Communication Strategy: Processes, Performance Indicators, Problem-Solving And Budgeting

What is Communication Strategy and How It Helps Businesses?

1. Write a short sentence to explain the purpose of a communication strategy.

Ans. Communication strategy gives a scheme to the organization or firm to approach the consumers in the demanded style. It helps the organization to save much of its time and money (Kipkoech, 2020). It favors the businesses to determine the objectives of the communication and deliver the messages of a brand to the targeted customers. It helps an organization to transfer its goods and services into a particular brand to meet the goals of the business. 

2. List three examples of processes leaders can use to communicate information associated with the achievement of work responsibilities to co-workers and write a brief paragraph to explain each one.

Ans. Example- meeting sessions, communication methods, and performance feedback. 

Meeting sessions – It gives the platform to the employees of the company to share their opinion about what changes are required in the business. It determines their overall performances and how it is going on and it also encourages them to give their best every time. It also allows the employees to represent any problems that arise in the company or with any coworkers. 

Communication methods – Leaders can use this method to communicate their message clearly and simply to the workers (Rohmiatun, and Lestari, 2022). Leaders can give several tips to perform better by giving them reviews and feedback and by also asking them whether they have any issues or not. Leaders may plan new training at the time when it is required.

Performances feedback – Monitor and overlook the performance of every employee and how they are performing in the job. Also by checking that they are completing their tasks at proper deadlines or not. When needed, help them and by having balance in the team. The reviews and feedback should be done continuously so that workers should know no how they are doing in their job. 

3. Provide three examples of performance indicators that might be used to measure the achievement of work responsibilities.

Ans. Examples -observation and notice, scheduled meetings, report of performance.

Observation and notice – This will help in increasing the number of employees to reach their goals and also to reach their job responsibilities.

Schedule meetings – This will let the employee give feedback on the problems which had an impact at the workplace.

Report of performance – By giving results of daily achievements and report in the written form that how they are doing in the duty.

You are changing the rostering process. This will affect the hours employees work.

1. Why would it be a good idea to consult workers about the rostering process? Provide at least three reasons.

Ans. It is because the roasting process provides workers the chance to change the surrounding personal staff, workers has the right to know that their working hours will get affected when the roasting process will change, it also allows workers to provide them the aid that is needed in the change.

2. What method would you use to consult employees about proposed changes to staff rosters? Why? 

Examples of Processes Leaders Can Use to Communicate Information

Ans. The survey method is the suitable one to ask the questions regarding the preferred roasting changes and arrangements. This survey method will allow the employees to think about the overall situation. 

3. What feedback would you provide to workers on the outcome of the consultation process? 

Ans. The review on the overall performance of the worker would be provided as it will clarify their expectations and will also let them learn from their mistakes and enhance their confidence level. Feedback would be given on the regular basis. The feedback on how the workers are helping their teammates and how the workers are giving their level best in reaching the target goals would be provided (Osano, 2020). 

You lead a team of employees. A number of them have raised an issue that is affecting their ability to meet set targets. Specifically, they have advised you that the budget they are working with does not allow them to secure the resources needed to effectively carry out their job.

1. List the six steps in the problem-solving process you would follow to try to promptly resolve the issue.

Ans. Helping in the solving the overall issue which ensures consistency. It also helps to remove the preconceptions. The 6 steps for the problem-solving process are :-

Step 1. To identify and determine the actual issue. A clear picture of the issue should be stated. To be specific regarding the circumstances and the condition of the problem.

Step 2. To note down all the potential solutions that can be considered. Let your solutions be creative and applicable.

Step 3. This step is to eliminate all the unreasonable solutions to the issue. The solution should be considered on the level of preferences. Now evaluate the alternatives of solution as per their pros and cons.

Step 4. Be specific about who is going to take the action on the solution. Also, be specific about who and when it is going to implement that solution.

Step 5. This step includes the implementation of the solution as per the plan.

