BSBWOR502 Lead and Manage Team Effectiveness Assessment Guide
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BSB51915
Diploma of Leadership and Management
Assessment Guide
V2.0 August 2017
BSBWOR502 Lead and manage team effectiveness
Diploma of Leadership and Management
Assessment Guide
V2.0 August 2017
BSBWOR502 Lead and manage team effectiveness
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Introduction
This Assessment Booklet provides you with information and your assessment tasks for this
unit. A requirement of your qualification, from which the unit of competence is taken, is the
application of the concepts you have been learning.
The assessment activities are an important part of your course as they provide an opportunity
to apply what you have been learning and they give both you and your trainer feedback on
your progress.
Please read this section carefully before commencing the assessment tasks.
RECOGNITION OF PRIOR LEARNING
If you can demonstrate that you have the skills and knowledge within this unit, you should
speak to a trainer/assessor about this and apply for recognition of prior learning.
COMPLETING YOUR ASSESSMENTS
Prior to Assessment
You must be advised of your rights before and after the assessments including the right to
appeal.
Assessors must provide you with all relevant information relating to the assessments prior to
commencement and of the appeals procedure that can be utilised if you wish to appeal against
the assessment outcome or make a complaint.
Submitting Assessments
Each part of this assessment booklet needs to be carefully completed and you are required to
attain a ‘satisfactory’ mark for each of the assessment activities. Full details of what is required
have been detailed in instructions before each assessment task.
Youmust submit assessment tasks with the cover sheet provided at the end of this Booklet.
You must attach one cover sheet per assessment upon submission, ticking the relevant
assessment box. Ensure you sign the form after completion.
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This Assessment Booklet provides you with information and your assessment tasks for this
unit. A requirement of your qualification, from which the unit of competence is taken, is the
application of the concepts you have been learning.
The assessment activities are an important part of your course as they provide an opportunity
to apply what you have been learning and they give both you and your trainer feedback on
your progress.
Please read this section carefully before commencing the assessment tasks.
RECOGNITION OF PRIOR LEARNING
If you can demonstrate that you have the skills and knowledge within this unit, you should
speak to a trainer/assessor about this and apply for recognition of prior learning.
COMPLETING YOUR ASSESSMENTS
Prior to Assessment
You must be advised of your rights before and after the assessments including the right to
appeal.
Assessors must provide you with all relevant information relating to the assessments prior to
commencement and of the appeals procedure that can be utilised if you wish to appeal against
the assessment outcome or make a complaint.
Submitting Assessments
Each part of this assessment booklet needs to be carefully completed and you are required to
attain a ‘satisfactory’ mark for each of the assessment activities. Full details of what is required
have been detailed in instructions before each assessment task.
Youmust submit assessment tasks with the cover sheet provided at the end of this Booklet.
You must attach one cover sheet per assessment upon submission, ticking the relevant
assessment box. Ensure you sign the form after completion.
BSBWOR502Assessment Guide V2.0 Aug 2017
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Assessments should be submitted on or before their due date. Extensions for individual
assessment tasks may be negotiated in specific circumstances. Consultation on this must
occur prior to the due date and extensions due to illness will require a medical certificate.
Extensions will be confirmed to you in writing.
Plagiarism and Referencing
You are reminded that plagiarism will not be tolerated. Information, ideas etc. quoted or
paraphrased from another source, must be acknowledged with “quotation marks” around the
relevant words/sentences or ideas and cited at the end of the document. Sources of
information, ideas etc. must be provided in alphabetical order by author’s surname (including
author’s full name, name of document/ book/internet etc. and year and place of publishing) or
may be included in brackets in the text.
ASSESSMENT OUTCOMES
The evidence you submit will be assessed and you will be given written feedback. Each
assessment task will be marked as either Satisfactory or Unsatisfactory and once all
assessments have been marked you will be given an outcome of Competent or Not
Competent for the unit of competence. Upon demonstrating competence, you will be awarded
this unit.If you are assessed as Not Competent, you will be given some suggestions for
improvement and asked to redo your assessment.
Re-assessment
In the event you are deemed Unsatisfactory, you will be allowed two (2) further attempts at an
assessment within the timeframe of this course.
As part of the assessment process, you must abide by any relevant assessment policies as
provided to you. If you feel you are not yet ready to be assessed or this assessment is unfair,
you should be offered the opportunity to discuss all options that are available to you to
complete the assessment.
Reasonable Adjustment
RTOs and Trainers/Assessors are obliged by law to make reasonable adjustment to ensure
maximum participation of students with disability in teaching, learning and assessment
activities. This includes:
• ensuring that course activities are sufficiently flexible;
• providing additional support where necessary; and
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assessment tasks may be negotiated in specific circumstances. Consultation on this must
occur prior to the due date and extensions due to illness will require a medical certificate.
Extensions will be confirmed to you in writing.
Plagiarism and Referencing
You are reminded that plagiarism will not be tolerated. Information, ideas etc. quoted or
paraphrased from another source, must be acknowledged with “quotation marks” around the
relevant words/sentences or ideas and cited at the end of the document. Sources of
information, ideas etc. must be provided in alphabetical order by author’s surname (including
author’s full name, name of document/ book/internet etc. and year and place of publishing) or
may be included in brackets in the text.
ASSESSMENT OUTCOMES
The evidence you submit will be assessed and you will be given written feedback. Each
assessment task will be marked as either Satisfactory or Unsatisfactory and once all
assessments have been marked you will be given an outcome of Competent or Not
Competent for the unit of competence. Upon demonstrating competence, you will be awarded
this unit.If you are assessed as Not Competent, you will be given some suggestions for
improvement and asked to redo your assessment.
Re-assessment
In the event you are deemed Unsatisfactory, you will be allowed two (2) further attempts at an
assessment within the timeframe of this course.
As part of the assessment process, you must abide by any relevant assessment policies as
provided to you. If you feel you are not yet ready to be assessed or this assessment is unfair,
you should be offered the opportunity to discuss all options that are available to you to
complete the assessment.
Reasonable Adjustment
RTOs and Trainers/Assessors are obliged by law to make reasonable adjustment to ensure
maximum participation of students with disability in teaching, learning and assessment
activities. This includes:
• ensuring that course activities are sufficiently flexible;
• providing additional support where necessary; and
BSBWOR502Assessment Guide V2.0 Aug 2017
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• Offering a reasonable substitute within the context of the course where a student
cannot participate.
Reasonable adjustment is defined in section 4(1) of the Employment and the Disability
Discrimination Act as ‘an adjustment to be made by a person is a reasonable adjustment
unless making the adjustment would impose an unjustifiable hardship on the person’.
Reasonable adjustment as it applies to participation in learning and assessment activities may
include:
• customising resources or activities within a training package or accredited course;
• modifying a presentation medium;
• providing additional support;
• providing assistive or adaptive technologies;
• making additional information accessible both before enrolment and during the course;
and
• Monitoring these adjustments to ensure that the student’s needs continue to be met.
An individual’s access to the assessment process should not be adversely affected by
restrictions placed on the location or context of assessment beyond the requirements specified
in the training package. Reasonable adjustments can be made to ensure equity in assessment
for people with disabilities. Adjustments include any changes to the assessment process or
context that meet the individual needs of the person with a disability, but do not change
competency outcomes.
The assessment process must:
Provide for valid, reliable, flexible and fair assessment
Provide for judgement to be made on the basis of sufficient evidence
Offer valid, authentic and current evidence.
COMPETENCY ASSESSMENT
Within this qualification are units of competency that form the basis of your assessments.
These can be located in your Unit Outline Booklet.
ASSESSMENTS FOR THIS UNIT
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cannot participate.
Reasonable adjustment is defined in section 4(1) of the Employment and the Disability
Discrimination Act as ‘an adjustment to be made by a person is a reasonable adjustment
unless making the adjustment would impose an unjustifiable hardship on the person’.
Reasonable adjustment as it applies to participation in learning and assessment activities may
include:
• customising resources or activities within a training package or accredited course;
• modifying a presentation medium;
• providing additional support;
• providing assistive or adaptive technologies;
• making additional information accessible both before enrolment and during the course;
and
• Monitoring these adjustments to ensure that the student’s needs continue to be met.
An individual’s access to the assessment process should not be adversely affected by
restrictions placed on the location or context of assessment beyond the requirements specified
in the training package. Reasonable adjustments can be made to ensure equity in assessment
for people with disabilities. Adjustments include any changes to the assessment process or
context that meet the individual needs of the person with a disability, but do not change
competency outcomes.
The assessment process must:
Provide for valid, reliable, flexible and fair assessment
Provide for judgement to be made on the basis of sufficient evidence
Offer valid, authentic and current evidence.
COMPETENCY ASSESSMENT
Within this qualification are units of competency that form the basis of your assessments.
These can be located in your Unit Outline Booklet.
ASSESSMENTS FOR THIS UNIT
BSBWOR502Assessment Guide V2.0 Aug 2017
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There are three (3) forms of assessment or evidence gathering methods for this unit of
competency. You are required to complete and submit all the assessments.
Assessment 1. Written Questions
This assessment consists of two parts totalling sixteen (16) questions; Part A has 12 questions
and Part B has 4 questions. Students are required to answer all questions. Some questions
might require short answers but most of the questions expect students to provide
comprehensive answers. These questions are developed to assess the student’s knowledge
of BSBWOR502 Lead and manage team effectiveness. These questions sufficiently cover the
criteria set out under Performance Elements and Knowledge Evidence of this unit.
Students may use various sources of information including: text books, learning workbooks,
other documents and the internet and they must list their sources.
Assessment 2.Holistic
This Assessment gives students a chance to apply the principles learnt in the course by
undertaking a variety of tasks within the ambit of the leading and managing team
effectiveness, thereby sufficiently satisfying the majority of the assessment requirements for
this unit. This way, this assessment can be considered as a holistic assessment.
Students must record their answers in a separate A4 document and submit by attaching to
their cover page.
Assessment 3.Case Study
This assessment is designed to test the various criteria, set out under third and fourth
performance elements, of this unit. Based on the given information and case study based
scenario, students are required to answer some 4 questions with some good details.
ASSESSMENTS SUBMISSION DEADLINE
Assessment 1, will begin in Week 1 of the unit, due in Week 4 (on the first day of the new unit).
Assessment 2, Holistic, due in Week 4(on the first day of the new unit)
Assessment 3, Case Study Based Report, due in Week 4(on the first day of the new unit)
The last week to submit all the assesssments is the week ending 23/07/2018 (First week of the
new unit).
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competency. You are required to complete and submit all the assessments.
Assessment 1. Written Questions
This assessment consists of two parts totalling sixteen (16) questions; Part A has 12 questions
and Part B has 4 questions. Students are required to answer all questions. Some questions
might require short answers but most of the questions expect students to provide
comprehensive answers. These questions are developed to assess the student’s knowledge
of BSBWOR502 Lead and manage team effectiveness. These questions sufficiently cover the
criteria set out under Performance Elements and Knowledge Evidence of this unit.
Students may use various sources of information including: text books, learning workbooks,
other documents and the internet and they must list their sources.
Assessment 2.Holistic
This Assessment gives students a chance to apply the principles learnt in the course by
undertaking a variety of tasks within the ambit of the leading and managing team
effectiveness, thereby sufficiently satisfying the majority of the assessment requirements for
this unit. This way, this assessment can be considered as a holistic assessment.
Students must record their answers in a separate A4 document and submit by attaching to
their cover page.
Assessment 3.Case Study
This assessment is designed to test the various criteria, set out under third and fourth
performance elements, of this unit. Based on the given information and case study based
scenario, students are required to answer some 4 questions with some good details.
