This assignment involves a role play to address under-performance issues in the workplace. Strategies and consequences are discussed to improve employee performance.
Contribute Materials
Your contribution can guide someone’s learning journey. Share your
documents today.
BSBMGT502Page1 ASSESSMENT TASK COVER SHEET – ASSESSMENT TASK 1 Students: Please fill out this cover sheet clearly and accurately for this task. Make sure you have kept a copy of your work. Name: Date of birth:Student ID: Unit: BSBMGT502 – Manage People Performance Student to completeAssessor to complete Assessment Task Resubmission? Y/N Studen t initials Sufficient/ insufficientDate Written questions STUDENT DECLARATION I_______________________________________________declare that these tasks are my own work. None of this work has been completed by any other person. I have not cheated or plagiarised the work or colluded with any other student/s. Ihavecorrectlyreferencedallresourcesandreferencetextsthroughoutthese assessment tasks. I understand that if I am found to be in breach of policy, disciplinary action may be taken against me.Student signature:___________________ Student name:______________________________________________________________________ Date:_____________________________________________________________________________
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
BSBMGT502Page2 ASSESSMENT TASK 1: WRITTEN QUESTIONS TASKSUMMARY: 10 questions to be answered.I you research external sources please cite these as references in the body of the document and in a bibliography. QUESTION1 1.How are you going to monitor your staff member’s performance after the formal counselling session? With the help of effective formal counselling the staff member can be made confident for their work and to improve their performance. The formal counselling is provided when the employees do not positively respond to the advices on the informal basis. For monitoring the outcomes of the counselling the performance of the employees has to be analysed which can be done by watching them and interacting them regrading the way they are aiming to achieve their targets. The account can be taken from them such as what changes do they have implemented in their process, are they able to spell-out the expectations after the counselling or not(Baker, 2016). QUESTION2 Identify6workplaceperformanceproblems.Howwouldyouinvestigatethese problems? Six workplace performance problems faced often faced by the organisation includes: Quality of work in terms of inaccuracies, errors, wastage of material etc. Quantity of work in context of absenteeism, slow response, accidents etc. Inappropriate behaviour of the employees making workplace environment hostile, power games etc. Resistance to accept the changes taking place within the organisation
BSBMGT502Page3 Inefficient interpersonal relations among the employees Inappropriate physical behaviour All the activities can be identified by the managers on the basis of their observation and with the feedbacks of the employees towards each other as well as by the immediate superiors. QUESTION3 How would you follow up the outcomes of aninformalcounselling (discussion) with a staff member in the workplace? With the help of the informal counselling the issues faced by the employees can be identified and accordingly various ways to overcome the issues can be mutually decided with the discussion. The outcomes of this can be followed up by feedbacks from the staff member itself regarding the changes they are facing in context of the issues as well as the performance can be analysed on the basis of the checklist which can be prepared at the time of informal counselling in regards to the areas that were impacted due to the particular issue with the staff member(Storey, 2016). QUESTION4 How could you provide recognition and reward for achievements and outstanding performance? Identify 2 ways. 1. As it is crucial to reward the performance of the employee to keep them motivated the employer can post and follow a calendar of celebration in which the achievement of the best performer can be place in the workplace. Also they can be provided symbolic recognition for the performance such as coffee mug that reflect sincere appreciation. 2. The rewards system that can be adopted by the organisation includes variable pay to the employees, bonuses; profit sharing is the achievement is significantly contributed to the overall performance of the organisation. In addition to this the group based rewards can also be provided in terms of group incentives etc.
