Team Learning Plan and Team Performance Improvement Plan

This document provides information on team dynamics, strategies for team cohesion, consensus building, conflict resolution, and more. It includes a Team Learning Plan and a Team Performance Improvement Plan to help improve team performance. The document also includes feedback and goals for individual team members.

BSBWOR502
Unit assessment Pack

Assessment Task 1
Question 1
a) in order to direct the performance as well as the behaviour of the team which is influenced by the
psychological & unconscious forces is called team dynamics. The nature of team work directs the
team dynamics.
b) if the team works well together, then it will lead the organization to get successfully. Effective
team dynamics in an organization can be observed by the following elements such as cooperation,
good communication, contribution as well as commitment. Moreover, team dynamics can be
recognized by the effective conflict & change management in the organization.
c) if members of the team tends to trust each other, then such team is said to having positive group
dynamics. Whereas, if the group shows' negativity in the success of outcomes of the work or in
making decision, then such group is said to be having poor group dynamics. The factors of group
dynamics that impact on the team performance are its effectiveness, productivity and creativity.
Question 2
Four strategies that could be implemented at the work place in order to support team cohesion,
participation as well as performance are hiring the employees with the diversification in their
mentality, setting the goal of the team initially, allowing every one of the team to take active
participation in the work, building faith and trust within the team as well as by resolving the issue of
conflict at the work place in the right way.
Question 3
a) Reaching the desired agreement means consensus. In team setting, building consensus means to
find the right proposal which is acceptable by all the members of the team and these members
support the proposal. Moreover, there must not be any member of the team opposing the proposal.
Sometimes, consensus may include people who are not the part of the team.
b) three strategies to gain consensus in the team are ensuring & encouraging the participation of
each team member, by introducing multiple voting technique, by pinpointing the essential priorities
as well as by involving the complete team in the development of the solution.
Question 4
Five strategies to resolve work place conflicts are, by competing, by collaboration, by
compromising, by avoiding as well as by accommodating. These are the several techniques that
could by used at the work place in order to resolve the conflicts that tends to arise in the team.

Question 5
Four consultation and feedback methods for effective team management are
using strategies in order to boost the team dynamics, addressing the problems arised in the team
quickly, creation of team carter is also an effective way to manage team, more over enhancing the
team culture as well as building healthy communication within the members of the team.
Question 6:
a) While developing the performance plan, the key areas where the team has to discuss upon are:
what has to done as well as what has to be achieved such as main task, projects etc., what will be
the basic support required in order to achieve the target, what will be the outcome of performing
good as well as discussion on when will be the future discussion will be taken are the various key
areas of discussion.
b) KPI means key performance indicator. KPI is always related to the specific outcomes of business
with the measure of performance. While developing KPI for a performance plan of a team, SMART
approach is used as SMART approach is the relevance of performance where S stands for Specific,
M for Measurable, A for Attainable, R for Relevent and T for Time-frame.
Question 7
The benefits of developing such strategies are, to make associates feel as they are the valuable part
of the team so that could make better decisions day by day. Moreover, to make the associates feel as
they are the part of strong bond of responsibility, establishing higher values of morals and
motivations.
Question 8
To make the team members feel encouraged by the team leader while assigning the responsibilities
the team leader must be impartial, the leader must motivate the team in order to perform better next
time, it must encourage the members of the team to help each other as well as by being a mentor of
the entire team.
Question 9
For a team leader to communicate positive feedback to its employee the leader may establish a
purpose for the conversations, the leader may describe a positive behaviour or performance & by
explain the importance of behaviour, by asking the employee for their reason of success, by
listening actively and empathetically as well as by thanking the employees to express themselves

