Employability Skills and Team Dynamics: A Case Study

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Employability Skills

Table of Contents
Introduction:....................................................................................................................................3
Task 1...............................................................................................................................................4
Task 2...............................................................................................................................................7
Task 3.............................................................................................................................................12
Task 4.............................................................................................................................................17
Conclusion:....................................................................................................................................22
References:....................................................................................................................................23

Introduction:
The report provides the learning which provides the employability skills and their every
important aspect that is useful to attain the objectives of the individual and company effectively.
The development and growth of the organisation are based on the effective employability skill to
get a higher profit to success the organisation in the competitive edge. The growth of the
company is based on the various aspect, so it is necessary that each element need to attain
properly so that employees also get higher benefits. On the other hand, the report also presents
the study that each job profile have their responsibilities, which need to accomplish so that
employees improvise their skills and effectively attain the objectives of the company. The report
provides the knowledge that there need to implement the proper problem-solving method in the
organisation so that employees resolve their issues and provides the quality service in the
eventual basis. As per the other study, the report presents the requirements of the employees
need to include the interpersonal abilities, transferable skills and dynamic study of the
environment, so that get the knowledge of each element. There are various types of issues which
give impact on the employability skill so it should be resolved in the initial basis so that
company increase their efficiency and get the higher profit to maintain the financial condition of
the organisation.

Task 1
P1 Be able to determine own responsibilities and performance
Introduction
Employability skills refer to those skills required by the employees in an official working
environment, which makes them employable. Apart from the subject and technical knowledge,
there are certain skills that the employees needed to have, which helps them handle certain
situations with ease. These skills are believed to be the equipment for the employees so that they
can perform their role with the best quality (Exeter, 2019).
National Trust is an organisation which runs on membership and charity and helps in protecting
the heritage sites and historical places in the UK, founded in 1895. These places are maintained
by the volunteers, and the visitors are either from membership programme or regular visitors.
The membership programme visitors do not have to pay while general visitors have to pay to
enter the premises (National Trust, 2019).
1.1 Develop a set of own responsibilities and performance objectives
With membership and visitor welcome manager role for National trust in mind, the roles and
responsibilities are certain along with specific and requires dedication and efficiency. As a
membership and visitor welcome manager for national trust my responsibilities are effective
team management, providing good hospitality to the visitors, it is my duty to provide the
members and visitors with person-centric services so that they get an unforgettable experience
and assign the people to fulfil different jobs related to visitor care (Bratton and Watson, 2018).
As per my understanding, the objective of this role is very simple that includes whatever you do
the visitors should get proper care, hospitality and knowledge about the places that come under
the national trust. The visitors should get a treatment that they never forget is my motto. Also,
my job includes the responsibility of looking into whether the visitors are getting the proper
knowledge regarding the heritage sites or not.
1.2 Evaluate own effectiveness against defined objectives

Own performance evaluation is very important in any job; it tells us about the shortcomings that
we need to get rid of to provide a good service. Self-evaluation gives us various factors either
needed to be fixed or to be enhanced for that matter. My self-evaluation of the job includes
understanding the job and its requirements, my likes and unlike regarding the job for National
trust. There are certain elements in my job that are proved to be difficult for me, such as
managing some of the visitors who have rude behaviour towards employees and other visitors.
The tools used for the self-evaluation is Employee self-assessment in which there are some
questions that provide the internal understanding, requirement and limitations that the employees
have.
The performance objective for my role as a visitor manager for National Trust includes providing
hospitality and proper care to the visitors. From the self-evaluation now, I know my limitations
that are needed to be overcome, first of all, that included punctuality and attitude. These are the
factors that I needed to work upon to succeed in the job (Dimotakis, et.al., 2017).
After the self-assessment, I came to know the importance of employability skills in the job, for a
visitor manager employability skills include skills other than technology and knowledge of the
subject, and for a visitor manager these include attitude towards visitors, caring of the visitors
and providing them with hospitality while providing them with the services of the heritage sites.
1.3 Make recommendations for Improvement in the current job role
In my job, I have to deal with the visitors directly, thus taking care of their needs personally.
However, sometimes the visitors do not co-operate the example of which can be that they try to
enter those part of the heritage or historical sites that are prohibited and when reminded about it
they behave rudely. Thus, apart from my working, these are the external factors that impact my
working.
Also, there is some improvement that I need to incorporate, such as punctuality. The self-
assessment gave me the idea that I needed to be more punctual for the job as it is impacting my
performance to a much greater extent. Also, I needed to work on my communication skills even
more so that I can manage the visitors as well as other volunteers more efficiently. Other areas of
my improvement can be leadership, planning, presentation and problem-solving. For more

