Business Ethics Training for Staff

The assignment requires creating a presentation on business ethics for staff members, including explaining the concept, personal beliefs, and why the organization needs to be ethical. The presenter must also explain expectations from council staff members and contractors, as well as developing house rules and policies related to incentives, gifts, benefits, hospitality, meals, travel, and accommodation. The document includes a template and resources for further learning.

Assessment Type: Project Other:
Assessor’s Name:
Assessment
Outcome:
☐ Satisfactory ☐ Not Yet Satisfactory
Student
Declaration:
By submitting this assessment via Moodle, I declare that this is my own work and had
not been copied or plagiarised from any other source. Please refer to the Student
Handbook for more information.
Assessment
Conditions:
Each assessment criteria is recorded as either Satisfactory (S) or Not Yet Satisfactory
(NYS). A student can only achieve a ‘Satisfactory’ Assessment Outcome for the entire
assessment when all assessment Criteria listed below are ‘Satisfactory’. A student who
is assessed as ‘Not Yet Satisfactory’ is eligible for re-assessment with their trainer.
All assessment answers must be typed, include this assessment cover sheet and
uploaded in ‘WORD’ version to moodle.
Assessment Criteria
Element Performance Criteria S
Develop and use emotional intelligence
1. Communicate
organisational mission
and goals 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. Influence 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. Build and support teams
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
S
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. Demonstrate personal
and professional
competence 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
☐
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
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.

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
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
According to above scenario it has been analysed that city council is trying to build their
goodwill at marketplace by satisfying needs or demands of distinct consumers. In fact, Jane is trying
to manage all the things in most appropriate manner by considering necessary elements or
components. Therefore, necessary information about selected firm is describing as follows:- Vision:- Their long term vision is to become top most council at marketplace by adopting
policy of togetherness and focussing on organisational goals. Objectives:- Managers of city council is trying to serve their clients in a best way by fulfilling
demand of each or every individual at workplace. Moreover, considering interest of employees also
before making any decision.
 Values:- City council is following number of values while performing their business operations
at workplace such as; attentive towards designing new or innovative products, performing their work
in a team without discriminating between staff members, considering the interest of clients as well as
employees. Thus, overall organisation is depend upon effective value in order to attain their goals or
objectives.
Hence it has been analysed that manager is implementing various programmes or sessions
to motivate their employees towards company goals or objectives. However, leaders are expecting full
dedication with their newly hired labours and supporting each or every member of an organisation by
interacting with them in a polite manner in order to understand their thoughts or opinions.
PPT Attach below in Appendix 1
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 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.
COMMUNICATIONS STRATEGY:- From the above scenario it is analysed that Jane needs to build a
health relations with their employees in order to get updated about necessary information regarding
team members. In fact leaders are responsible for managing their entire group as well as liable to
resolve various issues faced by each or every members at workplace. Thus, an effective
communication is indispensable for Jane while dealing with complicated situation because it aids in
identifying hidden points by making a friendly relations with employees. Moreover , it is understood
that an appropriate strategy of interaction is very useful or advantageous for entire local government
as it helps an organisation while running a business entity. Therefore, various strategy which is

followed by Jane is describing as follows:-
 Held meeting at workplace on regular basis for understanding the needs or demands of entire
staff members.
 Need to conduct one to one gathering in order to listen point of every individual working at
workplace.
 Need to implement open door policy because it will highlight the effective relationship
between employees and managers. As a result it affects employees in positive way such as ;
increment in morale of labours and their performance.
Hence above schemes are highly suitable for local government organisation as it aids
managers while building a positive relations with subordinates.
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.
As a assistant manager it is essential to prepare an effective plan or policies to overcome
several issues or barriers occurring at workplace. In fact it is analysed that Jane need to make an
effective strategy to represent it in front of their employees so that they get motivated towards their
personal or professional objectives. Thus, some of the essential factors or elements which must be
considered by Jane while interacting with her new team to represent her commitment is describing as
follows:-
 Vision:- First or foremost step which is shown by Jane is her dedication towards
development of overall organisation as well as enhancement of her team member also.
 Current position of a company:- As per this element she will describe the actual status of
an enterprise in order to encourage their employees. As a result analysis of position motivate
each or every individual towards more efforts.
 Forecasting future performance:- She needs to mention the changes which may come in
upcoming days due to efforts or dedication.
 Comparison between previous, current and future:- By representing this factor Jane can
easily show the requirement of efforts to achieve specific goals or objectives.
TASK 4: Jane is to develop an incident investigation and reporting procedure that incorporates the
assessment and treatment of risks to injury in the workplace. What should she include?
According to given case study an association was encountering with several issues related
with health such as; in a last few days one customer get injured due to slippery floor. Therefore, it
have a very negative impact on company image as well as influence their success also. Thus, due to
which Jane is investigating hidden matters for improving the WHS policies at workplace in order to

