ICS Learn Formative Assessment 4 – 7ODD


Sprockets Cycles in Dalkeith, Scotland, is a well-established Bicycle repair shop in the heart of the bustling town centre. It has existed for over 50 years and is a family run organisation. However, in recent months and years, the business has found itself in financial difficulty and has been bought by a local business group. The group are keen to bring in an OD consultant to restructure the business and ensure it meets the demands of customers and retain its brand images. The structure at Sprocket Cycles is tall and bureaucratic. The family has full control over the business and don’t encourage participation between the front-line staff, mechanics or helpful assistants. The HR department is run by one person and they do not get involved in any change processes because the family don’t believe that HR should have a role to play in such an activity. As a result, the culture at Sprockets Cycles is somewhat downbeat and is your job as a consultant to help.

  1. provide an overview of what OD is and the value it can have on a business such as Sprockets
  2. suggest a new structure that could be used and designed to suit the business
  3. outline some of the OD methods that you may use during this change process
  4. share the role HR should play in a change process and the value that can result from this.

Please submit this as a mini report with headings and sub headings in 1500-2000 words

All submissions should be in the region of 1,500 – 2,000 words and references should be added in the Harvard Referencing Format. There is a Harvard Referencing tutorial in the Resources Area which outlines the formatting required.


Executive Summary

This report includes an organisation development (OD) case study which involves Sprockets Cycles. To evaluate this, an overview and relevance of four essential steps of organisation development to the case study organisation has been generated, proposed organisation structure, OD methods applied in change, and HR functions in the change process. This report has evidenced that OD is a critical function promoting the ability of an organisation to leverage on competitive advantage. It is inclusive of a systematic strategy and change management process for promoting business performance. In the change process, the importance of OD is based on its ability to adopt change management theories, including Kotter’s and Lewin’s models. The findings of this report indicate that HR has a core mandate in OD and change management enhanced by active communication, support process, and motivation of all stakeholders involved.



Table of Contents

1.0 Introduction. 3

2.0 An Overview of the Organisational Development and Relevance to Sprockets. 3

3.0 Proposed Structure for Suiting the Business. 4

3.0 OD Strategies and Application in Change Process. 5

4.0 Role of HR in the Change Process. 5

6.0 Conclusion and Recommendations. 6

6.1 Conclusion. 6

6.2 Recommendations. 6

References. 8




1.0 Introduction

An organisation’s ability to leverage on competitive advantage is anchored on its ability to align entire strategic activities with their mission, vision, goals, and core objectives. As noted in CIPD (2020), it is essential for an organisation interventions to be established and rolled out systematically. In the implementation, different factors are prioritised, including skills and competencies of the employees, which ought to be in line with an organisation’s objectives. Another factor to be considered is change management. This is characterised by the need to examine internal and external environment factors impacting an organisation and establish appropriate strategies in line with the sourced insights. In change management strategy, the factors of consideration include the use of change management models, including Kotter and Lewin. In this report, an organisational development concept and its use in Sprockets Cycles has been provided.

2.0 An Overview of the Organisational Development and Relevance to Sprockets

CIPD identify Organisation Development (OD) in a people profession context. Hence, the OD in line with the CIPD (2020) entails a more systematic and well-planned approach for harnessing a sustainable organisation performance. This is by active engagement of the HR professional and stakeholders. Van Vulpen (2019) also identifies the OD as a scientific and critical strategy aiding organisations in developing change capability and achieving effectiveness of an organisation. This is harnessed through establishing, enhancement, and reinforcement of approaches, processes, and organisation structure. Hence, in summary, the OD can be identified as being scientific, harnessing change process effectiveness and detailed process.

The organisation development has an immense gain in an entity. These benefits would be evident for the Sprockets Cycle organisation. Basically, the OD is essential to introduce new strategies to achieve their assigned goals and objectives. As supported in CIPD (2020), OD is identified as a scientific and systematic process. This indicates that sufficient data is sourced enhancing decision making and introducing sustainable change to an organisation. In Sprockets Cycles case, the change management process is primarily inclusive of leadership and the HR and employees’ inclusion in active decision making. Also, the OD is relevant in promoting an organisation’s core strengths, leveraging on the available opportunities, and maximizing their uniqueness, and rating resources to enhance leverage on competitive advantage.

Organisational development is similarly important to identify threats and weaknesses faced by an entity and their aversion in enhancing an organisation competitive. In line with Benstead (2018), OD is critical to resolving the level of employees growth and competitiveness. OD similarly promote innovation of an organisation; this is critical for promoting organisation level of competition. In the context of Sprockets Cycles, apart from the introduction of the change process in leadership and management process. This is while identifying all threats encountered by an organisation to attain competitiveness and consumer demands successfully.

3.0 Proposed Structure for Suiting the Business

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