of conduct, WHS Responsibilities and the legal requirement of
the stakeholders.
Definitions
WHS responsibilities focuses on identifying the risks associated with the working
environment, procedures which help in incorporating with risk mitigation and management,
fulfilling of legal requirement, maintaining safe working environment, ensuring training and
development program for the participating members, and others (Taiwo, 2013).
The operational strategy should be developed for facilitating the productivity and capabilities
of the employees at work.
The incorporation of the Key performance indicators helps in upgrading the performance,

skills, and expertise of the employees
Responsibilities
Management is responsible for analysing the legal requirement in relation to work
health safety program which helps in satisfying the working requirement of the
employees. The tactics should be developed for guiding the employees about the ethical
code of conduct which should be followed during the working hours in the enterprise so
as to minimize the occurrence of chaos and conflicts (Zaidi, Zawawi, Nordin, Ahnaur,
2018).
Strategic action plan
 Change in the operational policies and procedures
 Initialization of the WHS consultants
 Monitoring and evaluation of the employees performance
 Development of the continuous improvement plan
 Training and development program for following ethical code of conduct at work
place
Corrective Action plan
 Monitoring and evaluation of the working process and procedures
 Analysing of the business operational plan
 Analysing of the financial statement of the enterprise
 Preparation of the documentation
 Calculation of difference in profit earned by the enterprise
Review
The focus should be given on mapping the difference between the expected cost of the
project and the actual cost spent on the deployment of the project (Zeps and Ribickis,
2015). The analysing of the employees performance with the implementation of change
strategy should also be taken into consideration.
The review report should be prepared for
 Internal evaluation of the problems faced by the working employees
 Monitoring of the communication management plan with the external employees
 Analysis of the change strategy and corrective action plan
 Change in the legal requirement
Continuous improvement plan
 Development of health and safety standards for the enterprise

 Deployment of ethical code of conduct
 Analysis of the legal requirement
 Analysis of satisfaction level of the working employees
5. Budget
Human resourcing Cost Base Rate No. of
hours
Total
Cost
Developer/writer $120/hr 120 7 840
Advertising and promotions consultant $150/hr 150 7 1050
Quality assurance person/editor $120/hr 120 6 720
WHS trainer/facilitator $120/hr 120 6 720
Anti-discrimination trainer/facilitator $120/hr 120 7 840
Mary Stewart (WHS consultant) $150/hr 150 7 1050
John Ng (CPA) $150/hr 150 8 1200
Pat Lee (Lawyer; anti-discrimination expert) $150/hr 150 8 1200
Other resourcing
Off-site training room (catered ) with space for
ten people $400/hr 400 1 400
Promotions package: email, social media, trade
magazine placements, local newspaper copy $4,000 4000
Total Cost 12020
6. Communication plan for the change strategy
Who What When How Whom
Project Manager Development of
project schedule
for change
During Project
Planning
Face to face
conversation
Project Owner
and Developer

Project Owner Required
changes in the
business
operational plan
and work health
safety standard
(Coglianese,
2015)
During project
initiation
Face to face
conversation
Project Manager
Project
Developer
Development of
the change
strategy for
WHS
responsibilities
and ethical code
of conduct
During
Designing phase
Telephonic
E-mail
Face to face
Project Manager
Advertising and
promotion
consultants
Advertising and
promotions
consultant
Development of
marketing
campaign
through the
inclusion of
social media
platform and
newspaper
During the
designing phase
Telephonic and
Email
Project
Developer
Quality
assurance
Manager
Testing of the
actual outcome
with the desired
outcome
During the
testing phase
Face to face Project Manager
WHS trainer
Training and
Development
program for
work health
safety standards
During the
project
initialization
On site survey Employees
Anti-
discrimination
Training and
development
During the
project
On site survey Top Executives

trainer
program for
guiding policies
and procedures
for anti-
discrimination
laws
initialization
WHS consultant
Checking
requirement of
work health
safety standards
(Schell, 2012)
During the
project
initialization
On site survey Project Manager
Project Owner
Business
Analyst
Preparing report
for problem
domain
During the
project
initialization
On site survey Project Manager
Project Owner
Lawyer; anti-
discrimination
expert
Checking legal
requirement of
the employees
(Sterling, 2013)
During the
project
initialization
Face to face
conversation
Email
Telephone
Top Executives
and Employees
7. Ethics Charter:
Leadership Style
The democratic leadership style should be adopted by the top executives because it provides
an opportunity to the employees to share their views, opinion, thoughts, and suggestion for
the improvement of working culture of the enterprise (Crawford, 2013). The employees feels
that they are the part of the esteemed organization and it is their responsibility to work in the
sake of business improvement. It develops a good and healthy relationship between the top
executives and employees.

