Working with and Leading People.

Table of Contents.
Introduction....1
Task 1: Be able to use recruitment, selection and retention procedures.
1.1 Which contains the recruitment and selection criteria you are going to use to attract a new
member of staff...2-4
1.2 Identify which are the most important and relevant of legal, regulatory and ethical
considerations to the recruitment and selection process.4-6
1.3 Conduct a role play, where an interview will be conducted and in your own words; describe
the entire process in terms of a reflective journal.6
Task 2: Understand the styles and impact of leadership.
2.1 Provide details and give reasons supported by evidence in terms of examples to clearly
support the skills and attributes needed for leadership7-8
2.2 Provide details and give reasons and supported by evidence in terms of examples to clearly
differentiate the difference between leadership and management..8-10
2.3 Identify their leadership style and how they behaved in different situations, link their
leadership styles for different situations.11-13
2.4 What are the ways in which you would try to motivate your staff to achieve organizational
objective in terms of profits and improved customer quality...13-14
Task 3: Be able to work effectively in a team.
3.1 Write a reflective journal on how the leader of the team and the other members of team
worked towards specific goals...15
3.2 Assess the benefits of working in a team in an organization..16-17
Task 4: Be able to assess the work and development needs of individuals.
4.1 Explain some planning aids which can be used in monitoring work..18-21
4.2 Plan and deliver the assessment of the development needs of individuals21-22
4.3 Evaluate the success of assessment process22

Conclusion...23
References..24

Working with and Leading People.

Introduction.
In the competitive business environment it is very much vital for the organizations to have an
excellent workforce capable of driving the organization in the right direction enabling the
organization to reach its objectives. The human force can be identified as the key for success for
any organization. So ensuring that the organization is occupied with skilled, committed and
motivated workforce is very much important for the success of any organization.
In this assignment, the important aspects of working with and leading people such as the
recruitment, selection and retention procedures of employees, the different styles of leaderships
and their impact, effective teamwork and assessing the work development of individuals is
discussed in detail as four tasks.

Working with and Leading People.

Task 1: Be able to use recruitment, selection and retention

procedures.
1.1

Which contains the recruitment and selection criteria you are going to use to
attract a new member of staff.
Damro Sri Lanka is looking for new staff for their Business Development team. This team should
be composed of a corporate business development manager and two business development
executives. In this task, we will look into the procedures involved in the recruitment and selection
of business development manager. The recruitment, selection and retention process must be
driven by clear policies, accountability and shared responsibility.
Businesses compete for talented staff. Damro Sri Lanka can make their business attractive to job
seekers by having good recruitment plans, making new employees feel welcome, and by being
clear about what is expected of employees.
Recruitment:
Business development managers are responsible for driving the growth of their companies by
generating new business opportunities, as well as motivating employees.
In simple terms recruitment can be referred to as the process of searching and attracting
competent employees for a particular job (Aswathappa, 2005).
There is a logical set of steps involved in the process of recruiting staff.
1) Identify that there is a vacancy:
In this case, the company is looking for candidates for the position of Business Development
Manager.
2) Undertake a job analysis to make sure you know what skills, knowledge and abilities
are needed as well as the type of employment to be offered:
Since a key component of this job is strategic planning, a business development manager
must have thorough knowledge of the company's competitors and the market place. He or
she will work closely with the sales and marketing departments to identify potential new
clients, craft proposals, and review contracts. Entry-level work in this field typically requires a
bachelor's degree in business administration or a related field, as well as three to five years
of sales or marketing experience.
3) Make sure the job description and selection criteria are accurate and up-to-date and
modify if required: The business development manager's main task is to facilitate the
growth of the business for which he or she works. Working primarily with the sales and
marketing departments, this experienced professional develops training plans to educate and
motivate the employees of the company to perform at their most profitable level.
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Strategic planning for future development is a key part of this job description, since it is the
business manager's responsibility to develop the pipeline of new business coming in to the
company. This requires a thorough knowledge of the marketplace and of the company's
competitors.
4) Determine how you are going to assess each candidates suitability for the role:
The interview is the single most important step in the selection process. It is the opportunity
for the employer and prospective employee to learn more about each other and validate
information provided by both. Or tests can be given to determine if the candidate is
appropriate or not.
5) Devise your recruitment plan:
A carefully structured recruitment plan maps out the strategy for attracting and hiring the best
qualified candidate and helps to ensure an applicant pool which includes women and
underrepresented groups including veterans and individuals with disabilities.
6) Undertake a short listing process:
Apply the selection criteria to eliminate applicants clearly not suitable or qualified for the role.
Ensure your short listing process is fair and non-discriminatory. There are useful tools that
can be used to create.
Selection:
It is the process of choosing qualified individuals who are available to fill the positions in
organization. The selection criteria list both essential characteristics such as certain skills,
knowledge and qualifications and desirable characteristics such as work experience or extra
qualifications and trainings. There are basically three most common selection methods:
1) Testing: this measures knowledge, skill and ability as well as other characteristics such as
personality traits.
2) Gathering information: Common methods for getting information about the candidate
include application forms and resumes, biographical data and reference checking.
3) Interviewing: this is the most frequently used selection method. Interviews can be of two
types depending on the employers decision- structured interviews were the interviewer
asks a set of predetermined questions to all candidates. The second method is
unstructured interviews which are open ended questions and are different for every
applicant.

