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Final BSBMGT615
Final BSBMGT615
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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.
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:
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.
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:
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.
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.
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
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Question 13
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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
C Employee engagement
D Retention
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.
C Employee engagement
D Retention
18.Ans
Communication and education plan:
Boutique Build Australia
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:
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successfully
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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
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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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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:
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
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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
Feedback
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
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successfully
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