ASSESSMENTS SUBMISSION DEADLINE
Assessment 1, will begin in Week 1 of the unit, due in Week 4 (on the first day of the new unit).
Assessment 2, Holistic, due in Week 4(on the first day of the new unit)
Assessment 3, Case Study Based Report, due in Week 4(on the first day of the new unit)
The last week to submit all the assesssments is the week ending 23/07/2018 (First week of the
new unit).
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Assessment 1: Written Questions
This assessment consists of two parts totalling sixteen (16) questions; Part A has 12 questions
and Part B has 4 questions to assess the student’s knowledge of BSBWOR502 Lead and
manage team effectiveness.
Instructions for Students
Students must answer all questions. Most questions require short answers although some
questions require a more detailed response. Students may use various sources of information
including: text books, learning workbooks, other documents and the internet and they must list
their sources.
PART A
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Question/Answer
Q1. What are the key elements of a team charter? How does a team charter help teams
meet their objectives? (Max. words: 350)
A team charter is the document which set out the responsibility, objective, role, goals
and scope of the team towards the accomplishment of business goals. the key
elements of team charter consist of :
Team Purpose: it is a statement which is telling the principal motive behind
the formation of the team
Team Objectives/ Goals: High-level quantifiableaims the team is made to
meet.
Team Members and their Roles: the role which is accepted by each team
member is stated here
Stakeholder/ sponsor : here the accountability and reporting is considered
Scope: the scope of functions which are to be undertaken by the team are
stated here
Decision Making Rules: the decisions regarding the betterment of the
company are taken here
This assessment consists of two parts totalling sixteen (16) questions; Part A has 12 questions
and Part B has 4 questions to assess the student’s knowledge of BSBWOR502 Lead and
manage team effectiveness.
Instructions for Students
Students must answer all questions. Most questions require short answers although some
questions require a more detailed response. Students may use various sources of information
including: text books, learning workbooks, other documents and the internet and they must list
their sources.
PART A
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Question/Answer
Q1. What are the key elements of a team charter? How does a team charter help teams
meet their objectives? (Max. words: 350)
A team charter is the document which set out the responsibility, objective, role, goals
and scope of the team towards the accomplishment of business goals. the key
elements of team charter consist of :
Team Purpose: it is a statement which is telling the principal motive behind
the formation of the team
Team Objectives/ Goals: High-level quantifiableaims the team is made to
meet.
Team Members and their Roles: the role which is accepted by each team
member is stated here
Stakeholder/ sponsor : here the accountability and reporting is considered
Scope: the scope of functions which are to be undertaken by the team are
stated here
Decision Making Rules: the decisions regarding the betterment of the
company are taken here
BSBWOR502Assessment Guide V2.0 Aug 2017
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Question/Answer
Team Norms or Ground Rules: here the expectations of team are highlighted
The team charter assists the team and supports them towards the attainment of the
organizational goals in an effective and efficient manner. A good team charter also
provides the team with the goals and rationale for team so that they can work
smoothly. Charters offer more than impartial overall alignment anddirection to the
organization's complete purpose. Successfully chartering will increase the probability
that the group will be less discouraged take a smaller amount of time and create
better outcomes. The finest method to set the team up for achievement is to develop
a team charter. (Cordell and Thompson, 2018)
Q2. How do standard operating procedures help teams: (Max. words: 300)
a. Achieve their objectives?
b. Be accountable for their actions?
Standard operating procedures help teams achieve their objectives
Standard operations are the set rules and strategies which help in guiding the work
flow for better management of the team. The standard operating procedure is valid
and reliable they assist in the accomplishment of business goals. The standard
operating procedures transforms the ways in which the actions are undertaken by the
team member’s. It is importanttohave standard operation procedure to build a strong
team.
Standard operating procedures help teams to be accountable for their
actionsstandardoperationprocedures are importantfor creating accountability in the
cations and performances which are undertaken by the team members. The
standardoperations are important to have accountable actions in the course of
accomplishing the goals. Standard operating process are effective and efficient to
have accountable actions so that a strong and vigorous team can be built
7 | P a g e
Question/Answer
Team Norms or Ground Rules: here the expectations of team are highlighted
The team charter assists the team and supports them towards the attainment of the
organizational goals in an effective and efficient manner. A good team charter also
provides the team with the goals and rationale for team so that they can work
smoothly. Charters offer more than impartial overall alignment anddirection to the
organization's complete purpose. Successfully chartering will increase the probability
that the group will be less discouraged take a smaller amount of time and create
better outcomes. The finest method to set the team up for achievement is to develop
a team charter. (Cordell and Thompson, 2018)
Q2. How do standard operating procedures help teams: (Max. words: 300)
a. Achieve their objectives?
b. Be accountable for their actions?
Standard operating procedures help teams achieve their objectives
Standard operations are the set rules and strategies which help in guiding the work
flow for better management of the team. The standard operating procedure is valid
and reliable they assist in the accomplishment of business goals. The standard
operating procedures transforms the ways in which the actions are undertaken by the
team member’s. It is importanttohave standard operation procedure to build a strong
team.
Standard operating procedures help teams to be accountable for their
actionsstandardoperationprocedures are importantfor creating accountability in the
cations and performances which are undertaken by the team members. The
standardoperations are important to have accountable actions in the course of
accomplishing the goals. Standard operating process are effective and efficient to
have accountable actions so that a strong and vigorous team can be built
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Question/Answer
Q3. What is positive coaching? How does this benefit teams and individuals? (Max.
words: 350)
Positive Coaching
Positive Coaching is all about allowing and teaching the athletes to prepare better,
accomplish more, perform better to understandindividual excellence, and to be,
happier, prouder , more fulfilled and happier for their efforts ,investment and
areencouraged to come again and do more. The positive coaching helps in
transforming the weakness of an individual into strengths (Dave, et. al., 2017)
The benefit of positive coaching to team:
coaching is important to maintain a good communication in the team
coachinghelps in the attainment of gaols and standardswhich are set by the
team
coaching transforms the characters and interest of the team to be more
competent
The benefit of positive coaching to individuals:
Increased engagement: a complete participation by the team members
results in better performance
Profounder level of learning: coaching results not only in improving skills but
also provides for deeper learnings. With the help of coaching an individual can
learn more
Improve personal skills: coaching helps an individual to enhance their existing
skills.
Construct an individual awareness: the coach is required to develop new
ways for improving the attentiveness of an individual
8 | P a g e
Question/Answer
Q3. What is positive coaching? How does this benefit teams and individuals? (Max.
words: 350)
Positive Coaching
Positive Coaching is all about allowing and teaching the athletes to prepare better,
accomplish more, perform better to understandindividual excellence, and to be,
happier, prouder , more fulfilled and happier for their efforts ,investment and
areencouraged to come again and do more. The positive coaching helps in
transforming the weakness of an individual into strengths (Dave, et. al., 2017)
The benefit of positive coaching to team:
coaching is important to maintain a good communication in the team
coachinghelps in the attainment of gaols and standardswhich are set by the
team
coaching transforms the characters and interest of the team to be more
competent
The benefit of positive coaching to individuals:
Increased engagement: a complete participation by the team members
results in better performance
Profounder level of learning: coaching results not only in improving skills but
also provides for deeper learnings. With the help of coaching an individual can
learn more
Improve personal skills: coaching helps an individual to enhance their existing
skills.
Construct an individual awareness: the coach is required to develop new
ways for improving the attentiveness of an individual
BSBWOR502Assessment Guide V2.0 Aug 2017
9 | P a g e
Question/Answer
Q4. What is the difference between constructive and destructive feedback? Describe a
time when you have delivered constructive feedback. (Max. words: 350)
Constructive Feedback Destructive feedback
the technique which is mainly utilized to
provide a high level of confidence in an
worker while moderatelyexpressing them
what they might do in the forthcoming to
achieve even enhanced results
Destructive feedback is the tool which is
lees or more utilized for hurting the emotions
of the person so that the existing skills and
knowledge can be improved
Constructive feedback is considered to be
the tool of thevisionary leader.
Destructive feedback is usually used by
concourse bullies
For Example:Likeeverybody, I have got an input from my managers which assisted
me to understandin what method my work might be enhanced. Once I was inquired to
study a project on which I had consumed a lot of time on, but
afterwardpayingattentionprudently to the critique, I saw in what way I could make
vicissitudes which wouldreinforce the completed product. I am always
keentogetknowledgefrompersons with dissimilar views and knowledges, particularly
when the comment can assistance me cultivate in myskillsetandreinforce my career.
Q5. What is upward communication? Give three different examples of upward
communication and suggest appropriate communication methods for each. (Max.
words: 350)
Communication is considered to be reallyimportant for managing and running the
business successfully. Communication is important to maintain an interaction with the
superior and subordinates. Communication is required at each and every level of the,
management for the early accomplishment of business goals and objectives. Upward
Communication is the procedure of information which is flowing from the lower stages
9 | P a g e
Question/Answer
Q4. What is the difference between constructive and destructive feedback? Describe a
time when you have delivered constructive feedback. (Max. words: 350)
Constructive Feedback Destructive feedback
the technique which is mainly utilized to
provide a high level of confidence in an
worker while moderatelyexpressing them
what they might do in the forthcoming to
achieve even enhanced results
Destructive feedback is the tool which is
lees or more utilized for hurting the emotions
of the person so that the existing skills and
knowledge can be improved
Constructive feedback is considered to be
the tool of thevisionary leader.
Destructive feedback is usually used by
concourse bullies
For Example:Likeeverybody, I have got an input from my managers which assisted
me to understandin what method my work might be enhanced. Once I was inquired to
study a project on which I had consumed a lot of time on, but
afterwardpayingattentionprudently to the critique, I saw in what way I could make
vicissitudes which wouldreinforce the completed product. I am always
keentogetknowledgefrompersons with dissimilar views and knowledges, particularly
when the comment can assistance me cultivate in myskillsetandreinforce my career.
Q5. What is upward communication? Give three different examples of upward
communication and suggest appropriate communication methods for each. (Max.
words: 350)
Communication is considered to be reallyimportant for managing and running the
business successfully. Communication is important to maintain an interaction with the
superior and subordinates. Communication is required at each and every level of the,
management for the early accomplishment of business goals and objectives. Upward
Communication is the procedure of information which is flowing from the lower stages
BSBWOR502Assessment Guide V2.0 Aug 2017
10 | P a g e
Question/Answer
of a ladder to the higher stages. Upward communication is the movement of info from
front line workers to bosses, superintendents, and managements.
Some examples of upward communication are:
Performance reports – These are the reports which are prepared by
subordinate management and studied by higher management ( appropriate
communication method for this communication is report)
Suggestion boxes- Suggestion box are kept at the office for getting the suggestions
from the employees for improving the work conditions ( appropriate communication
method for this communication is text message)
Employee satisfaction surveys- the employee satisfaction survey is the questions
which are asked from the employees in an order to know the satisfaction levels of the
employees. ( appropriate communication method for this communication is email and
letter)
Q6. What is effective listening? How can using effective listening improve
communication? (Max. words: 350)
Effective listening skills are the capability to vigorouslycomprehend information which
isprovided by the lecturer, and showattentiveness in the topic deliberated. It can also
comprise providing the presenter with response, like asking of relevant questions; so
the narratorsees the message is being understood.
Effective listening improve communication
To enhance the communication skills, one must listen efficiently. Effective listening
provides an induvial numerousbenefits and makes an individual moreextraordinary
when they speak. Effective listening alsoenhances the performance. Listening is
considered to be a noteworthy part of communication course. Communication cannot
take place until and unless a message is perceived and recollectedpositivelyand
thoroughly by the receivers/auditors. Effective listening improves the quality of the
communication.
