Questions on working with an leading people - Free Essay Example

Sample details Pages: 9 Words: 2592 Downloads: 6 Date added: 2017/06/26 Category Management Essay Type Narrative essay Did you like this example? Putting the right person in the place in the right time is the Human Resource Development Departments job. So, a good recruitment, selection and retention program plays an important role in an organisation. Hungry Petes must have a good structure in order to help in the recruitment, selection and retention program. Don’t waste time! Our writers will create an original "Questions on working with an leading people" essay for you Create order The structure of the new concept store can be found below: After designing the new concept stores structure. We now move to the recruitment process. As Hungry Petes is starting a new type of business, the management will have to decide whether to move resources from his restaurant or recruit all new staffs. In this case, as the business type is different, we may choose fresh employee. The following steps will have to be taken for selection process: Advertise for the prospects either on newspapers, internet or other source of communication. Short listing of the best candidates. Call them for an interview. Suitable tests (character tests, aptitude tests, leadership tests where applicable). Choosing the best candidates for the different jobs (Putting the right person in the right place). Announcing the decisions of the Human resource department to the best profiles. (b) Retention of qualify or good staffs is something very crucial for an organisation. These kinds of people who know their work very well and are jack of all trades must be retained. This goes in the benefits of the organisation. For example, at the management level, fringe benefits, like company car or car allowance should be given. Concerning both the management level and the lower level, there must be a good wage incentive scheme, along with time-off, better and flexible working hours, insurance cover, performance appraisal bonus and presence bonus would motivate a staff to work harder for his benefit as well as the organisation. After working hours or non-working days, outings can be arranged so as to better create team spirit with the workers. Training of staffs should be included as it is a long run investment for the organisation. Nowadays, a person is considered as an asset. These types of concern for the employees will surely retain them from leaving the organisation. These a re good incentive measures. As far as succession planning is concerned, it enables the organisation to recognise talents of the employees to provide them with trainings for future responsibilities. This may improve the workers capabilities and therefore retention as well. The concept of succession planning may apply in hungry Petes in case of a the chief waiter resigns and a simple waiter may take his place or in the case as the administrative manager resigns and a clerk may take his place and responsibility as well. The workers will feel his importance and contribution in the organisation, hence, a psychological factor where an internal happiness, confidence and productivity which leads to efficiency at work. Better distinctive team spirit and motivation will surely prevail. (c) Ethics refer to the environment we working in and ethics goes side by side with legal matters. Ethics applies to the individual and the organisation as well. Core values of the organisation are defined by the business ethical considerations. As applied in the case of Hungry Petes, the workers must be aware of the discipline and legal implications like health and safety, hygiene, the local Food act, compliance with food regulatory and the organisations must be aware of the company laws, labour laws, local laws concerning business, the government taxation system etc for example, the cook must be aware of the local food act and food act, so as to produce the goods according to the laws prevailing in the place while the administrative manager must be aware of the government taxation system, the company laws and the labour laws. Compliance with ethical and legal implications may attract competitive candidates applying for the job in the organisation as well as customers. Task 2 (a) The group culture is the teams way of working together. This develops mutual respect, share of ideas, group cooperation, creativity, effectiveness and group satisfaction. Team work refers the effort, communication, mutual support, coordination of the workers. If these two factors is merged together, this would definitely result in the prosperity of Hungry Petes. This would create motivation along with share of skills and knowledge with good communication and hence overcoming any problems. This would also create mutual understanding where a sense of belonging would be shared within the organisation. this would motivate the workers to work hard or even for longer hours without complaining. That creates the working atmosphere and this plays a psychological approach to the workers. This enhances productivity and effectiveness. But if there is any conflict between the team members, there would be de-motivation at work. Effectiveness and productivity will definitely fall. And it would have a drastic effect on the organisation as the workers will not give their best at work. This