Show Leadership in the Workplace: Assessment Task 1
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AI Summary
This assessment task explores the concept of organizational values and leadership. It examines how to determine an organization's values, both stated and implicit, and provides examples of how values can impact an organization's image. The task also delves into the importance of integrity and credibility in leadership, exploring different leadership styles and their effectiveness in various workplace scenarios. Additionally, it examines group dynamics, including formal and informal groups, stages of group development, and appropriate employee behavior. The task concludes with a practical scenario involving managing an employee who is damaging the organization's image.
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1
SHOW LEADERSHIP IN THE
WORKPLACE
SHOW LEADERSHIP IN THE
WORKPLACE
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Contents
Assessment Task 1:.................................................................................................................................... 3
1: What is meant by ‘organizational values’?........................................................................................... 3
2: Explain how you would determine an organization’s standards and values when they are:................3
3: Choose a well-known organization and explain organizational values of it:.........................................3
a): Explain what you think is meant by the term ‘role model’...................................................................4
b): List four examples of good leadership role modeling.......................................................................... 4
5: Provide three examples of standards and values that could be damaging to an organization’s image.
What would you do in each of these circumstances?.............................................................................. 4
6: What does working with integrity and credibility mean to you? How would you ensure you worked in
this way in a leadership role?................................................................................................................... 5
7: What are the four styles of leadership? Briefly describe each and advise under what circumstances
you believe this leadership style should be used in the workplace..........................................................6
8: definition of a Formal group and Informal group.................................................................................. 7
9: employee behavior.............................................................................................................................. 7
10. What are the stages of group development? Briefly describe each...................................................7
11. identify whether you think this is appropriate behaviour or not..........................................................8
12. how would you manage someone in your work team who was damaging your organisation’s image
................................................................................................................................................................. 9
Assessment Task 2................................................................................................................................... 10
Performance Development Plan............................................................................................................ 10
Assessment Task 3................................................................................................................................... 14
1. How will you implement this plan with Belinda............................................................................... 14
2
Assessment Task 1:.................................................................................................................................... 3
1: What is meant by ‘organizational values’?........................................................................................... 3
2: Explain how you would determine an organization’s standards and values when they are:................3
3: Choose a well-known organization and explain organizational values of it:.........................................3
a): Explain what you think is meant by the term ‘role model’...................................................................4
b): List four examples of good leadership role modeling.......................................................................... 4
5: Provide three examples of standards and values that could be damaging to an organization’s image.
What would you do in each of these circumstances?.............................................................................. 4
6: What does working with integrity and credibility mean to you? How would you ensure you worked in
this way in a leadership role?................................................................................................................... 5
7: What are the four styles of leadership? Briefly describe each and advise under what circumstances
you believe this leadership style should be used in the workplace..........................................................6
8: definition of a Formal group and Informal group.................................................................................. 7
9: employee behavior.............................................................................................................................. 7
10. What are the stages of group development? Briefly describe each...................................................7
11. identify whether you think this is appropriate behaviour or not..........................................................8
12. how would you manage someone in your work team who was damaging your organisation’s image
................................................................................................................................................................. 9
Assessment Task 2................................................................................................................................... 10
Performance Development Plan............................................................................................................ 10
Assessment Task 3................................................................................................................................... 14
1. How will you implement this plan with Belinda............................................................................... 14
2
2. Why you have developed the specific plan/ strategy for dealing with Belinda’s poor performance.
14
3. What would you do if Belinda reacts badly to what you have to say..............................................14
4. What would you do if Belinda’s performance is improved..............................................................14
5. What would you do if Belinda’s performance does not improved...................................................15
6. How have you arrived at these decisions....................................................................................... 15
7. How do you think often team members may react if they feel you have not addressed the situation
with Belinda appropriately...................................................................................................................... 15
8. How the improvements of Belinda’s performance can affects team’s overall performance...........15
9. How do you feel you handled the meeting with Belinda.................................................................16
Assessment Task 4................................................................................................................................... 17
References................................................................................................................................................ 19
3
14
3. What would you do if Belinda reacts badly to what you have to say..............................................14
4. What would you do if Belinda’s performance is improved..............................................................14
5. What would you do if Belinda’s performance does not improved...................................................15
6. How have you arrived at these decisions....................................................................................... 15
7. How do you think often team members may react if they feel you have not addressed the situation
with Belinda appropriately...................................................................................................................... 15
8. How the improvements of Belinda’s performance can affects team’s overall performance...........15
9. How do you feel you handled the meeting with Belinda.................................................................16
Assessment Task 4................................................................................................................................... 17
References................................................................................................................................................ 19
3
Assessment Task 1:
1: What is meant by ‘organizational values’?
Organisational values are those assumptions and set of rules which are followed within an
organization to decide the behavior of employees. Organisational values have a significant
impact on the acts and operations of an entity and denote the work ethics for employees which
should be applied to integrate the individual efforts with entity’s vision so that an entity can
achieve its aims (Norman, 2018).
2: Explain how you would determine an organization’s standards and values
when they are:
Stated:
If values are stated it can be founded on the official page of the company.
Values of a company can be found through a different press release and reports which are
issued by a company (Team, 2016).
By the study of corporate governance statement.
Implicit:
Values of organization can be found through the study of working style of employees.
Examination of management decisions.
Study of the internal working environment (Team, 2016).
3: Choose a well-known organization and explain organizational values of it:
ASDA limited a subsidiary of Walmart is a leading retail store chain in the UK which is selling
FMCG products to the UK citizens at a low price and high quality. Loyalty for customers is the
main core value of organization which is strictly followed by the company to provide maximum
value of money to customers (Norman, 2018). Consistency is another main core value which is
followed by the ASDA towards investors to provide the maximum value of their investments.
