Assessment Task 1: Knowledge Test

 Assessment Task 1: Knowledge Test

Outline how the following legislation and regulations affect operations in an organisation:

• WHS (100-150 words)
• Environment issues (50-70 words)
• Equal opportunity (50-100 words)
• Anti-discrimination (50-70 words)
• Industrial relation (30-50 words)

WHS (Work Health and Safety Act (WHS Act):

The main object of the Act is to provide for a balanced and nationally consistent framework to secure the health and safety of workers and workplaces. It does this by:

• protecting workers and other persons from harm by requiring duty holders to eliminate or minimise risk
• providing for fair and effective representation, consultation and cooperation
• encouraging unions and employer organisations to take a constructive role in promoting improvements in WHS practices
• promoting the provision of advice, information, education and training for WHS
• securing compliance with the Act through effective and appropriate compliance and enforcement measures
• ensuring appropriate scrutiny and review of actions taken by persons with powers or functions under the Act
• providing a framework for continuous improvement
• maintaining and strengthening national harmonisation of WHS laws and facilitating a consistent national approach to WHS.

Environment issues

• Environmental regulations raise production costs and lower productivity by requiring firms to install pollution control equipment and change production processes.
• Regulatory costs can influence firms’ decisions about locating new plants and shifting production among existing plants.
• Stricter regulations on new plants can discourage new investment and keep dirtier plants operating longer than originally expected.

Environmental protection laws increase the production costs, fall in productivity, and as a result, the organization may shift to other locations with less stringent environmental regulation Laws. However environmental protection laws have more benefits in terms of protection of the human beings, ecosystem, and aversion of illness. Thus the advantages to society from the environment protection laws appear to be much greater than the compliance costs.

Answer the following:

1. Explain the role of an organisation’s mission, vision and value statements. Write your answer in 100-150 words.
2. How does an organisation’s mission, vision and value statements impact on modelling and cultivating collaborative thinking? Write your answer in 30-50 words..

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Answer the following:

1. Explain the role of an organisation’s mission, vision and value statements. Write your answer in 100-150 words.
2. How does an organisation’s mission, vision and value statements impact on modelling and cultivating collaborative thinking? Write your answer in 30-50 words..

The vision, mission, and values statements form the foundation for all activities in an organization.

• The vision statement describes what the organization will become in the future. It is a broad and inspirational statement intended to engender support from stakeholders.
• The mission statement defines how the organization differentiates itself from other organizations in its industry. It is more specific than the vision statement and is intended to show how stakeholders’ needs will be satisfied.
• The values statement defines how people in the organization should behave. It provides a guideline for decision making.

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Answer the following:

Outline the purpose of organisational objectives, plans and strategies. Write your answer in 100-150 words.

• agree actions that will contribute to business growth
• align resources for optimal results
• prioritise financial needs
• build competitive advantage
• engage with your staff and communicate what needs to be done
• remove uncertainty
• analyse potential risks
• implement risk control measures
• consider how to minimise the impact of risks, should they occur

Explain the importance of organisational objectives, plans and strategies when managing change within the organisation. Write your answer in 50-70 words.

• they provide guidance and direction,
• facilitate planning,
• motivate and inspire employees,
• and help organizations evaluate and control performance.
• They direct action and effort toward goal-related activities and away from unrelated activities.
• They energize employees. Challenging goals lead to higher employee effort than easy goals.
• They affect persistence. Employees exert more effort to achieve high goals.
• They motivate employees to use their existing knowledge to attain a goal or to acquire the knowledge needed to do so.

Answer the following:

1. Explain the following types of leadership styles:
2. Laissez-Faire Leadership
3. Democratic leadership

• Autocratic leadership

Write 50-70 words for each.

1. Which leadership style usually gets the best response when managing change within an organisation? Write your answer in 50-70 words.

Laissez-faire leaders have an attitude of trust and reliance on their employees. They don’t micromanage or get too involved, they don’t give too much instruction or guidance. Instead laissez-faire leaders let their employees use their creativity, resources, and experience to help them meet their goals. This kind of leadership is very hands-off—managers trust their employees and are confident in their abilities. They give guidance and take responsibility where needed, but this leadership style means that subordinates and team members have the real lead.

There are many common characteristics of the laissez-faire leadership style including:

• Little guidance from leaders
• Employees have the ability to make decisions
• People are expected to solve their own problems
• Access to many resources and tools
• Constructive criticism from leaders
• Leaders take charge when necessary
• Leaders take responsibility for overall actions and decisions

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Discuss the concept of “personal development planning” and describe personal development planning methodologies. Write your answer in 100-150 words.

Personal development planning is the process of:

• establishing aims and objectives (or goals) – what you want to achieve or where you want to go, in the short, medium or long-term in your career
• assessing current realities
• identifying needs for skills, knowledge or competence
• selecting appropriate development activities to meet those perceived needs SEE MORE 

Answer the following:
a) Explain two (2) common data collection methods. Write your answer in 100-150 words.
b) Which method will you use to develop a learning program for your team or employees within an organisation? Write your answer in 30-50 words.

• Surveys / Questionnaires: Questionnaires are a popular means of data collection because they are inexpensive and can provide a broad perspective.
• Interviews: Interviews can be conducted in person or by phone, and can be structured (using survey forms) or unstructured.
• Focus group: A focus group is simply a group interview of people who all have something in common. They provide the same type of data as in-person interviews, but add a social element and offer a broader understanding of why a group thinks or behaves in a particular way.

Explain the role of PEST analysis in external environment scanning in relation to social, political, economic and technological developments? Write your answer in 100-150 words.

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Give examples of two positive workplace behaviours that should be used by managers to assist in achieving business performance. Write your answer in 100-150 words.