Q7. What are the key elements of a corrective action plan? How does a corrective action
plan help resolve problems effectively? (Max. words: 350)
The 5 prime elements of a corrective action plan are :
10 | P a g e
Question/Answer
of a ladder to the higher stages. Upward communication is the movement of info from
front line workers to bosses, superintendents, and managements.
Some examples of upward communication are:
Performance reports – These are the reports which are prepared by
subordinate management and studied by higher management ( appropriate
communication method for this communication is report)
Suggestion boxes- Suggestion box are kept at the office for getting the suggestions
from the employees for improving the work conditions ( appropriate communication
method for this communication is text message)
Employee satisfaction surveys- the employee satisfaction survey is the questions
which are asked from the employees in an order to know the satisfaction levels of the
employees. ( appropriate communication method for this communication is email and
letter)
Q6. What is effective listening? How can using effective listening improve
communication? (Max. words: 350)
Effective listening skills are the capability to vigorouslycomprehend information which
isprovided by the lecturer, and showattentiveness in the topic deliberated. It can also
comprise providing the presenter with response, like asking of relevant questions; so
the narratorsees the message is being understood.
Effective listening improve communication
To enhance the communication skills, one must listen efficiently. Effective listening
provides an induvial numerousbenefits and makes an individual moreextraordinary
when they speak. Effective listening alsoenhances the performance. Listening is
considered to be a noteworthy part of communication course. Communication cannot
take place until and unless a message is perceived and recollectedpositivelyand
thoroughly by the receivers/auditors. Effective listening improves the quality of the
communication.
Q7. What are the key elements of a corrective action plan? How does a corrective action
plan help resolve problems effectively? (Max. words: 350)
The 5 prime elements of a corrective action plan are :
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Question/Answer
1. Link to Compliance Record: there should be the links regarding the records which
are related to the compliance and legal requirements
2. Action Items: A list regarding all the action items must be developed so that
appropriate actions can be taken at a right time
3. Defined Workflow: the correct flow of the work must be stated so that there is no
repetition of the work
4. Responsible Party: the responsible party must be formed for accepting the
responsibilitieswhich are important and crucial for the survival of the business
5. Risk Assessment: the assessments or evaluation regarding the impact and type
of risk must be stated. Risk assessment helps in the early detection of the risk
A corrective action plan help resolve problems effectively
The corrective action plan summaries what is required to resolve the issue
and assistance the company to accomplish its objectives. The corrective action
plan mustinclude a clear declarationclassifying the issue, a report of the
anticipatedcondition which is going forward and precise stages to be taken
to resolve the recognized problem (Wildavsky, 2017).
Q8. Briefly explain how mentoring and coaching can help ensure team effectiveness.
(Max. words: 350)
mentoring in building strong team
Mentoring is important in building a strong team as a mentor guides the
teammembers to put their efforts in the right direction. Mentor guides and build a
strong team so that they can accomplish the goals and objectives in the set time
frames. Mentoring accelerates the power and energies to drive the team and meek
them more competent in achieving the set targets. Mentoring is important to
transform the outlooks of an individual (Bolman and Deal, 2017).
coaching ensures team effectiveness
Coaching helps in the development of a strong team. Coaching provides better visons
to the team so that a strong team can be created. Coaching provides a basis for
improving the existing skills and knowledge of the employee. Coach gives support to
the team members for looking into the bigger picture so that all the goals and
objectives of the team can be accomplished. Coaching is important to develop a team
which can work in all the complex surroundings and still strike to accomplish the
excellent targets. Moreover coaching is required to manage and regulate the activities
which are performed by the team
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Question/Answer
1. Link to Compliance Record: there should be the links regarding the records which
are related to the compliance and legal requirements
2. Action Items: A list regarding all the action items must be developed so that
appropriate actions can be taken at a right time
3. Defined Workflow: the correct flow of the work must be stated so that there is no
repetition of the work
4. Responsible Party: the responsible party must be formed for accepting the
responsibilitieswhich are important and crucial for the survival of the business
5. Risk Assessment: the assessments or evaluation regarding the impact and type
of risk must be stated. Risk assessment helps in the early detection of the risk
A corrective action plan help resolve problems effectively
The corrective action plan summaries what is required to resolve the issue
and assistance the company to accomplish its objectives. The corrective action
plan mustinclude a clear declarationclassifying the issue, a report of the
anticipatedcondition which is going forward and precise stages to be taken
to resolve the recognized problem (Wildavsky, 2017).
Q8. Briefly explain how mentoring and coaching can help ensure team effectiveness.
(Max. words: 350)
mentoring in building strong team
Mentoring is important in building a strong team as a mentor guides the
teammembers to put their efforts in the right direction. Mentor guides and build a
strong team so that they can accomplish the goals and objectives in the set time
frames. Mentoring accelerates the power and energies to drive the team and meek
them more competent in achieving the set targets. Mentoring is important to
transform the outlooks of an individual (Bolman and Deal, 2017).
coaching ensures team effectiveness
Coaching helps in the development of a strong team. Coaching provides better visons
to the team so that a strong team can be created. Coaching provides a basis for
improving the existing skills and knowledge of the employee. Coach gives support to
the team members for looking into the bigger picture so that all the goals and
objectives of the team can be accomplished. Coaching is important to develop a team
which can work in all the complex surroundings and still strike to accomplish the
excellent targets. Moreover coaching is required to manage and regulate the activities
which are performed by the team
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Question/Answer
Q9. List five reasons why conflict issues or situations may occur in the workplace and
provide an example for each.
The prime five reasons for conflicts with examples in the workplace are mentioned
below :
Personality Clashes- having different interest and choices can result in conflict of
interest
Pressure Points- work pressure and ongoing target meeting pressures can result in
creating conflicts
Personal Problems- an employee facing family issues or coming from an unhealthy
living environment
Panic Situations- a situation of work pressure or continuous change in the job role
can result in panic
Poor communication- usually the people at higher post do not come and talk to the
people who are lower post(Folger, et. al., 2017)
Q10 a. Briefly outline the following two methods used in gaining consensus amongst team
members:
Voting ((Max. 50 words)
Delphi Technique (Max. 75 words)
Voting
Voting is the recognized technique for the group, like, an electorate or a meeting to
express a view or create a choicecommonlyfollowingelectioncampaigns, debatesor
discussions. Consensuses elect receptacles of high headquarters by voting. Voting is
the most basic and general method for presenting an opinion
Delphi Technique
The Delphi technique is the estimating waywhich is mainly founded on the outcomes
of questionnaires which are directed to theboard of specialists. Several sequences of
surveys are referred out, and the unidentifiedreplies are combined and pooled with a
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Question/Answer
Q9. List five reasons why conflict issues or situations may occur in the workplace and
provide an example for each.
The prime five reasons for conflicts with examples in the workplace are mentioned
below :
Personality Clashes- having different interest and choices can result in conflict of
interest
Pressure Points- work pressure and ongoing target meeting pressures can result in
creating conflicts
Personal Problems- an employee facing family issues or coming from an unhealthy
living environment
Panic Situations- a situation of work pressure or continuous change in the job role
can result in panic
Poor communication- usually the people at higher post do not come and talk to the
people who are lower post(Folger, et. al., 2017)
Q10 a. Briefly outline the following two methods used in gaining consensus amongst team
members:
Voting ((Max. 50 words)
Delphi Technique (Max. 75 words)
Voting
Voting is the recognized technique for the group, like, an electorate or a meeting to
express a view or create a choicecommonlyfollowingelectioncampaigns, debatesor
discussions. Consensuses elect receptacles of high headquarters by voting. Voting is
the most basic and general method for presenting an opinion
Delphi Technique
The Delphi technique is the estimating waywhich is mainly founded on the outcomes
of questionnaires which are directed to theboard of specialists. Several sequences of
surveys are referred out, and the unidentifiedreplies are combined and pooled with a
BSBWOR502Assessment Guide V2.0 Aug 2017
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Question/Answer
crowd after separate round. The specialists are permitted to regulate their responses
in following rounds. Since numerous rounds of queries are enquired and the board is
told what the team thinks as a whole, the Delphi techniquepursues to influence the
accurateanswer through consensus. (Kuizenga-Wessel, et. al., 2017).
b. Briefly explain the benefits of consensus decision-making. (Max. words: 350)
TheConsensus decision-making is considered to be the procedure which helpsin
creating trust and generatescommitmentand ownership. The Consensus
decisions can result in improvedquality of consequences which authorize the
community or group to move frontward to generate their future together.
The prime benefits of consensus decision making are specified below:
Involves Comprehensive participation and authorizes the team
Provides commitment to work in a collective manner and
upsurgescollaboration
Generates shared thoughtfulness through debates which bridges
dissimilarities
Matches the dissemination of control in the team group. This procedure
results in the development of strong team.
Can constructimproved decisions which are more illustrative of the greater
community
Generates more commitment and ownership.
The consensus decisions making results in better planning and management
of the operation
Consequences in more effective applicationas the entire team takes action on
the plan or project (Lunenburg, 2011)
Q.11 Briefly describe the following issue resolution strategies, commonly used at
workplace:
Buddy system (Max. 50 words)
Counselling (Max. 50 words)
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Question/Answer
crowd after separate round. The specialists are permitted to regulate their responses
in following rounds. Since numerous rounds of queries are enquired and the board is
told what the team thinks as a whole, the Delphi techniquepursues to influence the
accurateanswer through consensus. (Kuizenga-Wessel, et. al., 2017).
b. Briefly explain the benefits of consensus decision-making. (Max. words: 350)
TheConsensus decision-making is considered to be the procedure which helpsin
creating trust and generatescommitmentand ownership. The Consensus
decisions can result in improvedquality of consequences which authorize the
community or group to move frontward to generate their future together.
The prime benefits of consensus decision making are specified below:
Involves Comprehensive participation and authorizes the team
Provides commitment to work in a collective manner and
upsurgescollaboration
Generates shared thoughtfulness through debates which bridges
dissimilarities
Matches the dissemination of control in the team group. This procedure
results in the development of strong team.
Can constructimproved decisions which are more illustrative of the greater
community
Generates more commitment and ownership.
The consensus decisions making results in better planning and management
of the operation
Consequences in more effective applicationas the entire team takes action on
the plan or project (Lunenburg, 2011)
Q.11 Briefly describe the following issue resolution strategies, commonly used at
workplace:
Buddy system (Max. 50 words)
Counselling (Max. 50 words)
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Question/Answer
Mentoring (Max. 50 words)
Us of Fair Work Commission (Max. 50 words)
Buddy system
The buddy system is a recognized process in which two individuals, the "friends",
work together as a specific unit so that they are capable to help and monitor each
other. The buddy system is essentiallyfunctioning together in duos in an enormous
group or alone
Counselling
Counselling is a procedure which arises when a counsellor and client set separate
time in an order to discover problems which can comprise the emotional or stressful
feelings of the client.
Mentoring
Mentoring is most frequently well-defined as the professional connection in which a
knowledgeable individual. (Mentor) helps another (the mentoree) in evolving specific
knowledge and skills which will improve the less-experienced individual's personal
and professional growth.
Us of Fair Work Commission
The Fair work Commission is a self-governing nationwide workplace
association’stribunal. It is answerable for preserving a security net of minimum pays
and employ state of affairs, together with avariety of other workplace regulation and
functions.
Q.12 Define the term ‘Group Dynamics’ coined by Kurt Lewin, a social psychologist and
change management expert, in1940s. Briefly explain any four factors which can cause
poor group dynamics? (Max. 150 words)
Kurt Lewin recognized the scientific study of the groups He designed the word group
dynamicstostate the manner in which individuals and groups act and react to
alteringconditions.