confidently.
Question 10
The various process that provide opportunities to the members of the team to raise their concern or
issues arose in the team are, the process of being transparent in every aspect, by establishing healthy
conversations, by providing valuable feedbacks, encouraging for collaborations as well as the leader
must have faith in the member of its team.
Question 11: Answer the following:
a) for ensuring the raise in payment as well as in promotions for the organizations top performers,
performance appraisals are identified. Thus, performance appraisals are the process in which an
individuals documentation and evaluation of its performance is done in order to have high work
quality, outputs and efficiencies.
b) the discussion can be conducted in order to resolve the issues related to performance is by
ensuring that there should be right people in the room, presenting the issues in front of the complete
team, by facilitating open conversations in order to ensure everyone participation as well as by
creating an action plan.
Question 12
The seven traits possessed by the leader for being the role model of the team are, demonstrating
confidence and leaderships, being not to be afraid to be unique, communicating and interacting with
everyone, showing respect and concern to others, being knowledgeable as well as al rounder in
various aspect of business.
Question 13
For fostering a culture of open communication in the member of the team must keep the manager
informed, must give frequent replies to the various concerned arose in the team, encouraging team
members to share information as well as to express contrary viewpoints and more over by keeping
the members of the team informed about the current situation of the team.
Question 14
Meeting regularly with members of the team, being inclusive, being transparent, clear as well as
concise, always showing respect to others, recognizing they too could be wrong and by using online
collaborating tools are the various method of communication in order to resolve issues, problems
and concerns raised by the members of the team with the line management or stakeholder.
Question 15
Managerial responsibilities with regard to evaluation and resolving concern raised by stake holder

are, the issues identified by stakeholders, which are represented by the business analysts, is the
concept of stakeholder concern. The various information used by the business analysts are the risk,
assumptions as well as constraints in order to resolve the issues raised by the stakeholders.
Assessment 2
Template 1:
TEAM LEARNING PLAN
Team members
present
Date
Venue
Review conducted by
1. Understanding of goals
Do all team members clearly understand purpose and goals of the team?
No, none of the member of the team understood the goal and purpose of
the team.
How is this expected to be achieved?
Understanding of goals and purposes can be achieved by assigning a
manager, who could serve as a trouble shooter, problem shooter as well as
team faciliator for the team. More over, it must make sure the employee
must have proper understanding of team purpose, roles, responsibilities as
well as their accountabilities.
How can team members be supported more effectively?
By communicating team member with accountability, by sticking up to
them in order to support them as well as by reviewing work effectively are
the effective ways used by manager to support the team.
3. Strategies for Team member input

Are team members given sufficient opportunities to provide input
into planning, decision-making and general operational aspects of the
team?
Yes, by assigning the new manager the employee of the careers call centre
got the various opportunities to take part in decision-making and geeneral
operations.
How is this currently done?
This can be done by using strategies, by assigning specific role to the
employees as well by taking regular feedbacks from the members of team.
What opportunities can you identify for improvement?
The average sales will tends to increase, in this way ultimately the
reputation of the organization will get incerase.
4. Responsibility for own work
Are team members encouraged sufficiently to take responsibility for their
own work?
Yes, took their responsibilities seriously after the assigning of new
manager.
KPI’s/Targets/Goals for each team member (minimum of two for each
team member).
Yuki
 to increase the average sale per day

 Review progress in achieving the strategic plan.
 To review or analyse the progress and readjust.
Frenando
Focusing in order to achieve company goals
 State long term and short term goals.
 Frenando also should review their own performance to measure the
better outcomes.
Charon
 focusing on establishing a effective work culture.
 Charon required to motivate other people to gain effective outcome
and growth.
 It certainly required the effective term and goals.
How is this expected to be achieved?
By being transparent with the manager, and the manager must always take
fair decisions.
What opportunities can you identify for improvement?
The opportunities are, this will improve the work place process better.
5. Mutual support

Do team members assist each other in undertaking required roles and
responsibilities?
Earlier, members were not taking seriously, but after the assigning of
manager, the members of the team took it seriously.
What current policy or document makes this expectation?
Employee policy

What opportunities can you identify for improvement?
Providing multiple roles and responsibilities to the employees.
6. Dealing with issues
Are issues, problems or concerns that arise in the team environment
generally resolved successfully?
Yes, they could be resolved easily with effective managerial support.
What policy or procedures should be in place?
Negosiation could be the policy that could be used to deal with the conflicts.
What opportunities can you identify for improvement?
This will facilitate smooth running of the organization.

