Leadership, Assessment 1: Workplace Scenario, Term 4, 2020

This document presents a comprehensive leadership assessment project for a senior manager at a local government organization (City Council). The assessment is designed to evaluate the student's ability to provide leadership across the organization (BSBMGT605) and covers various aspects of leadership, including clarifying objectives, values, and standards; building trust and respect; empowering teams; and modeling ethical conduct. The assessment includes multiple scenarios and 16 tasks, such as preparing presentations for employee induction, developing communication strategies, investigating incidents, outlining legislation, building trust, and implementing improvements. The project requires the student to demonstrate their skills and knowledge in various workplace situations and provide evidence through presentations, scripts, and completed templates. The assessment also emphasizes the importance of organizational vision, values, and the development of new leaders within the department. The student is assessed on their ability to apply leadership styles, manage risks, and ensure effective communication and decision-making within the organization.

T-1.8.1_v3
Details of Assessment
Term and Year 4, 2020
Assessment No 1 Assessment Weighting 100%
Assessment Type Individual Assessment:
Workplace Scenario
Due Date Week 7 Room Zoom
Details of Subject
Subject Name Leadership
Details of Unit(s) of competency
Unit Code (s) and
Names
BSBMGT605 Provide
leadership across the
organisation
Student Declaration: I declare that the work submitted is my
own and has not been copied or plagiarised from any person or
source. I acknowledge that I understand the requirements to
complete the assessment tasks. I am also aware of my right to
appeal. The feedback session schedule and reassessment
procedure were explained to me.
Student’s
Signature: ____________________
Date: _____/_____/_________
Details of Assessor
Assessor’s Name SHIBLEE AHMED
Assessment Outcome
Assessment
Result Competent Not Yet Competent Marks / 100
Feedback to Student
Progressive feedback to students, identifying gaps in competency and comments on positive improvements:
Assessor Declaration: I declare that I have conducted
a fair, valid, reliable and flexible assessment with this
student.
Student attended the feedback session.
Student did not attend the feedback session.
Assessor’s
Signature: ___________________
Date: _____/_____/________
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Purpose of the Assessment
The purpose of this assessment is to assess the student in the following
learning outcomes:
Competent
(C)
Not Yet
Competent
(NYC)
1.1. Clarify objectives, values and standards in accordance with organisation's
strategic direction
1.2. Establish linkages between organisational objectives, values and
standards and the responsibilities of relevant groups and individuals
1.3. Ensure media and language used is appropriate to individuals and group
circumstances
1.4. State clear expectations of internal groups and individuals and explain in a
manner which builds commitment to the organisation
1.5. Address expectations of the organisation
1.6. Investigate incidents promptly and communicate results clearly to relevant
groups and individuals
2.1. Build trust, confidence and respect of diverse groups and individuals,
through positive role modelling, and effective communication and consultation
2.2. Embrace, resource and effectively implement improvements to
organisational and workplace culture
2.3. Demonstrate understanding of the global environment and new technology
in work activities
2.4. Ensure actions convey flexibility and adaptability to change and
accessibility
2.5. Ensure consultation and participation in decision making occurs with
relevant groups and individuals where appropriate
2.6. Ensure decision making takes into account needs and expectations of both
internal and external groups
2.7. Ensure decision making occurs in accordance with risk management plans
for all options, and within appropriate timeframes
2.8. Ensure that the organisation is represented positively in the media and
community
3.1. Assign accountabilities and responsibilities to teams consistent with their
competencies and operational plans
3.2. Ensure teams are resourced to allow them to achieve their objectives
3.3. Empower teams and individuals through effective delegation and support
for their initiatives
3.4. Create and maintain a positive work environment
3.5. Encourage teams and individuals to develop innovative approaches to the
performance of work
4.1. Model ethical conduct in all areas of work and encourage others to adopt
business ethics
4.2. Adapt appropriate interpersonal and leadership styles to meet particular
circumstances and situations
4.3. Set and achieve personal objectives and work program outcomes
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4.4. Ensure self performance and professional competence is continuously
improved through engagement in a range of professional development
activities
4.5. Participate regularly in industry/professional networks and groups
Assessment/evidence gathering conditions
Each assessment component is recorded as either Competent (C) or Not Yet Competent (NYC). A student
can only achieve competence when all assessment components listed under “Purpose of the assessment”
section are recorded as competent. Your trainer will give you feedback after the completion of each
assessment. A student who is assessed as NYC (Not Yet Competent) is eligible for re-assessment.
Resources required for this Assessment
 Computer with relevant software applications and access to internet
 Weekly eLearning notes relevant to the tasks/questions
Instructions for Students
Please read the following instructions carefully
 This assessment has to be completed In class At home
 The assessment is to be completed according to the instructions given by your assessor.
 Feedback on each task will be provided to enable you to determine how your work could be improved.
You will be provided with feedback on your work within two weeks of the assessment due date. All other
feedback will be provided by the end of the term.
