Lead and Manage Team Effectiveness

This document discusses various aspects of leading and managing team effectiveness. It covers actions leaders can take at each stage of group development, importance of establishing team and individual purpose, steps to create and implement a team charter, differences between lead and lag key performance indicators, and more.

Lead and Manage Team
Effectiveness

Table of Contents
ASSESSMENT 1.............................................................................................................................4
Q1) Explain the actions the leader could take at each stage of group development..............4
Q2) Describe the importance of establishing team and individual purpose with team members
................................................................................................................................................4
Q3) Describe the steps you would take in creating and implementing a team charter..........5
Q4) Differences between Lead and Lag Key Performance Indicators...................................5
Q5) Summarise the process of proactive performance planning............................................6
Q6) Describe reactive performing planning...........................................................................6
Q7) Identify 3 ways you as a leader can support your team towards performance................6
Q8) Explain the difference between intrinsic and extrinsic motivators.................................7
Q9) Provide three benefits of including your team in decision-making processes................7
Q10) a) Explain the method of consensus decision- making.................................................8
b) Provide two pros and two cons of utilising this method....................................................8
c) Outline two techniques you can implement to ensure consensus is reached in a timely
manner....................................................................................................................................9
Q11) Describe the impact team dynamics have on the performance of the team..................9
Q12) Explain the process for assessing team dynamic in order to improve the effectiveness of
the team................................................................................................................................10
Q13) Three common causes of conflict within teams..........................................................10
Q14) Identify two ways you can resolve work issues with your team members.................10
Q15) Steps to be taken to resolve the issues given in the case.............................................11
Q16) Two techniques that can be employed to establish open and efficient communication11
Q17) Explain the information needs of stakeholders hierarchically....................................12
ASSESSMENT 2...........................................................................................................................12
Task 1...................................................................................................................................12
Task 2...................................................................................................................................18
Task 3...................................................................................................................................24
Task 4...................................................................................................................................24
ASSESSMENT 3...........................................................................................................................25

Case study 1.........................................................................................................................25
Task 1...................................................................................................................................25
Task 3...................................................................................................................................25
Case Study 2........................................................................................................................25
Task 1...................................................................................................................................25
Task 2...................................................................................................................................25
Task 3...................................................................................................................................25
REFERENCES..............................................................................................................................27

ASSESSMENT 1
Q1) Explain the actions the leader could take at each stage of group development
Leaders plays crucial role in influencing the others which motivate them and contributes in
improving their performance. By adopting a leadership style the leaders guides the people in the
group throughout the developmental stages so that an efficient team can be developed. The
actions that can be taken by the leaders in different stages of group development:
Forming: In this stage the leaders adopts directing style of leadership. Due to this all the roles
and responsibilities of the team members are allocated to them by personally interacting with
them.
Storming: The leaders adopt coaching style as in this stage they provide guidance to the people
so that they chances of the conflicts, tension in the group can be reduced.
Norming: In this stage, understanding among the people is developed due to which the leaders
have to act as collaborator where they have to motivate and encourage them to perform better.
Performing: The leaders have to focus upon creating vision among the team members as in this
stage they themselves efficiently manage their work (Aga, 2016).
Adjourning: In this stage the leaders facilitate value reinvention and experience reflection which
suggests the team members to stay in touch with each other even after the completion of the
project.
Q2) Describe the importance of establishing team and individual purpose with team members
The importance of establishing team is that with this the ability of undertaking any task,
planning for any activity, problem solving and decision making capabilities can be increased.
Along with this solutions can be identified for the complex problems with collective actions and
suggestions. All the team members have their purpose of building a team that can collectively be
achieved in a team is team are formulated for shared goals and visions with collective
responsibility of the outcome. The individual purpose motivates a member to contribute to the
team so that their individual purpose can also be served. For example: I asked my subordinates to
gather data about the clients within their territory and for serving this purpose the subordinated
formulated team and divided areas as per their convenience with which they can serve their
purpose (Woodcock, 2017).

