Developing a Set of Responsibility and Performance Objectives - Assignment Example

EMPLOYABILITY SKILLS Name Paper Date Task One Developing a set of responsibility and performance objectives As an assistant to the employability skills director, one should come up with sets of responsibilities and performance objective that will provide a guideline towards employment duties. These skills employed by the director will include controlling, planning, assessing, developing and monitoring skills in the organization (Hare, 2010). These sets of responsibilities will emphasize largely on fulfilling the employability skills in the organization as it as decreases the gap on un-employability rate in the society. Planning and monitoring implies to the idea of obtaining an organization strategy that sets the roles to be pursued. Planning entails reviewing the process in the organisation while monitoring provide frequent informal coaching in the organisation. Controlling, assessing and development can as well be responsibilities and performance objective as they measure the capabilities of an organization (Hare, 2010). Development skills reveal how an organization performs in regard to its employees. Therefore as an assistant director, these sets of responsibilities and performance objectives should be considered and implemented in an organization so as to fulfil the employment gaps and also decrease the level of un-employment within the region. Evaluating own effectiveness against defined objectives On evaluating the effectiveness of the defined objectives it is clear that directors should have a consistency of steps in realising the aims of their organisation. The effectiveness against defined objectives are measured in four steps that include; reviewing of program materials, defining program goals, defining objectives and establishing performance criteria (Hare, 2010). In following these criteria steps, the level of performance objective will differ. The own effective strategy follows a systematic procedure right from the beginning up to the last step. Own effectiveness tend to rely on the self realisation of goals are opposed to defined objectives where they specify the aims to be used in performance grading (Hare, 2010). Therefore directors are subjected to critical decision in selecting the best procedure to go. Recommendations for improvement Improvement is one of the key elements that will show how an organisation has allowed changes to take place in their organization so as to arrive at their objectives. The recommendations applicable to improvement include reviewing of employees educational background and relevant skills they posses and also to regulate the work responsibilities of employees in the organisation (Overtoom, 2010). Organisation should also provide training and mentoring facilities to their employees so as to improve the level of performance. Training of employees in the organisation will sharpen the ability of employees and they will apply the concepts they are trained on hence improving organisational performance. Also the use of improvement performance plans should be introduced for example, scheduling meeting to discuss discipline and conduct of employees will improve the performance of the organisation (Overtoom, 2010). Reviewing motivational techniques Motivational techniques are a way of ensuring quality of performance is improved in an organisation. Creating a positive working environment is one of the motivational techniques employers engage in to their employees. Employees subjected to good and favourable working environments will tend to improve their performance in the organisation (Schettkat, 2012). Provision of incentives to employees is another form of motivation that employer needs to embrace on as an option in making sure that employees produce their level best concepts towards meeting and improving quality of organisational performance. Recognizing achievements, setting organisational goals, sharing profits, providing professional enrichment and soliciting employee input in the organisation will also improve on the quality of performance in the organisation. Therefore, observing these motivational techniques in the organisation, employers will enjoy more profits realised by the organization (Overtoom, 2010). This is due to the rewards and benefits employee will enjoy while working in the organisation. So motivational techniques are a way of ensuring quality of performance is achieved in the organization. Task Two Developing solutions to work based problems At all working areas, problems can be encountered since there are various steps involved in coming up with a product or a service. Human beings will always be associated in facing problems as a nature. Working problems such as poor performance can be encountered especially when employees will not work tirelessly in the organisation (Dowling, 2009). Barrier in the communication process can also result in work problem due to lack of understanding of one’s language. Also another problem that is faced in the organisation is failure to pay adequate salary and wages to both employees’ forepersons in the organisation. In order to solve these problems encountered in the organisation, employers should observe clearly the source of the problem encountered in the organisation. Poor performance can be rectified when employers offers a reward or stipend based on the total performance of an employee (Dowling, 2009). This will lead to competition among the employees in the organisation to strive in winning the reward offered for the best performer thus improving the level of performance. Better salaries should be introduced based on the skills one holds and the working condition they are subjected to. Insurance covers should be introduced to compensate on any harm that is likely to be accrued while on work. This will rectify and improve the work problems faced in the organisation. Observing these corrections employers will be able to get better profits due to the increased performance by employees in the organisation (Huber, 2011). Communication in a variety of style Communication process can be done through different form depending on the level one is engaging on with the communication. The use of passive communication is applicable when the person tries to gather information that they fill guilty, ashamed or confused of their state (Huber, 2011). Passive communication style can be seen in the level between higher management officials and low employees in any organisation. The use of assertive communication style is obtained when an individual has high self esteem. It is the healthiest and effective way of communicating (Huber, 2011). It is seen under the level of departmental leadership in coming up with strategies. The aggressive style of communication shows the winning attitude at the expense of someone else. This style is revealed when top managers in an organisation engages on a discussion with the middle level managers. They will definitely win on all the decisions they come up with since they poses the authority (Huber, 2011). The other style is the manipulative style that is used as artificial tear to other. It is a cunning communication style that is mostly used as a marketing strategy. Effective time management The best time management techniques one should employ are to prioritize, flexibility, survival, floating tasks and relax. Prioritize engages the use of order form in writing all management activities according to rank (Carroll, 2012). The rank will give the order