UNIT CMI 303 Managing Individuals to be Effective in their Role Assignment

To complete Tasks 1a and b you are encouraged to use well-chosen examples from an organisation/team you know well or have researched.

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TASK 1a

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Sources of information which differentiate work role and responsibilities of the workers can come from different locations. People usually learn about roles and responsibilities from job descriptions, evaluation of performance, feedback as well as training. Job descriptions are considered as one of the most crucial source. It offers a formal outline or summary regarding job expectations by the recruiter. These are usually go with written job requirements that intend to make sure successful performance in the particular job role (Basalamah, 2021). By performance evaluations, the company provides insights to employees regarding strengths, weaknesses and expectations of company. For example: By using feedback approach Tesco clarifies about the work related duties and responsibilities. Moreover, the company offers training materials to the workers which outline the expectations of organisation regarding skills and knowledge. All resources provide clear picture and view about person’s work role and duties.

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TASK 1b

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1.

There are three major reasons why it is crucial for the company to evaluate the behaviours, skills and knowledge of individual in work role.

The managers are able to find the gaps by assessing skills and knowledge of their employees. By addressing gaps on time, the managers can take corrective actions timely which help to fill the gaps (Thornhill-Miller et al, 2023). Further, by addressing gaps the company becomes capable to reduce risk of project delays.

2.

Assessing skills and knowledge of workers can be helpful for the Tesco to find out employees strengths. By knowing individual strengths, it can be easy for the managers to assign duties and responsibilities according to employee’s expertise.

3.

It is crucial for the Tesco to evaluate people’s skills, knowledge and behaviours in order to gain insights related to employee work style. Evaluation also facilitates in identify the particular motivators that stimulate employees to work. For instance: by evaluating skills and knowledge of individuals Tesco can enhance its strategies and manage employees in more effective way.

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SCENARIO A

You are managing a small team of six (6) people within a large organisation. Your team has responsibility for delivering customer service and comprises individuals with a range of skills and experience. They carry out their work in the same location and you have regular contact with them.

Scenario A can be used to answer Tasks 2a, b and c. Alternatively, you may choose to use well-chosen examples from an organisation you know well or have researched.

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TASK 2a

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1.

SMART framework is well-known technique in order to set the objectives for the individuals while working in small team in large organisation. SMART stands for specific, measurable, achievable, relevant and time-bound. While utilising this method. It is crucial to make sure that goals are clear and specific so that people know correctly what is expected from them.

2.

Micro goals are another method which can be used by the concerned large sized organization that will help in setting objectives for individuals. In this method, leader sets various smaller goals instead of larger objectives (JH Coun et al, 2022). Setting smaller and achievable objectives can facilitate employees to stay motivated as well as it reminds people about their progress they have made.

3.

OKR (Objective and key result) is another popular goal-setting method that can be used by the large organisation to set objectives. On the basis of this, manager lays emphasis on setting objectives which are outcome-focused. OKR can offer clear direction for setting goals which allow team members to improve their productivity. Goals are also based on the measurable metrics that help in reaching the goals and contributes in leading the team.

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TASK 2b

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There are numerous ways that can be used by the large sized organization to evaluate the capability of an individual to accomplish the objectives.

Evaluate the previous performance of the individual in similar kind of roles and activities can help the managers to know the ability of people to achieve the current goals. It will help in setting objectives for the individuals and assign work.

The manager can review the skills and knowledge of each worker by organising group discussion (Chowdhury et al, 2023). Workers will feel free and express their issues and expert areas to the managers. After that managers can use different ways to improve their weaknesses so that they can accomplish objectives.

The manager can give individuals task which will help to know the capability of them to achieve the set goals. When an employee is doing task manager can closely monitor their performance in against to the benchmarks and thereby would become able to know their capabilities to achieve set objectives.

