Reference no: EM132923179 , Length: word count:1000

BSBWOR502 Lead and manage team effectiveness

Assessment Task 1:

1. Explain the origins and the concept of the term group dynamics.
2. Explain three aspects of group dynamics that can have a negative effect on team performance.
3. Discuss in 3 to 4 paragraphs the phenomenon of social loafing in groups, its negative consequences and the effect of group size and culture.
4. Discuss three strategies for preventing social loafing in groups.
5. Discuss in a paragraph the phenomenon of Groupthink.
6. Outline three advantages and three disadvantages of group decision-making.
7. Discuss three team-building techniques, using examples to illustrate your answer.
8. Explain the concept of a team consensus.
9. Discuss two methods that can be used to assist teams to reach consensus.
10. Explain four simple steps for resolving a workplace dispute.
11. Explain why is it important to have an effective dispute resolution process?

Assessment Task 2: Team performance planning project

Task summary
As the Marketing and Communications Manager for Football South East Coast (FSEC), you are required to develop a team performance plan to support the new Operational Plan.

You will also be required to meet with your team to discuss and document team actions to achieve the Operation Plan. Actions will be recorded in the Team Performance Planning template.

Carefully read the following:

Football South East Coast is sporting association based in a small town on the NSW South Coast and is responsible for administration and development of football for the NSW South East Coast. The association employs a General Manager, Operations Manager, Marketing and Communications Officer, High Performance Athlete Development Officer, Marketing Officer, Promotions Office, Administration Manager and Receptionist.

FSEC's Vision is to be the number one sport played through South East NSW.

FSEC's Mission is to grow football by supporting members and the football community through, strong leadership, sound communication and the provision of a clear strategic direction that secures the sport's long-term prosperity.

Values listed in its current Strategic Plan include:
• Operating with trust and Integrity with each other, as well as with members and the community.
• Customer focus through appreciation of interests and passion of our members and the broader football community.
• Camaraderie through recognising the superior strength and efficiencies of good team work
• Innovation through best practice and change
• Openness and transparency in communicating with our members, customers and the broader community.

One of the organisation's key strategic goals is to improve participation in community football, specifically to increase the total number of players by 4% in 2018.
Another goal is to increase the participation of girls aged between 5 and 18 by 2% in 2018.

These goals have been translated into an Operational Plan for the organisation.
As the Marketing and Communications Manager, you are responsible for the following key result areas: Membership Growth, Programs and Events and Volunteer Development.

Complete the following activities:

1. Send an email to the team (your assessor)
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.
It should introduce and summarise the contents of the attachment, and ask them to review it.
The email text should also invite them to attend a performance planning meeting.

Your email should include the date and time of the meeting, as well as the duration.
You will need to send your email at least 5 working days prior to the meeting.

Attach your Operational Plan to the email.

Your team members will be organised by your assessor, and will include at least two other students as well as your assessor to represent the other FSEC positions.

2. Conduct a meeting with the team.
Prepare for a meeting with your team to discuss the new Operational Plan and to develop a team performance plan by reviewing the organisational information provided to you above, as well as the Operational Plan. Familiarise yourself with the Team Performance Plan Template, as you will be completing this document after the meeting.

As communications manager, you are required, as a minimum, to cover the following during the meeting:
• Provide an introduction to the meeting, including the purpose of the meeting
• Indicate to all team members that it is important for them to take an active role in the planning meeting so that their ideas for implementing the strategic plan and associated goals for the upcoming 12 months will be taken into consideration and included in the team performance planning framework.
• Ensure that all team members have read the Operational Plan that you sent in the email. Give them the opportunity to ask questions if anyone needs clarification. You should explain to the team any parts of the Operational Plan that are not understood.
• Work with your team on each section of the performance planning template. Ask your team for ideas and write them up on the white board.

During the meeting, your assessor (in the role of a staff member) will raise a workplace concern during the team performance planning session. Concerns or problems that are outside your authority will have to be discussed with the General Manager. Tell the team that you will get back to them shortly with a response.

During the meeting, you will need to demonstrate effective interpersonal and communication skills including:
• Team building techniques including clear explanation of goals and outcomes
• Asking questions and listening to responses to clarify understanding
• Active listening skills
• Respecting and acknowledging the views of others
• Non-verbal communication skills that encourage discussion and feedback, for example, nodding, smiling, eye contact.

3. Send an email to the General Manager (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.
It should summarise the meeting, and explainthe workplace concerns in a few paragraphs.

4. Complete your team performance plan
Following the meeting, complete the Team Performance Plan Template, incorporating the feedback that you received from the other meeting participants.

5. Send an email to the team (your assessor)
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.
It should introduce and summarise the contents of the attachment.

Assessment Task 3: Professional development policy and procedure project

Task summary
This assessment task requires youto develop a simple policy and procedure for professional development for Football South East Coast, as the organisation does not currently have one.

Carefully read the following:

Football South East Coast does not currently have a professional development process in place and would like to introduce one to ensure the professional development of all staff members.

