Organisational Development: Strategies for Implementation

This report provides a comprehensive overview of organisational development, focusing on Lewin's three-step model (Unfreeze, Change, Refreeze) and its application in implementing organisational changes. It addresses the impact of legislation, the importance of consulting relevant groups, and var...Read More

Running head: CONTRIBUTE TO ORGANISATIONAL DEVELOPMENT
Contribute To Organisational Development
Name of the Student:
Name of the University:
Author note:

1CONTRIBUTE TO ORGANISATIONAL DEVELOPMENT
1. Lewin’s theories of organisational behaviour and dynamics relevant to planning
and implementing organisational development.
Answer- Lewin’s theories of organisational behaviour and dynamics is based on a three
step process and they are Unfreeze, Change and Freeze or Refreeze. This model provides
a very high level approach to change in organisational development. Unfreeze refers to
the process of ensuring that the employees are all ready for the change. In the process of
Change, the company or the managers execute or implement the intended change. Lastly,
in Refreeze, the organisation ensure that the change is permanent. This theory helps the
leaders do make radical change and decrease the disruption of the operation structure
(Cummings, Bridgman and Brown 2016). It also ensure that the change has been adopted
permanently in the organisation.
2. Impact of legislation on organisational development and change?
Answer- There are certain laws that are necessary to be followed at the time of
organisational change and development. These laws contribute in the betterment of the
organisation, employees and the society. Breaking these laws lead to legal matter and
penalty and could also result in ruining the reputation or value of the firm in front of the
community.
3. Who are the relevant groups and individuals you would consult to understand
the organisation’s culture and readiness of organisation development?
Answer- A Management committee who would be appointed by the Chief Executive or
the Board. The individuals who would be involved in this are- the management team and
the staffs who would be implementing the very plan, the management committee who
would monitor the implementation process, the users or the customers who would be
affected.

2CONTRIBUTE TO ORGANISATIONAL DEVELOPMENT
4. Various change management techniques that must be used by a company for
developing an organisation
Answer- The various change management techniques that must be used by a company for
developing an organisation are as follows:
 Flowcharting
 Data and metrics collection
 Force field analysis
 Mapping of the culture
 Project plan
 Choosing right leaders (Mohapatra, Agarwal and Satpathy 2016)
 Establishing a strong and efficient change team
 Making the employees involved in the change and development process.
5. The advantages of brainstorming alternatives? How would you negotiate and
agree on outcomes?
Answer- Brainstorming assists in overcoming the barriers to the new processes and the
total number of ideas that could be generated for finding out better solutions (Chiaroni et
al. 2017). Using this with the team members bring the expertise and diversity of each of
the team members into play. I would negotiate and agree on the outcomes by using my
style of collaborating and competing.
6. Ways in which one can undertake surveys to identify success of the organisation
development program and activities
Answer- One can take a 360 degree survey to find out how the people in the organisation
are performing and behaving. It must include an action plan that would address all the

3CONTRIBUTE TO ORGANISATIONAL DEVELOPMENT
organisational problems and issues by polling a section of the organisation population. He
could also ask for feedbacks from the involved individuals.
7. How can leader facilitate a team in articulating and solving problems
Answer- A leader must teach his team to think laterally and strategize instead of forcing
them to be an expert on the task. He could teach them how to manage the problems
effectively in conjunction with the other members. He could gently guide them and
encourage exploration.
8. What kind of interventions can be undertaken in order to implement the
organisation development plan
Answer- In order to implement the organisation development plan one must undertake
intervention according to it. The process of intervention for the same must include action
research, brainstorming, career planning, inter-group team building, job redesigning,
quality circles, sensitivity training, succession planning, surveys, team building, and
training and transition analysis.
9. How can you give ongoing messages of support and appropriate resource
allocation?
Answer- One could give ongoing messages of support and appropriate resource allocation
by strategic planning and budgeting. One could also make use of logistical management
in order to move the resources to where they need to be moved for accomplishing the
objectives of the company.
10. How can leaders gain commitment and followership
Answer- Leaders could gain commitment and followership by having experience and
expertise in the area that he or she is speaking about. The goals of the leaders must be

4CONTRIBUTE TO ORGANISATIONAL DEVELOPMENT
well aligned. He must practise collaboration as it is all about reducing the problem of
someone complying. He must also practice consultation from other and letting them
engaged in the thinking process and the process of shaping the outcome.
11. 4 legislation and regulation that could trigger the need for organisation
development or change in the organisation
Answer-
 Taxation law- getting revenue from the firm to make use of the country for
generating profit
 Privacy Act – restricts the company to share personal information of anyone
without their consent.
 Anti-Discrimination law – restricts the company to practise racism
 Environment Protection and Biodiversity Conservation Act 1999- restricts the
company from damaging environment (Macintosh, Roberts and Constable
2017)
12. How to maximize the participation in and support for organisation development
in the organisation
Answer- In order to maximize the participation of people in organisation development
process of the organisation, one must include in it people belonging from diverse
background and must celebrate diversity. Each opinions must be heard and assessed. The
employees must be encouraged and motivated to take part in the same by ensuring that
this is for their own betterment.
13. Three aspects of organisation culture that could affect the organisation
development

5CONTRIBUTE TO ORGANISATIONAL DEVELOPMENT
Answer- The three aspects of organisation culture that could affect the organisation
development are
Leadership- Assessing the factors like the importance of status in the organisation, how
the leaders communicate with their employees etc. (Hartnell et al. 2016).
Workload- Assessing the factors such as the distribution of the workload, the
predictability of the workload etc.
Capability- Are people trained enough to do their jobs, how long an employee takes to
master in his job role etc.
14. Ways to address them in planning and implementation
Answer- The aspects of organisation culture can be addressed in the following ways:
 Evaluating the current performance and culture
 Clarifying initial vision for improving the results
 Clarifying the values as well as the expected behaviours
 Clarifying the strategic priorities
 Engaging team in defining SMART goals
 Clarifying and tracking the key measures
 Managing the communication routines and habits
 Building motivation throughout the process

6CONTRIBUTE TO ORGANISATIONAL DEVELOPMENT
References:
Chiaroni, D., Chiesa, V., Franzò, S., Frattini, F. and Latilla, V.M., 2017. Overcoming internal
barriers to industrial energy efficiency through energy audit: a case study of a large
manufacturing company in the home appliances industry. Clean Technologies and
Environmental Policy, 19(4), pp.1031-1046.
Cummings, S., Bridgman, T. and Brown, K.G., 2016. Unfreezing change as three steps:
Rethinking Kurt Lewin’s legacy for change management. human relations, 69(1), pp.33-60.
Hartnell, C.A., Kinicki, A.J., Lambert, L.S., Fugate, M. and Doyle Corner, P., 2016. Do
similarities or differences between CEO leadership and organizational culture have a more
positive effect on firm performance? A test of competing predictions. Journal of Applied
Psychology, 101(6), p.846.
Macintosh, A., Roberts, H. and Constable, A., 2017. An Empirical Evaluation of
Environmental Citizen Suits under the Environment Protection and Biodiversity
Conservation Act 1999 (Cth). Sydney L. Rev., 39, p.85.
Mohapatra, S., Agrawal, A. and Satpathy, A., 2016. Designing knowledge management
strategy. In Designing Knowledge Management-Enabled Business Strategies (pp. 55-88).
Springer, Cham.