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TASK 2c

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The procedure for including people in the company in approving on clear goals will different based on individual and circumstances. There are some general actions which can be followed:

At starting, the manager or supervisor of large organisation has to explain the goals and objectives to their team members. The managers also will require to explain importance of objectives (Sitopu, Sitinjak and Marpaung, 2021). It will help individuals to know why the particular goals are important for them and the company and they will provide support.

Manager cam ask to employees to give feedback on set goals and whether people feel it is achievable. The managers will require to agree on a time limit for accomplishing the goals. By this approach employees will agree on goals.

Organisation can offer necessary resources and support that the people may require to carry out the tasks. Essential resources will help to accomplish goals within time limit.

To complete Task 3a you are encouraged to use well-chosen examples from an organisation/team you know well or have researched.

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TASK 3a

Informal and formal personal and professional development

Delegation and allocation of responsibility

Setting clear expectations

Reviewing progress

Constructive feedback

Supervision

Coaching

Mentoring

Training

Development activities

COMPLETE THE TABLE:

Support method

Outline how the method enables individuals to perform well

1.

Constructive feedback

It is the most crucial for the Tesco’s managers to provide detailed feedback to the employees about their performance. By this, employees would become able to assess deficiencies take place in the current performance. Referring the manager’s guidance team members would become able to perform in an appropriate direction.

2.

Coaching

Coaching is an excellent method to provide support to the workers. It will assist individuals to learn new skills and knowledge or enhance proficiency level (Kuan and Bakar, 2023). By using this method, Tesco can provide better guidance to the people whenever they need so that employees can carry out the activities prominently.

3.

Reviewing progress

It is important for the supervisors or managers to make focus on reviewing the progress. By this, managers can provide employees with the right path and assistance for performing activities in the best possible way. For instance: Tesco can review progress at each stage of the task completion process to know the performance of workers.

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SCENARIO B

You have just started managing a new team. The work the team carries out is very repetitive and process driven. The work isn’t very exciting and whilst targets are met, these are never exceeded.

There are seven team members, four of which have worked for the company for more than ten years and despite having the ability to progress, have chosen to stay in the team as it suits their personal circumstances.

There have been recurrent problems recruiting the seventh team member and recently a talented new recruit left after a few months as the role didn’t match their expectations. Their replacement starts on Monday.

You need to consider how to motivate and incentivise the individuals in the team to perform well whilst being objective in the decisions you make.

Scenario B can be used to answer Task 3b, 3c and 3d. Alternatively, you may choose to use well-chosen examples from an organisation you know well or have researched.

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TASK 3b

COMPLETE THE TABLE:

Approaches for motivating individuals in their work role

1.

Build positive work environment

For improving the current situation, focus needs to be placed on building positive work atmosphere so that people can feel free to express their views. In positive environment, employees can perform effectively and get encouraged to do hard work (Ryan et al, 2021). A good work culture motivates employees to use creative ideas and ways to carry out the tasks. By establishing the positive and flexible work culture, a company can enhance employees’ motivation towards the work.

2.

Offer rewards

Offering rewards to the employees for their hard work is a holistic approach to boost motivation at workplace. The company can offer rewards such as; incentives, bonus and appreciation to staff members for their hard work and successful task completion. This will positively influence employees and thereby makes significant contribution in the better performance.

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TASK 3c

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Incentivised a person’s accomplishments can be obtained in a different ways. For example: The company can offer monetary rewards to employees in the form of gift card, bonus etc. Thus, employees who will meet the specific targets become eligible for getting the incentive. It will definitely act as strong incentive for an individual to go beyond the expectations. In addition to this, the organisation can also offer the non-monetary rewards to people as an incentive. It involves appreciation, recognition and privileges and this kind of rewards are usually based on nature of accomplishment. Though, one study has proven that monetary rewards are generally more efficient and beneficial as compared to non-monetary incentives (Muller, 2022). Moreover, monetary incentives offer a concrete encouragement for the success so company should focus on offering bonus etc to encourage the staff members.

