Employment Skills Report: Performance and Skills at National Trust

This report provides a detailed analysis of employment skills essential for a management role, focusing on communication, problem-solving, and teamwork within the context of the National Trust. It evaluates the author's current skills against the standards required for the job, assessing effectiveness and recommending areas for self-improvement, including non-verbal communication, leadership, and decision-making. Furthermore, the report explores motivational techniques such as gamification, trust-building, and setting achievable goals to enhance performance. It also examines how to address workplace conflicts and bullying, and the impact of the suggested strategies on the business. The report covers the roles of individuals in a team and strategies for improving team dynamics and effectiveness, concluding with recommendations for improved performance and workplace harmony.

Employment skills

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P 1.1 Set of own responsibility the performance skills of the job...............................................1
P 1.2 evaluation of the own effectiveness against the objectives ..............................................3
P 1.3 Recommendation for the self improvement.......................................................................4
P 1.4 how ton improve the quality of performance with the help of the motivational
techniques....................................................................................................................................5
LO 2.................................................................................................................................................6
P 2.1 Develop solutions to work-based problems.......................................................................6
P 2.2 Communicate in a variety of styles and appropriate manner at various levels..................6
P 2.3 Effective time-management strategies ..............................................................................7
Effective time-management strategies ......................................................................................7
LO 3.................................................................................................................................................8
3.1 Roles played by an individual in a team and the ways in which they can work together to
achieve shared goals....................................................................................................................8
3.2 Activities which can help in developing team dynamics and improve its effectiveness....10
3.3 How a self managed group will help to improve motivation and performance within the
group.........................................................................................................................................11
LO 4...............................................................................................................................................12
4.1 Tools and Methods for developing solutions to the problem of workplace bulling and
conflicts at National Trust.........................................................................................................12
4.2 Strategy for resolving potential bullying and workplace conflict problem at National
Trust..........................................................................................................................................13
4.3 Potential impact on the business of implementing the strategy with financial and non
financial impacts on business....................................................................................................14
CONCLUSION..............................................................................................................................15
REFERENCES .............................................................................................................................16

INTRODUCTION
Employment skills are transferable skills require to make a person employee. This skills
help to do the work smoothly, to do work efficiently and effectively. This skills make a person
desirable for the organisation(Bakhshi and et.al., 2017). HR managers who hire the employees in
organisation always check these skills of the employees. There are various types of the
employment skills are required to preform the job like communication, teamwork, critical
thinking, ethics and technical skills, the following skills help to do the work in effective manner.
This report is based on the study of national trust an organisation named in rebuilding the old
places in new ways and keep secure those places and welcome everyone there. It was established
on the 1895. it current president is Charles princes of Wales. It revenue was 494 million pounds.
This report will includes the own responsibilities and performance objectives and effectiveness
against these defined objectives. This will also includes the motivational techniques to improve
the quality performance. Further this report will includes the roles which individuals can play in
a group and tools and methods for developing solutions to the potential problem of workplace
bullying and conflict, within the National Trust. This also includes solutions to work-based
problems, variety of styles and appropriate manner at various levels and time-management
strategies
LO 1
P 1.1 Set of own responsibility the performance skills of the job
My current skills Standards required National trust requirements for
the job
Communication- all the person
who look for the job is have to
convey the clear information
so that the person get
understand is and take further
actions. As a managers I
required excellent
communication skills so that I
can easily get the job done and
The standard required for the
jobs as a mangers is a
excellent communicator. And
the problem of the hesitation
should not be there in the
person. I have good
communication skills which
are required for the job.
National trust is required the
good oral communication
skills in its employees or for
the post of the manager. Oral
or verbal communication
means the person can use
words, written or the face to
face talk to express its ideas
and views to the others. This

guide my superiors and
subordinates about the jobs.
This will help to guide the
subordinates easily.
Communication includes in
different aspects-
 non-verbal
communication.
 Oral communication
 active listening
 attentive.
I have good communication
skills in all the aspect except
the non-verbal communication.
the core requirement or the
national trust.
Problem solving skills-
problem solving skill means
that the a person how to handle
the situation or how a person
solve any problem given to
him. There can be various
methods of solving the same
problems. But if the person is
having good problem solving
skills than he will solve the
problem in the best and
optimum way. I have good
problem solving skills I always
analysis the every situation
and divide it in small parts and
solve it in optimum solutions.
Standard of the problem
solving skills is to get the
solution of every problem in
the optimum situation that can
gives the best results and it
will the cost efficient for the
organisation. The person who
handling the situation must
have the analytical skills and
find out the solution and than
analyse the answers and check
the drawbacks of the all the
answers.
National trust is required the th
person having good problem
solving person who can
specially solve the problem
facing the clients and the
employees and it also requires
the skills of the analytically
solve the situation with its
optimum solutions.