may create tension with other workers as well. The idea of team spirit is broken and selfishness will prevails. And this may lead to the fall of the organisation. (b) A team charter is a written document by the workers of an organisation to define the teams mission and objectives. A team charter can be created by the management level or by the team itself. The team needs to know what the management expect of them and vice versa. The team charter includes: The purpose of the team: The purpose statement specifies the creation of the team. Resource limitations: Resource negotiations and allocations between the two parties. Ex, cannot hire more people in the organisation. Success measurement: The teams success will be determined by final report to the management Team composition and characteristics: Willingness to work with everyone, acquiring knowledge, to work as a member of the team Mission statement The aim of the organisation in the view of the team: to achieve a high level of excellence and perfection in our products with continuous improvement and innovation while attaining an international standard of consumer satisfaction. (c) Applying Belbins team roles concept in Hungry Petes case have a positive effect on the organisation as starting with: Implementer This means that the implementer makes all the decision and ideas of the team into accomplished, feasible and effective in real circumstances Shaper The shaper is such an individual that can handle pressure work and has the bravery, fortitude and intrepidity to overcome obstacle and is goal directed. Completer or Finisher That individual is very attentive to small details and is able to meet all the deadlines. Co-ordinator His job is to facilitate interconnectivity and decision making Team Worker Those kinds of individuals are good listeners, friendly type, groupware, thoughtful and respectful towards others. Resource investigator That individual is an extrovert one, can communicate very well, can make contacts and bring intense interest to the team. Planter The planter acts as a thinker to the organisation and is problem-oriented so as to develop effective response strategies. Monitor or Evaluator The individual who has a good thinking ability with a good judgement Specialist Focussed, curious and dedicated individuals who like to learn and make contribution of his knowledge to the organisation. These team roles are very important as their contributions to the organisation will be very helpful. Everyone has a different talent and angle of viewing problems and solutions and when combined together, concludes in a good team work and good team spirit in the case of Hungry Petes. Task 3 (a) A managers job is to do what is provided or required for the organisation. He manages day to day activities, thus creating the environment. A manager has subordinates to help them or even work for them. He is paid to get things done within tight constraints of time and even resources like money or labour. A manager normally enjoys a position of authority and are relatively risk-averse, avoiding any type of conflicts. Its the manager who ensures that the vision of the leader is carried out and his job consists of delivering output. He controls the whole operation and ensures organisational stability. He has transactional skills of management. He makes sure that the objectives of the company are being carried out. He minimizes risk, has short term objectives, wants results, makes rules and takes all the credit. A leader is that person who sets the goal for the company. A leader has a vision and is a facilitator or provider of resources to the manager and organisation. A leader lea ds the people by setting a direction for the organisation. a leader has a personal charisma, shapes culture, wants achievement, uses conflicts, takes risks, gives credit, take blame and has long term objectives. He normally has a transformational style and is good in communicating, convincing, motivating, persuading and inspiring people. He is a visionary and work for excitement or personal interest or satisfaction. He is the backbone of the organisation. As in the case of Hungry Petes, both a manager and a leader would be needed so as to set the goal of the organisation and a manager to manage the day to day activities. A leader can also be a manager as well. (b) Both the autocratic style of management and democratic style of management may apply in the case of hungry Petes. The autocratic style of management may apply in the case of new or untrained employees who do know which tasks to perform or which procedures to follow. Effective supervision can be provided only in case of well detailed instructions. Decisions are taken in a limited time. This style can be applied in the case of Hungry Petes as it is a new set up organisation and as it is a new concept store, there are likely to have a high volume of production needs on a daily basis. This style may be used only if the organisation is short in time and have motivated staffs. The democratic leadership style also called the participative style encourages the employees to be part of the organisation as their opinions are heard out. The manager keeps the employees informed on nearly everything which motivates them to work harder. This allows employees to set up their goals and encour ages them to grow in the job and scope for promotion. Both of