Bsbldr lead and manage organisational change

BSBLDR601 Lead and manage organisational change| Assessment 1

BSBLDR601 Lead and manage organisational change| Assessment 1

The assessment questions/tasks in this workbook assess aspects of all the elements, performance criteria, skills and knowledge and performance requirements of the unit of competency.

To demonstrate competence in this unit, you must undertake all activities in this workbook and have them deemed satisfactory by the assessor. If you do not answer some questions or perform certain tasks, and therefore you are deemed to be Not Yet Competent, your trainer/assessor may ask you supplementary questions to determine your competence. Once you have demonstrated the required level of performance, you will be deemed competent in this unit.

Prior to commencing the assessments, your trainer/assessor will explain each assessment task and the terms and conditions relating to the submission of your assessment task. Please consult with your trainer/assessor if you are unsure of any questions. It is important that you understand and adhere to the terms and conditions, and address fully each assessment task. If any assessment task is not fully addressed, then your assessment task will be returned to you for resubmission. Your trainer/assessor will remain available to support you throughout the assessment process.

Assessment tasks

 Your assessment tasks are well presented, well referenced and word processed

Plagiarism

 Handing in assessments markedly similar to or copied from another learner

 Presenting the work of another individual or group as their own work

Assessments must be typed using document software such as (or like) MS Office or Adobe. Handwritten assessments will not be accepted (unless, prior written confirmation is provided by the trainer/assessor to confirm).

Competency outcome

If you feel that you have been unfairly treated during your assessment, and you are not happy with your assessment and/or the outcome as a result of that treatment, you have the right to lodge an appeal. You must first discuss the issue with your trainer/assessor. If you would like to proceed further with the request after discussions with your trainer/assessor, you need to lodge your appeal to the course coordinator, in writing, outlining the reason(s) for the appeal.

Special needs

• Your answers must demonstrate an understanding and application of learning practices

• Be concise, to the point and write answers within the word-limit given to each question. Do not provide irrelevant information. Remember, quantity is not quality.

It is to be used when referred to in the Learner Workbook, to help answer the relevant questions.

Case Studies
Case Study A – Change requirements
You are an area manager for a fast-food restaurant chain, and one of your restaurants is underperforming in terms of:
 Poor management
 Poor customer service
 Underperforming in terms of profit month on month.

You run your own business in painting and decorating, and you have recently decided to rebrand your business. This is due to another painting and decorating company with a similar name that receives negative feedback and has a bad reputation. You have found that customers are getting you mixed up and are leaving you bad reviews instead of them.

Rebranding seems the most appropriate action to disassociate yourself from the negative publicity.

 Change the signage on your company vehicle

 Contact all current customers to inform them of the changes

Case Study D – Restructuring

You are the owner of a small company that provides cleaning services for local bed and breakfast accommodations. You currently have five cleaners working for you, and you have found recently that your time is being consumed by the management of your personnel rather than the needs of the business.

You are a team leader and you have found that your work team is not communicating well together through an operational change. A new system has been utilised to monitor traffic on your social media pages and requires the team to work together to ensure important information is captured.

You have identified three members of the team who are not engaging with the others:

You are the manager of a hotel that currently employs 20 team members. To increase revenue, your senior management team had initially released a plan to refurbish a large room at the back of the hotel and start ofering the opportunity for companies to hold corporate events.

Your current hospitality team members are fully trained to work in the restaurant, and the bar and you were in the process of arranging training for the existing staf to work in the new function room.

You will need to do the following:

 Notify your stakeholders

To provide you with an opportunity to identify major operational change requirements according to organisational objectives, performance gaps, business opportunities or threats, and
management decisions.

Refer to Case Study A – Change requirements

Starting with the performance that the team is having because they are allowed to talk between orders thus delaying the customers' food, they are also rude or simply ignore the customer and they have made mistakes with some of the orders so goals should be set, if possible have a training and follow-up, If necessary, extreme measures should be applied such as a warning letter if the behavior definitely does not improve, it would also be good to start a recruitment plan if this were to happen, so this would be the last resort if there is no improvement in the overall picture.

Once the performance of the team has improved, it is necessary to make sure that the leadership ofered by the manager is adequate, since the type of leadership that has been implemented is not giving results since he does not usually perform the tasks that someone in his position should do, so it was decided that he could improve his leadership with trainings or training sessions where he is constantly being evaluated to achieve the objectives that are to be achieved for the restaurant.

change requirements.

Refer to Case Study A – Change requirements

leaves dissatisfied convinced of the poor customer service ofered, the brand could be diluted and

drive customers away, causing alienation and profits to drop as customers walk away.

better manage time, for instance.

 New challenges and friendly competition: Friendly competition and an internal motivation to

before.

Activity 1C

In a short summary briefly outline how you will meet the requirements of your investor.

You must include:

 The total amount of money invested in the organization's pool of assets.

 Capital creation resources and funds of the enterprise (flow variable - the sum of "inflows" of money

Activity 2C

task. Your summary must cover the following points:

 The introduction of the new team manager
 How the day-to-day procedures will change
 How you will monitor and update the staff members.

Activity 3A

To provide you with an opportunity to assess performance of communication or education plan against objectives.

This report is based on the communication problems that have arisen lately in the company due to the operational changes implemented in the company, specifically three problems standout such as Ana who does not communicate with the rest of the team and many times does not inform them of the processes she performs, such as Adam who is reluctant to talk to others and is reserved, has knowledge but does not share it with his colleagues and such as Clara who is considered unfriendly and inaccessible; she does not have eye contact with others and keeps her head down when working, speaks when spoken to but does not ofer to help others.

The company's capacity to optimize its performance is hampered by poor communication. A culture of distrust, restricted staf involvement, uncertainty, and inefficient customer interaction are all negative consequences of communication issues. Lack of commitment leads to a lack of organizational dedication, low morale, and, ultimately, attrition. Employees looked to their supervisors for direction, feedback, and positive reinforcement. When these elements are absent or poorly executed, the gap between management and employees grows.

To provide you with an opportunity to identify and respond to barriers to the change according to
risk management plans and organizational objectives.

Refer to Case Study E – Communication issues

 - Lack of motivation: Lack of interest or overall motivation is frequently caused by how management communicates with or treats employees. Team members should be talked to and interacted with. Determine whether any underlying issues are hurting their performance. Once you've figured out what's wrong, correct it or refer it to someone else in the company who can help.

This must include:

 Arranging training for 15 members of the team to work in the new corporate room  Explaining how you will select five members of the team for redundancy.
Train 15 team members.

If an employer uses performance-based criteria to determine who will be laid of, subjectivity should be minimized. Performance-based criteria that take into account objective sales targets or other quantitative performance data, for example, are easier to defend than criteria that merely evaluate managers' opinions.