ASSESSMENT COVER SHEET
QUALIFICATION: Graduate Diploma of Management (Learning)/ Graduate Certificate in Management (Learning)
ASSESSMENT GUIDELINES FOR STUDENTS
- You need to achieve a ‘Satisfactory’ grade in ALL the assessments items to be granted a ‘Competent’ grade in the unit.
- In case you are not able to achieve a ‘Satisfactory’ grade in any assessment task, you will be given three (3) attempts to resubmit your assessment. Your trainer will be available to assist you in any areas of difficulty. Please discuss the assessment with your trainer to seek advice on how you can achieve competency in the unit.
- Where relevant, oral questions may be asked to gather more information on your knowledge, skills and competence in the unit.
- A holistic approach is used to assess your skills relevant to this qualification. The skills are assessed across the different units offered within this qualification. Where a skill relevant to this unit is not assessed within this assessment pack, please note that the skill will be assessed in another unit. In particular, aspects f this unit are covered in ‘BSBINN601B Manage organisational change’
1a: What is leadership?
- List any three people in your life that are effective leaders and explain what makes them ‘effective leaders’.
- In your own words, explain what you understand by the following:
a. Trait theories of leadership
b. Behavioural theories of leadership
c. Contingency theories of leadership
- What are the key differences between a manager and a leader?
- What do you understand by social corporate responsibility?
- Identify and explain THREE methods of developing your personal effectiveness.
- List and Explain FIVE contemporary challenges and opportunities in the workplace today.
- Is it important for leaders and organisations to demonstrate social corporate responsibility? Why or why not?
- Explain the THREE interpersonal attitudes required for transformative communication at the workplace?
1b: Mission, vision and values
- What is the purpose of an organisation’s vision and mission?
A Vision Statement describes the desired future position of the organization. In other words, The vision statement illustrates what the organization is going to be in the future. It serves as a guiding lodestar that portrays the nature of future to which the organization aims, and provides direction to the stakeholders in the organization as they make their efforts on achieving the vision. A Mission Statement clearly defines the organization’s principal purpose of reasons or reasons for its existence, its objectives, and its approach to reach those objectives. The purpose of a mission statement is to express the organization’s purpose and give direction to its employees and other stakeholders. A mission statement also creates a sense of identity for its employees. The components of Mission and Vision Statements are often linked to deliver a statement of the company’s purposes, goals, and values.
- Why is it important for employees to understand and support the values, vision, and mission of the organization?
- What happens when employees don’t understand and support their organization’s values, vision, mission, and strategy?
- As a leader, what steps would you take to ensure that your employees understood and supported your organization’s values, vision, mission, and strategies?
- List and explain FOUR Federal laws (legislation) that you need to be aware of as a leader of an organization.
1c: Change Management
- What is Change Management? Describe FIVE basic change management objectives.
- Explain FIVE critical success factors of change management methods.
- What do you understand by the concept of ‘Readiness for a Change Life Cycle?
- Explain the concepts of ‘Culture Change Measure’ and ‘Culture Change Risk Log’.
- Explain how you would use the PEST analysis method in analyzing and evaluating a change management process.
- Explain the relationship of Organization Development and change management with an emphasis on the scope of application; the focus of effort; the level of engagement and overlap.
2a Influencing teams and individuals
Theory Questions (Answer all the 3 questions below)
- Select THREE effective methods of motivating people that you have witnessed at your workplace and explain them in terms of the theories of motivation that you have studied in this unit (300 words)
- What are the characteristics of an effective team? (100 words)
- List and define the development stages of a team and the way team leadership needs to change as the team develops. (250 words)
2b Providing strategic leadership during change
Leadership and change Scenario
You are the General Manager (Operations) of Scicom Pvt Ltd, a company providing customer support for telcommunications and banks in Australia. The company is based out of Surfers Paradise and is registered with the Australian Securities and Investment Commission (ASIC). The company employs staff from a diverse background including disabled people and senior/mature employees above the age of 65. The company adheres to legislations applicable to businesses in Australia.
The company has a vision of providing ‘world class’ customer experience leveraging on technology and had decided to automate customer handling processes by using chat-bots and self-selected options of services for all telephone and web enquiries. The senior management, represented by the Chief Executive Officer (Alan) believes that a leader should always focus on giving the best returns for investors and is very determined by a profit-driven attitude. Alan believes that as a leader, he has the right to decide what is best for everyone including the staff. Many employees of Scicom see Alan as an autocratic leader. The automation plan, once implemented would see 30% increases in the number of employees. Alan wishes to fill up the vacancies with young graduates and slowly get rid of the diverse workforce by lay-offs or made redundant.
