Leadership and Management: Role Play, Work Plan, and Risk Assessment

This assignment presents a comprehensive analysis of leadership and management principles through three key components: role-playing scenarios, the development of an employee work plan, and the creation of a risk management plan. The role-play component involves simulated conversations between a manager and an employee, focusing on work allocation, resource management, and performance expectations. The employee work plan outlines objectives, key result areas (KRAs), and key performance indicators (KPIs) to align individual performance with organizational goals. The risk management plan identifies potential risks, assesses their likelihood and impact, and proposes control measures to mitigate them. The assignment aims to demonstrate practical application of leadership concepts in a business context, providing a framework for effective communication, performance management, and strategic planning. The student's work includes documentation of the role-play conversations, the structured work plan, and the risk management plan, highlighting the interdependencies between these elements in achieving organizational objectives.

Part 1 Role play documentations
Role Play 1
In role-play with the Garden Centre Manager, consult on work to be allocated and resources
available?
For example, they:
● discussed strengths and weaknesses of the employee:
○ gathered a sense of the employee’s aptitude
○ gathered informal feedback to relay to the employee so the employee
can start off with a realistic sense of the expectations of the position
and how hard they may have to work to close any
performance/skills/knowledge gaps
● discussed expectations for the employee and needs for filling the position
with this resource, and discussed the position description
Myself: According to the in-house briefing, there is still a lot of room left for allocation of work, as
well as available resources. Please provide me with the requirements so that the gap could be filled
quickly.
Garden products manager: One of the major position which requires additional resource is Sales and
Revenue Manager. For this purpose, I have an employee in mind.
Myself: Provide me a briefing of the individual in question and about his aptitude.
Garden products manager: Name of the employee is Kim and she works in the finance department
of our company. I wish to transfer her to our budgeting department as she has a high aptitude for
this work, that could turn her into a real asset for the firm.
Myself: Very well! Provide me an insight of her competencies.
Garden products manager: Her performance in past companies is highly effective, and she
understands the concepts involving numbers really well. As for her strengths, she is a calculative risk
taker, along with possessing an impressive knowledge about accountancy and finance. Moreover,
she also have effective communication and problem solving skills. However, She has certain
weaknesses as well. She possesses very limited teamwork skills, which might be problematic for us.
Moreover, she also lacks in having effective time management as per the requirements of this
position.
Myself: She seems an apt person for the job role, however, she must be communicated well about
her weaknesses, along with opportunity for overcoming the same. This is because despite having an
effective knowledge, she might have to work really hard in relation to complete the assignments on
time.
Garden products manager: Absolutely! Moreover, I believe she is an ideal candidate as per the
position description of this post, according to which, her qualifications, skills and competencies all
match up to the desired requirements.

Myself: What shall be expected from Kim to fill up this position?
Garden products manager: That she must be agile, willing to work effectively, apply her concepts
appropriately, work in groups and manage time appropriately, as well as ensure that there is no
scope of error in her work.

Role play 2
In role-play with the seconded employee, develop work plans in accordance with operational plans?
For example, they:
● developed workplace objectives consistent with national and Wollongong
strategic directions, for example, sales training objectives (national and
Wollongong store):
○ staff are trained to competently perform all customer service related
tasks
○ staff are given pathways to learning and promotion
In role-play with the seconded employee, allocate work in a way that is efficient, cost effective and
outcome focused?
For example, they:
● worked within the performance management system to develop targets in
work plan that were consistent with position description
● set targets for KRA areas (within budget constraints (if any), for example,
with respect to training hours)
● set input and output KPIs, for example, training hours to drive sales
performance in accordance with operational planning; sales targets to meet
organisational need for revenue
In role-play with the seconded employee, confirm performance standards, code of conduct and work
outputs?
For example, they:
● briefly summarised how performance is measured and performance
objectives are set within the organisation, for example, from performance
management processes:
○ KPIs, activities and targets are to be set with reference to the relevant
sections of the organisation’s operational plan and position
descriptions
○ work planning is to take into account specific capabilities and input
from employees
● set performance objectives and completed a work plan in consultation with
the employee, in accordance with performance management processes
● discussed general expectations and code of conduct with employee
● gained employee’s agreement, for example, by signing work plan

