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BSBMGT615 - Contribute to Organisation Development Assignment

Title: Change Management

TASK 1 -

Dynamic organizational operational conditions and the changes in the environmental scenarios will compel organizations to continuously change to optimize the deliverables in general. Change is natural and it is mandatory for organizations to embrace the same, for sustaining as well to retain and excel competitive edge in general. The following part of the discussion is about Change Management of the organization and each of the following elements of discussion will detail much about the change management and the practices which the organization need to employ and the underlying guiding principles.

QUESTION 1 - Discuss how the use of effective change management strategies can assist in maximising staff participation and support for organisational development. Give at least two examples of change management strategies to illustrate your answer.

Need for effective change management practices:

Change management is critical as well as challenging too. By nature, people will be reluctant to change and they do reflect resistance to change. Hence change management is to be executed systematically by providing them with the necessary motivation to embrace the changes. Effective change management can be theoretically employed with theoretical basis from Kotters change management strategies (Teixeira et al.,2017) etc. The process consists of understanding the bottlenecks in change management and mitigating the same by employing effective change management strategies, which will include but not limited to motivating employees, providing them the clarification of the approach of the organization, expected benefits by following the change management strategies, possible negative implication if change is not taken place etc. When such effective change management strategies are employed, employees will recognize the need for change and they will reduce their resistance and do participation in the change management practice for effective change management. Employees not only will participate themselves but will also facilitate effective change management. This of course will contribute to the organizational development requirements. Some of the examples of change management strategies include resistance management, working out to reduce the resistance of the employees by providing them the clarity on benefits of the change management and also eliminating their apprehensions of the change management. Other effective strategy is to provide incentives for change embracing and motivating staff by informing the same. Considering automation in an assembly line as a new technique in the organization, informing the staff of the safety and productive usage of the new technology will eliminate their apprehensions and also informing them of the possible career opportunities and the incentives in offer for learning the new technology will contribute to increase in the number of the people learning and taking up the technology. These are some of the effective change management strategies in this context.

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QUESTION 2 - Explain the concept of a participative management style and how this can assist in maximising staff participation and support for organisation development.

Participative management

Participative management is a particular case of organizational development procedure, where in the management will encourage the staff participation in the organizational operations by providing them the necessary scope to express their opinions, share the autonomy, responsibility and the decision making. It is particularly useful for teams where all team members are equally skilled and possess the necessary expertise. In such circumstances, employees are encouraged to take up the sharing of privileges and will be delegated with ownership. These developments will obviously will contribute to the improved participation of the employees in the organizational development. Since these traits will contribute to the emotional well being and compassion towards staff, they will participate more in the organization development.

QUESTION 3 - Outline three strategies for consulting with employees as part of organisation development plans or processes.

Development plan

Development plan is very much essential for working out systematic organizational development. Development plan should be evaluated for its alignment with the organizational objectives and also to be evaluated for its compliance with the resources and the constraints existing there in the organization. Hence a well designed development plan is needed for constructive organizational development.

QUESTION 4 - Outline three evaluation criteria that an organisation could use to assess the success of organisation development.

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QUESTION 5 - Explain the difference between constructive and destructive conflict. Describe how constructive conflict can be a positive force in organisation development.

Constructive Vs Destructive Conflicts

Difference in opinion and disagreement over a particular decision or strategy or simply on any specific functionary in the organization can be called as a conflict. A conflict can be constructive or destructive depending on the basis for the conflict and depending on the participants in the conflict. When the participants all possess the right attitude and if they are all working for a constructive cause of organizational development then it can be a constructive conflict and resolution of the same will be based on constructive evaluation of the situation and will include insights into the rationale and will contribute to a positive change and development naturally. At the same time, if the conflict is raised by motives guided by personal interests, envy, discriminations and other non-productive interests, it is more likely that the results of such conflicts will be detrimental to the organization. Normally such destructive conflicts will be lead to the organizational damage, reduce harmony among employees and will contribute to the loss of productivity and efficiency. Constructive conflict is a positive driver of the organizational development, as it will open insight into the organizational black holes, will provide insights into what can be constructively changed in the organization. Further what can be good for the organization and what not?, can be effectively found from constructive conflict resolution procedures.

QUESTION 6 - Outline Kahn's engagement theory and its implications for employee engagement.

