Bsb61015 Leadership And Management: Encourage Assessment Answers

Part A

1.  How can you encourage participation through your leadership?
2.  Give an example of a time you have used your communication and interpersonal skills to persuade others?
3.  What are some of the ways to create an innovative organisational culture?
4.  What are the components that make up a strategic business plan?
5.  Why might conflict arise?
6.  What approaches could help you achieve agreement?

Part B – Written or Oral Questions

1.  Describe how you could develop an organisation development plan.
2.  Explain how you could implement organisation development activities.
3.  Design your survey model. Base the objective on a workplace example toidentify any loss of support for your organisation development program and activities.

5.  What else could you do to maintain an organisation development program?
6.  a. After creating your organisation development plan, you decide to survey your staff to try and gauge how it has been received. Develop a survey with at least five questions.

•  20% of staff did not support the plan as they thought they would lose their jobs in a restructure

•  15% of staff did not care either way as they felt it didn’t include them(but it did)

•  45% of staff felt that it would be good but they felt they were out of the loop

•  15% of staff agreed and had ideas that would improve the plan What strategies would you put in place in respond to the feedback you have received.

Part A

1. A leader should encourage his employees. He should invite everyone in the process of decision making and should try to lead by an example through his hard work, humility, modesty, honesty and good behaviour (Agrawal 2015). The inherent quality of leadership is to be creative and to encourage innovation as an organisation’s ability to perform develops with time.
   
   
2. One of the acquaintances was trying to skip his exam once. Through communicative skills and interpersonal conversation he was ensured of his success. After these efforts, he successfully passed his exams and did well in all the subjects. This one of the examples of the effectiveness of communication and interpersonal skills.
   
   
3. The primary ways to create an innovative organisational culture are good team spirit, democratic way of decision making, means to solve the problems, ability to adapt, creating supportive environment and easy and open communication (Agrawal 2015). The transparency helps in maintaining a democratic process of decision making and develops scope for innovative culture.
   
   
4. The primary components of a strategy are based on tools like SWOT (strengths, weakness, opportunities and threats), Vision Statement, Mission Statement, principles of guidance, competitive advantages along with constant assessment and renovation plans (Grant 2016). The strategies are based on innovative plans and programs on the basis of market information and laws of the economy.  
   
   
5. The innovative work culture demands democratic process of decision making which might create conflicts in the organisation among the stakeholders. The innovative work culture might affect in the time consumption of production and distribution of the products and services in a company (Grant 2016). Sometimes the innovativeness and creativity might be an economic or financial risk for the organisation. This affects the sustenance of the organisation in the future.
   
   
6. In a democratic process of decision making the organisation should follow specific steps to limit the number of disagreements (Pettigrew 2014). One of the approaches should be compromise. One employee should compare the strengths and weaknesses of his offerings with the others for the betterment of the company (Singhapakd and Senasu 2014). The leadership should pick and choose among the innovations in order to ignore the conflicts.

Part B

1. Developing an organisational development strategy is dependable on various aspects of the foresight of the leadership. The plan should be based on a project purpose, a project timeline, a fixed budget, a directory of maintaining the staff and an organisational structure. Firstly, there should be a purpose or target of an organisation for future achievements. There should be a timeline and a fixed budget to make the efforts and time period of the plan (Cummings and Worley 2014). There should be a staff directory and organisational structure to run the development plan properly. To make an organisational developing plan work, the leadership needs to specifically work on all these subjects to create or enhance a structure.  
   
   
2. The steps of organisational development activities depend on the nature of the organisation. However, in general the steps like democratic decision making, enhancing of group activities, building of trust, encouragement of employees and many other strategic interventions from the leadership can play important roles in the enhancement of the organisation (Rana, Bansal and Gupta 2015).
   
   
3. This survey is based on the satisfaction of the employees in the steps taken by the leadership for organisational development of a reputed corporation. Employees are taken as samples for this survey. The survey model is based on four different objectives. They are:
   
   
4. Market Analysis: The market analysis of a company provides the survey holder an insight about the happenings of in the company.
   
   
5. Production evaluation: The production evaluation of the company provides information about the progress of the Business organisation which is directly related to the incentives and the salary of the employees.
   
   
6. Satisfaction: The satisfaction of the employees are dependent on factors like working hours, salary hike, management behaviour and the environment in the workplace. This plays a major role in the survey model of a company to understand the success or failure of an Organisational development plan.
   
   
7. Essential steps should be taken in order to maintain the organisational development program of a company. First of all the development plan should be assessed in regular intervals. The issues like Finance, Marketing, Purchasing, Sales and Management should be monitored by experts. The communication system between the leadership and the employees should be properly regulated (Goetsch, and Davis 2014). The implementation of performance based management will be instrumental in this case as it will encourage the employees to work hard in order to gain incentives from the organisation (Gounaris and Boukis 2013). There should be a well organised skill development program in the organisation in order to make them acquainted with the requirements of their job profile.

5. This survey is based on the employees of a workplace. This survey will define the satisfaction level of the employees in a corporation.

Objective:

The objective of the survey is to understand the employee satisfaction level in the workplace.

Questionnaire

1. The feedback of the survey report is quite expected. The following strategies will be applied to contemplate the problems in the organisation on the basis of the survey results.

• As about 65 percent of the employees are either not in favour of the restructuring of the organisational development model or they do not consider them a part of the decision, the development plan should be delayed for the time being.
• There will be announcements through emails, messaging service and individual communication to reassure the employees about the stability of their jobs even after the restructuring of the development plans.
• A general body meeting also becomes important in order to openly clarify the reasons behind the restructuring.
• It will be reassured to the employees that they will be included in the further decision making processes.

References

Agrawal, A.N., 2015. EXAMINING IMPACT OF STRATEGIC LEADERSHIP ON EFFECTIVENESS OF BUSINESS ORGANISATION. NHRD Network Journal, p.16.

Cummings, T.G. and Worley, C.G., 2014. Organization development and change. Cengage learning.

Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper Saddle River, NJ: pearson.

Gounaris, S. and Boukis, A., 2013. The role of employee job satisfaction in strengthening customer repurchase intentions. Journal of Services Marketing, 27(4), pp.322-333.

Grant, R.M., 2016. Contemporary strategy analysis: Text and cases edition. John Wiley & Sons.

Pettigrew, A.M., 2014. The politics of organizational decision-making. Routledge.

Rana, N., Bansal, M. and Gupta, M.A., 2015. Organisational Development: A Paradigm. GLOBAL JOURNAL OF BUSINESS MANAGEMENT.

Singhapakdi, A. and Senasu, K., 2014. Relative Effects of Lower-Order and Higher-order Quality of Work Life on Employee Job Satisfaction and Life Satisfaction: Case Studies of Service and Manufacturing Sectors in Thailand.