BSBLDR811 Assessment 1 Learner

BSBLDR811 Lead strategic transformation
Learner Instructions 1
Knowledge Assessment
Submission details
Students Name Muhammad Zeeshan Talib
Student ID S368
Group A
Assessor’s Name Era Nayeem
Assessment Date/s 13/10/2022
Pre-Assessment Checklist
The purpose of this checklist

The pre-assessment checklist helps you determine if you are ready for
assessment. Your trainer/assessor must review the checklist with you before you
attempt the assessment task. If any items of the checklist are incomplete or not
clear, your trainer/assessor must provide relevant information to you to ensure you
understand the requirements of the assessment task. You must ensure you are
ready for the assessment task before undertaking it.
Section 1: Information for Students
 Make sure you have completed the necessary prior learning before
attempting this assessment.
 Make sure your trainer/assessor clearly explained the assessment process
and tasks to be completed.
 Make sure you understand what evidence is required to be collected and
how.
 Make sure you know your rights and the Complaints and Appeal process.
 Make sure you discuss any special needs or reasonable adjustments to be
considered during the assessment.
 Make sure that you have access to a computer and the internet.
 Make sure that you have all the required resources needed to complete this
assessment task.
BSBLDR811 Learner Instructions 1
Version: 1.2
Implemented: 2nd July 2021
To be reviewed: 2nd July 2023
Responsibility: Operations Manager
RTO Code: 0249, CRICOS Provider Code: 03282E
© MVJ Enterprises Pty Ltd t/a Perth College of Beauty Therapy, YES College Page 1 of 15
 The due date of this assessment task will be provided by your

Trainer/Assessor.
 In exceptional (compelling and compassionate) circumstances, an
extension to submit an assessment can be granted by the trainer/assessor.
Evidence of the compelling and compassionate circumstances must be
provided together with your request for an extension to submit your
assessment work.
 The request for an extension to submit your assessment work must be
made before the due date.
Declaration (Student to complete)

 I confirm that the purpose and procedure of this assessment task has been
clearly explained to me.
 I confirm that I have been consulted about any special needs I might have
in relation to the assessment process.
 I confirm that the criteria used for this assessment has been discussed with
me, as have the consequences and possible outcomes of this assessment.
 I confirm I have accessed and understand the assessment information as
provided in YES College’s Student Handbook.
 I confirm I have been given fair notice of the date, time, venue and/or other
arrangements for this assessment.
 I confirm that I am ready for assessment.
Student Name: _Muhammad Zeeshan Talib_________________
Student Signature: ___________________________________

Version: 1.2
Assessment type:
 Written Questions
Instructions provided to the student:
Assessment task description:
 This is the first (1) assessment task you must successfully complete to be
deemed competent in this unit of competency.
 The Knowledge Assessment is comprised of seven (7) written questions.
 You must respond to all questions and submit them to your
Trainer/Assessor.
 You must answer all questions to the required level, e.g. provide an answer
within the required word limit, to be deemed satisfactory in this task.
 You will receive your feedback within 7 days of submission, and you will be
notified by your Trainer/Assessor when your results are available.
Applicable conditions:
 This knowledge assessment is untimed and is conducted as an open book

assessment (this means you can refer to your textbook during the
assessment).
 You must read and respond to all questions.
 You may handwrite/use a computer to answer the questions.
 You must complete the task independently.
 No marks or grades are allocated for this assessment task. The outcome of
the task will be Satisfactory or Not Yet Satisfactory.
 As you complete this assessment task, you are predominately
demonstrating your written skills and knowledge to your trainer/assessor.
Resubmissions and reattempts:

 If you are unable to achieve a satisfactory result for this task on your first
attempt, two more resubmissions are permitted before you are deemed not
yet satisfactory in this task.
 You must speak to your trainer/assessor if you have any difficulty in
completing this task and require reasonable adjustments.
 For more information, please refer to YES College’s Student Handbook.
Instructions for answering the written questions:
 Complete a written assessment consisting of a series of questions.

