Professional Documents
Culture Documents
Management College
(b) submitted
STANDARD INSTRUCTIONS
Required skills
Required knowledge
Assessment Part B. Influence groups and individuals (written plan & power point
presentation)
Using the workplace scenario information provided, you will plan the implementation and
resourcing of an organisational change strategy, consult with various stakeholders, and
implement a key part of the change strategy. At all stages, you will build support for the
implementation.
You must:
meet with CEO (your assessor) to approve change strategy
plan and deliver a presentation to managers
submit:
action plan for implementation, budget, communication plan
drafts of evolving planning documents
Presentation notes, PowerPoint slides, etc.
Assessment Part C. Build and support teams (Business document)
Using the workplace scenario information provided, and following on from work completed
in Assessment Task 2, you will lead and support a team of managers to implement a change
strategy.
You must:
meet with managers to workshop training of agents
submit:
agenda
team roles and responsibilities document
team budget
Workshop notes.
Assessment Part D. Demonstrate personal and professional competence (Written plan)
In this Assessment Task, you will set out personal and professional goals in a professional
development (PD) plan. Then, you will obtain third party verification of participation in
networking or professional development to achieve goals set out in your PD plan.
You must:
plan professional activities in PD plan and perform three activities.
submit:
professional development plan
three third party reports
Assessment Part E. Written Test
You must:
submit:
responses to the questions as per the written test.
Assessment Part A. Communicate organisational mission and goals (written plan &
power point presentation)
Performance objective
Candidates will demonstrate knowledge and skills required to communicate organisational
mission and goals.
Specifications
You must:
plan and deliver a presentation to managers
submit: incident report, risk analysis and updated risk register, presentation
notes, PowerPoint slides, etc.
Your assessor will be looking for:
interpersonal skills to communicate and inspire trust and confidence of others and to
ensure their cooperation and support
risk management skills to analyse, identify and develop mitigation strategies
for identified risks
knowledge of business ethics and their application
knowledge of leadership styles and their application
knowledge of legislation, codes and by laws relevant to the organisations operations
knowledge of organisation mission, purpose and values
knowledge of organisation objectives, plans and strategies
knowledge of organisational change processes.
Adjustment for distance-based learners
No variation of the task is required.
A follow-up interview may be required (at the discretion of the assessor).
Meetings/presentations may be conducted and observed live or via an
appropriate teleconferencing tool.
Assessment description
Using the workplace scenario information provided, you will address expectations of an
organisation to investigate incidents in accordance with legal and organisational requirements.
You will also address expectations to communicate organisational mission and goals to
internal stakeholders.
Procedure
1. Review the simulated business documentation, including policies and procedures, in
the Appendix 1Max Lionel Realty. Review templates contained in Appendix 2
Templates for possible use or adaptation in completing assessment task requirements.
2. Review the information in Appendix 3 and fill out an incident report on the WHS
incident. Complete a risk assessment based on the information provided by the
HR Manager. Update the organisational risk register.
3. Review the information in Appendix 4 and prepare a presentation on the managers
WHS responsibilities. Ensure you:
explain the organisations mission, values and strategic directions
explain the link between the organisations objectives, standards, relevant
legislation and the responsibilities of managers and agents for a safe workplace
state expectations of managers in a way designed to build commitment
and support by managers; use persuasive language and deploy an
appropriate leadership style
use appropriate media to achieve objectives of presentation.
4. Deliver presentation.
5. Submit relevant documentation.
Assessment Part B. Influence groups and individuals
Performance objective
Candidates will demonstrate knowledge and skills required to influence groups and
individuals.
Specifications
You must:
plan and deliver a presentation to managers
submit:
action plan for implementation, budget, communication plan
drafts of evolving planning documents
presentation notes, PowerPoint slides, etc.
Assessment description
Using the Appendices information provided, you will plan the implementation and resourcing
of an organisational change strategy, consult with various stakeholders, and implement a key
part of the change strategy. At all stages, you will build support for the implementation.
Note: You will need to keep copies of the work you undergo in this Assessment Task for
further use in Assessment Part C.
Procedure
1. Review the simulated business documentation, including policies and procedures, in
Appendix 1Max Lionel Realty. Review templates contained in Appendix 2
Templates for possible use or adaptation in completing assessment task
requirements.
2. Review the scenario information below.
3. Develop action plan for implementation of the change strategy.
4. Develop a budget for the strategy.
5. Develop a communication plan for the change strategy.
6. Arrange a time to meet with CEO (your assessor) to discuss planning. Prepare to:
employ appropriate leadership style
discuss plans and budget and gain support
explain how plans meet organisational, legal requirements, etc.
explain how communication plan accounts for needs of internal and
external groups
discuss modes of communication (e.g. presentations, flyers, posters,
training notes, etc.) in implementation plans
explain how plans align to organisational risk management plans, for
example, explain how the change strategy mitigates certain risks outlined in
the risk register
discuss/consult with managers (key part of implementation).
