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Contribute to Organization Development

 

 

 

 

 

 

 

BSBMGT615 Contribute to Organization Development

 

Table of Contents

Assessment Task 1. 3

Part A.. 3

Part B.. 5

Assessment task 2. 8

Part –A.. 8

Part –B.. 9

Assessment Task 3. 11

Part A.. 11

Part B.. 12

Part C.. 16

Assessment Task 4. 18

Part A.. 18

Part B.. 18

Part C.. 19

References. 21

 

 

 

 

Assessment Task 1

Part A

Question1

The process of organization development participation and support.

Identified an area of improvement:

  • Organizational changes begin with finding out a need that aligns with business goals and motives.
  • Investigate the problem and sort it out.
  • Create an action plan and implement it in recent work and upcoming tasks.
  • Create the motivation and vision to do something.
  • Evaluating initial results.
  • Adapting or continuing.
  • Increases feedback and interaction in the organization.
  • Increase profits by observing communication points, employee processes, and products or services.
  • Identify the area of improvement, they may consider a data-driven approach.
  • Stability is necessary during implementation. (Achterbergh, et al., 2019)

Question2

Participative Management is a way that needed the support of staff. It aims to make a dedication and built creativity within the work team. Employees are invited to share their points of view in the decision-making process. It also added the management treating the ideas and advice of employees with consideration and proper respect. Rewards should be tied to giving advice and ideas as well as performance. It helps by developing a sense of title in the company. Employees who participate in the decision of the company feel like they are part of the team. (Daudigeos, et al., 2021)

Question3

Participative Management is a system that needs the organization of crew. It gives us the aim to construct commitment and make initiatives within work teams.

  • Delegating Power: it’s needed to provide some strength to the staff. They must be able to make a selection at their level of work as soon as possible.
  • Motivating team: The manager must know his strength and it’s necessary that the teams decide together what emulsion to adopt, it’s necessary to motivate the team.
  • Foster collaboration: Teams should be communicated as much as they can to be more virtual. Challenging me can always help me to achieve success in life. (Daudigeos, et al., 2021)

Question4

The more developed the system, the more mindful of itself: the more attentive we are, the more built we are. As we developed we should increase our strength to illuminate a narrative about the self that is deeper and wide. (Coccia, et al.,2019)

The more developed the system, the less it is driven by reactive: the analytic side of development theory does not dispute the importance of spiritual intelligence but stresses an increasing capacity to think about that.

The more developed the system, the more it is able to actualize its potential: All stage theories of development have their understanding the idea of arrested development can be stopped before one full possibility has been realized.

Question5

Constructive conflict:  in a constructive conflict, even though discord between two parties emerges, this can be resolved in a positive manner. (BOBIĆ, et al., 2020)

Destructive conflict: in a destructive conflict, the disagreements lead to negative outcomes and create feelings of frustration and antagonism. (BOBIĆ, et al., 2020)   

The positive force of constructive conflict: it constructs new ideas, solves the continuous problem, gives opportunities to the people, and gives them chance to grab it and expand their skills. Define the conflict and confront it. Use the better solution.

Part B

Question1

Kahn defines an employee as “The applyof organization team members spirit to their work roles, in consultation, someone employ and express themselves physically, mentally and emotionally during their role performance in organization ” (Battilana, et al., 2015).

Question 2

The expectancy theory of motivation or the anticipation theory is the faith that andifferent will select their behavior depending on what they believe will lead to the most profitable outcome.

The expectancy theory in the workplace, advantage or another outcome to motivate people must be a desire by those independently. (Poli, et al., 2010).

Question 3

The BurkeLitwin Model of company change is about defining and indicating a cause-and-effect relationship. The model creates 12 organizational elements that determine a change with organizational change adviser and was developed in the 60s by w. (Alsayegh, et al.,2018)

Question 4

The product was invented in the late 1970s by Tom Peters and Robert Waterman, Former advisers at McKinsey & Company. They associate seven inner elements of the company that needs to be successful (Battilana, et al., 2015).

We use the 7-S model in wide types of conditions where it’s useful to check how the many parts of the company work together. The framework is used to used to observe the more of effects of upcoming changes in the company or to align department processes during a merged accession.

You can also apply the McKinsey 7 S model to elements of a team or a project.

Question 5

Organizational change and development are important to make an organization grow and adapt to its given market. When organizations fall behind they need to modify their plan to make the company more constructively. (Poli, et al., 2010).

Supreme Legislation: is that legislation created by the sovereign authority of that state.

Subordinate Legislation: is a definition of law forms of subordinate such as order, rules, regulations, and definition.