 You are required to answer all the questions correctly.
 Do not start answering questions without understanding what is required.
Version: 1.2
Read the questions carefully and critically analyze them for a few seconds;
this will help you to identify what information is needed in the answer.
 Your answers must demonstrate an understanding and application of the
relevant concepts and critical thinking.
 Be concise, to the point and write answers within the word-limit given to
each question. Do not provide irrelevant information. Remember, quantity is
not quality.
 You must write your responses in your own words.
 Use non-discriminatory language. The language used should not devalue,
demean, or exclude individuals or groups based on attributes such as
gender, disability, culture, race, religion, sexual preference or age. Gender-
inclusive language should be used.
 When you quote, paraphrase, summarize or copy information from other
sources to write your answers or research your work, always acknowledge
the source.
Purpose of the assessment:
This assessment task is designed to analyze and lead organizational

transformation and learning for strategic outcome and knowledge regarding the
following:
 Knowledge of content of and process for developing a change

management strategy
 Knowledge of key stakeholders involved in strategic change
 Knowledge of organisational mission, purpose and values
 Knowledge of strategic change risks and mitigation strategies including
learning and communication processes
 Knowledge of range of leadership styles
 Knowledge of personal development planning methodologies
 Knowledge of organisational transformation and the management of the
stages of change.
Task instructions:
 This is an individual assessment.

 To ensure your responses are satisfactory, consult a range of learning
resources and other information such as handouts, textbooks, learner
resources etc.
 To be assessed as Satisfactory in this assessment task, all questions must
be answered correctly.

Version: 1.2
Written Questions
Provide your response to each question in the box below.
Q1 Answer the following questions: Satisfactory

: response
1.1. What is a change management strategy? Discuss the
process for developing and implementing a change Yes No
management strategy. Write your answer in 300-350 words.
1.2. Discuss the key content of a change management
strategy in 200-250 words.
Answer (1.1)
change management strategy:
A plan on how to modify something is referred to as a change management
strategy. A change management plan in business outlines the precise methods by
which a firm will handle things like adjustments to the supply chain, inventory
needs, scheduling, or project scope.
Process for developing and implementing:
Finding areas that require change is the first step in creating and implementing a
change management plan. Finding out what your customers' and workers'
demands are at the beginning of the process will help you decide what
improvements are required. You may think about hiring more staff or adjusting the
amount of time clients must wait to be seen, for instance, if they are complaining
about long delays at the front desk. The effects of each potential modification on
the corporate goals of your organization should then be assessed. Changes that
don't impact your company's goals might not be worth implementing, while those
that do might call for further training or resources. You should then offer
suggestions on how to proceed with each adjustment after carefully weighing all of
your alternatives and deciding which ones are most appropriate for your particular
circumstance.
Name the modification.
The team in charge of managing changes.
Determine managerial support and obtain commitment.
Create an implementation strategy with metrics.
Implement the change—if feasible, gradually

Version: 1.2
Gather and examine data.

Measure the gaps and comprehend resistance
Adjust the strategy as necessary, and then go back to the implementation phase.
Answer(1.2)
key content of a change management strategy:
Your aims and objectives should be very clearly stated in your change
management plan. How you will gauge success should be covered in the change
management strategy. This makes it more likely that the organization will be able to
accomplish its objectives. A change management strategy's main objective is to lay
out the processes required to achieve changes inside a company. This involves
deciding when changes should be made, who should be engaged in making these
changes, and how all employees within the business will be informed about them.
You may detect, manage, and assess the success of changes in your environment
with the use of a change management strategy, which is a plan you develop.