Step 6. Now is a time to effectively evaluate the solution. If the plan still needs some updations, revise the solution and now again repeat all the steps.

2. After undertaking each step in the problem-solving process, you find that the only way to solve the problem is to provide workers with more financial resources but you do not have the authority to increase their budgets. What should you do? 

Ans. I will do the following things to improve the budget of financial resources:-

i. I will take advice from a professional business advisor regarding my finances.
ii. To recuperate the debt by making use of a highly reputable debt collective agency.
iii. I will workout on those expenses that can be reduced.
iv. I will also use the method to sell the unwanted assets.
v. By increasing the prices and attracting sales.
vi. I will also make use of new and updated marketing tips and techniques.
vii. I will also give several offers regarding the extra options in payment methods.
viii. By investing my own money to get the finances.
ix. By keeping a regular track of my cash flow statement.
x. By improving the cash flow statement.

Performance Indicators That Might Be Used to Measure Achievement of Work Responsibilities

1. You have recently hired a woman from a Muslim background who wears a hijab. After a short time working for the organization she tells you that she does not feel comfortable in the workplace.

Specifically, she tells you that:

i. other workers have made derogatory statements about her religion

ii. there are pictures hung around the office that she finds offensive

iii. she has been told that she cannot observe religious requirements like prayer time

iv. she has been told that she cannot wear the hijab because it does not form part of the organization’s uniform

Identify two organizational policies you could refer to for guidance on your response, and seven actions you could take to address these issues.

Ans. The two organization policies are – Title VII of the civil right act says that there should be no religious discrimination. The employees of any organization must not be forced based on religion to do any specific or particular activities at their workplace (Ate?, et al., 2020). And the other policy is EEOC which is known as the Equal Employment Opportunity Commission. This policy has been introduced to stop any discrimination happening in the name of religion. A hijab is a kind of scarf which is worn on the head and covers the portion of the neck and the head. As per the situation mentioned, the point of conflict at the company was about the Muslim girl who was wearing a hijab. 

Actions that can be taken to address this issue are:-

i. To strictly follow the rule that nobody is allowed to pass any comment on hijab.
ii. To maintain such and positive environment that the Muslim girl will not feel separated or discriminated against.
iii. Equal and active participation of every employee by ignoring their caste or religion.
iv. Every religion should respect their culture and this must be implemented at the workplace also.
v. Action should be taken after getting a complaint from a Muslim girl regarding the negative comments about wearing a hijab.
vi. Corporate dress code will be implemented.
vii. To make sure that diversity and inclusiveness should be there in the workplace.

2. You have found that several employees are not adhering to the ethical values of the organization. When you talk to them about this they tell you that they were unaware that what they were doing was wrong and that they have never seen the organization’s code of ethics. Identify eight things you could do to make existing employees aware of their ethical responsibilities.

Ans i. By being a role model for the employees as the managers are the ones who set a tone for ethics at the workplace.

ii. Be visible to all the workers as they notice the topic leader grasp that what behavior should be accepted.

iii. The code of ethics must reflect the primary and basic values of the organization. This is why the employees must follow these ethical rules and expectations.

iv. The leader must organize several workshops and webinars or training programs to enhance the ethics at the workplace.

Ways to Consult Workers About Rostering Process Changes

v. Appraisals and rewards should be given who follow the code of ethics. At the same time giving punishment who do not follow the ethical rules.

vi. The company should give a formal mechanism so that every worker will discuss ethical dilemmas.

vii. Training sessions will include what ethical practices are included in the code that needs to be followed up.

viii. Code of ethics should be conveyed appropriately by the leaders. If it is not implemented correctly as per the ethical behavior, then the code of ethics is not worthy enough. 

Activity 5

1. Write a short definition of the word trust.

Ans.The word trust means to have a firm belief on a person or any specific thing that you are confident about. If a person trust someone it reflects that they had a strong belief over the goodness of that person. To have a trust on someone, it is necessary that they first trust in their own self and their own abilities. Trust is the one that enhance the self confidence.