performance-related improvement, I need to ask the manager about my performance report,
which will be beneficial for me to get a clear understanding of my job requirement.
1.4 Review how motivational techniques can be used to improve the quality of performance
Motivation in work is something that allows the employees to work harder and beyond their
level. The motivational practises are something that allows the employees to give their hundred
per cent towards the job. As a National Trust employee, you needed to have some kind of
motivation for doing the work as the employees work here are volunteers who are ready to take
the responsibility of the job of maintaining other people. Many of the volunteers in their
feedback said that they came to know different people, learnt the art of hospitality and self-
management. The volunteers can be motivated by working with the people as they are not getting
paid, so the appraisal and other perks are not for them. However, the employees are motivated by
timely bonus, incentives and appraisals that make them continuously working for the
organisation. The motivation for volunteers is that their performance needs to be appreciated,
appreciation is the major factor of motivation for the volunteers (Sandhu, et.al., 2017).
Conclusion
The above report provides information regarding the employability skills that are required for the
visitor manager post. National Trust does the job of conserving the national heritages in the UK
and also provides the services for the members of the trust to visit the sites that come under it.
The people working for the trust are majorly volunteers and are unpaid workers. Thus, they
needed to have some motivation factors such as appreciation towards their good work. The
objectives of this report are to provide the responsibilities of the visitor welcome manager and
their performance criteria. Self-evaluation is also provided for the post in this report.

Task 2
P2. Be able to develop interpersonal and transferable skills
2.1 Develop solutions to work-based problems
Introduction
The organisation consist of a large number of employees and all the employees vary with their
age difference, their cultures and their various ways for functioning in an organisation. With the
help of a variety of strategies, all the problems and issues can be resolved within a company or
an organisation.
Solution development for work-based issues:
The National Trust organisation has a large number of employee range. So several solutions have
been established for solving the issues for work-related (Suleman, 2018).
Negotiation is a primary solution for all the disputes and conflicts at the organisation. When
there is an issue between employees or between employee and management, then the higher
authority like managers and much other authority heads act as a mediator between them for
resolving the disputes and conflicts. By following up, few methods of negotiation can be
achieved for solving issues-
Once the negotiation can be achieved between two parties or more than two, then all the people
involved in dispute and conflict profited in some ways. There is nothing like winning in
negotiation, and both the parties get profited only, and nothing is completely lost by any of the
party. The process of negotiation has been achieved without any notice paying to the people
position that is involved in these issues and disputes (McLaughlin et.al., 2019).
The problems at the organisation level can be solved and settled with regulatory incentives for
the employees. For settling the issues with organisation, the employees receive an amount as
compensation amount from the organisation and asking for not to make the issue publicly. Also,
an organisation offer some reward, and incentives amount to keep and hold on the employee with
the organisation (Siddiqui, et.al., 2018).

