Assignment Task: Watch the Matra University case study.
You are a team of management consultants from the Bundoora Consulting Group. Your team has been hired by Bridget Byta, the new Director of Organisational Development of Matra University. Your team is to develop a new Organisational Development action plan for the University, designed to address the problems Matra University is now facing.
The Matra University Council and Professor Virtuosa have asked that your OD action plan focus on:
· Improving employee satisfaction and morale amongst staff
· Increasing the level of employee engagement in Professor Virtuosa's new vision for Matra University; and
· Reducing the work intensification experienced by some academic staff who are familiar with the existing policies and processes of Matra University;
· Addressing the issue of 'survivor syndrome' amongst long serving academic staff of Matra University.
Your OD plan will be presented to the University Council for approval. You will need to draw upon your understanding of change management theories, processes and concepts to devise a OD action plan to address these issues. You will also need to support your proposal with evidence from academic studies, to persuade the University Council that your plan will address their concerns.
Your OD action plan is to include all of the headings provided in the OD action plan template. Use the Word template provided, and make sure you read the marking criteria closely before starting on your work. Refer to the Tips for Collaborating Online page, for links to various tools which your team can use to work together on your plan.
Support your proposal with evidence from academic studies
· Evidence from the academic
· organisational plan from LMS
· what happened? who was involved? What happened?
· Who is accountable/to make sure the plan is successful/- virtuosa( implementor) asked rigid ( vital role )
· project going to achieve
· change objectives and principles- what change process will achieve
· what was important to engagement
· ethical issues - not feeling great about organisations, depressed, unhappy, sleepless
· ethical considerations: mental help and health and well being-big cost
· rationale for the change- what has driven the change?
· risks for the change process
· change plan element - implementation and feedback, detailed
Step by step plan
· key stake holders- staff management and folders
· analyse the response to proposal change
· support for the change
· read through and assess the change
· language style and level for each stakeholder
· better to have face to face sessions or dialogues are should there be internet website set up
· assessment to readiness to change
· what strategies can u employ for readiness to change
· is there a high-level strategy in change
· what element might support the change
· innovation process
· what have we achieved so far- honesty and balanced perspective
· message for stakeholders perspective- most of it has been pretty negative
4 dot points to be addresses"
identify key elements- you need to look at a need for a particular change- change champion in place- how we going to do that- we need multiple people- how t get people on board, strategies for recruiting people in that sense
· what happened? what went wrong?
· what are the actions? who is responsible?
· consolidation- policies measures and procedures reinforce the change
· how you will identify and remove the barriers and how changes have provided the benefits
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