Lead and Manage Effective Workplace Leadership

This document provides templates and guidelines for tracking the progress of a team member, conducting employee reviews, and giving performance feedback. It includes a progress report, employee review, and performance ratings. The document also includes a job satisfaction questionnaire to assess overall job satisfaction.

Running head: LEAD AND MANAGE EFFECTIVE WORKPLACE LEADERSHIP
LEAD AND MANAGE EFFECTIVE WORKPLACE LEADERSHIP
Name of the Student
Name of the University
Author Note

Running head: LEAD AND MANAGE EFFECTIVE WORKPLACE LEADERSHIP
Part A: Major Activity
1. Choose a member of your team and track their progress over a period of time agreed
with your assessor (i.e. one week, one month, one quarter etc.) by completing the
following templates. During this time, you should:
 Create a progress report for the employee
 Conduct an employee review
 Give performance feedback
A: EMPLOYEE (Add in the time period) PROGRESS REPORT
Employee Name: ____________John Carter_____________ Date: __04__/_28____/__2019___
Employee Number: ______1234____________ Location: __________Australia_____________
Position: _______Assistant Accountant____ Probationary Period From: __10/___25/ 2018_____To: ____01/ 25/
2019________
Supervisor: _______Tim Kalu_________________
Expectations
Significantly
Exceeds
Requiremen
ts
Meets
Requiremen
ts
Developing
/ Needs
Improveme
nt
Unsatisfacto
ry Comments
General
understanding of
essential functions
of job
 He has a very good
understanding
capability of the task.
D ependabi lity /
Attendanc e
 He is punctual at
work and
completes work by
time.

Running head: LEAD AND MANAGE EFFECTIVE WORKPLACE LEADERSHIP
Initiative
 He always presents
his initiative and
grabs opportunities.
Cooperation 
He does not
cooperates with his
team members
Seeks assistance
when needed
 He does not ask for
help from his leaders,
he completes his work
by implementing own
ideas.
Quantity of work
 He is always happy
with his work and
completes by time.
Quality of work /
Attention to detail
 He meets his
requirements well
and gives his best
when working.
Timely
completion of
assignments
 He completes his work
before time and does
not complain about
anything.
Follows instructions
 He follows each and
every instruction
provided to him.
Follows agency
policies & procedures
 He follows each and
every agency
policies.
Follows through on
assignments
 He continues to work
with completing all the
assignments provided
to him.
Are there any factors which have influenced employee’s performance?
EXAMPLE: Many factors affect employee performance that managers need to be
aware of and should work to improve at all times. For example: when the employee is
using their cell phone in inappropriate time, when they are involved in some issues
such as gossip or when they do not communicate well with eachother.
The following questions are to be asked of the employee at the time of the review.

Running head: LEAD AND MANAGE EFFECTIVE WORKPLACE LEADERSHIP
1. Is there any policy, procedure, or situation applicable to present or
past assignments that you want to review?
EMPLOYEE ANSWER:
The procedure which is used in the preparation of the financial statement should be
reviewed properly as because there are various problems with the accounting
department.
SUPERVISOR’S COMMENTS:
It will be taken of and necessary changes will be made.
2. Do you feel that you should spend more time in any past or present
assignments than originally scheduled?
EMPLOYEE ANSWER:
I do not think there is any necessity in spending time in any past assignment as because the
previous assignments were prepared by some other member in the team. It would not serve
any purpose in presenting other assignments
SUPERVISOR’S COMMENTS:
Spending time with other assignments will help the employee to understand the problem
which is faced by the company .
3. Are there any further questions, comments or suggestions which may aid your
training?
EMPLOYEE ANSWER:
The training hours should be extended a little to ensure that I am able to understand the process and

Running head: LEAD AND MANAGE EFFECTIVE WORKPLACE LEADERSHIP
procedures.
SUPERVISOR’S COMMENTS:
The training hours will be extended and proper leaders and trainers will be provided.
4. Overall Rating: Please tick the box.