2. Identify and describe two traits leaders should demonstrate that would help them to gain and maintain the trust and confidence of colleagues and external contacts.

Ans. i. Being a leader, it is important that you listen carefully to your employees more than to talk. Allow the employees to open up with their own ideas and opinions. Improving the listening skills can boost up the trust at the workplace.

ii. It is important that you should appreciate each and every employee on a regular basis. This will give then the feeling of being valuable and respectable at their workplace. A good leader is the one who appreciate their employees by offering them rewards or any thank you messages. 

1.  You arrange to meet with a new employee to see how they are settling into their job. The employee speaks minimal English and you are worried that you will not be able to make yourself understood. List 10 examples of ways you might adjust your own interpersonal communication style to assist the new employee to understand what you are saying.

Ans i. To have an open conversation and also ask for reviews and feedback.

ii. The conversation should not be based on one way path. The newly appointed employee will also be given the opportunity to share their message.

iii. Let the employee finish their message first and do not talk over him.

iv. Do not complete the sentences of other people. Let them finish their sentence on their own basis.

v. By paraphrasing or repeating the task that has been assigned as per your own understanding of language.

vi. To actively listen what is being commanded or advised during a conversation.

vii. Try to maintain a appropriate eye contact.

viii. Stay alert regarding the body languages as expressions speaks better than words can.

ix. Just avoid the use of unwanted conversation fillers such as okay, hmm, ummms etcetera.

x. Give respect to the opinion and ideas of other people.

Steps in Problem-Solving Process to Resolve Issues that Affect Targets

2. Provide three examples of unethical communication.

Ans.The examples of unethical communication are – unethical utilization of harmful data and information, plagiarism whether it is in written form or nonwritten form, to break the confidentiality of someone, attacks that are unwarranted, criticism, or violation of information.

3. Two new team members have joined your team. One of them is from India and the other is from Japan. There is a team member who is having difficulty building an effective working relationship with them. Provide 10 examples of how you would guide and support the work team in their personal adjustment process.

Ans i. Encourage to have an open and honest kind of communication.

ii. The goals must be collaborative and set.

iii. I will celebrate the success of the team when required.

iv. By allowing and encouraging every team member to come up with their ideas to solve a particular issue.

v. I will also provide appropriate training when required which will develop the skill of both the individual.

vi. By keeping myself accountable and taking responsibility at tough times.

vii. By clearly monitoring the vision of the task.

viii. Showing empathy is the most important quality of a leader.

ix. By setting up one on one meetings to enhance the relationships.

x. By building respect within the team members.

1. You have started a business selling health and protein shakes. You want to increase sales of the product. Make a list of three people/ organisations you might network with to help you achieve this identifiable outcome and describe the contribution they could make.

Ans. The organizations that can help to increase the sales of health and Protein shakes. 1) Gym 2) Sports Person 3) Growing children

These people and organizations are using these shakes in large quantity because it is good for health and bodybuilding. So they are contributing to the increased sales of the product

2. You need to learn more about ways to encourage the performance of team members. Make a list of three people/ departments you might build workplace relationships with to achieve this identifiable outcome for the team and the organization and describe the contribution they could make. 

Ans. a) Trust

b) Acceptance

c) Open Communication

1. You have recently attended an industry event where you met a contact who you think would be able to provide you with a lot of advice about how to market your organisation. What would you do to begin to develop and maintain the relationship? Why would you do this?

Ans. Marketing plays an important role in establishing relationship between customers and the organization offered to market.We will maintain a healthy n cordial relation to increase the sales of the product. Marketing is the base of to sell any product

2. A person from another department has referred a lot of new clients to you. They do not have to do this. It does not form part of their job description. Identify three things you could do to develop, maintain and show that you value the relationship.

Solving Issues Regarding Budgetary Constraints and Resource Allocation

Ans. a) Be dependable 

b) Be Authentic

c) Be Energetic.  

d) Understand your client’s goal

Activity 9

1. Propose two methods for identifying difficulties in workplace relationships.

Ans. Workers Reviews:- performance can be checked by conducting surveys, questionnaires, and oral interviews. So that we can identify problems in the workplace.