Efficiency and the happy working environment is also an organizational value which is followed
by ASDA to provide a high-quality working environment to its employees (Team, 2016).
4
1: What is meant by ‘organizational values’?
Organisational values are those assumptions and set of rules which are followed within an
organization to decide the behavior of employees. Organisational values have a significant
impact on the acts and operations of an entity and denote the work ethics for employees which
should be applied to integrate the individual efforts with entity’s vision so that an entity can
achieve its aims (Norman, 2018).
2: Explain how you would determine an organization’s standards and values
when they are:
Stated:
If values are stated it can be founded on the official page of the company.
Values of a company can be found through a different press release and reports which are
issued by a company (Team, 2016).
By the study of corporate governance statement.
Implicit:
Values of organization can be found through the study of working style of employees.
Examination of management decisions.
Study of the internal working environment (Team, 2016).
3: Choose a well-known organization and explain organizational values of it:
ASDA limited a subsidiary of Walmart is a leading retail store chain in the UK which is selling
FMCG products to the UK citizens at a low price and high quality. Loyalty for customers is the
main core value of organization which is strictly followed by the company to provide maximum
value of money to customers (Norman, 2018). Consistency is another main core value which is
followed by the ASDA towards investors to provide the maximum value of their investments.
Efficiency and the happy working environment is also an organizational value which is followed
by ASDA to provide a high-quality working environment to its employees (Team, 2016).
4
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4:
a): Explain what you think is meant by the term ‘role model’.
A role model is a person whose personality, achievements, act, and behavior can be used as an
example, to motivate someone to work hard and smartly (Morgenroth, 2015). For a team, a Role
model can be a person who achieved a level of Excellency in a task or role which is going to be
performed by the team.
b): List four examples of good leadership role modeling.
Self-motivated and positivity is the main quality to be a role model and good leader.
High dedication to work and productivity should be reflected in the behavior of leaders to
become a role model (Hao and Yazdanifard, 2015).
A leader who has respective behavior with employees and tries to understand their needs to
resolve their issues so that they can focus on work is a great example of good leadership.
A leader who provides enough exposed to employees so that they can grow their carrier is
the best example of good leadership.
5: Provide three examples of standards and values that could be damaging to an
organization’s image. What would you do in each of these circumstances?
If an organization has predetermined standard for productivity but it is too high and hard to
achieve, it will affect the image of that organization negatively and the same can be
eliminated by proper review of productivity targets.
If an organization sets the standard for high profitability and for the same, it reduces the
quality of products and ignores ethical rules of competition, it will affect the goodwill of
organization adversely and it can be mitigated by ensuring promised quality in products
(Hao and Yazdanifard, 2015).
If employee respect is not a core value for an organization, it will reduce the goodwill of an
organization and the same can be eliminated by ensuring respective behavior of leaders
and managers with junior staff.
5
a): Explain what you think is meant by the term ‘role model’.
A role model is a person whose personality, achievements, act, and behavior can be used as an
example, to motivate someone to work hard and smartly (Morgenroth, 2015). For a team, a Role
model can be a person who achieved a level of Excellency in a task or role which is going to be
performed by the team.
b): List four examples of good leadership role modeling.
Self-motivated and positivity is the main quality to be a role model and good leader.
High dedication to work and productivity should be reflected in the behavior of leaders to
become a role model (Hao and Yazdanifard, 2015).
A leader who has respective behavior with employees and tries to understand their needs to
resolve their issues so that they can focus on work is a great example of good leadership.
A leader who provides enough exposed to employees so that they can grow their carrier is
the best example of good leadership.
5: Provide three examples of standards and values that could be damaging to an
organization’s image. What would you do in each of these circumstances?
If an organization has predetermined standard for productivity but it is too high and hard to
achieve, it will affect the image of that organization negatively and the same can be
eliminated by proper review of productivity targets.
If an organization sets the standard for high profitability and for the same, it reduces the
quality of products and ignores ethical rules of competition, it will affect the goodwill of
organization adversely and it can be mitigated by ensuring promised quality in products
(Hao and Yazdanifard, 2015).
If employee respect is not a core value for an organization, it will reduce the goodwill of an
organization and the same can be eliminated by ensuring respective behavior of leaders
and managers with junior staff.
5
6: What does working with integrity and credibility mean to you? How would you
ensure you worked in this way in a leadership role?
Integrity can be defined as the ability to perform the task and obligation in an appropriate
manner with ethical and moral values for the betterment of all over society. In the context of the
business organization, it is a process to execute the planned activities by considering ethical
issues to maintain a healthy business environment (Coates, 2014).
Credibility means performing the tasks and obligations in such manner which will improve the
trust of external parties for the organization. It denotes the ethical way which is followed to build
the reputation of an entity (Mineo, 2014).
As a leader, integrity can be ensured through the application of corporate governance practices
within the organization so that acts of entity can be managed according to the ethical issues.
Credibility is related to business in various ways, for example, credibility among clients can be
ensured by providing a commitment for quality (Coates, 2014). Employee credibility can be
ensured by the application of proper employee welfare practices.
6
ensure you worked in this way in a leadership role?
Integrity can be defined as the ability to perform the task and obligation in an appropriate
manner with ethical and moral values for the betterment of all over society. In the context of the
business organization, it is a process to execute the planned activities by considering ethical
issues to maintain a healthy business environment (Coates, 2014).
Credibility means performing the tasks and obligations in such manner which will improve the
trust of external parties for the organization. It denotes the ethical way which is followed to build
the reputation of an entity (Mineo, 2014).
