, IOP3705 ASSIGNMENT 2 SEMESTER 2 2026
DUE DATE: SEPTEMBER 2026
1. Introduction
Organisational development (OD) is a planned and systematic approach to improving
organisational effectiveness, employee performance and the overall functioning of an
organisation. It involves the application of behavioural science knowledge to help
organisations understand their current circumstances, identify areas requiring improvement
and implement appropriate interventions. Planned change is therefore not simply about
introducing new procedures or structures, but about creating sustainable improvements
through a process involving organisational members and change practitioners. Cummings
and Worley (2015) explain that planned change can be understood through a general model
consisting of four major activities: entering and contracting, diagnosing, planning and
implementing change, and evaluating and institutionalising change.
The role of the OD practitioner is particularly important because organisational change
often involves complex relationships, competing interests, uncertainty and resistance.
External OD consultants can provide specialised knowledge and an independent perspective
that may not be readily available within an organisation. However, the involvement of
consultants also creates the need for careful contracting and ethical conduct. The Ikhaya
Health Supplies case illustrates the importance of following a systematic OD process while
ensuring that expectations, resources, responsibilities and ethical boundaries are clearly
established. This discussion examines the general model of planned change, the advantages
of external OD consultants, the contracting phase and the ethical dilemmas that may arise
during OD interventions.
2. Question 1: The General Model of Planned Change and the Ikhaya Health Supplies Case
DUE DATE: SEPTEMBER 2026
1. Introduction
Organisational development (OD) is a planned and systematic approach to improving
organisational effectiveness, employee performance and the overall functioning of an
organisation. It involves the application of behavioural science knowledge to help
organisations understand their current circumstances, identify areas requiring improvement
and implement appropriate interventions. Planned change is therefore not simply about
introducing new procedures or structures, but about creating sustainable improvements
through a process involving organisational members and change practitioners. Cummings
and Worley (2015) explain that planned change can be understood through a general model
consisting of four major activities: entering and contracting, diagnosing, planning and
implementing change, and evaluating and institutionalising change.
The role of the OD practitioner is particularly important because organisational change
often involves complex relationships, competing interests, uncertainty and resistance.
External OD consultants can provide specialised knowledge and an independent perspective
that may not be readily available within an organisation. However, the involvement of
consultants also creates the need for careful contracting and ethical conduct. The Ikhaya
Health Supplies case illustrates the importance of following a systematic OD process while
ensuring that expectations, resources, responsibilities and ethical boundaries are clearly
established. This discussion examines the general model of planned change, the advantages
of external OD consultants, the contracting phase and the ethical dilemmas that may arise
during OD interventions.
2. Question 1: The General Model of Planned Change and the Ikhaya Health Supplies Case