Identify who you consulted with when undertaking this review and
describe how you consulted with them.
Jack Willams
Feedback/Gap analysis given by Team Leader for each team member
(minimum of two points each)
Chaoran:
it refuses to help and advice to fernando.
Was acting as if a team leader.
Yuki:
Is very abbrasive
in its mannerisms
Is very loud and
very opioniated.
Fernando:
It tends to get
angry very soon.
Is a stubborn.

What opportunities can you identify for improvement?
By giving effective training, these issues of all three employee could be
resolved.
2. Team member support
Are team members provided with the support required to achieve team
outcomes?
Yes, by assigning the manager.
What support is usually provided?
Effective traing as well as ethical behaviour.
Template 2:
Team Performance Improvement Plan (TPIP)
Confidential
TO: (insert employee’s names)

FROM: (insert manager’s name)
DATE: (insert date)
RE: Team Performance Improvement Plan (TPIP)
The purpose of this Team Performance Improvement Plan (TPIP) is to
define serious areas of concern, gaps in work performance, reiterate
the organization’s expectations, and allow the team the opportunity to
demonstrate improvement and commitment.
Areas of Concern:
Bullet point issues and how employee’s lack of performance
and/or behaviour has affected his/her co-workers, the company
and clients/customers.
Observations, Previous Discussions or Counselling:
Recap dates/times you have addressed the issues in the
recent/relevant past. Reference previous documents when
applicable.

Step 1: Improvement Goals: These are the goals related to areas of
concern to be improved and addressed:
1. assigning roles
2. maintaining performance
3. improvement in ethical behaviour

Step 2: Activity Goals: Listed below are activities that will help the team
reach each goal:
Goal # Activity/Strategy
How to
Accomplish Start Date Projected
Completio
n
Date
1 Analysing skills By competitive test 24/11/19 28/11/19
2 Proper traing
By taking regular
feedbacks 24/11/19 28/11/19
3 By effective examples
Providing healthy
work culture 24/11/19 28/11/19
Step 3: Resources: Listed below are resources available to the team
to complete the Improvement activities (may include other people’s
time or expertise, funds for training materials and activities, or time
away from usual responsibilities.)
1. funds

2. human resources
3. other essential materials
Management Support: Listed below are ways in which your
manager will support your Improvement activities.
1. providing guidelines
2. taking decision
3. developing strategies

Step 4: Expectations: The following performance standards must be
accomplished to demonstrate progress towards achievement of each
Improvement goal:
1. enhancement of skills
2. increase in performance
3. improvement in ethical behaviour
Step 5: Progress Checkpoints: The following schedule will be used
to evaluate the team’s progress in meeting the Improvement activities.
Goal
#
Activity/
Strategy
Checkpo
int
Type of
Follow-up Progress Notes
Date
(memo/call/
meeting) Expected
1
assigning
roles 24/11/19 Meeting

2
maintaining
performance i 24/11/19 Meeting
3
improvement
in ethical
behaviour 24/11/19 Meeting
Follow-up Updates: You will receive feedback on the team’s
progress according to the following schedule:
Date
Scheduled Activity Conducted By
Completion
Date
30-day Update Memo
[Supervisor/
Manager]
45-day [or 60-day]
Update Memo
[Supervisor/
Manager]
60-day [or 75, or 90 –
Day] Status
[Supervisor/
Manager]
Memo

Timeline for Improvement, Consequences & Expectations:
Effective immediately, the team is placed on a 90-day PIP. During
this time, all team members will be expected to make regular
progress on the plan outlined above. Failure to meet or exceed these
expectations, or any display of gross misconduct will result in further
disciplinary action, up to and including termination. In addition, if
there is no significant improvement to indicate that the expectations
and goals will be met within the timeline indicated in this PIP,
employment may be terminated prior to 90 days. Failure to maintain
performance expectations after the completion of the PIP may result
in additional disciplinary action up to and including termination.
Signatures:
Print Employee Name: _____________________________________
Print Employee Name: _____________________________________
Print Employee Name: _____________________________________
Print Supervisor/Manager Name:
_____________________________________

