UNIT TITLE : UNIT 7 THE DEVELOPING MANAGER

LO 1: UNDERSTAND PRINCIPLES AND PRACTICES OF MANAGEMENT BEHAVIOUR

ASSESSMENT EVIDENCES NOTE
CRITERIA
1.1 Compare different a. Definition of management styles, in which
management styles mentioning the management styles.
businesses. b. Comparation of management styles commonly
used in hospitality.
c. Explanation of what management style most
suit the restaurant, and the reason.
1.2 Discuss leadership a. Definition of leadership characteristics, in which
characteristics. mentioning the various characteristics.
b. What to look for when recruting manager for
the restaurant (expected qualities of a
manager).
c. The characteristics expected/prioritised in
recruiting a manager of restaurant.
1.3 Evaluate a. Definition of Communication Process.
communication processes b. Description of the organization.
in selected. c. Communication processes found in the
organization.
d. Advantages and disadvantages of the
communication processes and the barriers
found in the organization.
1.4 Analyse (Part 1)
organisational culture a. Definition of organizational culture.
and change in selected b. Different types of culture in a hospitality
businesses. organisation (you may use the same
organisation as in the AC 1.3).
c. Advantages and disadvantages of each cultures.

(Part 2)
a. Explanation of types of change.
b. Explanation on how the change can be best
managed and measured to see the
effectiveness.
c. Example of successful management of change
(how it is successful and why it can be
successful).
d. Example of unsuccessful management of
change (how it is unsuccessful and why it can
be unsuccessful).
LO 2: BE ABLE TO REVIEW OWN POTENTIAL AS A PROSPECTIVE MANAGER
LO 3: BE ABLE TO SHOW MANAGERIAL SKILLS WITHIN A BUSINESS AND
SERVICES CONTEXT
LO 4: BE ABLE TO CREATE A CAREER DEVELOPMENT PLAN FOR EMPLOYMENT
WITHIN A BUSINESS AND SERVICES CONTEXT

ASSESSMENT EVIDENCES NOTE

CRITERIA
2.1 assess own a. Brief explanation of the job applied and and the
management skills expected management skills.
performance. b. Skills audit: what skills you have regarding the
expected ones and how you show the skills
(implemented in real situation).
2.2 analyse personal a. Brief explanation: what SWOT Analysis is.
strengths, weaknesses, b. SWOT analysis diagram. SWOT must be based
opportunities, and on the job applied.
threats. c. Detailed explanation of the strengths,
weaknesses, opportunities and threats.
2.3 set and prioritise a. Explanation: what the objectives and targets Consider
objectives and targets to are. to apply
develop own potential. b. Statement of time management, benchmarking SMART
tools and work scheduling. plan
c. Explanation on how the time management, strategy
benchmarking tools and work scheduling will
help achieving the personal objectives.
3.1 lead and motivate a a. Explanation of the situation.
team to achieve an b. Explanation of what goals to be achieved.
agreed goal or objective. c. Explanation how you lead and motivate the
team.
d. Explanation how your strategy succeed.
3.2 justify managerial a. Explanation of why you chose the above (AC
decisions made to 3.1) strategy.
support achievement of b. Recommendation of what improvements you
agreed goal or objective may make to your managerial skills and
and recommendations for explanation of why you want to improve it and
improvements. how to improve it (present in real example).
4.1 explain how own a. Decription of various managerial and personal
managerial and personal skills needed for career development.
skills will support career b. Explanation of which of skills you alredy have
development and how they will support your career
development (present in real example).
4.2 review career and a. Statement on what are the career objective, Consider
personal development current performance, and the career needs. to apply
needs, current b. Assessment/judgement if the career objective SMART
performance and future and current performance are plan
needs to produce appropriate/relevant to each other. strategy
development plan. c. Development plan for the next 5 years
considering the career objective, current
performance and needs.