: response
2.1. Explain the purpose of an organization’s mission,
vision and value statements. Write your answer in 100-150 Yes No
words.
2.2. How do the mission, vision and values guide the
strategic direction of the organization? Write your answer
in 200-250 words.
2.3. What is the purpose of an organizational purpose
statement? Why is it important? Write your answer in 350-
400 words.
Answer(2.1)
Purpose of an organization’s mission, vision and value statements:
The organization's purpose is expressed in its mission statement. The vision
statement describes what the business aspires to do or be in the future. The
organization's fundamental beliefs and ethics are reflected in the values statement.
When deliberately created and successfully executed, purpose, mission, and
values are strategic business components that serve as a roadmap for businesses,
Version: 1.2
assisting them in staying on course and working towards attaining their long-term
objectives. They support the formation of consumer loyalty, staff motivation, and
company decision-making.
Answer (2.2)
The mission, vision and values guide the strategic direction of the organization:
Together, the vision, mission, and values statements provide direction for
everything that happens in an organization. They keep everyone focused on where
the organization is going and what it is trying to achieve. And they define the core
values of the organization and how people are expected to behave.
The organization's strategic orientation is determined by its purpose, vision, and
values. The organization follows its mission to accomplish its goal. The
organization's desired future is outlined in the vision. It is a declaration of the
organization's values and purpose, not merely a list of its operations. The
organization's values are significant concepts or standards in which it firmly
believes.
Mission and Vision's Functions Mission and vision statements serve three crucial
functions:
They guide strategy formulation,
They convey the organization's purpose to stakeholders,
They help generate measurable goals and objectives that can be used to assess
the strategy's effectiveness.
Answer(2.3)
Purpose of an organizational purpose statement:
A clear understanding of the organization's objectives and strategies for achieving
them is the goal of an organizational mission statement. A purpose statement
summarizes the goals of an organization in a brief, direct, and to-the-point manner.
Importance:
Organizational goals are crucial because they enable staff to comprehend their
mission and inspire them to perform at their highest level. Additionally, they give
managers and staff instructions on how to effectively service consumers or clients.
A mission statement provides an ideal vision for the company's future and directs
its growth. Mission statements encourage employees to think about how their
actions will impact future business success and positive company culture.

Version: 1.2
Q3 Explain the key characteristics of the following types Satisfactory

: of leadership styles: response
a) Laissez-Faire Leadership Yes No

b) Democratic leadership
c) Autocratic leadership
Which leadership style usually gets the best response

when managing change within an organization? Write your
answer in 250-300 words.
Answer(3.1)
a)Laissez-Faire Leadership
Leaders that practice laissez-faire have a trusting and dependent attitude towards
their workforce. They don't micromanage, become overly engaged, or provide
excessive direction or instruction.
Laissez-faire leaders, on the other hand, encourage their staff to utilize their
initiative, resources, and expertise to further their objectives.
b)Democratic leadership
Characteristics of the Democratic Leadership Style
Encourage creativity and collaboration.
Regularly ask for feedback.
Maintain a “team player” attitude.
Keep flexibility at the forefront.
Place high importance on transparency and communication.
c)Autocratic leadership
Characteristics of the Autocratic leadership
Limited input from stakeholders. The autocratic leader makes most if not all
decisions, leaving little if any room for feedback. ...
Highly structured environment. Structure is an absolute must in any organization. ...
Clearly defined rules and processes.
The leader accepts limited to no input.
The leader makes all the decisions.
The leader directs their team's methods and processes.

Version: 1.2
Leadership style usually gets the best response when managing change within an
organization:
An organization needs strong managerial leadership in order to successfully
transform its culture to align with new plans and orientations. The qualities of
democratic leaders can assist managers in building productive teams and fostering
innovation inside their organizations.

: response
4.1. How can stakeholder analysis help you to identify the
Yes No
key stakeholders involved in strategic change? Write your
answer in 200-250 words.
4.2. Explain the roles and responsibilities of the following

stakeholders in leading and managing change in 150-200
words.
a) Supervisors
b) Human resources
Answer (4.1)
Stakeholder analysis help you to identify the key stakeholders involved in strategic
change:
Identification of the important stakeholders engaged in strategic transformation is
aided by stakeholder analysis. Stakeholders are individuals, teams, or
organization’s whose engagement and participation are essential to a project's
success. These individuals and organizations may be found via a stakeholder
analysis, which enables you to engage them in your project.
Stakeholders are crucial to any strategic transformation process since they
influence the course of your company. For instance, if your company intends to
relocate its operations to another nation, you need to be aware of who will be
impacted and what their fears are so that you may allay them prior to the
relocation.
Additionally, having an open discussion with your staff about how they feel about
new developments may help you better grasp their sentiments than simply asking
them directly if you want them to become more active in your company's
operations.
Answer(4.2)
a)Supervisors:
Supervisors are in charge of making sure the working atmosphere is secure and

Version: 1.2
wholesome. Additionally, they are in charge of overseeing worker safety training,

monitoring employee performance, and informing their staff about safety-related
matters. Line supervisors, safety educators, or even OSHA inspectors are just a
few of the several jobs that supervisors might have.
b)Human resources:
New hires are hired by human resources (HR), who also monitor their
performance. To make sure that these figures stay low, HR also keeps track on
staff turnover and absence rates. They may also deal with matters pertaining to
benefits, such as establishing health insurance programs or deciding how much
vacation time each worker is entitled to year.