Supervisor/Manager Signature:
_____________________________________
Date: ___________________________
Template:
Strategies to ensure that the team members participate in
planning, decision making and operating activities
Roles and responsibilities
(Any three)
serving the customer effectively.
maintaining ethics at the work place.
helping other team member whenever required.
Training and development
activities

(Any three)
Ethical training
Skill development training
work culture trainings
'Buddy' systems to
support team members in
providing input
the buddy system is used in new employee inductions for assigning with the
formalities in the organization. The purpose of assigning new employee with
this system of buddy is to help to welcome new employee and reaffirms in
their decision to join the organization.

(50-100 words)
Strategies to make sure
that the team members
feel that they are a part of
this organization and their
input is valued
(Any five)
transparency
right decisions
respect for other team member
using of soft tone
to establish effective communications
Responsibility Matrix of Issues and Concerns
Task (R) Responsible (A) Accountable (C) Consulted (I) Informed
Planning and
scheduling
Yuki Frenando Charon Yuki
Risk management Yuki Frenando Yuki Yuki
Quality
management
Charon Frenando Frenando Charon
Execution Frenando Yuki Charon Frenando
Distribution chart

Distribution chart is the helpful way to delegate the duties and responsibilities in a proper
manner.
Policies and procedures
Make sure that the team members take responsibility of their work. (150-200
words)
The policys and procedures that could be used to make sure that the members of the
team are responsible for their work, as policies helps in reinforcing as well as helps in
clarifing the expected standards of the employee an would help the employee in
managing staff more effectively as it defines what is acceptable and unacceptable in
the workplace. These policies may be related to the benefits of the organizational plan.
Some
effectiv
e
policies
are
Illustration 1: Distribution Chart

establishing commitment and trust, opening lines of communication within the team
members, diversification in capabilities, addaption in changing conditions as well as
confidence and creative freedom. As the leader tend to assignin acording to the skill of
the team member. However, it is the responsibilities of the leader to properly guide
the employee when and whenever it got stuck in some or the other issues . Moreover,
it is the responsibilities of the worker to establish healthy and peaceful work place.
Assist others to undertake required roles and responsibilities. (150-200
words)
in an organization it must be ensured that there must be effective roles and
responsibilities must be assigned to the employee of the company. These
roles and responsibilities will help in enhancement of bonding between the
workers, will help in solving the practical problem, helps in management of
time, will helps in establishing effective team roles. More over, this will
provide the chances of open communication and will let to set a common
goal. Assising of various roles and responsibilities can be done by reviewing
and making the list, by asking for meeting, by discussing the responsibilities
of the job , pharaphase to clarify as well as by follow ups. Thus, assisting the
roles and responsibilities to the members of the team will results in trust,
management of conflicts, commitment, accountabilities as well as focusing
on the results. More over, health and safety is also an important concern
while considering the roles and responsibilities of the employees. Thus, the
employee must cooperate with the other employee in order to ensure safe
working conditions.