In role-play with the seconded employee, develop and agree performance indicators with relevant
staff prior to commencement of work?
For example, they:
 set targets and KPIs for upcoming six months (until next performance
review, as per Australian Hardware performance management procedures)
for example:
o $8,000 sales revenue per month
o 8/10 score on customer focus
o two minutes to complete sales transaction
o 20–30 training hours
 agreed upon work plans and associated targets and activities with the
employee
 used appropriate tone and language to interact with employee (can be
less formal and assertive than with manager)
Myself: Kim! I believe that there are certain requirements within the company about structured
work plans for our resources to work upon. Moreover, if we consider you for the post of Sales and
Revenue Manager, what objectives would you have to provide?
Kim: There are certain objectives which I have to propose. The very first one Is related to driving up
sales of the hardware and homeware division. Another would be to set up weekly plans for staff to
perform against in order to ensure that the performance objectives of the workforce are being met.
Moreover, revenue generation would become another prominent objective.
Myself: Along with this, I would like you to work on long term objectives for enhancing the number
of customers effectively and ensure higher footfall. Moreover, another objective in this regard is to
set up a new marketing training scheme which would allow the employees to learn about more
robust ways to enhance the website traffic, that would be driving up our sales.
Kim: Duly Noted! I would be setting up a training scheme which would directly increase the sales
figures of the company. For this, Simulations seem an ideal option. Moreover, to enhance sales of
hardware, the division would be working on differentiating the products to appeal to the market.
Myself: The work for the position description must be allocated cost effectively. For this purpose,
kindly provide certain KRAs and KPIs?
Kim: We would be setting out KRA's and KPI's to secure the additional cost of training. For instance,
training programs for first 3 months would be set up for the employees of production, sales and
revenue division, that would be driving up the efficiency of in relation to sales. Another key result
area would be revenue generated in 6 months. As for KPI, a 20% enhancement in sales seem to be a
viable option for me, along with around $10,000 monthly revenue.

Myself: I would propose that there must be certain performance standards for you too. For example,
your effectiveness in spontaneous problem solving, along with development of appropriate
workplace policies would be measured against the set standards. Moreover, another performance
standard would be time constraint, as each report must be effectively completed on time. Moreover,
another standard is related to quality of the monthly sales report.
Kim: Please give an account upon the code of conduct you expect from me in this role?
Myself: Honesty, integrity, transparency of information, as well as effective communication are
essentials of the code of conduct.
Kim: I would be working at par with the expectations and would also be appropriately enhancing my
skills during this transition period.
Myself: All the effective and necessary elements of the job role have been duly communicated to
you and I hope you agree with the terms to formulate the agreement plan.
Kim: Absolutely, the KPI and KRI, along with my performance standards are very much clear to me.
Myself: There are several targets which I have set up. For instance, appropriate segregation and
calculation of monthly sales, along with at least 5% increase in sales each month.
Kim: I agree to the above demands and would try to provide the desired results.

Part 2 Employee work plan
KRA Activities/goals Measurement/KPIs Accountability/dependencies
Financial  Setting up Financial
Reports
 Development of
balance sheets for
company reviews
 Timely accomplished
reports
 Fine Quality completion
 Senior Finance Manager
Internal process  Development of
Workplace policies
 Performance standards of
employees
 General Manager
Customer focus  Setting up Sales
Targets
 High Sales figures  Senior Sales manager
Development  Setting up
Production Costs
 Effective Savings in
production cost
 Senior Sales Manager
Guide;
Check Power Point / Presentation 1

Part 3 Risk management plan
Risk Risk likelihood Risk impact Controls Monitoring Timelines Responsible
Equipment Failure HIGH Might result in
deletion of data.
To ensure the same,
software for
protection are being
installed for timely
back up.
Head of IT department 2 Months Sales and revenue
Manager
Inappropriate
Communication
Medium This would result
in inappropriate
gathering of data
that might
enhance errors.
To ensure correction,
communication
channel is being
developed for instant
feedback and sharing
of information.
Senior Sales manager 4 Months Sales and Revenue
Manager
Inappropriate
Forecasting
Low This might lead
to ineffective and
irrelevant
development of
projected
statements
High quality training
would be provided to
the individual to
ensure effective and
anticipated forecasts
Senior Finance Manager 6 Months Human Resource
Manager
Guide:
● identified three risks consistent with the scenario and organisational risk management planning, for example:
○ difficulty sourcing or training skilled and experienced staff
○ failure to comply with legislation in jurisdictions across Australia, for example, environmental, consumer, anti-
discrimination, WHS