Communication Strategy for Jane's Team

T-1.8.1_v3
Details of Assessment
Term and Year 4, 2020
Assessment No 1 Assessment Weighting 100%
Assessment Type Individual Assessment:
Workplace Scenario
Due Date Week 7 Room Zoom
Details of Subject
Subject Name Leadership
Details of Unit(s) of competency
Unit Code (s) and
Names
BSBMGT605 Provide
leadership across the
organisation
Student Declaration: I declare that the work submitted is my
own and has not been copied or plagiarised from any person or
source. I acknowledge that I understand the requirements to
complete the assessment tasks. I am also aware of my right to
appeal. The feedback session schedule and reassessment
procedure were explained to me.
Student’s
Signature: ____________________
Date: _____/_____/_________
Details of Assessor
Assessor’s Name SHIBLEE AHMED
Assessment Outcome
Assessment
Result Competent Not Yet Competent Marks / 100
Feedback to Student
Progressive feedback to students, identifying gaps in competency and comments on positive improvements:
Assessor Declaration: I declare that I have conducted
a fair, valid, reliable and flexible assessment with this
student.
Student attended the feedback session.
Student did not attend the feedback session.
Assessor’s
Signature: ___________________
Date: _____/_____/________
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Purpose of the Assessment
The purpose of this assessment is to assess the student in the following
learning outcomes:
Competent
(C)
Not Yet
Competent
(NYC)
1.1. Clarify objectives, values and standards in accordance with organisation's
strategic direction
1.2. Establish linkages between organisational objectives, values and
standards and the responsibilities of relevant groups and individuals
1.3. Ensure media and language used is appropriate to individuals and group
circumstances
1.4. State clear expectations of internal groups and individuals and explain in a
manner which builds commitment to the organisation
1.5. Address expectations of the organisation
1.6. Investigate incidents promptly and communicate results clearly to relevant
groups and individuals
2.1. Build trust, confidence and respect of diverse groups and individuals,
through positive role modelling, and effective communication and consultation
2.2. Embrace, resource and effectively implement improvements to
organisational and workplace culture
2.3. Demonstrate understanding of the global environment and new technology
in work activities
2.4. Ensure actions convey flexibility and adaptability to change and
accessibility
2.5. Ensure consultation and participation in decision making occurs with
relevant groups and individuals where appropriate
2.6. Ensure decision making takes into account needs and expectations of both
internal and external groups
2.7. Ensure decision making occurs in accordance with risk management plans
for all options, and within appropriate timeframes
2.8. Ensure that the organisation is represented positively in the media and
community
3.1. Assign accountabilities and responsibilities to teams consistent with their
competencies and operational plans
3.2. Ensure teams are resourced to allow them to achieve their objectives
3.3. Empower teams and individuals through effective delegation and support
for their initiatives
3.4. Create and maintain a positive work environment
3.5. Encourage teams and individuals to develop innovative approaches to the
performance of work
4.1. Model ethical conduct in all areas of work and encourage others to adopt
business ethics
4.2. Adapt appropriate interpersonal and leadership styles to meet particular
circumstances and situations
4.3. Set and achieve personal objectives and work program outcomes
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4.4. Ensure self performance and professional competence is continuously
improved through engagement in a range of professional development
activities
4.5. Participate regularly in industry/professional networks and groups
Assessment/evidence gathering conditions
Each assessment component is recorded as either Competent (C) or Not Yet Competent (NYC). A student
can only achieve competence when all assessment components listed under “Purpose of the assessment”
section are recorded as competent. Your trainer will give you feedback after the completion of each
assessment. A student who is assessed as NYC (Not Yet Competent) is eligible for re-assessment.
Resources required for this Assessment
 Computer with relevant software applications and access to internet
 Weekly eLearning notes relevant to the tasks/questions
Instructions for Students
Please read the following instructions carefully
 This assessment has to be completed In class At home
 The assessment is to be completed according to the instructions given by your assessor.
 Feedback on each task will be provided to enable you to determine how your work could be improved.
You will be provided with feedback on your work within two weeks of the assessment due date. All other
feedback will be provided by the end of the term.
 Should you not answer the questions correctly, you will be given feedback on the results and your gaps in
knowledge. You will be given another opportunity to demonstrate your knowledge and skills to be deemed
competent for this unit of competency.
 If you are not sure about any aspects of this assessment, please ask for clarification from your assessor.
 Please refer to the College re-assessment for more information (Student Handbook).
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TABLE OF CONTENTS
CONTENT PAGES
TASK 1. Presentation on objectives, values, standards and
responsibilities
TASK 2. State clear expectations of internal groups and individuals
TASK 3. Communicating expectations
TASK 4. Investigate incidents promptly and communicate results
TASK 5. Outline the legislation, regulations, standards, relevant codes
TASK 6. Build trust, confidence and respect of diverse groups and
individuals
TASK 7. Outline consultation methods
TASK 8. Embrace, resource and effectively implement improvements to
organisation
TASK 9. Understanding risks in technology implementation & risk
management plan
TASK 10. Ensure actions convey flexibility and adaptability using
leadership styles
TASK 11. Provide job and role delegation to ensure appropriate
decision making
TASK 12. Use Training Needs Analysis to clarify accountabilities and
responsibilities
TASK 13. Empower teams and individuals through effective delegation
and support
TASK 14. Set work program outcomes through Professional
Development Plan
TASK 15. Use PITCH to communicate appropriate interpersonal and
leadership styles
TASK 16. Use presentation to ensure that the organisation is
represented positively in the media and community and use leadership
style to model and encourage ethical conduct in all areas of work
APPENDIX 1 (Links to templates and external resources)
APPENDIX 2 (Task 1 Presentation Slides)
APPENDIX 3 (Task 16 Presentation Slides)
The learner is required to update and adjust the page numbers and topics based on
the amount of their content and the responses made to each task.