Q3) Describe the steps you would take in creating and implementing a team charter
The steps that are included in formulating and implementing a team charter are given below:
 The background of the team leader and other people associated with the task that the
team has to perform will be analysed along with the stakeholders need and expectations,
individual expectations etc.
 The next step is determinations of the mission and vision objectives which includes the
principles to guide the teams, interim deadlines of the project and drafting the mission
statement (Bens, 2017).
 Then the roles and responsibilities of the people will be identified and a matrix will be
created that will define who is responsible, accountable, consulted and to be informed.
 After this the budget and the resources will be identified for the teams.
 Once all these are identified then the methods for internal checks, reviews and balances
will be identified which will help in measuring the effectiveness of the project.
 Lastly, various methods will be defined with the help of which the performance of the
team members will be assessed and evaluated.
All the steps will be communicated to all the team members so that they can efficiently
perform their roles and responsibilities as defined in the charter.
Q4) Differences between Lead and Lag Key Performance Indicators
Basis Lead Key performance Indicator Lag Key performance Indicator
Meaning Lead KPI is those which measure the
performance before starting of the
process with the help of particular
pattern or trend. With the help of this
the businesses measures the trends
and changes in future which enables
them to manage them efficiently
(Wang, Kim and Lee, 2016).
While the lag KPI measures the
performance after the business has
follow any pattern or trend. It is used
for long term trend analysis and to
determine how efficiently the
process can be managed by the
organisation.
Example Percentage of the labours wearing
helmets on the construction site is a
leading safety indicator.
Number of accidents actually taken
place on the construction site is a
lagging safety indicator.

Q5) Summarise the process of proactive performance planning
Proactive performance planning is done by the management with the aim of establishing
goals for the team by gathering information. It shows various leading indicators which the team
leaders need to focus upon. With the help of this the team can be made committed to the goals
which they have to achieve. Along with this the team can identify the various problems
associated with the performance in the process and react to it by fixing them. Such planning must
be done by the team leaders as soon as any task gets completed as with this they can improve the
performance for the next task. The proactive performance plan includes various aspects such as
the quality and the accuracy of the work required, competence and ability to meet the goals and
objectives, communication skills, problem skills that are required and to be improved as it can
contribute to the performance (Sozo and Ogliari, 2019). The team member contributes in the
planning as they share with their team leader regarding what difficulty they will face due to lack
of competence as per the roles and responsibilities that they have to perform.
Q6) Describe reactive performing planning
Reactive planning is the one in which the team leaders understand various situations that
they have faced while undertaking any project. On the basis of such issues they formulate
various plans so that they can cope up them efficiently. Such planning is easy to understand and
perform in comparison to proactive as they are based upon the fact that they are based upon
events that has already been taken place. In the reactive planning lagging indicators are taken
into consideration so that they can answer to the questions such as what can be done by the
organisation to deal with what happened in the past. For example all the strategic planning of the
company is part of reactive performance planning as they are based upon the outcome of the
previous plans of the company.
Q7) Identify 3 ways you as a leader can support your team towards performance
The leaders contribute in improving the performance of the team by motivating them as they
create vision in the eyes of the team members that make them understand its benefits. In addition
to this they facilitate them to prioritize their work as per the requirement of the activity. The
three ways in which the leader can support performance of the team are given below:
 Focus on the relationships and encourage others to do the same: The leaders make
their team members understand the importance of better relation in term in effective
problem solving, easy decision making etc. And encourage them to do the same.

 Create visions: With this they make their team member to work in one direction so that
they can consistently contribute to the overall objectives of the company. Creating vision
connect the team members with the goals which make them committed towards it, thus
improve their performance (Salas, 2017).
 Better guidance: The leaders provide guidance to their team members so that they can
effectively resolve the issues so faced by them. This strengthens their ability to improve
their performance and to contribute efficiently to the goal.
Q8) Explain the difference between intrinsic and extrinsic motivators
Basis Intrinsic Motivators Extrinsic Motivators
Meaning Intrinsic motivators are those which
motivate the behaviour of an individual
by their internal desire that lead to do
something on their own. It makes the
person to learn new skills that can
improve their ability to perform
various roles.
Extrinsic motivators are the external
factors that motivate an individual.
Such factors pushes a person to do
something with the hope of earning
some rewards (Denhardt, 2018).
Aim With this the individual aims to
develop their ability to do something or
it increase the capability to the
individual.
While these motivators motivates an
individual to do something with the
aim of earnings rewards.
Example Reading English newspaper as it will
improve the communication skills of
the person.
Preparing for the presentation so that
better performance before the team
leaders will be favourable for them to
get promotion.
Q9) Provide three benefits of including your team in decision-making processes
Employee engagement offers various advantages to the company as with the help of this
they can make them feel as they are important for the organisation. For this the managers and
leaders allow their employees to participate in the decision making process by providing their
opinions and suggestions. This can offer various innovative solutions to some issues which are

