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  • Subject Code : bsbmgt615
  • Subject Name : Organisational Development & Change Management

Organisational Developmental Plan

Answer 1: The existing strategic plan of the company aims to open a new centre in Perth within the next two years. Along with this, the strategic plan also focuses on excellent staff, facility and operational management which would help the centre to achieve above the market return on investment. Along with this, the strategy considers it important to increase the training of staff through external trainers and guest experts. In the coming five years, Bounce Fitness is also aiming to consider the options of licensing and franchising. This requires the Centre to have a development plan in place which highlights the needs and the way in which development would take place.

In order to profile the culture of the company and also the readiness of the organisational development, some of the relevant groups and individuals would be consulted. These include chief executive officer, General Manager Finance, General Manager Marketing, General Manager Human Resources and the Centre Manager. Along with these relevant groups and the individuals, it is also important that some of the people are identified to take forward key roles in the organisational development process and also confirm the commitment.

In this respect, the manager at the head office is required to take the key role of the organisational process by planning for the development and also organising the resources. Along with this, a key role in the process would also be taken by the board of directors who would take an active part in the decision making and thus look for a positive response from executives. These people will be asked to provide their commitment by signing a written document that will describe their respective roles in the process of organisational development and would also provide them with the changes that would take place during the development process.

The organisational development process will also require the management to identify the required information that is to be collected and further analysed to cover the concerns and the issues that are faced by the company. In this respect, to ensure the information of an effective organisational development process, a number of sources would be explored. The information includes the details of the performance of the existing centres along with the staff working in these centres. Along with this, the information should be collected about the feedback provided by the customers specifically covering the negative responses.

This is crucial to guide the management in taking decision for increasing the satisfaction of the customers. In addition to this, the cost of operating for each of the centres is to be identified and the required information for the same is to be collected. It is also important that the information for external environment changes taking place in Australia is also collected which would facilitate the development of strategic goals and linking them with the organisational development goals.

The process of organisational development is based on the objectives and the strategies provided by the management. Therefore, it is very crucial that the implementation of the strategies is undertaken through some or the other strategic direction. Thus, the alternative strategic direction helps in the effective implementation of the strategies and also the achievement of the goals. One of the strategic directions is to centralise the key decision-makers at the head office while empowering each of the centres to take a day to day decisions. Another strategic direction is to take suggestions from the trainers in the process of creating routines. This will ensure that the trainers do not show any resistance while they are also considered to be valued by the head office.

The organisational development process that the centre aims to plan would require the centre to manage change and address the resistance to such change in the organisation. Therefore, some of the techniques can be used to manage the changes process which would help in eth achievement and further the encapsulation of the culture outcomes at the workplace while embedding them with the organisational development plan. Kotter's eight-phase model is one of the appropriate techniques that can be implemented by the Fitness centre. In the first step, a sense of urgency should be created where the importance of expansion should be communicated to the team. Along with this, the team should also be communicated for the need to adopt the organisational development plan. In the next step, the process would focus on building up the guiding coalition where the forward-thinking people would be attracted.

The next step would aim at the development of a strategy to guide the development process and plans. In the fourth step, the same would be effectively communicated and they would also be motivated. The fifth step would involve the clearing up of any obstacles which may slow down the change. In the sixth step, the short term success goals would be defined for each of the centres and responsibility for the achievement of the goals would be defined clearly. The next step would aim to accelerate the change by developing new goals and ideas while also bringing in new employees as per the requirement. The last step would require anchoring of the change in the corporate culture so that the change becomes a kind of new norm which is to be followed by each of the person and the centre. The success of the organisational development plan can thus be determined from the anchoring of change.

The following is a communication plan for achieving the objectives of communication with respect to the desired environment for work and also to define an approach for the developmental activities and problem solving:

communication plan for achieving the objectives of communication

Answer 2. It is very crucial that the organisational development process is implemented through effective consultation right from the stage of inception to the participation by the stakeholders. This requires the identification of an ideal process of consultation which would maximize the participation in the development process. The process will include four stages: planning, process, presentation and lastly promise. The step of planning would cover the need for consultation and also the parties that would be approached for the purpose of consulting. Along with this, the step will also cover the resources that would be required in the process of consultation and the material that would be needed. The next step is the process where the methods of consultation would be identified and implemented.