BSBMGT502Page4 QUESTION5 What is the purpose of a workplace Code of Conduct? The code of conduct within the workplace facilitated the organisation to clarifies the missions,visionoftheorganisation.Thecodesenablestheorganisationto communicative the values to the employees and the leaders of the organisation with the help of which they can ensure the desired behaviour of the employees within the workplace.It can further be used as a benchmarking for measuring the performance of the employees and even that of the organisation (Code of conduct, 2019). Various specific purposes are that it facilitate the marketing of the organisational commitment for high standard, ensures compliance of the laws, mitigation of the risks etc. QUESTION6 Why is monitoring staff performance, providing feedback and coaching important for an organisation? For managing the performance and ensuring the accomplishment of the organisational objectives it is important that feedback is provided to the employees, coaching given to them etc. With the help of feedbacks the managers can identify the opinions of the employees and the issues faced by them, while with the help of monitoring of the performance the managers can analyse the areas in which the improvement is required for the employees and accordingly they plan for the trainings, development sessions (Tziner and Rabenu, 2018).With the help of coaching the leaders can provide the guidance in context of ways to complete the task and can make the employees adopt various techniques for accomplishing their objectives. QUESTION7 List three behaviours that a workplace Code of Conduct can cover. 1.Thecodeofconductreflectsthevaluesofthecompanythatfacilitatethe management of the organisation in regulating the behaviour of the people such as the investors, employees, managers etc.
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
BSBMGT502Page5 2.The code of conduct of the workplace includes the respect for the community which ensures that the business take into consideration the expectations of the society. Also it facilitate in ensuring the compliances in context of the environmental impact. 3.Itincludesthecompliancesfortheresourceswhichprovidetheemployees supplementary information regarding the policies of the organisation as well as various laws and regulations that they have to consider so that ethical behaviours is managed(Ghosh, 2016). QUESTION8 Why do businesses conduct performance appraisals? What methods can they use? The human resource managers of the organisation conduct the performance appraisals of the employees with the help of which they can ensure that their employees feel valuable, the grievances faced by them can easily be resolved, the vision can be communicated among the team members, new goals can be established for the employees as per their performance so that they can accomplish them efficiently. Different ways of conducting the performance appraisal includes 360 degree feedback method, management by objectives, assessment centre methods etc. In addition to this some managers focus upon self assessment method of performance appraisal(Norbu, 2016). QUESTION9 List two benefits to employers of a diverse workplace. 1.Thediversitywithintheworkplaceenablestheemployertohavedifferent perspectives with which they can get different ideas for meeting up with various problems. This enables them to enhance the productivity of the organisation as they can efficiently manage the issues with creativity. 2. The diverse workplace ensures that the employee’s understand the requirement of the changes and due to this the chances of resistance for the change reduces. This enables them to ensure the improvement in the performance of the employees. QUESTION10
BSBMGT502Page6 Outline the steps in a grievance procedure? For efficiently managing the grievances among the employees within the organisation the managers need to follow the following steps which are given below: Step 1: Understand the option-which implies that the employer need to understand the issues informally first to develop better understanding. Step 2: Raising a formal grievance- this implies that the ACAS code for handling the grievance must be followed. Step 3:Responding the formal grievance- with this the formal procedure is adopted considering all the laws Step 4: The grievance meeting- to understand the sides of the parties associated such meetings are organised Step5:Decidingtheoutcome-aftermeetingthedecisionsaretakenand communicated Step 6: After the grievance procedure- the decisions so taken are put into action What do I need to hand in for this task? Have I completed this? Your answers to these questions
BSBMGT502Page7 References Books and Journal Baker, J.N., 2016.Human resource office grievance procedures: Trust versus intent to quit(Doctoral dissertation, Capella University). Ghosh, P., and et. al., 2016. Rewards and recognitionto engage private bank employees.Management Research Review. Norbu, T., 2016.The role of formal and informal HRM policies and practices in managing work and family conflict: the perspective of Bhutanese small and mediumenterprises(Doctoraldissertation,QueenslandUniversityof Technology). Storey, J., 2016.Human resource management. Edward Elgar Publishing Limited. Tziner, A. and Rabenu, E., 2018. Ways to improve the performance appraisal system 1: Rater training. InImproving Performance Appraisal at Work. Edward Elgar Publishing. Online Codeofconduct,2019.[online]Availablethrough:< https://www.ethics.org/resources/free-toolkit/code-of-conduct/#:~:text=A %20well%2Dwritten%20code%20of,doing%20so%2C%20defines %20desired%20behavior.>