minimise chances of accidents. Hence, an effective investigation and reporting process which consist
of analysis of risk at workplace will include necessary factors that is mentioned as follows:-
 Hire skilled or knowledgeable employees in order to understand complex situation.
 Experience person for making instant decision.
 Need to conduct survey for understanding employees problems as well as consumer.
 Implement several programmes or sessions to overcome.
 Awareness events to update employees about risk in performing works.
 Held meeting at workplace on regular basis for analysing issues facing by employees.
 Conduct auditing programme for identifying invisible accidents as well as to minimise chances
of risk.
 Set a specific or appropriate stages or department of complaining in order to overcome
problem faced by employees at workplace.
TASK 5: Outline the legislation, regulations, standards, codes or by laws that Jane needs to abide by
in resolving all incidents or workplace related issues such as employment laws, employment
standards, employee performance, work safety, diversity & discrimination, information privacy, and
environmental regulations. Explain and guide her why she needs to clearly understand them for her
leadership role.
LIST OF LEGISLATION, REGULATIONS, CODES AND STANDARDS :- It is essential for Jane to get
updated about necessary laws, norms, beliefs, acts, rules and regulations in order to resolve various
business problems in a defined time period. Along with this it is highly beneficial for organisation
success or development as it aids Jane while overcoming business obstacles as well as get
succeeded in enforcing employees towards their objectives. Apart from this various reasons are there
which shows the significance of legislation, regulations, codes of laws at workplace are describing
below:-
 Minimisation of company loss:- Laws are very useful in motivating employees by resolving
their problems at workplace. Along with this assist Jane while forecasting future and aids
overall company in improving their performance.
 Eradicate discrimination:- Governing bodies implement legal norms, legislation, laws and
order to remove discriminatory activities by offering equal opportunities to entire staff
members. In fact it aids consumers as well as employees in various situations.
 Attainment of company goals:- Laws are equally applicable on every employees either
lower level authority and higher level. Therefore, due to which an association can easily attain
their organisational objectives by overcoming several barriers.
 Creation of safe environment:- One of the major reason behind implementing numerous of
legal laws at workplace is to create a secure surrounding which may attract millions of
customers and maximisation of consumer retention.
Thus, all the above factors shows that Jane needs to understand effectively about legal laws
or acts as it help her while running business entity.

GUIDANCE TO JANE:
 She need to know about the legislation laws which is applicable at workplace.
 Consider necessary terms and conditions before making any decision.
 Create a healthy environment as well as safe.
 Make changes as per requirement.
 Improve learning.
Scenario 2
Jane has been working in her new job as a team leader in a local government department for two
months. She is working towards building a positive team environment and culture but there is still a
long way to go. Jane strives to be a positive influence and role model by sharing information, helping
and assisting team members, supporting team members with resources and information and also
encouraging discussion and team work. Jane has been informed by senior management that the long-
awaited and much-dreaded computer system upgrade is to be implemented in her department in the
next three months. This is because the organisation wants to update with new technologies.
She is asked to provide feedback and decide which of the two proposed systems will suit her
department’s activities better: option one is the PRO356 and option two is the LXS841 system. As
well, Jane needs to develop a risk management plan for senior management covering the introduction
of the new system for her department. Jane is concerned about how her team will respond to the IT
changes. Jane has turned to you as her mentor for support. Read the questions below and provide
some strategies for Jane that address the needs outlined in each question.
TASK 6: List and explain any four actions that Jane can take to ensure she has the trust and
confidence of the team.
According to above scenario it is analysed that Jane need to consult with her entire team
before making any decision on using advanced technology in order to run business entity in a most
effective way. Therefore, some of the useful action which is taken by Jane to ensure that she is
having trust and confidence of team member is explaining as below:-
 Togetherness between staff members in order to resolve their issues or obstacles before
making any decision.
 Equal participants of every employees while working at workplace.
 Completion of work in a defined time period.
 Healthy interaction between employees or employer which shows a positive environment at
workplace.