Working with and Leading People.

1.2 Give careful consideration to all the factors and events that apply and
identify which are the most important and relevant of legal, regulatory and
ethical considerations to the recruitment and selection process.
The process of recruiting new employees is very complex and often extends beyond the usual
human resource practices in recruitment. The entire process is bound by various laws that can
significantly affect the organizations progress in recruitment. Nevertheless, these laws are aimed
at helping the organizations by making the recruitment process fair and equal for all prospective
employees, eliminating discrimination on any basis, and ensuring that the right of individuals to
work is respected (Price, 2000). Apart from the legal and regulatory issues in recruitment, there
are also various ethical considerations that need to be brought to mind whenever recruiting
people in an organization. These ethical values can affect the companys image if ignored
completely.
Some of the most important legislations regarding recruitment and selection for Damro Sri Lanka
are as follows:
1) The Equality Act 2010
The Equality Act came into force on 1 October 2010 and it aims to provide a simpler, more
consistent and more effective legal framework for preventing discrimination. The stated aim of
the Act is to reform and harmonize discrimination law, and to strengthen the law to support
progress on equality. It will replace the previous equality legislations such as Equal Pay Act 1970,
Sex Discrimination Act 1975, Race Relations Act 1976 etc. According to this law, no employer
should discriminate on grounds of age, disability, gender reassignment, race, religion or belief,
sex, sexual orientation, marriage and civil partnership, pregnancy and maternity.
2) Direct and indirect discrimination
Direct discrimination is treating one person less favorably than another purely on grounds of sex
or race. E.g.: Only males can apply for that particular job.
Indirect discrimination is if someone is discriminated on the grounds of color or nationality. e.g.: A
rule in a company that does not allow its employees to wear turban, which all Punjabi men wear.

3) The Equal Pay Act 1970

This Act means that people should be paid the same regardless of their gender. It is to have a
right not to be paid less than someone of the opposite sex doing:
-the same work or similar work (legally known as 'like work')
-different work that is of equal value to your employer (known as 'work of equal value')
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4) Disability Discrimination Act 1995
The DDA enshrines the rights of those in society who have disabilities in areas such as disability
employment opportunities, education and training, transport and access to buildings etc. It also
encourages the public sector to promote equality of opportunity and inclusion for disabled
people. It is unlawful for any employer to discriminate against a disabled person by treating them
less favorably than non-disabled candidates when they apply for employment.
5) Pregnancy and maternity
A woman is protected against discrimination on the grounds of pregnancy and maternity during
the period of her pregnancy and any statutory maternity leave to which she is entitled. During this
period, pregnancy and maternity discrimination cannot be treated as sex discrimination. The
employer must not take into account an employees period of absence due to pregnancy-related
illness when making a decision about her employment.
6) Paternity leave :
This is the time a father takes off work at the birth or adoption of a child. This kind of leave is
rarely paid. Many employers are required by federal law to allow their employees (both men and
women) 12 weeks of unpaid family leave after the birth or adoption of a child under the Family
and Medical Leave Act (FMLA).
Apart from the above mentioned legislations, there are also ethical considerations in the
recruitment process. Some of these are:
Code of ethics for employers
1) Treat all jobseekers equally.
2) No discriminations based on race, religion, origin, political views, gender, age or sexual
orientation.
3) Rely only on relevant and job-related information when making hiring decisions.
Code of ethics for jobseekers
1) Ensure resume accuracy.
2) Accept and expect employment history verification.
3) Assume personal responsibility for publishing resume, pictures etc.