 Should you not answer the questions correctly, you will be given feedback on the results and your gaps in
knowledge. You will be given another opportunity to demonstrate your knowledge and skills to be deemed
competent for this unit of competency.
 If you are not sure about any aspects of this assessment, please ask for clarification from your assessor.
 Please refer to the College re-assessment for more information (Student Handbook).
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TABLE OF CONTENTS
CONTENT PAGES
TASK 1. Presentation on objectives, values, standards and
responsibilities
TASK 2. State clear expectations of internal groups and individuals
TASK 3. Communicating expectations
TASK 4. Investigate incidents promptly and communicate results
TASK 5. Outline the legislation, regulations, standards, relevant codes
TASK 6. Build trust, confidence and respect of diverse groups and
individuals
TASK 7. Outline consultation methods
TASK 8. Embrace, resource and effectively implement improvements to
organisation
TASK 9. Understanding risks in technology implementation & risk
management plan
TASK 10. Ensure actions convey flexibility and adaptability using
leadership styles
TASK 11. Provide job and role delegation to ensure appropriate
decision making
TASK 12. Use Training Needs Analysis to clarify accountabilities and
responsibilities
TASK 13. Empower teams and individuals through effective delegation
and support
TASK 14. Set work program outcomes through Professional
Development Plan
TASK 15. Use PITCH to communicate appropriate interpersonal and
leadership styles
TASK 16. Use presentation to ensure that the organisation is
represented positively in the media and community and use leadership
style to model and encourage ethical conduct in all areas of work
APPENDIX 1 (Links to templates and external resources)
APPENDIX 2 (Task 1 Presentation Slides)
APPENDIX 3 (Task 16 Presentation Slides)
The learner is required to update and adjust the page numbers and topics based on
the amount of their content and the responses made to each task.
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GENERAL INSTRUCTIONS
There are several scenarios and 16 TASKS in this assessment. The assessment consists on
multiple scenarios that are based on workplace situations. You will have to respond to all the
tasks by demonstrating your skills and knowledge and within the assessment guidelines and
requirements. In some tasks there are templates, forms and tables, which you will have to
complete in order to ensure you demonstrate the skills and knowledge to perform the tasks of
the particular leadership role.
Additional instructions as follows:
 TASK 1 requires an electronic presentation and slides as evidence. Further details
mentioned within the task. (10 marks)
 TASK 2, TASK 3, TASK 4, TASK 5, TASK 6, TASK 7, TASK 8, TASK 9, TASK
10, and TASK 11 has equal marks. (Each carries 4 marks. Total 40 marks)
 TASK 12, TASK 13, TASK 14 and TASK 15 requires a role-play session where all
the four tasks are to combine within the role-play. Your co-learner can be your partner
for the role-play session. You must also submit role-play scripts for all four sessions
as evidence. (Each carries 10 marks. Total 40 marks)
 TASK 16 requires an electronic presentation and slides as evidence. Further details
mentioned within the task. (10 marks)
ORGANISATIONAL CONTEXT AND BACKGROUND INFORMATION
You have been the senior manager of a large local government organisation (City Council)
for a couple of years and have established good relationships and communications with
internal and external stakeholders. The organisation is positively represented in the media and
the community, and is a trusted company with a good reputation. Very recently you have
hired Jane, as your assistant manager to help assist you with the leadership role that you have.
Part of the plan for hiring Jane is also to develop more leaders within your department so that
you can concentrate on more strategic matters of the department. The organisation has some
strategic vision and values that employees have to align with and embrace. The following is
the vision and values of the organisation.
Organisational Vision
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Our vision statement helps us strive together towards a goal that we all share, whilst inviting
us to consider who we can be as an organisation. We already know that we are a great
organisation and we are well on our way to becoming an even better and more efficient
organisation. Our vision for the future is to reach the “top 5 council organisations in Sydney
that collaborate and innovates”.
Organisational Values
 We care about our customers and community
 We act with Integrity
 We work as one team
 We are committed to safety for everyone
 We continuously improve with new innovations
Our Values reflect who we are as individuals and as an organisation. They serve as a compass
for our actions and are the guiding principles with which we carry out our duties. At Council,
we are committed to recruiting new employees who live, breathe and embody our Values.
TASK 1: Prepare a presentation for inducting new employees (who are from diverse
background) to the organisation. Your presentation should be brief and should not exceed
more than 10 slides. The presentation must state:
 Vision, objectives and values of the organisation
 How the employees should assist in reaching those organisational goals
 What you expect from all new employees
 What they are entitled to do and what they should not do (based on your workplace
culture)
 How you will help them and assist them as a leader
Submit the presentation slides and attach them as APPENDIX 2.
Scenario 1
Jane is newly employed as an Assistant Manager who has to manage an existing services
team at a large local government department. Being new to the organisation, Jane must
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become familiar with the expectations of her new employer and with the key objectives of
her team as a priority.
Jane has inherited a team that was dissatisfied with the previous Assistant Manager, who was
described as a controlling person who withheld information from the team and took credit for
their ideas. As a result many team members feel disillusioned and the team is consistently
underperforming (it is not meeting operational objectives).