TASK 7: Outline any four methods Jane could use to effectively include and consult with her team
about the proposed changes.
It is essential for Jane to implement changes at workplace in order to cope up with complex
situation and various situation. In fact it is very useful or appropriate for success or development of an
organisation because modification is a continuous process which is liked by employees as well as
customers in order to experience something new or different. Thus, some of the essential methods
which is adopted by Jane to consult with her team members about changes which is describing
below:-
 Make a healthy connection with employees or subordinates.
 Conduct meeting with members for understanding their opinions or viewpoints.
 Highlight the benefits of changes in meeting.
 Formal discussion with team members.
TASK 8: List three resources/considerations Jane will need to take into account to ensure the new
computer system can be implemented successfully.
It is not easy to implement advanced technology at workplace because it will change the
entire environment of workplace because of its complexity. Therefore, some of the necessary
resources or consideration which must be considered by Jane while implementing new computer
system at workstation is mentioning underneath:-
 Sufficient place with additional facilities which requires to implement modern equipments.
 Hire skilled or knowledgeable employees so that they can handle it in an appropriate manner.
 Implement various alternatives at workplace in order to take immediate actions at the time of
any accident.
 Proper management requires.
 Increase awareness about computer system.
TASK 9: Identify the potential risks and risk management strategy for Jane in her implementation of
the new system.
POSSIBLE RISKS RISK MANAGEMENT STRATEGY
Chances of hacking Need to hire trust-able or loyal employees
Destroying of confidential information Make the password more confidential which
means don’t share it with every team member.
Along with this safeguard the data into hard copy
also.
Fraudulent activities Strict policies by applying various effective laws,
norms, legal rules and regulations at workplace.
Privacy Managed the things in most appropriate way

without exploiting rights of any employees in order
to make friendly relations with them. Along with
this, prevent the organisation privacy by removing
conflicting situations.
TASK 10: What leadership style/s (Autocratic, democratic, Situation or transformational) should Jane
demonstrate to effectively promote the change? Explain your reasoning based on the situation.
After considering all the above information it has been analysed that Jane is a very talented or
skilled manager due to its capability and techniques of managing overall organisation. In fact, she is
having a very good sense of humour because of which she can easily encourage her employees
towards their personal or professional goals. Thus, it has been analysed that Jane is following
democratic style of leadership in which she give opportunity to employees so that they can express
their opinions or thoughts in front of employer. However, it aids an organisation while managing things
in most appropriate way by fulfilling the demands of entire staff members. Beside this Jane can also
consulting with her employees while implementing changes at workplace in order to maintain friendly
relations with subordinates because it many decrease the chances of conflicts. For example; when
Jane was implementing computer system in an organisation then she is consulting with employees
also as well as considering all the necessary elements before implementing it successfully.
Scenario 3
Jane has now worked in the local government department as a team leader for six months. Her team
is beginning to work more effectively together. Jane’s objective is to continue to develop her team
members so they feel empowered and encouraged to suggest new and innovative ways of working.
A key strategy to further develop the team is through increasing team members’ responsibilities. This
will provide training and development opportunities for the team. Jane needs to consider how to
delegate so she can assign new tasks to team members. She identifies three team members who
have expressed an interest in taking on more responsibilities. Jane begins to delegate tasks to these
three team members.
Gill is the currently the team’s administrative assistant and is interested in managing the budgets. She
is also keen to undertake further studies in managing finances. Dephti is interested in marketing and
wants to become involved in the marketing strategy. Mai currently does data entry but is more
interested in customer service and sales.

Read the questions below and provide some strategies for Jane that address the needs outlined in
each question.
TASK 11: Outline the steps in delegation that Jane should follow.
In order to delegate responsibilities to the different team members Jane needs to follow a
series of steps so that he can fulfil the requirements effectively. For same the procedure is discussed
below:
Determine to whom to delegate – This is one of the most important step that needs to be
considered while delegation. Proper screening of different candidates should be done so that it can be
determined that who can best handle the available position so that the invested resources can give
the expected outcomes.
Provide clear instructions – Person who is delegating the required information to other should take
care that he is very clear with what needs to be communicated and in what manner. This is important
as this way confusion can be avoided and desired results can be achieved without duplication of
efforts.
Determine resource and development requirements - With proper interaction with the parties to
whom responsibilities are delegated it needs to be recognised that what all resources or additional
training will be required by them. After receiving the requirements same should be made available and
this will increase the capacity of whole work force.
Agree on time line – The work load should be analysed and accordingly time limit should be set so
that timely the projects can be completed and all the available opportunities of market are explored to
their great extent.
Establish accountability – Once the powers are delegated responsibility of being accountable to what
is done need to be established. This will help in creating a responsible working atmosphere.
Provide feedback – Once the allotted work is done revert of the same should be provided to those
whom duties were delegated. This will help in their development and will encourage them to perform
better every time.
TASK 12: Jane needs to conduct a training needs analysis for the team members to ensure they can
take on increased responsibilities and new tasks, as well as develop a training plan to address gaps.
As a leader you participate and provide support to Jane so that she can conduct a training needs
analysis and develop recommendations to address gaps for Gill, based on the following template. To
complete this template use one of your co-workers to act this role-play as Gill while you be the
manager who is Jane. This is the first section of the role-play. Attach a script after the template.

