BSBLED502 - Managing Programs to Promote Personal Effectiveness

This report details a program management plan for promoting personal effectiveness within an organization, using WAMco as a case study. It covers strategies for engaging staff, setting objectives, and collaborating effectively to implement a health and well-being program. The report emphasizes the importance of providing feedback to stakeholders, including a feedback matrix to assess and support team leaders. It also outlines relevant policy documents, principles, and objectives to ensure a safe and supportive environment. Furthermore, the report describes monitoring and review processes, incorporating feedback into organizational strategies, and using tools like surveys and performance appraisals to track program outcomes. The ultimate goal is to enhance employee well-being, promote healthy choices, and improve overall organizational performance, with Desklib providing access to similar solved assignments and study resources.

Running head: MANAGE PROGRAMS THAT PROMOTE PERSONAL EFFECTIVENESS
Manage programs that promote personal effectiveness
Name of student
Name of University
Author note

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MANAGE PROGRAMS THAT PROMOTE PERSONAL EFFECTIVENESS
Table of Contents
1. Developing a program management plan....................................................................................3
2. Providing feedback to stakeholders.............................................................................................4
3. Policy documents and support.....................................................................................................5
4. Monitor, review and incorporate into organizational strategies...............................................7
Monitoring system.......................................................................................................................7
Survey..........................................................................................................................................7
Program outcomes table...............................................................................................................8
References........................................................................................................................................9

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MANAGE PROGRAMS THAT PROMOTE PERSONAL EFFECTIVENESS
1. Developing a program management plan
To develop a program management plan, it is always important to engage the staffs
altogether by arranging meetings to plan a health and well being program with the consideration
of the responses and ideas of the employees. To collaborate with the staffs according to the
requirements of the health and well being program, it would be important to focus on the
motivation and encouragement of staffs along with the involvement of social networks for
engaging more staffs (Armstrong et al. 2015). Video conferences and meetings could be
arranged to collaborate with the staffs and discuss about the health and wellbeing program.
Incentives could be placed for enabling the participation of employees an allow them to establish
goals and objectives too.
Few of the methods that were followed include setting of goals and objectives properly,
providing incentives to the staffs to enabling higher level of staff engagement. Few other
methods of staff engagement and collaboration were change in work processes and fostering a
culture that promoted better sharing and exchange of information related to the health and
wellbeing program. It was done by integrating with the content management database and the
internal systems along with the analysis of inputs to obtain business intelligence too. Allowing
privacy was another effective method, which helped in focusing on brainstorming sessions
without any form of distraction or fear that might have hindered the innovation and creativity
(Korda and Itani 2013).
The outcomes of the collaboration were positive, which not only helped in making the
staffs understand about the requirements of the health and wellbeing program but also allowed to

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MANAGE PROGRAMS THAT PROMOTE PERSONAL EFFECTIVENESS
promote effective communication and teamwork. Due to this, the tasks were accomplished
within quick time and the health and wellness program was effective and notable. WAMco is
selected as the health and well being provider here, which has delivered healthy fruit flavored
soft drinks and beverages to spread awareness among the people about healthy consumption
habits and behaviors (Eldredge et al. 2016).
The objectives of the program were to make people aware of the fruit flavored soft drinks
introduced by the company and make them embrace healthy choices and make decisions to lead
a health and safe lifestyle and overcome obesity too. The process of planning the program should
include assessing the individuals who might be suffering from diabetes and obesity problems and
then arrange meeting where all the staffs should be engaged to discuss about the objectives of
wellness program. Most importantly, the doctors and the health care staffs should be present to
develop the program and consider the opinions of the staffs too. The commitment and approval
of the project should be possible once the benefits of the program should be shed into limelight
(Street, Gold and Manning 2013). The wellness program should be implemented by providing
training to the staffs at first to make them know what they needed to deliver and how could it
bring successful outcomes after its implementation. The managers, employees and even the
customers should be consulted with about whether it could be favorable for them or not and then
implement necessary changes and improvements to the program. The program should be
reported to the management of the organization with the involvement of employees, line
manager and the health care department head at WAMco, Australia (Cascio 2018).

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MANAGE PROGRAMS THAT PROMOTE PERSONAL EFFECTIVENESS
2. Providing feedback to stakeholders
It is always important to provide the stakeholders with feedbacks regarding the roles and
responsibilities of the program along with the milestones and objectives that are needed to be
achieved. The feedback matrix could allow for determining how challenging one could be and
here the stakeholder could be the leader of the team appointed for managing the diabetes
program in Australia. The matrix could not only allow for managing true accountability and
support the leaders through feedbacks and rewards, but could also help in analyzing the
weaknesses, furthermore determine how challenging the stakeholder could be. In the first
quadrant, there is more support though lower challenge, which allows for reinforcing the status
quo while the overly critical feedbacks could create much more stress (Noe et al. 2014). By
providing the feedbacks, the leaders and coaches of the healthcare would be able to raise
awareness among the employees and improve the performance level too.
Feedback topic Stakeholders
receiving the
feedback
The delivery
format for the
feedback
The feedback
shared
Program
responsibilities
To spread
awareness
among the
people about
healthy
consuming
behaviors
Volunteers
should provide
the information
to the people to
make them aware
of the program’s
significance
It could be
provided in
pamphlets and
even by
awareness
program
brochure, which
The program
managed had
been quite good
and effective as it
managed to
engage many