Jane’s new team is diverse. Team members’ cultural backgrounds, age, education and skills
levels vary widely. Jane needs to develop strategies to build the team’s commitment to their
set objectives so the team can start to succeed and grow.
On Jane’s first day, one team member tells Jane there is an unresolved incident that she needs
to deal with. A customer slipped and fell when paying a bill in the reception area and as this
is part of
Jane’s team, she now needs to deal with the incident. The incident occurred two weeks ago
when the team was in transition between leaders and follow-up has not occurred.
Jane reviews the WHS policies and procedures, and finds that the organisation doesn’t have a
comprehensive procedure for investigating and reporting incidents in its administration areas.
There is a template for recording the incident’s basic details and an incident register that is
kept in the human resources unit. The health and safety representative for Jane’s area is on
long-service leave. The WHS policy merely states:
Incidents are defined as any event that causes injury, potential injury or may be classified as a
‘near miss’. All incidents shall be recorded in the incident register, which must be readily
accessible.
TASK 2: Suggest a communication strategy for Jane to review the organisation’s objectives
with her team.
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COMMUNICATIONS STRATEGY
Wit proliferations of modern technologies tool, there will be indulge be to have various
strategies to better communicate the teams in perfect manner.
Strategy
Two-way
communicati
on
This is the interpersonal
communication to be perceived in a
team with proper delegation of
responsibility and power in the team's
members. There will be clarity in
different communication aspects.
Done on regular basis
Meetings This will facilitate proper
collaborations with others in the form
of email and chats.
As per schedule and requirement
Emails It is very easy, widely adopted, fast,
generally reliable and platform
agnostic.
Be clear and concise with
information transferred in perfect
manner.
Feedbacks Feedback will be developed by
employees in terms of specific goals to
aim for reinforcing product behaviour.
Other forms of feedback such as
informal hurdles and one to one
session.
In regular intervals such as
performance review.
ssActive
listening
This will make the proper focus and
attention of the leader to understand the
bottom of things. This will help in
resolving difficult situations and
conflict with the team.
In every 15 days
TASK 3: Jane needs to prepare an electronic presentation to her new team to communicate
expectations in a way that builds commitment. Provide an outline of the points Jane should
include in her presentation.
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Communication is the key to any relationship for maintaining accountability.
 For all the employees there will be open door policy to have discussion on
expectation as well as addressing here ongoing questions they perceive.
 Leverage authentic accountability through engagement as each employee
has the expectation evolving around reality.
 Be open, honest and fair to ensure commitments and achievability
 Measuring the standard of excellence
 Encourage and provide chance in decision making
 Provide motivation and talent management through monetary and non-
monetary incentive.
TASK 4: Jane is to develop an incident investigation and reporting procedure that
incorporates the assessment and treatment of risks to injury in the workplace. What should
she include?
Purpose
An incident investigation and reporting procedure will be outline of the requirements,
methods and the outcome reporting to al occupational diseases, illness and incidents.
Scope
The following type of events, injury and illness will be reported as, regardless of the
nature of severity of the events such as –
Fatality.
 Critical injury/illness.
 Lost-time injury/illness.
 Illness or injury for which an employee receives/seeks medical attention.
 First aid treatment.
 Occupational disease.
 Property damage
 Near-miss
 Fire
 Environmental release
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 Explosions
Roles and Responsibility
ii Employee who sustained injury or become ills as the result of workplace
condition work activity must verbally report the injury or illness to a
manager/supervisor immediately. In the case of unable to report, it is
reasonability of any other workers to report it to supervisor
iii manger
 ensure the first aid is administering
 subsequent medical treats and providence of emergency transportations
 Complete an Accident/Incident Reporting Form and distribute to the employee
Communication
This procedure is communicated to all managers/supervisors and employees through training
sessions and postings on health and safety bulletin boards
Evaluation
The reporting procedure in monitored as part of major responsibility of manager and
supervisor to review overall OHS system.
TASK 5: Outline the legislation, regulations, standards, codes or bylaws that Jane needs to
abide by in resolving all incidents or workplace related issues such as employment laws,
employment standards, employee performance, work safety, diversity & discrimination,
information privacy, and environmental regulations. Explain and guide her why she needs to
clearly understand them for her leadership role.
LIST OF LEGISLATION, REGULATIONS, CODES AND STANDARDS
There are several laws and regulations which need to be followed and abide by Jane and her
team. The laws are as follows
Employment law (2020)- It needs to be followed as it contains terms and conditions of both
employee and employer in job.
Employment standards – in this there are several standards which are to be abided by
employees during working. They must follow those standards and work within limitation of
it.
Work safety (2017)- this law state that there must be employee safety and measured taken at
workplace. The employer must provide a safe environment for them to work.
Diversity and discrimination (2004)- it state that there must be not discrimination done by
team leader with members. Also, diversity should be ensured at workplace (Popli. and Rizvi,
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2016).