As a leader, integrity can be ensured through the application of corporate governance practices
within the organization so that acts of entity can be managed according to the ethical issues.
Credibility is related to business in various ways, for example, credibility among clients can be
ensured by providing a commitment for quality (Coates, 2014). Employee credibility can be
ensured by the application of proper employee welfare practices.
6
7: What are the four styles of leadership? Briefly describe each and advise under
what circumstances you believe this leadership style should be used in the
workplace.
Democratic leadership style:
It is a shared leadership style in which team a wide scope of involvement in policy making is
provided to the team members so that they can work with more dedication and interest. The
style is very popular among medium and big size organizations because it helps to integrate the
individual employee goals with organizational goals and motivates the staff to provide a
maximum contribution for the attainment of aims (Nanjundeswaraswamy and Swamy, 2014).
Autocratic Leadership:
Autocratic leadership is used in those organizations where fast and complex decisions are
required to manage the business. In this leadership style, decisions are taken by individual
authority or a group of managers and junior staff has to follow the instructions (Bahmanabadi,
2015).
Laissez-faire Leadership:
This leadership style provides a chance for individual employees to take own decisions for the
completion of their duties and no interfere is made by leaders. This style is not popular among
business leaders because it affects the productivity negatively (Nanjundeswaraswamy and
Swamy, 2014).
Transformational Leadership:
This leadership style is dedicated to shared working in which leaders find the requirements of a
change in strategy and visions and inspires the employees to achieve the company vision. It is
one of the most popular leadership styles which is utilized by the team managers to perform the
task with full commitment.
7
what circumstances you believe this leadership style should be used in the
workplace.
Democratic leadership style:
It is a shared leadership style in which team a wide scope of involvement in policy making is
provided to the team members so that they can work with more dedication and interest. The
style is very popular among medium and big size organizations because it helps to integrate the
individual employee goals with organizational goals and motivates the staff to provide a
maximum contribution for the attainment of aims (Nanjundeswaraswamy and Swamy, 2014).
Autocratic Leadership:
Autocratic leadership is used in those organizations where fast and complex decisions are
required to manage the business. In this leadership style, decisions are taken by individual
authority or a group of managers and junior staff has to follow the instructions (Bahmanabadi,
2015).
Laissez-faire Leadership:
This leadership style provides a chance for individual employees to take own decisions for the
completion of their duties and no interfere is made by leaders. This style is not popular among
business leaders because it affects the productivity negatively (Nanjundeswaraswamy and
Swamy, 2014).
Transformational Leadership:
This leadership style is dedicated to shared working in which leaders find the requirements of a
change in strategy and visions and inspires the employees to achieve the company vision. It is
one of the most popular leadership styles which is utilized by the team managers to perform the
task with full commitment.
7
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8: definition of a Formal group and Informal group.
Formal group:
The formal group can be defined as a cluster of some peoples which is made to complete a
special task or role. A formal group is framed by the company management according to the
need of tasks an employee’s skills so that they can easily perform the obligations (Nkala and
Barbara, 2014).
Informal group:
In the context of a business organization, the informal group is a set of employees that are
made by themselves for their own interest according to their comfort (Nkala and Barbara, 2014).
It is a personal relationship based group which is made by employees according to their needs
and suitability.
9: employee behavior
Aggressive behavior: sometimes when an employee made a mistake in work due to personal
problems and his manager calls him for the explanation, he shows aggressive behavior which
affects the productive and team relationship (Li, 2015).
The situation of violence: the situation of violence is arising due to unhealthy arguments
between employees in which they act very unprofessionally. This situation affects the work
environment and employee productivity.
10. What are the stages of group development? Briefly describe each.
It's especially imperative for a chief to take after different phases of gathering advancement to
build the productivity and profitability level in the association. With the assistance of Tuchman,
advancement director can provide high consideration regarding the improvement of the group
(Natvig and Stark, 2016). The significant point of the director to utilize this instrument is to
enhance the execution of the gathering rapidly. There are 5 phases include under the Tuchman
improvement display which is inspected as under:
8
Formal group:
The formal group can be defined as a cluster of some peoples which is made to complete a
special task or role. A formal group is framed by the company management according to the
need of tasks an employee’s skills so that they can easily perform the obligations (Nkala and
Barbara, 2014).
Informal group:
In the context of a business organization, the informal group is a set of employees that are
made by themselves for their own interest according to their comfort (Nkala and Barbara, 2014).
It is a personal relationship based group which is made by employees according to their needs
and suitability.
9: employee behavior
Aggressive behavior: sometimes when an employee made a mistake in work due to personal
problems and his manager calls him for the explanation, he shows aggressive behavior which
affects the productive and team relationship (Li, 2015).
The situation of violence: the situation of violence is arising due to unhealthy arguments
between employees in which they act very unprofessionally. This situation affects the work
environment and employee productivity.
10. What are the stages of group development? Briefly describe each.
It's especially imperative for a chief to take after different phases of gathering advancement to
build the productivity and profitability level in the association. With the assistance of Tuchman,
advancement director can provide high consideration regarding the improvement of the group
(Natvig and Stark, 2016). The significant point of the director to utilize this instrument is to
enhance the execution of the gathering rapidly. There are 5 phases include under the Tuchman
improvement display which is inspected as under:
8
Forming: this is an initiating phase in which the team formation is done in which every
member have the positive and polite attitude. At this phase, they understand other
members and the task.
Storming: This is a subsequent phase where supervisor push workers against the limits.
At this phase possibility of contentions emerge between workers since undertaking and
parts are assigned to employees through the administrator (Raes, et. al., 2015).