7. Revise plans/budget based on consultation with CEO. Keep drafts of plans to provide
evidence of consultation and continuous improvement.
8. Consult with managers (individuals chosen by your assessor to play the roles of
managers) to implement part of change management strategy (inform managers, gain
support, seek feedback and suggestions for improvement). Ensure you:
employ an appropriate leadership style
model and encourage ethical behaviour.
9. Revise plans/budget based on consultation with managers. Keep drafts of plans to
provide evidence of consultation and continuous improvement.
10. Submit documentation as per specifications below.
Assessment Part C. Build and Support Teams
Performance objective
Candidates will demonstrate knowledge and skills required to build and support teams.
Specifications
You must:
submit:
agenda
team roles and responsibilities document
team budget
workshop notes.
Assessment description
Using the workplace scenario information provided, and following on from work completed
in Assessment Part B, you will lead and support a team of managers to implement a change
strategy.
Procedure
1. Review the simulated business documentation, including policies and procedures, in
Appendix 1Max Lionel Realty. Review templates contained in Appendix
2Templates for possible use or adaptation in completing assessment task
requirements.
2. Review completed work from Assessment Part B.
3. Review the scenario information below.
4. Develop agenda for workshop and arrange time to meet with managers to workshop
implementation of agent training. Arrange for the assessor to observe workshop.
5. Lead team workshop with managers. Ensure you:
set and complete objectives for work shop; determine how to ensure
effective training of agents
assign roles for each manager
model ethical behaviour and encourage ethical behaviour in team
use an appropriate leadership style to achieve objectives
discuss organisational requirements such as legislation
provide support for team as team generates ideas for how to produce
effective training
model innovative methods to generate ideas for training agents and
achieving training objectives, for example, brainstorming, fishbone diagrams,
8Ps, flowcharting
discuss, suggest, demonstrate and encourage innovative approaches
provide constructive criticism, advice
discuss leadership styles to be employed by managers in training
discuss budget for training
take notes from workshop to evidence participation.
6. Submit documentation as per specifications below.
Training objectives for agents
WHS:
Identify relevant legislation, standards codes, etc.
Fill out incident reports.
Perform risk assessment.
Fill in risk
register. Ethics:
Identify relevant legislation, standards codes, etc.
Use ethics charter: ensure clients, tenants etc are aware of charter
(Revised customer service procedures mandate agents must ensure
awareness).
Follow REIV code of conduct: ensure honesty.
Act in non-discriminatory manner with clients tenants.
Managers will be accountable for planning and delivering training, assessing individual
competence, periodically reviewing effectiveness of training, and considering ethical and
WHS performance as part of periodic agent performance management in accordance with
company policy.
In addition to preferred suppliers, the following costs are associated with resources:
Resource Cost
Managers $120/hr
Training rooms $100/hr
Paper $0.50/sheet
Projector $100/day
All other training resources will be at your discretion and obtained in accordance with the MLR
procurement policy.
You will need to:
meet with managerial team to discuss training and develop
training/information sessions for agents according to agent needs
assign roles for training
demonstrate encouragement and support for team and create positive
work environment
demonstrate innovative approaches
encourage innovative approaches to training.
prepare budget for team based on stated needs.
Assessment Part D. Demonstrate personal and professional Competence
Performance objective
Candidates will demonstrate knowledge and skills required to demonstrate personal and
professional competence.
Specifications
You must:
submit:
professional development plan
third party reports
Assessment description
In this Assessment Task, you will set out personal and professional goals in a professional
development (PD) plan. Then, you will obtain third party verification of participation in
networking or professional development to achieve goals set out in your PD plan.
Procedure
1. Review templates contained in Appendix 2 Templates for possible use or adaptation in
completing assessment task requirements.
2. Reflect on your leadership skills in the context of your work or profession. Complete a
professional development plan. Use template provided.
3. Complete three professional development activities identified in your PD plan (for
example, training, networking, or professional development) designed to achieve
goals and overcome weaknesses set out in your PD plan.
Note: Ensure you gather third party verification of participation and performance in at
least three activities, including at least two activities involving networking. Use
template provided. Use reports from three different third parties.
Acceptable third parties include: Your managers, superiors, trainers and assessors (for
additional training undertaken), industry peers (for networking undertaken).
4. Submit documentation as per specifications below.
Assessment Part E. Knowledge test
Performance objective
Candidates will demonstrate knowledge and skills required to demonstrate personal and
professional competence.
Assessment description
In this Assessment Task, you will need to provide responses as indicated. Sections
have been provided to group certain similar topics. Please read the instructions
completel. Answer the following questions:
Section 1: Communicate organisational mission and goals
1. Explain the meaning of each of the following terms:
Organisational mission
Strategic Direction
2. Why is it important to establish links between organisational goals and the activities and
responsibilities of staff within the organisation?
