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
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 plagiarised the work or
colluded with any other student(s).
 I understand that if I 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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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.

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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.

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BSBMGT615 Contribute to Organization Development
HIKMAT GHARTI
STUDENT ID –4863726
TASK -1
1. Ans
The most effective organizational change management strategies involve
establishing a customized plan for ensuring that impacted employees are targeted for
support. This can involve making sure that they have the awareness, leadership, and
training necessary to implement change effectively.

For example:

(a)The need for positiveness and communication, the inevitable disruption, and why
you'll probably need to break down.
(b)Explosive's tough love.

2. Ans
Participative managing as a decision-making style is not welcome by one and all
Labour trade unions, for example do not approve of this. They argue that it is in fact
disadvantageous to welfare of the workers because the participative processes give
deep insights to the management, which in turn puts the latter in a better bargaining
position while dealing with mergers.

Innovation and increased efficiency: The problem-solving process and openness

to new ideas can result in innovation.
Timeliness: There is improved communication between the managers and the
workers and between workers across different units. A loophole or flaw is reported in
time period.

3. Ans
It is difficult to overestimate the importance of organizational development as it
relates to the success of your business because it affects every aspect of decision-
making. Organizational development is defined as the use of organizational
resources to improve efficiency and productivity in the workplace. An effective
organization can also boost employee morale because workers can feel more
empowered and valued when your company is well structured.
The two evaluation methods are as follows:
(a)Action research:
Action Research is a form of experimental research that focuses on the effects of the
researcher's direct actions within a participating community with the goal of improving
the performance of the public.
(b)Motivation group:

A motivation group is a structured discussion with pre-selected individuals intended

to collect information or gauge opinion on a specific issue or idea. The group is led by
 an impartial facilitator in a non-threatening environment. In community development,
focus groups provide a deliberative venue for learning, trust-building, creative
problem solving, and ultimately serve as a way for citizens to influence strategic
community planning and development.
4. Ans
What makes the difference between a good idea and a great idea? Good ideas come
along all the time and help people solve minor problems in work and daily life. Great
ideas appear a little less frequently and require a little more work to execute.

1. Engage in Observation Sessions

Great ideas won't happen in a vacuum. You need some way of getting your brain to
think in new and creative ways. Commit time to specific sessions where you
stimulate your brain into thinking differently. Being a New Yorker, my favorited
method is people watching.

2. Socialize Outside Your Normal Circles:

Hanging around with the same friends and colleagues can get you in a thinking rut.
Take advantage of all those LinkedIn connections and start some exciting
conversations. New people don't know all your thought patterns and old stories, so
you'll have to revisit your existing inner monologues.

3.Design thinking:

As part of the design thinking process, employees participate in divergent and

convergent thinking, which can lead to better brainstorming. During divergent
thinking, there’s a free flow of ideas. Employees are encouraged to cast a wide net
and explore as many possible solutions as they can; there’s no “bad idea” during this
phase.

5. Ans
Positive: Creates Change Conflict accelerates change in an organization, especially
in small businesses, where it is easy to formulate and implement new policies. . In
cases of extreme conflict, the organization may conduct a complete overhaul of its
leadership, bringing in managers with fresh ideas.

6.Ans
Conflict will inevitably arise in your organization, as such is the nature of all human
interactions. When it does, many family-owned enterprises and small organizations.
In order to avoid finding yourself stuck in a situation where you don’t have any
options, you need to craft policies and ways of managing conflict beforehand.

Self-Awareness Is Key
Listen to Everyone Involved and Hear Their Views
Ensure That You Have the Right People
7.Ans
Parallels can be drawn between the findings of Kahn’s 1990 study, Psychological
Conditions of Personal Engagement and Disengagement at Work, and the research
into human motivation by psychologists such as Frederick Herzberg and Ryan &
Deci. However, it wasn’t Kahn’s intention to build on these theories at the time.
Instead he sought to conduct his own research by observing and analysing
workplace behaviour.

His research involved two workplace studies: the first in a summer camp and the
second in an architecture firm. Through his time in these organisations, he defined
engagement as an employee’s ability to harness their “full self” at work, and identified
three psychological conditions that enable it:

Meaningfulness: Does an employee find their work meaningful enough (to the
organisation and to society) to warrant them engaging their full self?
Safety: Does the employee feel safe bringing their full self to work without risk of
negative consequences?
Availability: Does the employee feel mentally and physically able to harness their full
self at this particular moment?