Information privacy (1988)- the law shows that customer as well as employee confidential
data and info should be maintained. It must not be shared with any other. The info must be
kept secured.
Environment regulation – the organisation must follow all environment regulation and
practices.
GUIDANCE TO JANE:
Here, guidance given to Jane is that she needs to briefly describe laws and regulation
to employees. She must understand importance of these laws and follow it as well. It will
help in solving issues quickly.
Scenario 2
Jane has been working in her new job as a team leader in a local government department for
two months. She is working towards building a positive team environment and culture but
there is still a long way to go. Jane strives to be a positive influence and role model by
sharing information, helping and assisting team members, supporting team members with
resources and information and also encouraging discussion and team work. Jane has been
informed by senior management that the long-awaited and much-dreaded computer system
upgrade is to be implemented in her department in the next three months. This is because the
organisation wants to update with new technologies.
She is asked to provide feedback and decide which of the two proposed systems will suit her
department’s activities better: option one is the PRO356 and option two is the LXS841
system. As well, Jane needs to develop a risk management plan for senior management
covering the introduction of the new system for her department. Jane is concerned about how
her team will respond to the IT changes. Jane has turned to you as her mentor for support.
Read the questions below and provide some strategies for Jane that address the needs outlined
in each question.
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TASK 6: List and explain any four actions that Jane can take to ensure she has the trust and
confidence of the team.
Jane needs to assure that she has confidence and trust as well as confidence of the team.
 Not feeling any hesitation in feedbacks- It is not just the team leaders and bosses
who analysis their employees on regular basis. They are also regularly analysis
through their employees either informally or institutionally.
 It any case, it is vital thing to be open to receive all kinds of suggestion, criticism,
praise and suggestion. Thus this type of the openness is crucial for the team leader
otherwise staff members will not have any confidence in order to propose the changes
as well as improvement within the organization (Popescu. and Predescu, 2016).
 Identify shortcomings- One can fool anyone who thinks that a true team leader does
not face any failures. On the other side, Team depends more on work when focuses on
failures, doubts and uncertainties. It is a way to get more empathy from staff
members, who will get failures as an opportunity for teamwork as well as learning.
 Keep promises- Promised staff members that there must be a break from their work
in form of parties and any trip. Hinted all of them to rise within salary later within a
year and also keep a promise regarding to hiring of the new employees in order to
decreases the workload. If any of such promises are not kept, then employees of
Bayside city council then they easily losses confidence in Jane that will also creates
issues within the firm.
 Learn to handle complaints- Speaking of feedback as a good leader requires to
capable to deals alongside negative feedback from her or his staff members of
Bayside. So even if such claims are not directly then also one has to face them
(Pitelis.and Wagner, 2019).
TASK 7: Outline any four methods Jane could use to effectively include and consult with her
team about the proposed changes.
The four methods that can be used by Jane is mention below such as
 Always promote a culture of transparency- Explain all staff members of the
Bayside City Council that how to boosts the generation without editing and knowing
experiences , The experiences can be feel discouraged as well as lost as according to
it believes that it will not be useful within new phase of the firm. The manager of
Bayside city council also requires to specify requirements that will be change in order
to achieves the new goals as well as analysis the changes within firm (Bäcklander,
2019).
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 Meeting with team members- Time to time Jane needs to take the meeting of the
staff members of Bayside in order to know their opinions regarding firms, its growth,
its improvement and many more. So it built trust among the employees towards Jane
and firm. They feel their values as well as built a loyalty towards the firm.
 Keep communication- One of the major aim of the communication is to create an
environment where leaders capable to give constructive as well as honest feedback as
well as team members feels very confident in order to communicate with one another
(Wenner.and Campbell, 2017).
 Gives a valuable feedback- By giving feedback to the staff members one of the
major and best way to support them in order to develop them more personally and
professionally. Even if there is no negative feedback then also make sure to hold
consistent opportunities so that they can grow further.
TASK 8: List three resources/considerations Jane will need to take into account to ensure the
new computer system can be implemented successfully.
There are certain resources which are required to implement new system. They are defined as
 Finance- this is major resource which is needed by Jane to implement new system.
Finance is needed to buy new system, server, and other equipment to be used in it.
 HR- it is also a resource required by Jane. She will require skilled and experience
employees to operate and give training to staff on how to use system.
 Other resources- Jane will require other resources such as communication tools,
computer system, etc in order to implement the new IT system. Moreover, she may
require software and tools as well in order to implement the system in effective way.
TASK 9: Identify the potential risks and risk management strategy for Jane in her
implementation of the new system.
In order to implement new system there are several risk which can occur. The risk can highly
impact on its implementation. Thus it is necessary for Jane to identify those risks and on basis
of that develop strategy to mitigate it. So, the risks are as follows
POSSIBLE RISKS RISK MANAGEMENT STRATEGY
Failure of IT system due to technical error Here, risk can be minimised by testing the
overall system to be implemented in it. This
will ensure that there is less chance of failure
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in it. Thus, each system needs to be tested.