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TASK 3d

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Managing employees objectively within the organisation is vital for many reasons. First of all, it ensures that workers are treated impartially and equally. By this approach, employees will feel that they are respected and valued at the workplace (Standaert, Muylle and Basu, 2021). Managing individuals objectively also helps managers in making the informed decisions on the basis of merit instead of personal biases. This in turns also contribute in building a more productive and optimistic environment. When workers feel that they are treated fairly then more expected to be encouraged. Consequently, it directly contributes in enhancing the employee engagement at work. For example, Tesco can make work culture in a way that encourages workers to express their ideas and opinions freely.

To complete each task you are encouraged to use well-chosen examples to illustrate how the use of tools and approaches for measuring performance/outcomes can be applied in the workplace.

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TASK 4a

COMPLETE THE TABLE:

Tools

 Summary

Appraisal

Performance appraisals can be utilised by the managers of Tesco to offer a formal assessment or work of staff members. Appraisals can be helpful for developing goals and motivate employees to work towards achieving it. It also helps in assessing the progress of workers over time.

Personal development review

Personal development reviews are often concentrated on discovering areas of improvements for people. It can be useful for staff members who are seeking to enhance their knowledge, skills, competencies and work performance. For instance, Tesco can conduct meeting and review the personal development of their employees which can help to know areas of improvements.

360 degree feedback

360 degree feedback is another best method to review performance of the individuals. By applying this method, Tesco’s manager will be able to gain complete view about the current performance by collecting reviews from peers, supervisors and subordinates.

Customer feedback

Customer feedback approach can be helpful for the company to understand how effectively employees are carrying out their task (Vuong and Nguyen, 2022). It is crucial for those employees who directly affect the satisfaction of consumer by their work. As Tesco is customer-centric company so they can utilise customer feedback approach to know the impact of worker’s performance on customer and can use corrective actions if find any issues.

Observation

Observing performance of the workers and offering objective feedback to them must be routine function of the performance management procedure. This method can help Tesco to observe particular work related behaviours, activities, skills, working styles, working relationships and quality of employees work.

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TASK 4b

Example 1: Call handling

Calls must be answered within three rings

Example 2: Customer service

Enquiries must be answered promptly and courteously by you or, if you do not know the answer, you must pass the customer on to a knowledgeable colleague

Example 3: Production

Wastage must be reduced by 5 percent within the next three months

Example 4: Administration

Re-ordering of supplies must be completed within the allocated budget

Example 5: Finance

A report showing weekly costs must be sent to the head of department at the end of every month

INSERT YOUR ANSWER HERE:

Call handling: Calls must be answered within three rings

It is necessary for the supervisor of the Tesco to use different approaches to evaluate outcomes against objective. In this context, the company can utilise key performance indicator such as; customer satisfaction. Moreover, query handling is highly associated with the Tesco’s customer service. Thus, by taking reviews from the customers organization would become able to ascertain whether their call is answered within three ribngs or not. Further, by drafting tracking metric managers can assess that their staff members are on the right track to accomplish their goals or not. Further, the manager can utilise milestones reviews which includes reviewing the progress of current aspects over milestones (Haffer, Haffer and Morrow, 2021). It can facilitate to find out any problems which require to be addressed and solve issues immediately. In this way, concerned approaches help in measuring or evaluating performance and thereby contribute in the organizational success.

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SCENARIO C

You have recently been appointed as a manager and are responsible for FOUR (4) staff members. You soon become aware that one individual seems to be very demotivated. They are reluctant to contribute to team meetings and have missed a number of important deadlines. Most recently, they have started to arrive late for work. Some team members have also noticed the change in behaviour.

Scenario C can be used to answer Task 5. Alternatively, you may choose to use well-chosen examples based on research or your experience of managing performance in the workplace.

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TASK 5

INSERT YOUR ANSWER HERE:

1.