8.Ans
Performance management has been identified as a system that creates context for
continuous monitoring and measuring activities of individual employees in a firm.
Similarly it also measures the performance of the entire organization so that
organisational goals are met in an effective manner. Expectancy theory is an
essential theory that underlines the concept of performance management (Fletcher &
Williams 1996; Steers et al. 2004).
Expectancy theory operates on the premise that employee’s base an individual level
of effort on what is necessary to perform well and earn rewards within the workplace.
If you want workers to put forth a certain level of effort, set up a reward structure with
clear, defined goals and routine evaluations. Workers need to know, as much as
possible, the actions necessary to reach a required level of performance.

9.Ans
Reinforcement theory is the process of shaping behaviour by controlling the
consequences of the behaviour. In reinforcement theory a combination of rewards
and/or punishments is used to reinforce desired behaviour or extinguish unwanted
behaviour. Any behaviour that elicits a consequence is called operant behaviour,
because the individual operates on his or her environment. Reinforcement theory
concentrates on the relationship between the operant behaviour and the associated
consequences and is sometimes referred to as operant conditioning.
Probably the best-known application of the principles of reinforcement theory to
organizational settings is called behavioural modification, or behavioural contingency
management. Typically, a behavioural modification program consists of four steps
and implication for organizational development.

(a)Specifying the desired behaviour as objectively as possible.

(b)Measuring the current incidence of desired behaviour.
(c) Providing behavioural consequences that reinforce desired behaviour.
(d)Determining the effectiveness of the program by systematically assessing
behavioural change.

10.Ans
Some approaches look at internal factors, others look at external ones, some
combine these perspectives, and others look for congruence between various
aspects of the organization being studied. Ultimately, the issue comes down to which
factors to study.

While some models of organizational effectiveness go in and out of fashion, one that
has persisted is the McKinsey 7-S framework. Developed in the early 1980s by Tom
Peters and Robert Waterman, two consultants working at the McKinsey & Company
consulting firm, the basic premise of the model is that there are seven internal
aspects of an organization that need to be aligned if it is to be successful.

The 7-S model can be used in a wide variety of situations where an alignment
perspective is useful for practical application in the workplace regarding change.

(a)Improve the performance of a company.

(b)Examine the likely effects of future changes within a company.
© Align departments and processes during a merger or acquisition.
(d)Determine how best to implement a proposed strategy.

11.Ans
The Fair Work Act 2009 (Act) is the primary piece of legislation governing Australia’s
workplaces. It is the foundation to all standards and regulations for employment and
something that employers in all industries and within all business sizes should be
familiar with.
(a)provides for terms and conditions of employment
(b)sets out rights and responsibilities of employees, employers and organisations in
relation to that employment
(c ) provides for compliance with and enforcement of the Act
(d)provides for the administration of the Act by establishing the Fair Work
Commission and the Fair Work Ombudsman
 12. Ans
Discrimination occurs when a person, or a group of people, is treated less favourably
than another person or group because of their background or certain personal
characteristics.

Federal discrimination laws protect people from discrimination of the basis of their:
 race, including colour, national or ethnic origin or immigrant status
 sex, pregnancy or marital status and breastfeeding
 age
 disability, or
 sexual orientation, gender identity and intersex status.

13. Ans

 During the period of changes organizational culture has an impact on

organizational climate through specific factors.
 Theoretical model how change of organizational culture impacts
organizational climate is developed. In the first stage an expert evaluation
method was used to investigate impact and stress the significance of
organizational culture factors on organizational climate.
 To verify the results mathematical calculations and case study were used.
Within the research the most significant factors were stressed.
 In this study comparison was studied between Latvian medium-sized
companies with Latvian capital and companies with international capital.
Assessment Task 1 Checklist
Student’s name:

Completed
Did the student provide a sufficient and successfully
Comments
clear answer that addresses the
suggested answer for: Yes No

Question 1

Question 2

Question 3

Question 4

Question 5

Question 6

Question 7

Question 8

Question 9

Question 10

Question 11

Question 12

Question 13

Task Outcome: Satisfactory  Not Satisfactory 

Assessor signature

Assessor name

Date

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 plagiarised the work or
colluded with any other student(s).
 I understand that if I 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