2. Workers safety:- healthy workers are more active and productive we can make office equipment safe for use.

2 Natalie and Joseph are work mates. Joseph has young children and likes to have time off during school holidays to look after them as he has difficulty finding others to look after them during these periods. He becomes very upset that Natalie always asks for time off during school holidays even though she does not have children. She argues that she wants this time off because her boyfriend is a schoolteacher and this is the only time, they can spend time together and travel. They cannot both have time off over school holidays as this would leave their department short staffed. The situation is causing difficulties in their workplace relationship.

i. What strategy would you use to resolve this situation? Briefly describe each step of the strategy to be used.

ii. Describe a win–win, win–lose and lose–lose resolution for this situation.

Ans. Communication will be prioritized. Pay attention to the conflict that arises. Give time and talk to each other. Actively listen to both the person. Now identify the topics of agreement. Make a plan to implement over conflict. Now forgive each other and build on success (Vincent, and Pinske, 2020). 

Win win – both have half of the school holiday vacation.

Win lose – when will take off in upcoming holiday and another one will take off in next holiday.

Lose lose – no one will have time of Indus duration.

1. Explain the processes and systems that can be established to manage and resolve conflict constructively.

Ans. Resolving conflicts constructively:-

a. Body language

b. facial expressions

c. Voice tone

We can know our team members better by these techniques and easily spot the problems.

We should allow them to present their perspective.

a. Speak to the team members individually

b. Encourage them to bring people together

2. Two workers are engaged in a conflict related to who should answer their manager’s phone and take messages when the manager is not present. They both feel that they are too busy and too important to be required to do this. Describe the signs you would look for to identify they are handling the conflict constructively.

Ans. I will see whether they are trying to know each other or not and will also look that they are trying to understand their conditions or not. I will also notice whether they are listening to the viewpoint of each other.

3. Provide two examples of:

i. Emotionally based conflict.

ii. Values based conflict.

iii. Needs based conflict.

Ans. (a)Examples of emotional conflicts:-

i. A near and dear one tell your secret to others

ii. A Sister and brother fight over control of the television

(b)  Examples of value-based conflict:-

i. Some employees want to spend more time at home with family while some need to complete their assignments at the office.

ii. One person may hold friendship to be a higher value than honesty and another person might hold honesty to be a higher value than friendship.

(c) Examples of needs based conflict:-

i. One person wants to have children and other persons doesn’t want to have children.

ii. One person need to go out for job opportunity and other person wants to stay near family and spend time with them.

4. Outline a conflict management process.

a. Solving the problem or resolving conflicts.

b. Come to an understanding / compromising

c. Avoiding conflicts

4. Forcing by powerful authority

5. Interaction.

1. Identify and describe three qualities that would help leaders to provide guidance, counselling and support to assist co-workers in resolving their work difficulties.

Ans. i. Communicate with colleagues:-

They should often communicate to inspire teamwork.

ii. Praise each other:- acknowledge the achievements of colleagues it shows that you care

iii. Inspire positivity:- they should maintain their friendly attitude by showing a good mood.

2 You are talking to a co-worker who is very upset that another worker has given them information that was inaccurate and this caused them to look bad in front of another manager. You ask them what the worker said when they confronted them and they reply by saying, ‘Who cares? There’s just no excuse for what they did. Nothing they can say can make it right.’ List three pieces of advice you would offer them.

Ans i. Do not get distracted by the opinion of other people.

ii. Stay motivated and encouraged no matter how tough the situation is.

iii. Avoid blaming others and do not be confrontational. 

1. You are working with two employees because one has made some negative comments about the other’s culture. Draw up an action plan that could be used to address this identified difficulty.