You have been appointed to lead the automation project by providing a different leadership than what Alan is practicing. You are required to communicate the new project and ensure that the staff morale remains high. Some of the older staff believes that they would be replaced by the new recruits. You plan to involve some of the older staff to help you drive the automation agenda together with some new recruits. You have just returned from a family vacation. The minute you get to work, employees are coming to you and telling you there were several blow-ups/arguments in the department while you were on vacation. Three employees have been involved in a heated battle, and have been taking their stress out on each other (they used to be good friends). What started out at as just taking stress out on one another, and small conflicts, has grown into a heated battle. The three employees perform a vital function in your department, and since the disagreements started one month ago, the employees haven’t been fulfilling their job responsibilities like they have in the past, and productivity is going down. This constant conflict is taking its toll on the other employees in your department.
You wish that the automation project is a success. You want to show good leadership; communicate the plans, direction and values to all stakeholders; identify and select employees who are going to be the change agents; address the current conflicts between employees at the workplace; and, ensure the positive impact of the change to all stakeholders and profitability.
Write a detailed report on how you would handle this situation. Structure your report using the following headings (500 words):
- Introduction (Rewrite the situation in your own words)
- List and explain any FOUR underlying issues that are causing the problems?
- Impact of the current situation (Describe the impact the situation is having at the workplace)
- List all the detailed steps that you will take to solve the problem (Use your understanding of leadership and team-building theory to think about the best course of action)
- List at least 6 tactics you can use to influence the group and achieve the desired result (In your response refer to the theory)
- Out of the above tactics, which tactic/s would you use to get the team functioning smoothly? Explain why you would choose this tactic?
- Who are the relevant stakeholders at Scicom that you would convey any organizational changes and values to?
- Explain THREE methods of how you would convey the organizational direction and values to relevant stakeholders at Scicom?
- What would be the impact on the role of a leader during the organisational change phase at Scicom
- How would Alan’s recruitment policy impact Scicom?
- Research and explain any TWO legislation that would apply to Alan’s recruitment policy?
- How would you identify the capability and competence of staff to contribute to the change processes in Scicom?
- How do you communicate with and involve the relevant people to facilitate effective change?
- What leadership styles and approaches would best respond to the impact of change on Scicom’s people and processes?
This assessment has TWO parts
Read the ‘Readings’ provided to you by your trainer and answer the following questions:
- Explain the four components of transformational leadership in your own words (300 words)
- Explain the model of ‘Adaptive Leadership’ with an emphasis on situational challenges, leader behaviors and adaptive work.
- Read the essay on ‘Charismatic Theory’ by Jay A. Cogner. Explain why the ’second stage’ is important for a leader to be charismatic. (300 words)
PART B: LISTEN TO MARTIN KING LUTHER’S SPEECH
- Listen to Martin Luther King’s famous speech- ‘I have a dream’ https://www.youtube.com/watch?v=smEqnnklfYs
The original transcript is given below: (http://www.archives.gov/press/exhibits/dream-speech.pdf)
- Answer the questions below. For each question, you need to reflect on the ‘transformational leadership theory’ and the ‘charismatic theory’ and link it to the speech.
- Using the three stages of charismatic theory, explain why most people believe that Martin Luther King was a charismatic leader (600 words)
- Analyze Martin Luther King’s speech in terms of the four components of transformational leadership. Do you believe that he was a transformational leader? Why or why not?
ASSESSING YOUR OWN LEADERSHIP STYLE
This assessment has TWO parts
- PERSONAL EFFECTIVENESS INVENTORY
Assess your awareness of your knowledge, skills and current competencies.
This is an Inventory that is designed to give you an assessment of your effectiveness. Some items focus on you, some on others with whom you work, and some on your relationship with customers. When completed, the profile will suggest areas in which you may want to consider investing through developmental and/or reinforcement action.