Norming: at this phase problems and issue are resolved according to diverse situations
and circumstances, to accomplish results colleague meets up to play out a particular
project.
Performing: this is the fourth phase where every member of the team performs well so
as to accomplish objectives desired and destinations in the distributed assignment.
Deferring: this is the last phase for the development of the group in which team member
continues their work and tasks and the manager looks after the outcomes (Natvig and
Stark, 2016).
11. identify whether you think this is appropriate behaviour or not
Scenario Appropriate yes/no? the reason why if not appropriate
Staff member standing out
the front of the office building
making racist comments
about a client
No The business organization must
avoid the racism as per the policies
and law in the organization
workplace (Demirtas and Akdogan,
2015).
The staff member in uniform
assisting an elderly lady with
picking up dropped change
on the street
Yes The requirement for staff in the
organization needs to be
considered by the manager for
maintaining the healthy
environment and culture.
Staff member assisting a
client in the office with
directions to their next
appointment
Yes The organization needs to deal in
the delegate and appropriate
manner with the clients for building
the reputation and brand image of
organization (Luthans, et. al., 2015).
Staff member refusing to No It is important to provide training to
9
member have the positive and polite attitude. At this phase, they understand other
members and the task.
Storming: This is a subsequent phase where supervisor push workers against the limits.
At this phase possibility of contentions emerge between workers since undertaking and
parts are assigned to employees through the administrator (Raes, et. al., 2015).
Norming: at this phase problems and issue are resolved according to diverse situations
and circumstances, to accomplish results colleague meets up to play out a particular
project.
Performing: this is the fourth phase where every member of the team performs well so
as to accomplish objectives desired and destinations in the distributed assignment.
Deferring: this is the last phase for the development of the group in which team member
continues their work and tasks and the manager looks after the outcomes (Natvig and
Stark, 2016).
11. identify whether you think this is appropriate behaviour or not
Scenario Appropriate yes/no? the reason why if not appropriate
Staff member standing out
the front of the office building
making racist comments
about a client
No The business organization must
avoid the racism as per the policies
and law in the organization
workplace (Demirtas and Akdogan,
2015).
The staff member in uniform
assisting an elderly lady with
picking up dropped change
on the street
Yes The requirement for staff in the
organization needs to be
considered by the manager for
maintaining the healthy
environment and culture.
Staff member assisting a
client in the office with
directions to their next
appointment
Yes The organization needs to deal in
the delegate and appropriate
manner with the clients for building
the reputation and brand image of
organization (Luthans, et. al., 2015).
Staff member refusing to No It is important to provide training to
9
assist a client in the office as
they disagreed with their
religious views
employees by the managers so that
employee could treat clients equally
without any racism based on
religion (Demirtasand Akdogan,
2015)
The staff member in uniform
verbally abusing someone on
public transport
No For such inappropriate activities, it
is important to punish the
employees by the manager as such
activities could spoil the reputation
of an organization.
12. how would you manage someone in your work team who was damaging your
organisation’s image
Through encouraging, inspiring and motivating for achieving the desired objectives and goals
without any inappropriate action leaders and managers could easily handle the entire
employees and workforce at the workplace. Taking the support of the efficient system policies
and practices, managers can easily manage the employee's work or task in an appropriate way
(Maruping and Magni, 2015). By gaining the leadership style manager can enhance the
productivity and the staff performance. The most appropriate communication approach is top t
bottom approach as it helps in eliminating the conflicts among the leaders and staffs at the
workplace. The source that is used for communication is Email as by using this method, a
leader can easily transfer and inform the staff about the various business activities and
important information from any location to keep the staff updated. Using Email can also motivate
staff to accomplish their responsibility and work respectively and appropriately (Gupta and
Sharma, 2016).
10
they disagreed with their
religious views
employees by the managers so that
employee could treat clients equally
without any racism based on
religion (Demirtasand Akdogan,
2015)
The staff member in uniform
verbally abusing someone on
public transport
No For such inappropriate activities, it
is important to punish the
employees by the manager as such
activities could spoil the reputation
of an organization.
12. how would you manage someone in your work team who was damaging your
organisation’s image
Through encouraging, inspiring and motivating for achieving the desired objectives and goals
without any inappropriate action leaders and managers could easily handle the entire
employees and workforce at the workplace. Taking the support of the efficient system policies
and practices, managers can easily manage the employee's work or task in an appropriate way
(Maruping and Magni, 2015). By gaining the leadership style manager can enhance the
productivity and the staff performance. The most appropriate communication approach is top t
bottom approach as it helps in eliminating the conflicts among the leaders and staffs at the
workplace. The source that is used for communication is Email as by using this method, a
leader can easily transfer and inform the staff about the various business activities and
important information from any location to keep the staff updated. Using Email can also motivate
staff to accomplish their responsibility and work respectively and appropriately (Gupta and
Sharma, 2016).
10
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Assessment Task 2
Performance Development Plan
The performance development plan is prepared so that the improvements in the performance of
individuals can be made by evaluating the weak areas so that it may helps them to attain their
individual goals and objectives.
Key Areas Current
Proficiency
Target
Proficiency
Development
Opportunitie
s
KPI’S Time
Scale
Are they
SMART
Customer
Relations
Maintains
technical
and
professional
knowledge
which is
prevalent
with the
concerned
industry.
To bring more
advancements
in the skills of
Belinda so
that the
management
of relations
with the
clients cannot
get affected.
To develop
these
opportunities
the she has to
manage her
work life and
the
professional
life individually
and with that
the proper
training should
also be
provided to
her so that the
mistakes can
be avoided
and the better
results can be
produced
(Healthfield,
2018).