Task 2
14. Ans
Draft organisational development plan:
scenario information to identify the organisation development needs:
Boutique build Australia is a boutique building company which is in the Sydney that
specialises in the designing and building of high-quality homes for the Sydney
metropolitan areas, was established in 2013.
Presently the organization is endeavouring to extend its business even in the
Brisbane and the Sunshine Coast zone, just as the earth well-disposed form
advertise. The organization is likewise wanting to enlist some additional conventional
staff with the goal that they can do some additional in this field for extension of the
business.
The quality of our staff and leaders is critical to how effective and successful we are.
We also want people to see that working for our organisation will be an admired and
competitive career choice.
This are the listed thing which company want to work with them:
(a) Improvement of authority capacity should be increase.
(b) Highly focused business showcase should be implemented.
(c) Gender balance is most important
(d)Skilled Labour Shortages
(e)Level of training in the workforce

These are the structure of the Organisation Development Plan Template to structure
document.
A. Marketing and recruitment

Actions Responsibili Performa Target

ty nce date
Indicator
s
Engage of the staff to do Marketing Apr 30th
the leaflet distribution in manager and Achieving 2019
certain busy time. recruitment the
team targeted
group of
people
from
dissimilar
places.
Build up the opening To
declaration of the seats increase
accessible in the online and
premise through messages supportin
Apr30th
and calls g the no.
2019
of
candidate
Marketing s who
manager appeal.

Reducing the leaflets in the Marketing To know Apr30th

mailbox of different targeted manager and about the 2019
places. recruitment people
 and job
team vacancy.

B Management and leadership training

Actions Responsibi Performance Target

lity Indicators date
Management Human Grows the
development resource leadership skills in May30th
framework manageme the different field . 2019
programmes in the nt and
company for work operational
members of staffs. team

Talent pursuit Talent To determine and

management program acquisition know about the MAy30th
should be in action. officer skills and of the 2019
staff.

C Employee engagement

Actions Responsibilit Performa Target

y nce date
Indicators
Receiving the Feedback Operational It gives July30th
alternatives from the staff manager or more 2019
individuals through the team courage to
meetings and meeting. manager know
about the
problems
of staffs.
Captivating the survey of Operational To July30th
the existing staff members team members improve 2019
from places. and
maintain
the
relationshi
p between
 the organization
and staffs.

D Retention

Actions Responsibilit Performa Target

y nce date
Indicators
Talking staff individuals to Operational Resolve
realize why staff leaves the manager the June10t
organization in the previous problems h 2019
years in the company. which are
related to
staff
members
which is
most
important
part in the
company.
Successively a motivational Operational Helps to
development program. team encourage June10t
and h 2019
motivate
the staff
members
Coaching and tanning the Skill Helps to
staff for skills development development train the June10t
team staff h 2019
members
and bring
confident
in the staff
15.ans.

17.Ans
Draft organisational development plan:
scenario information to identify the organisation development needs:
Boutique build Australia is a boutique building company which is in the Sydney that
specialises in the designing and building of high-quality homes for the Sydney
metropolitan areas, was established in 2013.
Presently the organization is endeavouring to extend its business even in the
Brisbane and the Sunshine Coast zone, just as the earth well-disposed form
advertise. The organization is likewise wanting to enlist some additional conventional
staff with the goal that they can do some additional in this field for extension of the
business.
The quality of our staff and leaders is critical to how effective and successful we are.
We also want people to see that working for our organisation will be an admired and
competitive career choice.
This are the listed thing which company want to work with them:
 Improvement of authority capacity should be increase.
 Highly focused business showcase should be implemented.
 Their leadership motivates the people to a higher level of performance
through their strong human relations.
 Leadership is an important function of management which helps to maximize
efficiency and to achieve organizational goals.
 In fact, leadership is an essential part and a crucial component of effective
management.
  These are the structure of the Organisation Development Plan Template to
structure document.

A. Marketing and recruitment

Actions Responsibili Performa Target

ty nce date
Indicator
s
Engage of the staff to do Marketing Apr 30th
the leaflet distribution in manager and Achieving 2019
certain busy time. recruitment the
team targeted
group of
people
from
dissimilar
places.
Build up the opening To
declaration of the seats increase
accessible in the online and
premise through messages supportin
Apr30th
and calls g the no.
2019
of
candidate
Marketing s who
manager appeal.
Reducing the leaflets in the To know
mailbox of different targeted Marketing about the
Apr30th
places. manager and people
2019
recruitment and job
team vacancy.