the style of management has different advantages and disadvantages as well. What Hungry Petes must do, is to make a combination of both the style of management to have better management on the organisation as well as the employees. (c) Improving the morale and empowering the staffs may prove very beneficial to Hungry Petes. This would definitely bring efficiency and effectiveness at work. Several ways may be used to improve morale of staffs like the adoption of a flex time schedule so as to alleviate stress. Incentives like paid time off, gift vouchers to restaurants or hotels, or even awards to the best employees so as to booster their morals during work time. Scope for promotion or internal growth must be given so as to encourage them to work harder to achieve higher grades. Empowerment of staff is most likely to be the best idea for motivating employees. More tasks and responsibilities should be assigned and delegated to them. The reason for the task being given to them should be known to them. The task should be overviewed to the employees before giving them the details. The employees must be assured that they are being totally trusted in the works assigned. Suggestions must be taken from employees so t hat they may feel important in the organisation. Delegation of responsibilities may a great role as well. These factors which may be seem as small things is more or less a good motivation for the employees. Motivated employees are equal to high efficiency of the work. Task 4 (a) Learning styles contribute largely in the blossoming of an individual. There exists several types of learning styles namely, sensory, intuitive, visual, verbal, active, reflective, global and sequential styles. The sensory type learns by procedural, practical or concrete information. These persons would rather look for factual information. The intuitive type would learn by innovations or theoretical information. They look for meaning. The visual type would rather learn by information displayed on graphs, pictures or diagrams. They look for visual representation of data. The verbal type prefers to read or hear information. They would look for explanations in the words. Reflective type prefers to think of possible problems and solution and make an assessment on the situation and have the enthusiasm of solving the problems on their own. Sequential type likes to have the data in an orderly way and hence joining the pieces of the puzzle to figure out the solution. G lobal type prefers systematic approach. They like to see to problem in a whole way, then figures out the details. Understanding these different approaches, we would best fit the right person in the right place at Hungry Petes. Then, we can make the weakness of an individual becomes his strength by giving the different sorts of training required for each and every individual, and to help the manager to better understand his staffs so as to promote team spirit and motivation. (b) Hungry Petes Coffee House: CASHIER ASSITANT COOK CLEANER WAITER WAITER WAITER CHIEF WAITER SHOP MANAGER CHIEF COOK As shown in the diagram below, in the shop, work is allocated by the Shop manager to the Chief waiter, Cleaner and the chief cook. The chief waiter then allocates work to the waiter, the cashier and the chief cook allocates work to the assistant cook. But somehow, there is a connection between the chief waiter, the cleaner and the chief cook. The chief waiter will respond as per consumer demand, if there are orders. Hungry Petes fast food restaurants: SHOP MANAGER WAITER WAITER WAITER WAITER CHIEF WAITER CLEANER CHIEF COOK CHIEF CASHIER CASHIER INFORMATION CLERK ASSISTANT COOK The restaurant work allocation is a bit more complex as it operates on higher level. The chief waiter plays a key role in this concept. He allocates work to the waiters, cleaner and the chief cook who then allocates to the as sistant cook. The information clerk reports to the shop manager while giving information to the chief waiter as well. The chief cashier reports to the shop manager while the cashier reports to the chief cashier. That is why a team work is important in an organisation. (c) Performance appraisal is the best way to monitor and assess a staff. The appraisal is usually carried out by the manager or supervisor who best knows the employee. This adds benefit in the way that the employees may believe that the management is taking an interest in them. The management can make sure that the works are being done properly and can keep track of good employees. The appraisal can be rewarded in incentives or disincentives by the management. Customer feedback can be taken into consideration by putting suggestion boxes as well. Punctuality, rate of absenteeism, communication or presentation can be taken into consideration. Surveys may be conducted as well. Woking hours of the employees count in the monitoring of staffs. As far as Hungry Petes is concerned, the appraisal will benefit a lot for the company for retention of suitable employees. The organisation may very well offer remunerations and rewards for the most appraised candidates so that they may be more moti vated to work in favour of the organisation. This will encourage them to work more efficiently. An efficient work force means a happy customer and a happy customer is what makes a business.

Peer Review Article Versus Popular Press Article on Lead...