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MANAGE PROGRAMS THAT PROMOTE PERSONAL EFFECTIVENESS
(Busse, Aboneh
and Tefera
2014).
could make them
engage in the
program
arranged by the
health care unit.
people.
Program
milestones
To create a
better, safe and
healthy
community
consisting of
people free from
diabetes
To achieve the
milestones, the
health care staffs
should be able to
know about
diabetes and
provide
necessary
information to
the people about
how to lead a
healthy life in the
future.
The program
milestones
should be
achieved when
the program
would engage
more people and
make them
influenced to
embrace healthy
choices and
purchase the
healthy and safe
soft drinks from
WAMco
(Connelly et al.
2013).
The milestones
have been
achieved as a lot
of positive
responses are
provided by the
individuals who
are part of the
program.
Evaluation People trying The leaders and The individuals Managers and

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MANAGE PROGRAMS THAT PROMOTE PERSONAL EFFECTIVENESS
outcomes their level best to
overcome their
health issues and
living a better
and healthy life
staffs must be
ready to deal
with the kinds of
patients suffering
from diabetes
and obesity and
ensure providing
them relief
through proper
medical
procedures.
would become
more cautious
and make
decisions
regarding healthy
dietary habits
and behaviors.
staffs of the
organization
stated that the
responses f the
individuals were
positive and it
meant that
positive
outcomes had
been obtained
(Free et al.
2013).
3. Policy documents and support
Policy statement
The main aim of the policies would be to sent clear messages to people about healthy
consuming habits and behaviors, furthermore deliver the healthy products in the marketplace
properly. The policy should be demonstrating the commitment of the organization in providing a
safe environment in accordance to the Work Health and Safety Act. This would make sure that
the customers could adopt the policy and program related to the introduction of new soft drinks
with ease. The policy also enables proper staffing process along with the development of
employees (Goetzel et al. 2014).

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MANAGE PROGRAMS THAT PROMOTE PERSONAL EFFECTIVENESS
Principles, values and philosophies
The policy would not only benefit the organization while introducing the new and healthy
products in the marketplace, but would also promote diversity, sustainability and even maintain
honesty and integrity, though remaining socially responsible too. It would manage the health and
wellbeing of the employees too.
Objectives
To achieve the expected sales revenue, increase the level of satisfaction and manage
market saturation properly are few of the objectives. To manage performances of employees,
management of flexible working arrangements and analysis of job description are other
objectives considered.
Strategies
Growth of employees should be helpful for managing the new product sales and
furthermore create employment scopes and opportunities to people having some kind of
disability or illness.
Outcomes
The outcomes would be positive and result in better communication, teamwork and
keeping pace with the recent changes and upgrading in technological aspects.
Performance indicators

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MANAGE PROGRAMS THAT PROMOTE PERSONAL EFFECTIVENESS
Better supply of raw materials and resources, technological advancements, diversified
workforce and enhanced skills of the staffs could be the performance indicators (Ciarrochi and
Mayer 2013).
Management plan
The human resources should be managed properly and all the staffs should be provided
with good working conditions, which would not only foster the development of a positive culture
, but could even make them capable of handling critical tasks. This would prove that the policies
were organized and managed properly at WAMco.
Policy review
The overall policy should be reviewed by monitoring the performances of the employees
and checking whether the functions had been managed properly or not. The review process
should include the managers, team leaders, employees and few of the suppliers as well (Epstein
and Buhovac 2014).
Checklist
Corresponding situations Support methods
Absence of trainer Email invites to obtain the response of the
trainer
Lack of human resources Recruiting the most skilled candidates without
any discrimination
Lack of production output Training should be provided to the staffs
Absence of staffs in health classes Providing incentives to encourage and

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MANAGE PROGRAMS THAT PROMOTE PERSONAL EFFECTIVENESS
motivate them
Lac of ability to understand the goals and
objectives
Leaders must guide them
Inappropriate policy standards Review should be done to check whether the
policies contain accurate information or not
Customer dissatisfaction Customers’ services to respond to customers’
queries quickly (Armstrong et al. 2015)
Higher turnover of employees Providing them good working conditions and
benefits to keep the influenced
Lack of commitment Creating a proper culture and working
conditions could be helpful
Improper working conditions and culture Promoting diversity, enabling communication
and teamwork (Korda and Itani 2013)
4. Monitor, review and incorporate into organizational strategies
Monitoring system
Monitoring components Tools used
Employees Employee performance appraisal technique
Program components To monitor the marketing activities through
SWOT and PESTLE analysis
Number of sessions attended Checking the attendance system to mark the
present and absent of the staffs during the