3. Describe how you would build commitment to organisational goals?
4. What are some of the expectations that an organisation might have about
their operations? List at least 5.
5. What types of incidents might impact on the success of an organisation in achieving
its goals?
Section 2: Influence groups and individuals
Answer the question below by providing the missing words. The Word List (role,
feedback, flexible, consulted, adaptable, practices, model, external, communication, trust,
diversity, confidence, skills, decisions) contains all of the words you will need.
6. When you are leading people within an organisation, you must build , and
respect. One of the most effective ways to do this is to become a positive .
7. It is important to be and when implementing change across the organisation. It is
also important to provide opportunities for staff to be especially when making
about work . groups should also be consulted when making decisions.
8. Building a team that it trustworthy and focussed on achieving organisational goals is to
develop clear strategies, train team members how to give and receive effective
and appreciate the of that exists within the team.
9. Why should an organisation have risk management plans? Why should they be
referred to when making decisions about organisational activities?
10. Why is it important for an organisation to develop a good relationship with the media
and the community?
Section 3: Build and support teams
11. What does it mean to assign accountabilities and responsibilities to a team?
12. How would you determine whether or not a team is empowered to complete a task or
project?
13. Describe how you would create and maintain a positive work environment in an unhappy
workplace that has been led by a person who does not consult, maintains tight control
over all tasks performed and never delegates.
14. Give some examples of flexible workplace practices that allow creativity and innovation
in the workplace.
15. Answer this question by writing either True or False about the following statements.
Staff who feel supported in their workplace are generally highly motivated
towards achieving organisational goals. True or False
Teams that are constructed from like-minded people are more likely to be
innovative than diverse teams because diverse teams argue all the time. True
or False
Section 4: Demonstrate personal and professional competence
16. What does it mean to adopt business ethics in the workplace?
17. List at least 3 different leadership styles and describe each one briefly.
18. Explain why it is important to be able to adapt your leadership style under different
circumstances.
19. Give several examples of professional development activities that could help you
develop and maintain your leadership competencies.
20. Outline several benefits in participating in industry/professional networks and groups.
Appendix 1
Simulated Business
Max Lionel Realty
Table of Contents
Chapter 1 Business plan (excerpt) ............................................................... 3
Chapter 2 Organisational chart and management profiles ............................ 4
Chapter 3 Management responsibilities ....................................................... 5
Chapter 4 Budget summary ......................................................................... 6
Chapter 5 Operational plan .......................................................................... 7
Chapter 6 Operational risk register............................................................... 9
Chapter 7 Work Health and Safety (WHS) Policy ....................................... 10
Chapter 8 Anti-discrimination policy ........................................................... 12
Chapter 9 Procurement policy and procedures .......................................... 13
Chapter 10 Max Lionel Realty current tenants list ...................................... 18
Chapter 11 List of pre-approved suppliers.................................................. 19
Max Lionel Realty (MLR) was founded in 2008 by property developer Max Lionel. The
company currently employs approximately 100 people, 80 of whom are licensed real estate
agents.
Through its client agents, the organisation manages property sales and rentals (both
residential and commercial) on behalf of a range of clients. The organisation also separately
engages in investment activities, such as property and land development.
Max Lionel Realty has been a member of the Real Estate Institute of Victoria (REIV) since
2008 and proudly follows the REIV Code of Conduct.
Mission:
to achieve the highest returns for our clients and to deliver a client experience that
is second to none in the industry.
Vision:
to establish, within five years, the MLR brand the highest ethical standards with best-
in- breed performance for clients.
Values:
integrity
client-focus
teamwork
Strategic directions:
The strategic context in which Max Lionel Realty will achieve its mission and vision is through:
Incident report
3. DETAILS OF WITNESSES
Name: Job title:
Name: Job title:
Name: Job title:
Sign: Date:
BSB60407 Advance Diploma of Queensford
Management College
Date of birth:
Job Title:
Start time: am pm
Date: Time:
Location:
Describe what happened and how:
3. DETAILS OF WITNESSES
4. DETAILS OF INJURY
5. TREATMENT ADMINISTERED
Time: Outcome:
Treated by doctor Hospitalised Workers compensation claim
Returned to normal work Alternative duties Rehabilitation
8. RISK ASSESSMENT
Likelihood of recurrence:
Severity of outcome:
Level of risk:
Details
Name:
Position:
Risk details
Risk ID: Number allocated to this risk.
Raised by: Name of person who has raised the risk.
Date raised: Date of completion of this form.
Description of risk:
Briefly describe the identified risk and its possible impact.
Risk mitigation
Preventative actions recommended:
Briefly describe any action that should be taken to prevent the risk from occurring.