Lead poisoning has been a concern for many years. In fact, because of the affects of lead poisoning, there has been an extensive decline in its use. Many people believe lead poisoning is no longer a threat, yet millions of homes contain lead based paint (Heck, J., 2005, para. 1). Exposure to lead at any level is unhealthy, especially in infants, children, and pregnant women and continues to be an ongoing dilemma in this country. I read two articles concerning lead poisoning; the first article is from FineTuning, a popular press and the second article is from Pediatrics, a peer-review journal. In this paper, I will clearly summarize each article by comparing the content of both articles. In addition, I will summarize the attention to†¦show more content†¦The author further goes on to explain what is being done about lead poisoning, and finally explaining how to know for sure if a person has lead poisoning and how to have your home tested for lead poisoning. The author pays gr eat attention to detail by providing facts to support the information provided in the article. For example, the author states, 75% of houses and other buildings built before 1978 have lead-based paint. When the paint is in good condition it does not pose a threat. When it chips and peels however, it can make a child very ill (Heck, Where does lead come from section, para. 1). This article clearly achieves its purpose, which is to inform the public about prevalence of lead and the ongoing risks associated with lead poisoning. This article is not about one specific case of lead poisoning, which is evident because the author talks about the history of lead use and the laws relating to lead use in this country. Similarly, in the article, The Need for Vigilance: the Persistence of Lead Poisoning in Children published in Pediatrics, a peer-review journal, the authors write the article with the intent of reiterating the need for medical professionals to remain vigilant with the accurate tr eatment of lead poisoning. The article in Pediatrics is written by doctors for clinical professionals and is based upon a report of a case of lead poisoning associated with ingestion of a toy necklace in a 4-year-old child (Florin, T., Brent, R.,

Effective Training and Assessment Plan-Free-Samples for Student

Question: Discuss about the Effective Training and Assessment Plan. Answer: Introduction Australia has a large number of migrants from across the world, each one coming with their own culture, customers, and language. Many come from countries where English is not used as the first language resulting in a serious communication gap. Despite being highly qualified and having the best skills, knowledge, and experience, communication is the key to smooth operations and maintaining of high safety(Harrington Lewis, 2013, p.146). This makes it a priority for every organization to perform Training and Assessments of their employees and team members and partners to determine their English communication skills. This would ensure all employees have a clear understanding of basic visual and verbal English commands which ensures all employees are communicating in a common and understandable communication(Hill et al., 2013). The language training and assessment time frame cannot be accurately plotted due to each individual having a different learning capability towards new language th us the training programs require to be flexible and based on the individuals learning capability and their job role. This report shall explore on the development of visual and verbal communication training and assessment plans to be utilized for civil engineering construction site so as to avoid communication gaps which could cause serious accident leading to injury and even death. Determine Assessment Approach The first Step linked to developing an effective Training and Assessment plan it related to determining the candidates who may require training. This is categorized on the basis of their command over visual and verbal communication, culture and background(Shipley McAfee, 2015). Its also important to identify the purpose and context of undertaking the training and the target audience who the training and assessment shall focus on. The following criteria and areas must be discussed while developing a training and assessment plan. Identify Candidates and Confirm Purpose and Context of the Assessment To develop an effective training and assessment plan one must first be able to evaluate the team and identify candidates who may require training as well as determine the purpose and context of the training and assessment. Communications Skills Communication should not be limited to language and should include groups of individuals who may lack effective communication skills despite being good at English. Certain individuals lack a load voice and may have nature whereby they prefer never to shout thus it's critical to ensure candidates are selected based on both their communications skill rather their command over a specific language. Purpose and Context It is also vital to determine the purpose of the communication training and assessment. It is vital to identify the purpose for training and assessing certain individuals on communications skills and how those skills expect to be implemented. The communication skill will require to clearly defining the individual's role and how they are expected to communicate with their team mates using a universal communications language (visuals and verbal). The purpose of establishing a common communication platform is to improve efficiency and reduce instances of miscommunication which could result in serious accidents, injury and even death. Its also important to identify the context or setting an individual will be working in so as to determine the most effective mode of communication. Review Legal, Organisational and Ethical Requirements The training and assessment programs must also be aligned to the legal, organizational and Ethical standards and guidelines. This makes it important for the human resource manager to review the Legal, Organisational and Ethical factors before developing any plan. Its important to understand that staff will come from different cultural backgrounds. The policy would require for consideration and development of a universal training and assessment plan which upholds government laws, adheres to organizations terms and conditions and recognizes cultural and ethical values. Identify and Assess Benchmarks and Guidelines for the Assessment Setting Benchmarks plays an important role towards the development of an effective training and assessment plan. The HR and QA managers must be able to determine training and assessment benchmarks which the trainees must achieve to pass. It also important to develop a plan related to re-training and re-assessment of candidates who may not achieve the target marks. Action on candidates who do not meet this mark must also be