Crown Institute BSBMGT605: Leadership across Organisation Assessment

This document presents a comprehensive leadership assignment addressing organizational challenges and strategic initiatives. It begins with an email response to an incident involving an employee's health and safety concerns at MacVille, an import and export company, proposing solutions such as flexible work arrangements, improved workshop conditions, and medical support. The assignment then develops a presentation for a new business center in Sydney, outlining strategic directions, objectives, and responsibilities. The presentation covers organisational objectives like efficiency, sustainability, and market growth, including the establishment of clear roles and responsibilities. The assignment further analyses a case study of PURA, an engineering firm, undergoing a spin-off of its software development team, addressing the impact of the change on employees and recommending strategies for managing the transition, including feedback mechanisms, policy revisions, and technological improvements. Finally, it includes an email to the CEO with recommendations for the organizational change. The document provides a complete overview of leadership, organizational change, and management strategies.

Running head: PROVIDE LEADERSHIP ACROSS THE ORGANISATION
Provide Leadership across the Organisation
Name of the Student
Name of the University
Author’s note

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Assessment 1
Email for Case Study 1
From: Maintenance management team
To: Maintenance Manger of Incident
Subject: Needs and solutions for the case of Gary King
Sir,
The above email tends to highlight the case of Gary King who is the oldest employee
designated to be the maintenance technician of MacVille. MacVille has been an import and
export company which is involved in selling and maintaining espresso coffee machines.
Gary King had been recently diagnosed with a severe back pain in the lower body. This
situation had occurred when the technician was carrying on with his repairing work for
machines in the workshop of the company. It had been found that the job of Gary had been
such that he had to work in the repair department as well as travel to sites for regular
repairing of machines of different clients. He also had to carry the espresso machines which
were of heavy weight without any help from his colleagues.
The organisation had been very concerned with the incident of Gary and the authorities have
been taking up actions and necessary solutions to improve the condition of Gary. The
necessary actions could include different kinds of solutions. Firstly, there should be
introduction of flexible shift timings for the employees of maintenance section (Chui,
Manyika & Miremadi, 2015). This should be properly monitored in such a way that no
person gets repetitive tasks at a long stretch. Secondly, the workshop that has been allotted
for carrying out the maintenance job must be properly cleaned at regular intervals and all the
instruments required for the job must be properly kept in racks so that the employee finds it

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easy to get them without much of physical stress (Chui, Manyika & Miremadi 2015). Thirdly,
while the employee is going outdoors for client visit, there should be another person who
would accompany him in cases of emergencies. Another solution required for this could be
improvement of the transport Van by keeping its seats comfortable for a person to be
properly seated. Lastly, there should be a trainer appointed for medical purposes who would
provide for exercises to the employees of the repair and maintenance section if there is any
requirement.
The above solutions must be properly implemented in order to make the work conditions
better so that there is employee satisfaction, especially in the section of repair and
maintenance. Special care needs to be taken for aged employees such as Gary King in terms
of health issues due to pressure of work. Please take necessary action on the above issue.
Regards,
Team of Maintenance and management
Presentation on Case study 2
Introduction of the organisation and the new business centre
MacVille has planned to develop a new business centre in Sydney. It has also decided to
supplement the already existing business in Brisbane. The new venture should be linked
completely with the vision and mission statements of the parent organisation. This statement
addresses the efficiency, reliability as well as sustainability of the clients of the organisation
as the organisation provides them with espresso coffee machines to enjoy their cups of
coffee.