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
BSBMGT502Page8 ASSESSMENT TASK COVER SHEET – ASSESSMENT TASK 2 Students: Please fill out this cover sheet clearly and accurately for this task. Make sure you have kept a copy of your work. Name: Date of birth:Student ID: Unit: BSBMGT502 – Manage People Performance Student to completeAssessor to complete Assessment Task Resubmissio n? Y/N Stude nt initial s Sufficien t/ insufficie ntDate Roleplay–managingworkplace difficulties STUDENT DECLARATION I__________________________________________________________declarethatthesetasks are my own work. None of this work has been completed by any other person. I have not cheated or plagiarised the work or colluded with any other student/s. Ihavecorrectlyreferencedallresourcesandreferencetextsthroughoutthese assessment tasks. I understand that if I am found to be in breach of policy, disciplinary action may be taken against me. Student signature:___________________________________________________________________________________ Student name:_______________________________________________________________________________________ Date:________________________________________________________________________________________________
BSBMGT502Page9 In this assignment of role play is undertaken for the under-performance issues which are faced by the organisation with some of their employees. For this the case of Mr. Wrong and Ms. Jessica is considered. On the basis of their discussion the performance management plan and learning and development plan is formulated with the help of which the company can manage the issue related to their two underperforming employees(Stafford and Bond, 2020). Employee:Mr. Wrong Role:Customer Service Officer Date: Issuesidentified that need to be addressed Discussionabout issuesand consequences AgreedStrategies includingany training Followup Expectationsand schedule Slow response to the customers and poorcustomer service standards. Onthebasisofthe feedbacksfromthe customersitcanbe analysedthe employeesreply rudelytothe customers due to this theirlevelof experience diminishes. Asandwhenthe customerscomplain himregardingthe issue faced by them in contextoftheslow customers services Mr. Wrong reply to them rudely.Thishas adverse impact on the businessandthe consequencesofthis canleadtolossof Onthebasisofthe meetingwithMr. Wrongitcanbe identified that various strategiesneedtobe undertakenfor managingtheissues suchastraining sessionswillbe organisedforhimso that he can efficiently operatethecomputer systemandthe installedsoftwareas with the speed of the responseswill increase. In addition to this,Mr.Wrongis expectedtooffera sincereapologyis provided from his side Thefollowupwill directly be taken from the customer as if they havefacedanysuch issue again or not. To fix the issue trainings to Mr. Wrong will be providedfromnext week so that the harm tocustomer satisfactioncanbe minimised.
BSBMGT502Page10 businessforthe company.The dissatisfaction level of the customer will have impactonother customersaswellas theywillpublicize theirbadexperience with the company on various platforms. Due to which the company needtoemphasison extraeffortsfor minimising the impact ofsuchnegative reviews on their future business. and assurance will be providedtothe customer in context of thenon-repetitionof suchbehaviour (Delamain and Spring, 2017). Customers do not receivetheir goodsontime and due to which theywantto returnthemas well as they want refundsbecause oflackof accuracy. Heretheissueis related to the lack of accuracy due to which thedeliveryofthe goods is not done on time and this leads to loss of business for the company.The inefficiencyinthe levelof communicationhas affectedtheresponse time and delayed in the delivery and this will affect the sales of the companyasthe Onthebasisofthe discussionwiththe employee and the team itisidentifiedthat properchannelof communication will be identifiedandthe person responsible for providingcommand willbeidentifiedso that miscommunication doesnotarises.In additiontothis tracking system for the deliverywillbe Feedbacksfromthe customerswillbe takenandthe benchmarkswillbe providedtothe employeesaccording to which they have to improvetheir performance. Reaching to the benchmark will ensurethefulfilment of the expectations.
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
BSBMGT502Page11 customers will shift to other who can provide them prompt delivery (Skirton, 2018). implementedandthe employeeswillbe providedtrainingfor thesame.Also automationwillbe introducedinthe deliverysystemfor making faster delivery. Employee Signature:Date: Manager Signature:Date: Employee:Ms. Jessica Role:Office Administrator Date: Issues identified that needtobe addressed Discussion about issues and consequences AgreedStrategies including any training Followup Expectationsand schedule Absenteeism withoutany notification Onthebasisofthe discussionitcanbe identifiedthattheMs. Jessicatookleaves withoutanyprior approvalandwithout any notification due to which the work of the company piled up due to whichtheworkingof As per the policiesof thecompany disciplinarywarnings and disciplinary hearing areofferedtoMs. Jessicasothatneither shegetharmnotthe organisationbutifthe samesituationtake place in future than it Foranalysingthe expectation and for the follow up the record of the absenteeism will be analysed as well as the workload and piled up work will be considered.