Kahn's engagement theory and implications of the same to the employee engagement

Khan's engagement theory is based on few principles that will pave way for effective engagement of the employees in the organization. For example, the meaningfulness of the engagement is more concerned with the evaluation of the work which employee will be engaged in. Whether the work will be meaningful both for the organization and the society. Such insights can be of good use to warrant employ to participate in the engagement fully. Safety aspects are other important principles which are based on evaluation of the safety of the employees and the safety of the surroundings. When the activities are safer to engage in, employees can engage in the activities more conveniently. Also the availability of employees like their mental and physical availability for taking up the tasks to the fullest will decide the degree of employee engagement. Inferences of including employee engagement in the organization with utmost contribution to the meaningfulness, safety and availability aspects will let the employees engage fully in the organizations. They will contribute for effective employee engagement which can contribute for betterment of the organizational build-up and development(Bailey et al.,2017).

QUESTION 7 - Explain expectancy theory and discuss its implications for employee motivation.

Expectancy theory and implications for employee motivation

Expectancy theory is based on the principles of expectancy. It is contained in stating that employees will select a particular behaviour or trait over others based on the expectations that particular behaviour or the act will bring to the employees. When employees are concerned with the particular benefit or consequence of adopting a particular action, then obviously they will select that behaviour and hence the expectancy theory will provide the necessary basis to understand what it makes employees more motivated and what makes them not. Accordingly better strategies can be developed to make employees more motivated for their duties or works(Kuvaas et al.,2018).

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QUESTION 8 - Outline the key premises of the Burke & Litwin organisational change model.

Burke and Litwin Organizational change model

The change model proposed by two change consultants is contained in the belief that an organizational change model failure is contained in the fact that the implications of the change are often not considered comprehensively for the possible impact of the same on different aspects of the organizational functionality. The model will provide an overview of the organizational elements which will be impacted by the change principles. Further there will also consider the hierarchy factors which indicate the flow of information. It is based on open systems conceptualization, which believes the influences do occur from external influences in general. The model considers that there exist about 4 different groups in the organization and they do interact with each other, they way their interact, the hierarchy and other related factors will define the efficiency of the change initiatives in the organization. The four different groups of the organization will include external environment, transformational factors, transactional factors and their performance as well(Bejanrju et al.,2017).

QUESTION 9 - Discuss the McKinsey 7-S Framework and how it can be applied in a workplace change management process.

Mc.Kinsey 7 S framework and implications of the same to the change management:

Mc Kinsey 7S framework is contained in defining about 7 different type of factors that do have implications to the organizational strategic operations. They are grouped under two different Groups the hard S and soft S factors. How they will be impacted by organizational strategic changes, change management etc are evaluated for optimizing the organizational strategies using Mc Kinsey model. The 7s framework contains the following elements, Strategy, structure, systems, style, staff, skills and shared values. The 3S variables mentioned at the start are the hard S group and the next four are soft S group. Interaction among these elements their alignment with the organizational objectives are some of the focus areas that will be considered by Mc. Kinsey model in employing the organizational change management practices(Hayes,2018).

QUESTION 10 - Discuss the importance abiding by legislation in relation to organisational change and development. Provide at least two examples of legislation that must be adhered to.

Role of legislation in organizational change and development

Organizational changes need to be guided as well need to be compelled by adherence to the legislator regulations. It is required that the legislation need to be followed in all circumstances when there is organizational change over occurring in the organization. For example if an organization is moving from private limited company to public limited, the inherent regulatory requirements need to be followed like preparing new agenda, approval, enforcing capital regulations etc. Similarly if a particular organization has expanded it production operations and increased the number of shifts and over time for the employees, then obviously the prevailing labour regulations need to be considered in wage disbursal of the employees. Hence for smooth organizational operations it is very much required to include legislatory guidelines and guiding principles for change management. Legislatory compliance will provide freedom for the organization from hassles of punishment and restrictions.

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QUESTION 11 - Discuss why it is important to incorporate cultural change into an organisation's development plan.

Cultural change in an organizational development plan:

Cultural change is all about providing consideration to the cultural tolerance of the employees in the organization. It is required to have reasonable consideration to the cultural factors and they should be provided with necessary strategic priorities. When employee's cultural differences are considered and if they are provided with sufficient consideration to the tolerance of the same in the organizational development, it will provide more harmonious and more collaborative work environment in the organization. Ultimately it can have better prospects for organizational profitability and development(Lozano & Escrich,2017).

QUESTION 12 - Discuss why it is important to understand and analysis the organizations strategies plan as well as the impact of not conducting such analysis.