faced by the company as they are the one who deal with such issues. Three benefits of the
including the team in decision making process are:
 Improves morale of the employees: Making the team member feel as an important part
of the team will improve their morale which can improve their performance. This will
lead to committed team with higher level of productivity (Guchait and Tews, 2016).
 More Inputs: More opinions to the management will facilitate them to identify better
solution and it will strengthen the ability of the team in making effective decisions. Also
with this the team leader can identify the strengths and weaknesses of the employees on
the basis of their suggestions and opinions.
 More responsibility: When the team will be allowed to take part in decision making
process then they will feel more responsible and it will motivate them to put in extra
efforts to achieve the outcomes of the company more efficiently.
Q10) a) Explain the method of consensus decision- making
Census decision making is a process of decision making in which all the group members
are involved and decision is taken when all the members agree to it. Such decision is best on the
interest of all the members of the group.
b) Provide two pros and two cons of utilising this method
There are various pros and cons of utilising this method of decision making and some of them
are given below:
Pros:
 Involve all the members in the decision making process which improves their morale.
Also it increases cooperation among the group members and commitment of working
together (Ryan and Deci, 2017).
 This method creates shared understanding by way of discussion and this bridges gap of
the differences among the team members.
Cons:
 The desire of harmony by some members can affect the decision making as it may
become hard to speak out.
 The team members who have strong contrary opinions will become the troublemakers as
they may pressurise for their options towards the conformity.

c) Outline two techniques you can implement to ensure consensus is reached in a timely manner
The two techniques that can be implemented for ensuring an effective consensus decision
making are given below:
Introduce Multi-voting: With this techniques members will be provided number of votes
as per their responsibilities and different weights. It will make the team members to think upon
their suggestion more thoroughly. It will improve the quality of the decision so made by the
group.
Pinpoint Priorities: This will enable the team members to focus upon the crucial tasks so
that they can provide their opinions within the time limits considering all the crucial aspects. It
will also ensure quality of the decision along with it reduces the time to be taken for the decision
making (Rapp, 2020).
Q11) Describe the impact team dynamics have on the performance of the team
Team dynamics are the various unconscious factors that are created due to different members
of the team as different people has different communication style, decision making style,
problem solving ability etc. It has impact on the performance of the team which is given below:
 Poor Team Dynamic Hinders Growth: Due to this the level of thrust among the team
members is low which has impact on the problem solving and decision making capability
of the team. Also it leads to unproductive conflicts, loss of skilled team members thus
results inefficiency in the performance of the team.
 Team Dynamic leads to Untapped Potential: Due to inefficient communication and
conflicts the areas and potential for the team are left uncovered which has impact on the
performance. This hinders opportunity for developing innovation by the team as they not
contribute to the goals with mutual efforts.
 Increases turnover of the team members: The Dynamism in the team leads to
increased turnover of the team members as there exists lesser understanding and
opportunity for all. it has impact on the performance as new member has to provide
training which can delay the completion of the project (Herzberg, 2017).