Lack of skilled employees As new and advance IT system is being
implemented so there might be experienced
or skilled staff to handle and manage it. This
risk can directly impact on its working and
existing staff may not be able to operate it.
Here, staffs need to be given training in it.
This will enable them to operate system
Resistance to change Here, Jane can make them aware about new
system and benefit or working in it. She can
prepare a plan on how to execute and work
with system in effective way (Baškarada,
Watson.and Cromarty, 2016).
TASK 10: What leadership style/s (Autocratic, democratic, Situation or transformational)
should Jane demonstrate to effectively promote the change? Explain your reasoning based on
the situation.
Democratic Style- it is known as the participative leadership as in this style members of the
group more collectively participated in decision making process as leaders are also taking the
opinions of the decisions so as in Jane demonstrate she needs a style where all the members
within the group provides their own opinion. She is the one who wants that employees
provides feedback as well as decide which of the two proposed systems will suit her
department’s activities better. Jane also works towards to built a positive environment and for
there must be needs of the entire employee’s loyalty, their participations there for the
betterment of the firm and its operations (Spurgeon, Clark. and Ham, 2017).
Scenario 3
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Jane has now worked in the local government department as a team leader for six months.
Her team is beginning to work more effectively together. Jane’s objective is to continue to
develop her team members so they feel empowered and encouraged to suggest new and
innovative ways of working.
A key strategy to further develop the team is through increasing team members’
responsibilities. This will provide training and development opportunities for the team. Jane
needs to consider how to delegate so she can assign new tasks to team members. She
identifies three team members who have expressed an interest in taking on more
responsibilities. Jane begins to delegate tasks to these three team members.
Gill is the currently the team’s administrative assistant and is interested in managing the
budgets. She is also keen to undertake further studies in managing finances. Dephti is
interested in marketing and wants to become involved in the marketing strategy. Mai
currently does data entry but is more interested in customer service and sales.
Read the questions below and provide some strategies for Jane that address the needs outlined
in each question.
TASK 11: Outline the steps in delegation that Jane should follow.
It is necessary for Jane to assign and delegate more roles to team members so that they are
capable as well. For that it is required that Jane should follow certain steps in delegating
tasks. This is because it will enable in doing it in systematic way. So, the steps are
Prepare- It is first step in which Jane will prepare that who needs to be assigned what role.
For that she can analyse performance of team members. Thus, preparing plan will make
things easy for her.
Assign- this step Jane can assign roles to employees who are ready to take it. She can identify
interest of each member and on basis of that assign role of them. it can be done in face to face
meeting.
Confirm understanding- here, Jane can confirm the understanding of member that what his
role and responsibility is what he has to do, etc. Also, Jane can ensure that member is able to
understand his role in clear way.
Confirm accountability- this step is crucial as her Jane can make sure member is able to take
accountability of his role. So, here it gives confirmation of delegating of more roles to
member and making it clear. Thus confirmation is taken.
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Ensure accountability- it is last stage in which Jane can delegate role and responsibility to
member. She can ensure that person is accountable for this role which is being delegated to
him or her.
Note: For TASKS 12 and 13 you will need to put yourself into the role of Jane instead of
being her manager.
TASK 12: Jane needs to conduct a training needs analysis for the team members to ensure
they can take on increased responsibilities and new tasks, as well as develop a training plan to
address gaps. As a leader you participate and provide support to Jane so that she can conduct
a training needs analysis and develop recommendations to address gaps for Gill, based on the
following template. To
complete this template use one of your co-workers to act this role-play as Gill while you play
the role of Jane. This is the first section of the role-play. Attach a script after the template.
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1 TRAINING NEEDS ANALYSIS (TNA) TEMPLATE
EMPLOYEE NAME: POSITION TNA DONE BY:
Major
tasks of
position
Training/skills
development
required?
If yes,
identify
what
training
needs
exist
How will
this be
achieved?
(eg on the
job,
external
training)
When?
W
h
o
to
o
r
g
a
ni
se
?
T
r
ai
ni
n
g
p
r
o
vi
d
er
?
Y N
Gill Yes It will be
achieved by
on the job
training
During his job
role
Jane
What do we want to achieve in the period ahead?
This main purpose is to fulfil gap of Gill and provide training of required skills. So, in ahead
period it will be achieved the improved skills and knowledge of Gill. Through that, he will
be able to carry on more roles and responsibilities. By that it will be easy for Gill to grow in
career.
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Where do you/we see your career progressing in the next two years?
I see that by attending the training session i will be able to take more roles and
responsibilities which will be beneficial for my future growth. It will help me to become a
great team leader in future. Also, i will learn about how to lead a team, what leadership style
is followed, how support is to be given, etc. Moreover, i will learn about various skills as
well such as communication, team working, decision making, etc. This will help me in
enhancing my ability to become a leader. So, that i can become a great leader or manager
How are we going to make this happen?
I will make this happen by taking training session and improving my skills and knowledge.
