BSBXTW401 : Leadership and Organisational Standards Define Leadership - Management Assignment Help

Assignment Task:

Task:

 Appendix 1: Part A
Leadership and Organisational Standards
Define leadership. (short answer)
A) Complete the Online Leadership Style Self-Assessment and reflect on your results. Complete the table below with the results, indicating your default leadership style.
Leadership Style Your Score Overview of this style
Directing / Telling Coaching / Selling Facilitating / Supporting Delegating B) Based on the experience /competence of your team, what is the most suitable leadership style and why?

• Explain how your role within the organisation fits with others and contributes to the broader work goals.
• In your position as a Leader/Manager, consider your organisation’s Code of Conduct and identify three (3) key pieces of legislation or organisational policies, you need to be aware of and model as part of your role? For example (there will be some differences and specifics for particular industry sectors [or states], such as the “Child Protection Act”)
• Legislation / Policy Explain why this legislation or policy is important for you in your role How you model the expectations of this legislation or policy
• Code of Conduct / Ethics Consider the values of your organisation and complete the table below. (Short answer)
• How do you identify the values of your workplace? How do organisational values affect how an organisation does business? Explain how ‘stated’ values can be identified within your workplace Provide an example of a ‘stated’ standard or value within your organisation Explain how ‘implied’ values can be identified within your workplace Provide an example of an ‘implied’ standard or value within your organisation What process should people in your organisation follow if they need to raise concerns about standards and values? A) Consider the organisation’s Code of Conduct / Ethics and other sources to determine the skills, attributes, values and standards required to be an effective leader / manager in your organisation. Complete the following table (Short answer).
• Organisational Requirements / Values and Expected Standards How do you access this information in your workplace?
• This could include policies, procedures, other organisational documents or a person. Rate your current ability to demonstrate these requirements in the workplace
• 1 – always 2 - mostly
• 3 – sometimes 4 - rarely What will you do to continue to grow and develop in this area in accordance with your organisation’s standards and values for management performance?
• Identify the skills and competencies that are required for your role as a leader Identify the behaviours, attributes and qualities that are required for your role as a leader B) Consider your own behaviour and complete the following questions. (Short answer).
• How can you ensure that you consistently use the organisation’s standards and values at work? How can you ensure that your own behaviour and performance serves as a positive role model and contributes to the integrity and credibility of the organisation? Consider the example below of a workplace behaviour and add two (2) more examples of workplace behaviours, standards or values that could be considered damaging to your organisation. Complete the table for all three (3) identified behaviours.
• Detail the behaviours, standards or values that could be unethical or damaging to the organisation. What communication channels or who would you communicate with to determine if these standards or behaviours were damaging? Explain how this behaviour might cause damage to the individual, group and /or organisation.
• Consider risk management and ‘risk to reputation’. How will you ensure you are able to facilitate appropriate decision making to resolve the issue with input from the right people? How would you resolve this issue to reduce risk and ensure organisational reputation, culture, integrity and credibility is upheld in line with the organisation’s standards, values and procedures?
• A. Someone working excessive overtime or regularly working double shifts. B. C. What would you do if you noticed YOUR MANAGER engaging in behaviour or conduct that could cause damage to the organisation?
• BSBXTW401 & BSBMGT401 Appendix 1: Part B
• Team / Group Work Plan
• What is a team performance plan?
• A Team Performance / Work Plan provides guidance and direction for the team and aligns the team’s purpose with the team’s organisational objectives. 
• You will need to complete the Team / Group Work Plan and hold a meeting with your team to negotiate, collaborate, seek feedback and get agreement on the course of action you take. You will also need to submit a copy of the meeting Minutes with your assessment.
• (As a guide, see Template in Appendix 1: Part E: Supporting your Team).
• Although there are no strict rules regarding the format of a Team Performance / Work Plan, they normally contain the following information: (For this task, if you are not using this tool, all dot points below will need to be addressed in the format of your choice):
• Goals and Objectives – specific goals and objectives for the team
• Performance Measures / Key Performance Indicators (KPIs) - the desired performance level of the team and how the performance will be measured
• Roles and Responsibilities - team roles and responsibilities, who is accountable for what, what activities need to be worked on collaboratively
• Monitoring - monitoring review and evaluation measures, measurements of progress / completion against the desired performance levels
• Tasks / Actions – what actions are required by each team member to achieve the objectives
• Resources - human, physical and financial resources required to achieve the goals and objectives
• Timeframe – an indication of how long goals will take to achieve and/or a date for completion
• Team Performance / Group Work Plan
• Team Members:  Team Leader (your name):   
• Team Purpose Statement
• What is the team’s purpose / plan?
• (desired outcome / goal)
• Organisational Plan
• Key organisational objectives, business goals, legislation requirements relevant to the workplace or plans the team needs to consider Overall Team Objectives
• Establish realistic and measurable goals and outcomes, and KPIs whilst considering resources and client needs.
• NB: Make sure that they are Specific, Measurable, Achievable, Relevant and Timely (SMART)  
• Make them quantifiable and specify a timeframe for their achievement. 
• Goals / Outcomes Key Performance Indicators (KPI’s)
• Team Performance / Group Work Plan.... cont...
• Key roles and responsibilities  
• What are the required roles and responsibilities of each team member needed to complete these objectives / goals / targets? 
•  
• Draft options in preparation for your Team Meeting. Then during your meeting negotiate and agree on key roles and responsibilities within the team during a team collaboration meeting. Adjust your decisions or delegation of tasks if required, considering feedback from the team.
