Overview of Organizational Development Planning
The strategic plan of Bounce Fitness shows the road map that the business plans to take in the course of working towards achieving the goals and objectives of the business organization. A close look at the strategic plan of Bounce Fitness reveals various strengths and weaknesses. One of the strengths of the Bounce Fitness strategic plan is that it has clearly identified and listed all the goals and objectives of the business. This is important since it will guide both the owners and employees in designing strategies that are in line with the vision and mission of the business. These give the business a blueprint upon which all the decisions and activities carried out by the business organization are based [1]. The other strength of Bounce Fitness is that it has highly trained and qualified fitness staff. This is a very important aspect of the gym and fitness business. Having highly qualified fitness staff means that the customers will get perfect training and enjoy value for their money. It also means that the customers will be trained professionally and will hence be able to achieve their personal fitness goals are fulfilled by the customers [2]. This is very helpful for the business since one of the primary objectives of Bounce fitness is to achieve customer satisfaction. Bounce also has highly qualified and experienced management staff.. This is very important in satisfying all the needs of the customers.
There are also weaknesses in Bounce fitness. One of the major weaknesses is in the decentralization of all the activities to the centre levels. This has been a challenge since different lead trainers develop their unique schedules which sometimes may not meet the standards required by the business or may not meet the needs of the customers. Customer service techniques also need to be centralized so as to achieve uniformity in operations and ensure all the needs of the customers are addressed depending on the feedback received by customers [3]
To profile the organizational culture, long serving employees as well as senior members of the management team need to be consulted. All trainers in various centers will be consulted as well as the top management. Roles will be assigned to the head office management staff who will oversee the implementation of the organizational development process. The lead trainers in all centers will also be assigned various roles and responsibilities to ensure successful implementation of the development plan.
The lead-trainers will be reporting to the head office on a weekly basis by preparing weekly report on the progress of the development plan and information on how the existing schedules have been affecting customers and how they affect the business will be collected and analyzed.
Bounce needs to adopt different strategic directions to help in achieving the aims and objectives of the development plan. Such strategies include the head office assuming a greater supervisory role rather than leaving the centers to run completely independently. The management should although make sure that they give the centers some degree of control that would not compromise the quality of the services offered by Bounce fitness. The change that the management of the organization wants to implement is expected to be resisted by the employees. To make sure that the change occurs successfully, Bounce needs to put in place change management strategies. One of the strategies to be used in implementing the development plan successfully is by informing all the employees of the organization of the planned changes and preparing them both physically and psychologically [4]. Bounce fitness will make sure that all the employees feel that they are involved in the running of the organization and they are valued by the organization. Employees should be made to feel that these changes are meant to help them. Effective communication will be established by making sure the views of all employees are collected and communicated to the head office.
Strengths and Weaknesses of Strategic Planning for Bounce Fitness
In order to ensure proper participation in the implementation of the development plan, Bounce fitness will ensure that there is proper communication between the management at the head office and the people in charge at the various centers. The employees will communicate the challenges that they are facing in implementing the development plan. The managers will collect opinions from all trainers in the centers and communicate the information to the office regularly. The head office will also be in regular communication with the employees to keep motivating them and ensure they keep focused on achieving the objectives of the development plan.
To foster collaborative activities and team work in Bounce fitness, the management should organize seminars where employees can be trained on the importance of the development plan and how successful implementation of this plan will help both the organization and all the workers in the organization [5]. The employees will also be trained on the importance of team work and how to co-exist and work effectively as a team.
To solve conflicts in the organization, the team leaders will be trained on conflict resolution and given the authority to solve conflicts that may occur among the team members from different sectors where they will assemble and brainstorm to generate ideas that can develop Bounce fitness further.
To improve the behavior and productivity of employees, the management should take the initiative of ensuring that the trainers are involved in coming up with the training schedules and that the organizational development strategies are in line with their personal and organizational goals. This will motivate the employees to work more. The evaluation and monitoring of ideas will be done through brainstorming. Employees shall be organized into various groups selected
The use of survey is important in understanding the impact of organizational development plan because, information collected by a survey can be both qualitative and quantitative. Information can also be collected from a large number of people from different backgrounds [6]. These ensure that information collected is of high quality hence proper decision making. Consistent team meetings and individual feedback will be important because, the management of Bounce fitness will be able to follow up on the progress of implementation of the organizational plan. Information collected during team meetings will help in making any necessary changes to the organizational development plan. The management of bounce should make regular trips to all the centers in order to interact with both the customers and the trainers. These will help to evaluate the progress of the organizational development plan and how the change has been received by both the employees and customers. The management of the organization should only intervene in cases where the activities going on in any of the centers is not in line with the organizational development plan. Progress report will be prepared by the centre supervisor every week. This will help in
The implementation and monitoring of this organizational plan will not be very costly to the organization. This is because all the foundations are in place and the most important step will be informing the employees and implementing the change successfully in the organization.
References
Cameron, Esther, Making Sense Of Change Management (Kogan Page Stylus, 1st ed, 2016)
Gabriel, Kung’u Kamau, “Organizational Development, Organizational Culture And Organizational Change”SSRN Electronic Journal
Gale, Jeffrey, Terence Krell and Dolphy Abraham, Journal Of Organizational Change Management (Emerald Group Pub., 1st ed, 2007)
Have, Steven ten, Reconsidering Change Management (Routledge, 1st ed, 2017)
Jackson, Janet Cooper, Organization Development (University Press of America, 1st ed, 2006)
Keyton, Joann, Communication & Organizational Culture (SAGE, 1st ed, 2011)
Sierk, Ybema, Yanow Dvora Yanow and Sabelis Ida, Organizational Culture (Edward Elgar Pub., 1st ed, 2011)
SUGARMAN, B, “A Hybrid Theory Of Organizational Transformation” (2007) 16 Research in Organizational Change and Development
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