Significantly Exceeds
Requirements

Meets
Requirements

Developing/Needs
Improvement Unsatisfactory
Supervisor’s
Signature/Date: Tim Kalu
04/28/2019
Employee’s
Signature/Date: John Carter
04/28/2019
Head of Department
Signature/Date:

Running head: LEAD AND MANAGE EFFECTIVE WORKPLACE LEADERSHIP
B: EMPLOYEE PERFORMANCE REVIEW
Employee Information
Name John Carter Employee ID 1234
Job Title Assistant Accountant Date 04/28/2019
Department Accounts Department Manager Tim Kalu
Review
Period 10/25/2018 – 12/25/2018
Ratings
1 = Poor 2 = Fair 3
=Satisfactory
4 =
Good
5 =
Excellent
Job Knowledge  x
Comments
Work Quality  x
Comments
Attendance/Punctuality 
Comments
Initiative  x
Comments
Communication/Listening
Skills
x
Comments
ependability  x
Comments
Overall Rating
(average the rating numbers above) 3
Evaluation
ADDITIONAL COMMENTS
The client did not come to the office daily, he was very irregular and was not
able to complete his assignment within time.
GOALS (as agreed upon by employee and manager)
These include accurately completing reports and calculations

Running head: LEAD AND MANAGE EFFECTIVE WORKPLACE LEADERSHIP
Verification of Review
By signing this form, you confirm that you have discussed this review in detail with your supervisor. Signing this form does
not necessarily indicate that you agree with this evaluation.
Employee Signature John Carter
Date
04/28/2019
Manager
Signature
Tim Kalu
Date
04/28/2019
C: JOB PERFORMANCE APPRAISAL
This form can help you conduct a performance appraisal with individual staff members:
PRIVATE AND CONFIDENTIAL
EMPLOYEE DETAILS
Name John Carter
Position Assistant Accountant
Years/months employed in this position 6 months
Date of this
review 04/28/2019
Date of next
review 04/28/2020
Reviewer
(name and position title)
Tim Kalu/ Manager of the Company
PROGRESS TOWARDS GOALS IDENTIFIED IN LAST PERFORMANCE REVIEW (IF
APPLICABLE)
Goal Action taken Completed? Comments
meet security and
information privacy
standards
Yes Yes He has met the privacy
standards
Leadership traits Yes No He did not follow the
leadership traits
Preparing pay roll at the
end of the month
Yes No He was unable to prepare the
pay roll at the end of the month
EMPLOYEE COMMENTS AND OPPORTUNITY TO EVALUATE OWN PERFORMANCE
As I am a new employee in the company I was unable to complete the tasks which were
assigned to me. I need some more time to understand the task and gain some practice.
REVIEW THE MAJOR SKILLS REQUIRED TO FULFIL THIS POSITION’S DUTIES
Check the relevant boxes to indicate the employee’s performance in each area. If additional
tasks have been performed, ensure these are added here and also to the employee’s job
description if required.

Running head: LEAD AND MANAGE EFFECTIVE WORKPLACE LEADERSHIP
Task
descriptio
ns (taken
from Job
Description)
N/A
Poor
Satisfacto
ry
Good
Excellent
Comments
Preparing
pay roll at
the end of
the month
 He had prepared the pay roll almost in a
proper manner.
Keeping
information
safe and secure
 He had kept the information secure and
safely
Prepare and
examine financial
records
Financial records were very carefully
examined
Identify that the
records are
accurate and that
taxes are paid
properly and on
time
He kept an eye in the taxes paid by the
company.
GENERAL COMMENTS ABOUT THE EMPLOYEE’S PERFORMANCE
He is experiencing the works which are assigned to him and follows the procedure and
information provided to meet the goals.
ACTION PLAN – GOALS FOR NEXT REVIEW PERIOD
Goal Action required Date for completion
Perform overviews of the financial
operations
He needs to perform the
financial operation of the
business
01/30/2019ADDITIONAL INFORMATION ABOUT THE ACTION PLAN / GOALS FOR NEXT REVIEW
PERIOD
He needs to collect various information related with the accounting department of the company and perform
the financial operations before the prescribed date.