Ans i. Provide appropriate training at the time of recruitment.

ii. Teach, practice, and again practice, now repeat.

iii. Have a follow-up and feedback.

iv. Involve in the conflict only when it is necessary.

v. Take every happening and things seriously.

Choose and explain how one system, policy or procedure can support the development of effective work relationships focusing on interpersonal styles, communications, consultation, cultural and social sensitivity, networking or conflict resolution.

Ans i. Identify work relationship needs

ii. Develop our people skills

iii. Developing our emotional intelligence to handle the emotions and needs of others

iv. Truly listen by practicing mindful listening by understanding more and talking less.

v. Avoid gossiping, it leads to mistrust. 

Describe communication techniques leaders can use to initiate networking conversations, including requests for help.

Ans i. A leader must have good communication skills.

ii. Ask a question with an introduction.

iii. Show interest and give compliments.

iv. You can begin by asking a question.

v. Be approachable don’t hide in a corner.

vi. Develop your diplomacy skills it helps to navigate through a stressful situation.

vii. Take good use of digital resources.

viii. Take part in business negotiations and provide input when it is necessary and relevant.

ix. Get feedback from your supervisors and co-workers. 

Outline one relevant piece of legislation from any level of government that affects business operation, especially in regard to work health and safety (WHS), environmental issues, equal opportunity, industrial relations and anti-discrimination and explain how these are relevant to managing effective workplace relationships.

Ans 3. Federal state and federal anti discrimination law and fair work act of 2009.

Please read and respond to all the assessment questions. You can provide your answers under each question. 

You are a manager of a team of workers. You have come to realise that you have poor workplace relationships with those workers and that workers have poor relationships with each other. Describe what you could do to improve these relationships to ensure that morale improves, productivity increases and a sense of teamwork is developed. Make sure you explain why effective workplace relationships are necessary.

You will need to discuss:

• communication in relation to the achievement of work responsibilities
• consultation
• the resolution of issues raised by workers
• the cultural diversity of workers
• ethics
• winning the trust and confidence of workers
• interpersonal communication styles
• networking
• the management of conflict
• any relevant legislation

ABC Company sells a range of exclusive products across Australia through 1 online and 100 retail stores. The organisation is committed to: 

• Offer innovative product solutions and meet the changing needs of customers
• Providing high quality and innovative products and services to customers
• Deliver great customer service
• Employing professional and enthusiastic staff
• Adopting sustainable work practices and provide ‘green’ products
• Undertaking continuous improvement processes 

Now, you work as one retail store’s Team Manager and you manage 3 Administrative Officers. You have received the below Administrative Officer role job description from HR. 

Job Tile: Administrative Officer Reporting to: Team Manager Salary: $4,2000 p.a. + 9.5% superannuation Hours: 38 hours per week Location: Head office  Purpose of the position Performs administrative and office support activities for the Customer Support team. Duties may include fielding telephone calls, receiving and directing visitors, word processing, creating spreadsheets and presentations, and filling. Extensive software skills are required, as well as internet research abilities and strong communication skills.  Responsibilities and duties 1. Store, organise and manage customer files 2. Provide administrative support to the Customer Support team 3. Manage and distribute information within the Customer Support office. This includes sending and receiving correspondence, answering phones and responding to electronic communication via email or the customer support web site. 4. Scheduling appointment and preparing presentation materials 5. Talking dictation or recording the minutes of meetings 6. Relieving at the main reception desk Key performance indicators 1. Maintain a log for all information distributed in the Customer Support team 2. Ensure customer support records are filed and maintained on a daily basis 3. Provide prompt and reliable administrative support to the Customer Support team 4. Maintain confidentiality when taking minutes for executive meetings 5. Work effectively with the executive administrative support team in relieving duties Required knowledge and skills – Complete Certificate III in Business Administration or higher qualifications – At least 1-year customer service experience – Knowledge of customer service principles and practices – Excellent written and verbal skills – Excellent interpersonal skills including the ability to deal with external customers – Proficiency in CRM systems – Proficiency in MS Office applications – Keyboarding skills at a minimum 30 words per minute with 98% accuracy – High personal standards

1. Please outline the team purpose, roles, responsibilities and accountabilities in accordance with organisational goals, plans and objectives. This should be appropriate to distribute to team members to establish a common understanding.