The
measurement
of her
performance
will be done
by comparing
the earlier
one with the
new results
which will be
her
performance
in dealing
with clients
so that the
differences
between the
both can be
evaluated
and the skills
of her can be
improved.
2
August
2018 –
6
August
2018
Yes these
are
SMART
as:
S: They
are specific
as they
clearly
define the
integration
of skills
with that of
improveme
nts
(Healthfield
, 2018).
M: The
goals can
easily be
measured
through
KPI’s as
the
quantitativ
e a well as
qualitative
both
analysis
will be
done.
A: The
emphasis
has laid on
improving
her skills
which will
11
Performance Development Plan
The performance development plan is prepared so that the improvements in the performance of
individuals can be made by evaluating the weak areas so that it may helps them to attain their
individual goals and objectives.
Key Areas Current
Proficiency
Target
Proficiency
Development
Opportunitie
s
KPI’S Time
Scale
Are they
SMART
Customer
Relations
Maintains
technical
and
professional
knowledge
which is
prevalent
with the
concerned
industry.
To bring more
advancements
in the skills of
Belinda so
that the
management
of relations
with the
clients cannot
get affected.
To develop
these
opportunities
the she has to
manage her
work life and
the
professional
life individually
and with that
the proper
training should
also be
provided to
her so that the
mistakes can
be avoided
and the better
results can be
produced
(Healthfield,
2018).
The
measurement
of her
performance
will be done
by comparing
the earlier
one with the
new results
which will be
her
performance
in dealing
with clients
so that the
differences
between the
both can be
evaluated
and the skills
of her can be
improved.
2
August
2018 –
6
August
2018
Yes these
are
SMART
as:
S: They
are specific
as they
clearly
define the
integration
of skills
with that of
improveme
nts
(Healthfield
, 2018).
M: The
goals can
easily be
measured
through
KPI’s as
the
quantitativ
e a well as
qualitative
both
analysis
will be
done.
A: The
emphasis
has laid on
improving
her skills
which will
11
help in
attaining
the goals.
R: The
analysis is
relevant as
the
information
is relevant
to the
needs
which are
to be
achieved
for Belinda.
T: The
proper one
week will
be used for
all the
process to
complete
and the
timely
results will
be
delivered.
Team Work As she is the
sales person
so maintaing
the proper
team is
necessary
within the
organization.
She is
inefficient in
maintaing
and
monitoring
the level of
stocks in the
organization
which is
leading her
not to
achieve
goals
(Healthfield,
2018).
To enhance
the customer’s
relations
Belinda needs
to enhance
her
maintenance
skills
(Healthfield,
2018). This in
turn will also
help in
attracting the
customers so
that the
overall
effectiveness
of the firm can
be increased
and the
growth can be
achieved.
The Belinda
needs to work
on her part as
the sales team
person so that
the new
opportunities
and the
business
opportunities
cannot be
missed and
the clients
whom she is
dealing with
are satisfied
with her
services.
To check that
the proper
team work is
followed by
Belinda or
not the
feedback
from the
team
members as
well as the
clients will be
taken so that
the actual
results can
be analyzed
and the areas
of
improvement
can be given
the more
importance.
7
August
2018 –
12
August
2018
The
SMART
objectives
are
achieved
as the
relevancy
is
maintained
and the
strategies
which are
set are
also
measurabl
e easily
through the
qualitative
basis.
Administratio The current The target is To meet the The 13 The
12
attaining
the goals.
R: The
analysis is
relevant as
the
information
is relevant
to the
needs
which are
to be
achieved
for Belinda.
T: The
proper one
week will
be used for
all the
process to
complete
and the
timely
results will
be
delivered.
Team Work As she is the
sales person
so maintaing
the proper
team is
necessary
within the
organization.
She is
inefficient in
maintaing
and
monitoring
the level of
stocks in the
organization
which is
leading her
not to
achieve
goals
(Healthfield,
2018).
To enhance
the customer’s
relations
Belinda needs
to enhance
her
maintenance
skills
(Healthfield,
2018). This in
turn will also
help in
attracting the
customers so
that the
overall
effectiveness
of the firm can
be increased
and the
growth can be
achieved.
The Belinda
needs to work
on her part as
the sales team
person so that
the new
opportunities
and the
business
opportunities
cannot be
missed and
the clients
whom she is
dealing with
are satisfied
with her
services.
To check that
the proper
team work is
followed by
Belinda or
not the
feedback
from the
team
members as
well as the
clients will be
taken so that
the actual
results can
be analyzed
and the areas
of
improvement
can be given
the more
importance.
7
August
2018 –
12
August
2018
The
SMART
objectives
are
achieved
as the
relevancy
is
maintained
and the
strategies
which are
set are
also
measurabl
e easily
through the
qualitative
basis.
Administratio The current The target is To meet the The 13 The
12
n administratio
n skills of
Belinda
lacks behind
the various
adjustments
which are to
be made by
the
representati
ve of sales
and the
other
managemen
t activities
are also not
followed by
her.
to make her
deal with all
the issues
which are to
be dealt as
the sales
representative
and also the
responsibilitie
s of
management
are also to be
maintained
effectively for
the proper
utilization of
resources
(Healthfield,
2018).
opportunities
she needs to
deal with the
all the aspects
which the
management
needs to
follow. With
this the
management
of various
suppliers is
also
necessary so
that the
products can
be purchased
at the
discounted
price.
performance
will be
evaluated
through the
bargaining
power which
is made by
the suppliers
so that the
benefit
achieve can
be
determined
and the
performance
of Belinda
can be
evaluated.
August
2018 –
19
August
2018
objectives
will be
achieved if
the various
aspects
are
correctly
followed by
Belinda
and the
monthly as
well as the
weekly
targets are
met by her
on timely
basis
(Healthfield
, 2018).