Running head: LEAD AND MANAGE EFFECTIVE WORKPLACE LEADERSHIP
ACKNOWLEDGEMENT OF PERFORMANCE APPRAISAL
Reviewer’s signature and date: Tim Kalu 04/28/2019
Employee’s signature and date: John Carter 04/28/2019
D: JOB SATISFACTION QUESTIONNAIRE
By completing a job satisfaction questionnaire, you’ll be able to identify those aspects of your current job
that are rewarding as well as those that contribute to dissatisfaction. The results will help you to clarify
the aspects of a job that most directly contribute to your career satisfaction. You can also use this
exercise to predict how you might respond to potential occupations and the degree of
satisfactionthatapotentialjobislikelytoprovide.
PART I: GENERAL INFORMATION – complete the following 6 items:
1. Occupation: Assistant Accountant
2. Howlonghaveyouworkedforthiscompany? 6months
3. Whatpreviouspositionshaveyouheldwiththecompany? N/A
4. What is your job title? Assistant Accountant
5. How long have you held your current position? 3months
6. Briefly describe your work responsibilities (as you would on a resume):
Prepare and examine financial records
PART II: RATING YOUR JOB SATISFACTION
Using the scale shown above, rate your level of satisfaction with the following aspects of your job.
GENERAL WORKING CONDITIONS 2
Notsatisfied at all 1
Somewhat satisfied 2
Satisfied 3
Extremely satisfied 4

Running head: LEAD AND MANAGE EFFECTIVE WORKPLACE LEADERSHIP
 Hours worked each week
 Flexibility inscheduling
 Location of work
 Amount of paid vacation time/sick leave offered
PAY AND PROMOTION POTENTIAL 3
 Salary
 Opportunities forPromotion
 Benefits (Health insurance, life insurance, etc.)
 Job Security
 Recognition for workaccomplished
WORK RELATIONSHIPS 2
 Relationships with your co-workers
 Relationship(s) with yoursupervisor(s)
 Relationships with your subordinates (if applicable)
USE OF SKILLS AND ABILITIES 3
 Opportunity to utilize your skills and talents
 Opportunity to learn newskills
 Support for additional training and education
WORK ACTIVITIES 2
 Variety of job responsibilities
 Degree of independence associated with your work roles
 Adequate opportunity forperiodic changes in duties
OTHER ASPECTS OF THE JOB RELATING TO YOUR LEVEL OF SATISFACTION
Review your ratings. List the items for which your level was a 3 or a 4:
Note: These are the aspects of your current job with which you are generally satisfied. As you consider
potential career changes in the future, make sure you take into
accountthosethingsaboutyourcurrentjobthataresatisfying.

Running head: LEAD AND MANAGE EFFECTIVE WORKPLACE LEADERSHIP
Please comment on the above points:
There is a lack of healthy working condition, the manager has always been changing the shifts
time of working. The pay scale of the post is too low. The company does not meet its goals.
Nowlisttheitemsbelowforwhichyoursatisfactionlevelwasa1ora2.
Note: These are the characteristics associated with your current work situation that are dissatisfying. These
aspects of your job are the types of things that you’ll want to avoid in any future career or occupational
choice. You can gain a better understanding of what to look for in a future career change by analysing what
it is I that you dislike about your current job. As you consider changing your career plans, whether now or at
some point in the future, try to make the types of changes that’ll lead to an increase in your overall
jobsatisfaction.
In my current job situation the most dissatisfying things are as follows:
The autocratic leadership
Non-flexibility of time and place
Lack of awareness on cross- cultural aspects
Lack of proper communication
Lack of appraisals
Lack of employee acknowledgment
Less pay as compared to the efforts
Please comment on the above points:
1. GENERAL WORKING CONDITIONS. 2. WORK RELATIONSHIPS. 3. WORK ACTIVITIES
The general work conditions are pretty good but there should be some improvement on the welfare facilities