For that I will do on the job training and learn new things. In addition, I will learn from
supervisors, trainer, colleagues, etc. Besides that, I will develop short and long term goals
related to what I have to learn. Alongside, I will take feedback from others as well to identify
area in which I m lacking and then improving that with help of PDP (Aggestam, and
Johansson, 2017).
What will you need from the company to help you to reach your career goals?
In order to achieve my career goals i need support from company as well. In this i need that
they provide me continuous training so that i am able to accomplish short term goals and
then long term. Along with this, i want my company to analyse my skill gap and provide me
training. It can be either on or off the job training. This will enable in addressing my training
needs. So, my weakness will be improved and i will gain high and advance skills.
TASK 13: Outline how Jane can support her team to complete their delegated tasks. To
complete this task use one of your co-workers to act this role-play as Gill while you be the
manager Jane. This is the second section of the role-play. Attach the role-play script inside
the textbox below.
Jane- hello members, here, I am going to support you to complete their task. With that we
becomes easy to attain team goals in effective way. So, here I will use various ways in
completing delegating tasks of team member.
Team member- so, what is to be done?? Jane.
Jane- I will prepare a plan and provide schedule to them that what task is to be done, when
and how. Hence, in this way, I will support you in following of that schedule and
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continuously guiding them. In this way task can be completed within given deadline
(Anderson, 2017).
Team member- is there any other way?
Jane- yes of course, another way is that I will you by performing complex task and assign
simple task to you all. It will be easy for both of us to complete given task in time. Therefore,
doing complex tasks will save time of team and it will decrease pressure from them. They can
work freely and perform task.
Team member- Wow that’s great..
Jane- Thank you
Jane- I have another idea. That is I will categorise priority task and then ask you to complete
them first so that no time is wasted by them in completion of task. Therefore, by doing
priority task will save time of team member and it can be finished easily.
All team member- that’s great
Jane- at last I will encourage you to do task. For that I will motivate them by giving rewards
on basis of their performance. Thus, with help of rewards and benefits we will complete
delegated tasks. This is the best way through which Jane can support her team.
Hence, these are some ways by which Jane can support her team to perform tasks. It
will be easy in understanding and working in team. However, it require support of leader as
well in completion of tasks (Berkovich, 2016).
Scenario 4
Jane has been a team leader in a local government department for 12 months now. Her key
achievements during that time have included changing the culture of her team to one that
takes pride in achievement, implementing the new computer system and facilitating positive
work relationships. Jane reflects on the skills she still needs to develop and identifies the
following list:
 Increase knowledge of leadership strategies
 Increase knowledge of industry best practice
 Represent the organisation at industry seminars and conferences
 Develop more business networks
 Improve negotiation skills
 Increase knowledge of IT communication systems such as video conferencing
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 Improve skills in conducting performance reviews
Read the questions that follow and provide some strategies for Jane that address the needs
outlined in each question.
TASK 14: Consider three professional development opportunities for Jane in the next 12
months. Prepare a learning and development plan based on the following template for Jane to
improve her knowledge and skills. To complete this task use one of your co-workers to act
this role-play as Jane while you be the manager. This is the third section of the role-play.
Attach a script after the template.
Individual Professional
Development Plan
Staff Name
TIMEFRA
ME
Personal goals: (Optional)
(e.g. May be planning retirement,
may be wanting to develop new
skills, change careers, major
changes to personal life etc)
Professional goals:
(e.g. Positional goals, gaining further
qualifications, Memberships of
Boards, Professional Associations
etc)
Next 12
months
Increase knowledge of leadership
strategies
Increase knowledge of industry best
practices
Increase knowledge of IT
communication skills
Planned Activities for reaching
personal goals
Planned Activities for reaching
professional goals
Next 12
months
The strategy to learn knowledge
about leadership strategy is to read
books of leaders and search on
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internet. Another strategy is to solve
case studies based on leadership.
For increase knowledge of industry
practice first strategy is to learn from
internet. Another strategy is to attend
seminar and program related to
industry practice and learn from that.
To gain knowledge of IT system
first strategy is to use internet and
learn from it. Then, other strategy
is to read books of IT system and
use various tools and techniques in
it. Another strategy is to attend
training session and gain
knowledge.
Coordinator Signature____________________
Employee Signature______________________
Date:
TASK 15: Develop a three minute PITCH to encourage and explain Jane the benefits of
participating regularly in business networks. To complete this task use one of your co-
workers to act this role-play as Jane while you be the manager. This is the fourth and last
section of the role-play.
PITCH
Hello team members,
Jane – Good morning all!!!.
Team members- Good morning Madam..
Jane- Today i am going to tell you about the benefit of participating regularly in business
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network. This will enable you to identify importance of it and how it can help in your career
growth and development. So it begins as
Jane- The main benefit of business network is that it consists of manager, leader, employees,
etc, of different companies who are at various post and performs varied roles and
responsibilities. So, it provides knowledge about career opportunities and developing strong
connections.
