ASSESSMENT COVER PAGE

o STUDENT DETAILS / DECLARATION:

Course Name: Advanced Diploma of Civil Construction Design

Unit / Subject Name: BSBTWK502 Manage Team Effectiveness

Trainer’s Name: Assessment No:
Assignment 1 & 2
o I fully understand the context and purpose of this assessment.
o I am fully aware of the competency standard/criteria against which I will be assessed.
o I have been given fair notice of the date, time and venue for the assessment.
I declare that:
o I am aware of the resources I need and how the assessment will be conducted.
o I have had the appeals process and confidentiality explained to me.
o I agree that I am ready to be assessed and that all written work is my own.

This assessment is my:

o First submission o Re-submission (Attempt )

Student Name: Your Full Name Student ID:
Student’s Signature: Submission Date:

ASSESSOR USE ONLY:

Assignment 1 o Satisfactory o Not Satisfactory
Result:
Assignment 2 o Satisfactory o Not Satisfactory

o Satisfactory o Not Satisfactory

Final Assessment Result for this unit C / NYC

Feedback: Feedback is given to the student on each Yes / No

Assessment task & final outcome of the unit

Assessor’s
Feedback:

Assessor’s Date:
Signature:

ASSESSMENT FIRST SUBMISSION/RE-SUBMISSION RECEIPT:

It is student’s responsibility to keep the assessment submission receipt as a proof of submission of assessment tasks

Student Name: Your Full Name Student ID:

Unit / Subject Code: BSBTWK502 Manage Team Effectiveness Assessment No:

Trainer Name: Date:

Signature:
 This page left blank intentionally.

2023 T3 BSBTWK502 Assignment 1 & 2

ASSESSMENT

Student Name
Student ID
Unit commenced (Date)
Unit Completed (Date)
I hereby certify that I have undertaken
these assessment tasks utilising my own
work without assistance from any other
parties. I have not knowingly plagiarised
any work in completing these assessment
activities.

Student Signature

2023 T3 BSBTWK502 Assignment 1 & 2

 TYPES OF EVIDENCE
The RTO ensures that assessment is carried out in accordance with the requirements of the unit
and the standards and will implement an assessment process which identifies the evidence
required for each unit of competency. They will identify the type of evidence and the assessment
methods used.

Types of evidence include:

 Direct Evidence – things that the assessor, observes first-hand, e.g., observation or
work samples

 Indirect Evidence – things that someone else has observed and reported to us, e.g.,
third party reports

 Supplementary Evidence – other things that can indicate performance, such as

training records, questions, written work, portfolios

Assessment methods may include but are not limited to:

 Written Activity

 Case Study

 Observation/Demonstration

 Practical Activity

 Questions

 Third Party Report

Assessment must comply with the assessment methods of the training package and be
conducted in accordance with the Principles of Assessment and assessment conditions. This
means the assessment must be fair, flexible, reliable and valid.

2023 T3 BSBTWK502 Assignment 1 & 2

 ASSESSMENT INFORMATION FOR
STUDENTS
Throughout your training we are committed to your learning by providing a training and
assessment framework that ensures the knowledge gained through training is translated into
practical on the job improvements.

You are going to be assessed for:

 Your skills and knowledge using written and observation activities that apply to the
workplace.

 Your ability to apply your learning.

 Your ability to recognise common principles and actively use these on the job.

All of your assessment and training is provided as a positive learning tool. Your assessor will
guide your learning and provide feedback on your responses to the assessment materials until
you have been deemed competent in this unit.

HOW YOU WILL BE ASSESSED

The process we follow is known as competency-based assessment. This means that evidence of
your current skills and knowledge will be measured against national standards of best practice,
not against the learning you have undertaken either recently or in the past. Some of the
assessment will be concerned with how you apply your skills and knowledge in the workplace,
and some in the training room as required by each unit.
The assessment tasks have been designed to enable you to demonstrate the required skills and
knowledge and produce the critical evidence to successfully demonstrate competency at the
required standard.
Your assessor will ensure that you are ready for assessment and will explain the assessment
process. Your assessment tasks will outline the evidence to be collected and how it will be
collected, for example, a written activity, case study, or demonstration and observation.
The assessor will also have determined if you have any special needs to be considered during
assessment. Changes can be made to the way assessment is undertaken to account for special
needs and this is called making Reasonable Adjustment.

What happens if your result is ‘Not Yet Competent’ for one or more assessment tasks?

Our assessment process is designed to answer the question “has the desired learning outcome
been achieved yet?” If the answer is “Not yet”, then we work with you to see how we can get
there.
In the case that one or more of your assessments has been marked ‘NYC’, your trainer will
provide you with the necessary feedback and guidance, for you to resubmit your responses.

2023 T3 BSBTWK502 Assignment 1 & 2

What if you disagree on the assessment outcome?

You can appeal against a decision made in regard to your assessment. An appeal should only be
made if you have been assessed as ‘Not Yet Competent’ against a specific unit and you feel you
have sufficient grounds to believe that you are entitled to be assessed as competent. You must
be able to adequately demonstrate that you have the skills and experience to be able to meet the
requirements of units you are appealing the assessment of.
Your trainer will outline the appeals process, which is available to the student. You can request
a form to make an appeal and submit it to your trainer, the course coordinator, or the
administration officer. The RTO will examine the appeal and you will be advised of the outcome
within 14 days. Any additional information you wish to provide may be attached to the appeal
form.

What if I believe I am already competent before training?

If you believe you already have the knowledge and skills to be able to demonstrate competence
in this unit, speak with your trainer, as you may be able to apply for Recognition of Prior
Learning (RPL).

Assessor Responsibilities

Assessors need to be aware of their responsibilities and carry them out appropriately. To do
this they need to:
 Ensure that participants are assessed fairly based on the outcome of the language,
literacy and numeracy review completed at enrolment.

 Ensure that all documentation is signed by the student, trainer, workplace

supervisor and assessor when units and certificates are complete, to ensure that
there is no follow-up required from an administration perspective.

 Ensure that their own qualifications are current.

 When required, request the manager or supervisor to determine that the student is
‘satisfactorily’ demonstrating the requirements for each unit. ‘Satisfactorily’ means
consistently meeting the standard expected from an experienced operator.

 When required, ensure supervisors and students sign off on third party assessment
forms or third-party report.

 Follow the recommendations from moderation and validation meetings.

How should I format my assessments?

Your assessments should be typed in a 11 or 12 size font for ease of reading. You must include a
footer on each page with the student’s name, unit code and date. Your assessment needs to be
submitted as a hardcopy or electronic copy as requested by your trainer.

2023 T3 BSBTWK502 Assignment 1 & 2

How long should my answers be?

