Manage Personal Work Priorities and Professional Development

ASSIGNMENT 6 – MANAGE PERSONAL WORK PRIORITIES AND
PROFESSIONAL DEVELOPMENT - TLIL4009 - WRITTEN ASSESSMENT
Student Name Date
ASSESSOR’S DECISION Satisfactory Unsatisfactory
Attempt 1 Date
Attempt 2 Date
Attempt 1 Feedback
for Trainee
Attempt 2 Feedback
for Trainee
Assessor Name
Assessor Signature
Date
Note to assessor: Please
record any reasonable
adjustment that has
occurred to this
assessment.
(ATTENTION APPLICANTS – PLEASE IGNORE ANY REFERENCES TO “MAPPING” IN GREEN eg MAPS TO TLIC3036 – K.E.8)
Assignment 6 – Written Questions v1.0 – TLIL4009 Page

SMART GOALS
Q1.1: You are going to work as a driver trainer for the next 12 months (starting today)
teaching learner drivers (relevant to your desired class of training; choose from – C, LR,
MR, HR, HC). You will work full-time in the industry and clock up 70,000km in the training
vehicle. You will take 100 students for their driving test at your local transport
department.
Your task is to set some SMART goals for your pass rate at TMR.
Make sure you read you LEARNING GUIDE about SMART Goals. There is also a lot of
information on the internet about SMART Goals. Below is a brief introduction. Once you’ve
read through the information, please complete the table below based on the CASE STUDY
information provided.
SMART is an acronym that you can use to guide your goal setting. Its criteria are commonly
attributed to Peter Drucker's MANAGEMENT BY OBJECTIVES concept. The first known use of
the term occurs in the November 1981 issue of Management Review by George T. Doran.
Since then, Professor Robert S. Rubin (Saint Louis University) wrote about SMART in an
article for The Society for Industrial and Organizational Psychology. He stated that SMART
has come to mean different things to different people, as shown below.
To make sure your goals are clear and reachable, each one should be:
 Specific (simple, sensible, significant).
 Measurable (meaningful, motivating).
 Achievable (agreed, attainable).
 Relevant (reasonable, realistic and resourced, results-based).
 Time bound (time-based, time limited, time/cost limited, timely, time-sensitive).
(I) Specific
The goal states exactly what needs
to be attained. A: What is it (ie your
desired pass rate)? (state a specific
number as a % in your answer)
A: Achieving positive outcome from the 80%
learners of driving of C category license with in 6
months.
(II) Measurable
A: Can your goal can be measured?
Yes or No? B: Give ONE reason for
your answer to “A”.
A: Yes
B: it can be measured by taking the results into
consideration as provided after taking
performance evaluation through grading this
specified skill learnt.
(III) Attainable
A: Is your goal achievable? B: Give
THREE strategies you think will help
you achieve your goal.
A: Yes it is achievable
B:
STRATEGY 1: Providing correct input knowledge
to learners.
STRATEGY 2: Giving appropriate full on road
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experience to drivers to get practical exposure.
STRATEGY 3: Explaining possible challenges and
methods to deal with it to remove accidents.
(IV) Relevant
A: Is your goal relevant? B: Give ONE
reason for your answer to “A”.
A: Yes
B: The reason behind it statement is that as
being trainer achieving objectives of learner to
get efficiency in learning skill is important.
(V) Time-bound
A: What time period has been set for
your goal? B: What date?
A:6 months
B: 30th June
PLEASE READ THE CASE STUDY BELOW THEN ANSWER THE QUESTIONS THAT FOLLOW:
ROAD TRAIN DRIVER DISMISSED FOR HOLDING PHONE (SOURCE WWW.BIGRIGS.COM.AU)
THE FAIR WORK COMMISSION has supported the fair dismissal of a road train driver, who
was caught holding their phone while driving.
THE FAIR WORK COMMISSION found the employer had a valid reason for terminating the
employee, as he had wilfully violated an important safety obligation.