Q12) Explain the process for assessing team dynamic in order to improve the effectiveness of the
team
For improving the effectiveness of the team it is important for the team leaders to assess
the team dynamism as with the help of this they can improve the effectiveness of the team. The
process which can be used for assessing team dynamism is:
 Conduct an assessment of the team in which individual interview will be taken that will
help to identify the underlying issues which have both positive and negative impact due
to dynamism in the team (Oke, 2016).
 On the basis of the assessment recommendations are made to the management for
appropriate interventions so that they can deal with the impact of the dynamism
effectively
 The management must be then supported by the team leaders in implementing such
interventions so that the impact can effectively be dealt with.
Q13) Three common causes of conflict within teams
There can be number of reasons for the conflicts within the teams but the most common
reasons for the conflicts among the teams are given below:
 Poor Communication: Due to poor communication the relevant information cannot be
shared with each other and this has impact on the decision making and action so made by
any person. This leads to blames and question on each other which leads to conflicts
among the team members (Mestry, 2017).
 Competing Interest: When the interest and desires of the team members varies from
each other then the conflicts arise among the members as they take necessary actions and
decisions as per their interest which can lead to conflicts.
 Competition over resources: All the resources with each and every team are limited for
accomplishing their tasks. When the team members fight for the limited resources then it
affects their performances and thus leads to conflict among all the members.
Q14) Identify two ways you can resolve work issues with your team members
The team leaders can take various actions for dealing with the issues so faced by the team
members as this will ensure that they objectives are accomplished on time. For this various
policies are formulated by the leaders so that they can regulate the behaviour and actions of the

team members. The two ways with the help of which they can resolve the work related issues of
the team members are given below:
 Set the ground rules: Before the starting of the project various rules must be formulated
by the team leaders on the basis of their past experience. With the help of such rules
resolving the issue can be done effectively as it will suggest various steps to be taken by
them. Also this will make their team member feel that they are equally treated
(Lyubovnikova, 2017).
 Discuss both the sides of the perspectives: The judgement while resolving the issue
must not be made by considering one side or aspect of the conflict. Discussion with each
and every person related with the conflict must be consulted as with this the root cause
can be identified. This will enable the leaders of the team in taking efficient decisions.
Q15) Steps to be taken to resolve the issues given in the case
For dealing with such an issue I as a manager will take various steps which are given below:
 Firstly I will enlist all the items that are provided by that suppliers and will identify the
stock that we already had for such material
 The daily requirement of the material along with the stock will be compared so that it can
be identified how long we can sustain without any supply
 Then new suppliers of the similar material will be found out and their quotation will be
taken so that they can one with best quality and lower prices can be identified
 An agreement with the selected supplier will be made for the supply of the material as per
the requirement of the cafe on the agreed prices and terms.
Q16) Two techniques that can be employed to establish open and efficient communication
For effectively communication with the team there are various methods of communications
which can efficiently be used by the members, two techniques which can be used are:
 Open meetings: This is one of the best ways to communicate effectively as with this the
message, opinion and discussion can be done with each and every member of the team.
Also each and every member gets the equal opportunity to speak. In this the other person
can also express their opinion on the thoughts of other as it is an open discussion.
 One to One interaction: Experts in the team can let the people know about specific
aspect with one to one interaction. It facilitate better understanding and useful in case
when confidential information are shared. This is considered to be the best technique

when detailed discussion is to be done with a person and as other team members are not
involved it saves the time of others.
Q17) Explain the information needs of stakeholders hierarchically
This depicts that the flow of the information is very crucial for the managers at different
level as on the basis of such information they take various decisions and formulate various
strategies for the organisation. The team leaders provide information to their immediate boss
who then provides such information to the line managers and the functional managers.
Accordingly they identified the requirement of various resources such as funds, human
resources, inventory etc. which then are made available to the team on time so that their activities
does not get interrupted. Along with they determine the objectives and established tasks for the
team along with various roles and responsibilities which they have to perform.
ASSESSMENT 2
Task 1
Team member 1
Strongly Disagree Agree Strongly
Disagree Agree
1) Team members know their jobs and
require little or no support to achieve
goals Agree
2) The team has clear methods for
Strongly
Agree
solving problems and making decisions
3) All team members participate fully in
and make contributions to team
meetings Agree
4) Team meetings are productive and end
with clear action plans Disagree