The length of your answers will be guided by the description in each assessment, for example:
Type of Answer Answer Guidelines

Short Answer 4 typed lines = 50 words, or

5 lines of handwritten text
Long Answer 8 typed lines = 100 words, or
1
10 lines of handwritten text = of a foolscap page
3
Brief Report 500 words = 1 page typed report, or
1
50 lines of handwritten text = 1 foolscap handwritten pages
2
Mid Report 1,000 words = 2 page typed report
100 lines of handwritten text = 3 foolscap handwritten pages
Long Report 2,000 words = 4 page typed report
200 lines of handwritten text = 6 foolscap handwritten pages

How should I reference the sources of information I use in my assessments?

Include a reference list at the end of your work on a separate page. You should reference the
sources you have used in your assessments in the Harvard Style. For example:

Website Name – Page or Document Name, Retrieved insert the date. Webpage link.

For a book: Author surname, author initial Year of publication, Title of book, Publisher, City,
State

2023 T3 BSBTWK502 Assignment 1 & 2

 ASSESSMENT GUIDE
The following table shows you how to achieve a satisfactory result against the criteria for each
type of assessment task. The following is a list of general assessment methods that can be used
in assessing a unit of competency. Check your assessment tasks to identify the ones used in this
unit of competency.

Assessment Method Satisfactory Result Non-Satisfactory Result

You will receive an overall result of Competent or Not Yet Competent for the unit. The assessment process
is made up of a number of assessment methods. You are required to achieve a satisfactory result in each of
these to be deemed competent overall. Your assessment may include the following assessment types.
Questions All questions answered correctly Incorrect answers for one or more
questions
Answers address the question in Answers do not address the
full, referring to appropriate question in full. Does not refer to
sources from your workbook appropriate or correct sources.
and/or workplace
Third Party Report Supervisor or manager observes Could not demonstrate
work performance and confirms consistency. Could not
that you consistently meet the demonstrate the ability to achieve
standards expected from an the required standard
experienced operator
Written Activity The assessor will mark the activity Does not follow
against the detailed guidelines/instructions
guidelines/instructions
Attachments if requested are Requested supplementary items
attached are not attached
All requirements of the written Response does not address the
activity are addressed/covered. requirements in full; is missing a
response for one or more areas.

Responses must refer to One or more of the requirements

appropriate sources from your are answered incorrectly.
workbook and/or workplace Does not refer to or utilise
appropriate or correct sources of
information
Observation/Demonstration All elements, criteria, knowledge Could not demonstrate elements,
and performance evidence and criteria, knowledge and
critical aspects of evidence, are performance evidence and/or
demonstrated at the appropriate critical aspects of evidence, at the
AQF level appropriate AQF level
Case Study All comprehension questions Lack of demonstrated
answered correctly; demonstrating comprehension of the
an application of knowledge of the underpinning knowledge (remove)
topic case study. required to complete the case
study questions correctly. One or
more questions are answered
incorrectly.
Answers address the question in Answers do not address the
full; referring to appropriate question in full; do not refer to

2023 T3 BSBTWK502 Assignment 1 & 2

Assessment Method Satisfactory Result Non-Satisfactory Result
You will receive an overall result of Competent or Not Yet Competent for the unit. The assessment process
is made up of a number of assessment methods. You are required to achieve a satisfactory result in each of
these to be deemed competent overall. Your assessment may include the following assessment types.
sources from your workbook appropriate sources.
and/or workplace
Practical Activity All tasks in the practical activity Tasks have not been completed
must be competed and evidence of effectively and evidence of
completion must be provided to completion has not been provided.
your trainer/assessor.
All tasks have been completed
accurately and evidence provided
for each stated task.
Attachments if requested are Requested supplementary items
attached are not attached

2023 T3 BSBTWK502 Assignment 1 & 2

 ASSESSMENT TASK 1: WRITTEN QUESTIONS

TASK SUMMARY

 This is an open book test.to be completed in the classroom.

 A time limit of 1 hour to answer the questions is provided.
 You need to answer all of the written questions correctly.
 Your answers must be word processed and submit to the assessor.

REQUIRED

 Access to textbooks/other learning materials

 Computer and Microsoft Office
 Access to the internet

TIMING

Advise the student of the due date of this assessment.

SUBMIT

 Answers to all questions

ASSESSMENT CRITERIA

All questions must be answered correctly in order for a student to be assessed as having
completed the task satisfactorily.

RE-SUBMISSION OPPORTUNITIES

If a student submits work that is not satisfactory, the assessor will provide written
feedback explaining why, as well as timelines for resubmission.

2023 T3 BSBTWK502 Assignment 1 & 2

 WRITTEN ANSWER QUESTION GUIDANCE

The following written questions use a range of “instructional words” such as “identify”
or “explain”, which tell you how you should answer the question. Use the definitions
below to assist you to provide the type of response expected.

Note that the following guidance is the minimum level of response required.

Analyse – when a question asks you to analyse something, you should do so in in detail,
and identify important points and key features. Generally, you are expected to write a
response one or two paragraphs long.

Compare – when a question asks you to compare something, you will need to show how
two or more things are similar, ensuring that you also indicate the relevance of the
consequences. Generally, you are expected to write a response one or two paragraphs
long.

Contrast – when a question asks you to contrast something, you will need to show how
two or more things are different, ensuring you indicate the relevance or the
consequences. Generally, you are expected to write a response one or two paragraphs
long.

Discuss– when a question asks you to discuss something, you are required to point out
important issues or features, and express some form of critical judgement. Generally,
you are expected to write a response one or two paragraphs long.

Describe – when a question asks you to describe something, you should state the most
noticeable qualities or features.Generally, you are expected to write a response two or
three sentences long.

Evaluate – when a question asks you to evaluate something, you should do so putting
forward arguments for and against something. Generally, you are expected to write a
response one or two paragraphs long.

Examine – when a question asks you to examine something, this is similar to “analyse”,
where you should provide a detailed response with key points and features and provide

2023 T3 BSBTWK502 Assignment 1 & 2

critical analysis. Generally, you are expected to write a response one or two paragraphs
long.

Explain – when a question asks you to explain something, you should make clear how
or why something happened or the way it is. Generally, you are expected to write a
response two or three sentences long.

Identify – when a question asks you to identify something, this means that you are
asked to briefly describe the required information. Generally, you are expected to write
a response two or three sentences long.

List – when a question asks you to list something, this means that you are asked to
briefly state information in a list format.

Outline – when a question asks you to outline something, this means giving only the
main points, Generally, you are expected to write a response a few sentences long.

Summarise – when a question asks you to summarise something, this means (like
“outline”) only giving the main points. Generally, you are expected to write a response a
few sentences long.

2023 T3 BSBTWK502 Assignment 1 & 2

 ASSESSMENT TASK 1 INSTRUCTIONS

PROVIDE ANSWERS TO ALL OF THE QUESTIONS BELOW:

1. Explain the origins and the concept of the term group dynamics.
‘Group dynamics’ refers to interplays of people’s social cognitions and behaviours operating within a
group or between groups. The term was coined by a social psychologist, Kurt Lewin, who established
the Group Dynamics Research Centre in 1945 at the Massachusetts Institute of Technology. Yet, its
scope has been interdisciplinary from the outset, encompassing psychology, sociology, and
anthropology, among other disciplines.

