VERSION CONTROL AND DOCUMENT HISTORY
| Date | Summary of Modifications | Version |
| They are do the modification of the relevant legislations such as hiring of online personal trainer, take the digital group fitness classes. | Primary version | |
| They need to do the development of the code of practice in the organisation such as awareness and development of the habits in the relevant behaviour and help them to achieve the organizational aims. | Primary version |
STRATEGIC TRANSFORMATION OBJECTIVES
Objectives are overall SMART results set for proposed strategic transformation of the organisation.
| a. Legislation
There are the sole and the specific kind of rules and regulations related with the specific regulation and work for the jurisdictions and work for the planning and the Australian work conduct. It is work and relates with the customer relations and specification of the law and the relevant adjective’s and the work plan. They provides the customer protection work frame and the laws to work for the membership contracts and care standards of the clients. It define and work for the organizational adjectives and the manner. It is also include with the purpose of the work planning and the registration scheme.
|
| b. Code of practice
They need to work with the professional work and professional relationship. They need to do the communication with the specific manner and positive manner. Active the participates and follow the relevant forms of the work planning and the communication in the specific planning and thee work manner. They need to work with the accuracy and certification regarding the work planning and the work management. They need to work for the behaviour and the work value to define the work planning with the effectiveness and the accuracy. They need to do the encourage and support all of the above efforts to all relevant approach in their expertise (Geldenhuis, 2021). |
Add more rows as necessary.
PERSONAL RESPONSIBILITIES IN STRATEGIC TRANSFORMATION PROCESS
Specific duties of the organisation’s leader during the organisational transformation or change process.
| PERSONAL RESPONSIBILITIES | RELATED TASKS/ACTIVITIES |
| a. Shared the version of organization | i. When they are do the embarking of the work planning and the relevant approach. They need to define the work plan with the management and the greater commitment. They need to define the work plan and work for the organization vision. |
| ii. They need to do the endurance of the work plan and the activities. They need to work for the safety planning and do the light activity. | |
| b. Organizational leadership work and approach | i. In the leadership approach it is very important to lead the high performance in the organisational and do the recognition of the team members. They need to motivate I improve it they are goals regarding the members and help sent to respond the changes and initiative works. It is also helpful to leadership facilitation and organisational success by creating the responsibility with them and offer them among the membership organisation. |
| ii. Innovate the thinking creativity and their mind and work for the leadership approach in the organisation and development of the possibility or happened in the organisational regarding the leadership. Then it to do the contribution regarding the fitness organisation. To work for the leadership style and blocks to produce the employees needed supervision and the implementation of the leadership style and their supervision efforts to manage the work (Haque, 2021). |
REFERENCES
Geldenhuis, L. (2021). Developing a transmission power grid maintenance budget decision support system (Doctoral dissertation, Stellenbosch: Stellenbosch University).
Haque, A. (2021). The COVID-19 pandemic and the role of responsible leadership in health care: thinking beyond employee well-being and organisational sustainability. Leadership in Health Services.
| STRATEGIC TRANSFORMATION SCOPE | |
| Learner Name | |
| Workplace/Organisation | Bounce fitness organization |
VERSION CONTROL AND DOCUMENT HISTORY
| Date | Summary of Modifications | Version |
| They are do the modification of the relevant legislations such as hiring of online personal trainer, take the digital group fitness classes. | Primary version | |
| They need to do the development of the code of practice in the organisation such as awareness and development of the habits in the relevant behaviour and help them to achieve the organizational aims. | Primary version |
STRATEGIC TRANSFORMATION OBJECTIVES
Objectives are overall SMART results set for proposed strategic transformation of the organisation.
| a. Legislation
There are the sole and the specific kind of rules and regulations related with the specific regulation and work for the jurisdictions and work for the planning and the Australian work conduct. It is work and relates with the customer relations and specification of the law and the relevant adjective’s and the work plan. They provides the customer protection work frame and the laws to work for the membership contracts and care standards of the clients. It define and work for the organizational adjectives and the manner. It is also include with the purpose of the work planning and the registration scheme. |
| b. Code of practice
They need to work with the professional work and professional relationship. They need to do the communication with the specific manner and positive manner. Active the participates and follow the relevant forms of the work planning and the communication in the specific planning and thee work manner. They need to work with the accuracy and certification regarding the work planning and the work management. They need to work for the behaviour and the work value to define the work planning with the effectiveness and the accuracy. They need to do the encourage and support all of the above efforts to all relevant approach in their expertise (Geldenhuis, 2021). |
PERSONAL RESPONSIBILITIES IN STRATEGIC TRANSFORMATION PROCESS
Specific duties of the organisation’s leader during the organisational transformation or change process.