TRAINING NEEDS ANALYSIS (TNA) TEMPLATE
EMPLOYEE NAME:
Gill
POSITION TNA DONE BY:
Major
tasks of
position
Training/skills
development
required?
If yes,
identify
what
training
needs
exist
How will this
be
achieved?
(eg on the
job, external
training)
When? Who to
organise?
Training
Y N
Communic
ation skills
Yes
Gill needs to
be provided
with training
of how
effective
communicati
on can be
done so that
he can the
work done
through
others.
This skill can
be developed
by providing on
the job training
in which
participation of
the candidate
should be
increased so
that his
interaction with
other keeps on
increasing and
hence the total
communication
also raises.
This has to
be done
before
delegating
responsibilit
ies to jane.
Jane
Leadership
quality
Yes
In order to
manage a
group of
people gill
needs to
develop his
leadership
qualities so
that he can
command
others and
can help
managemen
t in
achieving
the desired
results.
In order to raise
the leadership
quality, the
responsibility of
differ
candidates
should be
increased and
they should be
allotted the time
limit so that
they learn to
work under
pressure and
with group of
employees.
These skills
needs to be
developed
at the time
of allotting
responsibilit
ies to
different
candidates.
Manager
Patience Yes In order to
work with a
group of
people
patience is
of great
importance
as person
needs to
tackle
different
individual ad
has to work
under
pressure.
In order to
develop the
quality of being
patient one
should be
made to work in
diverse
situation as this
way he/she will
learn to
respond in
every situation
and will also
develop skills to
manage people
It can be
learned
during the
work in
process as
different
situations
make the
person
responsible
to learn
something
new every
time.
Self-
development

along with
himself.
EMPLOYE
E NAME:
Gill
POSI
TION
TNA
DONE
BY:
EMPLOYEE
NAME:
Gill
POSITION TNA DONE
BY:
EMPLOYEE
NAME:
Gill
Major
tasks of
position
Traini
ng/
skills
devel
opme
nt
requir
ed?
If yes,
identif
y what
trainin
g
needs
exist
How will
this be
achieved
?
(eg on
the job,
external
training)
When? Who to
organise
?
Training
provider
?
Major tasks of
position
What do we want to achieve in the period ahead?
It Is required that in future all those who are given different responsibilities and duties are
capabe of performing same. This is possible only when the above discussed qualities and skills are
generated in them. For same training and resources need to be provided so that accordingly work ca
be carried out.
Where do you/we see your career progressing in the next two years?
While working with the same institution it is found that personal development is possible here
as required training and job opportunities are provided which are of great importance. More projects
and roles can be handled which will help in skill development.
How are we going to make this happen?
By adopting to all the available opportunities and advantages provided by the management
one can develop his skills for future. It is required that responsibility are taken with care and maximum
efforts are given towards accomplishment of goals.
What will you need from the company to help you to reach your career goals?
From company it is expected that the management provide all the required resources and
demanded training so that development of own capabilities is made possible. Corporation is required
so that employees do not find it difficult to perform their roles and duties at the work place.

TASK 13: Outline how Jane can support her team to complete their delegated tasks. To complete this
task use one of your co-workers to act this role-play as Jane while you be the manager. This is the
second section of the role-play. Attach the role-play script inside the text box below.
By communicating all the required information on time and making the required resources available on
time it is possible to delegate the authorises. Training must be provided before making the potential
employees on work.
Scenario 4
Jane has been a team leader in a local government department for 12 months now. Her key
achievements during that time have included changing the culture of her team to one that takes pride
in achievement, implementing the new computer system and facilitating positive work relationships.
Jane reflects on the skills she still needs to develop and identifies the following list:
 Increase knowledge of leadership strategies
 Increase knowledge of industry best practice
 Represent the organisation at industry seminars and conferences
 Develop more business networks
 Improve negotiation skills
 Increase knowledge of IT communication systems such as video conferencing
 Improve skills in conducting performance reviews