Kurt Lewin coined the term ‘group dynamics’ to describe the way groups and individuals act (such as
group decision, group productivity, group interaction, group cohesiveness, and group
communication) and react to changing circumstances. There are remarkable effects of the presence of
other people on individual performance. The study has shown that:

 Performance on simple tasks IMPROVES in presence of others

 Performance on complex tasks WORSENS in presence of others

Group dynamics looks at how people form groups, how these groups develop, their structure and
processes, how people act and react in groups, how they function, and their effect on the individual
members, other groups, and larger organizations.

2. Explain three aspects of group dynamics that can have a negative effect on team
performance.
The three major aspects of group dynamics that can have a negative effect on team performance are:

i. Weak leadership: Weak leadership – where the team lacks a strong leader – can pave the way for a
dominant team member to take over, resulting in a lack of direction and conflict.
ii. Authority and groupthink: Excessive deference to authority can have a stagnating effect on teams,
as people would rather agree with the leader than offering innovative ideas and opinions.
Groupthink can have a similar effect.
iii. Blocking behaviours and free riding: These can include aggressive, negative, withdrawing,
recognition-seeking and even joking behaviours, which can block the flow of information in the
team. Some team members taking it easy at the expense of other colleagues can lead to poor
group dynamics and outcomes.

3. Discuss in 3 to 4 paragraphs the phenomenon of social loafing in groups, its negative

consequences and the effect of group size and culture.
Social loafing is a behaviour that affects group dynamics where team members become less
productive than when working independently. Team members feel less motivated to contribute to the
group’s goals, choosing instead to pass their responsibilities onto others in the group.

2023 T3 BSBTWK502 Assignment 1 & 2

Social loafing can manifest in various ways, adversely affecting your company’s productivity. The two
main types of social loafing are the free rider effect and the sucker effect. In the free rider effect, team
members show a casual attitude towards the group activity and contribute less to varying degrees.
Other group members must work harder to fill this productivity gap. Each member who offers less to
the group and triggers this productivity imbalance is a free rider.

Consequently, the top-performing team members feel like the free riders are taking advantage of their
efforts. This leads to the sucker effect, where top performers also stop contributing and become
underperformers. Where the free rider effect causes a productivity imbalance, the sucker effect leads
to a massive decline in the group’s performance. The sucker effect drags the entire team down
because neither the good performance nor the free riders engage in the group tasks.

There are numerous effects of social loafing on group performance that negatively impact a business.
For example, tensions can arise between performers and non-performers in the group, as well as
feelings of exploitation for group members who put in more effort than others.

Other impacts of social loafing in the workplace include:

 Decreased productivity as team members put in less effort in the group tasks
 Lack of attention in virtual teams because there’s little supervision over their group tasks
 Resentment, frustration, and conflicts between team members
 Decreased motivation for future group activities
 Burnout for team members who carry the most weight in group projects
 High turnover as burnt-out employees opt for a better workplace

4. Discuss three strategies for preventing social loafing in groups.

The three strategies for preventing social loafing in groups are discussed below:

i. Increase supervision:
Providing more supervision to the group can encourage them to maintain their productivity and
effort when working in a group setting. Reminding people of their performance expectations,
tracking metrics and checking in with them about their contributions can help keep them on track
with their productivity. It's important to monitor both the overall group output and individual
input to ensure that everyone contributes fairly.

ii. Provide individual recognition:

Because one of the major causes of social loafing is that people lack individual motivation to
contribute to a group, try recognizing the accomplishments of individuals on the team. When
someone completes a particularly difficult task or helps someone else on the team, publicly
acknowledge their contributions. Making everyone aware of individual actions can create overall
appreciation for each person's actions. It can also cause each group member to strive for personal
excellence so they can earn approval from management.

iii. Make tasks cooperative:

Assign cooperative tasks where group members have the opportunity to actively work together.
Instead of having group work where people work on specific tasks then bring them together, ask
people to work in pairs or create assignments where they can collaborate and brainstorm. This can
also help team members learn more about one another and gain an appreciation for one
another's time and skills. When each person has respect for the time and energy of others on their
team, they may be more likely to try their best and put in effort during the project.

2023 T3 BSBTWK502 Assignment 1 & 2

 5. Discuss in a paragraph the phenomenon of Groupthink.
Groupthink is a psychological phenomenon in which people strive for consensus within a group. In
many cases, people will set aside their own personal beliefs or adopt the opinion of the rest of the
group. The term was first used in 1972 by social psychologist Irving L. Janis. People opposed to the
decisions or overriding opinions of the group frequently remain quiet, preferring to keep the peace
rather than disrupt the uniformity of the crowd. The phenomenon can be problematic, but even well-
intentioned people are prone to making irrational decisions in the face of overwhelming pressure
from the group. Groupthink can cause people to ignore important information and can ultimately lead
to poor decisions. This can be damaging even in minor situations but can have much more dire
consequences in certain settings and can lead to unfortunate outcomes when they are impaired by
the effects of groupthink.

6. Outline three advantages and three disadvantages of group decision-making.

The three advantages of group decision making are:

i. It is a democratic Technique
ii. Collection of more information and identification of more alternatives
iii. More acceptable and legitimate

The three disadvantages of group decision making are:

i. It is a lengthy process
ii. Not appropriate in emergency situations
iii. Possibility of groupism, conflict and misunderstanding

7. Discuss three team-building techniques, using examples to illustrate your answer.

Three team-building techniques are:

i. Interview the Team:

Your team members are useful team building resources. While team building guides offer
general advice, your teammates can provide more relevant and specific information. Many
team building styles exist. Not every approach will work well for your team. By talking to your
teammates before forming a plan of attack, you can save time by eliminating methods which
are unlikely to achieve results. You can gather your team’s opinions and ideas by taking a
formal survey or by initiating informal conversations. While outside resources guide your
process in theory, your teams’ observations provide an accurate representation of your team’s
wants and needs.

ii. Establish a Routine:

Team building activities work best as habits, not surprises. This approach conditions
employees to think of team building as another aspect of the job as opposed to an
interruption. Springing sudden activities or exercises on teams may frustrate or stress your
team members. However, if you give your coworkers fair warning, then your employees can
mentally prepare and free up schedules.

2023 T3 BSBTWK502 Assignment 1 & 2

 One simple way to notify teammates about team building time is to set a routine. Team
building is an ongoing process, meaning that you and your team will need to flex your
teamwork skills consistently. If you employ team building tactics at regular intervals, then your
teams will acclimate easily. Knowing when to expect team building tasks prepares your
teammates and saves you time. Setting a routine means you will not have to schedule tasks
individually, thus freeing up time for you to focus on other priorities.

iii. Remain Flexible:

Flexibility is the difference between team building being stressful or fun. Adopting a flexible
approach alerts employees that organizations care about balance. Imposing too many
restrictions or demands can stir up resentment and tank morale. Granting team members’
freedom to shape the process communicates respect and relieves tension. Flexible team
building feels more like a collaboration than an order.