1.3 Conduct a role play, where an interview will be conducted and you are a
part of the selection board, in your own words; describe the entire process
and how you have contributed to this activity in terms of a reflective journal.
The advertisement for the vacancy for business development manager was given in local
newspapers, recruitment websites and the company website. After receiving all the applications,
potential candidates were shortlisted considering the information provided in their resumes and
also through online MCQ tests.
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Interviews are a common selection method in almost all the companies worldwide. Damro Sri
Lanka adopts this method for various reasons. First, interviews are more objective because there
is a specific panel that assesses the candidates based on their merit. Secondly, interviews create
an opportunity for the recruitment team to meet the candidates face to face not only to assess
their suitability, but also to assess their communication and relationship skills (Mathis, & Jackson,
2009). On the other hand, the interview process is more time consuming as well as it takes up a
lot of resources for the company. Nevertheless, it often results in identifying the best candidates.
The interview consisted of both close ended and open ended questions regarding candidates
education, work experiences, expectations and so on. Evaluating interviews combines various
interviewing techniques and questioning styles that allow the interviewer to evaluate not only
can do, but also behavior patterns, personality traits, emotional maturity, creativity, reliability,
integrity, drive, ability to learn, adaptability, responsiveness, functional preferences, work ethic,
self- esteem, and very importantly, motivation.

Task 2: Understand the styles and impact of leadership.

2.1 Provide details and give reasons supported by evidence in terms of

examples to clearly support the skills and attributes needed for leadership.
In identifying a good leader numerous qualities and attributes are analyzed and if those attributes
are present in a particular individual only then he can be termed as a good leader. In determining
the leadership abilities of a person the following qualities and attributes are required to be
considered which must be present in him/her.
Skills:
1) Communication
A team leader needs to be able to tell the team what they are going to be doing and be certain
they have understood. This is where effective communication becomes important.
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Example, if a marketing team is in doubt about their target or strategy then they might be at risk.
Clear communication helps a team achieve its goals.
2) Time management
A successful team is one that manages its time, as time is the most valuable (and undervalued)
resource you have. It can be managed effectively by determining which task or element of a task
is most important. This will help you use your time in the most effective way you can. A wellmanaged team will also look to control the distractions that waste time and break the flow of
work.
3) Organization and multi-tasking
A team leader will have many jobs to do at once, including, dealing with the actual task they are
trying to achieve, monitoring their personnel, securing equipment, monitoring finance, reporting
to the public or senior officers and dealing with on the ground changes as they happen. In order
to do this their organizational and multi-tasking skills must be well developed.
4)

Planning
Team leaders must be able to plan effectively, not just so they can deal with the task at hand but
also so that they can deal with anything unexpected that crops up. Good leaders share their
plans with others when appropriate so that all other officers know what they are expected to do in
a given situation.

5) Motivating
Another key skill a leader must have is the ability to motivate their team. Motivation is the drive to
successfully reach a goal or aim, a leader must help their team be motivated to complete the
task they have been set. If a leader cannot motivate their team then it is less likely the team will
be successful.
6) Delegation
Its about giving the team clear roles and responsibilities and leaving it to the team member to
manage and control their task. The key to delegation is to delegate as much as possible so that
team members feel empowered and to delegate equally amongst the team so that everyone has
a role or responsibility. Apart from giving a person responsibility for the completion of the task,
you should also give them ownership of how they complete it.
Attributes:
1) Decisiveness
A leader needs to demonstrate good judgment by making effective, timely and sound decisions
in response to situations that arise. Decisions need to be made quickly and include consideration
of the impact and implications of their decision. Many decisions need to be made proactively
before a problem arises.
2) Adaptability
A leader needs to be able to adjust any long-term plans when new information is available and
constantly apply critical thinking to address any new demands and prioritize and reprioritize tasks
in a changing environment to fit any new circumstances.
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3) Courage
A leader needs courage to accomplish tasks, especially when he or she is faced with tough
decisions and has to take action in difficult circumstances. Leaders need to use courage to
manage dangerous situations whilst appearing calm to the rest of the team at all times, even
when under stress.
4) Compassion
Compassion is an awareness and sympathy for what other people are experiencing. A good
team leader needs to understand how the team might be feeling and be able to help them.

2.2 Provide details and give reasons and supported by evidence in terms of
examples to clearly differentiate the difference between leadership and
management.
Leadership is a quality which influences people, while Management is a discipline of managing
things in the best possible manner. Due to the inter-connectivity between the two terms, many
people have confusions in understanding the two terms. So, below are the differences between
Leadership and Management.
What Does a Leader Do?
A leaders job is to decide where the team they are leading is heading. A leader will set the
ultimate aim, objective and goals for the team. They will then inspire and motivate the team to
achieve the objectives set. This will involve reviewing progress and ensure that the team is on
course to achieve the objectives set.
In an enterprise, you can see a number of leaders who are responsible for the work of their team
members. For the achievement of a single objective, the employees of the organization are
divided into teams and each team is assigned a task which they have to complete within the
specified time. Each team comprises of a leader who is appointed on the basis of merit cum
seniority. In the business environment, leadership is not only limited to persons, but an
organization can also attain leadership in the market by defeating its competitors. Leadership
can be in terms of product, market share, brand, cost etc.
What Does a Manager Do?
A managers job is to set how the team will achieve the objectives set by the leader. They will
overcome any problems the team encounter and decide how to deal with complexity. A football
manager is a good example of a manager. All Football managers have the same objective i.e. to
make sure their teams win and all of them need to work out how this will happen. Football
managers are not leaders they do not set objectives. The objectives for football clubs are set by
the club's owners and directors.
The functions of management are: Planning, Controlling, Organizing, Leading & Motivating and
Decision Making.