B Management and leadership training

Actions Responsibi Performance Target

lity Indicators date
Management Human Grows the
development resource leadership skills in May30th
framework manageme the different field . 2019
programmes in the nt and
company for work operational
members of staffs. team

Talent pursuit Talent To determine and

management program acquisition know about the MAy30th
should be in action. officer skills and of the 2019
staff.

C Employee engagement

Actions Responsibilit Performa Target

y nce date
Indicators
Receiving the Feedback Operational It gives July30th
alternatives from the staff manager or more 2019
individuals through the team courage to
meetings and meeting. manager know
about the
problems
of staffs.
Captivating the survey of Operational To July30th
the existing staff members team members improve 2019
from places. and
maintain
the
relationshi
p between
the
organizatio
n and
staffs.

D Retention

Actions Responsibilit Performa Target

 y nce date
Indicators
Talking staff individuals to Operational Resolve
realize why staff leaves the manager the June10t
organization in the previous problems h 2019
years in the company. which are
related to
staff
members
which is
most
important
part in the
company.
Successively a motivational Operational Helps to
development program. team encourage June10t
and h 2019
motivate
the staff
members
Coaching and tanning the Skill Helps to
staff for skills development development train the June10t
team staff h 2019
members
and bring
confident
in the staff

18.Ans
Communication and education plan:
Boutique Build Australia

Communication and Education Plan:

Audience Key message Delivery Date/duration of Location

method session (if
applicable)
Working Industrialized Staff meeting 20th march 2019 Board room
staff organizational plan
members should be held
Clients Developed News letter 25th march 2019 N/A
organizational plan

Working Leadership programs Team Huddles 25th march 2019 Team workplace
Staff running
members
Working Skills managing Team meetings 25th march 2019 Workplace
Staff programs
members
Clients Direction for Websites/ blogs 20th feb 2019 N/A
development frameworks
should be held.

19.ans
Assessment Task 2 Checklist
Student’s name:

Completed
successfully
Did the student: Comments
Yes No

Develop first draft of organization development plan to

respond to organisation needs and objective and
outlining roles and responsibilities for each
organization development activity?

At the meeting identify and discuss relevant

organization development needs and objectives based
on review of Strategic Plan, organisational issues
identified in the scenario information and challenges
facing the construction industry workforce?

At the meeting, discuss organization culture and

readiness for change and develop a
communication/education plan based on best practice
change management techniques and organizational
culture and readiness for change?

At the meeting, discuss and confirm objectives and

strategies for organization development?

During the meeting, demonstrate effective

communication skills including:
• Speaking clearly and concisely
• Using non-verbal communication to assist with
understanding
• Asking questions to identify required
information
• Responding to questions as required
• Using active listening techniques to confirm
understanding
Develop a communication and education plan for
implementation of organization development plan?

Develop an organization development plan in

consultation with relevant persons.

Task Outcome: Satisfactory  Not Satisfactory 

Assessor signature

Assessor name

Student’s name:

Completed
successfully
Did the student: Comments
Yes No

Date
Assessment Task 3 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 plagiarised the work or
colluded with any other student(s).
 I understand that if I 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
Task 3
1.Ans
Leadership development plan of Boutique Build Australia:
It is simple, which Leaders are those who others follow, and leadership behaviour causes
others to act. Whether they have a vision for a product, an organization, a people, a future,
that's what inspires them to lead and their followers to achievement.
Essential behaviours:
There are essential team behaviours I see when team organization is strong:
(a)Awareness and Seeing what's around us is important.
(b) The high-performance team believes it can meet commitments and deadline together.
(c) Challenge
(d)Communicative
(e) Inspiration
(f)Honesty
(g)Motivation
(h)Obligation
Proficient behaviours:
Figure out the proficient people skills through engagement and Understanding people leads
to influence. To effectively influence others. The team members, customers, and even your
boss should understand what they care about. Also, Knowledge of others builds proficient
people skills etc.
Exemplary behaviours:
In exemplary behaviours are Titles and granted, but your behaviour earns you respect.
Exemplary leaders know that if they want to gain commitment and achieve the highest
standards, they must be models of the behaviour they expect of others. To model the
behaviour they expect of others, leaders must first be clear about administrative values.
Leadership development action plan:

Leadership Goal Activity Support How to Timeline

area needed measure
success
Time Develop the Workshop examining Jan20th
managing time training Programme the records of 2019
management team plans/ the activities
ability
ability and maps finished on
skills on certain date
employees
Inspiration To get Inspiration Cheap to feedback Feb25th
inspiration speech hire from staff 2019
skills
and should be motivationa who have
motivated to given by l speakers attended the
others business program
person’s
Message To develop Workshop on All the staff judging the March
message and communicatio members staff 30th 2019
skills
communicatio n skills Meeting communicatio
n skills n skills after
attending the
workshop
To enhance Create / Examination April 30th
complication ideas/ tips Manageme with survey 2019
complication
solving skills sharing with nt of every conduction
solving skills
in the staff team staff with
members members each other
About subject

2.ans.
3. Ans
Conflict management techniques:
situation involving more than one person, conflict can
arise. The causes of conflict range from philosophical differences and divergent goals to
power imbalances. Unmanaged or poorly managed conflicts generate a breakdown in trust
and lost productivity. For small businesses, where success often hinges on the cohesion of a
few people, loss of trust and productivity can signal the death of the business. With a basic
understanding of the five conflict management strategies, small business owners can better
deal with conflicts before they intensify outside reparation.
Some of the conflict resolution strategies can be listed in the below points which are as
follows:

Avoiding:
The avoidance strategy seeks to put off conflict indefinitely. By delaying or ignoring the
conflict, the avoider hopes the problem resolves itself without a confrontation. Those who
actively avoid conflict frequently have low esteem or hold a position of low power. In some
circumstances, avoiding can serve as a profitable conflict management strategy, such as
after the dismissal of a popular but unproductive employee. The hiring of a more productive
replacement for the position soothes much of the conflict.
Collaborating:
Collaboration works by integrating ideas set out by multiple people. The object is to find a
creative solution acceptable to everyone. Collaboration, though useful, calls for a significant
time commitment not appropriate to all struggles. For example, a business owner should
work collaboratively with the manager to establish policies, but collaborative decision-making
regarding office supplies wastes time better spent on other actions.
Compromising:
The negotiating approach typically calls for both sides of a conflict to give up elements of
their position to establish an acceptable, if not agreeable, solution. This strategy prevails
most often in conflicts where the parties hold approximately equivalent power. Business
owners frequently employ compromise during contract negotiations with other businesses
when each party stands to lose something appreciated, such as a client.

4.ans
6.ans
Assessment Task 3 Checklist

Student’s name:

Completed
successfully
Comments

Did the student: Yes No

Inform and consult with the team on the leadership

development framework?

Discuss issues with the leadership development

framework and find solutions?

Confirm support of the team for leadership

development framework through resolving issues
and problems collaboratively?

Brainstorm alternative ways of developing

leadership skills?

Discuss alternative proposals in writing and provide

recommendations?

During the presentation, demonstrate effective

interpersonal and communication skills including:
• Use of appropriate style (formal), tone
(encouraging, respectful) and vocabulary
(professional, business language) for the
meeting
• Speaking clearly and concisely
• Using non-verbal communication to assist
with understanding
• Asking questions to identify required
information
• Responding to questions as required
• Using active listening techniques to confirm
understanding

Task Outcome: Satisfactory  Not Satisfactory 

Assessor signature

Assessor name

Date
Assessment Task 4 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 plagiarised the work or
colluded with any other student(s).
 I understand that if I 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
 Task 4
1. Staff survey report:
Survey purpose:
There is always a good sample selection is key as it allows one to generalize the findings
from the sample to the population, which is the whole purpose of survey research. The
survey has got some sets of questions which are pretty much as the reflective and feedback
questions.
1. Do you feel valued at work?
2. How frequently do you receive recognition from your manager?
3. Do you believe you'll be able to reach your full potential here?
4. Do you foresee yourself working here one year from now?
5. What three words would you use to describe our culture?
2.ans.
4.ans.
Assessment Task 4 Checklist

Student’s name:

Completed
successfully
Comments

Did the student: Yes No

Seek feedback on implementation of the

leadership development framework to identify any
loss of support?

Report on feedback on implementation of

leadership development framework?

During the meeting with your assessor,

demonstrate effective communication skills,
including:
• Speaking clearly and concisely
• Using non-verbal communication to assist
with understanding
• Asking questions to identify required
information
• Responding to questions as required
• Using active listening techniques to
confirm understanding

Seek support from senior management to

reinforce organization development activities and
to appropriately resource?

Evaluate benefits and costs of organization

development?

Task Outcome: Satisfactory  Not Satisfactory 

Assessor signature

Assessor name

Date