Assessment Task 2 of BSBMGT615
Boutique Build Australia
Organisation development plan
Introduction
Provide an introduction to the organisation development plan.
Organisation Development is a planned and systemic change effort using organisation theory and
behavioural science, knowledge and skills to help the organisation become more vital and sustain-
able. OD is not a technique or a group of tools but rather, something that can be applied at any
time an organisation wants to make planned improvements. (McLean, 2005)
The benefits of an OD approach supports the development of an culture, which underpins more in-
novation and creativity, increases job satisfaction, develops more positive interpersonal relation-
ships and fosters greater participation in creating plans and defining organisational goals.
The practice of OD is grounded in a distinctive set of core values and principles that guide behav-
iours and actions (interventions). These include:
Respect and inclusion—the perspectives and opinions of everyone are valued equallyCollaboration—
building win-win relationships in the organisation
Authenticity—people within the organisation should behave congruent with their espoused
values
Self-awareness—committed to developing self-awareness and inter-personal skills within
the
organization
Empowerment—focus on helping everyone in the organisation to increase their individual
level
of autonomy, and sense of personal power and courage, in order to enhance productivity and ele-
vate employee morale.
Responses could include:
The quality of our staff and leaders is critical to how effective and successful we are.
We also want people to see that working for our organisation will be an admired and competitive career
, choice.
Boutique Build Australia
Organisation development plan
Introduction
Provide an introduction to the organisation development plan.
Organisation Development is a planned and systemic change effort using organisation theory and
behavioural science, knowledge and skills to help the organisation become more vital and sustain-
able. OD is not a technique or a group of tools but rather, something that can be applied at any
time an organisation wants to make planned improvements. (McLean, 2005)
The benefits of an OD approach supports the development of an culture, which underpins more in-
novation and creativity, increases job satisfaction, develops more positive interpersonal relation-
ships and fosters greater participation in creating plans and defining organisational goals.
The practice of OD is grounded in a distinctive set of core values and principles that guide behav-
iours and actions (interventions). These include:
Respect and inclusion—the perspectives and opinions of everyone are valued equallyCollaboration—
building win-win relationships in the organisation
Authenticity—people within the organisation should behave congruent with their espoused
values
Self-awareness—committed to developing self-awareness and inter-personal skills within
the
organization
Empowerment—focus on helping everyone in the organisation to increase their individual
level
of autonomy, and sense of personal power and courage, in order to enhance productivity and ele-
vate employee morale.
Responses could include:
The quality of our staff and leaders is critical to how effective and successful we are.
We also want people to see that working for our organisation will be an admired and competitive career
, choice.