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Strategic Direction
The organisation believes that the establishment of this new business venture would have the
ability to shift the import and export business of the organisation to Sydney. This move
would be beneficial to the organisation as it would make the organisation grow in terms of
profit as well as market share. This could be attributed to the system of providing stewards to
the investments of the shareholders which would aid to the positive relationship between the
organisation and its shareholders in the long term.
Organisational objectives
One of the primary objectives of the organisation is to provide services which are efficient,
sustainable as well as reliable to the customers so that profit could be earned from them
which would in turn bring about prosperity in the organisation. Other notable objectives are
also highlighted by the organisation. The three year objective of the organisation is to be in
the number one position who would import espresso coffee. Another strategic objective of the
organisation is to achieve a growth of 5% in the profit margin in the next three years. Another
objective related to the environment is the reduction of carbon footprint by 10% in the next
three years. On the whole, the organisation aims to provide high quality products, innovated
service and the price which is competitive in the market.
Clear responsibilities to groups and individuals including ethical behaviour
There are different plan and programs of the HR Manager that were established regarding the
specification of roles and responsibilities of individuals of the team. The organisation has
planned to create a team that would include employees in order to achieve the organisational
objectives. The teams should be directed by their own and it should constitute members who
can meet on a regular basis to discuss problems and provide necessary solutions and also
evaluate each other’s contributions. Another solution that is relevant in this regard could be

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cultivation of leadership in the organisation. The company aims to provide its employees with
empowerment in order to equip them with sufficient knowledge and resources to get the
desired results.
Linking objectives, values and standards to responsibilities of groups and individuals
Due to well established rules and responsibilities of the individuals and the teams, the
strategic objectives could be achieved very easily. The accounts manager of the team would
be responsible for maintaining the credit and accounts that are receivable. This could help the
organisation in achieving the desired percentage of profit growth. The warehouse manager
would be responsible for proper handling of the warehouse storage including the safety and
security of the documents. This would aid the efficiency and smoothness of service program
and would address the primary objective. The maintenance manager would ensure safety of
operations such that the environmental objective could be achieved.
Addressing the expectations of the organisation
The organisation expects to meet its organisation objectives in the next three years and to
make the business of the new venture promotable to the desired organisational staffs. The
organisation expects to recruit staffs who comply to the ethical standards of the organisation
and put high value on honesty, fairness, integrity and respect. It also aims to fulfil the needs
and benefits of the employees such that the current generation would also agree to work with
the organisation and the current staff would seek for a transfer or promotion.

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Assessment 2
Presentation
Description of the change and positive outcome available to the work team
PURA is a firm that is significantly into civil engineering business. It is currently based in
Brisbane. One of the business units of PURA is the software development team which has
become extremely profitable in the recent years. As a result, the firm has decided to spin off
this business unit and make it a separable entity.
Due to this change the work practices inside the organisation would change in some
particular ways. This would allow more flexibility and creativity while addressing to the
needs of the client. This change would also limit the some of the conflict of interests that
previously arose between this particular team members and the rest of the staff of PURA.
There should be a secrecy that should be kept between the board and the employees before
the change gets released. This would promote unbiased decision within the organisation such
that the interest of any person does not get harmed. This secrecy is also required for the board
as it would provide the board with time to rethink about the decision and make necessary
changes at the end moment.
Allow for feedback and questioning about changes
Due to this change, some of the employees may not get benefitted. Such employees should be
given the opportunity to express their views and opinions through a feedback form or through
a feedback box where they can provide their valuable feedbacks (Caiazza, 2014). The
employees should be given the option to question any change which they may not prefer and
the management should provide the necessary answers. The management should be available

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on a regular basis so that the employees could contact them for further discussions and
clarifications.
Revisions recommended to the policy and procedures
The organisation has already taken up certain policies and procedures that would be
necessary for implementing this spinning off process. Some other policies or procedures
could further be recommended. The compensation level of the employees must rise to a
higher level (Chemmanur, Krishnan & Nandy, 2014). Though the company is providing
them with a signing bonus, still the amount must rise in order to provide for a compensation.
The team might feel insecure to work in the new entity as a separate work team. Hence, a
buffer period should be kept in hand for them such that they have the option of shifting to
their parent office in the initial 12 months of their contract. Another policy that could be
implemented is the liberty of the two firms to set their own financial goals (IsaksenTödtling
& Trippl, 2018). The strategies and objectives must also be kept different and they should be
formed in collaboration with the employees of the spinned-off business.
Take-up of new technologies to improve workflow
New technologies to be improvised in order to enhance the workflow of the team members
could be many. One of them could introduction of a communication software that would help
in bringing all the teammates together for the purpose of discussion regarding the general
issues of the team (Alazmeh, Underwood & COATES 2018). A team chat method could be
implemented in order to give the team members a platform for online chatting and
communicating with each other.
Office Space
A separate office space must be provided for work purposes and another could be provided
for other general purposes.