Four factors that can cause poor group dynamics are:
the competition turns out to be too serious
Loyalty is Extreme to the Specific Group
efforts of an individual are not recognized
having negative attitude (Forsyth, 2018)
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Question/Answer
Mentoring (Max. 50 words)
Us of Fair Work Commission (Max. 50 words)
Buddy system
The buddy system is a recognized process in which two individuals, the "friends",
work together as a specific unit so that they are capable to help and monitor each
other. The buddy system is essentiallyfunctioning together in duos in an enormous
group or alone
Counselling
Counselling is a procedure which arises when a counsellor and client set separate
time in an order to discover problems which can comprise the emotional or stressful
feelings of the client.
Mentoring
Mentoring is most frequently well-defined as the professional connection in which a
knowledgeable individual. (Mentor) helps another (the mentoree) in evolving specific
knowledge and skills which will improve the less-experienced individual's personal
and professional growth.
Us of Fair Work Commission
The Fair work Commission is a self-governing nationwide workplace
association’stribunal. It is answerable for preserving a security net of minimum pays
and employ state of affairs, together with avariety of other workplace regulation and
functions.
Q.12 Define the term ‘Group Dynamics’ coined by Kurt Lewin, a social psychologist and
change management expert, in1940s. Briefly explain any four factors which can cause
poor group dynamics? (Max. 150 words)
Kurt Lewin recognized the scientific study of the groups He designed the word group
dynamicstostate the manner in which individuals and groups act and react to
alteringconditions.
Four factors that can cause poor group dynamics are:
the competition turns out to be too serious
Loyalty is Extreme to the Specific Group
efforts of an individual are not recognized
having negative attitude (Forsyth, 2018)
PART B
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Question/Answer
Question/Answer
Q1. Develop a performance plan that may be used by your team. Describe:
how this plan helps your team achieve their objectives (Max. words: 750)
Performance plan refers to the team plans that are based on the
responsibilities for the given tasks and the individual performances which are
directly subjected to the team goals. There is no specific format that can be
used to make the performance plan but it includes the four parameters which
should be followed which include listing goals, include performance measures,
enlisting all the measures done and finally time period for achieving the goals.
A team needs to work together to maintain highest level of efficiency in their
tasks. As a leader, it becomes very important to develop efficient team that
can perform according to the enlisted tasks in the performance plan. The
performance plan helped the team as they were provided with training
programs in order to gain knowledge and information which further increased
their productivity. The objectives were achieved on time and it became easy to
achieve those objectives with the help of performance plan prepared before
starting the tasks. In that performance plan, all the tasks that were needed to
be done were enlisted separately and were assigned to the particular
members and the timeframe was also stated at the beginning which helped in
completing the tasks accordingly. With the performance plan, our team is
functioning great and maintaining all the quality standards and expectations
as they are efficient training was provided to them before starting the tasks
(AmirKhani and Khaledi, 2016). With the help of the W.I.S.H. Team Review,
the complete process has been analysed and we have been able to provide
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Question/Answer
Question/Answer
Q1. Develop a performance plan that may be used by your team. Describe:
how this plan helps your team achieve their objectives (Max. words: 750)
Performance plan refers to the team plans that are based on the
responsibilities for the given tasks and the individual performances which are
directly subjected to the team goals. There is no specific format that can be
used to make the performance plan but it includes the four parameters which
should be followed which include listing goals, include performance measures,
enlisting all the measures done and finally time period for achieving the goals.
A team needs to work together to maintain highest level of efficiency in their
tasks. As a leader, it becomes very important to develop efficient team that
can perform according to the enlisted tasks in the performance plan. The
performance plan helped the team as they were provided with training
programs in order to gain knowledge and information which further increased
their productivity. The objectives were achieved on time and it became easy to
achieve those objectives with the help of performance plan prepared before
starting the tasks. In that performance plan, all the tasks that were needed to
be done were enlisted separately and were assigned to the particular
members and the timeframe was also stated at the beginning which helped in
completing the tasks accordingly. With the performance plan, our team is
functioning great and maintaining all the quality standards and expectations
as they are efficient training was provided to them before starting the tasks
(AmirKhani and Khaledi, 2016). With the help of the W.I.S.H. Team Review,
the complete process has been analysed and we have been able to provide
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Question/Answer
realistic views of our team progress and ascertain whether the tasks will be
achieved in time or not and manage the further work accordingly to complete
the work in time. The teams’ strength and weaknesses in context of the
current work requirements are also assessed which are important part of the
performance plan and were very helpful in completing the task in given
timeframe. Lastly, the KPIs like good communication skills, positive attitude,
and cooperation were considered and worked upon to get the best outcome of
the team effort.
How you might support the team in achieving these objectives. (Max.
words: 700)
In achieving the objectives, as a leader, it becomes my responsibility and duty
to support my team and provide them with coaching, training and
development opportunities, meetings, and clarifying the responsibilities and
the roles and all the long-term and short-term plans. In no doubt, I involved
the whole team while still we were formulating and were designing the
objectives. We as a team, stressed hard on the collaboration and
partnerships and along with the hardworking we also had fun at times to
minimize the work stress. The team empowerment helped in getting new
ideas and the permitting interaction between different groups and subgroups
and external networks and technical experts achieve efficiency in the tasks
and these efforts overall made it easy for us to complete the task and achieve
the required objectives. Also, interaction with the different groups and
colleagues who were not in the team but were part of the task helped in
achieving the tasks easily (Antonakis and Day, 2017). The functional and
technical experts were approached whenever they were needed and this
helped in team achieve efficiency in accomplishing their objectives. With the
help of the problem-solving skills and decision-making skills, the team made
decisions and helped themselves with identifying and evaluating their
problems and solving them. Their interpersonal skills helped effective
communication within the team members which was further encouraged. I
assured that the tasks given were achievable within the timeframe and all the
resources needed were provided to the team. With motivation and
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Question/Answer
realistic views of our team progress and ascertain whether the tasks will be
achieved in time or not and manage the further work accordingly to complete
the work in time. The teams’ strength and weaknesses in context of the
current work requirements are also assessed which are important part of the
performance plan and were very helpful in completing the task in given
timeframe. Lastly, the KPIs like good communication skills, positive attitude,
and cooperation were considered and worked upon to get the best outcome of
the team effort.
How you might support the team in achieving these objectives. (Max.
words: 700)
In achieving the objectives, as a leader, it becomes my responsibility and duty
to support my team and provide them with coaching, training and
development opportunities, meetings, and clarifying the responsibilities and
the roles and all the long-term and short-term plans. In no doubt, I involved
the whole team while still we were formulating and were designing the
objectives. We as a team, stressed hard on the collaboration and
partnerships and along with the hardworking we also had fun at times to
minimize the work stress. The team empowerment helped in getting new
ideas and the permitting interaction between different groups and subgroups
and external networks and technical experts achieve efficiency in the tasks
and these efforts overall made it easy for us to complete the task and achieve
the required objectives. Also, interaction with the different groups and
colleagues who were not in the team but were part of the task helped in
achieving the tasks easily (Antonakis and Day, 2017). The functional and
technical experts were approached whenever they were needed and this
helped in team achieve efficiency in accomplishing their objectives. With the
help of the problem-solving skills and decision-making skills, the team made
decisions and helped themselves with identifying and evaluating their
problems and solving them. Their interpersonal skills helped effective
communication within the team members which was further encouraged. I
assured that the tasks given were achievable within the timeframe and all the
resources needed were provided to the team. With motivation and
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Question/Answer
encouragement, the team was supported to achieve the challenging tasks and
accomplish all the assigned work.
Q2. Describe a team which you have led, or been a member of, that did not operate
effectively. What were the key factors contributing to the poor performance of
the team? How could the performance be improved? (Max. words: 750)
I was a part of production team and our team was assigned a task which we were
unable to complete on time and therefore it significantly led to drop the task.
The key factors that contributed to the poor performance of the team included:
The planning process was not properly done and enlisted.
The actions taken for clarity to complete the project were not satisfactorily
enough and it lacked the commitment of the team members.
There was communication gap between the employees and this led to affect
the capacity of the team members to perform the work.
The series of logical steps designed were not followed accordingly.
To improve the above-team performance, it is mandatory to study all the instructions
related to the project before starting the tasks and enlist all the important points and
tasks that are required to accomplish the objectives. It is also very important to seek
proper guidance from the leaders in order to complete the tasks on time and there
should be clarity and commitment to the objectives. The communication gap between
the employees should be managed and the miscommunication should be avoided so
that the proper flow of information is there between the employees and between the
employees and the management. To be effective, it becomes important that all the
logical steps that are required for the tasks are designed and then they are followed
sequentially so that the task can be done completed within the timeframe that is
mentioned for the task. The team members’ accountability to their teams and to
themselves is very important for achieving the objectives and it should be considered
so that the project is handled properly and completed in time. The procedures and
policies should be read and they should be easily accessible to the concerned
employees so that they can read again and again and make fewer mistakes (Zahra,
et. al., 2014). Finally, the feedback is always encouraged and it should be mandatory
to complete the feedbacks of the assignment as this helps in improvement and also
17 | P a g e
Question/Answer
encouragement, the team was supported to achieve the challenging tasks and
accomplish all the assigned work.
Q2. Describe a team which you have led, or been a member of, that did not operate
effectively. What were the key factors contributing to the poor performance of
the team? How could the performance be improved? (Max. words: 750)
I was a part of production team and our team was assigned a task which we were
unable to complete on time and therefore it significantly led to drop the task.
The key factors that contributed to the poor performance of the team included:
The planning process was not properly done and enlisted.
The actions taken for clarity to complete the project were not satisfactorily
enough and it lacked the commitment of the team members.
There was communication gap between the employees and this led to affect
the capacity of the team members to perform the work.
The series of logical steps designed were not followed accordingly.
To improve the above-team performance, it is mandatory to study all the instructions
related to the project before starting the tasks and enlist all the important points and
tasks that are required to accomplish the objectives. It is also very important to seek
proper guidance from the leaders in order to complete the tasks on time and there
should be clarity and commitment to the objectives. The communication gap between
the employees should be managed and the miscommunication should be avoided so
that the proper flow of information is there between the employees and between the
employees and the management. To be effective, it becomes important that all the
logical steps that are required for the tasks are designed and then they are followed
sequentially so that the task can be done completed within the timeframe that is
mentioned for the task. The team members’ accountability to their teams and to
themselves is very important for achieving the objectives and it should be considered
so that the project is handled properly and completed in time. The procedures and
policies should be read and they should be easily accessible to the concerned
employees so that they can read again and again and make fewer mistakes (Zahra,
et. al., 2014). Finally, the feedback is always encouraged and it should be mandatory
to complete the feedbacks of the assignment as this helps in improvement and also
BSBWOR502Assessment Guide V2.0 Aug 2017
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Question/Answer
helps in making informed changes which is very helpful for the team in accomplishing
their tasks successfully and efficiently. All the feedbacks, that is positive and
negative, should be answered. All the qualitative and quantitative measures of the
feedback should be considered to get the task done effectively.
Q3. Identify a leader that you admire. Describe the leadership characteristics they
display and provide examples. How might you improve your own performance
in each of these characteristics? (Max. words: 550)
The influential person in my life is Steve Jobs. The leadership is the process which
includes the social influence and with his/her skills and support of others can
accomplish the task. The leadership characteristics that I admire of Steve Jobs are:
Great communication skills.
Adaptability.
Being focused.
Innovative game-changer.
Sense of urgency.
Decisive.