Working with and Leading People.

For a better understanding of the differences, below is a comparison chart:
Basis for
comparison

Leadership

Management

Meaning

Leadership is a skill of leading

others by examples.

Basis
Emphasis on
Power
Focus on
Strategy
Formulation of
Perspective
Orientation

Trust
Inspiring People
Influence
Encouraging change
Proactive
Principles and guidelines
Leadership requires good
foresightedness.
People-oriented

Management is an art of systematically

organizing and coordinating things in an
efficient way.
Control
Managing activities
Rule
Bringing stability
Reactive
Policies and Procedures
Management has a short range
perspective.
Task-oriented

Focus

Leading people

Managing work

Outcomes

Achievements

Results

Approach to tasks

Simply look at problems and

devise new, creative solutions.
Using their charisma and
commitment, they excite,
motivate, and focus others to
solve problems and excel.

Approach to risk

Risk-taking

Create strategies, policies, and methods

to create teams and ideas that combine
to operate smoothly. They empower
people by soliciting their views, values,
and principles. They believe that this
combination reduces inherent risk and
generates success
Risk-averse

Role in decisionmaking
Styles

Facilitative

Involved

Transformational, Consultative &

Participative

Dictatorial, Authoritative, Transactional,

Autocratic, Consultative and Democratic

Power through

Charisma & Influence

Formal authority & Position

Organization

Leaders have followers

Manager have subordinates

Appeal to

Heart

Head

Table 1: Comparison chart between Leadership and Management.

The major difference between leadership and management are as under:

Working with and Leading People.

1)

Leadership is a virtue of leading people through encouraging them. Management is a

process of managing the activities of the organization.

2)

Leadership requires trust of followers on his leader. Unlike Management, which needs
control of manager over its subordinates.

3)

Leadership is a skill of influencing others while Management is quality of the ruling.

4)

Leadership demands foresightedness of leader, but Management has a short range

vision.

5)

In leadership, principles and guidelines are established, whereas in the case of

management, policies and procedures are implemented.

6)

Leadership is Proactive. Conversely, management is reactive in nature.

7)

Leadership brings change. On the other hand Management brings stability.

2.3 From the leaders mentioned above, take into consideration 3 leaders, and
1. Identify their leadership style
2. How they behaved in different situations, link their leadership styles for
different situations.
The leaders chosen are:
a) Steve Jobs
b) Richard Branson
c) Donald Trump
a) Steve Jobs

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Steve Jobs is the cofounder of Apple Computers and former CEO of Pixar Animation Studios. He
revolutionized the computer and animation industries, amassing a fortune worth $10.2 billion at
the time of his death.
Leadership style:
He is regarded to be known as an unconventional leader. He was a high-maintenance coworker who demanded excellence from his staff and was known for his direct delivery of
disapproval. But it was because of his complete geniuses combined with his ability to articulate
his vision and bring staff, investors and customers along on the journey plus the lessons
learned in a major career setback that made it work.
Leadership style linked with different situations:
Steve Jobs pushed people to get products out before they were ready to capture mass markets
and many have said that they does not like to work with him ever again. "He would directly
confront people and almost call them idiots. But when they confronted him back and told him why
they were right in understandable forms, he was just testing and learning and he would respect
those people and give them high privileges in the company. That was one thing he did respect someone who believed enough in their own ideas to speak for him, not just shut up and be shy
around him. Basically all these shows that Jobs like to test people.
b) Richard Branson

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He is an international entrepreneur, adventurer, icon, and the founder of the Virgin Group. The
Virgin Group is one of the worlds most recognized and respected brands, with over 400
companies. Branson says that always put your staff first, customers second and shareholders
third.
Leadership style:
He is known as a transformational leader. His transformational leadership consists of six
behaviors: articulating a vision, setting a positive example, communicating high performance
expectations, showing sensitivity to individual followers needs, encouraging a team attitude and
providing intellectual stimulation. Research shows that groups led by transformational leaders
boast higher levels of performance than groups led by other types of leaders. The best example
is the Virgin group.
Leadership style linked with different situations:
Richard Branson pays attention to his followers individual concerns about the company,
expresses confidence in his employees abilities to perform at a very high level, and puts forth a
mission that is clear and engaging to members of the Virgin community.