format in determining which activity comes first and those seconds until the last. The lower the level of priority it can usually wait. Flexibility allows the chance to change once the function is derailed by unforeseen obstacle. This will give the management character function a chance of extra time to use another input (Carroll, 2012). The use of survival time management strategy ensures that the denial capability or self-sacrifice is necessary during the final time lapse. Scraping everything in the management that is not necessary is a tactic to ensure survival factor remains constant. Floating tasks are done anytime and anywhere. They imply to carrying around with documents that can be used to note any correspondences during transactions. Lastly, relaxation is a time management strategy that ensure one obtain a time off and fantasize on all the happy moments of the management activities (Carroll, 2012). Therefore the use of time management techniques in organization provides a good strategy in arriving at the organizational goal easily. Task Three Role people play in team People engaging in teams play different roles in achieving organisational goal and objectives. People engaged in team will always improve the relationship between themselves therefore creating a strong bond (Rai, 2009). This relationship created will enhance working together, sharing of information, and building teamwork. This will improve the performance which is one of the shared goals of the organisation. Teamwork brings about increased accountability and learning opportunities (Rai, 2009). Increased accountability will be attributed to employees in the organisation as they will be working under groups that are let by people of high command and they require respect thus team members will not let down each other hence increased accountability and also a learning field. Team work also provides work efficiency in the organisation that will facilitate working toward the organizational goals and objects that can be achieved through team work in employees (Rai, 2009). Analysing team dynamics Team dynamics refers to the psychological forces and unconsciousness that influences the direction process of performance and behaviour a team has. Team dynamic is usually created by the team work nature, working relationship among other people, the environment in which the team is subjected to and the personalities around the team (Dowling, 2009). For example when a time has successful improved on the entirely performance or they are announced the overall best in individual team members in terms of team dynamics they are referred as good or best. The team dynamics can also be bad in the way that they posses such attribute in de-motivation, conflict in unproductive and prevention in the team to achieve the objectives (Dowling, 2009). Therefore team dynamics is relevant in part of working life since it impacts on staff retention rates, company reputation, organisation profitability and team performance. Alternative ways to complete tasks and achieve team goals There are numerous alternative ways that can be used in completion of tasks in an organisation. The first alternative way is to look forward for the success after the completion of the task. Basing on the successful one will become after the completion of tasks gives motivation to the employees to face the task easily (Overtoom, 2010). The other way is through giving a punishment or consequences for failing to complete such tasks. This will provide a reminder of the consequences the team will face once you fail to complete the tasks hence a challenge. Another way is killing repletion’s and schedule so that you can finish the organised task hence the team will achieve its goals in the organisation. Task Four Tools and methods for developing solutions to problems Development of solutions to problems can be obtained through the use of brainstorming method. Brainstorming is a method that is used to generate ideas from a situation that requires a solution (Carroll, 2012). Brainstorming creates new ideas that will produce a wide range of information that will be used in problem solving. The tools available in the use of brainstorming include brainstorming forms which are available in both classical and advanced, conceptual map that used to describe visual language and creative thinking techniques (Carroll, 2012). In order to solve problem through the use of brainstorming method, its tools are used spontaneously so that we can make decision. Another method is the use of service-oriented modelling architecture (SOMA) where it effectively analyses and implements the software development problems in the organisation (Overtoom, 2010). The SOMA method incorporates the key aspects of the entire solution to form a solution template that can be used to make decision. Appropriate strategy for resolving problem In resolving a problem one should imply the use of a hill-climbing strategy that claims solving situation by determining the goal state. This strategy will identify the sole problem once is faced upon (Huber, 2011). It will involve the defining of the problem at stake by showing how it is currently different from the state you want it to be. Also you need to foresee how it is preventing you from achieving your goals. The other step in this strategy is the problem analysis where one needs to show how the problem is affecting them and other people and to show the experience under the problem. The next steps involve establishment of your goals and generating of possible answers. The possible answers will lead you to analyzing of the solution where one has to choose the solution to implement (Huber, 2011). After implementing the solution the strategy of hill-climbing would have been fully exhausted in coming up with the appropriate strategy for resolving problems. Potential impact on the business of implementation of strategies The implementation of a strategy in a business is intended to bring positive results to the business. One of the attribute brought forward by implementation of strategy is goal unification (Dowling, 2009). Goal unification comes in alignment in the organizational culture works to focus on the productivity and getting to accomplish the business objectives. Also there will be growth and development of business due to the implementation of the strategies in the organization. Implementation of strategies also develops team dynamics that facilitates team work in the organisation hence improving business functions (Overtoom, 2010). References Bratko, I., and Samuel, D., 2003, Understanding control strategies, Journal on Planning Based on Decision Theory, vol. 5, no. 3, pp. 23-33. Carroll, J. (2012). Effective time management. Leamington Spa, Warwickshire, U.K., In Easy Steps Dowling, D. (2009). Team dynamics. Fire risk management. Mc-Gnaw hill publisher Hare, T. T., (2010). Making the freshman team. Philadelphia, Penn Publishing company. Huber, A. J. (2011). Effective strategy implementation conceptualizing firms' strategy implementation capabilities and assessing their impact on firm performance. Wiesbaden, Gabler. Overtoom, C. G. (2010). Employability skills. Columbus, OH, ERIC Clearinghouse on Adult, Career, and Vocational Education, Center on Education and Training for Employment, College of Education, the Ohio State University. Rai, U., & Rai, S. M., (2009). Effective communication. Mumbai; India, Himalaya Publisher. Schettkat, R., 2012, Inequality and employment, Journal of Intereconomics, Vol. 47, no. 2, pp. 82-91. Read More