Continuous
Improvement
s
The
continuous
improvemen
ts are not
made by the
Belinda
which in turn
is leading to
decline in
performance
in the
competitive
market.
To make
improvements
timely by
evaluating the
current trends
so that the
success can
be achieved
and the
competitive
developments
can be made
within the
organizational
structure
(Healthfield,
2018).
The
opportunities
will be
developed as
the changes in
the policies
will attract the
large number
of suppliers
for the firm
and thus the
more options
will be
available to
select the best
among those
choices to
attain
sustainability.
The
improvement
will be
evaluated
when the firm
will be the
leading form
and the
performance
of Belinda will
be the
highest
among all the
available
employees
and the team
members.
20
August
2018 –
29
August
2018
The
SMART
objectives
to be
achieved
through the
various
improveme
nts so that
the
customers
interest
can be
retained
and the
proper
actual and
higher
results can
be
achieved in
the
external
and
competitive
market.
This is the performance development plan which will enable the Belinda to work on her
weaknesses and help in achievement of good results through improvements. Being the sales
13
n skills of
Belinda
lacks behind
the various
adjustments
which are to
be made by
the
representati
ve of sales
and the
other
managemen
t activities
are also not
followed by
her.
to make her
deal with all
the issues
which are to
be dealt as
the sales
representative
and also the
responsibilitie
s of
management
are also to be
maintained
effectively for
the proper
utilization of
resources
(Healthfield,
2018).
opportunities
she needs to
deal with the
all the aspects
which the
management
needs to
follow. With
this the
management
of various
suppliers is
also
necessary so
that the
products can
be purchased
at the
discounted
price.
performance
will be
evaluated
through the
bargaining
power which
is made by
the suppliers
so that the
benefit
achieve can
be
determined
and the
performance
of Belinda
can be
evaluated.
August
2018 –
19
August
2018
objectives
will be
achieved if
the various
aspects
are
correctly
followed by
Belinda
and the
monthly as
well as the
weekly
targets are
met by her
on timely
basis
(Healthfield
, 2018).
Continuous
Improvement
s
The
continuous
improvemen
ts are not
made by the
Belinda
which in turn
is leading to
decline in
performance
in the
competitive
market.
To make
improvements
timely by
evaluating the
current trends
so that the
success can
be achieved
and the
competitive
developments
can be made
within the
organizational
structure
(Healthfield,
2018).
The
opportunities
will be
developed as
the changes in
the policies
will attract the
large number
of suppliers
for the firm
and thus the
more options
will be
available to
select the best
among those
choices to
attain
sustainability.
The
improvement
will be
evaluated
when the firm
will be the
leading form
and the
performance
of Belinda will
be the
highest
among all the
available
employees
and the team
members.
20
August
2018 –
29
August
2018
The
SMART
objectives
to be
achieved
through the
various
improveme
nts so that
the
customers
interest
can be
retained
and the
proper
actual and
higher
results can
be
achieved in
the
external
and
competitive
market.
This is the performance development plan which will enable the Belinda to work on her
weaknesses and help in achievement of good results through improvements. Being the sales
13
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person the basic needs which she needs to work on is the communication skills and the
bargaining power so that the better can be selected at the low available prices.
14
bargaining power so that the better can be selected at the low available prices.
14
Assessment Task 3
1. How will you implement this plan with Belinda.
This performance development plan will be implemented through the proper framework for the
improvement through the channel of proper time schedule (Soares, et. al., 2014). The goals that
are of Belinda needs to be monitored on weekly and daily basis so that the proper strategies
can be followed and maintained to implement the plan and the skills which are required to
achieve the success will also be trained to her with the skills to bargain with suppliers. The
maintenance and the technical knowledge which are relevant of the industries will also be
provided so that the successful implementation can be made.
2. Why you have developed the specific plan/ strategy for dealing with
Belinda’s poor performance.
The specific plan has been developed for Belinda so that the areas where she is lacking behind
can be evaluated and the proper time scale can be provided to the each of those areas for the
improvement (Soares, et. al., 2014). This plan or the strategy will also lead her to work on the
management and the administrative skills with that of the coordination between various team
members. With this it will also enable that the improvements in the plan are made on the
continuous basis and the success of her is achieved as compared with other employees with
the organization.
3. What would you do if Belinda reacts badly to what you have to say.
If Belinda reacts badly to what has to be said the proper training is to be provided so that the
personal and the management skills can be kept separately and the actions has to be taken
with the cool environment. With this how to manage all the stuffs will also be taught to change
her attitude with the clients so that the clients can be happy as they were before. She will also
be explained to be in team as work as the part of team member.
4. What would you do if Belinda’s performance is improved.
If the performance of Belinda is improved she will be rewarded with the monetary and the non
monetary benefits which will enable her to perform better within the organization. The award of
appreciation will also be provided to her so that the morale of her can be enhanced (Soares, et.
15
1. How will you implement this plan with Belinda.
This performance development plan will be implemented through the proper framework for the
improvement through the channel of proper time schedule (Soares, et. al., 2014). The goals that
are of Belinda needs to be monitored on weekly and daily basis so that the proper strategies
can be followed and maintained to implement the plan and the skills which are required to
achieve the success will also be trained to her with the skills to bargain with suppliers. The
maintenance and the technical knowledge which are relevant of the industries will also be
provided so that the successful implementation can be made.
2. Why you have developed the specific plan/ strategy for dealing with
Belinda’s poor performance.