As a leader, I should possess specific skills and should have certain characteristics
which will demarcate me as an effective and efficient leader. As a leader, I admire
Steve Jobs the most. It becomes important for an effective leader to successfully
integrate and make the most of available resources (Goetsch and Davis, 2014). With
adapting few of his characteristics out of many, of his qualities I can improve my
performance as a leader. Apart from the diverse responsibilities, he was a great
leader and had the sense of urgency which led him to be a successful leader. It is
important to be focused and be a good decision-maker. To be an effective leader,
you need to lead in front with examples, which was truly done by Steve Jobs and he
has set an example and he knew how to lead the people (DuBois, et. al., 2015). I
learnt from his characteristics that leadership is not about having authority, therefore
the team should be provided with the responsibilities and this will encourage them to
work better. Learning from his characteristics, I think I can be a good leader.
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Question/Answer
helps in making informed changes which is very helpful for the team in accomplishing
their tasks successfully and efficiently. All the feedbacks, that is positive and
negative, should be answered. All the qualitative and quantitative measures of the
feedback should be considered to get the task done effectively.
Q3. Identify a leader that you admire. Describe the leadership characteristics they
display and provide examples. How might you improve your own performance
in each of these characteristics? (Max. words: 550)
The influential person in my life is Steve Jobs. The leadership is the process which
includes the social influence and with his/her skills and support of others can
accomplish the task. The leadership characteristics that I admire of Steve Jobs are:
Great communication skills.
Adaptability.
Being focused.
Innovative game-changer.
Sense of urgency.
Decisive.
As a leader, I should possess specific skills and should have certain characteristics
which will demarcate me as an effective and efficient leader. As a leader, I admire
Steve Jobs the most. It becomes important for an effective leader to successfully
integrate and make the most of available resources (Goetsch and Davis, 2014). With
adapting few of his characteristics out of many, of his qualities I can improve my
performance as a leader. Apart from the diverse responsibilities, he was a great
leader and had the sense of urgency which led him to be a successful leader. It is
important to be focused and be a good decision-maker. To be an effective leader,
you need to lead in front with examples, which was truly done by Steve Jobs and he
has set an example and he knew how to lead the people (DuBois, et. al., 2015). I
learnt from his characteristics that leadership is not about having authority, therefore
the team should be provided with the responsibilities and this will encourage them to
work better. Learning from his characteristics, I think I can be a good leader.
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Question/Answer
Q4. Consider the leader you described in the previous question. How would you
describe their conflictresolution style? What are the advantages and
disadvantages of this style? (Max. words: 550)
The common conflict resolving styles are:
Compromising.
Standing your ground.
Give Up
Avoiding conflicts
Steve Jobs avoided conflicts and always stood at his grounds and never gave up.
The conflict resolving style of Steve jobs was to stand on his grounds and get the
things done his way from his team at any cost. To be a great leader, it is important to
take decisions on right time and at right place which should be taken after full
consideration and situation analysis (Chemers, 2014). When decision taken once,
the team should follow and implement it at any cost and if team members are
reluctant then the leaders should get it done by them. For the conflict resolution it
becomes very important that the communication is good between the channels. The
team members should be aware of the objectives to help achieve the business goals.
The roles and responsibilities should be clear and the team members should
establish regular communication with the leaders and the management.
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Question/Answer
Q4. Consider the leader you described in the previous question. How would you
describe their conflictresolution style? What are the advantages and
disadvantages of this style? (Max. words: 550)
The common conflict resolving styles are:
Compromising.
Standing your ground.
Give Up
Avoiding conflicts
Steve Jobs avoided conflicts and always stood at his grounds and never gave up.
The conflict resolving style of Steve jobs was to stand on his grounds and get the
things done his way from his team at any cost. To be a great leader, it is important to
take decisions on right time and at right place which should be taken after full
consideration and situation analysis (Chemers, 2014). When decision taken once,
the team should follow and implement it at any cost and if team members are
reluctant then the leaders should get it done by them. For the conflict resolution it
becomes very important that the communication is good between the channels. The
team members should be aware of the objectives to help achieve the business goals.
The roles and responsibilities should be clear and the team members should
establish regular communication with the leaders and the management.
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Assessment 2: Holistic
This Assessment gives students a chance to apply the principles learnt in the course by
undertaking a variety of tasks within the ambit of the leading and managing team
effectiveness, thereby sufficiently satisfying the majority of the assessment requirements for
this unit. This way, this assessment can be considered as a holistic assessment.
Student Instructions:
Submit this document with any required evidence attached. See specifications below for
details.
Consider the following case scenario and respond to the tasks below.
CASE SCENARIO:
Imagine you are the leader of the Customer Service team at a retail outlet selling confectionary
items. You are responsible for making sure that the outlet is always staffed with good, efficient,
bubbly, and customer friendly shop assistants.
You have a team of 7 shop assistants and you have noticed that due to the job for a shop
assistant being demanding there is a high staff turnover rate in your outlet.
Recently, the top management agreed on a strategic business plan from which you are to
develop a performance plan for your sales team.
The key features of the business strategic plan for the next 12 months are given below:
Increasing turnover by 15% by:
Introducing 10 new products every 6 months
Increasing brand loyalty of the store by:
Introducing Loyalty Cards
Increasing customer service level by 20%
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This Assessment gives students a chance to apply the principles learnt in the course by
undertaking a variety of tasks within the ambit of the leading and managing team
effectiveness, thereby sufficiently satisfying the majority of the assessment requirements for
this unit. This way, this assessment can be considered as a holistic assessment.
Student Instructions:
Submit this document with any required evidence attached. See specifications below for
details.
Consider the following case scenario and respond to the tasks below.
CASE SCENARIO:
Imagine you are the leader of the Customer Service team at a retail outlet selling confectionary
items. You are responsible for making sure that the outlet is always staffed with good, efficient,
bubbly, and customer friendly shop assistants.
You have a team of 7 shop assistants and you have noticed that due to the job for a shop
assistant being demanding there is a high staff turnover rate in your outlet.
Recently, the top management agreed on a strategic business plan from which you are to
develop a performance plan for your sales team.
The key features of the business strategic plan for the next 12 months are given below:
Increasing turnover by 15% by:
Introducing 10 new products every 6 months
Increasing brand loyalty of the store by:
Introducing Loyalty Cards
Increasing customer service level by 20%
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Tasks:
For the team that you manage:
1. Define the sales team goals for the next 12 months. Make sure that the goals are SMART.
The goals for the sales team for the next 12 months are specified below;
Specific: Increasing turnover by 15% in the coming 12 months through the development of a
skilled and trained sales team.
Measurable: The turnover after the 12 months will be compared with the actual turnover.
Attainable: Enhancement of the brand loyalty through multiple means.
Relevant: The sales team will work co-ordinately.
Time: The objectives should be completed within 12 months
2. Define the KPIs for each goal.
Key performance indicator is a type of performance measurement which can be used by the
organizations to implement the smart decisions. It evaluates the success of the organization
within the specific criterion.
SMART goals Key performance indicator (KPI)
Specific Increase in turnover by 15%
Measurable Turnover after 12 months
Attainable Improvement in the brand loyalty
Relevant Team development and team building
Time Accomplishment of the objectives
3. Identify the methods you will use to consult the team members to set the goals & KPIs.
In order to consult the team members to set the goals and KPIs, different methods can be
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For the team that you manage:
1. Define the sales team goals for the next 12 months. Make sure that the goals are SMART.
The goals for the sales team for the next 12 months are specified below;
Specific: Increasing turnover by 15% in the coming 12 months through the development of a
skilled and trained sales team.
Measurable: The turnover after the 12 months will be compared with the actual turnover.
Attainable: Enhancement of the brand loyalty through multiple means.
Relevant: The sales team will work co-ordinately.
Time: The objectives should be completed within 12 months
2. Define the KPIs for each goal.
Key performance indicator is a type of performance measurement which can be used by the
organizations to implement the smart decisions. It evaluates the success of the organization
within the specific criterion.
SMART goals Key performance indicator (KPI)
Specific Increase in turnover by 15%
Measurable Turnover after 12 months
Attainable Improvement in the brand loyalty
Relevant Team development and team building
Time Accomplishment of the objectives
3. Identify the methods you will use to consult the team members to set the goals & KPIs.
In order to consult the team members to set the goals and KPIs, different methods can be
BSBWOR502Assessment Guide V2.0 Aug 2017
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used such as regular meetings and discussions, group discussions, emails and intranets,
phone conversations, focus groups, face to face formal and informal meetings between
managers and employees. With these methods, it is easy to share the goals and targets with
the team and induce them to work for the accomplishment of the goals and objectives with
greater ease and flexibility.
4. Refer to the KPI that you developed above, identify the methods you will use to support
your team to meet the expected outcomes. (Max. words: 350)
An effective team is very important for the accomplishment of a set goals and objectives within
specified time. From an organization’s point of view, an efficient team is one producing
valuable and high quality results. In order to achieve the set KPIs, the sales team should be
well supported so that they can produce desired results. Appropriate leadership contribute a
greater portion in enhancing the productivity and profitability of the team. The managers
should provide a supportive working climate in order to improve the participation and personal
responsibility of the team. Also, they should be provided training in order to develop the
working techniques and methods in an efficient way.
5. Explain the benefits of involving team members and drawbacks of not involving team
members, in planning, decision making and operational aspects of work team. (Please avoid a
general answer) (Max. words: 450)
When the team members are involved in planning, decision making and operational aspects, it
is easy to implement smooth decisions as team members can suggest their opinions and
advise on the different areas of operations. Also, the organizations that involve their
employees and team in the decision- making process have stable employee retention rate with
loyal and committed employees as compared with the organizations who do not involve their
teams in decision making. On the other hand, when employees are less involved in the
planning and other important areas, the productivity and performance of the organization is
comparatively low. The employee turnover rate is also very high in such situations where
employees frequently leave the organization due to dissatisfaction.
6. Explain the key aspects of the self-managing teams. How do you see the utilization of
the self-managing teams in the above given case scenario? (Max. words: 450)
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phone conversations, focus groups, face to face formal and informal meetings between
managers and employees. With these methods, it is easy to share the goals and targets with
the team and induce them to work for the accomplishment of the goals and objectives with
greater ease and flexibility.
4. Refer to the KPI that you developed above, identify the methods you will use to support
your team to meet the expected outcomes. (Max. words: 350)
An effective team is very important for the accomplishment of a set goals and objectives within
specified time. From an organization’s point of view, an efficient team is one producing
valuable and high quality results. In order to achieve the set KPIs, the sales team should be
well supported so that they can produce desired results. Appropriate leadership contribute a
greater portion in enhancing the productivity and profitability of the team. The managers
should provide a supportive working climate in order to improve the participation and personal
responsibility of the team. Also, they should be provided training in order to develop the
working techniques and methods in an efficient way.
5. Explain the benefits of involving team members and drawbacks of not involving team
members, in planning, decision making and operational aspects of work team. (Please avoid a
general answer) (Max. words: 450)
When the team members are involved in planning, decision making and operational aspects, it
is easy to implement smooth decisions as team members can suggest their opinions and
advise on the different areas of operations. Also, the organizations that involve their
employees and team in the decision- making process have stable employee retention rate with
loyal and committed employees as compared with the organizations who do not involve their
teams in decision making. On the other hand, when employees are less involved in the
planning and other important areas, the productivity and performance of the organization is
comparatively low. The employee turnover rate is also very high in such situations where
employees frequently leave the organization due to dissatisfaction.