Read the questions that follow and provide some strategies for Jane that address the needs outlined
in each question.
TASK 14: Consider three professional development opportunities for Jane in the next 12 months.
Prepare a learning and development plan based on the following template for Jane to improve her
knowledge and skills. To complete this task use one of your co-workers to act this role-play as Jane
while you be the manager. This is the third section of the role-play. Attach a script after the template.
Individual Professional Development Plan
Staff Name
TIMEFRAME Personal goals: (Optional)
(e.g. May be planning retirement, may
be wanting to develop new skills,
change careers, major changes to
personal life etc)
Professional goals:
(e.g. Positional goals, gaining further
qualifications, Memberships of Boards,
Professional Associations etc)
Next 12
months
Improvement in Communication skills
aids Jane while interacting with her
family members or dear ones. Along
with this benefits in future also.
If interaction skills of Jane get enhanced
than she can easily communicate with
her employees and motivate them
towards their professional goals.
Planned Activities for reaching
personal goals
Planned Activities for reaching
professional goals
Next 12
months
Attend classes or conferences in
order to learn how to manage things
in most appropriate manner. For
example; while changing
organisation it is essential to learn
more or more information about
interaction process.
Need to conduct professional
gatherings as well as one to one
meeting with each or every
employees in order to improve
communication skills. Moreover, it
also help Jane in building mutual
understanding with their
subordinates. As a result get
succeeded in attaining organisational
goals or objectives in a defined time
period.
Coordinator Signature____________________
Employee Signature______________________
Date:
TASK 15: Develop a three minute PITCH to encourage and explain Jane the benefits of participating
regularly in business networks. To complete this task use one of your co-workers to act this role-play
as Jane while you be the manager. This is the fourth and last section of the role-play.

PITCH
In order to develop and increase the opportunities for self in future this is required that maximum
participation is done as only than an employee can give his maximum contribution in the growth of
business. More and more responsibility should be taken so that working under pressure skills are
raised and also it is ensured that in case of excessive pressure at the work place duties can be easily
delegated. By participating in business networks a person get to know how work is being done in other
places and practices which are found to be effective can be further adopted n self own business. Apart
from this more networks also helps in building business connections which are of great importance at
the time of downfall in the market as together the risk can be minimised which is difficult to handle
without corporation of whole industry.
Scenario 5

Statement of business ethics
The purpose of this Statement of Business Ethics is to raise private sector awareness of public sector
values. It is critical that Council and its private sector contractors, suppliers, consultants, tenderers or
business partners have mutual expectations of the relationship. This Statement defines the principles
of conduct that are expected of both parties in order to ensure the integrity and professionalism of
both organisations is enhanced and is a statement of Council's values and systems of accountability.
The Council is committed to ethical business practices based on public duty principles. Council's
business principles are as follows:
 All procurement is conducted on the basis of value for money
 All business relationships with external parties will be transparent
 Procurement and appointment decisions will be based on merit and will be impartial and will
not take extraneous issues into account
 Council procurement decision making processes will be open (where practicable) and
accountable.
Value for money means an estimate of the worth or desirability of the goods or services offered. This
can include such factors as initial cost, whole of life cost, quality, the extent to which the goods or
services meet the specified requirements and also social and environmental responsibilities.
Transparency means visible and verifiable confirmation of the integrity of the purchasing process and
compliance with relevant legislation and adopted Council procedures. Impartiality means the
purchasing process must be undertaken in a fair, objective, consistent and businesslike manner,
leading to improved performance and cost effective methods of doing business for Council. It does
not mean pleasing everyone. We strive to be impartial by ensuring that our processes are
appropriate.
TASK 16: Prepare a meeting presentation that you plan to deliver to your department (that includes
Jane, other team leaders and other team members) in regards to business ethics and employee
ethical conduct. Your presentation slides must not exceed more than 10 slides and must cover the
following topics:
 What is business ethics?
 State your own personal beliefs to your staff members.
 Why our organisation needs to be ethical?
 What do you expect from the council staff members?
 What are the expectations of contractors and other business partners?

 Develop and mention your rules and policies to Incentives, gifts, benefits, hospitality, meals,
travel & accommodation.
 Explain your staff members what conflict of interest is and how they are supposed to avoid
such situations.
Submit the presentation slides and attach them as APPENDIX 3.