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MANAGE PROGRAMS THAT PROMOTE PERSONAL EFFECTIVENESS
session
Attendance percentage Reviewing the attendance and then finding the
percentage
Survey
1. Do you think that the new product launched could be successful?
Agree. ______ Highly agree.______ Neutral._______ Disagree._____ Highly
disagree._____
2. Do you have a satisfying experience working here?
Yes._____ No.________
3. How could it be beneficial for the health conscious customers?
Agree. ______ Highly agree.______ Neutral._______ Disagree._____ Highly
disagree._____
4. How often do you think that the customers can purchase the healthy soft drinks?
Agree. ______ Highly agree.______ Neutral._______ Disagree._____ Highly
disagree._____
5. Do you have good working conditions at WAMco?
Agree. ______ Highly agree.______ Neutral._______ Disagree._____ Highly
disagree._____

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MANAGE PROGRAMS THAT PROMOTE PERSONAL EFFECTIVENESS
6. How much help and support have you obtained from your team leaders managers?
Agree. ______ Highly agree.______ Neutral._______ Disagree._____ Highly
disagree._____
7. Does the company have a diversified workforce?
Agree. ______ Highly agree.______ Neutral._______ Disagree._____ Highly
disagree._____
8. Did the company provide equal scopes and opportunities to everyone?
Agree. ______ Highly agree.______ Neutral._______ Disagree._____ Highly
disagree._____
9. How could you improve the customers’ services at the company?
Agree. ______ Highly agree.______ Neutral._______ Disagree._____ Highly
disagree._____
10. What kind of media could be used to facilitate sharing and transfer of messages and
information about the products to its customers?
Agree. ______ Highly agree.______ Neutral._______ Disagree._____ Highly
disagree._____
Program outcomes table
Programs Outcomes
Delivering the healthy soft drink items Proper distribution and accessibility by

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MANAGE PROGRAMS THAT PROMOTE PERSONAL EFFECTIVENESS
customers
Managing proper recruitment and staffing
process
To create a diversified workforce
Spreading awareness among people regarding
obesity and other health awareness programs
Influencing their buying behaviors and
allowing them to make healthy choices
Making people influenced for healthy choices
and decisions (Eldredge et al. 2016)
Increase in sales and profit generation

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MANAGE PROGRAMS THAT PROMOTE PERSONAL EFFECTIVENESS
References
Armstrong, G., Kotler, P., Harker, M. and Brennan, R., 2015. Marketing: an introduction.
Pearson Education.
Busse, H., Aboneh, E.A. and Tefera, G., 2014. Learning from developing countries in
strengthening health systems: an evaluation of personal and professional impact among global
health volunteers at Addis Ababa University’s Tikur Anbessa Specialized Hospital (Ethiopia).
Globalization and health, 10(1), p.64.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Ciarrochi, J. and Mayer, J.D., 2013. Applying emotional intelligence: A practitioner's guide.
Psychology Press.
Connelly, J., Kirk, A., Masthoff, J. and MacRury, S., 2013. The use of technology to promote
physical activity in Type 2 diabetes management: a systematic review. Diabetic Medicine,
30(12), pp.1420-1432.
Eldredge, L.K.B., Markham, C.M., Ruiter, R.A., Kok, G. and Parcel, G.S., 2016. Planning health
promotion programs: an intervention mapping approach. John Wiley & Sons.
Epstein, M.J. and Buhovac, A.R., 2014. Making sustainability work: Best practices in managing
and measuring corporate social, environmental, and economic impacts. Berrett-Koehler
Publishers.
Free, C., Phillips, G., Galli, L., Watson, L., Felix, L., Edwards, P., Patel, V. and Haines, A.,
2013. The effectiveness of mobile-health technology-based health behaviour change or disease

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MANAGE PROGRAMS THAT PROMOTE PERSONAL EFFECTIVENESS
management interventions for health care consumers: a systematic review. PLoS medicine,
10(1), p.e1001362.
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Medicine, 56(9), pp.927-934.
Korda, H. and Itani, Z., 2013. Harnessing social media for health promotion and behavior
change. Health promotion practice, 14(1), pp.15-23.
Noe, R.A., Wilk, S.L., Mullen, E.J. and Wanek, J.E., 2014. Employee Development: Issues in
Construct Definition and Investigation ofAntecedents. Improving Training Effectiveness in
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(Mahwah, NJ: Lawrence Erlbaum, 1997), pp.153-189.
Street, R.L., Gold, W.R. and Manning, T.R. eds., 2013. Health promotion and interactive
technology: Theoretical applications and future directions.