| PERSONAL RESPONSIBILITIES | RELATED TASKS/ACTIVITIES |
| a. Shared the version of organization | i. When they are do the embarking of the work planning and the relevant approach. They need to define the work plan with the management and the greater commitment. They need to define the work plan and work for the organization vision. |
| ii. They need to do the endurance of the work plan and the activities. They need to work for the safety planning and do the light activity. | |
| b. Organizational leadership work and approach | i. In the leadership approach it is very important to lead the high performance in the organisational and do the recognition of the team members. They need to motivate I improve it they are goals regarding the members and help sent to respond the changes and initiative works. It is also helpful to leadership facilitation and organisational success by creating the responsibility with them and offer them among the membership organisation. |
| ii. Innovate the thinking creativity and their mind and work for the leadership approach in the organisation and development of the possibility or happened in the organisational regarding the leadership. Then it to do the contribution regarding the fitness organisation. To work for the leadership style and blocks to produce the employees needed supervision and the implementation of the leadership style and their supervision efforts to manage the work (Haque, 2021). |
REFERENCES
Geldenhuis, L. (2021). Developing a transmission power grid maintenance budget decision support system (Doctoral dissertation, Stellenbosch: Stellenbosch University).
Haque, A. (2021). The COVID-19 pandemic and the role of responsible leadership in health care: thinking beyond employee well-being and organisational sustainability. Leadership in Health Services.
| CHANGE MANAGEMENT STRATEGY | |
| Learner Name | |
| Workplace/Organisation | BOUNCE FITENESS |
VERSION CONTROL AND DOCUMENT HISTORY
| Date | Summary of Modifications | Version |
| 7-08-2022 | Work for the new company challenges and the challenging environment. | Strength |
| 7-09-2022 | Work for the positive and the negative factors in the organization and find new opportunity in it. | Opportunity |
INTENDED OUTCOMES OF THE CHANGE MANAGEMENT STRATEGY
| Long-term goals
The targets set by the organisation over an extended time period. |
|
| GOAL | TIME PERIOD (YEARS) |
| They need to do the setup of the current achievement and define the work plan and the work management roles. They need to design the work plan in the organization and define to follow it and work for it. They need to do the problem solving of the customers and give them all above the information regarding the contribution of the work and performance achievement (Geldenhuis, 2021). | 2 months |
| Short-term goals
The interim targets set by the organisation over smaller time periods to reach a long-term goal. |
|
| GOAL | TIME PERIOD (MONTHS) |
| They need to define the company goals and set the organizational long term organizational goals. They need to do focus regarding their work planning and the accuracy of the work and the related adjectives. They need to do the work for the individual and define the work plan according to the work situation. | 2 month |
Add rows as necessary.