Ans. Purpose – measure and develop skills needed in the farm.

Roles – facilitator, team leader, creative director, and a coach.

Responsibilities – participate in meetings, participation in suggestions, completing the task, to maintain professionalism, assigning the responsibilities, supervise the team members, schedule meetings

Accountabilities – identify own mistakes, have clear expectations, provide review and feedback, complete tasks on deadline, commitment.

2. Use the below work plantemplate and prepare a work plan for your team members. Here is a list of the typical duties that team performs:

• Check the stationery stock levels and order any necessary office supplies every end of month
• Prepare the agenda for the upcoming customer support department on 18 July and email the 8 people who are to attend. Book the meeting room via the calendar using the email software
• Cover for some staff members in the main reception on Monday 25 July between 2pm and 5 pm, so other team members can attend meeting. This involves recording customer feedback and directing calls to appropriate people
• Book flights and arrange accommodation for one team member who is attending a conference in Sydney from 27^thJuly to 29^th July 

List the tasks to be completed to achieve this work plan (Add rows below as required)	List your KPIs/ objectives; Specific, Measurable, Achievable, Realistic, Timely	Common cause of poor performance (at least 1)	Person responsible for this task	Date due/ Date completed
To conduct meeting	Target new customer	Poor marketing	customer support executive head	End of the month
Conference	Target at worldwide level	Procedures and rules	Senior team leader	End of the week

3. ABC Company currently has a formal feedback process. Senior managers feel this form is not appropriate to provide feedback to team members that encourages, values and rewards individual and team efforts and contributions. Outline what leadership techniques and strategies you would use to provide continuous feedbackand encourage, value and reward members of your team.

Ans. By practice worker recognition, regular one-on-one meetings, set target goals and track the overall progress, be specific and positive, focus on the behaviour, do not judge while giving feedback (Jacoyange, 2018).

4. Explain how you will facilitate a two-way flowof information on team performance issues between your team and senior management.

We can facilitate a two-way flow of information in these ways:

i. To provide employees information required to complete their tasks, and provide them with additional resources.
ii. Encourage them to share their ideas and feedback.
iii. Responding to their feedback.

5. ABC Company expect all managers and leaders to lead by example. Outline how you will ensure your own contribution to the work team serves as a role modelfor others and enhances the organisation’s image for all stakeholders.

We will contribute to the work team in the following ways:

i. Finding ways to generate more income or by cutting costs.

ii. Making the work environment positive by boosting the morale of the employees.

iii. Preventing company from losing a big customer by improving customer relationships.

iv. Praising the organization which helps to enhance the company’s reputation. 

6. Please use the self-reflection survey below and identify your own emotional strengths and weaknesses, stressors, emotional states and triggers and gathering feedback from your assessor. 

Name:
List 5 of your emotional strengths	Kindness, friendship, confidence, hope, acceptance
List 5 of your emotional weaknesses	Shyness , criticism, lack of confidence, public speaking, lack of knowledge
List 2 workplace stressors that affect you	Role conflict, relationships
List 2 triggers that can initiate an emotional response in the workplace	Rejection, feeling unwanted
Please answer questions below
Items	Rate 1 – 5 (5 is always and 1 is Never)	Example
I display honest, integrity and trustworthiness	5
I am flexible in adapting to changing situations	4
I display emotional self-awareness and use my intuition to guide team decisions	3
I am driven to improve performance to meet my inner standards of success	4
I see others positively and expect the best of them	4
I get along with people of diverse backgrounds	3
I foster a positive emotional climate	2
I guide and motivate my team with a compelling vision and a sense of purpose	4
I address my team in a way that engages them	4
I cultivate other’s abilities through feedback, guidance, mentoring or coaching	3
I resolve disagreements by including all parties, understanding different perspectives and finding a common solution that meets everyone’s needs	4

7. Create your own personal development planin accordance with ABC Company’s organisational plans and policies that outlines your:

To be developed	Expected goal	Action plan	Success criteria	Application	Deadline
Physical Liveliness	Enhance work performance	Exercise daily	Capable to handle multiple task	Personal productivity	3 months
Position of duty	Assistant manager	Enhance managerial skills	Upgrading to assistant manager	Better benefit and authority	6-12 months

8. Explain how to use business technology to create and use systems to processes to organise and prioritise tasks and commitments.