To avoid such issues in the organisation, a well-joined communication system is needed. With
the help of such a communication system, the employees can directly communicate with
organisation authorities in case of any problem or issue addressed. By using this kind of system,
several problems and issues can be avoided as there is no communication gap between employee
and the organisation authority.
The issue that needs to be identified and examined follow up by the causes that lead to the
problem occurrence. The management sector should have all the knowledge of causes and the
background information of issue and problem. All the possible techniques for solving the
problem just need to be checked before the final implementation for solving the problem. Hence
the disputes and conflicts can be solved between the employee and organisation management
(Dimitrova, et.al., 2018).
Conclusion
For the smooth working or functioning of an organisation, teamwork is a vital key element that
allows all the employee in a team to work together to achieve a specific task. An employee has
their skill set and organisation force them to work more on it with the help of some strategies that
are applied for the motivation of an employee. The settlement is needed to resolve the issues of
an employee with the organisation management, and also organisation offer some reward and
incentives to the employees to keep holding them in the organisation.

2.3 Identify effective time-management strategies
Time-management strategies:
Introduction-
Time management is a
process of exercising and
planning the time control
for some particular
activities so that employee
can work smarter rather
than harder. It increases the
efficiency of an employee
working to work smartly.
By a proper time
management employee can
enhance their skills and
performance and also it
helps in achieving desired
goals with the help of
effective and efficient
strategies with minimum
efforts rate. If there is not a
proper time-management in
an organisation it will result
into lack of
professionalism, unwanted
stress, missed appointments
and deadlines, inefficient
workflow and low work
quality, work and life
imbalance, procrastination
the priorities of these activities,
all the important task can be
focused by aligning them the top-
most priority so that employee
can work on it with full focus and
attention.
 More productivity and
efficiency:
By an effective time-
management, an employee
gets professional in terms of
productiveness and efficient.
And by using these skills, one
can improve their work
quality.
Time-management strategies
compose of several methods that
help in assigning a specific time
for a particular activity or task.
Some of the theories linked with
time-management are outlined
below:
Maslow’s Theory:
A theory is proposed by Abraham
Harold Maslow that states that it
is necessary to divide a person’s
focus among several activities or
Conclusion-
The time-management
plays a vital role to get
success in achieving all the
task on time and in
providing a better quality
product. An effective time-
management can improve
the productivity of staff,
easier the job scheduling,
motivates the staff to
perform with their best
level of skills, effectively
make the priorities of task
to work on important task
first, and it also guide an
enterprise for achieving the
specific goals for better
productivity of an
organisation.

and lack of focus, financial
penalties and strained
workplace relationships.
There are several benefits
of time management in an
organisation-
 Work-delivery on
time:
By proper time
management for
completing a task can
help with delivering the
task on time. By
allocating a specific
period for a task can
help in managing the
workload in an effective
way (Langabeer, 2018).
 Providing better
quality work:
The work should be of
good quality and
standard as the
dedicated employee was
expected to give their
work with good quality
and performance. By
utilising time and by
defining the priorities of
activities, an employee
task based on their importance
and necessity. It is proved to be
beneficial for the employees as
they can devote an appropriate
time limit for a particular task so
that employee can achieve the
effectiveness and productiveness
for a specific task (Acevedo,
2018).
Pareto Principle or the 80-20
Theory:
A theory is proposed by Vilfredo
Pareto that states that it is
necessary to look up to the factors
or elements that leads to the high
productivity of an organisation.
Generally, these factors are
consist of about 20% of total
activities, and these factors are
only responsible for developing
the high amount of overall
revenue for an organisation.

can give better quality
products and work. By
defining

Task 3
P3. Understand the dynamics of working with others
3.1- Explain the roles people play in a team and how they can work together to achieve
shared goals
Summary Sheet
Every member plays an important role in the team-work, and the performance of the team is
dependent on the performance of every individual. In an organisation where various teams are
working in coordination with each other to achieve the organisational objective. Performance of
individual decides the performance of team and performance of every team decides the
performance of the organisation. To be successful in business, Belbin’s team theory needs to be
followed. This theory will help the team members of the visitor management team to understand
their responsibility towards their team (Lynch, 2018).
Figure 1: Belbin team rules