Team working- working with
the fellow employees with the
in coordination, and make
teams efforts in the
organization. This is one of my
best skills that working the
environment where I always
try to make team efforts while
working in the organisation.
Standards required for the
team working is the person
who can easily work in the
team efforts and make the
whole organisation working in
teams efforts.
For the job managers the
national trust is requires a
person having the coordination
with the teams employees and
who can work as the team
leader and motivate the whole
teams for the team efforts.
P 1.2 evaluation of the own effectiveness against the objectives
Skills Effectiveness for the organisation
Communication For the better functioning of the organisation It
requires a employee having good
communications skills and the person who can
communicate well in the organisation so that
employees expectation should be clear. If the
expectation of the employee are clear so that
this will help to increase there work
performance in the organisation. For that I can
say that the I will be the useful assets for the
organisation because of my communication
skills and the my effective guidance to the
employees.
Problem solving skill Every organisation looks for a person who is
having the communication skills also with the
problem solving skills. This skills means the
person who solve the situations with the
optimum solutions. It needs a person with the
analytical skills with the good knowledge of

the concern field. And have practical
knowledge of the work. And looking for this
skill I will be the right choice for the
performance of this job. Because I have good
knowledge in the field of the visitors
satisfaction and solving the problems regarding
the same. So my effectiveness forb the
organisation is to be completed.
Teams Working In the working of the all the task of the
organisation need to be working in the teams
so that it achieve its organisation goals easily
and effectively working in the organisation.
From the following point I will be the most
suitable person for the job due to my team
working and effective coordination among the
employees
P 1.3 Recommendation for the self improvement.
Above written are the my major part or the my strong parts on which I have command for the job
and those the major factors which are required for a managers. But there are some skills which
can be improved and this will give me upper head in the every situation and this will increase my
skills and make me more confident. Those skills are written below
Non-verbal communication:- non verbal communication means the communication without
using words or written documents. Or in simple words Its can be says that the sharing or express
the idea and thoughts without using the words and just by the expressions and the gestures. For
improving this I can learn the basics of the non verbal communication and like understand the
body language, postures, hand movement while sharing the idea and maintain the eye contact.
Avoid the slouching and arm folding. Ask for the honest feedback from the other party. Look
attractive while talking so that people give the attention.
Leadership skills:- leadership skills are those skills which are required to lead and motivate a
team. This skills are the most important for a manager. For the improvement of the this skill can

will by encouraging the employees working. Taking effective actions like talking to mirror and
play role as the leaders. Take the actions over the weakness an solve it by concentrate on the
goals and objectives.
Decision making skills:- for the better performance of the organisation there is managers who
take the right decisions at the right point of the time. Decision making is that to take decision
over the given problems or the future task is called decision making. To improve the decision
making I will work it by gathering information and understand the facts of the problem and take
time on the thinking over the situations analyse the results and check the impacts of the
solutions. Avoiding the impulsive decision or emotionally decisions so that it can improve my
decision making skills so that I can work more efficiently.
P 1.4 how ton improve the quality of performance with the help of the motivational techniques.
Gamify and Incentivize:- develop the healthy working environment and provide incentive for the
good works. Always encourage the employees with the better incentives fro there work and
motivate them to do work. Incentives can be monetary or non monetary, monetary are given it
terms of money like cash prices, bonus etc. and non monetary are like the appreciation letter,
recognition in work place. It motivates the employees for the and achieving the goals and
objectives of national trust(Cirillo, 2017).
Trust employees and realise it to them:- trust is the key to get work done easily because if
employees trust there employees than it will help to get motivate than. And employees will try to
complete their work on time and in an effective manner. Trust also encourage employees and it
increase the loyalty of employees towards the organisation and work for the betterment of the
working environment.
Set small weekly goals:- managers should set small goals on the weekly basis so that they do
efforts to complete the targets and achieve rewards from them. Managers should make sure that
the targets are achievable and employees will achieve them. This will impact as the boost the
morale of the employees
Be transparent:- always be transparent with the employees so that they will not feel that
organisation is hiding something from them and treat all the employees same basis and working
for the same post employees will be the same(Silva and Lima, 2017).

