BTEC Unit

Complete all columns In the table below. Functions/skills of influencement Functions/skills of head teacherershiphip Differences between management and leadership plan Identifying schoolloads, responsibilities, collective goals. Delegating tasks and responsibility and ensuring employees serve together to meet personal and workforce goals. intend Staffing requirements and Rotas Recruitment, selection &038 placement. Training &038 development. Performance appraisal. Supervision lead Communication Ensuring employees are performing their roles too high standard.Taking capillary military action if and when required Ensuring legal obligations are met Setting objectives for the squad and the individual Planning SMART objectives and making sure the police squad are aware of them and do to meet them. Communicating and ensuring open channels of communicating. Team Building backing team components to achieve the goal as a collective Evaluating process and using training to stan d team members to build on weaknesses. motivating members of the team through smaller goals, praise, and reinforcement. Organizing and ensuring that strengths and weaknesses of the team re accounted for.Showing commitment and ardor and working in spite of appearance the team to support its members to r for each one their objective. Being a leader is a skill of a good film director further you end be a coach-and-four without being a leader. some managers can station workloads, delegate and supervise but they do non inspire, motivate and lead in effect. In some cases the lack of leadership can be negated by a strong and motivated team get outd in other cases It can execute a team to fail and not succeed to meet their objective. Outcome 2, AC 1- pen question suck up the methods of allocating work to others?Why is planning and agreement of these important? In order to allocate work to teams and individuals, you need to decide with your team how to lot tasks and respons ibilities. You need to make sure this allocation makes best use of their strengths, and provides opportunities for employees to encounter and develop in their roles. You need to make it clear what is expected of team members and check their commitment to their work. By planning this with team members both as a group and individually you pull up s portion outs campaign ownership of roles and add-on each members dedication to concourse their individual and group objectives.Team members can indicate training to develop their accreditledge and aspire towards more than responsibility and great tasks. Outcome 2, AC 2 table Complete all columns in spite of appearance the table below. Types of troth slipway of managing conflict Outcomes to managing conflict in this panache 1 . Interdependence Conflicts. For example key worker / case holder, both employees rely on the other to expel their tasks so they can in force(p)ly complete theirs. If one person in this relationship does not do their work the other cannot complete theirs. 2. Differences in Style.Employees may leave contrastive priorities or ideas around what s important when completing a task. They may be goal or person orientated. Neither may be wrong however lack of understanding of working styles can cause conflict. 3. Differences in Background/Gender. Conflicts can arise between people because of differences in educational backgrounds, personal experiences, ethnic heritage, gender and political preferences. 4. Differences in Leadership. Employees who deepen from one leader to another can become confused and devil by the different leadership styles.They may be use to a directive leader and find it difficult to manage a more nurturing approach Having a quiet word Investigating the conundrum conversationally Using internal procedures for example, company procedures for dealing with grievances Improving the way you croak and consult with employees Team Meetings This can sometimes resolve a conflict without the need for escalation This may be a supervisor or manager investigating the cause of conflict and taking action without the need for semiofficial procedures.This is a more formal route and go forth involve the manager and any HER or union representatives. A formal outcome will be reached up to and including dismissal. The companys overall goals. Allows lag to air their grievances in a positive and constructive manner. Why is it important that you recognize causes of conflict within a team? Motivation drops fewer people volunteer to engage on new tasks and in that respect is little employee input at staff meetings or handovers. Behavior changes people start to make derogatory remarks towards each other and a burnish of gossip, and back stabbing is created.Productivity falls there are likely to be more queries and complaints if people are not cooperating with each other. Sickness absence increases unhappiness may lead to depression, or avoidable sickness. Uni t 1 Outcome 2, AC 3 scripted question Analyses the link between leadership skills and motivation? Motivation is goal-oriented behavior, and leaders influence behavior to and therefore whether or not employees achieve goals. To promote and uphold motivation on the part of employees, leaders carefully manage individual and organizational performance to reach goals that are clearly achievable.Motivation requires employees to call up that they can accomplish the task. Individuals are less likely to work toward a goal if it has little or no probability of success. Effective leaders communicate with employees to treasure levels of maturity, kill and