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Report
Summary of the change
PURA is a renowned engineering firm which is broadly into civil engineering business. The
organisation has recently noticed a profitable business unit amongst its entire units of
business. The organisation, hence, has decided to spin-off this profitable business unit. This
unit comprises of the software development team which will be named as PURA-IT. The
business unit would be represented as a separate entity and new policies and procedures
would be initiated for the newly formed entity.
Needs of the affected groups and general concerns of the work team
There would be many employees whose needs and concerns would be affected. The new
implementation might low down the morals of the employees (Lehoux et al., 2014). The
employees might feel insecure with the new work environment which might reduce their
work efficiency. The employees might not be comfortable with the new policies and
procedures and hence this might lead to resignations and turnover of the employees at certain
critical times.
Risk management
One of the risk management strategies already implemented by the organisation is to provide
the option to the employees about going on with the new business or going back to the parent
organisation (Diánez-González & Camelo-Ordaz, 2016). The organisation could provide
perks and benefits to the team member who might be the sufferer due to this spin-off strategy.
Recommendations
Some of the existing policies and procedures started by the organisation are beneficial to the
team members with respect to the spin-off strategy. However, some of the changes are

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needed to be made by the organisation and it needs to improvise certain strategies as
discussed above in this report.
Email to the CEO of PURA
From: Team Leader
To: CEO of PURA
Cc: Staff of PURA
Subject: Recommendations for suitable strategies of organisational change
Sir,
The purpose of this mail is to highlight the recent organisational change which has occurred
due to the spin-off process recently implemented in the organisation. The organisation has
recently undergone a structural change due to spinning off of its most profitable business unit
as a separate entity.
New policies and protocols have been introduced in the system due to this recent
organisational change. This has been done in order to enhance flexibility within the
organisation and to decrease collision of interests between the team and rest of the staff of
PURA. Some of the notable protocols could be defined. The new entity would be called
PURA-IT and the team members would remain the same as before. The employees need to
sign the contract and would get contract bonus for that. The contract would be valid for 12
months. Along with this there would be implementation of choices for the team members
about joining the new team or going back to the parent company.
Due to implementation of these policies the company and its team members could be
benefitted to a certain extent. However, certain other changes could be implemented in
addition to these changes. Some of these changes would include introduction of a new

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software which would enhance communication, an online platform for chatting within the
team members, perks and benefits to the team members getting shifted and additional amount
of compensation to the people agreeing for signing the contract.
With Regards,
Team Leader
PURA

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References
Alazmeh, N. I. D. A. A., Underwood, J. A. S. O. N., & COATES, P. (2018). Implementing a
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Sustainable Development and Planning, 13(1), 24-35.
Caiazza, R., Audretsch, D., Volpe, T., & Debra Singer, J. (2014). Policy and institutions
facilitating entrepreneurial spin-offs: USA, Asia and Europe. Journal of
Entrepreneurship and Public Policy, 3(2), 186-196.
Chemmanur, T. J., Krishnan, K., & Nandy, D. K. (2014). The effects of corporate spin-offs
on productivity. Journal of Corporate Finance, 27, 72-98.
Chui, M., Manyika, J., & Miremadi, M. (2015). Four fundamentals of workplace
automation. McKinsey Quarterly, 29(3), 1-9.
Diánez-González, J. P., & Camelo-Ordaz, C. (2016). How management team composition
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Isaksen, A., Tödtling, F., & Trippl, M. (2018). Innovation policies for regional structural
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Lehoux, P., Daudelin, G., Williams-Jones, B., Denis, J. L., & Longo, C. (2014). How do
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