Answering Activity Questions on Leadership and Management

This article provides answers to activity questions on leadership and management for Diploma of Leadership and Management course. It covers topics such as work-life balance, competency standards, and personal performance improvement. The article also includes a professional development plan template and a week's plan and activities for a project manager.

Running head: DIPLOMA OF LEADERSHIP AND MANAGEMENT
Answering activity questions on leadership and management
Name of the student:
Name of the university:
Author note:

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DIPLOMA OF LEADERSHIP AND MANAGEMENT
Table of Contents
Assessment 1..............................................................................................................................2
Activity 1A.............................................................................................................................2
Activity 1B.............................................................................................................................3
Activity 1C.............................................................................................................................4
Activity 2....................................................................................................................................5
Assessment 2..............................................................................................................................7
Answer to question 2..............................................................................................................7
Answer to question 3..............................................................................................................8
Answer to question 6..............................................................................................................8
References................................................................................................................................10

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DIPLOMA OF LEADERSHIP AND MANAGEMENT
Assessment 1
Activity 1A
The job role selected in this segment is Project Manager. His key responsibilities
include management of the clients’ projects. This management includes assessment of
completion of the tasks within the stipulated time, budget and scope. Other responsibilities
include setting deadlines for the projects, allocation of the resources among others. One of the
main duties of a project manager is to prepare reports for the upper level managers regarding
the current status of the project. It is the duty of the project manager to ensure that the
deliverables are in alignment with the planned scope and budget. It is the project manager,
who need to maintain coordination between the departmental units for increasing the
compatibility of the team members. Evaluation of the team performance enhances the
awareness towards the need for hiring additional members.
Days of week Objectives Actions Result
Day 1 Developing agency
data collection plan
Collecting data and
develop the plan of
the project
All the data will be
ready to be analysed
Day 2 Consulting the
agency leaders
Showing the
collected data to the
leadership through
meeting
New aspects or ideas
of the projects can
be opened
Day 3 Inform associated
teams and
employees
Requesting for
meetings and let
them know well the
details for doing this
More resources will
be collected

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DIPLOMA OF LEADERSHIP AND MANAGEMENT
project
Day 4 Complete data work
sheet
Changing old data
and replacing them
with new inputs
The data will be
more authentic and
supported by all
stakeholders
Day 5 Complete training
worksheet
Identifying most
potent workers for
this project
Identifying any type
of human resource
issues before the
training
Day 6 Submit current
position description
form
Each employee will
get this description
form in other words
the organization will
know everything
about the project
The projects will be
started in desired
time in a proper
way.
Table 1: A week’s plan and activities
(Source: Created by the author)
Activity 1B
Competency standards include Knowledge, Skills and Behaviour, which acts as
evaluation regarding the extent to which the employees are effective in fulfilling the
workplace requirements. Maintaining competency standards is assistance in terms of
managing the human resources in an efficient and effective manner. Providing feedbacks is
evaluation for the effectiveness, appropriateness and feasibility of the competency standards.
Complying with the competency standards helps in gaining an insight into the qualifications
required in a particular discipline. For example, in case of a project manager, the competency

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DIPLOMA OF LEADERSHIP AND MANAGEMENT
standards would include bachelor’s degree, sound knowledge of Microsoft Office, fluent
communication among others. Sending reports and feedback to the higher authorities
regarding the submitted resumes would suffice the need for the feedbacks regarding
adherence to the competency standards.
In order to measure the competency standards, consistency needs to be maintained in
monitoring and recording of significant incidents and behaviours. Significant instances
include the exposed behaviours for enhancing the performance. Hypothetical approach is
needed in terms of assessing the effectiveness of the behaviours in terms of fulfilling the
identified requirements.
Activity 1C
According to the arguments of Deery and Jago, (2015), maintenance of work life
balance is vital in terms of ensuring the wellbeing of the employees. This can be carried out
by following an integrated structure. At the initial stage, planning needs to be conducted
regarding the strengths. This planning would be an assistance in terms of segregating the
activities, which needs to be completed on a priority basis. Next comes the role of the
managers in terms of assessing the projects in hand. As a sequential step, personal
interactions with the employees proves beneficial in terms of gaining an insight into their
approaches to the projects in hand. After this, meetings with the higher authorities would help
in setting the deadline for the projects (Groysberg & Abrahams, 2014).
The time allocated to the activities needs to be evaluated in terms of assessing its
appropriateness towards catering to the health needs of the employees. This assessment helps
in determining whether the employees are compelled to work overtime. Along with this,
review of the allocated tasks would help in assessing whether the employees would be able to
perform them as per the requirements.