It is responsibility of the line manager to manage their team members and provides assistance when they lacking performance. There are major three methods that can be helpful to manage the underperforming team.

Identify root cause: It is crucial and necessary step to find out the main reasons behind problem facing by the employees. When the manager will identify actual problem, they will become able to find appropriate solution for solving the problem. It can do by organising group meetings where manager can ask each employee about their concerns and issues experiencing by them while working. For example, by paying attention on real problems the manager of small team can save time and find actual problem.

2.

Address problem: Once manager identifies main problems, they must evaluate how severe the problems and what will be required to solve the problem (Zhong, Ren and Song, 2021). Manager can conduct meeting with their team members and also must involve other management in meeting. Manager can also address the problem with each person individually as it will help that person to confidently express their feelings.

3.

Take right action: In final step, the manager can make strategies and implement them in a right way so that it can offer benefit to the employees and improves their performance. Manager can find alternative ways and choose the best solutions of the problems. In this process, the manager can also involve other managers and takes their help in solving the problem. The manager needs to maintain open communication with all the team members as well as offers continuous feedback so that they can aware about their performance and try to improve at own level.

References

Books and Journals

Basalamah, S.A., 2021. The role of work motivation and work environment in improving job satisfaction. Golden Ratio of Human Resource Management, 1(2), pp.94-103.

Chowdhury, S., Dey, P., Joel-Edgar, S., Bhattacharya, S., Rodriguez-Espindola, O., Abadie, A. and Truong, L., 2023. Unlocking the value of artificial intelligence in human resource management through AI capability framework. Human resource management review, 33(1), p.100899.

Haffer, R., Haffer, J. and Morrow, D.L., 2021. Work outcomes of job crafting among the different ranks of project teams. Project Management Journal, 52(2), pp.146-160.

JH Coun, M., Peters, P., Blomme, R.J. and Schaveling, J., 2022. ‘To empower or not to empower, that’s the question’. Using an empowerment process approach to explain employees’ workplace proactivity. The International Journal of Human Resource Management, 33(14), pp.2829-2855.

Kuan, C.M. and Bakar, H.A., 2023. Managerial coaching to improve on organizational performance: A case study of a multinational company. Global Business Management Review (GBMR), 15(2), pp.1-19.

Muller, S.M., 2022. From accountability to managerialism and incentives. In The Incentivised University: Scientific Revolutions, Policies, Consequences (pp. 95-112). Cham: Springer International Publishing.

Ryan, R.M., Deci, E.L., Vansteenkiste, M. and Soenens, B., 2021. Building a science of motivated persons: Self-determination theory’s empirical approach to human experience and the regulation of behavior. Motivation Science, 7(2), p.97.

Sitopu, Y.B., Sitinjak, K.A. and Marpaung, F.K., 2021. The influence of motivation, work discipline, and compensation on employee performance. Golden Ratio of Human Resource Management, 1(2), pp.72-83.

Standaert, W., Muylle, S. and Basu, A., 2021. How shall we meet? Understanding the importance of meeting mode capabilities for different meeting objectives. Information & Management, 58(1), p.103393.

Thornhill-Miller, B., Camarda, A., Mercier, M., Burkhardt, J.M., Morisseau, T., Bourgeois-Bougrine, S., Vinchon, F., El Hayek, S., Augereau-Landais, M., Mourey, F. and Feybesse, C., 2023. Creativity, critical thinking, communication, and collaboration: assessment, certification, and promotion of 21st century skills for the future of work and education. Journal of Intelligence, 11(3), p.54.

Vuong, T.D.N. and Nguyen, L.T., 2022. The key strategies for measuring employee performance in companies: a systematic review. Sustainability, 14(21), p.14017.

Zhong, X., Ren, L. and Song, T., 2021. Beyond market strategies: How multiple decision-maker groups jointly influence underperforming firms’ corporate social (ir) responsibility. Journal of Business Ethics, pp.1-19.