Running head: LEAD AND MANAGE EFFECTIVE WORKPLACE LEADERSHIP
for the employees.
The teamwork spirit in the team is enthusiastic but more positive relationships can be developed between
the management and the employees.
We face little difficulty in preparing the orders as there is communication problems, the discussion with the
upper level.
PART 2: Conduct a meeting:
Conduct (or simulate) a meeting / consultation process with 3-5 employees. This
meeting should provide team members with the opportunity to discuss
a) Performance Reviews and
b) Employee Satisfaction Surveys.
Meeting Agenda Template
Meeting Purpose To check the performance review of the employees and a short
satisfaction survey.
Desired Outcomes Motivating the employees
Meeting Room Room no 23
Date 05/28/2019
Time 11:00 AM- 12 noon
Meeting Facilitator
or Chairperson
Facilitator

Running head: LEAD AND MANAGE EFFECTIVE WORKPLACE LEADERSHIP
Minute Taker Sakib Alam
Meeting Attendees 6 attendees from the finance department James Heart, Eva Dane ,
Lockstone Stewart, Henry Davidson , Charles McHardy and Jack
Collins
Apologies N/A
No Start Finish Agenda items Action Points /
Details
Assigned
to / Owner
Time Line -
Due Date
1 11:00 12:00 Performance Reviews Checking if the
employees are
meeting
personal goals
Aloo
Rodrick
12/20/20
18
2 12:30 1:30 Employee Satisfaction
Surveys
Checking if the
employees are
satisfied with
their work
Piyaaj
Robert
12/20/20
18
3
4
5
6
7
8
9
10
11

Running head: LEAD AND MANAGE EFFECTIVE WORKPLACE LEADERSHIP
12
Meeting Minutes Template
Meeting Purpose To check the performance review of the employees and a short
satisfaction survey.
Desired
Outcomes
Motivating the employees
Meeting Room Room no 23
Date 05/28/2019
Time 11:00 AM
Meeting
Facilitator or
Chairperson
Facilitator
Minute Taker Sakib Alam
Meeting
Attendees
6 attendees from the finance department
Minutes
N
o
Start Finish Agenda Items Decisions /
Resolutions
Assigned
to / Owner
Time Line -
Due Date
1 11:00 12:00 Performance Reviews Checking if the
employees are
Aloo 12/20/201

Running head: LEAD AND MANAGE EFFECTIVE WORKPLACE LEADERSHIP
meeting personal
goals
Rodrick 8
2 12:30 1:30 Employee Satisfaction
Surveys
Checking if the
employees are
satisfied with their
work
Piyaaj
Robert
12/20/201
8
3
4
5
6
7
8
9
PART 3: Recruitment:
Out of all the options listed on page 30 “Best practice guidelines for recruiting”, please
submit 2 of the following:
1. Developing selection criteria, for example: ensuring there are no
unjustifiable English language qualifications in criteria
2. Application forms, for example: not including unrelated or intrusive
questions
3. Referee reports, for example: creating a template for referees to ensure
standardised questions.
4. Making the hiring decision, for example: using a ranking system for
candidates to ensure consistency and fairness

Running head: LEAD AND MANAGE EFFECTIVE WORKPLACE LEADERSHIP

Running head: LEAD AND MANAGE EFFECTIVE WORKPLACE LEADERSHIP
Part B – Case Study

Running head: LEAD AND MANAGE EFFECTIVE WORKPLACE LEADERSHIP
1. The conflict which had occurred in the local hardware store was between Amy and
Edward. Amy is the assistant manager who is responsible for creating the roaster holiday
for the store. Edward who Is an employee of the store had requested for leave as because
he would be visiting New Zealand and will not be able to come at work. Amy had
approved his leave application for ten days. After returning from the holidays when
Edward reached his office to check his next roaster he was screamed over by Amy calling
him a liar because he did not remind Amy before leaving for holidays. Amy was
frustrated with Edward and she said that he is an irresponsible employee and he was not
liked by anyone.
2. In order to manage the conflict between Amy and Edward Scarlett who was the store
manager of the local hardware store came running and asked them to get inside an office
room to sort out the matter quickly. She had arranged a glass of water both for Amy and
Edward and requested them both to get on their speech under a condition that both the
speakers will highlight their own opinion and will respect the other person to speak on
their part too. After listening to both of them Scarlett came to a conclusion that there was
a lack of communication between the employee Edward and the store manager Amy.
Edward presented the email to Scarlett which showed that Amy had granted the leave for
holiday. Amy queried that Edward should have reminded her before leaving for the
holidays. Scarlett the store manager after listening to both of them managed the conflict.
She made it a point to make Amy understand to calm down and she should not have
behaved the way she screamed in the store. The behavior of Amy does not represent
professionalism in any way. But then she also said that Edward also should have