ego-esteem. They promote the training, support and coaching inevitable to build confidence and develop mission-essential skills. Ineffective leaders permit the verso effect they belittle employees and their work and dont train or nurture employees so the likely hood of them buying into and ultimately achieving the goal is significantly reduced.Outcome 3, AC 1 indite question Delegation is a way of get a Job done by someone else. This does not pie-eyed allowing anybody to do your Job as you dont want to but identifying the appropriate person to complete a task effectively, allowing you to strategically manage. To ensure delegation is effective the following criteria must be met Staff know what is wanted of them They have the authority to achieve it they know how to do it. They can make decisions and complete the task whilst meeting the channelizes of the company.Unit 1 Outcome 3, AC 2 write question Describe ways of coordinating delegated work? After deputation work it is important to stay in control and coordinate the work whilst refraining from stifling staff and dictating what they do. Ask for regular feedback, weather daily weekly or monthly and be prepared to teach and guide staff as well as old them accountable for their actions and work. Good communication skills are imperative as when coordinating delegated work this may esteem coordinating the work of multiple staff members across several teams.Arrange and direct meetings between all parties and ensure that communication if fluid between individuals as well as with management. If any of your staff falls short of your expectations, by being ir amenable or not completing a task, flip-flop that person. On the other hand, if any of them does a good Job, praise, motivate, and increase the self confidence of that person. Outcome 3, AC 3 written question Analyses doable psychological barriers to delegation? Feeling of superiority Managers may feel that they should be seen to have the more important or managerial tasks as this will Justify their position.Fear of picture show Senior staff may feel that if they delegate their workload and it is slowly achieved by staff members then they will be seen as small-time or at risk of employees trying to take their Job as it is achievable. Feeling of indispensability If their Job can be done by someone else they may become dispensable and less needed or important to the companies objectives. Unit 1 Outcome 4, AC 1 written question Describe the value of setting agreed work objectives with team members?Setting objectives in consultation with the supervisor allows staff the opportunity to convey the way the Job gets done, raise concerns or ideas about what is to be accomplished. sacramental manduction the load increases the staff members commitment and motivation to achieve the agreed objectives. Ensures that the staff member understand what the allocate their time and resources effectively. Provides a clear understanding of how the work will be measured and evaluated, enabling the staff member to assess their win performance, and make any improvements where required.Outcome 4, AC 2 table Ways of providing support to meet work objectives with team members Benefits to each type of support Induction Training Supervision Appraisal If every new chicken feed comple tes a clear and comprehensive training programmer then they will be supported to fully understand the companys aims and how their role meets these aims. They will know what is expected of them and how to fulfill each task. Training develops knowledge and also provides refreshers to employees passim their career. It reminds them not only of what to do but how to do it.Supervision takes place on a regular basis and gives supervisor and supervise the opportunity to excogitate on the supervises work practices, identify any areas which the supervise needs additional support or training. Allows the employee to reflect and develop a personal development plan which will describe objectives for the following year. It also enables the employer to make the Outcome 5, AC 1 written question Outline ways of developing a quality culture in the workplace? Lead by example Employees take the lead from their manager. By showing a positive practical and problem settlement approach it is likely tha t employees will follow this example.Training This supports employees to understand the companys objectives, how their role meets these objectives and supports them to have the knowledge and ability to meet their own criteria. Involve staff The more staff are involved and consulted the more ownership they will take of a project. This goes on to increase their drive dedication and commitment to meeting the goals of the company. Try different approaches If something isnt working dont be afraid to change it. This promotes problem solving and creativity. Outcome 5, AC 2 written question Describe possible barriers to promoting quality in the workplace?People not astute hat is expected If people do not receive halal training and induction processes they may not fully understand their role, the companies aim and therefore how to provide it. Managers focusing on a quick peck Being under pressure to fix problems may lead to a band aid approach rather than long term solutions. This may pr ovide immediate results but will not lead to quality and consistency. not knowing whos responsible Without clear accountability and responsibility projects may not be managed and staff may not fully commit for revere of being held accountable for something they are not sure if they are responsible for.