CHANGE MANAGEMENT STRATEGY
| Timeframes
Broad schedule or master calendar for the strategic change initiative. |
||
| Start Date (dd/mm/yyyy) | 2-07-2022 | |
| End Date (dd/mm/yyyy) | 2-09-2022 | |
| Interim milestones
Add rows as necessary. |
Milestone 1 (dd/mm/yyyy) | 1 month |
| Milestone 2
dd/mm/yyyy |
1 month | |
| Innovation
The underlying revolutionary idea that will drive strategic change of the organisation. |
|
| Type of innovation
Degree of change proposed i.e., Disruptive vs. sustaining innovation |
In this innovation they need to work for the innovation related to the food work and the food delivery. They need to give them the services regarding the fitness plans, fitness work and the work situation related to the work planning and the work related to the customer online services, their work plan and their work services (Oksamytna, & Wilén, 2022). |
| Source of innovation
Which aspect is being innovated i.e., business model/product or service offerings/marketing |
They need to do the innovation of thee work plan and the work adjectives. It is a work plan and improvement related to the improvement of the work plan and the work capacities in this they need to work for the sustain work innovation and work for the organizational and solve the skill and domains work. |
| Restructuring
Realigning the organisational structure to suit the requirements of strategic change. |
|
| Current organisation structure | They are work for the organizational management and the functional structure. It is a work plan and the work part related to the work organizational structure and define the work for the specific work and the specific work knowledge. It is relates with all kind of the work leading management and the work plan to define the work knowledge and the work planning. |
| Proposed organisation structure | They need to work for the creativity of the work and the work planning. They need to define the work for the software development and the work health and do the work planning of the organizational plans and the fitness work. |
| How will the proposed organisation structure support the strategic change? | They need to define the clear work plan and the organizational goals. They need to do the determination of the work plan and the work impact in the work performance and the management of the work plan and the organizational work. They need to do the development of the communication work plan and the communication strategy. After they need to do the implementation of the work plan and the change process structure. |
| Reengineering
Redesigning the organisation’s business processes to achieve major performance improvements. |
|
| Core processes to be redesigned | They need to do the development of the clear and the defined goals of the organizational management and the work plan. They need to do the identification of the work plan and the work manganate list to define the work planning and the work management history and the relevant work. |
| Use of technology to enable improvements | They need to do the continued improvement of the work and the work plan to define the work plan and the work improvement. They need to do the elimination of the advancement of the work and the work plan technology (Chiyezhi, 2018). |
| Organising teams to achieve better outcomes | They need to offer them a clear vision in the organization. They need to do the encouragement of the work and the work plan collaboration. They need to do the work with the designation and define the work with the feedback work and the work recognition. |
| Monitoring and continuous improvement of business processes | They need to work with the culture of the company and the work planning to do the encouragement of the work and do the planning to enhance the planning for the company work and the work planning feedback and relevant adjectives (KETSELA, 2019). |
COMMUNICATION CHANNELS FOR ORGANISATIONAL PERSONNEL TO CONTACT MANAGEMENT
| a. They need to do the face to face communication with the customers and define the work plan ,management for the relevant organizational meetings. |
| b. After it they need to work for the video conferencing and do the planning via the e- mails and messaging platforms. |
Add rows as necessary.
References
Chiyezhi, J. (2018). AN INVESTIGATION ON THE CHANGE MANAGEMENT STRATEGIES OF SELECTED UPGRADED SECONDARY SCHOOLS IN MPIKA DISTRICT, MUCHINGA PROVINCE, ZAMBIA (Doctoral dissertation, The University of Zambia).
Geldenhuis, L. (2021). Developing a transmission power grid maintenance budget decision support system (Doctoral dissertation, Stellenbosch: Stellenbosch University).
KETSELA, H. (2019). HUMAN RESOURCE PLANNING PRACTICES AND CHALLENGES AT SPECIALIZED FINANCIAL AND PROMOTIONAL INSTITUTION (Doctoral dissertation, St. Mary’s University).
Oksamytna, K., & Wilén, N. (2022). Adoption, adaptation or chance? Inter-organisational diffusion of the protection of civilians norm from the UN to the African Union. Third World Quarterly, 1-18.
| CHANGE MANAGEMENT STRATEGY | |
| Learner Name | |
| Workplace/Organisation | BOUNCE FITENESS |
VERSION CONTROL AND DOCUMENT HISTORY
| Date | Summary of Modifications | Version |
| Work for the new company challenges and the challenging environment. | Strength | |
| Work for the positive and the negative factors in the organization and find new opportunity in it. | Opportunity |
INTENDED OUTCOMES OF THE CHANGE MANAGEMENT STRATEGY
| Long-term goals
The targets set by the organisation over an extended time period. |
|
| GOAL | TIME PERIOD (YEARS) |
| They need to do the setup of the current achievement and define the work plan and the work management roles. They need to design the work plan in the organization and define to follow it and work for it. They need to do the problem solving of the customers and give them all above the information regarding the contribution of the work and performance achievement (Geldenhuis, 2021). | 2 months |
| Short-term goals
The interim targets set by the organisation over smaller time periods to reach a long-term goal. |
|
| GOAL | TIME PERIOD (MONTHS) |
| They need to define the company goals and set the organizational long term organizational goals. They need to do focus regarding their work planning and the accuracy of the work and the related adjectives. They need to do the work for the individual and define the work plan according to the work situation. | 2 month |
Add rows as necessary.