Running head: LEAD AND MANAGE EFFECTIVE WORKPLACE LEADERSHIP
reminded Amy before leaving for the holidays. Amy was left uninformed and no one in
the store was in a position to contact Edward. Scarlett very calmly explained it to Amy
that ho she would have felt if Scarlet had shouted on Amy the way Amy shouted on
Edward. She also explained her that Amy was the assistant manager of the local hardware
store and she has to keep aside her personal feelings aside and act professionally with the
employees.
3. The ways which will help in resolving the conflict are:
Step 1- Understanding the nature of the conflict – The nature of the conflict between
Amy who is the assistant manager of a local hardware store and Edward a working
employee of the store. The conflict grew up in the store as because Edward did not
provide any reminder to Amy before leaving for the holidays. Amy was also unable to
contact her employee by any means.
Step 2- Encouraging the employees to deal with the conflict by themselves – The
employees of the local hardware store has to be self sufficient. Edward should have made
a reminder to Amy before he was leaving for New Zealand. Amy who is the assistant
store manager should not have shouted at Edward in the middle of the office.
Step 3- Listening to both sides – Scarlett who is the store manger of the local hardware
store came running in order to solve the matter out. She was diligent enough and listened
to both sides before solving the matter.
Step 4 - Scarlett went to the root of the problem identified the matter and came up with a
clear message that Edward had made a mistake of not informing Amy before leaving for
his holidays. Whereas Amy should not have shouted on Edward the way she did.
4. Short term and long term guidance and support

Running head: LEAD AND MANAGE EFFECTIVE WORKPLACE LEADERSHIP
Short term guidance includes like explaining and making the employees of the local
hardware store understand that creating conflicts inside the office will be lead to create an
unhealthy environment for the store. Long term guidance and support facilities like
providing leaders and supervisors who will be able to manage the disputes within the
store will be beneficial. The staffs can also be sent for training and development of skills
which will contribute in long term success of the store.
5. The action pan which is suitable for the store is :
a. Ground rules – In order to resolve the conflicts which had taken place in the store,
the assistant store managers as well as the teams working should have set of
established ground rules which will keep everyone safe. The store manager can
create a framework for the resolution of the problems. The members of the team
should have a proper communication, compromise and respect among the
members. A shared mission serves as a basic rule when solving any conflict.
b. Individuals – For smaller types of conflicts like this which was presented in the
case study, individual conflict resolution will be the most effective mode of
managing the disputes. When it is found that two employees in a business
organization is facing some issue with each other, the supervisor should be able to
encourage the staffs who are responsible to take the initiative for opening an open
discussion without the involvement of the supervisors. In doing so it will help the
staffs of the organization to find out possible ways to discuss their disputes with
each other. They can only be responsible in solving out their own disputes and
resolve conflicts before leaving or escalating the company. According t 99999

Running head: LEAD AND MANAGE EFFECTIVE WORKPLACE LEADERSHIP
direct communication with the team members also saves valuable time. If the
staffs face some further trouble then thesubordinate can arrange for a room
c. Manager involvement – On occasion where the employees are unable to solve the
problem or their own issues, the store manager acts as a supervisor. The manager
clears up the concept of misconception among the members of the store. The
involvement of the supervisor also helps the employees in keeping their emotion
to themselves and thinks rotationally from a bird’s eye view.
d. Involvement of a moderator – If the problems which are existing in the store are
impossible to be solved from inside, the manager of the store can bring in an
adviser to solve the problem. During the moderated session each of the parties
will be presenting their sides in the argument where the mediators from the third
party company will work to see the overall problem and create a solution for the
dispute.