c) Donald Trump

He is an American business magnate and television personality. "He is the chairman of the
Trump Organization, a US based real estate developer. Furthermore Donald Trump is a man of
energy. "He believes it is energy that drives passion, and passion is what will make the
impossible happen and this is a rare quality that the others do not have.
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Leadership style:
He exhibits an unconventional leadership style, which is characterized by many characteristics.
One of those is the need for power. This is exhibited by every piece of real estate Mr. Trump
owns. He is eccentric, powerful but yet he makes very smart business decisions. He is also a risk
taker. All these business skills have made him a very well recognized business leader, and one
of the nations most known billionaires. His leadership style has made him rich, powerful, famous
and known throughout the world.
Leadership style linked with different situations:
Donald Trump was always a big thinker. He believed in making big deals and huge investments
in real estate because he saw potential. But once Trump landed on a huge debt with millions, but
with his amazing leadership and creative thinking power, he was able to come up with new ideas
and he successfully got rid of them within a very short period of time.

2.4 What are the ways in which you would try to motivate your staff to achieve
organizational objective in terms of profits and improved customer quality.
Basically an organizational objective defines the overall goals, purpose and mission of a
business that have been established by its management and communicated to its employees.
Employees with low motivation levels maybe frustrated with additional tasks assigned to them
and may not contribute to the best of their abilities. So if I own a business, there would be many
ways and techniques that I would use to motivate the staff to achieve organizational objectives in
terms of profits and improved customer quality. They are as follows:

By giving the staff a sense of recognition

Giving recognition and appreciation is very important in order to have satisfied employees.
Basically employees respond to appreciation expressed through recognition of their good work
because it confirms their work is valued.
Everyone feels the need to be recognized/accepted as an individual or member of a group and to
feel a sense of achievement for work well done or even for a courageous effort, and everyone
wants a pat on the back to make them feel good.
Though there would be disadvantages such as the time taken to give recognition and costs of
recognition items given, the ultimate result would be a great advantage to my business, because
negative effects such as absenteeism and stress among employees will reduce and instead a
higher loyalty will build up within employees and finally result in a greater productivity.

Job enrichment

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Employees can be motivated by assigning them additional responsibility. When this is done, the
employees feel like their work has meaning and is important to the company. So by this way I
can give the employees the opportunity to use their ability.

Growth of promotional opportunity

Promoting an employee within the company helps him/her to boost up the morality level. As a
result this will help the general productivity within the business to rise significantly. So basically
well performing employees expect reward in the form of extra incentives such as salary hikes,
bonuses, promotion and so on. However as the owner of the business, I should know that it is
not possible to promote each and every employee within the organization as they should be only
promoted on the basis of their contribution towards the success of the organization.

Empowerment
Empowerment basically means giving employees the power to do their job. Employees need to
feel that their actions count and empowerment is about making this happen. Empowered
employees are committed, loyal and conscientious. They are eager to share ideas and can serve
as strong ambassadors for their organizations at all times.
So these are the main few techniques that I would be using if I owned my own business to
motivate the staff in order to achieve organizational objectives.

Task 3: Be able to work effectively in a team.

3.1 Write a reflective journal on how the leader of the team and the other
members of the team worked towards specific goals, dealing with any
conflict or different situations and also how effective the team were in terms
of achieving the goals and working as a team in an organization.
Teamwork is defined by Scarnati (2001, p. 5) as a cooperative process that allows ordinary
people to achieve extraordinary results. Harris & Harris (1996) also explain that a team has a
common goal or purpose where team members can develop effective, mutual relationships to
achieve team goals. Effective team performance derives from several fundamental
characteristics (Zaccaro &Klimoski, in press). Team members need to successfully integrate their
individual actions. They have specific and unique roles, where the performance of each role
contributes to collective success.

