Effective Management and Communication Assignment Analysis

This assignment solution addresses key concepts in management and communication, focusing on practical applications and models. It provides a detailed analysis of SMART goals, the PDCA cycle, the TELL approach, the GROW coaching model, and the BEER model. The solution demonstrates how these frameworks can be applied to improve employee performance, enhance communication strategies, set and achieve objectives, and address issues such as late support team responses and missed deadlines. The assignment emphasizes the importance of feedback, employee empowerment, and leadership in fostering a productive and efficient work environment. References to relevant academic sources are included to support the analysis and recommendations. The solution is designed to assist students in understanding and applying these management and communication principles in real-world scenarios.

Running head: MANAGEMENT AND COMMUNICATION
Management and Communication
Name of the Student
Name of the University
Author Note

1MANAGEMENT AND COMMUNICATION
1) There are five components of the SMART goals. These five components are specific,
measurable, attainable, and relevant and time bound.
Specific Measurable Attainable Relevant Time-bound
Enabling all the
employees to
achieve the
objectives of the
company in the
given time
Providing the
training to each of
the employees
within a certain
time frame based
on their
capabilities
(Bjerke and
Renger 2017).
This goal is
achievable and
skillful employees
can definitely
surpass the goal
with their abilities.
This goal is
relevant as this
will improve the
productivity and
quality of the
company.
The gial will have
to be achieved
within the next six
months.
2) The support team in the organization is responding very late and this has created a rage
among customers. Planning and Doing are two most important stages of the PDCA model. These
two steps can be used to improve the support team if individual targets are set for the members of
the support team (Mone, London and Mone 2018). This will be done according to their previous
performances only. In the second stage of ‘Doing’ stage, the performance of the support team
employees will be evaluated on how they have put up their performances (Bjerke and Renger
2017). This will be followed up by motivating them for more good work and contribute the cause
of customer satisfaction.
3) The TELL approach will help to give instructions to the subordinate employees as the
supervisor. The four steps of this model are teaching, empowering, leading and learning. In the

2MANAGEMENT AND COMMUNICATION
first step, all the basics of the maintenance works will be taught to the students. In the second
step, employees would be empowered to commit to their jobs completely. They must work hard
and cater to the needs of the organization (Bjerke and Renger 2017). The supervisor will have to
lead from the front for motivation and set the perfect example. In the final stage, employees will
learn the perfect ways of getting the job done with accuracy.
4) The GROW coaching model will be very crucial to give training to the subordinate
employee who has declined his work performance in case of the maintenance works. The first
step is Goal where the supervisor will make him aware of the company’s objectives and his
individual aims (Patphol 2018). The second step is Reality where the subordinate employee will
be shown his performance graph. Comparisons will be done between his previous appreciable
performance and declining performance in the present. In the third step Options, the subordinate
employee will be given various alternatives through he can improve his performance. Finally, in
the fourth stage Will, that subordinate employee should provide his best efforts for development
(Chakraborty 2016).
5) In order to improve the condition from the missing of deadlines, it should be said that
employees should be given the constructive feedbacks for their developments. The BEER model
would be helpful in this context. In the first stage, behaviors of employees will be observed to
find out their approaches (Patphol 2018). All the probable options will be tried upon so the
condition can be improved. Employees would be interviewed by supervisors to give a solution
for this scenario on their own understanding. Finally, positive results will be welcomed for better
performances by meeting all project deadlines.

3MANAGEMENT AND COMMUNICATION
References
Bjerke, M.B. and Renger, R., 2017. Being smart about writing SMART objectives. Evaluation
and program planning, 61, pp.125-127.
Chakraborty, A., 2016. Importance of PDCA cycle for SMEs. SSRG International Journal of
Mechanical Engineering, 3(5), pp.30-34.
Mone, E.M., London, M. and Mone, E.M., 2018. Employee engagement through effective
performance management: A practical guide for managers. Routledge.
Patphol, M., 2018. Coaching Model for Enhancingthe Learning Skills and Self–Development
Characteristics of Graduate Students. Veridian E-Journal, Silpakorn University (Humanities,
Social Sciences and arts), 11(4), pp.140-157.