The specific plan has been developed for Belinda so that the areas where she is lacking behind
can be evaluated and the proper time scale can be provided to the each of those areas for the
improvement (Soares, et. al., 2014). This plan or the strategy will also lead her to work on the
management and the administrative skills with that of the coordination between various team
members. With this it will also enable that the improvements in the plan are made on the
continuous basis and the success of her is achieved as compared with other employees with
the organization.
3. What would you do if Belinda reacts badly to what you have to say.
If Belinda reacts badly to what has to be said the proper training is to be provided so that the
personal and the management skills can be kept separately and the actions has to be taken
with the cool environment. With this how to manage all the stuffs will also be taught to change
her attitude with the clients so that the clients can be happy as they were before. She will also
be explained to be in team as work as the part of team member.
4. What would you do if Belinda’s performance is improved.
If the performance of Belinda is improved she will be rewarded with the monetary and the non
monetary benefits which will enable her to perform better within the organization. The award of
appreciation will also be provided to her so that the morale of her can be enhanced (Soares, et.
15
al., 2014). If possible the chances of promotion will also be made as she will be showing the
continuous improvements over the months with the same consistency or the higher results. The
team members will also be asked to appreciate her for all her achievements irrespective of the
factor that it is small or large.
5. What would you do if Belinda’s performance does not improved.
If the performance of Belinda is not improved she will be provided with proper training sessions
related to the personal and the professional development so that she can learn to manage the
work load and the personal life pressure accordingly. Belinda will also be taught about the
benefits of improving her performance so that the position which is gained by her can be
retained and the clients which she is dealing with cannot be loosed.
6. How have you arrived at these decisions.
These decisions have been arrived as taking her out of organization is not the good option at
this stage. She has showed great performance over the last few years and the clients are also
very happy with her services (Carlson, et. al., 2014). Due to some of the family conditions she
was not able to perform well which thought of the decision that she should be motivated and
trained well so that she can perform her services well and again make the customers and the
management happy with her glorifying performance.
7. How do you think often team members may react if they feel you have not
addressed the situation with Belinda appropriately.
If the team members think that the situation of Belinda was not addressed properly then they will
be disappointed as they will feel insecure about the situations and they will always have the fear
of losing such a great and enthusiastic team member. With that they will also feel bad about the
various other reasons as well that the trustworthy clients who are dealing with ABC educational
sales will also be lost and the goodwill of the firm will also be decreased.
8. How the improvements of Belinda’s performance can affects team’s overall
performance.
The success of the organization is dependent on all the members in the same way the success
of team is dependent upon all the members of team. The performance of Belinda if bad will
16
continuous improvements over the months with the same consistency or the higher results. The
team members will also be asked to appreciate her for all her achievements irrespective of the
factor that it is small or large.
5. What would you do if Belinda’s performance does not improved.
If the performance of Belinda is not improved she will be provided with proper training sessions
related to the personal and the professional development so that she can learn to manage the
work load and the personal life pressure accordingly. Belinda will also be taught about the
benefits of improving her performance so that the position which is gained by her can be
retained and the clients which she is dealing with cannot be loosed.
6. How have you arrived at these decisions.
These decisions have been arrived as taking her out of organization is not the good option at
this stage. She has showed great performance over the last few years and the clients are also
very happy with her services (Carlson, et. al., 2014). Due to some of the family conditions she
was not able to perform well which thought of the decision that she should be motivated and
trained well so that she can perform her services well and again make the customers and the
management happy with her glorifying performance.
7. How do you think often team members may react if they feel you have not
addressed the situation with Belinda appropriately.
If the team members think that the situation of Belinda was not addressed properly then they will
be disappointed as they will feel insecure about the situations and they will always have the fear
of losing such a great and enthusiastic team member. With that they will also feel bad about the
various other reasons as well that the trustworthy clients who are dealing with ABC educational
sales will also be lost and the goodwill of the firm will also be decreased.
8. How the improvements of Belinda’s performance can affects team’s overall
performance.
The success of the organization is dependent on all the members in the same way the success
of team is dependent upon all the members of team. The performance of Belinda if bad will
16
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affect the overall performance of the organization and if her performance is good whole team
will be praised for the success (Carlson, et. al., 2014). So, the improvement in the performance
of Belinda will also improve the performance of whole team as the team efforts will be counted
not an individual one.
9. How do you feel you handled the meeting with Belinda.
The behavior of Belinda was very much positive towards the individuals which showed that she
is also feeling embraced to see the downfall in her performance. The situation which was with
her was very calmly and silently dealt with her and the responses were also provided by her
was very much practical as she was actually dealing with the worst situation these days. For the
next time the improvement needs to be made on asking more situational questions so that the
detailed situation can be understood and then the actual analysis of same can easily be done.
17
will be praised for the success (Carlson, et. al., 2014). So, the improvement in the performance
of Belinda will also improve the performance of whole team as the team efforts will be counted
not an individual one.
9. How do you feel you handled the meeting with Belinda.
The behavior of Belinda was very much positive towards the individuals which showed that she
is also feeling embraced to see the downfall in her performance. The situation which was with
her was very calmly and silently dealt with her and the responses were also provided by her
was very much practical as she was actually dealing with the worst situation these days. For the
next time the improvement needs to be made on asking more situational questions so that the
detailed situation can be understood and then the actual analysis of same can easily be done.
17
Assessment Task 4
To
Team members
Department of Sales
Avika Pvt. Ltd.
Dear team:
It is formal mail to inform you about the decisions which are taken by the management after
considering the activities and suggestions discussed by us in the last meeting. As the
introduction of a new IT system is creating problematic issues in our daily working and, affecting
our productivity and external goodwill also, some decisions are taken by the management to
remove the problematic situation.