An open-minded approach is more convenient for your teammates, inspiring gratitude

amongst your team. Though offering options may initially seem like a lot of effort, allotting
freedom shifts the bulk of the planning and scheduling onto the employees, which in turn
actually lessens your workload.

8. Explain the concept of a team consensus.

One of the conditions necessary for successful team work is team members' ability to make decisions
and solve problems as a group. Some of the most effective decision making processes include
building consensus. Consensus means coming to an agreement. Creating consensus in a team setting
means finding a proposal acceptable enough that all team members can support it, with no member
opposing it. Consensus includes:

 pooling opinions;
 listening effectively;
 discussing ideas and differences;
 not getting all you want; and
 Coming to an agreement that everyone "can live with."

Teams can reach consensus using formal and informal methods. Highly developed teams may be
able to reach consensus informally. However, new teams or groups of employees who are not
familiar with each other will need more structured methods to help them build consensus
methods such as brainstorming, multi-voting, and nominal group technique.

9. Discuss two methods that can be used to assist teams to reach consensus.
The two methods that can be used to assist teams to reach consensus are:

i. Brainstorming:
Brainstorming is a simple and effective method of generating ideas in a group. It begins with a
facilitator defining the problem or the topic. Then, each team member suggests ideas either in
turn or as ideas arise and those ideas are written on a board or flip chart. Team members should

2023 T3 BSBTWK502 Assignment 1 & 2

 not criticize or evaluate any idea during the brainstorming session. After the team generate the
ideas, the group refines the list by asking for explanations, combining ideas, and if necessary,
prioritizing ideas from most effective to least effective.

ii. Multi-voting:
Multi-voting can reduce a list containing a large number of items to a manageable few. At the
beginning of the process, each member gets a number of votes equal to no more than one half or
one third of the total number of items listed. Members cast their votes for the items they perceive
as best on the list, but may cast only one vote per item. Items receiving votes from half or more of
the group are circled. The process repeats, with members casting limited votes for the best of the
remaining circled items. The team continues multi-voting until it reduces the list to three to five
items.

10. Explain four simple steps for resolving a workplace dispute.

Four simple steps for resolving a workplace dispute are:

i. Clarify what the disagreement is:

Clarifying involves getting to the heart of the conflict. The goal of this step is to get both
sides to agree on what the disagreement is. To do this, you need to discuss what needs are
not being met on both sides of the conflict and ensure mutual understanding. During the
process, obtain as much information as possible on each side’s point of view. Continue to ask
questions until you are certain that all parties involved (you and those on either side of the
conflict) understand the issue.
ii. Establish a common goal for both parties: In this step of the process, both sides agree on the
desired outcome of the conflict. To accomplish this, discuss what each party would like to see
happen and find a commonality in both sides as a starting point for a shared outcome. That
commonality can be as simple as “both sides want to end the conflict.”
iii. Agree on the best way to resolve the conflict: Both parties need to come to a conclusion on
the best resolution. Start by identifying solutions that both sides can live with. Ask both sides
and see where there is common ground. Then start to discuss the responsibility each party
has in maintaining the solution. It’s also important to use this opportunity to get to the root
cause to ensure this conflict will not come up again.
iv. Acknowledge the agreed upon solution: Determine the responsibilities each party has in the
resolution. Both sides need to own their responsibility in the resolution of the conflict and
express aloud what they have agreed to. After both parties have acknowledged a win-win
situation, ask both parties to use phrases such as “I agree to…” and “I acknowledge that I have
responsibility for…”

11. Explain why is it important to have an effective dispute resolution process?

Dispute resolution is essential in any workplace – it helps to ensure that everyone involved
understands each other and comes to an agreement that is fair and equitable. It’s also necessary for
the employees and managers to be able to work together harmoniously.

An effective dispute resolution process can:

 Limits work disruptions: Work disruptions can harm the workplace. Not only are they disruptive,
but they also tend to lead to misunderstandings and tension. As a result, it can seriously hamper
productivity and disrupt workflow. To prevent such disruptions from happening in the first place,

2023 T3 BSBTWK502 Assignment 1 & 2

 all workers must learn how to resolve disputes effectively. By doing so, everyone will be able to
operate at their best in a stress-free environment conducive to creativity and innovation.
 Increase the rate of success: Dispute resolution is an essential tool to help improve
communication and teamwork in the workplace, which will increase the team’s success rate.
 Decreased employee termination: Employee termination is one of the least desired jobs to be
done by managers. However, conflict resolution can help to reduce the chances of this happening
in the first place. It helps to resolve disputes quickly and efficiently, preventing them from
becoming more significant problems that could lead to employee termination.
 Increases creativity and innovation: There is a strong link between creativity and innovation, two
vital ingredients for success in any workplace. Dispute resolution can be essential in fostering
creative thinking and problem-solving skills. In addition, increased morale in the workplace
encourages employees to come up with new ideas and solutions.

REFERENCES:

1. https://www.sciencedirect.com/topics/social-sciences/group-
dynamics#:~:text=Introduction-,'Group%20dynamics'%20refers%20to%20interplays%20of
%20people's%20social%20cognitions%20and,the%20Massachusetts%20Institute%20of
%20Technology.
https://tyonote.com/group_dynamics/
2. https://deakinco.com/resource/6-strategies-for-managing-and-improving-team-dynamics/
#:~:text=These%20can%20include%20aggressive%2C%20negative,of%20information%20in
%20the%20team.&text=Some%20team%20members%20taking%20it,poor%20group
%20dynamics%20and%20outcomes.
3. https://www.profit.co/blog/behavioral-economics/adverse-effects-of-social-loafing-in-the-
workplace/#:~:text=Impact%20of%20Social%20Loafing%20at%20Workplace&text=Decreased
%20productivity%20as%20team%20members,motivation%20for%20future%20group%20activities
4. https://www.indeed.com/career-advice/career-development/social-loafing
5. https://www.verywellmind.com/what-is-groupthink-2795213
6. https://marketinglord.blogspot.com/2019/04/advantages-disadvantages-group-decision-
making.html
7. https://teambuilding.com/blog/team-building-techniques
8. https://www.opm.gov/policy-data-oversight/performance-management/teams/effective-teams-
strive-for-consensus/#:~:text=Consensus%20means%20coming%20to%20an,with%20no
%20member%20opposing%20it.
9. https://www.opm.gov/policy-data-oversight/performance-management/teams/effective-teams-
strive-for-consensus/#:~:text=Consensus%20means%20coming%20to%20an,with%20no
%20member%20opposing%20it.
10. https://hrdailyadvisor.blr.com/2013/06/24/6-steps-to-conflict-resolution-in-the-workplace/
11. https://www.risely.me/6-benefits-of-conflict-resolution-in-the-workplace/

2023 T3 BSBTWK502 Assignment 1 & 2

 ASSESSMENT TASK 1 CHECKLIST

Student’s name:

Completed
Did the student provide a sufficient and successfully Comments
clear answer that addresses the
suggested answer for: Yes No

Question 1

Question 2

Question 3

Question 4

Question 5

Question 6

Question 7

Question 8

Question 9

Question 10

Question 11

Task Outcome: Satisfactory  Not Satisfactory 

Assessor signature

Assessor name

Date

2023 T3 BSBTWK502 Assignment 1 & 2

 ASSIGNMENT 2

ASSESSMENT TASK 2: TEAM PERFORMANCE PLANNING PROJECT

TASK SUMMARY

As the Marketing and Communications Manager for Football South East Coast (FSEC),
the student is required to develop a team performance plan to support the new
Operational Plan.