Recognise:- give recognition for the employees in the organisation. If any employee work good
them give them motivation. Also gives them teams and friendly working environment so that
they will get motivated and work for the completion of the goals of the company.
Take regular feedbacks:- mangers can also take the regular feedbacks from the employees so that
they get the problems of the employees and try to finds the reasons of the problems and make
sure that the problem will solves as soon as possible. This increase the morale of the employees
and make employees works towards the organisation goals(Taylor, 2015).
LO 2
P 2.1 Develop solutions to work-based problems
Work based problems:- there are various types of the problem which are faced in the daily work
life and get the solution of those problems is very important for every organisation. Problem
solving skills is priority for every leader to solve the problems arise in the company. According
to Karl Popper “ life is event of the problem solving” (The 4 Most Effective Ways Leaders Solve
Problems, 2019). it can be says that in a daily operations of business there will lots of problems
that will be arise daily and solve them is important for the organisation methods of work-based
problem solutions
 Identify the issues:- firstly managers should try to understand the problems and find out
the reasons behind the problems and try to get the solutions of the problems.
 Understand the interest :- after the identification of the problem next step is to
evaluation of the interest of the employees regarding to the problem so that it can the idea
that the actual reason of the problems(Lim and et.al., 2016).
 List the solutions of the problem:- after the evaluation of the public interest third step is
to evaluation of the possible solutions available for the problem. This solution can be find
through past experience, research, expert advice or suggestive guidelines.
 Evaluation of he solutions :- make the proper evaluation of all the possible solutions and
find out the merits and demerits of all the solutions available with the management.
 Select the best option :- after the evaluation the mangers have to select the best solution
from the available options which gives the best results. In this step problem solving steps
plays a major role in the selecting the best alternative(Almalki, 2019).

P 2.2 Communicate in a variety of styles and appropriate manner at various levels
Various style of communication are as follows
open communication :- in this kind of communication is a informal way of communication. In
this style of communication person is free to express the ideas and the emotions without any
hesitations and without any fear to share to anyone. This style is convenient for the friends and
colleague.
reserved communication:- in the style of communication person is bounded to share the ideas
freely. It have to maintain the position gape while talking. This type of communication is
suitable in superior-subordinate relationship(Teng and et.al., 2019).
indirect communication:- in this style of communication peoples use he process of the
communication with indirect ways. In this person is always concentrate on the factual details and
the facts and figures. Example of this type of communication can be seen in the stakeholders
talking to top management through the executives.
direct communication:- face to face formal communication is consider in the direct
communication. Two person of groups talking directly and finding the solutions of there
problems. Like a boss gives instruction to its employees.
For the national trust the direct communication will be the best choice of communication because
it solve the problems and give the best result for the firm and it gives the urgent
feedbacks(Hodgson and et.al., 2017).
P 2.3 Effective time-management strategies
Effective time-management strategies
Time management- it is
important for every
organisation because value of
time is key to success in the
long run. If a mangers works
more than better will be
understandings. If someone
wants to more utilisation of
the time than it have stop
Prioritization:- set the
objectives according to the
priorities of the work. In this
managers arrange the work
according to importance of the
projects and so that it will not
miss the important project and
complete the urgent
works(Lane and Conlon,
Use the planning tools:- use
the different planning tools to
manage the time. This tools
help to manage the time
according to the works .this
planning tools are
recommanded by the experts
of the time management. This
tools increase the productivity