THE DRIVER had worked for ABCDE TRANSPORT for 5 years as a fuel driver and over 25
years as a heavy vehicle driver in the industry. In May 2020, he reported the need to brake
hard to avoid hitting cattle on the road while driving a road train.
Investigation into the incident failed to uncover an incident involving cattle, but instead
found a window of 10 seconds where THE DRIVER was holding his phone.
THE DRIVER was interviewed surrounding the event and was provided the opportunity to
view in-cab footage showing him holding his phone. Initially, he admitted to looking at his
phone while holding it, then denied that he was looking at it, before eventually responding
that he was selecting music to play through the vehicle’s bluetooth.
Examination of the footage did not indicate this to be correct and, instead, he was making a
call – an action he had denied doing. ABCDE TRANSPORT dismissed the employee for his
breach of policy and unsafe conduct. ABCDE TRANSPORT, in its decision to dismiss THE
DRIVER, relied on his decision to willingly pick up and use his mobile phone and that he was
distracted by doing so.
According to the decision of THE DEPUTY PRESIDENT, the dismissal was not harsh, unjust, or
unreasonable. THE DEPUTY PRESIDENT considered that THE DRIVER should have had a clear
understanding of his obligations to his employer to act in a safe manner and that his conduct
would be unsafe and in breach of the employer’s policies.
THE DEPUTY PRESIDENT appeared to form this view after having reviewed evidence that the
employer had gone to considerable lengths to notify and reinforce the message that mobile
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phones were not to be used while driving and that it was unsafe. It also did not help THE
DRIVER’S case that he was not forthcoming about why he picked up the phone, and his lack
of contrition.
Similarly, in considering whether the decision was harsh or unjust, THE DEPUTY PRESIDENT
commented that the employer had followed a fair and reasonable procedure, including
allowing the employee a witness, notifying him of the allegations and providing him a fair
opportunity to prepare and provide a response to the allegations, and finally considering
that response for determining the dismissal outcome.
The QTA said that although obvious, costly and uncommon safety breaches are often taken
as reasonable grounds to dismiss an employee, the smaller more common breaches can be
overlooked, especially when they have not led to an incident.
“This approach, however, fails to recognise that disciplinary action is as much about
preventing future action as it is to punish past actions. It is recommended that where a
safety policy is in place, that breaches be treated the same no matter the severity of the
outcome or the commonplace nature of the behaviour in a non-work environment e.g. Using
mobile phones while driving and speeding,” explained the QTA.
“Treatment can include dismissal, so long as this outcome is reasonable. Only by treating
these behaviours the same as other safety policy breaches are they likely to stop, and the
policies have their intended effect to make the workplace safer for all.”
Q1.2.1: What are TWO things that THE DRIVER did wrong in the case study? (MAPS TO
TLIL4009 – PC 1.1)
ANSWER 1: Utilization of phone is one of the wrong activity exerted by driver in case
study and giving false reason behind this.
ANSWER 2: Another is associated with denying the evidence provided by police
regarding the mistake done of holding phone.
Q1.2.2: What are the expectations of behaviour of the driver by ABCDE TRANSPORT in
relation to mobile phone use? (MAPS TO TLIL4009 – PC 1.1)
ANSWER: The expectation of ABCD TRANSPORTATION from the driver is to make ethical
justification of practice and not misusing the frim’s name to safeguard his wrong activity
by involving irrelevant policies.
Q1.2.3: Following on from the last question, do you think ABCDE TRANSPORT’S actions were
justified in terms of what action they took against THE DRIVER?
ANSWER: one chance should be given to driver to explain the reason behind it and if this
found wrong again then should take mentioned action.
Q1.2.4: As a driver trainer, when you think about your own career and required professional
conduct, what is ONE key message that you can take away from the case study and apply to
your own professional conduct? (MAPS TO TLIL4009 – PC 1.1)
ANSWER: The one key message is understanding importance of keeping concentration
while being on road to safeguard own as well other people’s life.
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