Organization and legal requirement
The business policies and procedures should be changed by involving new legal acts for
satisfying the WHS responsibilities and anti-discrimination act (Gupta, 2015). The WHS
improvement can be done with the implication of following acts:
 Act of Privacy
 Act of estate agent
 Act of equal opportunities created for working employees of different sex, caste,
religion, region, and others
 Act for improving occupational health and safety
 Act for Dangerous goods
 Guidelines for management system for improving occupational health and safety
 Act of racial discrimination
 Act of human right provision
 Act of disability discrimination
 Act of sex discrimination
 Act of income tax assessment
Communication plan with internal and external groups
Who What When How Whom
Internal Groups
(Steering
committee,
project manager,
developer,
project owner
and sponsor)
Status report
Procurement
report
Purchase report
Inventory report
Risks Report
Weekly Face to face
Email
Project Manager
Project Owner
External Groups
(Customers,
Suppliers,
Contractors,
governmental
agencies)
Quality report
Annual Report
Progress report
Feedback report
Monthly or
Yearly
Print Media
Face to face
conversation
Project Manager
Business analyst

Modes of Communication
Group Channels of Communication Advantage
Internal group Arrangement of groups
meeting
Face to face meeting with top
executives
Circulars
News
Information through internal
server
Emails
Company blog
Effective management of
business processes
Improvement in productivity
of the enterprise
External Group Face to face conversation
Print Media
Brochures
Press Conference
Annual Report
It helps in building reputation
of the company among the
external parties which helps
in increasing the sale of the
enterprise (Ortenzio, 2014)
Organization risks management plan
Risks Identified Probability Impact Current Risks
Management Plan
Estate Agents Medium Medium Monitoring working
of estate agents
Degradation in profit
and turnover of the
company
High High Handling of
insurance policies
Follow up of anti-
discrimination
policies
Low High Key Performance
indicators are used
for analysing the
performance of the

employees
Inconsistency in
stakeholder
engagement program
Medium Low Alignment of
Employees
performance with
business objectives
Poor organization
culture
Low Medium Awareness program
of WHS
responsibilities,
ethical code of
conduct, and legal
requirement
Mitigation to change strategy
Risks Identified Current Control Migration to change strategy
for innovation and
improvement
Estate Agents Monitoring working of estate
agents
Benchmarks should be
developed for measuring the
performance of the
organization
Degradation in profit and
turnover of the company
Handling of insurance
policies
Arrangement of periodic
meeting for analysing the
status report of the company
Deployment of continuous
improvement plan
Collection of feedback and
reviews from the
stakeholders and other
participating members

Follow up of discrimination
policies
Key Performance indicators
are used for analysing the
performance of the
employees
Training and development
program for the employees
for increasing the skills and
expertise according to the
requirement of business
processes
Involvement of Anti-
discrimination policies, legal
requirement, and WHS
responsibilities for smooth
flow of business operations
Inconsistency in stakeholder
engagement program
Alignment of Employees
performance with business
objectives
Signing of stakeholder
engagement program
Division of role and
responsibilities according to
the skills and expertise of the
employees (Chowdhary,
2015)
Poor organization culture Awareness program of WHS
responsibilities, ethical code
of conduct, and legal
requirement
Alignment of business
objectives with the
employees productivity and
capability
Feedback and Suggestion
It is recommended that the WHS responsibilities, ethical code of conduct, and legal
requirement should be involved in the designing of work responsibilities and stakeholder
engagement program.

8. References:
Chowdhary, R. (2015). A study on the impact of leadership styles on employee motivation
and commitment. Retrieved from
http://www.dypatil.edu/schools/management/wp-content/uploads/2015/11/A-study-of-the-
Impact-of-Leadership-Styles-on-Employee-Motivation-and-Commitment-An-empirical-
study-of-selected-organisations-in-Corporate-sector-Rima-Chowdhury.pdf
Coglianese, C. (2015). Measuring regulatory performance. Retrieved from
https://www.oecd.org/gov/regulatory-policy/1_coglianese%20web.pdf
Crawford, J. (2013). Strategy for change management. Retrieved from
https://www.projectsmart.co.uk/white-papers/strategy-for-change-management.pdf
Gupta, M. (2015). Organizational structure affected by strategic change. Retrieved from
https://www.researchgate.net/publication/317543825_Organizational_Structure_affected_by_
strategic_change
Ortenzio, C. (2014). Understanding change and change management processes: A case
study. Retrieved from http://www.canberra.edu.au/researchrepository/file/81c02a90-6a15-
91ae-c7a2-ff44c96d60b2/1/full_text.pdf
Schell, C. (2012). Action planning: A programmed approach for Managing change.
Retrieved from https://www.emeraldinsight.com/doi/abs/10.1108/01437739110139434
Sterling, J. (2013). Translating strategy into effective implementation. Retrieved from
http://www.smocksterling.com/comm/pdf/SS-C-013.pdf
Taiwo, O. (2013). Leadership style: Impact on employee. Retrieved from
https://www.theseus.fi/bitstream/handle/10024/54847/Taiwo_Olawale.pdf;sequence=1
Zaidi, F., Zawawi, E., Nordin, R., Ahnaur, E. (2018). An empirical analysis of strategy
implementation process and performance of construction companies. Retrieved from
http://iopscience.iop.org/article/10.1088/1755-1315/117/1/012026/pdf
Zeps. A., and Ribickis, L. (2015). Strategic development and implementation-process and
factors influencing the result. Retrieved from https://ac.els-cdn.com/S1877042815058620/1-
s2.0-S1877042815058620-main.pdf?_tid=b45b9a8d-08f7-44a9-b6a9-
e93161165dc6&acdnat=1528132748_7fbd3a8a7c71b5de9a97468e28172d85