Furthermore, the resources and timeline for each of the activities in the process would be determined and the recording of the data and process would be undertaken. Along with this, the step would also involve effective communication with the stakeholders and the consultant which would be a two-way process. In the next step of the consultation process, the presentation would be covered where the data gathered would be analysed and stakeholder views would be represented. Lastly, the process will include a promise where the feedback of the process would be gathered and monitoring of the views over a period of time would be done.

Along with the importance of the consultation process as a part of the overall development process, teamwork and collaborative learning are also crucial for the developmental plan. In this respect, a number of team development and training activities can be implemented to achieve the objective. One of the key team developmental activities includes the campfire stories, memory wall, social networking activities and magazine story. In addition to this, it also includes team-building games such as make your own movie which facilities creativity and builds a strong bond among the team members. A number of other such games can be organised to bring together the team members and ensure that they interact with each other. Along with this, training activities that can be implemented include brainstorming and other ice-breaking activities such as find the commonality, the good and the bad, two truths and a lie, and many more.

The process of team building does not end up with the identification and implementation of the activities. It is also important that the organisation is able to facilitate the groups which would ensure that the team is able to work collaboratively to resolve the issues. The organisation in this respect can facilitate the groups by developing a common goal and a purpose. Along with this, the company should also keep a focus on building and promoting trust among the team members both at the head office and also at each of the Fitness centres. In addition to this, it is also crucial for the organisation to ensure open and effective communication from top to down where the expectation and the needs of each and every executive should be taken into consideration.

Conflict management is another crucial aspect that the organisation should consider while implementing the organisational development plan. Under conflict management, a strategy is devised to support the individuals or even the groups to provide agreement and consensus. The most appropriate conflict management strategy that can be adopted by the organisation is that of compromise. In this strategy, the organisation will ensure that the parties to conflict meet at a middle ground where they are neither fully unsatisfied more fully satisfied. This way the organisation can ensure that no one is in a position to win or lose at the same time. The strategy would be communicated to the employees through policies and the same would be implemented every time a conflict like situation arises in the company.

The organisational development plan includes some of the key development strategies that are aimed to provide the organisation with some or the other benefits. It is therefore very important that each of the organisations is well aware bout the use of the organisational development strategy. The first use of the strategy is aimed to improve productivity. The interventions under the development strategy provide the organisation with a number of opportunities that are directed to the achievement of the goals and the objectives. Along with this, the individual and the team activities help in the improvement of the behaviour and the performance of the teams and the individual at work. All this promotes a conducive work environment where the team is able to meet the objectives and the goals effectively while ensuring success at all times.

Along with this, it is very crucial that each and every organisation undertake effective monitoring and the evaluation of ideas that would in turn add to the success of the company as a whole. In this respect, the Fitness Centre should also ensure that there are monitoring and the modification of the ideas through the use of some of the techniques such as the brainstorming, nominal group technique along with the other models that can be used for the generation of ideas. Such methods ensure that the most appropriate idea is chosen for the purpose of problem-solving.

Through brainstorming the organisation will provide an effective conclusion to the problem here a list of responses and potential solutions would be generated and each of the ideas would be evaluated to find out its outcome. This will, therefore, ensure that the best solution is identified for the problem. Along with this, another technique is the nominal group technique where the problem is identified and the potential solution is generated. The technique can be used by the organisation in the event of quick decision making.

Answer 3. It is very important for the Fitness Centre to identify any kind of loss which would provide support to the overall program of organisational development along with the activities through the use of regular team meetings, surveys and also feedbacks. The process would be required for evaluation, modification and also the maintenance of all the activities and the plans for intervention throughout the process of organisational development.