6. Explain the key aspects of the self-managing teams. How do you see the utilization of
the self-managing teams in the above given case scenario? (Max. words: 450)
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A self-managed team is the group of the employees who are accountable for their actions
while delivery quality products and services to the customers. Some of the key aspects of a
self-managing team are shared rewards, clear direction, shared authority, common goals and
objectives, strategic thinking, accountability and responsibility. In the above case scenario as it
is seen that jobs are very demanding hence the team can be segmented into self-managed
team where each employee is responsible for his action and delivery of the service.
7. Describe the methods you would use for making your team self-managed team and to
communicate effectively with one another to achieve team goals. (Max. words: 450)
In order to develop a self-managed team, firstly it is important to understand the overall
objectives and define properly to the team members so that they can understand their roles
and responsibilities very well. The leader plays an important role in communicating a clear
picture of the expectations of the organizations from the team. Also, an effective team should
also invest time and energy into developing and forming relations with one another so as to
work collectively for the achievement of the team goals. Being a leader, it is also essential to
set values and standards for the teams that help them in working in a direction without
fluctuating.
8.Explain briefly how you ensure that you comply with organizational policies and procedures
when recognizing excellence in performance. (Max. words: 500)
While working in teams, there are chances of number of issues and problems that have the
tendency to hinder the effectiveness of the entire team performance. As a leader, it is
important to identify such issues and problems in order to develop coordination and
cooperation among the teams. The success of the organization is effectively dependent on the
ability and quality of the leaders to inspire teamwork and excellence through maximisation of
the strengths of the team members and minimize the potential issues and conflicts. Lack of
clarity often opens the door of misunderstanding among the team members and leads to
interpersonal conflicts. The leader should clear the goals and roles to the team members
which are helpful in eliminating a lot of problems and conflicts. The leader should also ask the
diagnostic questions from the team such as does the team have clear goals and objectives?
Are the objectives clearly defined? Are they satisfied while working in the team? Do they want
to suggest anything for improvement? These questions will help the leaders in obtaining the
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while delivery quality products and services to the customers. Some of the key aspects of a
self-managing team are shared rewards, clear direction, shared authority, common goals and
objectives, strategic thinking, accountability and responsibility. In the above case scenario as it
is seen that jobs are very demanding hence the team can be segmented into self-managed
team where each employee is responsible for his action and delivery of the service.
7. Describe the methods you would use for making your team self-managed team and to
communicate effectively with one another to achieve team goals. (Max. words: 450)
In order to develop a self-managed team, firstly it is important to understand the overall
objectives and define properly to the team members so that they can understand their roles
and responsibilities very well. The leader plays an important role in communicating a clear
picture of the expectations of the organizations from the team. Also, an effective team should
also invest time and energy into developing and forming relations with one another so as to
work collectively for the achievement of the team goals. Being a leader, it is also essential to
set values and standards for the teams that help them in working in a direction without
fluctuating.
8.Explain briefly how you ensure that you comply with organizational policies and procedures
when recognizing excellence in performance. (Max. words: 500)
While working in teams, there are chances of number of issues and problems that have the
tendency to hinder the effectiveness of the entire team performance. As a leader, it is
important to identify such issues and problems in order to develop coordination and
cooperation among the teams. The success of the organization is effectively dependent on the
ability and quality of the leaders to inspire teamwork and excellence through maximisation of
the strengths of the team members and minimize the potential issues and conflicts. Lack of
clarity often opens the door of misunderstanding among the team members and leads to
interpersonal conflicts. The leader should clear the goals and roles to the team members
which are helpful in eliminating a lot of problems and conflicts. The leader should also ask the
diagnostic questions from the team such as does the team have clear goals and objectives?
Are the objectives clearly defined? Are they satisfied while working in the team? Do they want
to suggest anything for improvement? These questions will help the leaders in obtaining the
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reviews and suggestions of the team members and their problems and issues can be easily
identified.
9 Briefly identify procedures to recognize and address issues, problems and concerns raised
by the team. (Max. words: 750)
The process for recognizing and addressing the issues, concerns and problems which are
raised by a team consist of:
Step 1: Prepare for Resolution
A resolution is drafted stating the issue rising in the company and the reasons behind the
issues. In the resolution the authority and their duties are clearly sated so that the concern ,
problem and issues can be easily addressed
Accepting the issue or concern
Discussing it impact
Agree to adopt a cooperative procedure
Maintaining a regular communications among the superiors and subordinates
Step 2: Understand the Situation
At this stage, it is important to accept and understand the situations which are faced by the
team in the course of accomplishment of business goals. The situations are complex and
required to be thoroughly accepted and understood
Stating the positions
Listing the assumptions, beliefs and facts for every position
Analysing in small groups so that team conflicts can be managed
Convening back as a team
Step 3: Reach Agreement
An agreement is the agreed set of skills and concepts which lay emphasis on team; allowing
them to rapid start, involve effectually, break apart at role or project reengage and completion.
In other words, it is the road map of categories which keeps the team attentive on their drive
so they can meet the objectives.
Dealing with the conflict in an immediate manner
Developing clear communications
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identified.
9 Briefly identify procedures to recognize and address issues, problems and concerns raised
by the team. (Max. words: 750)
The process for recognizing and addressing the issues, concerns and problems which are
raised by a team consist of:
Step 1: Prepare for Resolution
A resolution is drafted stating the issue rising in the company and the reasons behind the
issues. In the resolution the authority and their duties are clearly sated so that the concern ,
problem and issues can be easily addressed
Accepting the issue or concern
Discussing it impact
Agree to adopt a cooperative procedure
Maintaining a regular communications among the superiors and subordinates
Step 2: Understand the Situation
At this stage, it is important to accept and understand the situations which are faced by the
team in the course of accomplishment of business goals. The situations are complex and
required to be thoroughly accepted and understood
Stating the positions
Listing the assumptions, beliefs and facts for every position
Analysing in small groups so that team conflicts can be managed
Convening back as a team
Step 3: Reach Agreement
An agreement is the agreed set of skills and concepts which lay emphasis on team; allowing
them to rapid start, involve effectually, break apart at role or project reengage and completion.
In other words, it is the road map of categories which keeps the team attentive on their drive
so they can meet the objectives.
Dealing with the conflict in an immediate manner
Developing clear communications
BSBWOR502Assessment Guide V2.0 Aug 2017
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To be an active listener
Laying attention on developing correct solutions
To ensure that conflict does not turns out to be a personal war
10. Briefly describe methods of supporting the team to identify and resolve poor
performance issues within the team. (Max. words: 450)
The numerous methods for supporting the team in an order to recognize and solve the issues
of poor performance within the team are stated below:
Applying the strengths of an individual in the accomplishment of the team overall goals
and objectives
Assigning the team project on the basis of the strengths and weakness of the
individual
Integrate strengths into performance reviews and conversation.
Assisting the individualin aligning the strengths with responsibilities and expectations
of their roles
Asking thecompany for some “strength training.”
Exposing the career growth training or opportunities for the team
Offering the training prospects for staffs who demonstrate strength in specific areas
Inspire team supporters to act as “strengths supporters” to assistance others to use
their gifts and talents more completely.
Deliberate cross training between co-players who have detailed strength
Permit strong team members to take duty for their individual career opportunities with
the help of off-site activities or special assignments (Crowther, et. al., 2017).
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Laying attention on developing correct solutions
To ensure that conflict does not turns out to be a personal war
10. Briefly describe methods of supporting the team to identify and resolve poor
performance issues within the team. (Max. words: 450)
The numerous methods for supporting the team in an order to recognize and solve the issues
of poor performance within the team are stated below:
Applying the strengths of an individual in the accomplishment of the team overall goals
and objectives
Assigning the team project on the basis of the strengths and weakness of the
individual
Integrate strengths into performance reviews and conversation.
Assisting the individualin aligning the strengths with responsibilities and expectations
of their roles
Asking thecompany for some “strength training.”
Exposing the career growth training or opportunities for the team
Offering the training prospects for staffs who demonstrate strength in specific areas
Inspire team supporters to act as “strengths supporters” to assistance others to use
their gifts and talents more completely.
Deliberate cross training between co-players who have detailed strength
Permit strong team members to take duty for their individual career opportunities with
the help of off-site activities or special assignments (Crowther, et. al., 2017).
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Assessment 3: Case Study
This assessment consists of four (4) questions based on a case study provided below to
assess the student’s knowledge of BSBWOR502 Lead and manage team effectiveness.
Instructions for Students
Students must answer all questions. Most questions require short answers although some
questions require a more detailed response. Students may use various sources of information
including: text books, learning workbooks, other documents and the internet and they must list
their sources.
TASK 1:
Carefully read the case study, and then answer the four (4) questions that follow.
Case study
Sonia is the production manager at an electronics manufacturer. She has just been notified of a
fire at a key supplier, which means they will not be able to deliver for months. This supplier
provides the components for their most popular computer game console. It is September, one of
their busiest months, as they produce stock for Christmas sales.
This has the potential to significantly reduce the organisation’s total revenue and profit. Sonia
knows she cannot resolve this alone. She calls a meeting with the:
Purchasing Manager
Warehouse Manager
Sales Manager.
Sonia knows the team needs to decide their approach quickly, or they will miss the Christmas
opportunity. She decides to plan the meeting so that the time is spent constructively and results in
an action plan.
1. What problem-solving techniques might Sonia use to resolve this concern? Why
would these be useful?
The only alternative left for Sonia to resolve this problem is contracting with other supplier.
She should search out the market and contact the other suppliers with good quality and
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This assessment consists of four (4) questions based on a case study provided below to
assess the student’s knowledge of BSBWOR502 Lead and manage team effectiveness.
Instructions for Students
Students must answer all questions. Most questions require short answers although some
questions require a more detailed response. Students may use various sources of information
including: text books, learning workbooks, other documents and the internet and they must list
their sources.
TASK 1:
Carefully read the case study, and then answer the four (4) questions that follow.
Case study
Sonia is the production manager at an electronics manufacturer. She has just been notified of a
fire at a key supplier, which means they will not be able to deliver for months. This supplier
provides the components for their most popular computer game console. It is September, one of
their busiest months, as they produce stock for Christmas sales.
This has the potential to significantly reduce the organisation’s total revenue and profit. Sonia
knows she cannot resolve this alone. She calls a meeting with the:
Purchasing Manager
Warehouse Manager
Sales Manager.
Sonia knows the team needs to decide their approach quickly, or they will miss the Christmas
opportunity. She decides to plan the meeting so that the time is spent constructively and results in
an action plan.
1. What problem-solving techniques might Sonia use to resolve this concern? Why
would these be useful?
The only alternative left for Sonia to resolve this problem is contracting with other supplier.
She should search out the market and contact the other suppliers with good quality and
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who are cost-effective and have same or above standards as of the previous supplier. She
should opt for the best option from those suppliers and go ahead without delay.
2. What criteria might Sonia and the other managers use to choose between alternative
solutions? Why are these appropriate?
All the managers should consider the best quality with minimum price and timely delivery
of the stock should be mandatorily bring into notice of the supplier so that they can work
accordingly and timely. They should try and contact the new entrants in the market who
might help them resolve the issues on time and they can also get a better option for future
to work with.
3. Why is it important to involve other areas of the organisation in developing an
action plan to address this concern?
Involvement of the other areas of the organization is important as they should know the
concern and the problem and their views also should be taken as they can help in finding a
better solution for the problem. The decision has to be taken quickly as the festive season
was approaching and it is very important and mandatory that all the department heads
have the knowledge about the ongoing problem and provide with the best solutions
(Brown, 2014). The sales manager has a good knowledge about the market so he can
help in providing the options and whom to and where to contact. The Purchasing manager
has the idea about the requirements and therefore accordingly can deal with the amount
needed. Warehouse manager has the information about the stocks left and how much is
required so that the company may not run into losses.
4. Sonia reports to the Operations Manager. What upward communication may be
required as part of resolving this situation?