They will also be required to meet with their team to discuss and document team
actions to achieve the Operation Plan. Actions will be recorded in the Team
Performance Planning template.

This assessment is to be completed in the simulated work environment in the RTO.

REQUIRED

 Access to textbooks/other learning materials

 Computer and Microsoft Office
 Access to the internet
 Operational Plan
 Team Performance Plan Template
 Space for a meeting with a whiteboard

TIMING

Advise the student of the due date of these submissions.

SUBMIT

 Draft of an email to be sent to the team along with the Operational Plan.
 Draft of email to be sent to the General Manager summarising workplace concerns
 Draft of email to be sent to the team with your completed team performance plan

ASSESSMENT CRITERIA

Students must complete all of the activities listed and will be assessed against the
assessment criteria included in the checklist included with this task.

RE-SUBMISSION OPPORTUNITIES

2023 T3 BSBTWK502 Assignment 1 & 2

If a student submits work that is not satisfactory, the assessor will provide written
feedback explaining why, as well as timelines for resubmission.

ASSESSMENT TASK 2 INSTRUCTIONS

Carefully read the following:

Football South East Coast is sporting association based in a small town on the NSW
South Coast and is responsible for administration and development of football for the
NSW South East Coast. The association employs a General Manager, Operations
Manager, Marketing and Communications Officer, High Performance Athlete
Development Officer, Marketing Officer, Promotions Office, Administration Manager and
Receptionist.

FSEC’s Vision is to be the number one sport played through South East NSW.

FSEC’s Mission is to grow football by supporting members and the football community
through, strong leadership, sound communication and the provision of a clear strategic
direction that secures the sport’s long-term prosperity.

Values listed in its current Strategic Plan include:

 Operating with trust and Integrity with each other, as well as with members and
the community.
 Customer focus through appreciation of interests and passion of our members
and the broader football community.
 Camaraderie through recognising the superior strength and efficiencies of good
team work
 Innovation through best practice and change
 Openness and transparency in communicating with our members, customers
and the broader community.

One of the organisation’s key strategic goals is to improve participation in community

football, specifically to increase the total number of players by 4% in 2018.

2023 T3 BSBTWK502 Assignment 1 & 2

Another goal is to increase the participation of girls aged between 5 and 18 by 2% in
2018.

These goals have been translated into an Operational Plan for the organisation.

As the Marketing and Communications Manager, you are responsible for the following
key result areas: Membership Growth, Programs and Events and Volunteer
Development.

Complete the following activities:

1. Prepare a draft of an email to be sent to the team (your assessor)
The text of the draft email should be in grammatically correct English, written in an
appropriate (polite, -like) style.
It should introduce and summarise the contents of the attachment, and ask them to review it.
The draft of email text should also invite them to attend a performance planning meeting.

Your draft email should include the date and time of the meeting, as well as the duration.
You will need to submit your draft email at least 5 working days prior to the meeting.

Submit your Operational Plan along with the draft of email.

Your team members will be organised by your assessor, and will include at least two other students
as well as your assessor to represent the other FSEC positions.

2023 T3 BSBTWK502 Assignment 1 & 2

Email:

To: ……………

From: …………

Subject: Performance Planning Meeting - Review of Operational Plan

Dear team,

I hope you're all doing well. As the Marketing and Communications Manager at Football South East
Coast (FSEC), I am excited to share our new operational plan for the upcoming year.

Please review the Operational Plan and share your thoughts and suggestions.

Join us for the Performance Planning Meeting to discuss in-depth and ensure smooth
implementation. Details below:

Date Time Duration Location

2023/08/13 02:00 2hrs (approx.) Office meeting room-office
building 3rd floor

Kindly submit any questions or specific areas to address at the meeting, at least 2 days beforehand.

Thank you for your dedication to FSEC’s growth. Let's achieve remarkable results together.

Best regards,

[Your Name]

Marketing and Communications Manager

Football South East Coast

(Please find the Operational Plan attached to this email)

Attachment: [Operational Plan]

2023 T3 BSBTWK502 Assignment 1 & 2

 2. Conduct a meeting with the team.
Prepare for a meeting with your team to discuss the new Operational Plan and to develop
a team performance plan by reviewing the organisational information provided to you
above, as well as the Operational Plan. Familiarise yourself with the Team Performance
Plan Template, as you will be completing this document after the meeting.

As communications manager, you are required, as a minimum, to cover the following

during the meeting:
 Provide an introduction to the meeting, including the purpose of the meeting
 Indicate to all team members that it is important for them to take an active role in the
planning meeting so that their ideas for implementing the strategic plan and
associated goals for the upcoming 12 months will be taken into consideration and
included in the team performance planning framework.
 Ensure that all team members have read the Operational Plan that you sent in the
email. Give them the opportunity to ask questions if anyone needs clarification. You
should explain to the team any parts of the Operational Plan that are not understood.
 Work with your team on each section of the performance planning template. Ask your
team for ideas and write them up on the white board.

During the meeting, your assessor (in the role of a staff member) will raise a workplace
concern during the team performance planning session. Concerns or problems that are
outside your authority will have to be discussed with the General Manager. Tell the team
that you will get back to them shortly with a response.

During the meeting, you will need to demonstrate the effective interpersonal and
communication skills including:
 Team building techniques including clear explanation of goals and outcomes
 Asking questions and listening to responses to clarify understanding
 Active listening skills
 Respecting and acknowledging the views of others
 Non-verbal communication skills that encourage discussion and feedback, for
example, nodding, smiling, eye contact.

2023 T3 BSBTWK502 Assignment 1 & 2

Meeting:

Topic of discussion: Performance Planning Meeting - Review of Operational Plan

Meeting Date Meeting Time Meeting Duration Meeting Location

2023/08/13 02:00 2hrs (approx.) Office meeting room-office
building 3rd floor

Meeting’s Objective:

To discuss the new Operational Plan and develop a Team Performance Plan for the upcoming 12
months, incorporating team members' ideas for implementing the strategic goals.