A budget of $1,000 per annum is to be allocated to professional development for each staff member is.

Complete the following activities:

1. Develop professional development policy and procedures for Football South East Coast
Conduct research by identifying and reviewing a range of professional development policies and procedures that have been developed in similar scenarios.
The document should be approximately 2 pages

Your policy and procedures should include, as a minimum, the following:
• Purpose of the policy
• Scope of the policy - who it applies to
• Types of professional development that may be undertaken
• Process for identifying professional development needs
• Criteria for determining whether the professional development opportunity is appropriate
• Budget allocated to each staff member
• Process for documenting and evaluating outcomes from professional development

2. Send an email to the team (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.

It should introduce and summarise the contents of the attachment, and the benefits to the team of participating in professional development.

Assessment Task 4: Reward and recognition project

Task summary
This assessment task requires you to research and report on reward and recognition schemes that can be implemented for Football South East Coast staff.

Assessment Task 4 Instructions

Carefully read the following:

After 12 months, data shows that your team has exceeded the percentage increase in the number of new football players, and you have decided to recognise your team for their efforts.

Complete the following activities:

1. Select reward and recognition schemes
Using the Internet, research both informal and formal staff reward and recognition schemes and make notes on what you find.

Choose and develop at least five examples that would be appropriate for your team in the case study.
1. TAKING CARE OF THE FAMILY:
Google - Surely you've heard all about Google's outdoor sports facilities, free food and more, but there's another perk that should be noted. If a U.S. employee passes away while working for the tech giant, the employee's spouse or domestic partner receives 50% of the deceased's salary, no matter how long or short his tenure, every year for the next decade.

2. GIVING FREE VACATIONS:
This is one thing that we noticed to be a trend throughout the top 100 companies list. For example, Ultimate Software, the developer of people-management software such as Quicken Loans treats workers to a free vacation every two years.

3. BIG MONEY INCENTIVES:
Hilcorp Energy Company promised staff in 2010 that if the company doubles its production rate and reserves by 2015, every employee will get a check for $100,000. An earlier met goal rewarded 400 employees with $50,000 toward a new car.

4. SAYING THANK YOU!:
Often times, employees just want to be recognized for their good work. A simple "Good Job" from the CEO can go a long way. Employees at NetApp often get a chance to receive special recognition. Vice Chairman Tom Mendoza asks managers to notify him when they "catch someone doing something right," and then calls 10 to 20 employees every day to thank them.

5. REWARDING SAFETY:
Chesapeake Energy paid out more than $8 million in "safety bonuses" in 2011 to more than 6,000 employees across the company for following safe work practices.

6. KEEPING EMPLOYEES HEALTHY:
At JM Family Enterprises, health and wellness centers staffed by doctors, nurses, and other health care professionals now function at eight locations of this Toyota distributor, providing primary care, wellness exams, complete physicals, vaccines, and lab tests at little to no cost to employees.

7. ON-SITE PERSONAL MASSAGES & MENTAL HEALTH RESOURCES:
Employees at Mayo Clinic can get massages while its Arizona facility's "stress-free zone" offers resources to cope with work anxieties.

8. HAVING FUN AT THE OFFICE:
Stryker, a medical-device manufacturer, keeps things light by offering Ping-Pong tables on-site and having "pie-your-manager" competitions.

9. RELOADABLE GIFT CARDS:
Producers Assistance Corporation, in an attempt to refresh their safety program, chose reloadable gift cards as an incentive. Here's how it works: when an employee takes an action, like attending a safety meeting, points are loaded onto their card. The lure of point collecting (and spending) has focused employees back on doing the right thing to be safe. After a 6-month trial, participation had more than doubled and there was a significant decline in the incident rate.

10. TUITION REIMBURSEMENT:
Intel offers $50,000 for tuition reimbursementandan eight-week paid sabbatical every seven years, which 4067 employees took advantage of just last year.

11. EMPLOYEE APPRECIATION WEEK:
The insurance giant Aflac hosts an annual six-day appreciation week; last year it included theme park visits, film showings, skating, and daily giveaways.

12. IMMEDIATE VACATION TIME:
Hasbro, the world's second-largest toy company, enhanced its vacation policy by giving new employees three weeks off in their first year instead of having to wait five years.

13. PROFIT-SHARING PLAN:
Seventy-eight percent of Robert W. Baird & Co. is owned by non-senior management. All hourly and salaried associates enjoy annual profit-sharing contributions from a pool that represents 10% of Baird's pretax net operating income.

14. OFFSITE EMPLOYEE ACTIVITIES:
GoDaddy sets money aside every month that is used to take employees off-site for activities during paid work hours. This isn't a once a year thing, either. They do this once a month, EVERY month. Recent GoDaddy expeditions included: whitewater rafting, gold panning, cooking classes, and trapeze classes. The employees obviously love it, and who wouldn't?