5) Team members communicate openly Disagree
and effectively
6) Team members listen to each other
and seek to understand others’ Agree
viewpoints
7) Team members support and uphold Agree
decisions that are made by the team
8) Team members believe that their
Strongly
agree
individual success is enhanced by the
success of other team members
9) All team members willingly share
responsibility for the success of the
Strongly
agree
team
10) Team members are willing to take risks
and share new ideas with other team Disagree
members
11) Team members can provide
constructive feedback to one another
Strongl
y agree
12) Team members have a good
understanding of the organisational Agree
goals, plans and objectives
Team member 2
Strongly
Disagree
Strongl
y AgreeDisagre Agre

e e
1) Team members know their jobs and
require little or no support to achieve
goals
Agre
e
2) The team has clear methods for
solving problems and making decisions Disagree
3) All team members participate fully in
and make contributions to team
meetings
Agre
e
4) Team meetings are productive and end
Strongl
y Agree
with clear action plans
5) Team members communicate openly
Agre
e
and effectively
6) Team members listen to each other Disagree
and seek to understand others’
viewpoints
7) Team members support and uphold
decisions that are made by the team
Agre
e
8) Team members believe that their
individual success is enhanced by the
Strongl
y Agree
success of other team members

9) All team members willingly share
responsibility for the success of the
team
10
) Team members are willing to take risks
and share new ideas with other team
Strongl
y Agree
members
11
) Team members can provide
Agre
e
constructive feedback to one another
12
) Team members have a good
understanding of the organisational
Agre
e
goals, plans and objectives
Team member 3
Strongly
Disagre
e
Strongl
y Agree
Disagre
e Agree
1) Team members know their jobs and
require little or no support to achieve Disagree
goals
2) The team has clear methods for

solving problems and making
decisions Disagree
3) All team members participate fully in
and make contributions to team Agree
meetings
4) Team meetings are productive and end Agree
with clear action plans
5) Team members communicate openly Disagree
and effectively
6) Team members listen to each other Disagree
and seek to understand others’
viewpoints
7) Team members support and uphold
Strongly
Disagree
decisions that are made by the team
8) Team members believe that their
individual success is enhanced by the
success of other team members
Strongl
y Agree
9) All team members willingly share
responsibility for the success of the Disagree
team
10)
Team members are willing to take
risks
and share new ideas with other team Disagree
members
11) Team members can provide
constructive feedback to one another Agree

12) Team members have a good
understanding of the organisational
Strongly
Disagree
goals, plans and objectives
Team member 4
Strongly Disagree
Strongly
AgreeDisagre
e
Agre
e
1) Team members know their jobs and
require little or no support to achieve Strongly Disagree
goals
2) The team has clear methods for Disagree
solving problems and making decisions
3) All team members participate fully in
Disagre
e
and make contributions to team
meetings
4) Team meetings are productive and end
Agre
e
with clear action plans
5) Team members communicate openly
Agre
e
and effectively
6) Team members listen to each other
and seek to understand others’ Disagree
viewpoints

7) Team members support and uphold
Disagre
e
decisions that are made by the team
8) Team members believe that their
individual success is enhanced by the
Strongly
Agree
success of other team members
9) All team members willingly share
responsibility for the success of the Disagree
team
10
) Team members are willing to take risks
and share new ideas with other team
Agre
e
members
11
) Team members can provide
constructive feedback to one another
Agre
e
12
) Team members have a good
understanding of the organisational
Strongly
Disagree
goals, plans and objectives
Task 2
a) The strengths and weaknesses found within the group
Group Strength Weakness Task Affected

Team member 1 All the team member are
solution oriented
Every team member do
not contribute to the
meeting
The decision making
delays
Team member 2 Have clear idea regarding
how to achieve the
outcomes
The team members were
pretty new
The decision making still
were directed by Blake
instead of team members
Team member 3 Culture of team was good
as everybody give
feedback to each other
Unfamiliar with the
organisational goals and
objectives
Members could not
recommend as they are
unfamiliar with overall
objectives and goals
Team member 4 Team members are highly
supportive
Lack of mentoring and
coaching
Has impact on learning
process on the new
members
b) Identify the team purpose, the roles, responsibilities and accountabilities for the two
people
The two members that will be selected out of all the above are team member 1 and team
member 4. The team member 1 has been working for months with the company due to which he
has the responsibilities for contributing to the goals of organisation by suggesting new ideas and
working with team efficiently by providing feedbacks to each others (Delfgaauw, 2018). Team
member 4 is a new member who has to learn about various concepts and processes that are used
by the organisation. Initially his responsibility is to gather information about the ways worked is
done and build network and understanding with the team members.
c) Team Professional Development Action Plan
Goal- must Achieved by. - Who will be The Goal will Support you Rewards
provide a must provide a involved? be achieved will give offered
minimum of two minimum of 2 by.
techniques
TeamMember All the team
members and the
Individual team
member
Allowing them to
ask question and
More
responsibilities

team leader
share various
issues faced by
them. and authority
1
 Focus
upon
communic
ation
 Taking all
the people
together
 Regular
discussio
n must
be
organise
d
 Ideas
and
opinions
must be
identifie
d and
shared