MEETING AGENDA:

S.N. TOPICS
1. Introduction
2. Operational Plan Review
3. Team Performance Planning Template
4. Work Place Concerns & Active Participation

1. INTRODUCTION:
Good morning, team! Today's meeting is crucial as we work together to develop our Team
Performance Plan for the upcoming year, using the new Operational Plan as our guide. Our goal is to
make football the top sport in South East NSW. Your active participation is key to our success, and
your input will shape our strategies and goals. Let's freely share ideas, respect diverse viewpoints, and
foster open dialogue. If anyone has workplace concerns, feel free to raise them, and we'll address
them promptly. Let's collaborate effectively and create a strong roadmap for the year ahead. Thank
you all for your dedication to football's growth in our community. Let's get started!

2. OPERATIONAL PLAN REVIEW:

Before we proceed, please confirm that everyone has reviewed the Operational Plan shared via email.
If you have any questions or need clarification on any part, feel free to ask. Your feedback is crucial to
shaping our Team Performance Plan, as this document will guide our actions for the next 12 months.
Let's ensure we all have a clear understanding of our strategic direction and initiatives for football in
our community. Once we're confident with the plan, we can move forward collaboratively. Your input
is valued, so don't hesitate to share your thoughts.

OPERATIONAL PLAN
Strategies  Conduct a comprehensive market research study and analyse
survey data to identify key trends and opportunities for increasing
soccer participation.

Actions  Collaborate with the Marketing Officer to develop a member

survey focusing on gathering relevant demographic information
and soccer preferences.

2023 T3 BSBTWK502 Assignment 1 & 2

  Launch the survey through Survey Monkey to ensure an efficient
data collection process.
 Promote the survey via social media, email newsletters, and
community events to maximize responses.
 Monitor survey responses and track progress towards the
completion timeline.
Timelines  Develop survey questions and finalize the survey: mid-August –
mid-September
 Launch member survey: end of September
 Data collection period: September – November
 Complete survey data analysis: December-January
Responsible  The Marketing Officer will lead the implementation of the market
research study.
Resources Needed  Staff time from the Marketing Officer for survey design, launch,
and analysis.
 Survey Monkey subscription or relevant survey platform for data
collection.
Performance Indicators  Completion rate of the member survey.
 Quality and quantity of demographic data obtained.
 Identification of key target groups for soccer participation based
on research findings.
Outcomes  Comprehensive understanding of soccer players' demographics
and preferences in South East Coast.
 Data-driven insights to develop targeted strategies for increasing
soccer participation among specific demographics.
 Improved engagement with the soccer community through
informed marketing and development initiatives.

The market research study will provide valuable insights that will guide us in effectively boosting
soccer participation in our community. By working together on this plan, we can achieve our vision of
making football the leading sport in South East NSW.

3. WORKING ON TEAM PERFORMANCE PLANNING TEMPLATE:

Team, let's work on the Team Performance Plan together! We'll go through each section and gather
your ideas on the whiteboard. Here's what we'll cover:

 Goals and Objectives: Let's set clear goals for the next 12 months to make football the top
sport in South East NSW. Your input will help us create achievable targets.
 Strategies and Actions: We'll develop plans to reach our goals, and your creative ideas are
essential in finding effective approaches to boost participation.
 Roles and Responsibilities: Each team member's role in executing the strategies will be
defined. This ensures smooth collaboration and accountability.
 Resources and Budget: We'll discuss what we need to implement our plans and allocate the
budget wisely.
 Timeline and Milestones: Setting a timeline and milestones will help us stay on track. Your
input will be valuable in establishing realistic deadlines.
 Monitoring and Evaluation: We'll discuss how we'll monitor progress and measure success.
Your feedback is essential for accurate evaluation.
 Workplace Concerns: This is a space to address any concerns. Your openness will help us find
solutions together.

2023 T3 BSBTWK502 Assignment 1 & 2

Based on today’s discussion, the team performance plan will be completed and sent to each team
member’s email later.

4. WORKPLACE CONCERN AND ACTIVE PARTICIPATION:

Team members' active participation is crucial for our performance planning success. Share your ideas
and suggestions to shape the Team Performance Plan collectively. Collaboration leads to strategies
that resonate with everyone, driving commitment and enthusiasm to achieve our goals. If you have
workplace concerns, we'll address them promptly, and I'll involve the General Manager for resolutions
if needed. During the meeting, I'll ensure clear explanations, active listening, and respect for diverse
viewpoints. Let's create an open environment for fruitful discussions, leading to a powerful Team
Performance Plan that delivers remarkable results in our soccer community. Together, we'll make this
planning session a success!

Best regards,

[Your Name]
Marketing and Communications Manager
Football South East Coast

2023 T3 BSBTWK502 Assignment 1 & 2

 3. Prepare a draft of an email to be sent to the General Manager (your assessor).
The text of the draft email should be in grammatically correct English, written in an
appropriate (polite, business-like) style.

It should summarise the meeting, and explain the workplace concerns in a few paragraphs.

The assessor will provide his/her response on the concern.

2023 T3 BSBTWK502 Assignment 1 & 2

Email:

To: ……………
From: …………

Subject: Summary of Performance Planning Meeting

Dear General Manager,

Quick update: We had a productive Performance Planning Meeting on [Meeting Date], focusing on
the new Operational Plan and the Team Performance Plan for the next 12 months.

Team participation was great, and we defined clear goals, strategies, and timelines to make football
the top sport in South East NSW.

During the meeting, a workplace concern about communication and coordination between the
marketing department and event management team surfaced. I'm taking action to address it
promptly.

I'll foster better collaboration to ensure smooth execution of our initiatives.

Your support is appreciated. If you have insights or suggestions, let me know.

Best regards,
[Your Name]
Marketing and Communications Manager
Football South East Coast

2023 T3 BSBTWK502 Assignment 1 & 2

 4. Complete your team performance plan
Following the meeting, complete the Team Performance Plan Template, incorporating the
feedback that you received from the other meeting participants.

Team Performance Plan:

Name of Team Football South East Coast

Plan timeframe 12 months
Name of Manager …………….
Date of performance planning discussion 2023/08/13
Date of mid cycle review discussion 2024/01/15
Date of end cycle review discussion 2024/07/12

 Outputs, projects and deliverables: What will your main work be this year?
What elements of your work area’s Business Plan will you be responsible for or contribute to?

 In the coming year, our main focus is to get more people involved in community football. We'll
organize fun events and programs to attract individuals to the sport in the South East Coast
region. We also want to increase the number of players by 4%, so we'll work on recruiting new
players and keeping the current ones engaged. Another important goal is to encourage more girls
aged between 5 and 18 to play football. We'll create special programs and events to support them
and make sure they feel welcome. Our top priority is to understand what our community wants.
By listening to their interests and needs, we can offer the best football experience for everyone.
We're also excited about trying new ideas and improving our services. Embracing innovation will
help us make football even more enjoyable. Lastly, we believe that open and honest
communication is essential. We want to build trust and work together with the community, our
customers, and our team. As a team, we'll work hard to achieve these goals and create an amazing
football community in the South East Coast.