Jane- Another benefit is that participating allows in providing support in career growth and
development. The network show direction in which prospectus growth opportunities lies and
how it can be beneficial for us (Berkovich, 2016).
Team members- Hey, what are other benefits in it???
Jane – first is that the business network allows in getting access to job opportunity if there is
vacant post available. By giving contact out reference it becomes easy to get access of those
job offers. Hence, contacts enable in keeping update of job offer
Jane - Another benefit is regularly participating allows in establishing and developing contact
and relation with other people. So, in case of any work of growth related query it is easy to
take advice from them. Thus, they give best and suitable advice regarding our career growth
and support us in achieving it as well.
Jane- The business contact also helps in advancing out career. They help in attaining our
goals by giving right direction. Moreover, it is useful in building out confidence as well. By
taking their advice we are able to learn from them regarding skills, ideas, tactics, etc. Thus,
their ideas and suggestions can be applied in accomplishing our goals and career objectives
(Sousa. and Rocha, 2019).
Large connections of business network provide different ways in which we can progress. So,
it becomes easy to identify a path and with help of business network we can attain our career
goals.
Thus, these all are the benefits and key message to you all is that participate regularly
in business network and create strong one so that it can be useful in building successful career
(Yang, Chawla. and Uzzi, 2019)
Jane- Thank you all.
Scenario 5
Statement of business ethics
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The purpose of this Statement of Business Ethics is to raise private sector awareness of public
sector values. It is critical that Council and its private sector contractors, suppliers,
consultants, tenderers or business partners have mutual expectations of the relationship. This
Statement defines the principles of conduct that are expected of both parties in order to
ensure the integrity and professionalism of both organisations is enhanced and is a statement
of Council's values and systems of accountability.
The Council is committed to ethical business practices based on public duty principles.
Council's business principles are as follows:
 All procurement is conducted on the basis of value for money
 All business relationships with external parties will be transparent
 Procurement and appointment decisions will be based on merit and will be impartial
and will not take extraneous issues into account
 Council procurement decision making processes will be open (where practicable) and
accountable.
Value for money means an estimate of the worth or desirability of the goods or services
offered. This can include such factors as initial cost, whole of life cost, quality, the extent to
which the goods or services meet the specified requirements and also social and
environmental responsibilities. Transparency means visible and verifiable confirmation of the
integrity of the purchasing process and compliance with relevant legislation and adopted
Council procedures. Impartiality means the purchasing process must be undertaken in a fair,
objective, consistent and businesslike manner, leading to improved performance and cost
effective methods of doing business for Council. It does not mean pleasing everyone. We
strive to be impartial by ensuring that our processes are appropriate.
TASK 16: Prepare a meeting presentation that you plan to deliver to your department (that
includes Jane, other team leaders and other team members) in regards to business ethics and
employee ethical conduct. Your presentation slides must not exceed more than 10 slides and
must cover the following topics:
 What is business ethics?
 State your own personal beliefs to your staff members.
 Why our organisation needs to be ethical?
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 What do you expect from the council staff members?
 What are the expectations of contractors and other business partners?
 Develop and mention your rules and policies to Incentives, gifts, benefits, hospitality,
meals, travel & accommodation.
 Explain your staff members what conflict of interest is and how they are supposed to
avoid such situations.
Done in ppt
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2 REFERENCES
Books and Journals
Aggestam, L. and Johansson, M., 2017. The leadership paradox in EU foreign policy. JCMS:
Journal of Common Market Studies, 55(6), pp.1203-1220.
Anderson, M., 2017. Transformational leadership in education: A review of existing
literature. International Social Science Review, 93(1), p.4.
Bäcklander, G., 2019. Doing complexity leadership theory: How agile coaches at Spotify
practise enabling leadership. Creativity and Innovation Management, 28(1), pp.42-60.
Baškarada, S., Watson, J. and Cromarty, J., 2016. Leadership and organizational
ambidexterity. Journal of Management Development.
Beer, M., Finnström, M. and Schrader, D., 2016. Why leadership training fails—and what to
do about it.
Berkovich, I., 2016. School leaders and transformational leadership theory: Time to part
ways?. Journal of Educational Administration.
Pitelis, C.N. and Wagner, J.D., 2019. Strategic shared leadership and organizational dynamic
capabilities. The Leadership Quarterly, 30(2), pp.233-242.
Popescu, G.H. and Predescu, V., 2016. The role of leadership in public health. American
Journal of Medical Research, 3(1), p.273.
Popli, S. and Rizvi, I.A., 2016. Drivers of employee engagement: The role of leadership
style. Global Business Review, 17(4), pp.965-979.
Sousa, M.J. and Rocha, Á., 2019. Leadership styles and skills developed through game-based
learning. Journal of Business Research, 94, pp.360-366.
Spurgeon, P., Clark, J. and Ham, C., 2017. Medical leadership: from the dark side to centre
stage. CRC Press.
Wenner, J.A. and Campbell, T., 2017. The theoretical and empirical basis of teacher
leadership: A review of the literature. Review of educational research, 87(1), pp.134-
171.