Question 6

The culture in your organization sets the expectation for the behavior of people and work with togetherness, and how well they function as a team. This term can break down the boundaries between cache teams, guide decision-making, and raise workflow overall. (Smircich, et al., 2017)

Question 7

Settles a communication strategy into a communication insurer that every person involved has sufficient information to communicate about it. The place that allows employees to refer to a coordinated plan to communicate with the manager, colleagues, and clients. (Smircich, et al., 2017)

Question 8

Short term data: we need to woe kith a short-term data it is helpful to find out all the issues related to working.

Categorical data: they need to divide particular products into a different customized range.

Ordinal data: in this scenario, they cover their particulate prospects of sales and product quality.

Question9

The three common elements should be considered in the organization:

Common purpose: an organization without a clear motive or mission soon start to do and become messy. A common motive unites employees or persons and gives everyone an understanding of the company’s direction.

Coordinated effort: involves working together and being helpful in an organization.

Grading of authority: grading of authority is a chain of command and control.

Question 10.

Leadership conflicts: Each leader has a different leadership style and management techniques.

Creative Conflicts: while working in groups, friction regarding creativity and ideas is much more likely to happen.

Work Style Conflicts: Employees can debate when they don’t share similarities in how they work. We have many kinds of approaches to doing things and this will of course lead to conflicts.

Question 11.

The development plan:

  • Set yourself goals.
  • Keep the goals and prioritize those goals.
  • Plan your work deadline for when you want to grab them.
  • Learn the threats and opportunities.
  • Develop your skills or grow your information.
  • Keep used of the supported network.
  • Keep measurement of your progress. (Alsayegh, et al.,2018).

Assessment task 2

Part –A

Organizational development plan

Introduction

Strategic Plan for the boutique builds Australia describes it as also, known as the construction company. this is the company that builds and constructs the home for the people. As the organization, they want to build the home, companies, and another construction site will also, stay remain in this company. this is an organization that is established in the year 2013 also, this organization is based in Sydney. The specialty of this organization is that company is famous for its high quality of design and they build designer homes for the Sydney metropolitan and the surrounding areas of the company. according to the case study and the details the company wants to expand its business in the organization. this is the reason they have to develop a leadership capability and hire candidates for the organization. they have to make sure to hire candidates that provide benefits to the organization.

Context

As the company wants to expand its business in the market. This is the reason they have to make sure to get better deliveries and positive feedback from their clients in the organization. they will have to make sure to maintain the balance in the company on the employee selection as they have to select both the male and the female candidates in the company. the reason behind this decision is that they have to spread a message in the market as the company will be dominated by male candidates only (Pollack, 2015). As this is known as a construction company and because of this, they are unable to hire more female candidates for the organization. based on the organization’s details and working policy this has been very clear that they have to make sure to hire female candidates for the company development. As the organization receives a higher level of the application from the female candidates in the organization. there are various types of planning and development required in the organization. female applicants are the strategies for the organization as this is a positive portrayal of the organization concerning female employment and this is need to be used in the development of the organization (Hong, et al., 2018).

Areas of organizational development

They have to make the budget for the new role and expand the new project in the organization. this is is an important thing to do in the development of the organization. as the company is unable to deliver a better amount of the skill and the labor shortages. As they have to improve the candidates and the labor. This is the reason they have to hire the candidates based on their quality and the labor skills will define the company’s improvement in the market (Kotler, et al., 2015).

Conclusion

The motive behind implementing this organizational development in the company is to make the perfect results. The motive behind this is to provide a better and improve the working policy of the organization. this is the important thing to do in the development and maintain the strategic plan of the organization.

Part –B

Meeting

Meeting topicConsultation and finalize an organizational plan
LocationMeeting room
Minutes45 minutes
Members4

CEO- will you please will explain the organizational development plan’s importance in the organization.

Organization manager –the motive behind developing the organizational development plan is to make the strategies plan. This provides a benefit to the organization as they have to make sure to improve the working policy of the organization.

Finance manager – this is the important thing because they have to make sure to maintain the budget of the company. this is the budget that includes all the important details of the organization.

CEO – as the stakeholder of the organization they have to make sure to handle the issue of the company development.

Organization manager – the importance of the budget development in the organization to get better and the innovative deliveries.

HR manager – as the feedback from the employees describes their importance of them in the organization.

Organization manager – this is the reason we have to establish the organizational development questionin the company and implement their strategies in the organization.

 

 

Assessment Task 3

Part A

Question 1

The three different methods that the organization can use to develop the leadership skills in managers. As the company wants to expand its business in the market. This is the reason they have to make sure to get better deliveries and positive feedback from their clients in the organization. they will have to make sure to maintain the balance in the company on the employee selection as they have to select both the male and the female candidates in the company. the reason behind this decision is that they have to spread a message in the market as the company will be dominated by male candidates only for this, we have the method are as follows: (Wheeler, 2012).