In this respect, the organisation can rely on the use of surveys as a tool for measuring and also understanding the impact of the developmental activities and the programs in the Fitness Centre. Through the survey, the company can ask the executives and the other staff members to provide their opinion on the activities. The survey can include some of the questions that are aimed to determine the impact and the outcome of such activities.

Along with the survey method to evaluate the impact of the organisational developmental activities and the program, it is also crucial for the centre to ensure effective communication taking place within the organisation for the better implementation of the program. In this respect, it is important that the organisation hold team meetings along with which the staff members are provided with adequate opportunity for gaining feedback. The team meeting will give an opportunity to each of the team members for coming forward and presenting their respective ideas and thoughts about a particular aspect or decision.

Feedback on the other hand is another means to ensure two-way communication where the staff can provide their insights about an activity look forward to its implementation. Both the team meetings and the feedback are some of the key activities that can be used for effective communication in the organisation. Through the team meeting, the senior management of the centre can ensure the participative decision making which would further reduce any kind of resistance that the staff has towards the decisions that have a direct impact on them. Along with this, the collection of feedback would make the staff members feel themselves to be an integral part of the organisation that would thus add to the existing level of motivation that exists in the company.

It is very important that the Centre has a strategy in place that can be used for maintaining, evaluating and any kind of modification that is required. The following is an activity and the intervention strategy guide that can be implemented for effective organisational development plan:

  1. Centralisation of the system- there would be a centralisation of the system where all the developmental activities would be directed to ensure centralisation.

  2. Expansion of centre- Another aspect of the intervention strategy guide is the expansion of the centre specifically in various other parts of Australia

Progress Report

The organisational development plan for the Fitness Centre aims to expand the operations and thus ensure better and more efficient organisational operations. The progress report highlights the activities and plans implemented so far by the management for the achievement of the organisational development plan. In this respect, the resources required for the implementation of the plan have been collected and also allocated among the number of activities that are a part of the overall plan. Furthermore, the plans have been communicated to the lower level of the management who would be responsible for the actual implementation.

The senior management is required to reinforce the program for organisational development through the ongoing messages for supporting the activities. Along with this, senior management is also responsible for the allocation of resources. The feedback provided by the staff member and the discussion taking place in the team meeting needs to be implemented to the best extend possible. Along with this, the senior management has to ensure that the resources are allocated as other needs of each of the activity and also according to the contribution that the activity would have to the outcomes.

The plans as formulated for the organisational development have been aimed to provide the company with positive expansion opportunities. In this respect, it is very important for the senior management to implement the feedback and the suggestion provided by the lower level of management. Along with this, the existing evaluation of the plans highlights some kind of resistance from the trainer who considers themselves to be more knowledgeable with respect to the creation of routines. As the senior management, the needs and expectations of the trainers must also be considered while the allocation of the resources so as to keep them satisfied at all times.

The success of each of the organisational development activities and the overall organisational development plan is not just linked with the achievement of the goals and the objectives. The aspect of benefits and cost should also be considered while evaluating the effectiveness of the plan.

In this respect, the organisational development plan aims to expand itself. The centres would function as independent units. The plan has some of the key benefits where it would help the head office management to pay focus on the other expansion matters and activities for the growth of the centre into Australia. Along with this, another benefit that the organisational development plan would offer is that it would give the respective centres with an opportunity to devise individual plans and strategy for better performance.

In addition to the list of benefits, the plan has cost linked to it. One of the costs linked to the plan is the cost of opening a new centre in Perth within a span of two years. Along with this, there is a cost linked to the purchase of the right resources including equipment and pieces of machinery for each of the centres which would be required by the customer on day to day basis. In addition to this, another cost linked to the developmental plan is the cost of the implemented standardised system across each of the centres where it would also require the specialised expertise of a person who has the know-how about such an implementation.

In addition to this, there is another cost named as the opportunity cost. The opportunity cost covers all those benefits that the centre might have gained if it had opted for another alternative of organisational development such as adding to the list of services in the existing centres or following the existing operational activities while focusing on customer satisfaction at all times.

Remember, at the center of any academic work, lies clarity and evidence. Should you need further assistance, do look up to our Organizational Development Assignment Help

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