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In an elite group both the individuals and the pioneer will need to assume a dynamic part to
accomplish the targets of the group. Leadership is characterized as the procedure of inspiring a
group of people and directs them towards achieving a common set of goals and objectives. A
leader is necessary to direct a group towards one common goal for the team to successfully achieve
its goals and objectives. Leadership can be effective based on ideas and is necessary to
communicate these ideas in a way that would get the team members involved in it. The leader
should be an analytical person with ability to identify the different situations and problems of team
members help the members to overcome such situations. It is also very important for the leader
to know the factors that motivate and demotivate team members.
A member of a team plays an important role when considering any team. All the team members
should have the capability to work within a team and also should fully understand their individual
duties. Whenever a conflict situation arises, they should always be fair and solve it by proper
communication and try to keep it within themselves and not take it outside the team. They have
to keep in mind that they have a common goal to work together to.
Teams will dependably have a formal mission and objectives that ought to be accomplished. In
accomplishing these, the groups will need to cooperate with the coordination of the considerable
number of individuals under the direction and bearing of the group leader. Team work will be
required by the association when a specific undertaking needs different capabilities and as great
coordination of individuals. In that light groups will make individuals more strong and it will most
likely persuade the workers to perform their obligations well, particularly when the objectives and
the destinations are especially hard to be accomplished then the group will be more firm with a
specific end goal to accomplish that objective. Cooperation can be distinguished as a persuading
element as indicated by the Hertzberg double variable hypothesis which will rouse individuals
giving them acknowledgment inside the group. What's more, when diverse individuals with
various abilities are there in a group, it will enhance the critical thinking and creativity of the
group and clearly that will lead the group to accomplish their targets inside a lesser time than
distributed

3.2 Assess the benefits of working in a team in an organization.

The primary benefit of teamwork is that it allows an organization to achieve something that an
individual working alone cannot. This advantage arises from several factors, each of which
accounts for a different aspect of the overall benefit of teams.
Increases productivity
Organizations are continuously looking for efficiency or productivity gains as a source of
competitive advantage. Teams, especially those that are close to the point of delivery can
identify what needs to change to boost productivity better than any group of senior managers
could ever hope to. Let the team focus on productivity and the organization gains.
Improves communication skills
For teams to succeed they need to be able to get their messages across, listen effectively to
other points of view and build on ideas. As a result of being on the team, people are getting the
opportunity to develop and improve their communication skills.
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Diversity of skills
Some people in organizations thrive in dealing with the big picture stuff. Others get their kick
from getting immersed in the detail. There will be others who thrive on idea generation and
others who love to take something from concept to finished article. This diverse range of people
skills and working together have the potential to deliver a much better solution than any one
individual could ever hope to do.
Improved problem solving
Think about a time when you had a problem that you needed to solve. You probably get so far
and then end up getting stuck because of your own range of experience or knowledge. When
you have access to the wider range of skills and knowledge you ultimately solve problems faster
and better.
Process improvement
Few business processes operate in isolation just within one area of the organization. They tend
to cross functions and even geographical boundaries. A team with insights of different parts of
the process will clearly be better placed to make successful process improvements.
Smarter use of resources
When a team has focus on getting a specific result, chances are they will find creative ways of
using the resources at their disposal rather than focusing on the constraints
Higher efficiency
Since teams combine the efforts of individuals, they can accomplish more than an individual
working alone.
Faster speed
Because teams draw on the efforts of many contributors, they can often complete tasks and
activities in less time.
More thoughtful ideas
Each person who works on a problem or set of tasks may bring different information and
knowledge to bear, which can result in solutions and approaches an individual would not have
identified.
Greater effectiveness
When people coordinate their efforts, they can divide up roles and tasks to more thoroughly
address an issue. For example, in hospital settings teamwork has been found to increase patient
safety more than when only individual efforts are made to avoid mishaps.

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Figure 1: Benefits of teams in an organization.

Task 4: Be able to assess the work and development needs of

individuals.
4.1

a) Explain some planning aids which can be used in monitoring work

assessments and work performance.
b) Explain ways in which an organization can offer motivational satisfaction.
c) Explain how the above factors can influence the assessment of work
performance.

a) Planning aids used to monitor work assessments and performance.

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Planning aids are very useful as those help to prioritize tasks at work. A large number of the
techniques are used in the process of the planning and these techniques are very much needed
and important, as these help a lot in performing the planning process in a very efficient manner.
Monitoring work and performance well means consistently measuring performance and providing
ongoing feedback to employees and work groups on their progress toward reaching their goals.
The following techniques can be used to monitor work assessments and work performance:
Empirical observation: This is basically seeing things and observing through your eyes. In
other words this is a source of knowledge acquired by means of observation or experimentation.
The term comes from the Greek word for experience (empeiria). These are actually not the
things that are recorded but instead actually seen from your eyes.
Few advantages of empirical observation at work place are as follows:
i. The opportunity to observe people so that their interaction and changes in
behavior are studied.
ii. Can remember events very accurately for the necessary data.
iii. Easy to identify and distinguish between employee-caused and systemcaused variations.
Recorded observation: This kind of observation is basically done by viewing or going through a
recoding. For example the performance and work assessments can be monitored by CCTV
camera. These observations are normally time consuming. However some advantages of
recorded observations are as follows:
i. Focuses on all behaviors, not just one particular behavior.
ii. Unlike empirical observation, a recorded observation can be viewed as many
times possible in order to find the necessary data.
iii. Observer can catch an unexpected incident no matter when it occurs, for it is usually
recorded afterwards.
Formal review process: The formal performance review process provides an opportunity to
document and measure performance against formal performance plan commitments,
acknowledge successes, and assess results achieved. For both manager and employee, it is
important to formally acknowledge employee contributions towards organizational goals and to
plan how future employee performance can be sustained or enhanced. This process can give
benefits in many ways as:
i. Employee performance is recognized.
ii. Managers work with employees to enhance, sustain, or build on work
performance.
b) Methods in which an organization can offer motivational satisfaction
The process that initiates, guides, and maintains goal-oriented behaviors is known as motivation.
Basically it is motivation that causes employees to act in the preferred manner. Under this there