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GENERAL INSTRUCTIONS
There are several scenarios and 16 TASKS in this assessment. The assessment consists on
multiple scenarios that are based on workplace situations. You will have to respond to all the
tasks by demonstrating your skills and knowledge and within the assessment guidelines and
requirements. In some tasks there are templates, forms and tables, which you will have to
complete in order to ensure you demonstrate the skills and knowledge to perform the tasks of
the particular leadership role.
Additional instructions as follows:
 TASK 1 requires an electronic presentation and slides as evidence. Further details
mentioned within the task. (10 marks)
 TASK 2, TASK 3, TASK 4, TASK 5, TASK 6, TASK 7, TASK 8, TASK 9, TASK
10, and TASK 11 has equal marks. (Each carries 4 marks. Total 40 marks)
 TASK 12, TASK 13, TASK 14 and TASK 15 requires a role-play session where all
the four tasks are to combine within the role-play. Your co-learner can be your partner
for the role-play session. You must also submit role-play scripts for all four sessions
as evidence. (Each carries 10 marks. Total 40 marks)
 TASK 16 requires an electronic presentation and slides as evidence. Further details
mentioned within the task. (10 marks)
ORGANISATIONAL CONTEXT AND BACKGROUND INFORMATION
You have been the senior manager of a large local government organisation (City Council)
for a couple of years and have established good relationships and communications with
internal and external stakeholders. The organisation is positively represented in the media and
the community, and is a trusted company with a good reputation. Very recently you have
hired Jane, as your assistant manager to help assist you with the leadership role that you have.
Part of the plan for hiring Jane is also to develop more leaders within your department so that
you can concentrate on more strategic matters of the department. The organisation has some
strategic vision and values that employees have to align with and embrace. The following is
the vision and values of the organisation.
Organisational Vision
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Our vision statement helps us strive together towards a goal that we all share, whilst inviting
us to consider who we can be as an organisation. We already know that we are a great
organisation and we are well on our way to becoming an even better and more efficient
organisation. Our vision for the future is to reach the “top 5 council organisations in Sydney
that collaborate and innovates”.
Organisational Values
 We care about our customers and community
 We act with Integrity
 We work as one team
 We are committed to safety for everyone
 We continuously improve with new innovations
Our Values reflect who we are as individuals and as an organisation. They serve as a compass
for our actions and are the guiding principles with which we carry out our duties. At Council,
we are committed to recruiting new employees who live, breathe and embody our Values.
TASK 1: Prepare a presentation for inducting new employees (who are from diverse
background) to the organisation. Your presentation should be brief and should not exceed
more than 10 slides. The presentation must state:
 Vision, objectives and values of the organisation
 How the employees should assist in reaching those organisational goals
 What you expect from all new employees
 What they are entitled to do and what they should not do (based on your workplace
culture)
 How you will help them and assist them as a leader
Submit the presentation slides and attach them as APPENDIX 2.
Scenario 1
Jane is newly employed as an Assistant Manager who has to manage an existing services
team at a large local government department. Being new to the organisation, Jane must
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become familiar with the expectations of her new employer and with the key objectives of
her team as a priority.
Jane has inherited a team that was dissatisfied with the previous Assistant Manager, who was
described as a controlling person who withheld information from the team and took credit for
their ideas. As a result many team members feel disillusioned and the team is consistently
underperforming (it is not meeting operational objectives).
Jane’s new team is diverse. Team members’ cultural backgrounds, age, education and skills
levels vary widely. Jane needs to develop strategies to build the team’s commitment to their
set objectives so the team can start to succeed and grow.
On Jane’s first day, one team member tells Jane there is an unresolved incident that she needs
to deal with. A customer slipped and fell when paying a bill in the reception area and as this
is part of
Jane’s team, she now needs to deal with the incident. The incident occurred two weeks ago
when the team was in transition between leaders and follow-up has not occurred.
Jane reviews the WHS policies and procedures, and finds that the organisation doesn’t have a
comprehensive procedure for investigating and reporting incidents in its administration areas.
There is a template for recording the incident’s basic details and an incident register that is
kept in the human resources unit. The health and safety representative for Jane’s area is on
long-service leave. The WHS policy merely states:
Incidents are defined as any event that causes injury, potential injury or may be classified as a
‘near miss’. All incidents shall be recorded in the incident register, which must be readily
accessible.
TASK 2: Suggest a communication strategy for Jane to review the organisation’s objectives
with her team.
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COMMUNICATIONS STRATEGY
Wit proliferations of modern technologies tool, there will be indulge be to have various
strategies to better communicate the teams in perfect manner.
Strategy
Two-way
communicati
on
This is the interpersonal
communication to be perceived in a
team with proper delegation of
responsibility and power in the team's
members. There will be clarity in
different communication aspects.
Done on regular basis
Meetings This will facilitate proper
collaborations with others in the form
of email and chats.
As per schedule and requirement
Emails It is very easy, widely adopted, fast,
generally reliable and platform
agnostic.
Be clear and concise with
information transferred in perfect
manner.
Feedbacks Feedback will be developed by
employees in terms of specific goals to
aim for reinforcing product behaviour.
Other forms of feedback such as
informal hurdles and one to one
session.
In regular intervals such as
performance review.
ssActive
listening
This will make the proper focus and
attention of the leader to understand the
bottom of things. This will help in
resolving difficult situations and
conflict with the team.
In every 15 days
TASK 3: Jane needs to prepare an electronic presentation to her new team to communicate
expectations in a way that builds commitment. Provide an outline of the points Jane should
include in her presentation.
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