wasting the time(Varathan and
et.al., 2018). For the better
management of the time
mangers should adopt the
following strategies
Know how to manage the
time:- in this strategy of the
time management says that
the managers should analyse
time according to it duration,
which task will take how
much time. This will help to
set the workings and waste
time will be reduces and this
will help to manage the time.
For example devote the time
for the family, job, personal,
and recreation. So that time
will be managed(Lim and
et.al., 2016).
2016).
Schedule time properly:- it
means that the schedule the
time according to the it time
requirement. Divide the time
and schedule it as the time will
consume in the doing of the
task(Pedulla, 2016).
Schedule time properly:- it
means that the schedule the
time according to the it time
requirement. Divide the time
and schedule it as the time will
consume in the doing of the
task.
of the employees.
Delegate the work:- managers
can use the concept of the
delegation, they can delegate
there work to the subordinate
so that they perform it and it
save the time and work done
on the time. This strategies
also help into management of
time.
LO 3
3.1 Roles played by an individual in a team and the ways in which they can work together to
achieve shared goals
The roles that are being played by an individual in a team to achieve shared goals are
being given by Belbin can be be classified in three categories that includes action oriented roles,
people oriented roles and thought oriented role. In each of the category there are three roles
which can be classified as in action oriented role it have a shaper, implementer and finisher.
People oriented role involves Coordinator, team work and resource investigator(Bakhshi and
et.al., 2017). Thought oriented role consist of monitor evaluator, plants and specialists. These
roles implication play a vital for National trust.

Action Oriented Roles
 Implementer: Those people who actually gets the things done, plays the role of a
implementer. An implementer is well organised, practical and efficient(Vandeweyer,
2018). They are responsible for turning a team's idea into actual plans which will help
National trust. They are rigid and slow to accept a change in the team because of their
conservative nature.
 Shaper: The shaper is the person in a team who can perform dynamic and relish
challenges(Cirillo, 2017). They create a positive environment in the team and generate
a positive attitude for finding the best ways to overcome the challenges faced by the
team at National Trust.
 Finisher: The person who detects errors or omissions and strives to ensure that team
completes the task before deadline. They worry at the slightest sign of problems and
they are as well self conscious and neat which should be considered by National Trust.
Thought Oriented Roles
 Specialist: The person with the expert knowledge in a particular field plays the role of
specialist in the team. They have to give priority to maintain their professional standards.
They show great pride to their expertise area and doesn't show interest in any other
expertise that directly help in achieving objectives of National trust. They are the
indispensable members of the team because of their expert knowledge(Silva and Lima,
2017).
 Evaluator: The person who is critical thinker, serious minded and cautious in nature is the
monitor evaluator of the team. They prefer to analyse the information critically before
coming to any conclusion. Though, they are deemed to be slow in decision making and
they lack the energy to motivate other team members(Premand and et.al., 2016).
 Plants: The innovative members of the team who comes up with the original ideas and
approaches which help the team in overcoming challenges and solving problems are the
plants of the team. They react good to praise but are affected by negative criticism.
People Oriented Roles

 Team Worker: The people who ensures that the team remains united are the team
workers. The basic work done by them is to resolve conflicts that are being raised and
affects the team dynamics. They keep team cohesion ahead of their decision making
ability(Greenan, Kalugina and Niang, 2017).
 Coordinator: The person who are mature and confident in the nature and have great
listening skills are the coordinator of the team. They are good in delegating the duties
whereas sometimes they may be manipulative for the purpose of directing the team
towards what they perceive to the objective of National Trust.
 Resource Investigator: The person who are enthusiastic and inquisitive in nature with
possessing great networking and negotiation skills are resource investigators. They are
quick thinkers and are capable of getting information from other people(Taylor, 2015).
3.2 Activities which can help in developing team dynamics and improve its effectiveness
The activities that will help in developing team dynamics and improve its effectiveness
can be determined by distinct phases given by Tuckman and Jensen model of team development
which involves forming, storming, norming and performing. Orienteering is a group of sports
which requires navigational skills using a map and a compass to navigate from point to point in
diverse and usually unfamiliar terrain whilst moving at speed. Raft building involves teams of
people building rafts from the logs and barrels, which is a positive activity at National trust. Each
of the stage have primary purpose and a common set of interpersonal dynamics between team
members. By implementing these stages it can help National trust in developing team dynamics
and improving its effectiveness(Lim and et.al., 2016).
The first stage in this model is forming that is a period during which group members
become familiar with each other, begins setting parameters and agree on purposes and goals for
the team itself. At this point, mutual trust between team may be low which results in behaving
independently by them and some of them can be holding back to see who takes the charge.
Instructors needs to be directive during this stage which can help foster this initial phase by
providing the place and time for the team members for the purpose to engage in introductory
social interactions, like an ice breaker activity which help the participants to become acquainted
with one another and start to build trust within their own small groups. National Trust was
unable to implement forming as the objectives were not clear to the employees.