Ans. Some business technologies to organize and prioritize the tasks are:

MS Outlook, Lotus Notes, and Google Calendar- help to organize all the worklists together and show the tasks next to your calendar. these will also make a list based on the dates, convert emails into works/tasks.

Human Resources Manager has advised you that one of your Administrative Officers John has made a complaint to the Human Resources Department. John claims to be experiencing discrimination from his work colleague Tom. John says that for this month he has been subjected to offensive comments regarding his English because he is the only international staff member in the Australian team. He claims, for example, that he was laughed at by his accent. John also claims that the persistent comments have caused him much distress and isolation within his team.

When you check Tom’s record, you find out that the results have become increasingly unsatisfactory, lower than at his last review, with overall poor performance on the job. His poor performance includes:

i. Missed some workplace training which include cultural diversity and ethical

ii. Several complaints from clients and colleagues

iii. Providing incomplete and sometimes inaccurate product information

iv. Providing poor-quality customer service

v. Poor verbal communication manner

You need to follow company’s WHS policy and Equal opportunities policy.  

1. You need to arrange a time with your assessor and do a role play. In this role play, your assessor will act as Tom. You as a team manager need to:

• Identify and address the key issues (workplace conflict and poor performance)
• Provide opportunities for Tom to explain and contribute to the issues
• Be a role model and provide leadership through own behaviour
• Assist him to understand the effect of his behaviour and emotions on others in the workplace
• Encourage Tom to develophis own emotional intelligence to build productive relationships and maximise workplace outcomes
• Provide guidance, counselling and support to assist Tom in resolving the issues
• Promote trust in order to build a good team
• Providing feedback on the outcomes of the conversation
• Listen carefully and come up with a mutually agreeable outcome
• If the issues cannot be resolved, refer to relevant personnel (may include seek assistance from Human Resources specialists)
• Support Tom to meet expected performance outcomes including providing formal and informal learning opportunities as needed
• Let Tom know that how you will monitor her performance systematically 

2. You need to develop a performance plan for Tom to establish the expected outcomes, outputs, KPIs and goals of the work team. You can use the template below. Please note that some areas do have examples and information included for reference only, when you write your own answers, please remove these examples. 

Details
Team name	<employee name>
Manager name	<manager name>
Manager position	<manager position>
Date of plan	<date plan was made>
Period of plan	<insert start date> to <insert end date> Typically 6 – 8 weeks
Interim review date	<interim review date>
Final review date	<final review date>
Performance improvement objective:<Objective> Describe the specific area in which the employee’s performance needs to improve. eg. – Objective: Timely and accurate processing of customer orders
Required outcomes	<required outcomes> · To complete order in time.  · To meet the customer needs
Strategies	<strategies>  · To make and implement plan for completing orders on time
Support	<supports>  · Training will be provided and timetable will be given
Responsibilities	<responsibilities of all relevant parties>  · To provide training to the employees · To advice them to attend the training · To ask the manager to look after that training should be provide to the employees · Make proper arrangement for the place of meeting
Consequences	<consequences >  Failed to deliver the order on time may affect the customers and result in low rappo of the company.

3. Develop policies and procedures to ensure team members take responsibilitiesfor own work and assist other to undertake required roles and responsibilities.

Ans i. Indulge them in the main activities like aim, goal, and planning.

ii. Teach them and support them in solving their problems.

iii. Cheers them when they succeed in their task.