To deliver the “best” – most realistic – results for your consideration, you are encouraged to:
1. Be as honest and frank as you can be,
2. Ask someone who knows you very well to complete the Inventory on you (in addition to your response), then compare the ratings,
3. Redo the Inventory in about six months’ time to see what differences might have developed
Consider each statement carefully. Respond to each one using the following scale:
10. Very Strongly Agree
9. Strongly Agree
8. Definitely Agree
7. Generally Agree
6. Somewhat Agree
5. No Opinion / Neutral
4. Somewhat Disagree
3. Generally Disagree
2. Definitely Disagree
1. Strongly Disagree
0. Very Strongly Disagree
At the end of the questionnaire, transfer your scores to the Scoring Grid which follows.
1. I feel good about the results I’m getting
2. I’m anxious to develop my knowledge and skills
3. At our organisation, we’re the best at what we do
4. I feel good about how we treat customers
5. There’s a strong bond between people here
6. We generally support one another when needed
7. I have a clear sense of my priorities
8. My life is in good balance and improving
9. I know and agree with our organisation’s goals
10. I know full well who our customers are
11. We are all part of the winning team
12. I’m confident I can contribute even more
13. I keep the big picture and the details in sight
14. I feel everyone can teach me something
15. I know how we’re doing against our Goals / Standards
16. It’s obvious we all really care about our customers
17. My boss and colleagues are ‘there’ for me
18. This is a organisation that knows how to win
19. I’m satisfied with the quality of my life
20. There’s a lot to be gained from every failure
21. I’ve ample opportunities to participate at work
22. I feel we’re ‘in touch’ with our customers
23. Quality/Service is our common responsibility
24. The future of our organisation is looking brighter
25. My life goals are written down and up-to-date
26. Every day I learn / accomplish something new
27. Our organisational Mission / Vision is very worthwhile
28. Our customers are always treated with respect
29. Any differences between us are seen as a strengths
30. I can cope with life’s challenges most of the time
31. I’m doing what I want with my life
32. I take time out to increase my effectiveness
33. My contribution to the organisation is quite evident to all
34. We’re all committed to satisfying our customers
35. I feel good being a part of this organisational team
36. I can count on guidance / support from management
37. Planning is important to me, and I do it regularly
38. I feel good, but I could feel even better
39. My contributions to the team are recognised/appreciated
40. Our customers know that they are important to us
41. We are aware of, and understand our differences
42. The emphasis in our organisation is on Quality/Service
43. I feel I’m doing some worthwhile things
44. I can really see the progress I’m making day by day
45. We operate as a team, sharing the load equally
46. We always meet commitments made to our customers
47. Everyone on the team gives their best effort
48. People here are trustworthy and consistent
49. I have some worthwhile challenges in my life
50. I feel I’m investing my efforts to good purpose
51. I can count on the support of my colleagues
52. Customers are the only reason we’re in business
53. People around me are sensitive and supportive
54. I’m confident that we’ll continue to be even more successful
55. My progress is measurable and generally satisfying
56. I know where I’m going in life, and I will get there
57. I can only be successful if the team succeeds
58. We all believe that we are each other’s customer
59. It’s a good feeling to be contributing to our success
60. No matter how tough the challenge, we can do it !
Now transfer your ratings to the grid on the page which follows >>>>>>
Transfer your answers using the score (column number) in each case
1. 2. 3. 4. 5. 6.
7. 8. 9. 10. 11. 12.
13. 14. 15. 16. 17. 18.
19. 20. 21. 22. 23. 24.
25. 26. 27. 28. 29. 30.
31. 32. 33. 34. 35. 36.
37. 38. 39. 40. 41. 42.
43. 44. 45. 46. 47. 48.
49. 50. 51. 52. 53. 54.
55. 56. 57. 58. 59. 60.
Now transfer your six scores to a pie chart. You will need to create a Pie Chart.
Profile”. First, identify the corresponding section of the Pie Chart.
Then , approximate your score-line, that is, where your score would place.
Now shade only that section of the Pie Chart from the centre to your score-
line. Repeat for the other sections.
The ideal profile is an even circle, regardless of the percentile score levels.
- Complete an online questionnaire about yourself that shows you your character strengths: https://www.authentichappiness.sas.upenn.edu/user/login?destination=node/434
You will need to register as a user and then go to the Questionnaires>VIA Survey of Character Strengths
- What are your top 6 character strengths according to the above questionnaire?
- Refer to the transformational theories of leadership. Write a brief analysis of your own leadership style
- What strengths or qualities do you already have that demonstrate that you are a transformational leader?
- What skills do you need to develop to become a transformational leader?