MARKING RUBRIC FOR ALL TASKS (for trainer use only)
The assessor needs to use judgment in providing marks for the tasks based on learner performance.
TASK NO. MARK ALLOCATED MARK RECEIVED
TASK 1 10
TASK 2 4
TASK 3 4
TASK 4 4
TASK 5 4
TASK 6 4
TASK 7 4
TASK 8 4
TASK 9 4
TASK 10 4
TASK 11 4
TASK 12 10
TASK 13 10
TASK 14 10
TASK 15 10
TASK 16 10
TOTAL 100
ROLE-PLAY ASSESSING RUBRIC (for trainer use only)
The Trainer is to assess the learner’s performance in TASK 12, TASK 13, TASK 14 and TASK15
using the role-play Checklist provided below.
DID THE CANDIDATE C NYC
Identify some areas of training & development for the staff member?  
Discuss the TNA (Training Needs Analysis) questions with the staff
member?
 
Outline on ideas to the staff member for supporting a team to complete
their delegated tasks?
 
Identify and explain three professional development opportunities for the
staff member in the next 12 months?
 
Prepare a learning and development plan for the staff member while
discussing?
 
Deliver a three minute PITCH to encourage and explain the staff member
on the benefits of participating regularly in business networks?
 

PRESENTATION 1 – TASK 1 – ASSESSING RUBRIC (for trainer use only)
The Trainer is to assess the learner’s performance in TASK 1 using the assessing rubric provided
below.
DID THE CANDIDATE C NYC
State the Vision, objectives and values of the organisation?  
Clearly explain how the employees should assist in reaching those
organisational goals?
 
State what he/she expects from all new employees?  
What they are entitled to do and what they should not do (based on your
workplace culture)?
 
Explain the new staff members on how he/she will help them and assist
them as a leader?
 
PRESENTATION 2 – TASK 16 – ASSESSING RUBRIC (for trainer use only)
The Trainer is to assess the learner’s performance in TASK 16 using the assessing rubric provided
below.
DID THE CANDIDATE C NYC
Explained what is business ethics to the audience?  
State his/her own personal beliefs to your staff members?  
Illustrate why the organisation needs to be ethical?  
Explain what he/she expects from the council staff members?  
Explain what he/she expects from contractors and other business
partners?
 
Develop and mention the house rules and policies to Incentives, gifts,
benefits, hospitality, meals, travel & accommodation?
 
Explain the staff members what conflict of interest is and how they
supposed to avoid?
 

APPENDIX 1
Links to further resources, theory, guides and templates
1. Develop a good presentation - https://business.tutsplus.com/tutorials/creative-presentation-
ideas--cms-27281
2. Pith and Presentation templates - https://slidebean.com/presentation-templates/
3. Institute of Business Ethics (Resources on Business Ethics) -
http://www.ibe.org.uk/resources-and-codes-of-ethics/52/52
4. Further links to business ethics - http://www.ethicssage.com/ethics-resources.html
5. How To Delegate The Right Tasks To The Right People -
https://www.briantracy.com/blog/leadership-success/how-to-delegate-the-right-tasks-to-the-
right-people-effective-management-skills-for-leadership-success/
6. How to delegate (with pictures) - http://www.wikihow.com/Delegate
7. Forbes (How to Delegate More Effectively in Your Business) -
https://www.forbes.com/sites/martinzwilling/2013/10/02/how-to-delegate-more-effectively-in-
your-business/#7870fcd469bc
8. Training Needs Analysis (TNA) Guide -
http://www.skillnets.ie/sites/skillnets.ie/files/imce/u7/tna_guide_2013.pdf
9. Risk Matrix - http://www.jakeman.com.au/media/whats-right-with-risk-matrices
10. How to conduct risk analysis and use the Risk Assessment Matrix -
http://www.brighthubpm.com/risk-management/88566-tool-for-assessing-project-risk/
11. Australian Leadership Foundation (LEADERSHIP TOOLS) -
http://leadership.org.au/resources/leadership-models-tools/
12. Leadership styles: Understanding and using the right one -
https://www.informa.com.au/insight/leadership-styles-understanding-and-using-the-right-one-
for-your-situation/
13. 5 Ways top project managers allocate their resources - hhttps://blog.resourceguruapp.com/5-
ways-top-project-managers-allocate-their-resources/
14. FAIRWORK Ombudsman (Consultation and cooperation in the workplace, Best Practice
Guide) - https://www.fairwork.gov.au/how-we-will-help/templates-and-guides/best-practice-
guides/consultation-and-cooperation-in-the-workplace

APPENDIX 2
Attach TASK 1 slides here.

APPENDIX 3