15. THE MONTHLY HERO:
Zappo's has a rather unconventional "recognition" program in place. Their program is called the "Monthly Hero" program and here's how it works. Every month, every Zappo employee is given $50 they can "give" to a coworker as a bonus and as a way of to recognize that coworker for doing a great job and being awesome. Once a month Zappo executives pick a name from the workers that were given the $50 bonus and dub him/her the "Monthly Hero." The company then proceeds to throw a mini-parade to announce the monthly hero through a rolling sound system that's accompanied by noise makers and playing of the song "I Need A Hero" by Bonnie Tyler. If all that wasn't amazing enough, the monthly hero then wins a covered parking spot, a $150 Zappo's gift card, and a cape to proudly wear!Good response

2. Send an email to the General Manager (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.

It should introduce and summarise the reward and recognition schemes that you have identified and seektheir feedback and approval to move forward with the project.

Indicate which of the schemes you think would be most appropriate for the FSEC team as per the scenario and why.

You will be assessed on whether your email addresses the required content as described, as well as the clarity of your email.

Dear General Manager,
I would like to take this opportunity to present my proposal for an updated reward and recognition program for the employees here. I believe, it will be necessary to achieve the strategic goals of the association and sustain it. The salient features of the plans that I have developed have been included below:
1. Public Recognition:
• Announcement on Social Media
• Celebration of Appreciation
• It will help in employee engagement as well as community engagement
2. Tangible Rewards:
• Gift Cards for stores that offer sponsorship to the games could be arranged for good performers.
3. Offer educational Opportunities
• For volunteers in the 18-28 age groups we can offer educational opportunities for diploma courses for them to be able to better improve themselves.
I hope that you find these programs acceptable. I would be waiting for your feedback on the same.

Regards,
Marketing and Communications Manager.

3. Send an email to the team (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.

It should thank them for their efforts in achieving the strategic goals and give the details of the reward and recognition scheme that you are introducing.
Dear Team,
I would like to take this opportunity to present my proposal for an updated reward and recognition program for the employees here. You have been instrumental in achieving these strategic goals. I believe, however, that to achieve the strategic goals of the association and sustain it, it will be necessary to have adequate reward and recognition schemes. The salient features of the plans that I have developed have been included below:
1. Public Recognition:
• Announcement on Social Media
• Celebration of Appreciation
• It will help in employee engagement as well as community engagement
2. Tangible Rewards:
• Gift Cards for stores that offer sponsorship to the games could be arranged for good performers.
3. Offer educational Opportunities
• For volunteers in the 18-28 age groups we can offer educational opportunities for diploma courses for them to be able to better improve themselves.
Feel free to send in your feedback or questions on the same.

Regards,
Marketing and Communications Manager.Good response

Assessment Task 5: Managing underperformance project

Task summary
You are required to roleplay the Marketing and Communications Officer at FSEC and conduct a meeting with the Marketing Officer to discuss their under-performance and to identify solutions to address the issue.

Assessment Task 5 Instructions

Carefully read the following:

Two staff at FSCE have lodged complaints with you, the Communications Officer, about the Marketing Officer's work.

The staff complain that Jackie is often talking to friends on her mobile and so when the office phone rings they answer the phone. Even when Jackie can see they are trying to answer queries that directly relate to her work, she does not end her personal call. This not only takes other staff member's time in answering such calls, but also then to make notes for Jackie on the call.

The staff have said that the behaviour is recent, and until recently Jackie has always been hard-working and reliable.

You need to meet with Jackie to discuss the issue and identify realistic solutions.

Complete the following activities:

1. Send an email to the Communications Officer (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.

It should request her to attend a meeting with you to discuss her work.
Include the date and time of the meeting.

Read the following guide about managing underperformance. You will be assessed on your demonstration of the skill referred to under key points for employers to remember.

2. Conduct the meeting with the Communications Officer (your assessor).
Conduct the meeting with Jackie, explaining to her what the problem is, why it is a problem, how it impacts on the workplace and why there is a concern.

At the meeting, you are required to:
• Explain the purpose of the meeting
• Explain to Jackie what the problem is and outline her work responsibilities and the need to achieve these.
• Explain how this behaviour impacts on the workplace and why it is a concern. Ensure that you focus on the issue not the person.
• Demonstrate your interpersonal and communication skills by:
o Keeping your communication open and clear
o Listening to Jackie and confirming and clarifying information shared
o Asking questions to confirm information
o Emphasizing Jackie's strengths as set out in the scenario information
• Discuss and agree on a solution, using your skills to come up with realistic and creative solutions.

Problem:
As you (Jackie) are using personal phone during office hours, and ignoring the office phone call, you actions are impacting on results, it is also effecting on other people, and its not ethical to do so, as you were hardworking and your contribution helped the company in growing.
In the work place, to keep the work environment health we all have work like a team and work towards a goal.
If you have any problems or issues at workplace please don't hesitate to bring to our notice we always there to discuss and find a solution.

3. Send an email to the Communications Officer (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.

The email text should summarise the meeting, and the solution agreed to.

Attachment:- Lead and manage team effectiveness.rar