CHANGE MANAGEMENT STRATEGY
| Timeframes
Broad schedule or master calendar for the strategic change initiative. |
||
| Start Date (dd/mm/yyyy) | 2-07-2022 | |
| End Date (dd/mm/yyyy) | 2-09-2022 | |
| Interim milestones
Add rows as necessary. |
Milestone 1 (dd/mm/yyyy) | 1 month |
| Milestone 2
dd/mm/yyyy |
1 month | |
| Innovation
The underlying revolutionary idea that will drive strategic change of the organisation. |
|
| Type of innovation
Degree of change proposed i.e., Disruptive vs. sustaining innovation |
In this innovation they need to work for the innovation related to the food work and the food delivery. They need to give them the services regarding the fitness plans, fitness work and the work situation related to the work planning and the work related to the customer online services, their work plan and their work services (Oksamytna, & Wilén, 2022). |
| Source of innovation
Which aspect is being innovated i.e., business model/product or service offerings/marketing |
They need to do the innovation of thee work plan and the work adjectives. It is a work plan and improvement related to the improvement of the work plan and the work capacities in this they need to work for the sustain work innovation and work for the organizational and solve the skill and domains work. |
| Restructuring
Realigning the organisational structure to suit the requirements of strategic change. |
|
| Current organisation structure | They are work for the organizational management and the functional structure. It is a work plan and the work part related to the work organizational structure and define the work for the specific work and the specific work knowledge. It is relates with all kind of the work leading management and the work plan to define the work knowledge and the work planning. |
| Proposed organisation structure | They need to work for the creativity of the work and the work planning. They need to define the work for the software development and the work health and do the work planning of the organizational plans and the fitness work. |
| How will the proposed organisation structure support the strategic change? | They need to define the clear work plan and the organizational goals. They need to do the determination of the work plan and the work impact in the work performance and the management of the work plan and the organizational work. They need to do the development of the communication work plan and the communication strategy. After they need to do the implementation of the work plan and the change process structure. |
| Reengineering
Redesigning the organisation’s business processes to achieve major performance improvements. |
|
| Core processes to be redesigned | They need to do the development of the clear and the defined goals of the organizational management and the work plan. They need to do the identification of the work plan and the work manganate list to define the work planning and the work management history and the relevant work. |
| Use of technology to enable improvements | They need to do the continued improvement of the work and the work plan to define the work plan and the work improvement. They need to do the elimination of the advancement of the work and the work plan technology (Chiyezhi, 2018). |
| Organising teams to achieve better outcomes | They need to offer them a clear vision in the organization. They need to do the encouragement of the work and the work plan collaboration. They need to do the work with the designation and define the work with the feedback work and the work recognition. |
| Monitoring and continuous improvement of business processes | They need to work with the culture of the company and the work planning to do the encouragement of the work and do the planning to enhance the planning for the company work and the work planning feedback and relevant adjectives (KETSELA, 2019). |
COMMUNICATION CHANNELS FOR ORGANISATIONAL PERSONNEL TO CONTACT MANAGEMENT
| a. They need to do the face to face communication with the customers and define the work plan ,management for the relevant organizational meetings. |
| b. After it they need to work for the video conferencing and do the planning via the e- mails and messaging platforms. |
Add rows as necessary.
References
Chiyezhi, J. (2018). AN INVESTIGATION ON THE CHANGE MANAGEMENT STRATEGIES OF SELECTED UPGRADED SECONDARY SCHOOLS IN MPIKA DISTRICT, MUCHINGA PROVINCE, ZAMBIA (Doctoral dissertation, The University of Zambia).
Geldenhuis, L. (2021). Developing a transmission power grid maintenance budget decision support system (Doctoral dissertation, Stellenbosch: Stellenbosch University).
KETSELA, H. (2019). HUMAN RESOURCE PLANNING PRACTICES AND CHALLENGES AT SPECIALIZED FINANCIAL AND PROMOTIONAL INSTITUTION (Doctoral dissertation, St. Mary’s University).
Oksamytna, K., & Wilén, N. (2022). Adoption, adaptation or chance? Inter-organisational diffusion of the protection of civilians norm from the UN to the African Union. Third World Quarterly, 1-18.