clearly defined to help encourage participant focus towards the training and assessment program Prepare an Assessment Plan The Second step of developing an affecting training and assessment plan involved the preparation of the actual assessment plan. This is once again broken into sub-sections which help concentrate and focus the informations and criteria to determine the best approach to develop an assessment plan(Freeman et al., 2016). The assessment must first be done at an individual level after which the assessment can be categorized in groups clubbing multiple individuals to the same group and delivering prescribed training programs to the group as a whole rather than individual. Determine Evidence to Determine Competence Competency evolution requires being done at the individual level as this helps determine individual staff members skills and communications levels. This assessment also helps identify their interests and other cover values which allow for the HR and QA managers to categorize the employees based on their competency levels into groups. Plans would then be developed to train each group regarding communications skills which would later be focused towards specific communications needs thus further enhancing communication. Select an Assessment Method That Supports the Collection of Defined Evidence Assessment plans must be developed based on defined Evidence thus its critical to collect specific information related to the need for the training and assessment before the training programs are developed. This complies with individuals who require training and assessments for specific needs or qualities which will require defined evidence to determine appropriate plan development. Evidence would determine the need for the special training based on documented evidence of the requirement at the workplace Document all Aspects of the Assessment Plan and Confirm the Relevant Personal performing the Assessment Each step of the assessments must be clearly documented and individuals participating in the assessments mentioned. This would act as a database which the Trainer and assessor can return to at a later stage to determine and evaluate their performance. It also helps identify recurring issues during the training and assessment process which can help the HR and QA develop alternative assessments plans to improve training and assessment. The data also allows for the management to monitor and evaluate an individual or teams progress thus helping plot their development and training needs. Develop Assessment Instrument On competition of training, it becomes critical to assess the trainees to determine how much knowledge they have grasped from the process. This is very important as it also helps determine individual employees perceptions towards the training sessions and the process. Some individuals will take the training sessions and process very seriously while others dont and the assessment evolutions help determine individual and groups perceptions and performance for further training sessions to be developed(Oakland Hambleton, 2012, p.80). To help improve the assessment criteria and results in the following approaches much be considered. Develop Simple Assessment Instructions to Meet Target Group Needs Assessment instructions must be kept simple and clear so as to gain all trainees understanding. Once again its important to reiterate the training and assessment are delivered and done on employees who come from a diverse cultural background. Each may have different levels of perception and level of understanding. The Instructions require being delivered in common language preferably English unless all participants agree on another language. Instructions points must also be short and very clear with the objective of allowing each individual to understand, complete and pass the assessment. Analysis available assessment instructions for their suitability for use and modify as required Assessment instructions should also be analysed and evaluated to ensure universal understanding. Only the assessment Instructions can be shared among the staff of team to determine their level of understanding and feedback taken which can be used to modify areas which may be complex. A universal set of instructions should then be related and used in all future assessments. Map Assessment against Unit/ Course Requirements It is also important to map the correlations and cohesion of the assessment and the course or unit to ensure the assessment meets the units criteria. Its important that the questions provided on the assessments fall within the unit or curriculum and require to be evenly distributed so as to give every individual an equal chance of passing the assessment. Questions must, therefore, be evenly distributed between Easy, average and complex but should all be from being covered in the unit or curriculum. Draft Assessment Instructions to Validate, Applicability and Record Outcomes The assessment also requires a recognized and valid answer key and instructions related to the assessments evolutions and validations. This involves the individuals who would be responsible for the evolution and the criteria which they would be following while evaluating the assessment s. Factors such as negative marking, assessment calculations, and resists should be clearly mentioned. It is also important to clearly mention the evolutions applicability to avoid misuse or accidental training and assessment of the wrong candidates leading to low turnout of low marks. Assessment evaluations results must also be properly recorded and one individual would require taking ownership of this responsibility to avoid loss of the evolutions records which could lead to further complications. Conclusion The HR and QA departments and managers are responsible for coordinating to evaluating and training an organizations staff so as to secure a uniform level of communication and understanding. This is very important in countries with a diverse cultural background due to the skilled professional having a communication gap. This can result in increasing the number of accidents, injury, and death which is a major concern among businesses and industry. This makes assessment and training of basic universal communication skills a basic requirement for every business which has skilled professionals from a diverse cultural background. Bibliography Freeman, R Roge, L., 2016. Planning and Implementing Assessment. Oxon: Routledge. Harrington, H.J. Lewis, R., 2013. Closing the Communication Gap: An Effective Method for Achieving Desired Results. Buca Roton: CRC Press. Hill, T., Hill, D. Perlitz, L., 2013. Professional Training and Assessment. McGraw-Hill Education Australia. Oakland, T. Hambleton, R., 2012. International Perspectives on Academic Assessment. Springer Science Business Media. Shipley, K. McAfee, J.G., 2015. Assessment in Speech-Language Pathology: A Resource Manual. Boston: Cengage Learning