• Document any changes. Role:_________________  Role:_________________  Role:_________________  Role: _________________ 
• Responsibilities 
•  
• Responsibilities 
• Responsibilities 
• Responsibilities 
•  
• Team Performance / Group Work Plan cont....
• Contingency Planning  
• Provide contingencies for managing risks that can impact on the team meeting their objectives and/or timeframes for the following possible risks (refer A/B/C/D).
• Identify one more risk (E) and provide contingencies for managing the risk to minimise the impact on the team meeting their objectives and/or timeframes.
• Identified Risk Contingency for Managing the Risk
• A) Unplanned leave by a Team Member (illness/resignation) B) Inability to complete or undertake a task (performance skill level) C) Succession planning for important team roles / functions D) Re-allocation of work tasks E) Identify one more risk:
•  
• Team Performance / Group Work Plan cont... 
• List all the tasks / activities that need to happen in order to achieve your goals. Be aware of team and individual targets and dates:
• Tasks / Activities  Person Responsible Learning & Development Focus Timeline  Monitoring and Evaluation  Collaboration & Support
• Key tasks to achieve team objectives
• What needs to be done?
• Define each action / step in its own row. Define as many actions as necessary by adding rows to the table. 
•   A team member must be identified for each action / step. What is the key learning opportunity to focus on during this activity?
• What will they gain? Time required to complete / due by date How will you determine the successful completion of this action / step against the set performance indicators?   Who can be contacted (internal or external) for cross collaboration in order to achieve objectives?
•  
• Team Member Agreement: What steps will you take to gain agreement from your team members for the team workplan?
• Using feedback processes to implement, monitor and assess the impact of decisions
• What feedback will you need to obtain? How will you use this feedback to implement your team workplan? How will you use this feedback to monitor your team workplan? How will you use this feedback to assess the impact of decisions made?
•  
• BSBXTW401 & BSBMGT401 Appendix 1: Part C
• Individual Work Plan
• What is an INDIVIDUAL work plan?
• An individual work plan provides guidance, direction, purpose, tasks and timeframes for an Individual Staff Member to complete in a given time frame.
• You will need to complete an Individual Work Plan for a team member over the course of 6-8 weeks. This is an ideal opportunity to lead, mentor and coach someone and offer a learning and development opportunity for them as part of the team project.
• While there is no strict rule as to the format of the Individual Work Plan, you may choose to use one from your organisation, however your Individual Work Plan must clearly include all of the following points to ensure you meet the assessment standard for this unit:
• Goals and Outcomes – specific goals and objectives for the individual
• Performance Measures / Key Performance Indicators (KPIs) - the desired performance level and how the performance will be measured
• Tasks / Actions – what actions are required by the individual to achieve the objectives
• Resources/Support - human, physical and financial resources required to achieve the goals and objectives
• Timeframe – an indication of how long goals will take to achieve and/or a date for completion
• Monitoring / Progress- monitoring review and evaluation measures, measurements of progress / completion against the desired performance levels
• INDIVIDUAL WORK PLAN
• Individual Name Work Role / Position Individual Goals / Outcomes
• Key Performance Indicators (KPIs) Learning / Development Focus
• What is the key learning opportunity to focus on during this activity?
• What will they gain?
• How will they know if they have succeeded and met expectations? Individual Work Plan Schedule
• Tasks / Activities
• Key tasks / objectives to achieve
• Define each action / step in its own row. Define as many actions as necessary by adding rows to the table. Support required to achieve
• results / outcomes:
• Internal/external collaboration
• Coaching / Resources / Budget Timeframe
• Time required / Due by date
• Monitoring and Evaluation
• How will you determine the successful completion of this action / step against the set performance indicators? Completion
• % met vs % missed
• Feedback
• Document the feedback you will provide to the Individual regarding their progress in relation to their workplan. Further development
• Outline any further training required?
• BSBXTW401 & BSBMGT401 Appendix 1: Part D
• Supporting your Team
• Prior to your team meeting to review the Team / Group Workplan, you will need to consider what activities / techniques you will use (as a leader) to ensure team involvement and collaboration as well as any issues you may need to address with individuals as they perform their roles.
• Once you have completed your meeting, you will need to provide your Team Members with Minutes of the Meeting. Your Minutes must be submitted as part of this assessment as detailed in item 8 of this task.
• There is a Minutes template at the end of this assessment task that can be used as a guide.
• To help with your meeting preparation, consider the following questions and complete the Activities/Techniques/Information column:
• Preparation Activities, techniques or information you will use
• 1A- What information will you need to gather and organise to ensure you are prepared for your team meeting. 1B- Explain why this information will be important. 2A- Complete the Online Communication Styles Quiz and reflect on your result. Communication Style Score Briefly explain one feature of each style that could help you facilitate this meeting effectively
• Relator Thinker/Analyser Socialiser/Initiator Assertor/Director 2B- What communication styles will you use to ensure the understanding of the team members?
• Note this is about style and not method. Method would include email, meetings, manuals, notices etc. 2C – As a role model to your team outline the professional behaviours you will model as a leader in the meeting. Think about how you will conduct and facilitate the group meeting.
• 3A - What techniques will you use to encourage the team to identify and brainstorm issues? 3B - What techniques will you use to encourage the team to report and resolve any task related issues or inefficiencies? 3C - What techniques will you use to encourage group cohesion and interaction? 4. Define each stage relating to Bruce Tuckman’s Theory of Group Behaviour and describe two (2) behaviours or feelings that could be present in each stage. (short answer)
• Stage Definition Two examples of possible behaviours or feelings

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