4. Develop policies to ensure that organisation’s cultural diversity and ethical valuesare adhere to.

Ans. Policies to ensure that Economic diversity and ethical value are adhere to establish  dares to control moral actions, specified that cultures vary in movement they view as moral .Ethnic differences are matters when doing cross – ethnic deal.

5. Three months from the implementation of the performance plan, Tom’s results show no improvement and he seems to show no commitment to change and improvement. Assume this a last formal warning. Write a formal letter to Tom explaining the disciplinary and termination processand the counselling options available.  You may use the template below.

Re: Letter Of Final Warning

Dear, 

This letter is a final and written warning for unsatisfactory job performance. As discussed earlier, we had some concerns regarding management of your performances that had a record of duties at the division. Also you did not provided any acceptable explanation as why you had not met with the desired tasks. You failed to fulfill your duties with integrity and sincerity and all your disciplinary actions may result in the termination of your employment. 

Further diligence is needed and performing your future duties. If this happens again, additional disciplinary action would be taken on a serious note. Also the termination of employment will be inevitable. 

A copy of the same will be kept in your file at the office.

References

Ate?, N.Y., Tarakci, M., Porck, J.P., van Knippenberg, D. and Groenen, P.J., 2020. The dark side of visionary leadership in strategy implementation: Strategic alignment, strategic consensus, and commitment. Journal of Management, 46(5), pp.637-665. 

Noga, G., 2018. Problems of adapting enterprises in the strategy implementation process. Case of Poland. Business, Management and Education, 16(1), pp.222-238. 

Nyaga, D.K. and Litunya, R., 2018.Factors Influencing Strategy Implementation In State Corporations In Kenya a Case Of Council Of Legal Education. European Journal of Business and Strategic Management, 3(7), pp.50-73. 

Jacoyange, K., 2018. Factors Affecting Successful Strategy Implementation: A Case of Not for Profit Company X, East Africa (Doctoral dissertation, United States International University-Africa). 

Kipkoech, A., 2020. Balanced Scorecard as a Tool of Strategy Implementation at Kenya Commercial Bank Kenya Ltd (Doctoral dissertation, University of Nairobi). 

Olson, E.M., Slater, S.F., Hult, G.T.M. and Olson, K.M., 2018. The application of human resource management policies within the marketing organization: The impact on business and marketing strategy implementation. Industrial Marketing Management, 69, pp.62-73.

Osano, F.O., 2020. Procurement Strategy Implementation: A Comparative Case of Private and Public Sectors in Kenya (Doctoral dissertation, United States International University-Africa). 

Rohmiatun, E.T. and Lestari, W.M., 2022.Implementation Of Online Learning Models For Effective Learning Recommendations In New Normal Time. Jurnal Scientia, 10(2), pp.242-249. 

Salmanpour Sohi, A., Aarabi, S.M., Pourezzat, A.A. and Aghaei, M., 2021. Conceptualizing the Nature of Strategic Execution to Organizational Strategies Implementation. Journal of Business Management, 13(3), pp.655-689. 

Suryanda, A., Azrai, E.P., Nuramadhan, M. and Ichsan, I.Z., 2020. Analogy and critical thinking skills: Implementation learning strategy in biodiversity and environment topic. Universal Journal of Educational Research, 8(4A), pp.45-50. 

Theodore, W., Kasali, R., Balqiah, T.E. and Sudhartio, L., 2021. The effects of task environment and organizational agility on perceived managerial discretion and strategy implementation in a pharmaceutical company. International Journal of Pharmaceutical and Healthcare Marketing.

Vincent, N.E. and Pinsker, R., 2020. IT risk management: interrelationships based on strategy implementation. International Journal of Accounting & Information Management. 

Wamugo, D., Kirimi, E. and Ndabari, M., 2022. Middle level management role in championing alternatives and strategy implementation among insurance companies in Kenya. International Academic Journal of Human Resource and Business Administration, 3(10), pp.379-391.