Organizational Development Plan and Communication Plan for Bounce Fitness

Current Status of Bounce Fitness

Read all materials required for this assessment task: this procedure, the Bounce Fitness Simulated Business and information supplied in this case study. Write summary of the current status of Bounce fitness.
You will be required to demonstrate the skills and knowledge required to prepare an organizational development plan and communication plan (use the templates provided) relating to a development in the organization. This assessment consists of 3 parts:
1.    Develop organizational development plan
2.    Implement organization development activities
3.    Maintain organization development program
In developing your plans, ensure they are laid out in the style demonstrated by the appropriate template document available from the Bounce Fitness Simulated Business and that you access all appropriate report writing format from the simulated business to assist in the development of your plans.
You must consult with and gain approval from your assessor prior to preparing your plans and ensure that your final plans are professionally presented and contain no spelling or grammatical errors.
Note: Your assessor will complete the following table as they assess your plans, therefore ensure you meet each requirement in the table and utilize it as a guide in the development of your plans.


Case Study
During its expansion, Bounce Fitness has left the Centres to function as independent units. In the interest of increasing customer satisfaction, Bounce Fitness has decided to standardize the way in which the Centres operate. Complaints received initiated this change.
They intend to use the same systems which will be developed and documented in Head Office, the same customer services techniques, and the same fitness class routines which will be changed monthly and again issued through Head Office.
The Board and Executive are very keen but expect resistance from the Personal Trainers who all believe that they create better routines than the Head Office could. The Centres staff, and clients have not been informed yet.
You have been charged with the responsibility of developing a detailed organizational development plan for this initiative which clearly addresses what is to be developed and why and how development will occur.

Part 1 – Develop organization development plan
Task description
In this task you will be required to develop a strategy for the organization to achieve a specific goal. A strategic plan is an internal document that outlines an organization’s overall direction, philosophy, and purpose, examines its current status in terms of its strengths, weaknesses, opportunities and threats, set long-term objectives, and formulates short-term tactics to reach them.

1.    Provide an analysis on Bounce Fitness’ strategic plans to determine organization development needs and objectives
2.    Determine which are the relevant groups and individuals should you consult with to profile the organization’s culture and readiness for organizational development
3.    Identify individuals who are able to take key roles in the organizational development process and confirm their commitment
4.    What are the required information to be collected and to be analyzed in terms of the issues/ concerns faced by the organization?
5.    Provide alternative strategic directions on which objectives and strategies can be considered for organizational development
 

6.    Discuss what are the required techniques that the organization could consider when it comes change management processes to achieve and encapsulate workplace culture outcomes to be embedded into the organization development plan
7.    Develop communication/education plans to achieve communication objectives in relation to the desired work environment and desired approach to problem-solving and developmental activities

Part 2 - Implement organization development activities
Task description
In this task you will be required to ensure that there is an effective consultative processes from inception to encourage participation and sharing by stakeholders.

1.    Provide an identification of what would be the ideal consultative processes to maximize participation in the organization development process and discuss how you would implement it.
2.    What would be the recommended team development and training activities to foster collaborative learning and team work.
3.    Discuss how would the organization be able to facilitate groups to ensure that the team is able to work collaboratively to resolve problems
4.    Advise on a conflict management strategy approach to support individuals and/or groups to achieve consensus or agreement
5.    Elaborate on four intervention strategies that assist to improve productivity, performance or behaviors through a series of structured individual and team activities.
6.    Describe how the organization will monitor, evaluate and modify ideas through the use of brainstorming, nominal group technique or other creative idea generating models to ensure the best ideas for problem solving.
i.    Select at least 2 options as intervention strategies to achieved the desired performance outcomes.
ii.    Submit your proposal to your trainer (who would represent senior management of the organization) and obtain an approval for it to be implemented.

Part 3 - Maintain organization development program
Task description
In this task you will be required to discuss on how the organization is able to identify any loss of support for organization development program and activities through the use of surveys, regular team meetings, individual feedback and as well as evaluating, modifying and maintaining all activities and intervention plans during the organization development.

1.    Discuss how the use of survey are able to support the organization in terms of measuring and understanding the impact of a given organizational development programs or activities
2.    How can the use of regular team meetings be used to effectively share information on the progress of the organisation development program? Explain the mechanisms you have in place to manage feedback, identify concerns and seek further assistance from sponsor/senior management (your trainer would be undertaking this role).
 
3.    Structure an activities and interventions strategy guide for the organization development plan that the organization can use, maintain, evaluate and modify them as required
4.    Provide a progress report Ensure senior management reinforces organization development program by ongoing messages of support and appropriate resource allocation
5.    Evaluate the organization development plans in terms of costs and benefits, including opportunity costs

Current Status of Bounce Fitness

As goals of organizational development are confined keeping in view particular circumstances, they change starting with one circumstance then onto the next. As such, these projects are custom fitted to meet the necessities of a specific circumstance (Gupta, 2017). Be that as it may, extensively, all organizational development programs attempt to accomplish the accompanying goals:

•    Initiate new representatives
•    Pick up information on new techniques
•    Get learning on organization arrangement
•    Change states of mind
•    Guarantee self-awareness

The board of directors at Bounce Fitness are aware of theses goals and therefore they enlisted a consultant to help with the development plans. As indicated by organizational development (OD) philosophy, company development gives directors a vehicle for presenting change methodically by applying an expansive determination of administration procedures. This, thus, prompts to more noteworthy individual, bunch, and organizational adequacy. A definitive point of OD specialists is to "work themselves out of a vocation" by leaving the company with an arrangement of instruments, practices, mentalities, and an activity arrangement with which to screen its own condition of wellbeing and to step toward its own restoration and development. This is predictable with the frameworks idea of criticism as an administrative and restorative component.

With this call for revision and trade, researchers have started to investigate affiliation development from a feeling primarily based outlook. For example, Phil (2017) expounds on how passionate harm can willfully have an impact on execution. Because of cutting lower back, outsourcing, mergers, rebuilding, nonstop adjustments, assaults of protection,

badgering, and misuse of force, several employees encounter the feelings of hostility, tension, tension, pessimism, and dread, which can spark off to execution diminishes. Gupta (2017) proposes that to fix the damage and increment execution, specialists ought to recognize the presence of the damage, give a sheltered region to people to talk about their sentiments, signify the harm and area it into factor of view, and after that recollect and manage the enthusiastic reactions. One technique for undertaking this is with the aid of having workers draw photographs of what they sense approximately the condition, and after that having them make clear their drawings with every other. Drawing pics is gainful when you consider that it permits employees to specific feelings they commonly would now not have the ability to articulate. Moreover, drawings regularly incite dynamic guide in the motion, as everyone is needed to draw a picture and later on look at its significance.

Part 2: Implementing Organizational Development Activities

Establishing trust as true with a particular end aim to make an exchange and develop open correspondence, an organization like Bounce Fitness ought to have a culture of common trust. Bosses cannot expect that people will trust them consequently. As a substitute, with a precise purpose to breed trust, directors have to first show employees that they're important (Walter, 2017).

Implementing and assessing organizational mediations – intercession studies have turned out to be progressively more typical amid the most recent decade