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will be two things which would be explained. That is performance management and motivation
and how a supervisor and performance management motivate the employees.
1) For an innovative and challenging organization, motivation is a key success factor. Motivation
can be strongly supported by the performance management system. However, it depends
strongly on managers. Motivation can be increased in the team, if employees see a proper action
on low performers in the team and its not necessary to dismiss them. Managers should
constantly work with the low and high performance workers and help the low performance
workers to improve significantly at a short time giving them additional chances. This motivates
those employees in a broader way.
2) Furthermore in order to improve the self-motivation within the employees, few performance
management solutions must be applied. They are:
o Clarifying the end result of the job
o Removing barriers
o Providing appropriate support
These performance management solutions should be applied in a sequence that matches their
current production level.
3) When managers/supervisors take the time and effort to carefully review, analyze, document, and
discuss performance with employees, the underlying message to the employees is that they are
important and valuable, and this alone is quite rewarding, whether the feedback is positive or not.
4) When performance management meet the employees needs in such areas as gaining
recognition, sensing achievement and competence, experiencing growth, meeting objectives,
they are also contributing to the employees job satisfaction, and this is one of the most important
elements of motivation and at work today.
The above factors basically talks about how performance management will help to improve
employee motivation. Now these few factors mentioned below are some other sources and
methods of motivation:
Rewarding strong performance: If employees perform well, they need to be rewarded. This
can be in terms of extrinsic rewards - such as additional pay, benefits or opportunities or
intrinsic through simple gratitude and recognition for a job well done.
Involving employees for decision making: Major business decisions will always be made in
the boardroom by the executive team, but this does not mean employees should be excluded
from this process. So giving staff members the autonomy to make some decisions, where
appropriate can boost morale and help increase job satisfaction.
Giving various promotions for talented employees: Employees should have the
opportunity to move up the ranks and better themselves within the company they work for,
otherwise they are likely to go and work elsewhere.

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Provide employees a happy environment: Strive to create a work environment that is open,
trusting and fun so that will encourage new ideas and initiatives.
Employee development: Give employees a chance to grow and learn new skills: show them
how you can help them meet their goals within the context of meeting the organizations goals
and create a partnership with each employee.
These are few ways an organization can offer motivational satisfaction to the employees.

c) How the above factors can influence the assessment of work performance
Performance of employees in any organization is vital. With the factors mentioned above, there
are several advantages which can happen to the organization. They are as follows:

When the management takes steps to foster a work environment where employees are
self-driven to perform their job tasks, they would perform at a level that meets or exceeds
managements standards.
Contented workers give the firm a good reputation.
Motivation results in better productivity and work performance as they would do their
given tasks with more enthusiasm.
Highly motivated work force can allow business owners to relinquish day-to-day,
operational control and instead concentrate on long-term strategies to grow the business.

By the advantages of motivation, employee work performance can be easily assessed by the
mangers/supervisors. The methods are as follows:
Quantity: The number of units produced, processed or sold is a good objective indicator of
performance.
Quality: The quality of work performed can be measured by several means. The percentage of
workout put that must be redone or is rejected is one such indicator.
Timeliness: How fast work is performed is another performance indicator that should be used
with caution.
Cost-effectiveness: The cost of work performed can be used as a measure of performance to
check if the employee has some degree of control over costs.
Absenteeism/Tardiness: An employee is obviously not performing when he or she is not at work.
Other employees performance may be adversely impacted by absences, too. So this is also one
factor to assess the work performance of an employee.

4.2

Plan and deliver the assessment of the development needs of individuals.