The new system was installed after depth study and analysis and it will be very supportive and
beneficial for the company in later years. The main reasons for the current issues found are
lack of technical training and technical knowledge and, to be very friendly with a new system a
schedule is made for the training of the complete team. Training will be very helpful to
understand the working process of the new system so you can become friendly with the
interface of the new system and work with high efficiency. It is advised to every team member to
be very attentive in training season because we have to eliminate the current situation as soon
as possible.
For the training, you have to go at the office of IT Company on Mondays, Wednesdays and
Fridays between 2 pm – 5:00 pm. three training seasons for every team member is decided to
learn the all aspects of the new system so that stopped activities can restart and continue with
accuracy. Time from 2 pm to 5 pm is the main productive time for us so training will be attended
in the group of 2 so that business activities can be managed properly. Isaac found some
YouTube videos which are really very useful to learn the technical skills related to the new
system. It is requested that each member should watch that videos and try to enhance his skill
to work on the new system. For the further assistance, you can contact Isaac who is appointed
as a technical specialist in our team.
18
To
Team members
Department of Sales
Avika Pvt. Ltd.
Dear team:
It is formal mail to inform you about the decisions which are taken by the management after
considering the activities and suggestions discussed by us in the last meeting. As the
introduction of a new IT system is creating problematic issues in our daily working and, affecting
our productivity and external goodwill also, some decisions are taken by the management to
remove the problematic situation.
The new system was installed after depth study and analysis and it will be very supportive and
beneficial for the company in later years. The main reasons for the current issues found are
lack of technical training and technical knowledge and, to be very friendly with a new system a
schedule is made for the training of the complete team. Training will be very helpful to
understand the working process of the new system so you can become friendly with the
interface of the new system and work with high efficiency. It is advised to every team member to
be very attentive in training season because we have to eliminate the current situation as soon
as possible.
For the training, you have to go at the office of IT Company on Mondays, Wednesdays and
Fridays between 2 pm – 5:00 pm. three training seasons for every team member is decided to
learn the all aspects of the new system so that stopped activities can restart and continue with
accuracy. Time from 2 pm to 5 pm is the main productive time for us so training will be attended
in the group of 2 so that business activities can be managed properly. Isaac found some
YouTube videos which are really very useful to learn the technical skills related to the new
system. It is requested that each member should watch that videos and try to enhance his skill
to work on the new system. For the further assistance, you can contact Isaac who is appointed
as a technical specialist in our team.
18
As earlier we completed many complex tasks, I hope we will overcome this situation very fast.
Please feel free to write me for any query related to this training program.
Thank you
Sales Manager
Avika Pvt. Ltd.
19
Please feel free to write me for any query related to this training program.
Thank you
Sales Manager
Avika Pvt. Ltd.
19
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References
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Gupta, N. and Sharma, V., 2016. Exploring employee engagement—a way to better
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Morgenroth, T., 2015. How role models affect role aspirants’ motivation and goals.
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20
Bahmanabadi, S., 2015. A Case Study of the Impact of Leadership Styles on Bank
Employees´ Job Satisfaction.
Carlson, D.J., Dieberg, G., Hess, N.C., Millar, P.J. and Smart, N.A., 2014, March.
Isometric exercise training for blood pressure management: a systematic review and
meta-analysis. In Mayo Clinic Proceedings (Vol. 89, No. 3, pp. 327-334). Elsevier.
Coates, H.L., 2014. Ensuring research integrity: The role of data management in
current crises.
Demirtas, O. and Akdogan, A.A., 2015. The effect of ethical leadership behavior on
ethical climate, turnover intention, and affective commitment.Journal of Business
Ethics, 130(1), pp.59-67.
Gupta, N. and Sharma, V., 2016. Exploring employee engagement—a way to better
business performance. Global Business Review, 17(3_suppl), pp.45S-63S.
Hao, M.J., and Yazdanifard, R., 2015. How Effective Leadership can Facilitate Change
in Organizations through Improvement and Innovation. Global Journal of Management
And Business Research.
Healthfield, S. M., 2018. Performance Development Planning. [Online]. The Balance.
Available at: https://www.thebalancecareers.com/performance-development-planning-
1916761. [Accessed On 25 July 2018]
Luthans, F., Luthans, B.C. and Luthans, K.W., 2015. Organizational Behavior: An
EvidenceBased Approach. IAP.
Maruping, L.M. and Magni, M., 2015.Motivating employees to explore collaboration
technology in team contexts.Mis Quarterly, 39(1).
Mineo, D.L., 2014. The Importance of Trust in Leadership. Research Management
Review, 20(1), p.n1.
Morgenroth, T., 2015. How role models affect role aspirants’ motivation and goals.
Nanjundeswaraswamy, T.S. and Swamy, D.R., 2014. Leadership styles. Advances in
management, 7(2), p.57.
Natvig, D. and Stark, N.L., 2016. A Project Team Analysis Using Tuckman's Model of
Small-Group Development.Journal of Nursing Education, 55(12), pp.675-681.
Nkala, P. and Barbara, M., 2014. An Assessment of the effects of informal groups on
employee performance: A case of High Schools in Bulawayo Province.
20
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exploratory study of group development and team learning. Human Resource
Development Quarterly, 26(1), pp.5-30.
Soares, A., Antunes, C.H., Oliveira, C. and Gomes, Á., 2014. A multi-objective genetic
approach to domestic load scheduling in an energy management system. Energy, 77,
pp.144-152.
The team, T., 2016. WHAT ARE ORGANISATIONAL VALUES AND WHY ARE THEY
IMPORTANT? - Towerstone. [online] Towerstone. Available at: http://www.towerstone-
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21
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