Create a job description for one of the positions you are familiar with at your organisation.

Strategies and processes

Every employee working within the organisation has their responsibility followed with some rules (Shahzad, Bajwa, Siddiqi,  Ahmid,  & Raza Sultani, 2016). His or her managers give the duty of every employee in an organisation. Passing down the information of trust can be very challenging at times. If a scenario is considered where a manager of NIKE company must provide a job description to his or her employees, then the manager must follow the below five steps.

Communicating responsibilities

The job description is incomplete without showing the list of duties and responsibilities that are associated with the role. The time expectation of each task is also important to mention. It is essential to keep the job description as short as possible or else it will become more like a manual for the employees. A small company generally demand more workload from its managers, but it is essential to keep the number of tasks low to achieve maximum efficiency. The description of duties should not be more than two or three sentences in length and must contain all the purpose, objective and action.

2.       Why is it important to give clear project role descriptions?

Clear job descriptions

• Job title- the primary task of the job description is to name the job itself, and it is also the most fundamental element (van der Doef, Louwerse, & Waal, 2016). A good job description should possess the following.
• It should disclose the ranking order along with other job description present in the company
• It should reflect the nature of the work
• It should be free of age or gender implication
• The exaggeration of role importance should not be present
• It should be self-explanatory and make the recruitment process easy and many more

• Skill and competences- it is essential to list the ability and capabilities separately from one another because of their uniqueness. Skills are also known as activates that comes from experience and academic qualifications.
• On the other hand, competencies are the traits or attributes, which are expected from the candidate to follow. An example of skill is the ability to make functional programming algorithms. A skill can be learned from the study and practices of a task. An example of competency is strong communication that is an innate characteristic displayed by the person. According to modern trend when it comes to competency-based, work description defines as extra weight is provided to behavioural competencies such as flexibility, communication, teamwork and many more.
• Relationship- inducting working relationship and reporting line in the job description is significant. Providing a reporting line helps the employees to understand the responsibility of whom they should report to, and who should say to them. It helps the employee to get the knowledge of the internal hierarchical structure of the organisation and understand their position in the company. It also helps in solving most of the compliance issues in the company. The best way to represent the job description is to put an organisational chart have the features of vertical lines between boxes showing answering lines and horizontal lines indicating the working relationship.
• Salary- instead of putting up an exact wage to the position, it will be much better for a company to make out a salary range to include in the work description. It can be competitive with similar positions belonging from other organisation also allow for variations in education and experience.

Performance feedback

This is a communication process that takes place between the employeeand the management. It always stays ongoing, and changes are made as per the input from the employees. The dialogue between the employer and the employee is a never-ending process. Feedback is mechanisation to determine the right from wrong (Parker, Halgin&Borgatti, 2016).

Progress towards targets/goals

Creating a standardise progress report to track progress and performance can be helpful. Having a standardized template to show the progress report can provide the managers with necessary data to help them achieve the predestined goal. For an accounting manager, the progress report should contain motivational skills, team building, and conflict resolution. However, the responsibility may not be achieved due to these couple of reasons. These are, Time restraints, conflict, motivation, illness and many more

Career development information

Career development information should be provided to the employees of the company to understand their position in the company better. It helps the employees to keep looking up to a personal goal within the organisation (Sharf, 2016).

Employee reviews

Accounting manager’s self-assessment

Employees reviews showing self-assessment

(Code and Title)

(Please circle)

(Please circle)

Consulting demands are understanding the views of the employees and taking account of such views as well. However, it must be conducted before taking any decisions because making a pretence of consulting can create serious trust issues among the staff of a company. It is always helpful to decide on the level of consultation first and to inform the people what the decision-making process will be. Consulting does not necessarily mean that every decision must be taken from their point of view and there are many practical reasons available for not doing so (Davidson, 2016). It requires free exchange of opinion and intelligence that is affecting the interest of employees and organisations. To avoid any conflict within the organisation, it is most advisable for management and recognised union to have a side on the issues, which will be the subject matter of consultation.