• working well as part of a team or group
• a positive attitude toward co-workers, the workplace and the tasks of the job
• a clean and suitable appearance, taking into account to the job you do
• respect for others and respect for individual differences
• being on time for work
• being polite and helpful on the telephone and to clients in person

Explain emotional intelligence and its relationship to individual and team effectiveness. Write your answer in 200-250 words.

Emotional intelligence (otherwise known as emotional quotient or EQ) is the ability to understand, use, and manage your own emotions in positive ways to relieve stress, communicate effectively, empathize with others, overcome challenges and defuse conflict…Read more

What are the four (4) four stages of transformational change in an organisation? How can these stages be managed? Write your answer in 200-250 words.

• Phase 1: Denial
• Phase 2: Resistance
• Phase 3: Exploration
• Phase 4: Commitment

Explain how organisations can design and build responsiveness when change happens in customer or market conditions. Write your answer in 200-250 Words.

Give examples of two workplace behaviours that should be avoided by managers.

• Poor Managers Micromanage Employees.
• Criticizing Employees in Public.
• Hoarding Team or Employee Performance Information.
• Managers Who Deliver Destructive Feedback.
• Claiming Credit for the Work of Team Members.
• Pointing Fingers When Something Goes Wrong.
• Identify Your Managerial Bad Habits.
• The Bottom-Line for Now.

Explain how a manager can build trust and confidence in their team. Write your answer in 50-100 words.

There are many things that managers can do to establish trust with their employees, which include being open and honest about changes that will impact them; effectively communicating by talking to them, not at them; having an open-door policy, and then following up; and being willing to pitch in to help.

Identify legislation relevant to your state or territory that ensures that bullying does not occur in the workplace and explain the negative impact of bullying on workplace relationships. Use 25 – 50 words.

Identify and explain two (2) common workplace policies that assist in creating effective workplace relations. Write your answer in 50-100 words.

• code of conduct.
• recruitment policy.
• internet and email policy.
• mobile phone policy.
• non-smoking policy.
• drug and alcohol policy.
• health and safety policy.
• anti-discrimination and harassment policy

Explain how a workplace Code of Conduct can assist in promoting positive workplace relationships.  Give an example to illustrate your answer. Write your answer in 100-150 words.

What professional development will you require to reach your career objectives? What are your development needs? What competency standards do you use to assess your professional strengths and weaknesses? (100-150 words)

Are you and your team achieving the operational accountabilities and responsibilities? Where are your strengths and weaknesses in maintaining consistent performance?  (100-150 words)

Strengths

• Strong communication skills
• Strong work ethic/diligent
• Organizational and planning skills
• Flexible and adaptable
• Great problem solver
• Reliable and dependable

Weaknesses

• Procrastination
• Impatience
• Unassertive
• Reluctance to delegate
• Cautious
• Uncompromising or stubborn

• Do you serve as a positive role model?

Do you use emotional intelligence to promote and maximise team outcomes? What are your strengths in using emotional intelligence? What could you improve on in this area? What strategies do you use to build trust confidence and the respect of diverse groups in the workplace (100-150 words)

How I serve as a positive role model

• Demonstrate confidence and leadership. …
• Don’t be afraid to be unique. …
• Communicate and interact with everyone. …
• Show respect and concern for others. …
• Be knowledgeable and well rounded. …
• Have humility and willingness to admit mistakes. …
• Do good things outside the job.

I use use emotional intelligence to promote and maximise team outcomes. I:

• Have a ring leader. Before you can start improving your team’s EI, you have to work on yourself by cultivating: …
• Identify team members’ strengths and weaknesses. …
• Spark passion. …
• Build team norms. …
• Develop creative ways to manage stress. …
• Allow team members to have a voice. …
• Encourage employees to work and play together.

My strengths in using emotional intelligence:

• Identify what I am feeling.
• Know how to interpret my emotions.
• Understand how my emotions can impact others.
• Regulate my own emotions.
• Manage other people’s emotions.

Strategies I use to build trust confidence and the respect of diverse groups in the workplace

• Recognize that building trust takes hard work. Trust must be earned. …
• Be honest and supportive. …
• Be quiet sometimes. …
• Be consistent. …
• Model the behavior you seek. …
• Build in accountability.

What leadership qualities do you have and what skills need further refinement? How do you know if you are an effective leader? (100-150 words)

• Integrity.
• Ability to delegate.
• Communication.
• Self-awareness.
• Gratitude.

Need refinement

• Learning agility.
• Influence.
• Empathy.
• How do you review your own performance?

How do you review your performance in terms of personal efficacy? How do you review your performance in terms of competence?  What is your understanding of professional competence and how will you achieve it? (100 – 150 words)

• Review Regularly. Many performance reviews are bound by quarterly, biannual or even annual schedules. …
• Determine my Role. …
• Identify my Achievements. …
• Identify my Mistakes. …
• Identify my Goals. …
• Set my Objectives. …
• Keep a Diary.

Professional competence is the degree of utilization of knowledge, skills, and the good judgment related to the people’s profession, and in correspondence with all the situations that can be lived in the exercise of professional practice.

• What is your preferred learning style?

My preferred learning style is visual learning. Visual learning is a type of learning style in which students prefer to use images, graphics, colors and maps to communicate ideas and thoughts.

What development opportunities do you prefer? What development needs would you give priority to and why? (100-150 words)

• What are your skills with regards to building an effective workplace culture?

Have you developed a network that enhances your personal knowledge, skills and work relationships?  Why or why not? How can you further develop your workplace and industry network? (100-150 words)

• communication skills
• Collaboration
• emotional intelligence to “read” the culture

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