Approval details
Supporting documentation:
Details of any supporting documentation used to substantiate this risk.
Signature: Date: / /
Action/implementation plan
Project Name:
Income Incl. GST Excl. GST
Total income
Expense Incl. GST Excl. GST
Subtotal
Contingency (+10%)
TOTAL
Signature: Date:
/ /
Communication plan (example)
Budget
Project Name:
Income Incl. GST Excl. GST
Total income
Expense Incl. GST Excl. GST
Subtotal
Contingency (+10%)
TOTAL
Signature: Date: / /
Professional development plan
Name
Goals
Timeframe My personal goals are: My professional goals are:
These should relate to or support These should relate to objectives to maintain
professional goals current competence in the job role or future
career paths.
Next 12 months This
will depend on type of
activity priority/
importance of
undertaking it
Next 5 years
This will depend on
type of activity priority/
importance of
undertaking it
Strengths
Consider:
your views
recent tests/appraisals
other peoples views.
2.
3.
4.
5.
Signature: Date: / /
Appendix 3
You are the Operations General Manager at Max Lionel Realty (MLR). You are responsible for the
day-to-day running of the company. You oversee the coordination of activities that occur within
the Residential, Commercial, and Investments branches of the company. You are responsible for
overseeing projects which affect operations of the organisation as a whole. You work with the HR
manager to coordinate systems and projects to achieve cooperation and coordination across the
company.
WHS Incident
A WHS incident recently occurred at the Commercial office of Max Lionel Realty. Although it is the
Commercial Managers responsibility to investigate WHS incidents, they have not done so. You
decide to step in. In accordance with the recently implemented WHS management system you
must: investigate incidents
complete an incident report
perform risk assessment
update risk register.
The records you create of the incident need to be submitted to the HR Manager (assessor) for
storage as per records management policy.
Details of the incident
Last Wednesday, a client, who was running late decided to leave through the emergency exit and
stairwell, falling and breaking her wrist.
The exit door was blocked by boxes of paper.
One of the agents heard calls for help, managed to open the exit and help the client.
Not realising what had happened, or the seriousness of the accident, the agent criticised the clients
high heels, implying that such a thing would never happen to a man. Any sensible woman would
take the lift.
The client was humiliated.
The client was taken to the Royal Womens Hospital by ambulance.
She is threatening to sue MLR for injuries, loss of income and mental trauma.
Another agent noticed a strange odour and an oily substance on the stairwell.
This agent reported the incident verbally to the Commercial Realty Manager.
This incident has only just become known to the HR manager, who has been contacted by both the
clients lawyer and the Office of the Human Rights Ombudsman.
Several incidents in which managers have failed to undertake WHS management system
responsibilities have occurred recently. For example, record-keeping has been incomplete.
Consultation with agents, WHS committee meetings not occurred.
The organisations original target was to reduce the number of WHS incidents by 25%; however, after
initial success, enthusiasm for the system has worn off and incident rates are only just lower than
they were when the system was initiated.
Appendix 4
You are the Operations General Manager at Max Lionel Realty. You have recently investigated a
serious WHS incident.
You have determined that the incident may represent a systemic breakdown in compliance with the
organisations WHS management system. This system has only recently been implemented and
clearly the requisite practices have not been embedded.
Your legal and ethical responsibility is clear. You have a legal and ethical responsibility as a manager
to minimise workplace hazards. Moreover, in accordance with organisational change management
processes, you need to ensure organisational support by regularly reviewing compliance and acting
immediately to intervene to ensure organisational objectives and minimise risk.
You need to ensure managers are aware of and comply with the following responsibilities under the
WHS management system and WHS legislation:
consult with agents on WHS issues to continually identify any potential risks
regularly conduct WHS committee meetings to address risk across the organisation
regularly assess potential workplace hazards
act proactively to reduce risk
update the risk register.
You have decided to prepare a presentation to managers to ensure compliance.
Your objective is to ensure a smooth implementation of the WHS management system. Accordingly,
you dont want to single out or embarrass any one manager. Rather, you want to ensure enthusiastic
support by underscoring the importance of implementation of the WHS management system with
respect to Max Lionels mission and organisational goals.
You will need to ensure you demonstrate and support ethical attitudes and practices.
Appendix 5
You are the Operations General Manager at Max Lionel Realty (MLR). The CEO, Max Lionel has
asked you to initiate and implement a change strategy to improve organisational culture and ensure
ethical and legal compliance of agents. Key outcomes of the strategy will be:
development of an ethics charter for the business based on WHS responsibilities and Real Estate
Institute of Victoria (REIV) Code of Conduct
revisions made to existing policies and procedures to incorporate use of charter by agents
training for managers and agents on use of charter, WHS responsibilities and legal/ethical
responsibilities.
Previous needs analysis for this strategy has uncovered characteristics and requirements of various
groups and stakeholders: