BSBINN601 Student Assessment LF4

Institute of Business and Management Australia
ACN: 169 079 896 | ABN: 45 169 079 896

Level 3 , 178-180 Queen Street, Campbelltown, NSW 2560
National Provider No: 41025
CRICOS No: 03571G
Assessment Tasks
BSBINN601 Lead and manage organisational change
Student name: ________________________________________________________
Date submitted: ________________________
Assessment for BSBINN601 Lead and manage Last updated : 21March Next review : 26March
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organisational change 2016 2017
ACN: 169 079 896 | ABN: 45 169 079 896
CRICOS No: 03571G
Assessment plan
The following outlines the requirements of your final assessment for BSBINN601 Lead and manage
organisational change. You are required to complete all tasks to demonstrate competency in this unit.
This unit is assessed through the following:
Assessment Requirements Method of Assessment Due date
1. Written questions Students must correctly answer all

questions.
2. Change management briefing report Students must develop a briefing report

for management on change
management strategies.
3. Change management plan and Students must develop a change

communication and education plan management project plan and
communication and education plan.
4. Change management presentation Students must prepare for and conduct

a presentation about changes for staff.
5. Change management implementation project Students must implement change

management plan activities, as well as
evaluate and review their change
management project plan following
implementation activities.
6. Change management plan review and Students must update their change
evaluation project management plan.
All assessments will ensure that the principles of assessment and rules of evidence are adhered to. The
principles of assessment are that assessment must be valid, fair, reliable and consistent. The rules of
evidence state that evidence must be sufficient, valid, current and authentic.
If reassessment is required, you will be given the chance to resubmit the assessment task. You will have up to
three opportunities to resubmit each assessment task. If, after the third attempt, the assessment is still not
satisfactory your trainer/assessor will make alternative arrangements for assessment.
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Agreement by the student
Have you read and understood what is required of you in terms of assessment?  Yes  No
Do you understand the requirements of this assessment?  Yes  No
Do you agree to the way in which you are being assessed?  Yes  No
Do you agree that all the work you submit will be your own?  Yes  No
Do you have any special needs or considerations to be made for this assessment?  Yes  No
If yes, what are they?
__________________________________________________________________
Do you understand your rights to appeal the decisions made in an assessment?  Yes  No
Student name: ___________________________________________________________________________
Student signature: ______________________________________________ Date: ___________________
Assessor name: __________________________________________________________________________
Assessor signature: _____________________________________________ Date: ___________________
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Assessment Task 1 – Written Questions
Task Summary
 This is an open book test.
 Students need to answer all of the written questions correctly.
 Answer should be provided on a separate sheet of paper with the assessment task number clearly
indicated, the students name and each question clearly marked. Answers must be word-processed and
sent to the assessor via email. As a guide answers will generally be at least one paragraph.
What do students need to complete this assessment?
 Access to textbooks/other learning materials
 Computer and Microsoft Office

 Access to the internet
When and where do students need to do this?
This assessment task will be completed in the classroom.
Write in the date as advised by your assessor:
___________________________________________________
What do students have to submit?
 Answers to all questions in the format outlined above
What if students get something wrong?
If your assessor sees that you did not complete the task satisfactorily, they will give you feedback about the
questions you have not answered correctly and a timeline for resubmission.
Instructions to students
1. Discuss three reasons why an organisation might initiate change.
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2. Outline at least three reasons why individuals or groups within an organization may resist change. Include
at least one suggestion for each of the areas you identify to how resistance can be overcome.
3. Discuss three benefits of effective organizational change strategies.
4. Discuss key phases of a change management process?
5. Discuss five components that may be included as part of a change management plan.
6. Explain the purpose of a PESTLE analysis in the context of change management, including an outline of
each component of the PESTLE analysis.
7. Discuss the purpose of Kotter’s 8-step change model and the steps involved. Explain each of the steps
involved.
8. Discuss at least three barriers to organisational change.
9.Discuss at least three strategies to address barriers to organizational change. .
10.Discuss force-field analysis as a model for understanding the change process
11. Outline the key premises of the Burke & Litwin organisational change model and its application to the
change process.
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Assessment Task 2: Change management briefing report
Task Summary
This assessment task requires you in the role of Operations Manager of Samson Media to prepare briefing
report to assist in guiding change at Samson Media. This will require you to review and analyse the scenario
information, as well as research and use expert sources of advice to assist in the change management
process.
You will also be required to participate in a role-play meeting with the CEO of Samson Media to discuss your
findings and to seek input to assist in the identification of major change requirements and opportunities.
 Computer and Microsoft Office

 Access to the Internet for research
 Change management briefing report template
 Risk assesment template
 Meeting space
 Role-play participant (assessor)
This assessment task must be completed in the classroom, as part of the simulated work environment.
Write in the date of the assessment as advised by the assessor:
___________________________________________________
What do students have to submit and how will students be assessed?
Submit:
Change management briefing report
Assessment criteria:
To be assessed as having satisfactorily completed this task, students will be required to complete all of the
activities indicated in the instructions for students and will be assessed against the criteria included in the
checklist.

If your assessor sees that you did not complete this assessment task satisfactorily, they will ask you to redo
the task
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Samson Media is a publisher of several upmarket fashion magazines. It has strong links with a
number of high profile fashion houses whose products are featured in the magazines and also provide
a significant source of advertising revenue. Readers of the magazines are predominantly 35 – 54 year
old women.
Readership has fallen over the last two years. This is due in the most part to due to competition from
a range of other fashion magazines and consumers switching to digital media. Due to the decline in
readership, profits have also fallen by 20% and there has also been a decrease in the share price.
As a consequence, a new CEO, Amir Johnson, has been appointed. Amir was the former Marketing
Director for a well-known successful media business that included a national newspaper, magazines
and a subscription television channel. Publications are focused mainly on sport and celebrity gossip. It
is able to undercut its competitors with low prices, enabled by a ruthless approach to achieving high
levels of efficiency.
Amir and his team of Managers have developed a Strategic Plan that includes the following
objectives.
 Increase return on capital employed to 8% within 2 years
 Enact a transformational change of the company that will convert all magazines to a digital
format only.
 Close the printing and distribution site.
 Achieve cost efficiencies through relocating the head office to a smaller office.
 Restructure head office staff through moving to a smaller core of permanent staff and more
contract staff.
It is intended that the new digital magazines will have the following features:
 Focus on health and beauty, fashion and celebrity gossip.
 Some free content but full access available only on a subscription basis.
 Additional features available to subscribers such as video clips, podcasts and discussion
Current staff information is as follows. All staff are full-time permanent staff and their total salary costs
per annum to Samson Media are also included below.
 General Manager - $200,000
 Finance Manager - $150,000
 Marketing Manager - $150,000
 Customer service manager - $100,000
 Customer service assistant- $240,000 (total salary costs for each journalist is $80,000) (2) -
$100,000 (total salary costs for each assistance is $50,000)
 Online Marketing Coordinator - $120,000
 Human Resources Manager - $110,000
 Editor - $85,000
 Art Editor - $80,000
 Journalists (3) - $270,000 (total salary costs for each journalist is $90,000)
 Graphic designers (2) - $240,000 (total salary costs for each journalist is $80,000)
 Editing Assistant (2) - $120,000 (total salary costs for each assistance is $60,000)
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 Photographer (2) - $150,000 (total salary costs for each assistance is $75,000)
 Senior Designer (2) - $260,000 (total salary costs for each journalist is $120,000)
 Senior Production Controller - $95,000
 Printing and distribution (20 staff) – Total $1,000, 000
The cost of running the printing and distribution site, plus staff costs is currently approximately
$1,500,000 per annum. It has been identified that given the change to the new medium of publication
it will be an immediate priority to shut down the site and make all of the staff redundant.
The current office rent is $500,000 per annum.
Employment contracts are in place for all staff members employed in Head Office. Printing and
distribution workers are employed under an award. The CEO has indicated that he is interested in
moving towards an enterprise agreement arrangement for all remaining staff and would like to have
this reviewed as part of the change management process.
Current human resources policies and procedure include a recruitment, selection and induction policy
and procedure and a termination policy and procedure. There is an ad-hoc performance review
process in place which occurs as issues arise. There are no formal process for training needs
analysis or professional development.
As the General Manager, you have been asked to lead the development and implementation of the
change management plan with the first step being to consult with an organisational change expert to
discuss issues and strategies for change management for the company.
It is anticipated that while there will be some cost savings in making the change, there will also be
costs involved including:
 Redundancies – anticipated cost is $300,000
 Upskilling staff - $100,000
 Consulting with experts - $100,000
 Communication throughout change with key stakeholders - $100,000
1. Review scenario and conduct research on best practice change management strategies
 Thoroughly review the scenario information provided above.
 Analyse the company’s organisational objectives as outlined in the scenario information and consider
the strategic changes needs that will need to occur based on strategic objectives. Make notes on your
analysis for use in your briefing report as outlined below.
 Review the current human resources policy and procedures used within Samson Media against
strategic objectives and the need for change. In the light of the changes required to the organisation,
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consider changes that may need to be made to the human resources policies and procedures and any
gaps. Make notes for use in your briefing report.
 Using the Internet, research change management, issues and practices including barriers that can
impact on change and best practice change management strategies.
Make notes for inclusion in your briefing report and to assist you in identifying best practice change
manage strategies for Samson Media.
You will also need to identify these sources of information in your briefing report to show that you
have identified expert guidance on change management so make notes on all the sources of
information you identify and use.
You should identify at least three sources of information and you will need to use these in your
briefing report as outlined below.
 Monitor the external environment by researching and analysing trends in magazine publishing/on-line
magazine readership and their impact on Samson Media’s organisational objectives as per the
scenario information. This should also include a PESTLE analysis, reviewing political, economic,
social, technology, legal and environmental factors. Make notes on sources of information, as well as
general findings for inclusion in your briefing report.
 Consider major operational change requirements and recommended order of priority based on your
review of the scenario information and human resources policy and procedure. Make notes for use in
your report.
2. Develop change management briefing report
 Using your research and analysis as above, develop a briefing report for the CEO using the template
provided to you by your assessor. The purpose of the change management report is to identify change
requirements and opportunities and to inform the development of the change management plan.
 Your briefing report must address the following based on the activities you have already completed:
 An overview of the current situation facing Samson Industries including:
a. Analysis of the company’s organizational objectives and identification of strategic changes

needs.
b. A review of the current human resources policies and procedures and practices at Samson
Media against strategic objectives and report on required changes.
 An analysis of the external environment relevant to Samson Media and its objectives, including
events/trends that impact on strategic objectives, including trends in magazine publishing, as well
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as trends in on-line magazine readership. Your analysis should reflect a PESTLE analysis
approach, reviewing political, economic, social, technology, legal and environmental factors.
 An outline of the major operational change requirements for Samson Media based on your
analysis and review, as well as recommended priorities for change.
 Sources of information you identified about best practice change management strategies, as well
as an overview of best practice change management strategies. Summarise each source of
information and briefly outline how it has assisted in identifying major change requirements and
opportunities.
 An analysis of the potential risks/barriers to change for Samson Media and strategies to
overcome risks and barriers to change. In identifying risks and barriers to change and solutions to
address these, you must demonstrate high level problem solving skills to identify all possible
risks, as well as innovative approaches to risk mitigation. Use the risk assessment template
provided to you.
 A cost-benefit analysis of the high priority change requirements and opportunities. Research and
document any costs for the change requirements you are recommending.
 Recommended communication and education strategies to inform all stakeholders of the change,
as well as promote the benefits of the change.
3. Submit change management briefing report
 When you have completed your briefing paper, you should send it via email to your assessor as
though they are the CEO, as well as the other Senior Managers (this will be your assessor). Your
email must include: a brief overview of the purpose of the briefing paper.
 Your assessor will review your report and email you regarding the date and time of the meeting to
discuss your report and to provide input into the change management process.
4. Participate in change management plan meeting
 In this final part of the assessment, you are required to participate in a role-play meeting to discuss your
briefing report prior to developing a change management project plan and communication and
education plan (see Assessment Task 3). Your assessor will advise you of the date and time of the
meeting.
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 At the meeting, carefully explain each part of your briefing report, including best practice change
management strategies and the expert sources of advice you identified to establish the best practice
change management strategies.
 Seek input on the change requirements/opportunities you have identified, including your recommended
priority for the changes.
 During the meeting, you will need to demonstrate effective communication skills including:
 Discussing information
 Asking questions to identify required information
 Responding to questions as required
 Using active listening techniques to confirm information
 Your assessor will provide you with feedback, which you must use in the development of the change
management plan, as well as communication and education plan.
 Following the meeting, send an email to the CEO (your assessor) confirming the feedback that has been
provided.
Change Management Plan Template

Introduction
Provide background, link to strategic goals and different changes
Project Sponsor
This person leads the amendment project and is in charge of guaranteeing the project and alter set
up are enforced
Project Objectives
Detail what the project can come through.
Change Objectives and Principles
Provide details of:
 What the amendment method can come through [e.g. data sharing, engagement, input into
system changes];
 Principles that underpin the amendment set up [e.g. inclusiveness/consultation, timeliness];
and
 Ethical problems that require to be thought-about and the way the amendment can set up
can address them.
Change set up components

What are the most components within the amendment plan? [E.g. people/culture,
systems/technology, documentation, positions/roles, process, skills] every of those components
might need a selected focus within the amendment set up.
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Rationale for the amendment

List the drivers and constraints for amendment.
What are the risks for the amendment process?
Key neutral Analysis
 Identify the key stakeholders [consider employees, different colleagues within the
University, management, unions, students and different clients] and:
 Analyse their response to the amendment [e.g. what is going to be their main concerns/fear,
wherever is there seemingly to be support for the change];
 Identify their desires in terms of amendment management and think about vogue the design
the fashion} of communication needed [language style & level]; and
 Change Management set up guide
 Identify the popular media for human activity or consulting with them concerning the
amendment [e.g. sessions involving dialogue concerning the changes, newsletters, and
briefings from project team members, commonly asked questions].
Assessment of Readiness to alter

Comment on the standing of the amendment to this point [e.g. is there a high level strategy in situ
that stakeholders are already alert to and committed thereto provides a framework for the change].
What components would possibly support the amendment [e.g. discontentedness with current
processes; a work culture that supports amendment and innovation].
Is there robust senior support for the change?
Key amendment Messages
Identify concerning half dozen key messages to convey concerning the amendment method, being
direct concerning gains and losses. Consider:
What are gained/lost for the key neutral teams within the amendment process?
 The messages from the neutral perspective;
 What are their main concerns; and
 Presenting changes in an exceedingly positive lightweight even while acknowledging loss.
Identify amendment components

Structures/Processes/Responsiblities/Resources/Timeframes/Performance Measures
Consider the requirement for explicit amendment support structures [e.g. a amendment team, super
users/specialists WHO are trained 1st and might support folks within the work, involvement of
users/key stakeholders at numerous stages, amendment champions within the workplace].
Consider if there's a necessity for transformation arrangements to support and whether or not the
introduction of the amendment method must be staged.
What can be the impact on workloads and the way will these be managed?
Develop amendment set up
Develop a amendment set up together with performance measures [how can you recognize the
amendment set up is effective? make sure the setup is satisfactorily resourced.
Actions Who When Performance measures
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Identify the Risks You organization When your progress Skill Enhancements
Face not satisfactory
Establish a Risk organization One method is to Commitment

Threshold. assess the risk along
two dimensions: the
probability of the risk
occurring, and the
impact the risk would
have if it actually
occurred.
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Risk Assessment
When a comprehensive list of risks has been ready, associate degree entity is prepared to perform
a risk assessment. individuals decision these many alternative names like a corporation risk
assessment or control risk assessment. Organizations might perform assessments for specific areas
of risk like information risk management or IT security. notwithstanding the scale of the
organization or the scope of the assessment the subsequent square measure 3 key parts of a risk
assessment:
 Develop Assessment Criteria,
 Assess Risks, and
 Prioritize Risks.
Assessment criteria is developed before assessing the known risk to make sure that participants
assessing and prioritizing risks square measure mistreatment same basis to try and do therefore.
The chance and impact of bound risks square measure the foremost common attributes wont to
assess risks. forward that every participant may assess the chance and impact of a bearing as high,
medium, or low; the standards would specify ranges that every rating would cowl. as an example,
the standards might outline a coffee chance rating because the risk isn't probably to occur within
the next year, whereas a medium is probably going to occur within the next 6-12 months, and a
high is probably going to occur within the next six months. while not outlined criteria, ratings
would be troublesome to interpret across variety of participants.
Another element that ought to be outlined within the assessment criteria is whether or not risks
square measure to be rated supported inherent or residual risk. Inherent risk would need
participants to assess the chance with the belief that no controls square measure in situ.
mistreatment residual risk would assess the chance that's left in any case of the controls the entity
has place in situ. My expertise has found mistreatment residual risk to be the best approach.
The process for assessing risks is wherever participants truly rate every risk supported the
assessment criteria. For larger enterprises, this could be reiterative method wherever you may have
an outsized cluster of lower or inferior managers assess the chances 1st then give a set of risks
supported their input to a senior managers or government leadership to assess the risk. A smaller
business could also be do its risk assessment in one spherical or workshop with its leadership. Risk
assessments is conducted in a very kind of ways in which like on-line surveys, person interviews,
cluster workshops, or benchmarking. The results of this method may be a risk rating for every risk
generally supported the common chance and impact.
While all risks square measure prioritized supported their risk rating from the chance assessment,
risk prioritization may be a ensuing method to work out risk management priorities by scrutiny the
amount of risk against preset risk levels and tolerance thresholds. The read of risk is dilated from
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terms of monetary impact and chance to incorporate subjective criteria like health and safety
impact, reputational impact, vulnerability, and different qualitative factors. This can be AN
activity that ought to be performed with executives and members of the board UN agency have
oversight for the corporate. sure controls with lower risk ratings could also be prioritized more
than others because of these further factors.
Beginning structure Risk Management
Many organization’s risk management activities finish with AN annual risk assessment. However,
that's simply the start of risk management. The danger assessment provides info on the key or high
risks facing the organization likewise as a baseline of risks to contemplate once evaluating its
control atmosphere. However, a risk assessment may be a pointless exercise unless management
takes action on this info.
How are you able to Address Risk?
While you will have responsibility for facilitating the method, structure risk management should
be shared by leadership throughout the organization. You, your team, and people senior leaders
collaborating within the method frame your primary structure risk management structure.
Members of this cluster ought to be allotted possession for the highest priority structure risks. Risk
homeowners not solely hold a leadership position, however even have expertise and
responsibilities associated with the risk(s) that they own. Risk homeowners ought to be enabled to
recruit help to analysis the danger and potential actions the organization will fancy address the
risks. the subsequent area unit 5 varieties of actions one will fancy address a risk:
Accept – by acceptive a risk, a company decides to require no action and to trot out the
implications if/when it happens.
Avoid – selecting to avoid a risk is once AN entity forgoes sure activities that might probably
cause the danger.
Mitigate Risk – a company mitigates a risk by adding controls activities that scale back or
eliminate the danger.
Transfer – a corporation transfer’s risk by insuring for the potential impact of a risk or by
outsourcing the activities associated with the danger to a different organization.
Exploit – a company exploits a risk once the impact is positive by playacting activities that
increase the probability of its incidence.
Risk homeowners ought to gift the extra info learned concerning their various risks similarly as
their planned actions to the organization’s risk management structure and, if separate, the manager
team for his or her review and approval to require action.
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When do you have to assess Risk?
As the word management suggests, risk management is associate degree current method. the
planet is consistently dynamic with new technology, regulative changes, business shifts, etc. to
boot, as a part of risk management organizations area unit creating internal changes.
Consequently, risk management is associate degree unvarying method. Associate degree annual
risk assessment is also adequate for a corporation to fulfill its minimal compliance obligations.
However, organizations ought to frequently go back its risk assessment and therefore the
connected action plans to assess if the chance has modified and to see the impact of its actions to
scale back the organization’s overall risk profile.
How are you able to Assess Risk at Service Providers?
We sleep in each day once nearly each organization outsources one thing. Outsourcing transfers a
number of the chance to the service supplier. However, if your company may be a service supplier,
you continue to area unit liable for observation your service suppliers and making certain the
standard of the top delivery of your services to your purchasers.
So, however are you able to get snug along with your service suppliers management atmosphere
and quality of service? You’ll request and review a SOC report from your service supplier. It will
assist you determine risks that aren't self-addressed by a service supplier and therefore the ought to
implement controls to mitigate those risks at intervals your own atmosphere. Learn additional
regarding the various styles of service organizations that you will wish to request a SOC report.
Risk management may be a continual method not an occasion. If performed properly, it is a robust
tool that permits organizations to control at associate degree best risk level that permits them to
maximize their price creation. It’s necessary to recollect that service suppliers for crucial processes
ought to be thought-about associate degree extension of your organization
Assessment Task 3: Develop a change management plan and

communication and education plan
Task Summary
This assessment task requires you in the role of General Manager to develop a Change Management Plan,
as well as a Communication and Education Plan. You will use the research and analysis you conducted in
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Assessment Task 2 as documented in your briefing paper, as well as the meeting input to develop these
plans, as well as the input provided by the CEO during the meeting you participated in.

 Access to the internet for research
 Change management plan template
 Communication and education plan template.
This assessment task must be completed in the classroom as part of the simulated work environment.
___________________________________________________
Submit:
 Change management plan

 Communication and education plan
To be assessed as having satisfactorily completed this task, students will be required to complete all of the
activities indicated in the instructions for students and will be assessed against the criteria included in the
checklist.

If your assessor sees that you did not complete this assessment task satisfactorily, they will ask you to redo
the task
Complete the following activities:
1. Using the research and analysis, as well as the meeting input from Assessment Task 2, develop a
Change Management Plan for Samson Media using the template provided to you by your assessor and
that sets out all aspects of the recommended changes, including objectives and specific actions, as
well as required resources.
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2. Develop a Communication and Education Plan to use in conjunction with the change management
project plan. Use the template provided to you by your assessor to show how the change will be
managed, including provision of information to staff about the proposed changes and benefits. Ensure
that the strategies you develop are designed to promote the benefits of change to staff and to reduce
the likelihood of a negative response/adverse outcomes. Your communication and education plan
should also show the reporting process to senior management, which will be required on a regular
basis.
3. When you have completed each of the above plans, you should send them via email to your assessor
as though they are the CEO and other senior management staff.
Your email should indicate that you are seeking input and final approval for the change management
plan, as well as the communication and education strategies. You should also identify appropriate
reporting arrangements during the change management process the change management process as
documented in the communication and education plan
4. Your assessor in the role of the CEO/Senior Management will email you with some input into each of
the plans you have submitted and you will need to update the plans accordingly and send the final
version to your assessor. You should confirm in the email that you are able to proceed with the plan
now that the required changes have been made.

1. Using the research and analysis, as well as the meeting input from Assessment Task 2, develop
a Change Management Plan for Samson Media using the template provided to you by your
assessor and that sets out all aspects of the recommended changes, including objectives and
specific actions, as well as required resources.
CHANGE MANAGEMENT PROCESSES AND SYSTEMS

Change management processes and systems pave the style for victorious modification
management. It’s essential to be able to submit a modification request, track, schedule, and
manage that request through delivery. On the style, you would like to jointly monitor roadblocks,
milestones, and resistance. A modification management system will allow one storage location for
all information association with structure changes, standardization of procedures, analysis of
trends and activity, and straightforward access from anywhere at any time. Rummage around for a
system that provides the following functionality:
 Configurable modification request forms
 Change approvals
 Change observation
 Updating modification
 Change assignment to folks, teams, and/or modification advisory or modification control
panel
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 Ability to classify as a modification and sophistication as a defect if necessary

 Schedule of changes (Forward Schedule of Change)
 Configurable modification management processes
 Role assignment
 Change log for historical pursuit
 Budgeting and worth controls
 Ability to interrupt work down into tasks.
2. Develop a Communication and Education Plan to use in conjunction with the change
management project plan. Use the template provided to you by your assessor to show how the
change will be managed, including provision of information to staff about the proposed
changes and benefits. Ensure that the strategies you develop are designed to promote the
benefits of change to staff and to reduce the likelihood of a negative response/adverse
outcomes. Your communication and education plan should also show the reporting process to
senior management, which will be required on a regular basis.
A developed action started will:

Priorities actions needed to be created to change/ systems/ processes/ technology/ equipment/
timings/ budget/ employment etc.
Address any new knowledge/ skills/ behaviours/ capabilities needed for the change.
Prepare people for change, including:
 Wellbeing
 Communication (a separate started might even be needed)
 Consultation (where appropriate) – collective and individual
 Addressing equality issues
 Development: Training/ mentoring/ employment arrangements.
 Identify United Nations agency area unit answerable for each action.
 Outline milestones and timescales.
Identify analysis requirements:
Determine what to measure to assess whether or not or not the change effort is progressing after all
and whether or not or not it's productive post-implementation review might even be helpful to
identify future learning for future change etc. obtain government approval of the projected change
started, as acceptable.
Communications
You may in addition presently be turning out with for effective communications by developing an
idea to deliver messages at varied stages through the change, and to whole totally different
audiences. Communication is completely totally different to consultation. Communication is
relating to sharing your plans with others, whereas consultation is relating to seeking input before
making alternatives. You should aim to manage people’s expectations by: giving sufficiently clear
information, being realistic, and being open and honest.
3. When you have completed each of the above plans, you should send them via email to your
assessor as though they are the CEO and other senior management staff.
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Your email should indicate that you are seeking input and final approval for the change management
plan, as well as the communication and education strategies. You should also identify appropriate
reporting arrangements during the change management process the change management process as
documented in the communication and education plan
- Dear CEO,
As per the on top of plans and also the method needs modification management processes
and systems pave the design for victorious modification management. It’s essential to be
ready to submit a modification request, track, schedule, and manage that request through
delivery.
Kind Regards,
4. Your assessor in the role of the CEO/Senior Management will email you with some input into each of
the plans you have submitted and you will need to update the plans accordingly and send the final
version to your assessor. You should confirm in the email that you are able to proceed with the plan
now that the required changes have been made.
Confirmation of email.
After managers have evaluated a state of affairs and set that enhancements square measure
necessary, they analyze that changes will improve productivity or increase profits. Sensible
managers develop a communication decide to justify the projected modification initiatives
to their workers. Early and effective communication helps to induce heaps of employees to
support the changes, still as address any fears or objections. Several factors will facilitate to
relay the new knowledge in an exceedingly} very manner that respects your workers.
Kind Regards,
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Assessment Task 4: Change management presentation project

Task summary
For this assessment you will be required as part of the communication and education strategy to prepare and
deliver a presentation to staff so as to inform them about the changes that will be implemented for Samson
Media and their impact on staff.
You are also required to develop a series of power points to assist you in explaining the changes.
The purpose of the presentation is to provide information to staff, as well as give them the opportunity for input
to assist in the process of staff embracing changes.
The staff will be role-played by your assessor, as well as students identified by the assessor who are studying
another qualification and are willing to role-play the staff.
 Access to the internet for research
 Change management plan (developed in assessment task 3)
 Communication and education plan (developed in assessment task 3)
 Presentation space and power point projector
 Chairs
 Role-play participants
When and where do students do this?

This assessment must be completed in the classroom as part of the simulated work environment. The
assessor will advise dates for submission.
___________________________________________________
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Submit:
 Completed Power points
 To be assessed as having satisfactorily completed this task, students will be required to complete all
of the activities indicated in the instructions for students and will be assessed against the criteria
included in the checklist.
tasks you have not completed satisfactorily and a timeline for resubmission.
1. Develop presentation
 For this part of the assessment task you are required to develop a presentation to assist in informing
employees about the change management plan you developed in Assessment Task 3, as well as the
communication and education plan to be adopted during the change management process. The
purpose of the presentation is to ensure that employees are fully informed and also have the opportunity
to contribute to the change management process. You may also wish to review Kotters 8-Step change
model to assist you in developing a presentation that will appeal to staff and will promote acceptance
of the change.
 You must ensure in developing your presentation you ensure that you are providing comprehensive
information to staff to outline the changes to assist staff to accept the changes., as well as time in the
presentation where staff have the opportunity for input, again to facilitate acceptance of the change.
This will relate to the risk control treatments you identified in Assessment Task 2.
 Your presentation should be developed using Power points. Power points should include graphics such
as images, charts and tables. You must develop the required number of slides to support a presentation
of about 30 minutes.
 The presentation you develop must clearly outline:
 the rationale/vision for the change
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 the benefits of the change
 Impacts of the change on operations
 Strategies to be adopted to minimise the negative effects on staff. This should also include an
outline of the proposed arrangements for redundancies and the restructuring of current jobs in head
office.
 Prior to the presentation, send your power points to your assessor via email. Your assessor will email
you about a date and time for your presentation.
2. Conduct presentation
 You are now required to conduct a presentation in a meeting space. Prior to the meeting you will be
required to set up the space as you would in the workplace, including the projector for your power points
and chairs for participants.
 Go through each of the power point slides explain the changes and the change management process,
as well as communication and education activities (as per the information above in relation to the
developing the presentation). You must provide comprehensive information to staff to outline the
changes to assist staff to accept the changes. You must also provide the opportunity for input again to
facilitate acceptance of the change.
 During and after the presentation, you will be required to demonstrate effective communication skills
including questioning and active listening to clarify or confirm understanding of issues/questions raised
by employees.
 At the presentation you will need to seek employees’ ideas or suggestions about the changes.
Bear in mind that there will be some sensitivities, as the changes will require job losses. One of the staff
members (role played by your assessor) will be upset and you will need to handle this. You will need to
do this through using your problem-solving skills to work out how to handle this situation, as well as
speaking clearly and calmly and acknowledging the staff members’ feelings, as well as
Other students from your class will also play the role of staff members.
1 Develop presentation
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Current State Employees Have Found

 Employees generally prefer the current state
Meaning in Their Work
 Most employees feel their work matters --

that they’re contributing to something larger
than themselves. The majority of our
employees have found a sense of meaning in
the work they do today.
Current Transition Future
State State State
©Prosci. Used with permission under terms of license agreement. www.change-management.com ©Prosci. Used with permission under terms of license agreement. www.change-management.com
Transition State
Today’s Discussion
 The transition state creates stress and anxiety
 What is change management?

 How do we manage change from both the
individual and organizational perspective?
 How do we manage readiness?

State State State
Change Management
Understanding Impact of
Maturity Model (Prosci)
Change on Everyday Jobs Change management competency is evident Continuous Highest
Organizational in all levels of the organization and is part of process probability of
Level 5 competency the organization’s culture and intellectual improvement in success
property. place
Prosci CM Impact Index Group 1 Group 2 Scale
Overall impact on their day to day work 1 3 0 = Little or no impact Organizational Organization-wide standards and methods Selection of
Amount of change to their work processes 1 3 1 = less than 25% impact Level 4 standards are broadly deployed for managing and common approach
Amount of change to systems or tools they use 2 2 2 = less than 50% impact leading change
Amount of change to job roles or responsibilities 0 1 3 = less than 75% impact
Other 0 0 4 = 100% impact
Impact Index 22% 56% Multiple Comprehensive approach for managing Examples of best
78% 44%
Level 3 projects change is being applied in multiple projects practices evident
Degree of Impact Isolated Some elements of change management are Many different
Level 2 projects being applied in isolated projects tactics used
inconsistently
Group Name Group 1 Group 2 Adhoc or Little or no change management applied People-dependent Highest rate of
Level 1 absent without any formal project failure,
practices or plans turnover and
productivity loss
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Blending Organizational and

Individual Approach Three Phases of Change
 At an organizational level
 Using a structured change management approach
 Engaging sponsors in the change process
 At an individual level
 Building change competency of managers and supervisors
 Equipping employees to have the right conversations about Current Transition Future
State State State
change and how the change impacts them
Phase 1 – Preparing for Change –

Phase 1 Preparing for change assesses the current state and prepares
Define your change
management strategy for the transition.
Prepare your change
Desired outcomes
management team
Awareness
Phase 1 Preparing for change
Assessing the Creating a change
Organizational attributes
Develop your sponsorship model Sizing the change

Define your change
Change characteristics
management strategy
organization management strategy
Desire
Phase 2 Managing change A Prepare your change
management team
Develop change management plans D Customized

Assessing team Preparing the change
Knowledge activity Develop your sponsorship model Acquiring resources
Take action and implement plans
K design
competencies management team
A
Ability Phase 2 – Managing change
Phase 3 Reinforcing change
R Developing sponsor
Develop change management plans Identifying sponsors Assessing sponsor
models and enabling
and stakeholders competencies
Collect and analyze feedback sponsors
Reinforcement
Take action and implement plans
Diagnose gaps and manage readiness
Implement actions and Phase 3 – Reinforcing change

celebrate successes
Outputs: Collect and analyze feedback

Outputs:
Communications plan
Sizing the change profile
Supervisory coaching plan Diagnose gaps and manage readiness
Training plan Organizational attributes profile

Phase 2 -- Managing Change -- can be linked Readiness management plan Implement actions and
Change management strategy guidelines
celebrate successes Change management team structure
to the transition phase. Sponsor roadmap
Sponsor structure and responsibilities
Project team activities
Master schedule
Sizing the Change

Future State
 Scope the Change (workgroup, department, division,  The future state is unknown to the employee.
enterprise)
 Determine Number of Individuals Impacted
 Define Change Type (policy, process, system,
organization, job roles, etc.)
 Determine Amount of Change (incremental
improvement v. dramatic change)
State State State
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Organizational
Assessment Grid Phase 1 – Preparing for change
Define your change
management strategy
Prepare your change

(60) management team
Develop your
(44, 50) sponsorship model
Low Change
Readiness Medium risk High risk
Organizational
OnePurdue’s Phase 2 – Managing change
Attributes (50) (30)

Comprehensive Develop change management plans
Change Take action and implement plans
High Change Low risk Medium risk Management

Readiness
Approach
Phase 3 – Reinforcing change
Collect and analyze feedback

(0) (30) (60)
Small Large
Incremental Disruptive
Diagnose gaps and manage readiness
Implement actions and

Change characteristics (44) celebrate successes
Phase 1 – Preparing for change

Define your change
management strategy
Organizational Attributes Prepare your change

management team
Develop your
sponsorship model
 Value system and culture (adaptability to change)

 Capacity for change (how much more change can OnePurdue’s Phase 2 – Managing change
the organization absorb) Comprehensive Develop change management plans
 Leadership styles and power distribution Change Take action and implement plans
 Residual effects of past changes (past failures Management

may result in “baggage” that burdens a future change) Approach
Phase 3 – Reinforcing change
 Middle-management’s predisposition to Collect and analyze feedback
change Diagnose gaps and manage readiness
Implement actions and

celebrate successes
Factors Influencing Common Change

Employee’s Perspective Management Error
on Change
 A common mistake change management
 Whether they trust the sender teams make is to not train managers and
 What they have heard from others supervisors in the basic principles and tools for
 How satisfied they are with work managing change. These managers will be
 Experience with other changes at work instrumental in your overall success.
2 Conduct presentation
How to Implement Effective modification Management

Effectively managing modification needs 2 perspectives: a private perspective Associate in
Nursingd an structure perspective.
Individual modification Management
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The individual perspective is Associate in Nursing understanding of however individuals

expertise modification. Prosci’s ADKAR Model describes modification as successful once a
private has:
• Awareness of the requirement for modification

• Desire to participate in and support the modification
• Knowledge on a way to modification
• Ability to implement needed skills and behaviours
• Reinforcement to sustain the modification
If a private is missing any of those 5 building blocks, then the modification won't achieve
success. The goal, then, in leading the individuals aspect of modification is guaranteeing that
people have awareness, desire, knowledge, ability and reinforcement®.
Organizational modification Management
The structure perspective of modification management is that the method and activities that
project groups utilize to support successful individual modification. If ADKAR describes
what a private has to create a modification with success, then structure modification
management is that the set of actions to assist build awareness, desire, knowledge, ability and
reinforcement across the organization. supported over a decade of analysis, Prosci’s structure
methodology utilizes readiness assessments and strategy development to support the creation
of 5 targeted plans:
 Communication arrange
 Sponsor roadmap
 Coaching arrange
 Training arrange
 Resistance management arrange
Each of the plans contains a specific ADKAR component as its focus (read a lot of
concerning the Prosci methodology).
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Assessment Task 5: Implement change management plan

project
Task summary
For this assessment task, you are required you to implement the change management plan.
Assume that the change management plan includes training and development for staff in a number of areas
including change management team building, which is considered to be especially important during the
change management process.
You have identified that the requirement for the training is to be delivered over an eight-week period with a
time component to be allocated of approximately 2 hours. You have also identified that experts such as
motivational speakers could also be utilized.
Your role will be to send a brief to the human resources department to guide human resources personnel in
regard to organising change management team building training and to give your ideas about the content that
should be included in the team building training.
Assume, that as you also believe there may be resistance to the training due to a general resistance to the
changes, that you develop a staff communication to promote the benefits of the upcoming training and
assessment to assist in to overcoming resistance to change.
You will also be required to evaluate and review your change management project plan to accommodate the
above changes.

 Access to the internet to condut research
 Change management project plan

This assessment must be completed in the classroom as part of the simulated work environment. The
___________________________________________________
What do students have to submit and how will they be assessed?
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Submit:
 Communication with human resources about the proposed training
 Communication with staff about the proposed training
 Updated change management project plan
 To be assessed as having satisfactorily completed this task, students will be required to complete all of
the activities indicated in the instructions for students and will be assessed against the criteria included in
the checklist.
1. Conduct research
 To inform your brief to human resources about the proposed training, conduct research about the benefits
of change management team building, as well as ideas for the content of the training and experts who could
assist in providing the training. You should come up with at least four ideas for team building exercises.
Your brief should be no more than one page.
 To inform your staff communication, consider how you could best promote the training to staff to overcome
resistance to change. Review change management literature to inform your response. This may be the
same literature you identified in Assessment Task 2.
2. Develop human resources brief
 Using your research develop a short one page brief to send to the human resources department outlining
the requirement to conduct the training as part of the change management process and the timing of the
training.
Outline the benefits of the training, as well as the ideas you have researched for the content of the
training, as well as possible experts who could conduct the training.
Send your brief to the human resources manager (your assessor) via email.
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3. Develop staff communication
 Using your research, you are also required to develop an email to send to staff outlining the rationale for
the training, as well as the benefits of the training. Use the ideas that you have researched to overcome
resistance to change. As a guide your email will be between 3 to 4 paragraphs. Briefly outline some of the
proposed ideas for the training.
Send your brief to all staff (your assessor) via email.
4. Evaluate and review change management project plan
 The final part of the assessment requires you to review evaluate your change management project plan
and determine changes that need to be made based on the new activities identified. Evaluate each section
of your change management plan to determine changes that need to be made. Make the required changes
and send your updated change management plan to the CEO (your assessor) and include a summary of
the changes made in your plan.
1. Conduct research
Importance of Change Management Roles

While the amendment management resource on a project will work to develop the strategy and
plans, a lot of of the work of amendment management is finished by senior leaders, managers
and supervisors throughout the organization. Benchmarking information shows that in times of
amendment, staff have 2 most popular senders of amendment messages:
 Someone at the highest of their organization
 The person they report back to
Change management practitioner’s area unit enablers of those employee-facing roles. And, in
times of amendment, it's the effectiveness of senior leaders as sponsors of amendment and of
managers and supervisors as coaches of amendment that may confirm if a project succeeds or
fails.
So what are you able to do to become a simpler amendment leader? Very cheap line is this:
begin applying amendment management on your comes and start building amendment
management competencies in your organization. These area unit the primary steps to making
sure comes deliver their supposed results.
The individual’s aspect of amendment isn't the soft aspect of amendment; truly it's the more
durable aspect of change. investment the time and energy to manage the individuals aspect of
your structure efforts pays off within the finish – in terms of success of the hassle and turning
away of the many prices that plague poorly managed amendment.
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2. Develop staff communication
An effective programme is built by following a scientific, step-by step methodology. coaching job
initiatives that stand alone (one-off events) typically fail to satisfy structure objectives and participant
expectations. In today’s post we tend to tend to outline the five necessary steps to creating AN
economical program.
1) Assess coaching job Needs: the first step in developing a programme is to identify and assess
needs. employee coaching job needs may already be established among the organization’s strategic,
human resources or individual development plans. If you’re building the academic program from
scratch (without planned objectives) youought to conduct coaching job needs assessments.
2) Set structure coaching job Objectives: The coaching job needs assessments (organizational, task &
individual) will establish any gaps in your current coaching job initiatives and employee talent sets.
These gaps got to be analyzed and prioritized and have become the organization’s coaching job
objectives. The last word goal is to bridge the gap between current and desired performance through
the event of an academic program. At the employee level, the coaching job got to match the areas of
improvement discovered through 360 degree evaluations.
3) Turn out coaching job Action Plan: serial step is to make a comprehensive action organize that has
learning theories, tutorial vogue, content, materials and also the different coaching job elements.
Resources and training delivery ways in which got to even use caution. Whereas developing the
program, the extent of coaching job and participants’ learning styles ought to even be thought-about.
Many company’s pilot their initiatives and gather feedback to make changes before launching the
program company-wide.
4) Implement coaching job Initiatives: The implementation section is where the academic program
involves life. Organizations ought to decide whether or not or not coaching job are delivered in-house
or externally coordinated. Program implementation includes the programming of coaching job
activities and organization of any connected resources (facilities, equipment, etc.). The academic
program is then formally launched, promoted and conducted. Throughout coaching job, participant
progress got to be monitored to form positive that the program is effective.
5) Live & Revise Training: As mentioned among the last section, the academic program got to be oft
monitored. At the end, the complete program got to be evaluated to ascertain if it completely was
thriving and met coaching job objectives. Feedback got to be obtained from all stakeholders to
ascertain program and professional effectiveness and collectively knowledge or talent acquisition.
Analysing this feedback will allow the organization to identify any weaknesses among the program.
At now, the academic program or action organize could also be revised if objectives or expectations
do not appear to be being met.
3. Develop human resources brief
The Roles of hour and Management

Employee engagement is influenced by several factors—from geographical point culture, structure
communication and social control designs to trust and respect, leadership, and company name.
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together and on an individual basis, hour professionals and managers play vital roles in guaranteeing
the success of the organization's worker engagement initiatives.
The role of hour
To foster a culture of engagement, hour ought to lead the method within the style, measure and
analysis of proactive geographical point policies and practices that facilitate attract and retain talent
with skills and competencies necessary for growth and property.
4. Evaluate and review change management project plan
Evaluation of the started or project implementation and outcomes
Information from looking provides you with the resources to envision whether or not or not you are
adapting successfully (or not) and to boot to draw lessons from your approach to help refine it.
Your organisation might have existing analysis approaches that have to be compelled to be used
where achievable, as this could facilitate with consistency, price effectiveness and neutral
engagement with the results.
Evaluation helps you to be told from the results of your planned and implemented activities. Such
learning (both positives and negatives) can facilitate to refine your existing developing with and
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implementation approaches thus on urge the distinction outcomes that you simply} just or your
organisation want.
In evaluating the success of your developing with approaches (including your plan), sort of
queries have to be compelled to be self-addressed .
Is your adaptation started being implemented with the desired support and leadership from your
organisation?
Are you created in seeking funds or finance mechanisms for your options?
Are your news approaches operative and is adaptation being received fully in your organisation?
Have the objectives of each adaptation risk been met? (These might typically be short-term
objectives, as long objectives may not be achievable to comprehend to this point.)
What adaptation decisions have worked and what did not work? (This includes problems with
whether or not or not multiple blessings associated with objectives area unit achieved.)
Have there been any unforeseen outcomes emerged from implementing your plan?
Have your stakeholders and community been effectively engaged throughout and do they still be
engaged? Have timeframes assigned for engagement been sufficient?
Assessment Task 6: Evaluate and review change management

plan project
Task summary
In this assessment task you are required to review information provided to you by your assessor about
changes implemented and to evaluate the change management process, as well as update the change
management project plan as required.

 Access to the internet for research/access to link below

This assessment should be completed in the classroom as part of the simulated work environment. The
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___________________________________________________
What do students have to submit and how will they be assessed?

Submit:
 CEO Brief
 To be assessed as having satisfactorily completed this task, students will be required to complete all of
the activities indicated in the instructions for students and will be assessed against the criteria included in
the checklist.
Assume the following change management objectives are included as part of the change
management process for Samson Media: objectives:
 Employees satisfied with information provided as part of change management process.
 Communication occurred through multiple channels.
Assume that the following communication activities were implemented:
 Weekly staff meeting

 Newsletter updates through staff email
Assume it is 1 month into the change process and a staff survey of the remaining staff has been
conducted.
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Review the comment from the staff survey provided to you by your assessor and then complete the
assessment activities.
1. Based on your review of the change management objectives, communication activities implemented
and the staff survey comments, evaluate the effectiveness of the change management process and
provide recommendations for improving communication activities.
2. Develop a short brief for the CEO of the organisation about your review and recommending updates to
the change management plan through relevant communication activities. Provide a summary of themes
from the staff survey, as well as your rationale for further communication activities.
3. Sent the brief to the CEO (your assessor) via email.
1. Based on your review of the change management objectives, communication activities implemented and
the staff survey comments, evaluate the effectiveness of the change management process and provide
recommendations for improving communication activities.
A good understanding and so the establishment of a sound communication and decision-making

unit of measurement of such significance to leaders and managers at intervals the creation of clear
policies altogether their individual organizations and businesses. Whereas leadership may be a
helpful one, which implies that leadership is at the service of collective effectiveness [47-49]
communication at intervals the various hand is arguably one in every of the one most important
aspects of structure management tool. Communication is that the first perform of any effective
leader in an exceedingly corporation. In any business operations, valid, effective, and share
communication unit of measurement of nice importance to the leaders and manager of every
organization. tho' structure leadership has become additional and additional advanced in every
purpose and structure and therefore desires acceptable ways of leadership decision general styles
to handle this challenge. one in every of these acceptable ways centers on effective communication
and so the supply of wonderful operative atmosphere.
Communication is one most essential talent that contributes to any flourishing business. whereas
variety of the importance roles of effective leadership in current business improvement ar stressed,
there is a seamless world dialogue regarding the leadership deciding approaches that unit of
measurement most useful to maintainable major structure improvement. it's to boot useful in grips
in mind that, in today’s society, structure leadership, decision-making, growth, effective
management, and structure success unit of measurement supported the quality of the alternatives
policy makers or leaders produce Ejimabo . Thus, the establishment of acceptable approach, ways
in which of up communication, and quality of deciding in any organizations ought to embody the
following elements by structure leaders:
Acceptable channel for all communications

Awareness of but perception, culture, channel, and language can turn out
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Give a sound operative relationship and climate

 Encourage feedback
 Mutual respect and trust
 Promote dialogue and cluster accord
 Listen effectively
 Be clear with words used as supposed which implies may even be misinterpreted
 bear in mind of the culture and numerous nature of the employees
Leadership is all regarding getting people to work on to create things happen which will not
otherwise occur or forestall that that commonly would present itself. Leaders ought to cultivate a
means relationship altogether businesses that desires clear, honest, and reciprocal communication.
Leadership position involves motivating others and a method to accomplish typically this can be}
often through a way of sharing information at intervals the system deciding. it's believed that in
organizations, leaders have AN moral responsibility to need care of their followers and facilitate
them develop their personal cares, to be a authority for followers’ personal problems [63]. they
have to settle on their values and set goals to insure a fruitful decision-making technique.
Therefore, before making a judgment or taking any course of action, leaders ought to discover or
turn out a bunch of various courses of action and gather information regarding each. Having
gathered the information therewith to create a decision, they have to use information for each
course of action to predict the outcomes of each gettable numerous and build a need
implementation.
Communication is every advanced, irreversible (it is difficult to need back messages that ar sent),
and it involves over just one person feat a message to a distinct. Instead, communication ar usually
seen as a result of the first method characteristic of every leader that involves the negotiation of
shared interpretations and understanding at intervals the whole organization. Leaders wish
followers and followers wish leaders thus on accomplish the desired goals and outcomes in their
individual organizations.
2. Develop a short brief for the CEO of the organisation about your review and recommending
updates to the change management plan through relevant communication activities. Provide a
summary of themes from the staff survey, as well as your rationale for further communication
activities.
The term “Change Management” essentially refers to shifting somebody, a team, or a full company
from the as-is, or current state, to the to-be, or future state. A modification management strategy is
inclusive of the targeted employment and communication activities necessary to possess a sway on
modification across an organization. The strategy need to be built taking into thought a company’s
culture, values, and political landscapes at a high level, and individual roles and responsibilities and
thus the environments throughout that they operate at a tons of little level. With systems
implementations like Concur Travel & Expense, a modification management strategy is important
to help employees understand what to expect and what is required of them. It establishes a roadmap
and reassures employees that the organization is committed to, and, tons of considerably, prepared
for the modification. The following unit of measurement some key inquiries to require under
consideration associated best practices to follow once developing an modification management
strategy.
V 1.0 Page 37 of 38
ACN: 169 079 896 | ABN: 45 169 079 896
CRICOS No: 03571G
3. Sent the brief to the CEO (your assessor) via email.
Dear CEO,
Managing modification is not a one methodology street; employee involvement is also a necessary
and integral a district of managing modification. Feedback from employees as a modification is
being implemented is also a key part of the modification management methodology. Modification
managers can analyse feedback and implement corrective action supported this feedback to
substantiate full adoption of the changes.
V 1.0 Page 38 of 38

BSBINN601 Student Assessment LF4

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BSBINN601 Student Assessment LF4

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Institute of Business and Management Australia

ACN: 169 079 896 | ABN: 45 169 079 896

BSBINN601 Lead and manage organisational change

Student name: ________________________________________________________

Date submitted: ________________________

Assessment Requirements Method of Assessment Due date

1. Written questions Students must correctly answer all

2. Change management briefing report Students must develop a briefing report

3. Change management plan and Students must develop a change

4. Change management presentation Students must prepare for and conduct

5. Change management implementation project Students must implement change

Agreement by the student

Do you understand the requirements of this assessment?  Yes  No

Student name: ___________________________________________________________________________

Student signature: ______________________________________________ Date: ___________________

Assessor name: __________________________________________________________________________

Assessor signature: _____________________________________________ Date: ___________________

Assessment Task 1 – Written Questions

What do students need to complete this assessment?

 Access to textbooks/other learning materials

 Computer and Microsoft Office

When and where do students need to do this?

This assessment task will be completed in the classroom.

Write in the date as advised by your assessor:

What do students have to submit?

 Answers to all questions in the format outlined above

What if students get something wrong?

1. Discuss three reasons why an organisation might initiate change.

3. Discuss three benefits of effective organizational change strategies.

4. Discuss key phases of a change management process?

8. Discuss at least three barriers to organisational change.

9.Discuss at least three strategies to address barriers to organizational change. .

10.Discuss force-field analysis as a model for understanding the change process

Assessment Task 2: Change management briefing report

What do students need to complete this assessment?

 Computer and Microsoft Office

When and where do students need to do this?

Write in the date of the assessment as advised by the assessor:

What do students have to submit and how will students be assessed?

Change management briefing report

What if students get something wrong?

The current office rent is $500,000 per annum.

 Redundancies – anticipated cost is $300,000

 Upskilling staff - $100,000

 Consulting with experts - $100,000

 Communication throughout change with key stakeholders - $100,000

 Thoroughly review the scenario information provided above.

2. Develop change management briefing report

 An overview of the current situation facing Samson Industries including:

a. Analysis of the company’s organizational objectives and identification of strategic changes

3. Submit change management briefing report

4. Participate in change management plan meeting

Change Management Plan Template

Change set up components

Rationale for the amendment

Assessment of Readiness to alter

Identify amendment components

Establish a Risk organization One method is to Commitment

 Develop Assessment Criteria,

 Assess Risks, and

Beginning structure Risk Management

How are you able to Address Risk?

When do you have to assess Risk?

Student signature: ____________________________ Date: _

Assessor signature: ___________________________ Date: _