Strategic plan

Strategic plan is very much vital for the organizational operations. More specifically it is required for the organizations to develop strategic plans in line with their short term and long term objectives and vision requirements. Strategic plans also should consider the constraints of the resources, legislation and other related factors. When they are all considered effectively, strategic plan can be effective in meeting the operational objectives of the organization. If they are not considered effectively, the plan will lead to the operational failure of the organization and intended objectives may be not met(Steiss,2019).

QUESTION 13 - Imagine you are part of an organizational development team working with a manufacturing business. The business is experiencing difficult trading conditions and has invested in new product designs and manufacturing process. Sales are lower than in previous years and number of complaints is high. Identify at least three (3) types of data you would look for to further explore this situation. Explain why you have chosen such type of data.

Situation Analysis

There is variety of data needed to be considered in the situation analysis. In the current situation, following types of data need to be considered in priority and the analysis of the same is very much needed for the organizational development plans.

1. Data related to the sales of diverse products from the organization from the last few years - This can be of use in identifying if there any specific products failing in sales, and if there some products still retaining their sales. These findings will enable sales strategy planning as well manufacturing planning.

2. Data of the competitor products and their sales turnovers - This data can provide insights into the identification of the products which are fast moving in the market. New product development initiatives will let the organization embrace these new products for their growth requirements.

3. Data regarding the customer needs and requirements - A survey or related data providing information from exhaustive list of customer will provide basis for the organization to design its future product development strategies.

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Group session

Items to be considered for group session are the number of participants participating in the group, their level of education or position, the agenda or objectives of the meeting, the person conducting the meeting, the time and other resources available for conducting the session. If it is specifically related to the organizational development, the nature of problem or issues will be well studied prior to the session, all relevant stakeholders will be called for the session following the routine procedures.

Types of conflicts and means of resolution

S.No

Types of conflicts

To whom to consult

1

Interpersonal conflict -They can happen between any two individuals in the organization

Any competent mediator of responsibility can resolve the conflict.

2

Intra group conflict - Any conflict between two different groups of the organization.

Any manager of the organization who do manage these two groups or HR manager can resolve.

3

Inter group conflict - Conflict between members of the same group

Group manager can resolve the conflict.

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TASK 2

Organizational developmental plan

Overview of the organization.

Organization selected for organizational development plan is Boutique Build Australia. Established in theyear 2013. It is based on Sydney and is reputed for making high quality designer homes for Sydney metropolitan and surrounding areas. The company is in operation for about 4 years and employs about 50 staff including the CEO, OM, HRM, HRO, SM etc. The organization is expanding to Brisbane and other locations. One of the other objectives of the organization is to develop highly trained staff, who are competent and enthusiastic as well. Current issues:

Current Issues:

  • Leadership development
  • Employment market competition
  • Gender balance
  • Skilled labour shortage
  • Level of education of the workforce and related complications

PART A Development plan

Preface and Context:

Strategically the organization is expected to expand into the new regions and there is need for the organization to develop new skilled talent to meet its future requirements. Also contemporary leadership capabilities need to be upgraded to meet the future demands. Other organizational deficiencies need to be mitigated appropriately.

Strategic Development action plan

  • To devise custom leadership development plans based on training, knowledge and skills imparting. Leaders need to be provided with the necessary practical training and to be engaged in tasks that are of relevance to the organization. To be provided with feedback for upgrading their talents.
  • As employment market are highly competitive, action strategies to be developed to draw best in class talent. To become preferential employer, wage standards need to be benchmarked with the industry standards. Better performance monitoring and incentive schemes need to be employed. There can annual revision and incentive schemes to upgrade motivation.
  • HR policies can be redrafted to include Gender balance. Also certain jobs can be preferentially reserved for Female to up-level the female employment in the organization.
  • Labour shortage can be mitigated by two way action plan. One is to impart skills to the existing labour force and second by getting in expatriate labour from other nations where these skills are abundantly available. Sourcing can be done from multiple directions.
  • Level of education of the work-force can be increased by providing them incentives for knowledge and qualification improvement. Both allowance in financial resources and vacation can be awarded.

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PART B

(This part is to be developed based on the meeting with the assessor and should be completed based on recommendations by the advisor)

  • Specific focus areas of the meeting can be time for each development strategic action plan.
  • Resources needed and feasibility
  • Implications to the culture of the organization
  • Possible changes that need to be included for imparting right changes in the organization.
  • Finalizing the minutes of meeting based on critical evaluation of appropriateness.

PART C

Communication plan and Education plan

Communication plan will be as follows in the following layers of action,

There is need to have communication at higher levels from the top management and other board of directors of the organization - The CEO or the chairman will address other key personnel of the need for the strategic action plan and the organizational development requirements. The entire discussion is expected to happen in the board room at the outset and participants can have a power point presentation and it will be followed by series of discussions for clarification on the issues of the discussion and finally the strategy will be approved.