Sonia being a production manager at electronics manufacturer can report directly to the
Operations Manager (Daft, 2014). As a part of resolving this situation she can provide the
action plan taken by her with the consent of the purchasing manager, warehouse manager,
and sales manager.
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should opt for the best option from those suppliers and go ahead without delay.
2. What criteria might Sonia and the other managers use to choose between alternative
solutions? Why are these appropriate?
All the managers should consider the best quality with minimum price and timely delivery
of the stock should be mandatorily bring into notice of the supplier so that they can work
accordingly and timely. They should try and contact the new entrants in the market who
might help them resolve the issues on time and they can also get a better option for future
to work with.
3. Why is it important to involve other areas of the organisation in developing an
action plan to address this concern?
Involvement of the other areas of the organization is important as they should know the
concern and the problem and their views also should be taken as they can help in finding a
better solution for the problem. The decision has to be taken quickly as the festive season
was approaching and it is very important and mandatory that all the department heads
have the knowledge about the ongoing problem and provide with the best solutions
(Brown, 2014). The sales manager has a good knowledge about the market so he can
help in providing the options and whom to and where to contact. The Purchasing manager
has the idea about the requirements and therefore accordingly can deal with the amount
needed. Warehouse manager has the information about the stocks left and how much is
required so that the company may not run into losses.
4. Sonia reports to the Operations Manager. What upward communication may be
required as part of resolving this situation?
Sonia being a production manager at electronics manufacturer can report directly to the
Operations Manager (Daft, 2014). As a part of resolving this situation she can provide the
action plan taken by her with the consent of the purchasing manager, warehouse manager,
and sales manager.
BSBWOR502Assessment Guide V2.0 Aug 2017
28 | P a g e
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TASK 2:
Deliver a 10-15minute presentation on your favourite topic from this unit.
Topic – Team work
Slide 1: title slide
slide 2 – Table of Contents
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Deliver a 10-15minute presentation on your favourite topic from this unit.
Topic – Team work
Slide 1: title slide
slide 2 – Table of Contents
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Slide 2 – Introduction - Slide notes – The overall presentation talks about a single topic from
this unit module i.e. team work. Team work is an emerging need and requirement of
organisation and is used by most of the company significantly.
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this unit module i.e. team work. Team work is an emerging need and requirement of
organisation and is used by most of the company significantly.
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Slide 4: This slide states that team work is an important part of the business which is important
for the survival of the business. Team work means that the team members will try to cork in a
cooperative manner so that business goals can be accomplished (Salmon, 2017)
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for the survival of the business. Team work means that the team members will try to cork in a
cooperative manner so that business goals can be accomplished (Salmon, 2017)
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Slide 5: This slide shows that the main elements of an efficient and effective team consist of
continuous communication, trust and respect for each other with good amount of commitment
and freedom.
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continuous communication, trust and respect for each other with good amount of commitment
and freedom.
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Slide 6:This slide shows that teamwork benefits the company as there in better management
of work. Team works results in the generation of greater ideas which ultimately results in the
early attainment of company goals (Phakathi, 2017).
slide 7 - It is summarised that the team work helps in increasing the efficiency and
effectiveness within an organisation and therfore, it is essentail component for the
organisational members.
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of work. Team works results in the generation of greater ideas which ultimately results in the
early attainment of company goals (Phakathi, 2017).
slide 7 - It is summarised that the team work helps in increasing the efficiency and
effectiveness within an organisation and therfore, it is essentail component for the
organisational members.
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Slide 8: reference slide
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Slide 9: thank you slide
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Feedback to Student:
Student’s overall Satisfactory Unsatisfactory
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Assessment 1: Written Questions
RESULTS SHEET
Student’s Name:
Assessor’s Name:
Date of Assessment:
Unit of Competency: BSBWOR502 Lead and manage team effectiveness
Student’s overall Satisfactory Unsatisfactory
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Assessment 1: Written Questions
RESULTS SHEET
Student’s Name:
Assessor’s Name:
Date of Assessment:
Unit of Competency: BSBWOR502 Lead and manage team effectiveness
performance is:
Is re-assessment
necessary? Yes No
Assessor’s
Signature: Marking Date:
Student’s Signature:
Feedback
Receiving
Date:
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Is re-assessment
necessary? Yes No
Assessor’s
Signature: Marking Date:
Student’s Signature:
Feedback
Receiving
Date:
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Feedback to Student:
Student’s overall Satisfactory Unsatisfactory
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Assessment 2: Holistic
RESULTS SHEET
Student’s Name:
Assessor’s Name:
Date of Assessment:
Unit of Competency: BSBWOR502 Lead and manage team effectiveness
Student’s overall Satisfactory Unsatisfactory
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Assessment 2: Holistic
RESULTS SHEET
Student’s Name:
Assessor’s Name:
Date of Assessment:
Unit of Competency: BSBWOR502 Lead and manage team effectiveness
performance is:
Is re-assessment
necessary? Yes No
Assessor’s
Signature:
Marking
Date:
Student’s Signature:
Feedback
Receiving
Date:
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Is re-assessment
necessary? Yes No
Assessor’s
Signature:
Marking
Date:
Student’s Signature:
Feedback
Receiving
Date:
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Feedback to Student:
Student’s overall Satisfactory Unsatisfactory
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Assessment 3: Case Study
RESULTS SHEET
Student’s Name:
Assessor’s Name:
Date of Assessment:
Unit of Competency: BSBWOR502 Lead and manage team effectiveness
Student’s overall Satisfactory Unsatisfactory
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Assessment 3: Case Study
RESULTS SHEET
Student’s Name:
Assessor’s Name:
Date of Assessment:
Unit of Competency: BSBWOR502 Lead and manage team effectiveness
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performance is:
Is re-assessment
necessary? Yes No
Assessor’s
Signature:
Marking
Date:
Student’s Signature:
Feedback
Receiving
Date:
Final Assessment Summary & Feedback
Student’s Name: Student’s ID:
Assessor’s Name: Date of
Completion:
Unit of Competency: BSBWOR502 Lead and manage team effectiveness
Assessments
Student Results
Satisfactory Unsatisfactory Not Completed
1. Assessment 1
2. Assessment 2
3. Assessment 3
Feedback to Student:
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Is re-assessment
necessary? Yes No
Assessor’s
Signature:
Marking
Date:
Student’s Signature:
Feedback
Receiving
Date:
Final Assessment Summary & Feedback
Student’s Name: Student’s ID:
Assessor’s Name: Date of
Completion:
Unit of Competency: BSBWOR502 Lead and manage team effectiveness
Assessments
Student Results
Satisfactory Unsatisfactory Not Completed
1. Assessment 1
2. Assessment 2
3. Assessment 3
Feedback to Student:
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Result: Competent Not Competent
Is re-assessment required: Yes No
Assessor’s Signature: Marking
Date:
Student’s Signature:
Feedback
Receiving
Date:
BSBWOR502Assessment Guide V2.0 Aug 2017
42 | P a g e
Is re-assessment required: Yes No
Assessor’s Signature: Marking
Date:
Student’s Signature:
Feedback
Receiving
Date:
BSBWOR502Assessment Guide V2.0 Aug 2017
42 | P a g e
ASSESSMENT COVER SHEET
This Assessment Cover Sheet needs to be completed and attached to each assessment upon
submission. Ensure you tick the relevant assessment and sign after completing the entire
form.
Student’s Name:
Student’s ID:
Contact Number:
Email:
Assessor’s Name:
Qualification: BSB51915 – Diploma of Leadership and Management
Unit of Competency: BSBWOR502 Lead and manage team effectiveness
Assessment:
1. Written Questions☐
2. Holistic☐
3. Case Study☐
Due Date: All Assessments:
Week ending 23/07/2017
Date
Submitted:
If your assessment is being submitted after the due date, please attach a copy of the written confirmation
of extension received from the Assessor.
Declaration: I have kept a copy of my assessment submission and have read and
understood the following information provided at the beginning of this
assessment (please tick):
☐ General assessment information
☐ Submitting assessments
☐ Assessment results
☐ Plagiarism and referencing
I declare this assessment is my own work and where the work is of others, I
have fully referenced that material.
Name (please print) Signature Date
BSBWOR502Assessment Guide V2.0 Aug 2017
43 | P a g e
This Assessment Cover Sheet needs to be completed and attached to each assessment upon
submission. Ensure you tick the relevant assessment and sign after completing the entire
form.
Student’s Name:
Student’s ID:
Contact Number:
Email:
Assessor’s Name:
Qualification: BSB51915 – Diploma of Leadership and Management
Unit of Competency: BSBWOR502 Lead and manage team effectiveness
Assessment:
1. Written Questions☐
2. Holistic☐
3. Case Study☐
Due Date: All Assessments:
Week ending 23/07/2017
Date
Submitted:
If your assessment is being submitted after the due date, please attach a copy of the written confirmation
of extension received from the Assessor.
Declaration: I have kept a copy of my assessment submission and have read and
understood the following information provided at the beginning of this
assessment (please tick):
☐ General assessment information
☐ Submitting assessments
☐ Assessment results
☐ Plagiarism and referencing
I declare this assessment is my own work and where the work is of others, I
have fully referenced that material.
Name (please print) Signature Date
BSBWOR502Assessment Guide V2.0 Aug 2017
43 | P a g e
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Revised Assessment Mapping As on Aug 2017
BSBWOR502 Lead and manage team effectiveness
Element Performance Criteria
Assessments
Written
Questions
Holistic Case
Study
1. Establish
team
performance
plan
1.1 Consult team members to
establish a common
understanding of team purpose,
roles, responsibilities and
accountabilities in accordance
with organisational goals, plans
and objectives
Part A.
Q.1, Q.2
Q.1
1.2 Develop performance plans to
establish expected outcomes,
outputs, key performance
indicators (KPIs) and goals for
work team
Part B. Q.1 Q.2
1.3 Support team members in
meeting expected performance
outcomes
Part A.
Q.3, Q.4
Q.4
2. Develop and
facilitate team
cohesion
2.1 Develop strategies to ensure
team members have input into
planning, decision making and
operational aspects of work team
Part A.
Q.5, Q.6
Q.5
2.2 Develop policies and
procedures to ensure team
members take responsibility for
own work and assist others to
undertake required roles and
responsibilities
Part A.
Q.4, Q.8
Q.6
2.3 Provide feedback to team
members to encourage, value and
Part A. Q.8
BSBWOR502Assessment Guide V2.0 Aug 2017
45 | P a g e
BSBWOR502 Lead and manage team effectiveness
Element Performance Criteria
Assessments
Written
Questions
Holistic Case
Study
1. Establish
team
performance
plan
1.1 Consult team members to
establish a common
understanding of team purpose,
roles, responsibilities and
accountabilities in accordance
with organisational goals, plans
and objectives
Part A.
Q.1, Q.2
Q.1
1.2 Develop performance plans to
establish expected outcomes,
outputs, key performance
indicators (KPIs) and goals for
work team
Part B. Q.1 Q.2
1.3 Support team members in
meeting expected performance
outcomes
Part A.
Q.3, Q.4
Q.4
2. Develop and
facilitate team
cohesion
2.1 Develop strategies to ensure
team members have input into
planning, decision making and
operational aspects of work team
Part A.
Q.5, Q.6
Q.5
2.2 Develop policies and
procedures to ensure team
members take responsibility for
own work and assist others to
undertake required roles and
responsibilities
Part A.