Formal training is the training that they have structured or the defined to the curriculum, opportunity

Coaching is a form of development in which the experienced person or the called coach.

Leadership development models are a set of activities that prepare current or future leaders it also has the effectiveness in the roles.

Question 2

The consultation paper on the purpose or the application of the leadership development frameworks. For the staff before the implementation. The leadership of the frameworks is the support structure that they can guide or enforce for the development of the leadership required for all types of capabilities to face current or future challenges. And the leadership framework is the set of the principles of the managers it must be known or the must-do. For the development of the leadership. The best way to develop is to find the out-factors impacting leadership. And then find out the component or variables comprising leadership. (Wheeler,  2012).

Question 3

The leadership development framework is the way of providing an understanding of how the leader and the manager are like the interpret the situations, or they may act. For the development of the boutique build Australia. The leadership framework with the way is to write down over top values, and then prepare a personal vision statement. All the things there needed in it. In this, they can be used it be like provide a safe working environment, or the understand their role. All these things make a major change in it. And the four key behaviors that would be expected of the managers in the boutique build Australia. To empower your team so they don’t micromanage. Strategic Plan for the boutique builds Australia describes it as also, known as the construction company. this is the company that builds and constructs the home for the people. As the organization, they want to build the home, companies, and another construction site will also, stay remain in this company.(Tosey,  2017).

Part B

PPT

Date – 20-04 2022

Time – 10:00 am

Duration: 15 to 20 min

Agenda: Leadership development framework

Location: meeting room

Members: two, the stakeholders, or manager.

Stakeholders: good morning, sir

Manager: good morning

Stakeholders: sir we have provided the knowledge of leadership to everyone.

Manager: of proceed

Stakeholders: okay sir.

 

Manager: That’s great

 

Stakeholders: Thank you sir

Manager: Begin with the end in mind, designing a practical competency framework, and the plan and conduct assessments or the design initiatives around the framework. all these things we have to implied in the organization.

Thank you.

 

Part C

Question 1

Introduction

Boutique builds Australia describes it as also and the resistance of the employees on the introduction of the leadership or the development. known as a construction company. this is the company that builds and constructs the home for the people. As the organization, they want to build the home, companies, and another construction site will also, stay remain in this company. And the logical, rational, and sociological resistance one more thing is psychological. The specialty of this organization is that company is famous for its high quality of design and they build designer homes for the Sydney metropolitan and the surrounding areas of the company. according to the case study and the details the company wants to expand its business in the organization. develop a leadership capability and hire candidates for the organization. they have to make sure to hire candidates that provide benefits to the organization. the organization, they want to build the home, companies, and another construction site will also, stay remain in this company. And the logical, rational, and sociological resistance one more thing is psychological. (Tosey,  2017).

Context

They have to make the budget for the new role and expand the new project in the organization. this is an important thing to do in the development of the organization. as the company is unable to deliver a better amount of the skill and the labor shortages. As they have to improve the candidates and the labor. This is the reason they have to hire the candidates based on their quality and the labor skills will define the company’s improvement in the market. And the logical, rational, and sociological resistance one more thing is psychological. The specialty of this organization is that company is famous for its high quality of design and they build designer homes for the Sydney metropolitan and the surrounding areas of the company. The organization manager’s motive behind developing the organizational development plan is to make the strategies plan. This provides a benefit to the organization as they have to make sure to improve the working policy of the organization. they are unable to hire more female candidates for the organization. based on the organization’s details and working policy this has been very clear that they have to make sure to hire female candidates for the company development. As the organization receives a higher level of the application from the female candidates in the organization. there are various types of planning and development required in the organization.(Gorard, et al., 2018)

Conclusion

This is an important thing to do in the development of the organization. as the company is unable to deliver a better amount of the skill and the labor shortages. As they have to improve the candidates and the labor. This is the reason they have to hire the candidates based on their quality and the labor skills will define the company’s improvement in the market. The behind implementing this organizational development in the company is to make the perfect results. The motive behind this is to provide a better and improve the working policy of the organization

 

 

AssessmentTask 4

Part A

Email

To: employees@au.in

Date: 17-04-2022

Subject: communication skills

I am writing this to inform you of all of them. In leadership development, we want to do all types of work with the help of communication skills. And as they have to improve the candidates and the labor. This is the reason they have to hire the candidates based on their quality and the labor skills will define the company’s improvement in the market. As the organization receives a higher level of application from the female candidates in the organization, we have to increase the marketing for it.(Gorard, et al., 2018)

Thank you

Regards

Manager

 

Part B

Meeting topicorganization development plan
LocationMeeting hall
Minutes20 to 25
Members4

 

General manager: developing the organizational development plan is to make the strategies plan. This provides a benefit to the organization as they have to make sure to improve the working policy of the organization

CEO: Can you please explain all this thing.