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Performance assessment and management helps businesses to make better decisions as
it provides an important tool to understand the competencies and needs of each individual and to
effectively plan his/her development. The goal of performance assessment process is to evaluate
the staff and bring his/her competency levels in line with productivity and efficiency targets that
are required for the assigned job.
Engaging employees in a thoughtful performance assessment process will help to boost an
organizations employee engagement. It can also help individual behavior more closely
and create a better work environment.
Plan to make effective assessment process:
Setting goals: Goals are important and exactly tells what the organization expects. It is
important to set a clear connection between employee goals and their effect on the
organizations ability to accomplish its mission. Individual performance of employee link directly
with the organizations values and mission. The performance review process is important as the
organization has to grow.
Providing feedback: Once the goals have been set, continuous feedback should be given
throughout the process. Feedback can be informal but will not be meaningful unless it is specific.
Training: Develop training and learning plans that are suitable to match the skills and
competency development needs of the individual.
Conducting the annual review: At the end of each task, a performance review should be
conducted that essentially summarizes the informal conversation and feedback that occurred
throughout the task. Performance review is regarding goals and performances.
Planning professional development: Once the formal performance review is completed, the
employees will be told to create a professional development plan for themselves. That will
include competencies and specific development activities that he/she want to work on.
Performance assessment process is used as a lever to help employees stretch and grow.
Monitor Staff Development: To sustain the improvements and to continuously retrain and retool
the staff for more complex assignments, ongoing and scheduled performance assessment and
management of his/her work performance and personal development must take place.
Performance assessment is not only concerned with evaluating how the individual is performing
but also how managers can better support the developmental needs of individual through
feedback, training and learning exercises, compensation and other incentives and recognition for
good performances.

4.3 Evaluate the success of the assessment process.

The main purpose of doing assessment process is to improve employee learning. This allows for
evidence based decision making about curriculum. The assessment process provides evidence
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that allows them to improve job outcomes. Assessment also helps to evaluate whether the
employees achieved the needed target and provide information to improve in their job roles.
This process will provide data that will help the organization to make informal decision in terms of
the job role and look out for the areas to improve. Assessment process is an ongoing process of
identifying goals and objectives, collecting and analyzing data and making modifications when
necessary for improvement. This process need to be planned periodically assessing all aspects.
Assessment process focuses on the opportunities to develop the employees, to evaluate
themselves, to make judgment about their own performance and improve upon.
Well-designed assessment process will encourage active learning especially when the
assessment delivery is innovative and engaging. Peer and self-assessment can foster a number
of skills, such as reflection and critical thinking, as well as giving employees an insight to the
assessment processes.

Conclusion.
Human resource is identified as a very important resource in organizations today. It is important
for organizations to understand how to handle this important resource. This module Working
with and leading people gives an insight to major aspects related to this. This is achieved through
four main tasks.
In task one the recruitment, selection and retention procedures of employees are discussed
taking Damro SriLanka as the company. In second task the different leadership styles and their
impact on organizations was discussed taking examples of Steve Jobs, Richard Branson and
Donald Trump. The third task comprised of understanding the working of a team effectively. The
final task discussed the assessment of work and development needs of individuals.

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References.
Books:
Charles Lusthaus (2002) et al, Organizational Assessment: A Framework for Improving
Performance, Canada, International Development Research Centre.
Erika Andersen (2012) Leading So People Will Follow, 1st edition, U.S.A, Jossey-Bass.
Keith Porter (2006) et al, Leadership and Management for HR Professionals, 3rd edition, U.K,
Butterworth-Heinemann.
Michael A. West (2012) Effective Teamwork: Practical Results from Organizational Research, 3rd
edition, U.S.A, BPS Blackwell.
Journals:
Bell G. (2012), Playing the HR field, Human Resource Management Digest, Vol. 20 Iss:b7,
pp.39-41.
Belli P. (2000) et al, Economic Analysis of Investment Operations: Analytical Tools and Practical
Applications, The World Bank.

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Diane Coutu (2009), Why Teams Dont Work, Harvard Business Review.
Michael J. (2007), Leading people through change: How to manage your most valuable asset,
Strategic Direction, Vol. 23 Iss: 5, pp.20 - 23
Vineet Nayar (2013), Three Differences Between Managers and Leaders, Harvard Business
Review.

Other websites:
https://www.onecaribbean.org/content/files/RecruitmentstrategiesJeniferDavid.pdf
http://hr.ucr.edu/recruitment/guidelines/process.html#step7
https://www.sheffield.ac.uk/hr/recruitment/guidance
http://www.dayjob.com/content/disability-discrimination-act-[dda]-148.htm
https://www.pearsonschoolsandfecolleges.co.uk/FEAndVocational/PublicServices/BTEC/BTECL
evel3NationalPublicServices/Samples/StudentBook/BTECLevel3NationalPublicServicesStudent
BookSampleMaterial-Unit2Leadershipandteamworkinthepublicservices.pdf
http://www.unice.fr/crookall-cours/teams/docs/team%20Successful%20teamwork.pdf

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