Team Member
 Regular
discussion
must be
undertake
n
 Create
feedback
forms and
get them
filled by
other
members
(Taylor,
2017)
All the team
members and the
team leader
Individual team
member
Allowing them to
ask question and
share various
issues faced by
them
More
responsibilities
and authority
2
 Focus
upon
communic
ation
 Take
feedbacks
frequently
Team Member  Various
clients
case
must be
analysed
with the
help of
All the team
members and
along with the
senior managers
Individual team
member
Allowing them to
ask question and
share various
issues faced by
them
They will be
allowed to take
part in decision
making activities

superiors
 To go
through
the
website
or the
annual
manual
of the
company
3
 To talk to
more and
more team
members
 To
determine
organisati
onal goals
and
objectives
Team Member
4
 To
identify
his role
and
responsibil
ities
 To talk to
 Must
talk to
the
Human
resource
manager
s and
All the team
members and
along with the
senior managers
Individual team
member
Allowing them to
ask question and
share various
issues faced by
them
Allowed to

other team
members
team
leaders
regardin
g his
role and
responsi
bility
 Cases of
clients
must be
discusse
d with
other
team
members
All team  Each and
every
team
member
must
recomme
nd the
ways
while
decision
making
process
takes

place
 Different
ideas
must be
shared by
analysing
the moves
of others
in the
industry.
members
All the team
members
individually
Facilitating them
with the guidance
for achieving the
goals
New tasks to the
team to improve
their morale
 Contribu
te to the
meeting
 Share
their
ideas
and
opinions
The line
managers, team
leaders and team
members
Team as a
whole
 Regular
feedbacks
can be
taken
 The
benefits of
the
services
must be
The entire team
with their team
leaders
All the team
members
collectively
Guidance related
with how to
efficiency deal
with the clients
New tasks to the
team to improve
their morale along
with more roles
and
responsibilities

explained
to the
client
 To build
confiden
ce in the
client
 Making
the
clients to
realise
their
potential
Task 3
a) Explain how the group dynamics can support or hinder team performance
The team dynamic affects the behaviour of team mates and their performance. It has both
advantages and disadvantages, with the help of team dynamic the individual performance
improves, profitability of the company enhances and retention rates of the team members
increase. But in case any conflict arise among the team members than it can affect adversely.
b) Five strategies you can use to support the team as they resolve work performance
problems
 Strategies must be formulated with which proper direction can be provided
 Team culture must be improves by making each team member supportive
 Efforts to improve the communication which will enable them to develop
understanding
 Address problems quickly so that it does not turn into conflicts among employees
 Team charter must be prepared which will define their goals as well as their roles
Task 4
a) HR Policy/Procedure
Policy
Policy Name: Managing the team members

Created/Last Updated:
Version Number:
Readership:
Policy: The company Bliss and Me need to adopt the policy of managing the team members so that they
achieve the team objectives.
Procedure: Flexible working hours must be considered as with the help of this they can motivate their
employees and can retain them for loner period of time. Along with this the team members must be
informed about various KPI’s so that they can accordingly execute their performance (Gonzalez-Mulé,
2016).
b) Report
With the help of this policy the effectiveness and efficiency of the employees can be
increased as this will motive them and will lead to better performance. It will be because the
team members will be provided with various methods with the help mentoring and coaching so
that effectiveness can be achieved with the strategy.
ASSESSMENT 3
Case study 1
Task 1
Team: Social Club
Committee
Date
Team Purpose: The purpose of the team is to carry out various social activities for the
welfare of the people within and outside the organisation.
Team Mission: The mission of the team is to gather funds from the formal dinner
event as with the help of such funds they can contribute for local
homeless persons’ shelter.
Team KPIs The KPI is to maximise the participation of the members by creating various
attractions. Along with this the funds so gathered from last events in
comparison to this year.
Roles and Responsibilities– The team will consist of:

1. Role Treasurer Name
Key Responsibilities: The main responsibilities which the treasurer will
perform include the general management of finance including the formation
of the budgets, financial reporting, and financial planning. Along with this
they manage the funding of the event.
Learning and development focus: With the help of this the person can easily
deal with the most important resources i.e., finance. By managing financial
resources they can insure the success of the events with profitability.
2. Role Secretary Name
Key Responsibilities: The key roles that the person on the designation of
secretary has to perform includes meeting up with various legal
requirements, maintaining the effective records and administration of the
activities. In addition to this they need to ensure that the meeting related to
the events is organised efficiently and minutes of the meeting are prepared.
Learning and development focus: The focus of this is on having various relations
with various people that are associated with the company. Better contact with the
people within the organisation will facilitate them to ensure that all the activities are
performed efficiently.
3. Role Vice Chairperson Name
Key Responsibilities: The main responsibilities of the vice chairperson of

the committee is to assist the chairperson in the work such as organising the
events, they have to perform various tasks atht has been delegated to them
by the chairperson.
Learning
development
focus
The learning an development focus includes that with the help of this role
an individual can take collective responsibility of undertaking various tasks,
also they focuses upon the leadership development as they have to manage
the entire event.
4. Role Public Relations Name
Officer
Key The public relation officers have to build and manage the relation with the
people who are associated with the event and those who can finance the event.
With the help of this they can efficiently gather a large amount of funds as they
will convince a large number of people to come (Semrau, 2017).
Responsibilitie
s
Learning and The public relation enables a person to resolve various issues such as shortage
of funds can be fulfilled, better guidance and support can be arranged.development
focus
Team
behaviours
Team behaviour will improve as all the people are given various responsibilities
as per their behaviour and capabilities due to which they will contribute more.
Key internal

and
external
Various stakeholders for this event are the employees of the organisation who are
also the members, audiences and committee members. Along with this the people
homeless people for whom the funds are gathered are stakeholders.
stakeholders
Case Study 2
Task 1
After the Carly left the company faced various issues were faced by them such as they
could not meet up with the clients requests, mistake were made with the high profile client. All
this lead the company to face various allegations. In addition to this they had to lower down the
cost which increased due to new hiring and inefficiency in the business. Due to this relationship
of team got affected as Terry’s had to treat members strictly and even gave them warnings which
have direct impact on their performance.
Task 2
The cause of these issues was the dependency of the team members on the Clary as she
was more active into various strategic planning that facilitate in managing the clients and their
request. Also the team members had better understanding with her due to which they can operate
efficiently and this is not yet possible with the new person so hired by the company.
Task 3
There are some issues which can be easily be fixed by the company but there are some
which need time to get over it. For dealing with this various strategies must be formulated by the
company which are given below:
Short Term strategies
The short term strategies that can adopted for
resolving immediate issues includes training and
developing of the employees, interaction
sessions must organised in a group of 3-4 people,
responsibilities and accountability for different
All such strategies will make their employees to have
better understanding of the concepts and with more
responsibilities & accountability they will take
decisions more cautiously. Interaction sessions will
develop understanding among the new and existing

actions must be increased. team members (Liu, 2019).
Long term strategies
For resolving the deeper issues various
leadership styles must be adopted by the Terry
as it an ongoing strategy. Along with this various
strict policies must be formulated.
With the help of both such strategies the underlying
issues can easily be achieved as with the help of this
they can manage the behaviour of the team
members, they can be involved in organisational
activities that motivates them. Also the strict
policies will make them understand the actions that
can be taken against them.
Task 4
With the help of the mistake done by the team of Terry for their high profile client and
the entire prevailing situation Terry conveys a message to his team that if one person leaves the
organisation we cannot stop rather it is an opportunity for others to take that position by
performing efficiently. For this they must come up with various ideas for improving the
functions of the organisation so as to achieve success.

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