Yang, Y., Chawla, N.V. and Uzzi, B., 2019. A network’s gender composition and
communication pattern predict women’s leadership success. Proceedings of the
National Academy of Sciences, 116(6), pp.2033-2038.
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Submit the presentation slides and attach them as APPENDIX 3.
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MARKING RUBRIC FOR ALL TASKS (for trainer use only)
The assessor needs to use judgment in providing marks for the tasks based on learner
performance.
TASK NO. MARK ALLOCATED MARK RECEIVED
TASK 1 10
TASK 2 4
TASK 3 4
TASK 4 4
TASK 5 4
TASK 6 4
TASK 7 4
TASK 8 4
TASK 9 4
TASK 10 4
TASK 11 4
TASK 12 10
TASK 13 10
TASK 14 10
TASK 15 10
TASK 16 10
TOTAL 100
ROLE-PLAY ASSESSING RUBRIC (for trainer use only)
The Trainer is to assess the learner’s performance in TASK 12, TASK 13, TASK 14 and TASK15
using the role-play Checklist provided below.
DID THE CANDIDATE C NYC
Identify some areas of training & development for the staff member?  
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Discuss the TNA (Training Needs Analysis) questions with the staff
member?
 
Outline on ideas to the staff member for supporting a team to complete
their delegated tasks?
 
Identify and explain three professional development opportunities for the
staff member in the next 12 months?
 
Prepare a learning and development plan for the staff member while
discussing?
 
Deliver a three minute PITCH to encourage and explain the staff member
on the benefits of participating regularly in business networks?
 
PRESENTATION 1 – TASK 1 – ASSESSING RUBRIC (for trainer use only)
The Trainer is to assess the learner’s performance in TASK 1 using the assessing rubric provided
below.
DID THE CANDIDATE C NYC
State the Vision, objectives and values of the organisation?  
Clearly explain how the employees should assist in reaching those
organisational goals?
 
State what he/she expects from all new employees?  
What they are entitled to do and what they should not do (based on your
workplace culture)?
 
Explain the new staff members on how he/she will help them and assist
them as a leader?
 
PRESENTATION 2 – TASK 16 – ASSESSING RUBRIC (for trainer use only)
The Trainer is to assess the learner’s performance in TASK 16 using the assessing rubric provided
below.
DID THE CANDIDATE C NYC
Explained what is business ethics to the audience?  
State his/her own personal beliefs to your staff members?  
Illustrate why the organisation needs to be ethical?  
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Explain what he/she expects from the council staff members?  
Explain what he/she expects from contractors and other business
partners?
 
Develop and mention the house rules and policies to Incentives, gifts,
benefits, hospitality, meals, travel & accommodation?
 
Explain the staff members what conflict of interest is and how they
supposed to avoid?
 
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APPENDIX 1
Links to further resources, theory, guides and templates
1. Develop a good presentation - https://business.tutsplus.com/tutorials/creative-presentation-
ideas--cms-27281
2. Pith and Presentation templates - https://slidebean.com/presentation-templates/
3. Institute of Business Ethics (Resources on Business Ethics) -
http://www.ibe.org.uk/resources-and-codes-of-ethics/52/52
4. Further links to business ethics - http://www.ethicssage.com/ethics-resources.html
5. How To Delegate The Right Tasks To The Right People -
https://www.briantracy.com/blog/leadership-success/how-to-delegate-the-right-tasks-to-the-
right-people-effective-management-skills-for-leadership-success/
6. How to delegate (with pictures) - http://www.wikihow.com/Delegate
7. Forbes (How to Delegate More Effectively in Your Business) -
https://www.forbes.com/sites/martinzwilling/2013/10/02/how-to-delegate-more-effectively-in-
your-business/#7870fcd469bc
8. Training Needs Analysis (TNA) Guide -
http://www.skillnets.ie/sites/skillnets.ie/files/imce/u7/tna_guide_2013.pdf
9. Risk Matrix - http://www.jakeman.com.au/media/whats-right-with-risk-matrices
10. How to conduct risk analysis and use the Risk Assessment Matrix -
http://www.brighthubpm.com/risk-management/88566-tool-for-assessing-project-risk/
11. Australian Leadership Foundation (LEADERSHIP TOOLS) -
http://leadership.org.au/resources/leadership-models-tools/
12. Leadership styles: Understanding and using the right one -
https://www.informa.com.au/insight/leadership-styles-understanding-and-using-the-right-one-
for-your-situation/
13. 5 Ways top project managers allocate their resources - hhttps://blog.resourceguruapp.com/5-
ways-top-project-managers-allocate-their-resources/
14. FAIRWORK Ombudsman (Consultation and cooperation in the workplace, Best Practice
Guide) - https://www.fairwork.gov.au/how-we-will-help/templates-and-guides/best-practice-
guides/consultation-and-cooperation-in-the-workplace
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APPENDIX 2
Attach TASK 1 slides here.
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APPENDIX 3
Attach TASK 16 slides here.
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