Case Scenario: Margaret House, CEO of Bounce Fitness and the Board of Directors are keen to have the four Centers registered with Fitness Australia.
Assignment Task 1:
Problem 1: You are required to identify strategic change requirements and opportunities for Bounce Fitness by discussing with a Manager (your trainer would assume this role) the following:
- List what are the strategic changes required
- Provide a brief review how this objective would enable the organization to increase its business performance
- Provide a brief review on the organization's policies and procedures (including quality, continuous improvement, customer service, Employee Assistance Program and personal development)
a. To maintain an effective Quality Assurance System (People &Technology)
b. To achieve and maintain a level of quality which enhances the Bounce Fitness' reputation with customers (People & Process)
c. To ensure compliance with relevant statutory and safety requirements (People & Structure)
d. To endeavor, at all times, to maximize customer satisfaction with the services provided by Bounce Fitness (People)
Problem 2: Consider any patterns or trends that may impact the fitness industry (use the PDF document labeled Fitness Australian's published reports to support your discussions).Please ensure that answers include numeric (use of percentages or numbers) content along with your explanation.
a. Past and project growth in the number of fitness instructors
b. The number of fitness instructors in the respective Australian states
c. The qualifications of the fitness instructors
d. The fitness instructors' level of experience in the industry
e. The nature of employment of fitness instructors
Problem 3: Consult specialists to assist in the identification of major change requirements and opportunities.
a. Identify what are major operational change requirements (in relation to the case context which focuses on its need to be registered with Fitness Australia)and its cost-benefit analysis on the following;
- People
- Processes
- Technology
- Structure
b. Undertake risk analysis for resistance to change and identify mitigation strategies in place.
- Potential change resistance risks
- Belief that change is unnecessary or that it will not improve the situation
- Feels uncomfortable if routine is changed
- Inconvenience or loss of freedom
- Organizational culture
Assignment Task 2:
Problem 1: You are required to conduct a meeting with senior management of Bounce Fitness as a demonstration on developing and propose a change management plan covering:
- A stakeholder communication and education plan to promote the benefits of the change to the organization and to minimize loss
- Ensure that activities are clearly spelled out in the said plan to relevant individuals/ groups.
Contribute to Organization Development:
Question 1:
1. Complete the following short questions individually.
a. Why is it important to analyze strategic plans in order to determine the organization development needs?
b. Why is it important to profile the organization's culture and readiness for organizational development?
2. Imagine you have identified someone in your organization who should be involved in the OD planning process due to their technical expertise and skills. However, when you have discussed this with them, they have complained that they are far too busy and can't possibly get involved.
a. What steps can you take to gain their commitment?
b. Why is it important to determine the commitment of people who have key roles in the OD planning process?
3. Imagine that you are in a team of OD consultants working with a furniture manufacturing business. The business is experiencing difficult trading conditions and has invested heavily in new furniture designs and manufacturing processes. Sales are 15% lower than in previous years and the number of complaints is rising. The volume of furniture that has to be reworked or scrapped is unacceptably high.
a. What data would you look at to explore this situation further?
4. Explore the following change management techniques and provide a brief discussion for each technique:
a. Business re-engineering
b. Consultative processes
c. Job design
d. Organizational design
e. Systems redesign
f. Work reorganization
5. Provide a cost benefit analysis for the organization (including any opportunity costs)to evaluate the idea of considering an OD program.
6. Briefly discuss how each of the following intervention may form part of an organizational development plan (please refer to the supplementary case study materials):
7. How can the use of surveys maintain support for the OD program and activities?
8. Why is it important to maintain regular team meetings and individual feedback to maintain the OD program?
Question 2:
1. Read the case study below and acting as an OD consultant, you are required to conduct a meeting to propose an OD program to a senior management (your trainer would undertake this role)of the Bounce Fitness addressing an action plan for achieving the organizational development objectives.
2. In order to achieve communication objectives in relation to the desired organizational development activities, your task now is to plan the communication/ engagement plan to enable affected groups to gain the knowledge they need to prepare and engage in the proposed OD program. You should identify what you think should be communicated, to whom, by whom, when and using what method/s.
3. As an OD consultant, discuss how to maximize participation in and support for organization development including strategies or techniques for:
4. During the meeting discussions, you are of the opinion that the organization should consider embarking on team development and training activities to facilitate a kick-start off the proposed OD program as it would develop collaborative approaches to problem-solving and development.
5. Obtain approval from senior management (Your trainer would undertake this role) of Bounce Fitness on how management support for this OD program based on the following considerations:
- Organizational development strategies
- Change management
- Organizational learning
- Talent development
- Innovation and creativity
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