2.       What consultation methods can you use to ensure that employees have the opportunity to contribute to the resolution of issues related to their work role?

Every organisation havetheir consultation method and will of necessity. There is not a single and fixed arrangement that will suit all working environment. Therefore, it is very much crucial for the organisation to make its decision carefully regarding the consultation procedure to get maximum efficiency. However, some factors may influence this choice, and they are.

• The structure and size of the organisation
• Level of decentralisation or centralisation in the organisation
• The employment relationship with the organisation
• The style of management organization follows
• What types of issues needed to be discussed and many more

Many organisations throughout the world are adopting consultation as one
of its core parts of their daily operations. This in terms is demanding the
direct and indirect involvement of the employees. Direct consulting can take
many paths ranging from the discussion regarding information with every
staff member’s seminars and group meetings.

(Code and Title)

(Please circle)

(Please circle)

There are many ways to communicate with the employees regarding the results of the consultation process. However, keeping the message short and simple can sometimes be challenging. There are the best ways for communicating regarding the outcomes of the consultation.

2.       How can you decide which communication method to use?

Facilitate feedback

Sending letters

–          sending letters regarding the outcomes is a perfect way for communication. However, it is not useful because most of the times the selection of an idea means rejection of another idea. This, in turn, can create conflict among the employees regarding the work issues. On the other hand, it can help save time and most of the employees can be reached through this process.

Face to face interact

–          face to face interaction between the upper-level management and the employees can help avoid conflict, but it can be hectic. It is within many company’s cultures to avoid negativity and look for the positivity in work. The above method makes all the employees feel their importance in the company, and despite the rejection of their idea, they feel their involvement in the company’s internal affairs.

Answering the employees as soon as possible

–          the decision made in the meeting should be enforced within a short time. Providing information on such enforcement can further boost the morale of the employees. This also helps in keeping a scheduled time to inform the employees. Some company decide a matter but fail to notify the employees before they realise the implementation of plans. To avoid such a situation, the company should keep a schedule of when the decision made should be known to the employees.

Putting up a hall meeting

–          putting up a hall meeting from the upper management with the lower can fill-in the gap of hierarchy, which is a good thing.

3.       How can you put the outcomes of the consultation process across to personnel?

Report for remedial action

(Code and Title)

(Please circle)

(Please circle)

Identify how you can find the appropriate person(s) to refer an issue to.

Workplace issues

The company is suffering from poor management and placement skills. A higher number of employees should be incorporated to avoid any such problems. Here are some steps that can be taken to reduce workplace issues at present.

Acting on the issues rather than reacting to them- our manager needs to have better stress management to make the necessary changes.

Providing good time off to all the employees-, providing time off to the employees can help them to reduce the stress level and make a good improvement in work.

Proper appointment of staffs- some staffs can deal with situations that no other can. Keeping them in standby for any upcoming issues might help reduce the work issues to a significant level.

In the case of a small organisation, the manager knows the person needed or the task. However, in the fact of a large organisation, it is challenging to find out the person most suitable for the work. Here are some of the steps that can be taken to find out the right employee in a big organisation.

• Looking into the company’s database
• Looking for known managers to reduce the paperwork for making the transfer
• Asking co-workers.

2.       Which aspects of a problem should be addressed by a root cause analysis?

Root cause analysis

The root cause analysis is a method to find out the real reason for the problem. It is a systematic process, and it is based on the idea that efficient management needs more than solving problems (Latino, Latino & Latino, 2016). It also looks for the method to prevent such issues from the equation. There are five whys to root cause analysis, and they are defined, measure, analyse, improve and control.