Q.4, Q.8
Q.6
2.3 Provide feedback to team
members to encourage, value and
Part A. Q.8
BSBWOR502Assessment Guide V2.0 Aug 2017
45 | P a g e
Revised Assessment Mapping As on Aug 2017
reward individual and team efforts
and contributions
Q.4, Q.5
2.4 Develop processes to ensure
that issues, concerns and
problems identified by team
members are recognised and
addressed
Part B Q.2 Q.9
3.Facilitate
teamwork
3.1 Encourage team members
and individuals to participate in
and to take responsibility for team
activities, including
communication processes
Part B Q.2 Q.5-7
3.2 Support the team in identifying
and resolving work performance
problems
Part A Q.7,
Part B. Q.2
Q.10 Q.1 &
Q.2
3.3 Ensure own contribution to
work team serves as a role model
for others and enhances the
organisation’s image for all
stakeholders
Part B Q.2 Qs 3, 4
4. Liaise with
stakeholders
4.1 Establish and maintain open
communication processes with all
stakeholders
Part B Q.2 Qs 3, 4
4.2 Communicate information
from line manager/management
to the team
Part B Q.2 Q. 3
4.3 Communicate unresolved
issues, concerns and problems
raised by team members and
follow-up with line
manager/management and other
relevant stakeholders
Part A Q.5,
Q.6, Q.7
Part B Q.2
Q.9 Q.4
BSBWOR502Assessment Guide V2.0 Aug 2017
46 | P a g e
reward individual and team efforts
and contributions
Q.4, Q.5
2.4 Develop processes to ensure
that issues, concerns and
problems identified by team
members are recognised and
addressed
Part B Q.2 Q.9
3.Facilitate
teamwork
3.1 Encourage team members
and individuals to participate in
and to take responsibility for team
activities, including
communication processes
Part B Q.2 Q.5-7
3.2 Support the team in identifying
and resolving work performance
problems
Part A Q.7,
Part B. Q.2
Q.10 Q.1 &
Q.2
3.3 Ensure own contribution to
work team serves as a role model
for others and enhances the
organisation’s image for all
stakeholders
Part B Q.2 Qs 3, 4
4. Liaise with
stakeholders
4.1 Establish and maintain open
communication processes with all
stakeholders
Part B Q.2 Qs 3, 4
4.2 Communicate information
from line manager/management
to the team
Part B Q.2 Q. 3
4.3 Communicate unresolved
issues, concerns and problems
raised by team members and
follow-up with line
manager/management and other
relevant stakeholders
Part A Q.5,
Q.6, Q.7
Part B Q.2
Q.9 Q.4
BSBWOR502Assessment Guide V2.0 Aug 2017
46 | P a g e
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Revised Assessment Mapping As on Aug 2017
4.4 Evaluate and take necessary
corrective action regarding
unresolved issues, concerns and
problems raised by internal or
external stakeholders
Part A Q.7
Part B Q.2
Q.3
Performance
evidence
Evidence of the ability to:
use leadership techniques and
strategies to facilitate team
cohesion and work outcomes
including:
encouraging and fostering
shared understanding of
purpose, roles and
responsibilities
identifying and resolving
problems
providing feedback to
encourage, value and reward
others
modelling desired behaviour
and practices
Part A:
Q.2-5 &
Q.8
Q.3-Q.10
develop policies and procedures
to ensure team members take
responsibility for own work and
assist others to undertake
required roles and responsibilities
Part B. Q2 Q.6, Q.7
establish processes to address
issues and resolve performance
issues
Part B. Q.7 Q.9, Q.10
support team to meet expected
performance outcomes including
providing formal and informal
learning opportunities as needed
Part B. Q.2 Q.7
develop performance plans with
key performance indicators
Part B. Q.1 Q.2
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4.4 Evaluate and take necessary
corrective action regarding
unresolved issues, concerns and
problems raised by internal or
external stakeholders
Part A Q.7
Part B Q.2
Q.3
Performance
evidence
Evidence of the ability to:
use leadership techniques and
strategies to facilitate team
cohesion and work outcomes
including:
encouraging and fostering
shared understanding of
purpose, roles and
responsibilities
identifying and resolving
problems
providing feedback to
encourage, value and reward
others
modelling desired behaviour
and practices
Part A:
Q.2-5 &
Q.8
Q.3-Q.10
develop policies and procedures
to ensure team members take
responsibility for own work and
assist others to undertake
required roles and responsibilities
Part B. Q2 Q.6, Q.7
establish processes to address
issues and resolve performance
issues
Part B. Q.7 Q.9, Q.10
support team to meet expected
performance outcomes including
providing formal and informal
learning opportunities as needed
Part B. Q.2 Q.7
develop performance plans with
key performance indicators
Part B. Q.1 Q.2
BSBWOR502Assessment Guide V2.0 Aug 2017
47 | P a g e
Revised Assessment Mapping As on Aug 2017
(KPIs), outputs and goals for
individuals or the team which
incorporate input from
stakeholders
communicate effectively with a
range of stakeholders about team
performance plans and team
performance
Q.3, Q.7 Qs 3-4
facilitate two-way flow of
information between team and
management relevant to team
performance
Q.7 Qs3-4
evaluate and take necessary
corrective action regarding
unresolved issues, concerns and
problems raised by internal or
external stakeholders.
Part B. Q.2 Q.9
Knowledge
evidence
To complete the unit requirements safely and effectively, the individual
must:
explain how group dynamics can
support or hinder team
performance
Part B. Q2,
Q.12
Q.9
outline strategies that can support
team cohesion, participation and
performance
Part A.
Q.3, Q.8
Q3
explain strategies for gaining
consensus
Part A
Q.10
Q.3
explain issue resolution
strategies.
Q.11 Q.9 Q.1 &
Q.2
BSBWOR502Assessment Guide V2.0 Aug 2017
48 | P a g e
(KPIs), outputs and goals for
individuals or the team which
incorporate input from
stakeholders
communicate effectively with a
range of stakeholders about team
performance plans and team
performance
Q.3, Q.7 Qs 3-4
facilitate two-way flow of
information between team and
management relevant to team
performance
Q.7 Qs3-4
evaluate and take necessary
corrective action regarding
unresolved issues, concerns and
problems raised by internal or
external stakeholders.
Part B. Q.2 Q.9
Knowledge
evidence
To complete the unit requirements safely and effectively, the individual
must:
explain how group dynamics can
support or hinder team
performance
Part B. Q2,
Q.12
Q.9
outline strategies that can support
team cohesion, participation and
performance
Part A.
Q.3, Q.8
Q3
explain strategies for gaining
consensus
Part A
Q.10
Q.3
explain issue resolution
strategies.
Q.11 Q.9 Q.1 &
Q.2
BSBWOR502Assessment Guide V2.0 Aug 2017
48 | P a g e
References
AmirKhani, A.H. and Khaledi, M., 2016. The Relationship between Personality Traits
NEO and Managers’ Transformational Leadership of Tehran East Social Security
Organization. Research Journal of Management Reviews. Vol, 2(1), pp.32-41.
Antonakis, J. and Day, D.V. eds., 2017. The nature of leadership. Sage publications.
Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and
leadership. John Wiley & Sons.
Brown, C., 2014. The Effects of Emotional Intelligence (EI) and Leadership Style on
Sales Performance. Economic Insights-Trends & Challenges, 66(3).
Chemers, M., 2014. An integrative theory of leadership. Psychology Press.
Cordell, A. and Thompson, I., 2018. The Category Management Handbook. Routledge.
Crowther, F., Sealey, R., Crowe, M., Edwards, A. and Halson, S., 2017. Team sport
athletes’ perceptions and use of recovery strategies: a mixed-methods survey
study. BMC Sports Science, Medicine and Rehabilitation, 9(1), p.6.
Daft, R.L., 2014. The leadership experience. Cengage Learning.
Dave, A., Farin, E.N. and Farin, A.N., 2017. Emotional intelligence and coaching
behavior of sport coaches in the state universities and colleges in Region III,
Philippines. International Journal of Sports Science, 7(3), pp.105-110.
DuBois, M., Koch, J., Hanlon, J., Nyatuga, B. and Kerr, N., 2015. Leadership Styles of
Effective Project Managers: Techniques and Traits to Lead High Performance
Teams. Journal of Economic Development, Management, IT, Finance &
Marketing, 7(1).
Folger, J., Poole, M.S. and Stutman, R.K., 2017. Working through conflict: Strategies
for relationships, groups, and organizations. Routledge.
Forsyth, D.R., 2018. Group dynamics. Cengage Learning.
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational
excellence. Upper Saddle River, NJ: pearson.
Kuizenga-Wessel, S., Steutel, N.F., Benninga, M.A., Devreker, T., Scarpato, E.,
Staiano, A., Szajewska, H., Vandenplas, Y. and Tabbers, M.M., 2017. Development of
a core outcome set for clinical trials in childhood constipation: a study using a Delphi
technique. BMJ paediatrics open, 1(1).
Lunenburg, F.C., 2011. Decision making in organizations. International journal of
management, business, and administration, 15(1), pp.1-9.
Phakathi, S.T., 2017. Production, Safety and Teamwork in a Deep-Level Mining
Workplace: Perspectives from the Rock-Face. Emerald Publishing Limited.
BSBWOR502Assessment Guide V2.0 Aug 2017
49 | P a g e
AmirKhani, A.H. and Khaledi, M., 2016. The Relationship between Personality Traits
NEO and Managers’ Transformational Leadership of Tehran East Social Security
Organization. Research Journal of Management Reviews. Vol, 2(1), pp.32-41.
Antonakis, J. and Day, D.V. eds., 2017. The nature of leadership. Sage publications.
Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and
leadership. John Wiley & Sons.
Brown, C., 2014. The Effects of Emotional Intelligence (EI) and Leadership Style on
Sales Performance. Economic Insights-Trends & Challenges, 66(3).
Chemers, M., 2014. An integrative theory of leadership. Psychology Press.
Cordell, A. and Thompson, I., 2018. The Category Management Handbook. Routledge.
Crowther, F., Sealey, R., Crowe, M., Edwards, A. and Halson, S., 2017. Team sport
athletes’ perceptions and use of recovery strategies: a mixed-methods survey
study. BMC Sports Science, Medicine and Rehabilitation, 9(1), p.6.
Daft, R.L., 2014. The leadership experience. Cengage Learning.
Dave, A., Farin, E.N. and Farin, A.N., 2017. Emotional intelligence and coaching
behavior of sport coaches in the state universities and colleges in Region III,
Philippines. International Journal of Sports Science, 7(3), pp.105-110.
DuBois, M., Koch, J., Hanlon, J., Nyatuga, B. and Kerr, N., 2015. Leadership Styles of
Effective Project Managers: Techniques and Traits to Lead High Performance
Teams. Journal of Economic Development, Management, IT, Finance &
Marketing, 7(1).
Folger, J., Poole, M.S. and Stutman, R.K., 2017. Working through conflict: Strategies
for relationships, groups, and organizations. Routledge.
Forsyth, D.R., 2018. Group dynamics. Cengage Learning.
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational
excellence. Upper Saddle River, NJ: pearson.
Kuizenga-Wessel, S., Steutel, N.F., Benninga, M.A., Devreker, T., Scarpato, E.,
Staiano, A., Szajewska, H., Vandenplas, Y. and Tabbers, M.M., 2017. Development of
a core outcome set for clinical trials in childhood constipation: a study using a Delphi
technique. BMJ paediatrics open, 1(1).
Lunenburg, F.C., 2011. Decision making in organizations. International journal of
management, business, and administration, 15(1), pp.1-9.
Phakathi, S.T., 2017. Production, Safety and Teamwork in a Deep-Level Mining
Workplace: Perspectives from the Rock-Face. Emerald Publishing Limited.
BSBWOR502Assessment Guide V2.0 Aug 2017
49 | P a g e
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