General manager: Yes sir.

General manager: In leadership development, we want to do all types of work with the help of communication skills. And as they have to improve the candidates and the labor.

HR manager: the feedback from the employees describes their importance of them in the organization.

CEO: this is the reason we have to establish the organizational development plQuestion in the company and implement their strategies in the organization.

Part C

Introduction

They have to make the budget for the new role and expand the new project in the organization. this is an important thing to do in the development of the organization. as the company is unable to deliver a better amount of the skill and the labor shortages. As they have to improve the candidates and the labor. And the continuous development, or the employee growth. This is the reason they have to hire the candidates based on their quality and the labor skills will define the company’s improvement in the market. The behind implementing this organizational development in the company is to make the perfect results. The motive behind this is to provide a better and improve the working policy of the organization. (Dithole, 2017).

Context

As the company is unable to deliver a better amount of the skill and the labor shortages. As they have to improve the candidates and the labor. And the continuous development, or the employee growth. This is the reason they have to hire the candidates based on their quality and the labor skills will define the company’s improvement in the market. Increased profit margins, or the problem, feedback, and the assessment. that they have to make sure to hire female candidates for the company development. As the organization receives a higher level of the application from the female candidates in the organization. there are various types of planning and development required in the organization. And the purpose or any big results and more than the detail about each of the these in the report. implementing this organizational development in the company is to make the perfect results. The motive behind this is to provide a better and improve the working policy of the organization

Conclusion

They have to make the budget for the new role and expand the new project in the organization, behind implementing this organizational development in the company is to make the perfect results. The motive behind this is to provide a better and improve the working policy of the organization. this is the important thing to do in the development and maintain the strategic plan of the organization

 

 

 

References

Achterbergh, J., & Vriens, D. (2019). Organizational development: Designing episodic interventions. Routledge.

Alsayegh, O., Saker, N., &Alqattan, A. (2018). Integrating sustainable energy strategy with the second development plan of Kuwait. Renewable and Sustainable Energy Reviews, 82, 3430-3440.

Battilana, J., Sengul, M., Pache, A. C., & Model, J. (2015). Harnessing productive tensions in hybrid organizations: The case of work integration social enterprises. Academy of Management journal, 58(6), 1658-1685.

BOBIĆ, A. (2020). Constructive Versus Destructive Conflict: Taking Stock of the Recent Constitutional Jurisprudence in the EU. Cambridge Yearbook of European Legal Studies22, 60-84.

Coccia, M. (2019). Theories of development. Global Encyclopedia of Public Administration, Public Policy, and Governance, 1-7.

Daudigeos, T., Edwards, T., Jaumier, S., Pasquier, V., & Picard, H. (2021). Elusive domination and the fate of critique in neo-participative management: A French pragmatist approach. Organization Studies42(3), 453-471.

Dithole, K. S., Thupayagale-Tshweneagae, G., Akpor, O. A., &Moleki, M. M. (2017). Communication skills intervention: promoting effective communication between nurses and mechanically ventilated patients. BMC nursing16(1), 1-6.

Gorard, S., Siddiqui, N., & See, B. H. (2018). Philosophy for Children: Evaluation report and executive summary.

Hale, R., & Saville, M. (2014). Nurturing the H in HR: using action learning to build organisation development capability in the UK Civil Service. Action Learning: Research and Practice11(3), 333-351.

Hong, Y., Hammad, A. W., Sepasgozar, S., &Akbarnezhad, A. (2018). BIM adoption model for small and medium construction organizations in Australia. Engineering, Construction and Architectural Management.

Jay, T., Willis, B., Thomas, P., Taylor, R., Moore, N., Burnett, C., … & Stevens, A. (2017). Dialogic teaching: Evaluation report and executive summary.

Kotler, P., Burton, S., DeQuestion , K., Brown, L., & Armstrong, G. (2015). Marketing. Pearson Higher Education AU.

Pollack, J., & Pollack, R. (2015). Using Kotter’s eight-stage process to manage an organisational change program: Presentation and practice. Systemic practice and action research28(1), 51-66.

Smircich, L. (2017). Concepts of culture and organizational analysis. The Anthropology of Organisations, 255-274.

Tosey, P. (2017). Understanding organisation development. Kogan Page Publishers.

Wheeler, M. (2012). Unison’s approach to organisation development in a democratic organisation. In Redefining Public Sector Unionism (pp. 81-92). Routledge.

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