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DIPLOMA OF LEADERSHIP AND MANAGEMENT
Activity 2
Prior to the selection of the job role of Project Manager, employees need to
assessment of their strengths, weakness, opportunities and threats. The following template
can be of great assistance:
Identified
gap
Developmen
t activity
Details Objective of
development/networkin
g activity
Timefram
e
Cost
Lack of
self-
confidenc
e
Attending
personality
development
courses
Online
courses,
small firms
dealing in
personality
developmen
t courses
To alter the current
personality
Next 12
months
50AU
$
Absence
of fluency
in English
Spoken
English
classes
Online
courses,
CDs and
private firms
providing
Spoken
English
courses
To attain fluency in
English communication
Next 5
years
75AU
$
Table 2: Networking activities
(Source: Created by the author)

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DIPLOMA OF LEADERSHIP AND MANAGEMENT
Timeframe Personal goals Professional goals
Next 12 months  Achieving fluency in
the communication
skills
 Acquiring self-
organizing skills
 Gaining self
confidence
 Be able to perform
challenging and
enduring tasks
 Be able to complete
the allocate the tasks
within the stipulated
deadline
 Acquire leadership
skills
Next 5 years  Acquire problem
solving skills
 Expose rational and
judgmental approach
towards dealing with
actions
 Be able to manage
small teams
 Gain new experience
through better
presentation skills
Table 3: Professional development plan
(Source: created by the author)
Timeframe Personal professional
Weakness  Fluency in the
communication and
negotiation skills
 Gaining positive
personality and
judgmental approach
 Gaining more
resources to
understand the needs
of the organization
 Planning more
rationally and subtly

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DIPLOMA OF LEADERSHIP AND MANAGEMENT
to deal difficult
situation
so that no issue of
risk can appear.
Strengths  Collaborative
mentality and
thinking well for
others’ good
 Thinking from
different
perspectives before
making decisions to
limit any possibility
of conflict
 Sharing acquired
resources with the
employees needing
help
 Manipulate team
members to increase
productivity.
Assessment 2.
Answer to question 2
To develop management development opportunities for self, the mangers need to take
time is a daily basis to discuss the development needs of the employees and all the available
options. This discussion will clarify the expectations of the agreements among the employees
as well as the organizations. Secondly the managers will be maintaining the training method
effectively so that the knowledge of the workforce can be increased with time (Bolden,
2016). Through this particular process, the mangers will be able to build an efficient and
knowledgeable workforce. Finally, the management can broaden the scope of the existing
jobs of the employees though they do not want the decision-making power. Through
recognition and involvement, the employees will be able to develop opportunities. These will

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DIPLOMA OF LEADERSHIP AND MANAGEMENT
also help the organization to build an attached and loyal labour force and manipulate them
effectively for increasing production.
Answer to question 3
In order to achieve a work life balance, the individuals first need to prioritise their
works and focus on the most important tasks at first. The they need to structure time at work
which will help them to mitigate the pressure of the work effectively. the employees need to
take break in their work when it is possible as continuous doing of actions bring boredom and
dissatisfaction of working (Brewster & Hegewisch, 2017). To bring work life balance, the
employees need to utilise the smart process of working and often take the technological help
so that the work can be done faster. Finally, the annual holidays are the best method to bring
refreshment in the continuous work days (Caesar & Fei, 2018). Here the individuals spend
time with their friends and families other than the colleges inn the workplace which revive
and rejuvenate their willingness to work.
Answer to question 6.
To improve personal performance, the individuals can follow some of the very
important steps which include-
 Setting milestone for achieving both personal as well as professional goals to manage
the consistency in the bigger projects otherwise these projects seem to be
overwhelming and the individuals lose the way to perform qualitatively (Wellin,
2016). This will also help in keeping energy level up and feeling of enthusiasm to
achieve these short goals.
 Organising, planning and prioritizing of the daily schedule is essential to improve
work performance. Making a detailed plan before starting a work is essential so that

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DIPLOMA OF LEADERSHIP AND MANAGEMENT
the activities do not create confusion among the individuals. These realistic goals help
the individuals to focus on developing ideas to work more efficiently.
 Managing interruptions is a method to improve performance. This help the employees
to stay focussed and timely to finish a task (Wertalik & Kubina, 2017). This also
enables them to work on a particular work at a time by avoiding multitasking.
 By the process of continuous studying about the operations of the firms can also help
to improve the performance. This opens up new ways to complete a job and keeps the
individuals updated with new information.
 Finally, the method of effective communication help to discuss about the work and
reduce changes of mistakes. The knowledge flow through effective communication
increased resources and experience of the individuals and they started to think from
different perspectives (Wertalik & Kubina, 2017).

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References
Bolden, R. (2016). Leadership, management and organisational development. In Gower
handbook of leadership and management development (pp. 143-158). Routledge.
Brewster, C., & Hegewisch, A. (Eds.). (2017). Policy and practice in European human
resource management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Caesar, L. D., & Fei, J. (2018). Work–life balance. In Managing Human Resources in the
Shipping Industry (pp. 107-128). Routledge.
Deery, M., & Jago, L. (2015). Revisiting talent management, work-life balance and retention
strategies. International Journal of Contemporary Hospitality Management, 27(3),
453-472.
Groysberg, B., & Abrahams, R. (2014). Manage your work, manage your life. Harvard
Business Review, 92(3), 58-66.
Wellin, M. (2016). Managing the psychological contract: Using the personal deal to increase
business performance. Routledge.
Wertalik, J. L., & Kubina, R. M. (2017). Interventions to Improve Personal Care Skills for
Individuals with Autism: A Review of the Literature. Review Journal of Autism and
Developmental Disorders, 4(1), 50-60.