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ASSESSMENT INSTRUCTION
CONTRIBUTE TO ORGANISATION DEVELOPMENT - BSBMGT615
Student Assessment Agreement
Make sure you read through the assessments in this booklet before you fill out and sign the agreement below.
If there is anything that you are unsure of, consult your assessor prior to signing this agreement.
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Assessment Task 1 Cover Sheet
Student Declaration
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I declare that this task is all my own work and I have not cheated or plagiarised the work or colluded with any other student(s).
I understand that if I am found to have plagiarised, cheated or colluded, action will be taken against me according to the process explained to me.
I have correctly referenced all resources and reference texts throughout these assessment tasks.
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I hereby certify that this student has been assessed by me and that the assessment has been carried out according to the required assessment procedures.
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My performance in this assessment task has been discussed and explained to me.
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A copy of this page must be supplied to the office and kept in the student’s file with the evidence.
Assessment Task 1: Written Questions
Assessment Task 1 Instructions
1. Explain how effective change management strategies can assist with support for organisational development. Give an example of an effective change management strategy in your answer.
Change management methods can aid organisational development by successfully resolving challenges that obstruct it. The organisation will begin to evolve once such issues are identified and improvements are addressed. Two goods compete on the market, and a business that sells the product decides to increase its quality, making it more popular on the market. This is an example of a successful change management approach.
2. Explain the importance of a participative management style when implementing organisation development.
· Organizational growth may be implemented through participatory management methods, which can lead to increased creativity and efficiency. This is because there are more ideas that lead to innovation when everyone is involved in achieving organisational growth.
· Increased efficiency by making it easier to execute activities that require everyone's participation.
· Keep track of time by having stakeholders preserve communication and workflow throughout the process.
· Employee satisfaction will be better when everyone is active in management because they will be more involved in the implementation of organisational growth.
· Employee oversight will be minimised since each employee will seek to develop their abilities in certain areas so that they can perform activities without the need for supervision.
3. Explain the importance of evaluating organisation development and outline at least two evaluation methods.
· Evaluation can help to enhance the plan's conception and implementation. To ensure that your actions are effective, you should assess and change them on a regular basis. Assessment can assist you in identifying areas for development and, as a result, achieving your objectives more successfully. Furthermore, you will contribute to the advancement of environmental education by sharing findings that are improving all the time.
· The evaluation reveals the plan's impact. The assessment allows you to demonstrate the program's success or development. The data you gather can help you better convey the program's impact on others, which is important for public relations, staff morale, and recruiting and maintaining current and new sponsors.
There are two sorts of evaluations:
· Formative assessment:
A formative evaluation is one that takes place throughout the process. These evaluations are performed to determine how far the overall process has progressed and whether any adjustments are required.
· Summary assessment:
At the conclusion of the programme, a summary assessment is conducted. The evaluation considered the overall program's efficacy and provided recommendations for improvement.
·
4. Explain three methods for generating ideas and options that can contribute to the process of organisation development.
· Collaborate with current team members to discuss topics that might help the company grow. You may develop ideas that can help your company flourish through brainstorming.
· Conduct organisational progress research and development to identify adjustments that need to be done to improve organisational growth. Ideas that contribute to the development of the company might be created through the R&D process.
· By observing and learning from other companies in order to have a better understanding of how they operate and to select best practises from them. You will be able to develop ideas that can help your company expand if you do so.
5. Explain how conflict can be a positive force in organisation development.
Conflicts will spark new ideas. Although it is commonly assumed that individuals avoid confrontations, many people enjoy them to some level since they might spark new ideas. Different viewpoints (which might sometimes reflect conflicts) can open up new options and help produce fresh ideas that may not have been explored previously. The organisation may benefit from the fresh ideas created.
6. Explain a method that can be used to manage conflict and resolve problems during an organisation development process.
Cooperation:
It necessitates an open and honest discussion of all issues and concerns, as well as the exploration of alternate solutions and the honesty and dedication of all participants. Collaborative style members must be able to emerge in a non-threatening manner and think creatively in order to be effective. A common practise should be able to be agreed upon by all parties.
7. Outline Kahn’s engagement theory and its relevance to planning and implementing organisation development.
To create the best performance, Kahn's theory of engagement describes the employee's involvement through the following psychological conditions:
Meaningful:
Employees must find purpose in their job in order to contribute to the growth of companies.