BSBMGT502Page12 other is getting affected assheisin administration departmentwherefiles has to transfer from one tabletoanother.As consequencesofthis entire system is getting affected(Arnoldand Boggs, 2019). willbetreatedas misconductandthe employeewillbe terminatedasperthe policies of the company. Professional Counsellingwillbe organisedforMs. Jessicasothatthe improvementinher behaviourcanbe ensured. Ignoranceof thewarnings bythe employee Inspiteoftheverbal warningstothe employees it has taken place and due to which otheremployeesmay attempt to do so. This will adversely affect the operations of the entire organisation and due to whichservicestothe customerswillget affected. In addition to this the decision making of the company will also beaffectedasitcan have impact on the other employees as well. In this case the training or counselling cannot be providedastheverbal warnings are avoided by theemployeesofor managingthisstation warningswillbe providedinwritingas wellaspersonallythe employee can be given warnings. In addition to thistheletterof terminationcanbe providedincasethe employeerepeatsthe casewithoutany warnings to them. The follow up the time period will be provided totheemployeein whichtheir performancesand activitieswillbe analysedandonthe basisofthatthe necessaryactionsin context of their retention orterminationwillbe taken(Muller, 2019). Employee Signature:Date: ManagerDate:
BSBMGT502Page13 Signature: Learning and Development Plan – plan your development activities. Skill AreaPotential ActivityTimeframePriorityAchieved? Comments Communication skills Forimproving the communication skillsofthe employeealong with the team and thecustomers, theywillbe provided trainingsand sessionsin contextof interpersonal skills.Also interactive discussionswill be organised for themsothat understanding can be developed andbetter communication canbe established. Suchactivities will be organised in the period of every 10 days as the improvement inpresent situation is must forensuring timely delivery to thecustomers andimproved responsestothe customer queries. Thepriorityis better communication withthe customersas ineffective responsesto themcanaffect the overall image ofthe oragsnaition then thecompany must focus upon communication among employeesfor betterdelivery (Kurtz,Draper andSilverman, 2017). Onthebasisof the feedbacks of thecustomers and their level of satisfactionthe achievementof the trainings can beidentified. Accomplishment of the objectives ofthetrainings willfacilitateto theorganisation in ensuring their objectiveson time. Better understanding of thepoliciesof the organisation Varioussessions will be organised bythehuman Thesessioncan beorganisedin every quarter but The priority must bethe understandingof The achievement of the efforts can beensuredwith
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
BSBMGT502Page14 through sessions and counselling resources managersand their team so that theycanmake theiremployees understanding regardingthe policiesofthe companyin contextof absenteeismand thepossible actionsthatcan betakenby the company so that theycanensure thatno unacceptable behaviourarises fromthe customers side. the emails can be sendcontaining allthe information everymonthto the employees so that they can take into consideration the factorsalong with their impact asperthe policiesofthe company(Dillon, Oliveiraand Abbasi, 2017). thepoliciesby theemployees andtheir compliancesso that the sessions arenotrequired in every quarter. thebetter performancesof theemployees andreduced activities such as absenteeism etc.
BSBMGT502Page15 References Books and Journal Arnold,E.C.andBoggs,K.U.,2019.InterpersonalRelationshipsE-Book: Professional Communication Skills for Nurses. Elsevier Health Sciences. Delamain,C.andSpring,J.,2017.Developingbaselinecommunicationskills. Routledge. Dillon, M., Oliveira, F. and Abbasi, B., 2017. A two-stage stochastic programming model for inventory management in the blood supply chain.International Journal of Production Economics,187, pp.27-41. Kurtz, S., Draper, J. and Silverman, J., 2017.Teaching and learning communication skills in medicine. CRC press. Muller, M., 2019.Essentials of inventory management. HarperCollins Leadership. Skirton, H., 2018. More than an information service: are counselling skills needed by genetics professionals in the genomic era?.European Journal of Human Genetics,26(9), pp.1239-1240. Stafford, M.R. and Bond, T., 2020.Counselling Skills in Action. SAGE Publications Limited.