 Conduct and behaviours: How will you do your work and interact with others this year?
Organisation values are respect, collaboration and innovation.

 This year, our main focus is on living our core values of respect, collaboration, and innovation.
Creating a positive and inclusive work environment is key, and I have plans to achieve that.
Regular team meetings will encourage open communication and idea sharing, fostering a culture
of teamwork and mutual respect. Listening carefully and using simple language will ensure
effective communication, and visuals will make complex ideas easier to understand. Valuing each
team member's contributions and setting ground rules will promote a harmonious and respectful
atmosphere. By following these principles, we'll create a workspace where everyone feels valued
and motivated to make a difference. Together, we'll work collaboratively and embrace innovation
for success.

2023 T3 BSBTWK502 Assignment 1 & 2

 Knowledge and skills: What do you need to do your job well this year?
What learning and development activities will you undertake this year and how will your new skills
and knowledge be applied on the job?

 As a team, we know how important it is to learn and develop our skills together. We have planned
different ways to improve ourselves. Firstly, we will attend workshops and training sessions to
learn new things and get better at what we do. This will also help new team members grow and
feel supported. We also want to be better leaders, so we'll take part in coaching and mentoring
programs. This will help us encourage and motivate each other to do our best. We believe in
personal growth too. Taking care of our emotions, learning new things, and staying healthy will
make us a well-rounded and effective team. Good communication is essential for our success. So,
we'll join workshops to become better communicators, making it easier to work together and
understand each other. Improving our marketing strategy is another goal. By learning about new
trends and methods, we can reach more people and achieve our goals. Through these learning
and development activities, we are committed to becoming a stronger team and achieving even
more together. We will keep learning, growing, and working as one united team.

 Support needed to do my job well?

Are there any changes to the work environment or arrangements that would assist you to do your
job?

 To do our best in my job, I need some important support. First, we'd love to attend workshops
and seminars to learn new things and improve my skills. This will help us bring fresh and
innovative ideas to our projects. Secondly, having enough funds for new projects is crucial. With
the right resources, we can confidently take on exciting initiatives and achieve great results. We
also need clear guidance and support in implementing our plans. This will help our team work
efficiently and reach our goals successfully. A supportive work environment is essential too. When
we all work together and share ideas freely, we can be more creative and get better results as a
team. Supporting our team members and volunteers is important too. Valuing their contributions
and helping them when needed will keep everyone motivated and dedicated. Lastly, recognizing
the importance of work-life balance and supporting our personal lives is essential. When we feel
balanced and supported, we can be happier and more productive at work.

 How do I know if I am performing well?

What will be happening if you are performing well? (E.g. my customers are happy, I have good
working relationships, my work is completed on time, and my work is accurate)

 In the workplace, there are clear signs that show someone is doing an excellent job and their
efforts are appreciated. Firstly, getting more feedback, especially positive feedback, means that
others notice and like the hard work they do. This makes them feel good and encouraged.
Secondly, when colleagues and team members always come to them for help, it means they trust

2023 T3 BSBTWK502 Assignment 1 & 2

 their knowledge and see them as a reliable source of information. People value their expertise and
rely on them. Additionally, if they are regularly asked for their ideas and opinions on projects, it
shows that their input is important, and they contribute to the success of the organization. They
are good at working together with others to solve problems. Moreover, when management trusts
them with important tasks and decisions, it means they believe in their abilities and know they can
be relied upon. Lastly, when they are given the freedom to make decisions and take charge of
their work, it means they are trusted and responsible. They can handle their tasks independently
and take ownership of their work. In conclusion, these signs of high performance show that they
are doing a great job and are appreciated in the workplace. This recognition makes them feel
good and motivated to do even better in their role.

2023 T3 BSBTWK502 Assignment 1 & 2

 5. Prepare a draft of an email to be sent to the team (your assessor)

The text of the draft email should be in grammatically correct English, written in an
appropriate (polite, business-like) style.

It should introduce and summarise the contents of the attachment.

The draft email text should also include:

 A request for feedback on the team performance plan.
 A schedule of meetings for the next 12 months to support the implementation of the
actions documented in the performance plan. The schedule should commence
following the meeting date and for the next 12 months. You can decide on the
frequency of the meeting.
 An outline of the actions you intend to take to address workplace concerns, including
the feedback that you received from the General Manager.
 A brief overview of the training and development activities that you intend to
implement over the next 12 months to address training needs identified in the team
performance plan. You should include the details of at least two activities that you
have identified for the team as a whole and include the title of the activity, as well as
the date and location and outcomes of completing the activity.

Submit your team performance plan along with the draft of email.

2023 T3 BSBTWK502 Assignment 1 & 2

Email:

To: ……………
From: …………

Subject: Team Performance Plan Update

Dear Team,

Just a quick update on the Team Performance Plan. Please review the attached plan and provide
your valuable feedback. We have scheduled monthly team meetings starting from September 15,
2023, to discuss progress and challenges.

Let's work together to address workplace concerns and create a supportive environment. We're also
excited about two upcoming training activities: "Effective Team Communication Strategies" on
November 10, 2023, and the "Leadership Excellence Seminar" on January 20, 2024.

Your commitment to the plan is essential.

Thanks for your dedication!

Best regards,
[Your Name]
Football South East Coast
Please review the attachments below:
Attachment 1:[Team Performance Plan]

Attachment 2:[ Schedule of Team

Meetings for the Next 12 Months]

2023 T3 BSBTWK502 Assignment 1 & 2

ASSESSMENT TASK 3: PROFESSIONAL DEVELOPMENT POLICY
AND PROCEDURE PROJECT

TASK SUMMARY

This assessment task requires the student to develop a simple policy and procedure for
professional development for Football South East Coast, as the organisation does not
currently have one.

This assessment is to be completed in the simulated work environment in the RTO.

REQUIRED

 Access to textbooks/other learning materials

 Computer and Microsoft Office
 Access to the internet

TIMING

Advise the student of the due date of these submissions.

SUBMIT

 Draft of email to be sent to your assessor with your professional development policy and
procedures.

ASSESSMENT CRITERIA

Students must complete all of the activities listed and will be assessed against the
assessment criteria included in the checklist included with this task.

RE-SUBMISSION OPPORTUNITIES

If a student submits work that is not satisfactory, the assessor will provide written
feedback explaining why, as well as timelines for resubmission.

2023 T3 BSBTWK502 Assignment 1 & 2

2023 T3 BSBTWK502 Assignment 1 & 2
 ASSESSMENT TASK 3 INSTRUCTIONS

Carefully read the following:

Football South East Coast does not currently have a professional development process
in place and would like to introduce one to ensure the professional development of all
staff members.

A budget of $1,000 per annum is to be allocated to professional development for each

staff member is.