Here are some other ways to conduct root cause analysis

• Flow chart
• Tables
• Mind maps
• No real format
• Fishbone diagrams

(Code and Title)

(Please circle)

(Please circle)

Cultural diversity is nothing but the availability of many different cultures. Many benefits are there for having employees belonging from diverse culture. It includes people with disabilities, people from another culture, women, aged workers, foreign workers, local workers, and trainees (Ang & Van Dyne, 2015).

2.       What is the difference between internal and external accountability?

While stabilising policies making accountable for the action taken is very important. Taking responsibility for a particular work in the organisation is very important. For example, the production manager should be held responsible for not delivering the product on time. Similarly, the accounts manager should be held accountable for not being able to file proper income tax, salary to the staff and many more. An appropriate organisational structure always helps the employees to contact the right person at the right time.

3.       Organisations should have policies in place to ensure that they are not biased in any way towards any particular culture. Which policies and procedures are in place at your organisation?

Policies and procedures may relate to

All the eagle duties of the company, internal as well as external.

These policies should promote equal opportunities for good relationships and many more.

Other duties and principal

It includes training of staffs, promoting cultural activities, helping social support services and many more.

(Code and Title)

(Please circle)

(Please circle)

A professional code of conduct is a document laid out by an organisation or professional body in which expectations for behaviour, responsibilities, and actions of members are clearly stated. It provides a professional framework for workers incorporates positive values and attitudes.

2.       How can you demonstrate each of the following professional behaviours?

Respect

• Respect and tolerate cultural and individual differences

Integrity

• Do not mislead people on purpose

Honesty

• Be truthful in all aspects of communication

Conscientious

• Ensure you fulfil responsibilities to the best of your ability

Limitation awareness

• Ask for help when needed

Avoiding conflict of interest

• Disclosing personal relationships that could impact on your decisions, e.g. in an interview process

Responsibility for others

• Help impaired staff or those who need additional

Cooperation

• Answer questions from colleagues in as much depth as needed

(Code and Title)

(Please circle)

(Please circle)

2.       Identify three ways in which you can support team members to identify their own communication styles and the communication styles of other people around them, including those of different cultures.

(Code and Title)

(Please circle)

(Please circle)

2.       List three benefits of networking.

a)      Sharing of knowledge: It assists in expanding one’s knowledge and helps in widening their perspective.

b)      Opportunities: It helps in the acquisition of various opportunities.

c)       Connections: It provides a person with exposure to various things resulting in strengthening their relationships.

3.       Identify three methods you use to help staff members to begin networking.

(Code and Title)

(Please circle)

(Please circle)

1. What is an objective and how should they be presented? Give an example.
2. What are targets?
3. How can you develop and maintain internal relationships?
4. How can you develop and maintain external relationships?

(Code and Title)

(Please circle)

(Please circle)

2.       Additional communication training may be needed for team members to help them become better communicators and prevent misunderstandings that lead to workplace conflicts. Give a description of each of the following training methods:

• Team building activities
• Action learning sets
• Coaching and mentoring.

(Code and Title)

(Please circle)

(Please circle)

1. Give a brief description of three different types of conflict.
2. Identify three general principles of managing conflict.

(Code and Title)

(Please circle)

(Please circle)

1. What does counselling involve?
2. List two areas in which counselling can help with.
3. Determine three preventative measures which an organisation could offer to tackle stress, bullying, depression and alcohol or drug abuse.
4. Explain what is meant by confidentiality and how it applies to providing support to team members.

(Code and Title)

(Please circle)

(Please circle)

1. What is an action plan?
2. Think of an objective. Fill in the table to ensure your objective is specific, measurable, attainable, relevant and time-based.

(Code and Title)

(Please circle)

(Please circle)

(Code and Title)

(Please circle)

(Please circle)

(Code and Title)

(Please circle)

(Please circle)

(Code and Title)

(Please circle)

(Please circle)

(Code and Title)

(Code and Title)

(Please circle)

(Please circle)

(Please circle)

(Please circle)

(Please circle)

(Please circle)

(Please circle)