Safety:
Employees should be able to focus all of their attention on their task rather than on potential hazards.
Availability:
To maximise their job potential, employees must be physically and psychologically available.
8. Outline the expectancy theory and its relevance to planning and implementing organisation development
Individuals act in a certain manner because they are motivated by the desired consequence of their action, according to the expectation theory. Individual performance should always be in line with the organization's expectations for meeting pre-determined objectives. Individuals are influenced by their expectations to transcend other types of conduct in a specific way. Employees will strive hard to attain some of the goals set for them, which will aid in the planning and implementation of the organization's development.
9. Outline reinforcement theory, including its implications for organizational development.
The technique of moulding behaviour through managing the consequences of conduct is known as reinforcement theory. In reinforcement theory, the intended behaviour is reinforced by a mix of incentives and/or penalties. By rewarding ideal conduct and penalising poor behaviour, strengthening theory will help companies flourish.
10. Outline the McKinsey 7-S Framework and its practical application in the workplace in regard to change.
The McKinsey 7S model is a paradigm for organisational performance that assumes that to be successful, the organization's seven internal elements must be consistent and reinforced.
These seven factors are the following:
· Strategy
· Structure
· System articles
· Shared values
· Skills
· Style
· Staff
The organization's strategy is its plan, and the organisation should adopt tactics that aid in the growth of these organisations.
Management configuration and workers are in charge of the structure. The structure that is in charge of initiating changes.
The everyday operations, workflows, and decisions made to improve operational standards are referred to as the system.
Employee and management conduct is influenced and regulated by common values, which are internally acknowledged standards and conventions.
Capacity and ability to arrange people and management to identify the sort of achievement and work the firm can perform are examples of skills.
The way management leads the firm is referred to as style.
Employees are members of the firm who have been allocated to various jobs.
11. Explain why the Fair Work Act must be taken into account during organisational development and change.
The Fair Work Act is the primary piece of legislation that governs Australian workplaces. All employment standards and laws are built on this basis, and employers from all industries and sizes of businesses should be familiar with it. This must be considered in organisational development and change, since such modifications must be able to preserve employees' rights by adhering to all applicable norms and regulations.
12. Explain the importance of abiding by anti-discrimination during an organisation development process.
It is expected that the organization's growth process would be free of discrimination and harassment. Understanding the rights and obligations of human rights and antidiscrimination legislation is critical for employers. You may boost productivity and efficiency in your company by implementing strong anti-discrimination and anti-harassment policies. This is because workers who are not discriminated against are more productive.
13. List at least two aspects of organisational culture that can impact on organisation development and explain how to address them in planning and implementing an organisation development plan.
· The highest leadership principle:
The policies, processes, and regulations that model workers are influenced by how the organization's leadership team runs the firm. To make these programmes effective, you must guarantee excellent leadership while designing and implementing an organisational development strategy.
· Organizational values and policies:
These are the principles and policies that organisations use to help them function. When designing and implementing an organisational development plan, certain principles and policies must be followed.
14.
Assessment Task 1 Checklist
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Did the student provide a sufficient and clear answer that addresses the suggested answer for:
Completed successfully
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Question 2
Question 3
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Question 9
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Question 13
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Assessor signature
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Assessment Task 2 Cover Sheet
Student Declaration
To be filled out and submitted with assessment responses
I declare that this task is all my own work and I have not cheated or plagiarized the work or colluded with any other student(s).
I understand that if I am found to have plagiarised, cheated or colluded, action will be taken against me according to the process explained to me.
I have correctly referenced all resources and reference texts throughout these assessment tasks.
Student name
Student ID number
Student signature
Date
Assessor declaration
I hereby certify that this student has been assessed by me and that the assessment has been carried out according to the required assessment procedures.
Assessor name
Assessor signature
Date
Assessment outcome
S
NS
DNS
Resubmission Y N
Feedback
Student result response
My performance in this assessment task has been discussed and explained to me.
I would like to appeal this assessment decision.
Student signature
Date
A copy of this page must be supplied to the office and kept in the student’s file with the evidence.
