BSBMGT401 Show leadership in the workplace 1

BSBMGT401 Show leadership in the workplace

Assessment Task 1- Case Study

Question 1

A)

Frontline managers consist of supervisors, section leads, foremen, and so on. They focus on controlling and directing. They usually perform the following functions:

assign employees’ tasks

guide and supervise employees on day-to-day activities

ensure quality and quantity production

make recommendations

channel or redirect employee problems

provide technical expertise

monitor work processes

deal with customers and clients

measure operational performance

B)

There are many sources of information for managers such as:

Manager handbooks

Online articles

Books

Management Courses

Coaching and Mentoring

Meetings for feedback and discussions

C)

Sales reports

Deadlines met

Error reports

Accuracy reports

Documents

Proposals

Plans

Budget forecasts

Widgets produced

Question 2

Demonstrate confidence and leadership. A good role model is someone who is always positive, calm, and confident in themselves. You don’t want someone who is down or tries to bring you down. Everyone likes a person who is happy with how far they have come, but continues to strive for bigger and better objectives.

Don’t be afraid to be unique. Whatever you choose to do with your life, be proud of the person you’ve become, even if that means accepting some ridicule. You want role models who won’t pretend to be someone they are not, and won’t be fake just to suit other people.

Communicate and interact with everyone. Good communication means listening as well as talking. People are energized by leaders who explain why and where they are going. Great role models know they have to have a consistent message, and repeat it over and over again until everyone understands.

Show respect and concern for others. You may be driven, successful, and smart but whether you choose to show respect or not speaks volumes about how other people see you. Everyone notices if you are taking people for granted, not showing gratitude, or stepping on others to get ahead.

Be knowledgeable and well rounded. Great role models aren’t just “teachers.” They are constant learners, challenge themselves to get out of their comfort zones, and surround themselves with smarter people. When team members see that their role model can be many things, they will learn to stretch themselves in order to be successful.

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Great role models aren’t just “teachers.” They are constant learners, challenge themselves to get out of their comfort zones, and surround themselves with smarter people. When team members see that their role model can be many things, they will learn to stretch themselves in order to be successful.

Have humility and willingness to admit mistakes. Nobody’s perfect. When you make a bad choice, let those who are watching and learning from you know that you made a mistake and how you plan to correct it. By apologizing, admitting your mistake, and accepting accountability, you will be demonstrating an often overlooked part of being a role model.

Do good things outside the job. People who do the work, yet find time for good causes outside of work, such as raising money for charity, saving lives, and helping people in need get extra credit. Commitment to a good cause implies a strong commitment to the business.

Question 3

Effective performance Plan

The Right Performance Management System For Your Company

Performance management means addressing all performance issues in the workplace. This means giving feedback for performance that is not up to par, as well as praising employees for a job well done. The human resources department, together with executive leadership decides what philosophical approach to use in its performance management program. Some employers utilize a very formal method for evaluating employee performance, and other employers may use a loosely structured format with a gentler approach to motivating employees to do their best work. The type of performance plan you use is dependent on the number of employees, the type of work or service, and the overall work environment.

Performance Plans For Front-Line Employees

An effective performance plan is tailored to the employee’s specific job function. A boilerplate performance plan will not work in most instances. For front-line employees in a production shop, the performance plan may be geared to measurable productivity levels, including quantity and quality of employee productivity. In addition, front-line production employees may also be evaluated on adherence to safety rules, attendance and the ability to work on a team-based production line. For the front-line production employee, providing feedback on a regular basis can be a more desirable way to assess performance. Monthly or even bi-weekly meetings conducted by the supervisor or manager may be well appreciated, and importantly, will address emerging performance problems before they become serious issues.

Performance Plans For Managers

In performance plans for professional employees, areas of performance that must be addressed include interpersonal relationship skills, use of critical and analytical thinking processes, problem solving capabilities, level of business acumen and professionalism as a representative of the company, goal attainment and other somewhat subjective topics. These types of performance plans may be more difficult to construct because the measurements necessary to evaluate performance are challenging. A performance plan for professional employees should consider the input of the employee, particularly in the areas of establishing goals, analytical and interpersonal skills. The frequency of performance feedback for professional employees may be more effective on a quarterly basis; many short-term and long-term goals are only measurable upon completion. Conducting performance feedback meetings on a quarterly basis, however, are not a substitute for the informal and continuous feedback that all employees appreciate throughout the year.

Performance Management Training

Prior to implementing any type of performance plan, the human resource department’s training and development section is responsible for the curriculum for training…

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