: response
5.1. Discuss four (4) major strategic change risks in
Yes No
150-200 words.
5.2. What mitigation strategies, including learning and

communication processes, can you implement to
address the strategic change risks identified in
question 5.1? Write your answer in 150-200 words.
Answer(5.1)
Four (4) major strategic change risks:
Strategic change risks are those possible dangers that might derail a suggested
strategic plan. The following four main strategic change risks are:
Not having the resources to undertake changes in a successful manner
A lack of alignment between organizational goals and company goals and
objectives
Not developing a successful communications plan
Inability to control employee opposition, particularly when workers believe their jobs
are at danger
Answer(5.2)
Strategies, including learning and communication processes, can you implement to
address the strategic change risks identified:

Version: 1.2
The first danger is a lack of resources for successfully implementing changes. This
can be resolved by providing training, development, and mentoring to staff
members who have recently joined the company or have less experience in this
field. In this way, they will be able to support the new initiatives being implemented
by the organization with their own expertise and knowledge from prior work
experience working under various leadership or management styles within other
organizations or projects where they were involved as key contributors during
various stages of implementation.

: response
6.1. What are personal development planning
Yes No
methodologies? Write your answer in 100-150 words.
6.2 Explain the (10) different steps in a personal

development planning methodology in 100-150 words.
Answer(6.1)
personal development planning methodologies:
People who are dedicated to their personal development might use the Personal
Development Methodology as a framework. As individuals go to greater degrees of
personal development, it strengthens their capacity to face the difficulties of
reintegration and enables them to address their limits in realistic ways. The
technique outlines a logical sequence of steps including metacognitive abilities that
lead the person through the self-growth process in ways that may produce
considerable change, particularly if a good mentor gives direction over an extended
period of time. The self-confidence, self-esteem, and respect of oneself as an
individual with distinctive identities and abilities will improve for those who learn to
employ this practice. This module gives details on the procedures and equipment
used in the methodology's phases. An illustration shows how the process may
function for someone with a specific area of interest.
Answer(6.2)
Different steps in a personal development planning methodology:
There are seven steps:
Set yourself goals.
Priorities those goals.
Set yourself deadlines for when you want to achieve them.
Recognize threats and opportunities.

Version: 1.2
Develop your skills or increase your knowledge.

Use your support network.
Measure your progress.
Set yourself goals:
Search for the things you really want in life, these are your long-term goals.
Priorities those goals:
Next, think about all the minor details that will enable you to accomplish your major
objectives. And you must priorities these immediate objectives. Do not forget that
you cannot do everything at once, and doing so will result in failure.
Set yourself deadlines for when you want to achieve them:
Set timelines for when you intend to complete them.
Recognize threats and opportunities:
If There will be some things—they may be internal or external—that, you allow
them, will stop you from reaching your objectives or cause you to go more slowly.
Develop your skills or increase your knowledge:
You can take advantage of the chances you identified after you have a sense of
what could work in your favor and what might work against you. Make a plan of
action for how you'll advance in that direction.
Use your support network:
You need to understand that you don't have to do everything on your own. You
also shouldn't. Utilize and don't undervalue the support system that is available to
you. It is a wonderful resource.
Measure your progress:
Take some time to consider how far you've come after making any improvement,
no matter how tiny.
Recognizing your successes can help you maintain your commitment and boost
your drive.

: response
7.1. What are the four (4) stages of transformational
Yes No
change in an organisation? How can these stages be
managed? Write your answer in 200-250 words.