Assessment Task 3
Part A: Role Play
Yuki : I feel from the business environment that communication is the biggest issue due to which
other employees might also affected and get perform their work in very ineffective manner.
Fernando : According to me team members required a encouragement and motivation towards the
goals and objectives to meet the out effective goal services. According to me company should more
focus towards high contribution rather than using ineffective working efforts.
Chaoran : As per my concern team members required their own space to perform activities and also
very necessary to explains the importance of teamwork to achieve success how teamwork can better
improve the effective and communication skills.
Yuki : I think people should support each other to get better and helpful solutions.
Chaoran : I agree with the suggestions of Yuki because contribution of each other is very necessary to
gain business results.
Fernando : Yes off Course ! Agree with both of you such issues and complications exactly impact the
Yuki : according to me we need to make plan for employee engagement by organizing some indoor
and outdoor activities. Such activities and task definitely work more reliable and energetic to influence
the business objectives and task to be more energetic and make the highest work efforts.
Fernando : Also, I think we need to listen the employee issues to work in more productive way.
Chaoran : Apart from this it will work more ineffectively that might affect the things unrealistic and
influencing in different goals.
Fernando : first we need to develop a proper plan and formal meeting through which we effectively
work in more productive manner to manage the work target.
Yuki : we need to discuss all things with the other employees to let them know about this plan where
we will creating a best service outcomes and manage the employees working more serious.
Part B:
Company :
Venue :
Time :
Five steps to encourage team
Pay the people what they are worth : Let them employees know how much they are
important to us and for the company as well. When they are feel important within the organization.
They will automatically work hard and efficiently.
Provide them with a pleasant place to work : pleasant work to do in the systematic manner
to work into more energetic way to sustained the task effectively. This task will definitely work for the
team.
Offer opportunities for self development : Self opportunities and self development is very
necessary for the employees to work hard and maintaining the effective outcomes. Provide team with
the training they need to advance in their career and to become knowledgeable about the latest

technologies and industry news.
Encourage happiness : This will can also work with less motivated employees when they feel
precious and get satisfaction from the company it will automatically work hard.
Avoid misunderstanding : this task can also very helpful to be the most effective working
opportunity to gain the business results. By conveying proper plans and results it is very necessary for
the team members to perform very well in terms of making things more effectively taking.
Three ways to support team members while resolving work performance problems
Give them solutions : Employee should need to required to maintained the effective working
channels to prepare the good team. On the other side, by providing solutions employees feel relax and
supporting by other.
Give them own Space : Sometimes due to work pressure and over burden. It is required for
the company to give space to the team members to effectively work in a proper way.
Reward & Recognition : This is the best way to motivate employees, in Other ways to
promote the system is motivating the target opportunities to employees in terms of developing
authorities and target. Give employees weekly appreciation of good work.
Tools & Methods to develop open communication process
Employee Engagement : Employee Engagement is the best option to communicate with
employees. Employee engagement activities can be very helpful to get connected with employees and
also create the long lasting relations with each other.
Define Goals : When strategies and goals are defined clearly it emphasizes employees which
can better contribute and align with their personal goals.
Enhance Transparency : every employee or a members should have known about their
quality performance. It define how businesses can more work productively with the service.
Increase Productivity : it is the best form to develop the emerging business market to enlarge
the business services.
Steps towards the communication
Open Door Policy : Company should follow the open door policy within the organisation to
better communicate with each other.
Encourage two way feedback : This is the another best option or a way to accomplish the
communication process. Besides, that encourage two way feedback policy to cover up the things in
more better manner.
Clarity of roles and responsibilities : This is the another step towards the better
communication process. By clarifying roles and responsibilities which are cause of many problems at
the average workplace. Build the team spirit and form a systematic result outcome to be more
authentication.
Analyse unresolved issues and Concern
In order to resolve the issues company should need to better understand the issues and quick
taking decision on the behalf of generating high performance and skills. Before solving the pending
issues next process would not be accomplished properly.

Part C:
Meeting/Project
Name: Yuki
Date of Meeting: Time: 10:00:00
(11/28/2019)
Meeting Facilitator: Yuki Location: UK
Name Department/Division E-mail Phone
3. Meeting Agenda
Topic Owner Time
Description
Communication plan will be communicated by
the employees in order to fill the gap and long
lasting communication channel Prepared by Yuki
MEETING MINUTES
Meeting Minutes:
Date of
Meetin
g: Time: 10:00:00
(11/30/2019)
Minutes Prepared
By: Location:
Name Department/Division E-mail Phone

PART -D
Problem/issue/concern Action/s to resolve Who
Start
Date End date
Communication Issues
Professional
Development
External
Consultant
01/11/2
9 01/01/30
Employee Relations
Professional
Development
External
Consultant
01/11/3
0 01/01/30
Customer
Dissatisfaction
Training &
Development
External
Consultant
Decem
ber 15
01/01/30