Assessment Task 2: Develop organisation development plan
Assessment Task 2 Instructions
Carefully read the following:
Boutique Build Australia was established in 2013 and is a boutique building company based in Sydney that specialises in the design and build of high quality designer homes for the Sydney metropolitan and surrounding areas. The company has been operational for three years and employs approximately 50 staff including the CEO, Operations Manager, Human Resources Manager, Human Resources Officer, Marketing and Sales Manager, Customer Service Team Leaders (2), Customer Service Officers (6), Site Managers (3) and a large team of tradespersons some of whom are employed and some of who are contractors.
The company is in a period of expansion and is about to expand into the Brisbane and Sunshine Coast area, as well as the environmentally friendly build market.
One of the company’s strategic objectives as documented in its Strategic Plan is to attract, engage and develop the best staff.
As the company is in a period of growth, this objective is also considered to be of key importance not only in relation to the existing workforce, but for new staff that need to be recruited. However, there are a number of factors currently impacting on the operations of the company that have been identified that may impact on the ability of the company to achieve its objective in regard to staffing as follows:
Development of leadership capability
Strong, competent operational leadership is a critical element in any success the company might
achieve in relation to delivering on its overall strategic purpose and achieving its vision. The company has had difficulty in attracting suitable candidates to operational positions from outside sources. In the short to medium term, it is felt that this means that a priority must be given to the growth of leaders from within the workforce of the company.
Highly competitive employment market
The demand for construction workers means that the employment market is very competitive. This presents a problem for the company in that workers have a greater range of choice of employers. This needs to be addressed in order to attract workers to the company.
Gender balance
Like many building companies, the company is perceived from the outside as male dominated. This perception causes particular difficulties in attracting large pools of high calibre female applicants. Strategies for the positive portrayal of the organisation in relation to female employment need to be developed.
Skilled Labour Shortages
Australia is unable to produce enough skilled or professionals who have the ability and knowledge to handle the job. Almost one third of construction related occupations are in shortage, including bricklayers, stonemasons, solid plasterers, roof tillers and wall and floor tillers.
Level of education in the workforce
The level of education and age of the workforce continues to be a major concern for the Construction Industry. The exodus of skilled employees reaching the end of their working life compared to the lower numbers entering the Industry via the apprenticeship training system is also of major concern.
In response to the above, the CEO has tasked you in the role of the Human Resources Manager to develop an organisation development plan to be implemented over the next 12 months to ensure current capability of the company, as well as build future capability.
Complete the following activities:
1. Develop a first draft of an organisation development plan.
Review the strategic plan and the scenario information to identify the organisation development needs and objectives.
Identify at least two sources of information on Australian Construction industry workforce and identify key trends and challenges for the construction industry workforce. Make notes for use at a meeting with the CEO.
Research best practice change management issues and strategies in preparation for preparing a communication/education plan to inform/consult with existing staff about the organisation development plan and associated activities.
Use the Organisation Development Plan Template to structure your document.
Organisation Development Plan (Draft)
Examine the strategic plan as well as the scenario data to determine the organization's development requirements and goals.
Boutique Build Australia
Comment by Jerome: This is the draft version of your OD plan!
Organisation Development Plan (Draft)
Prepared by: John James
Version 1.0
2 February 2020
Introduction
Boutique Build Australia's organisational development strategy addresses one of the company's strategic objectives, as stated in its Strategic Plan: to recruit, engage, and develop the finest people. A few issues that are currently affecting the company's operations have been discovered, and these factors may have an influence on the company's ability to meet its staffing goals. As a result, the strategic plan has been reviewed, and the needs and objectives for organisational growth have been defined. A minimum of two sources of information on the Australian construction industry workforce have been identified, as well as important trends and problems for the construction industry workforce. In order to prepare a communication/education strategy to inform/consult with current personnel about the organization's development plan and associated activities, research was performed on best practise change management challenges and solutions.
Context
Briefly summarise the challenges that have been addressed in establishing the organisation development strategy, as stated in the scenario material and from construction workforce study. Boutique Build Australia wants to hire, retain, and develop the finest people. As a result, the following concerns must be addressed:
Development of leadership capability
From outside sources, the firm has had trouble finding appropriate individuals for operational jobs. In the short to medium term, it is believed that this indicates that the development of leaders from within the company's employees must be prioritised.
Highly competitive employment market
Because of the high need for construction employees, the labour market is extremely competitive. This creates an issue for the firm since workers now have a wider selection of employers to choose from. This must be handled in order for the firm to recruit...