Version: 1.2
7.2. Explain the four (4) different stages of change

management in 450-500 words.
Answer(7.1)
Four stages of transformational change in an organization:

Structure Change
System Change
Operational Change
Operational Change
Structure Change:
The first step of change is called "structural change," and it entails altering the
organization's structure or method of operation. This stage is challenging since it
takes a lot of time and work to execute the changes. But this is the most crucial
stage since it enables the organization to swiftly respond to any changes that could
take place in their surroundings.
System Change:
The organization's methods are changing significantly at this time. There is a
change from traditional methods to contemporary methods of accomplishing things.
Re-engineering is a technique that may be used to accomplish this, as well as
other strategies such outsourcing particular work or organizational functions.
Operational Change;
The third stage of change is altering the daily operations of an organization through
enhancing productivity and effectiveness at work. This may be accomplished by
integrating modern technologies into their company processes to increase
productivity and efficiency.
Operational Change:
This is the fourth stage of change, and it entails altering how a company conducts
itself with respect to a certain project or goal on which they have been focused for
a while.
These stages be managed:
Change that is transformational requires time. However, there are several steps
you may do to make things go faster. For instance, establish a strategic change
office (SCO), develop a clear, inclusive plan, ensure organizational alignment, offer
skill development, and—most importantly—involve people in the change process.
Version: 1.2
Answer (7.2)
Four (4) different stages of change management:
Pre-change
Intention to Change
Implementation Stage
Maintenance Stage
Pre-change:
During this phase, the organization is not prepared for change for a variety of
reasons.
Intention to Change:
The organization has chosen to execute a change, which may be done through
internal meetings with the impacted staff members, workshops, or training
sessions.
Implementation Stage:
This is the time when the shift is genuinely taking place and is being carried out
systematically every day.
Maintenance Stage:
This is where all of the routine activities take place in order to prevent things from
spiraling out of hand once more.
Candidate: I declare that this work has been completed by me

honestly and with integrity and that I have been assessed in a Signature: ___________________
fair and flexible manner. I understand that the Institute’s
Student Assessment, Reassessment and Repeating Units of
Competency Guidelines apply to these assessment tasks. Date: _17___/__10___/__2022___
Comments

Version: 1.2
Result: Satisfactory / Not Yet Satisfactory
Assessor: I declare that I have conducted a fair, valid,

Signature: ____________________
reliable and flexible assessment with this student, and I
have provided appropriate feedback.
Date: ____/_____/_____

Version: 1.2

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BSBLDR811 Lead strategic transformation

Students Name Muhammad Zeeshan Talib

Assessor’s Name Era Nayeem

Assessment Date/s 13/10/2022

The purpose of this checklist

 The due date of this assessment task will be provided by your

Declaration (Student to complete)

Student Name: _Muhammad Zeeshan Talib_________________

Student Signature: ___________________________________

BSBLDR811 Learner Instructions 1

Instructions provided to the student:

Assessment task description:

 This knowledge assessment is untimed and is conducted as an open book

Resubmissions and reattempts:

 Complete a written assessment consisting of a series of questions.

This assessment task is designed to analyze and lead organizational

 Knowledge of content of and process for developing a change

 This is an individual assessment.

BSBLDR811 Learner Instructions 1

Q1 Answer the following questions: Satisfactory

BSBLDR811 Learner Instructions 1

Gather and examine data.

Q2 Answer the following questions: Satisfactory

BSBLDR811 Learner Instructions 1

Q3 Explain the key characteristics of the following types Satisfactory

a) Laissez-Faire Leadership Yes No

Which leadership style usually gets the best response

BSBLDR811 Learner Instructions 1

Q4 Answer the following questions: Satisfactory

4.2. Explain the roles and responsibilities of the following

BSBLDR811 Learner Instructions 1

wholesome. Additionally, they are in charge of overseeing worker safety training,

Q5 Answer the following questions: Satisfactory

5.2. What mitigation strategies, including learning and

BSBLDR811 Learner Instructions 1

Q6 Answer the following questions: Satisfactory

6.2 Explain the (10) different steps in a personal

BSBLDR811 Learner Instructions 1

Develop your skills or increase your knowledge.

Q7 Answer the following questions: Satisfactory

BSBLDR811 Learner Instructions 1

7.2. Explain the four (4) different stages of change

Four stages of transformational change in an organization:

Candidate: I declare that this work has been completed by me

BSBLDR811 Learner Instructions 1

Result: Satisfactory / Not Yet Satisfactory

Assessor: I declare that I have conducted a fair, valid,

BSBLDR811 Learner Instructions 1

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