Subsequently each department manager will be provided with focus areas of the organizational development and the inputs from the same will be received for discussion with the key managers of the organization. Communication with the divisional managers can be on electronic format and the discussion on the proposed action plans can also be done in the electronic format. Finally approved can be obtained by the steering committee for the organizational development before forwarding for resource allocation. All modes of communication electronic media, hard copy and face to face discussions can be employed for finalizing the action strategy.

Education plan will be based on discussion and evaluation of case to case basis. Based on the organizational requirements and the current educational qualifications of the employees, educational allowance and vacation can be provided. However in-house learning and development provisions can be employed as much as possible.

However the final Communication plan and education plan will be prepared based on recommendations from the assessor in this regard.

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TASK 3 - Consultation paper

Leadership focus areas to be considered.

The expected deliverables(To be based on current deficiencies and expectations for future competency)

Whether the framework prepared is inline with the final expectations.

What constraints are existing at present for implementation

Specific action plan details:

  • Duration
  • Type of learning and knowledge transfer modes
  • Expected outcomes and deliverables
  • Testing and concluding the programme
  • Budget and in-house L&D capacity utilization etc.

Report

The leadership framework need to be prepared based on the competency need analysis. Further it is required to be based on recommendations from the external audit consultancy if required. The actual programme scope and deliverables to be set based on the organizational needs. The final plan to be well within the budget and other constraints.

1. Need to improve leadership skills at all levels of employees.

2. Should encourage creative thinking.

3. Motivate to take up challenges and should promote positive behaviour.

4. Should equip them to meet the future demands of the organization.

PART A Leadership Development Framework

Three methods that can employed,

1. In-house training or from external consultant training programmes.

2. Internship with practical leadership activities in the organization or outside organization.

3. Recruiting experienced practical managers and leaders for this programme and collaborating them with live projects for training in-house leaders.

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Consultation paper

Objectives: To meet the leadership deficiencies in the organization

Proposed model: Hybrid model of three strategies of the leadership development

The model needs to be employed at all levels of the leadership in the organization.

Significance of the leadership development

  • Strategy works out for betterment of the organizational effectiveness and efficiency.
  • Makes it equipped to take up new challenges.
  • Human resources will get better training and capabilities to meet the new challenges and these strategies will help the organization to function more effectively.
  • Will facilitate the organization to face the challenges in near future(Expansion to new territories and related operational plans).

PART B

  • To be presented on power point presentations separately.
  • Conflict resolution: Conflict resolution need to be done based on the context and the parties involved in the conflict. Typical strategies should include negotiation, mediation, mediation-arbitration, diplomacy and creative peace building strategies etc(Wallensteen,2018).

PART C

To be based on the discussion during the presentation and from the recommendations obtained from it.

TASK 4

To be presented based on the survey findings from the staff.

PART A

Staff survey (Sample questionnaire)

Purpose:

To formulate organizational development plan and implement the same in the current organization.

1. Whether the strategies mentioned in the development plan are satisfactory?

2. What strategies do you suggest for improving leadership framework?

3. Whether there is need to do any modifications of the strategic plans?

4. What recommendations do you suggest for education plan?

5. Which action plans are effective?

6. Which you feel or not?

7. What are your proposals regarding the change over the action plans?

8. Which focus areas do you expect to include?

9. Which action plans do you feel or not contextual and why?

10. Any other comments.

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PART B

Report to be presented based on the findings from the staff and interventions

To be finalized based on the recommendations from the assessor.

Updating of the organizational developmental plan to be made accordingly.

(Communication skills to be verified during the interaction and meeting - Objectgive of this part of the exercise)

PART C

A) The report is to be based on the feedback from the staff meeting.

However the cost benefit evaluation wise, the report is quite feasible and there is nothing to worry much in this regard from the organization development plan wise.

Also there can be requisition to implement the plan quickly as per the organizational needs(framework). Also the expenses and budget quoted from external agencies can be presented appropriately to present the current scenario.

B) The final update need to be included based on the findings from the survey and staff opinion consideration along with assessor feedback on the proposals.

Question 3

Three strategies for consulting employees for organizational development plans or processes

1. Through Emails (Surveys, opinion polls and other similar strategies)

2. Departmental meetings (Face to face with the divisional managers)

3. Selective and random meeting with employees with nominated steering committee representatives.

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