Complete the following activities:

1. Develop professional development policy and procedures for Football Southeast Coast ()
Conduct research by identifying and reviewing a range of professional development
policies and procedures that have been developed in similar scenarios.
The document should be approximately 2 pages

Your policy and procedures should include, as a minimum, the following:

 Purpose of the policy
 Scope of the policy – who it applies to
 Types of professional development that may be undertaken
 Process for identifying professional development needs
 Criteria for determining whether the professional development opportunity is
appropriate
 Budget allocated to each staff member
 Process for documenting and evaluating outcomes from professional development.

2023 T3 BSBTWK502 Assignment 1 & 2

 PROFESSIONAL DEVELOPMENT POLICY AND PROCEDURES FOR FOOTBALL SOUTH EAST COAST:

 Purpose of the policy:

This policy refers to the FSEC’s learning and development programs and activities.

In the modern competitive environment, employees need to replenish their knowledge and acquire
new skills to do their jobs better. This will benefit both them and FSEC. We want employees to feel
confident about improving efficiency and productivity, as well as finding new ways toward personal
development and success.
Employees and managers should all collaborate to build a continuous professional development
culture. It’s an employee’s responsibility to seek new learning opportunities. It’s a manager’s
responsibility to coach their teams and identify employee development needs. Annual employee
performance plans are the main vehicle for identifying, documenting and evaluating the impact of
individual learning and development plans.

 Scope of the policy:

This policy applies to all permanent, full-time, or part-time employees. Employees with temporary or
short-term contracts might attend training at their manager’s discretion.

 Types of Professional Development:

Types of professional development that may be undertaken includes:

i. Individual training programs:

FSEC has certain provisions regarding individual training programs. All employees who have
completed their probationary period are eligible to participate in external training programs
individually or in teams. The Organization will set an annual employee training and development
budget for the organization at the beginning of each year.

Managers and their staff are responsible for developing training and development plans for their
teams, provided that they don’t exceed the allocated budget.

For external training courses, employees would be required to submit proof of successful completion.

Any employee training that the Organization mandates (e.g. due to service delivery needs or changes
in their job description) is excluded from the training budget.

All training should consider employees’ needs and how they can learn best. Managers and employees
are encouraged to consider multiple training methods like workshops, e-learning, lectures and more.

ii. Workshops:

The aim of a workshop is to bring together participants with special expertise to discuss and solve
problems or to learn something new together. Workshops often lead to concrete results: a solution to
a problem or new knowledge as a result of practical training during the session. A workshop requires
active participation by those attending.

iii. Networks:

2023 T3 BSBTWK502 Assignment 1 & 2

 By interacting with other people working in similar roles, you can gain new ideas and share solutions
to challenges in your work. Learning from others and contributing to their learning offers new insights
and is an effective way to takes advantage of skills within the organization. There are also established
networks for many professional groups that meet regularly across department or faculty boundaries.

iv. Job shadowing:

Shadowing a colleague can be a good learning experience and can offer new insights into a typical
working day for another person in a similar (or completely different) job. Job shadowing is similar to a
study visit and can last for one day or longer. It is a good idea for two people to shadow each other,
as in this way both benefit.

v. Continuing Education:

Pursuing formal educational courses or certifications that align with their job responsibilities and
career development.

 Process for identifying professional development needs:

There are many factors that can determine the type of training and development employees require.
Some industries continuously evolve and require updated credentials, skills and process knowledge.
Ensuring the organisation's workforce has current and relevant skills can be crucial for maintaining
industry competitiveness and operational compliance. Below, we can explore a guide on how to
identify the training and development needs of a workforce:

i. Determine appropriate benchmarks for roles:

The first step in identifying employee training needs is usually to determine the organisation's
expectations of a specific role. These expectations are essentially performance benchmarks. The type
of measurements used in a benchmark can depend on the role. When determining benchmarks, it can
be helpful to review the industry description of a specific role. This can provide you with an insight
into the common responsibilities of the position relative to the industry. If the organisation's job
description doesn't include several typical duties, it might suggest the organisation's benchmark is too
low. Raising a benchmark might involve delegating additional responsibilities to a workforce, which
can require training and development programs. Determining benchmarks can help you identify
potential training needs, but its primary purpose is usually to provide a comparison point when
evaluating employee performance.

ii. Monitor employee performance:

Monitoring employee performance and comparing it against the organisation's benchmarks can help
you gain an accurate insight into the training requirements of specific roles. If you monitor employee
performance and discover they aren't meeting the benchmark, it can suggest they require training and
development. Employee performance evaluations can also help you determine if individual or group
training may benefit the organisation. If you conduct evaluations on a team and only one member
underperformed, it can suggest the individual requires training, rather than the entire team. If the
performance results show an entire team underperformed, then it may be a clear indication that either
their operation processes require improvements or the team requires additional training.

2023 T3 BSBTWK502 Assignment 1 & 2

iii. Gain employee feedback:

Employee feedback can be an excellent method for identifying their training needs. It can be
important to gain an honest response, so anonymous feedback can be a viable option. If a manager
directly asks an employee about their perception of work processes and training programs, they may
feel pressured into a biased response. A survey can be an excellent method of gaining honest
feedback, though it can also be relatively broad. It may be a good idea to ask specific questions about
current training programs and employee learning expectations.

iv. Use personal development plans:

A personal development plan is essentially a combination of a self-evaluation and action plan.

Employees may review their strengths and weaknesses and use this review to set goals and
milestones. They identify actionable steps that can help them achieve these goals and milestones.

 Criteria for Determining Appropriate Professional Development:

Criteria for Determining Appropriate Professional Development are:

 Relevance: Select development opportunities aligned with current and future roles, fostering
continuous growth and skill enhancement for employees.
 Strategic Alignment: Ensure chosen initiatives align with FSEC's long-term goals, contributing to
the organization's success in football.
 Background Information: Provide an overview of the importance of professional development,
emphasizing FSEC's commitment to continuous learning and employee growth..
 Policy Purpose: Clearly state the policy's objective, establishing a framework for selecting and
implementing activities aligned with FSEC's goals.
 Application of Policy: Outline the policy's scope, applying to all FSEC employees and governing
identification and offering of development opportunities.
 Professional Development Opportunities: List and describe various opportunities, such as
workshops, certifications, mentoring, and online resources.
 Revisions Made to this Policy: Detail any policy revisions or updates, ensuring alignment with
FSEC's evolving needs.
 Further Assistance: Offer information on whom to approach within FSEC for additional support
and guidance on professional development opportunities.

 Budget Allocation:

A budget of $1,000 per annum will be allocated to each staff member for professional development
purposes. This allocation aims to provide equitable opportunities for growth and learning to all
employees.

2023 T3 BSBTWK502 Assignment 1 & 2

 Process for Documenting and Evaluating Outcomes:

Upon completion of the professional development activity, employees will be required to document
their learnings, achievements, and insights gained during the process. A post-activity evaluation will
be conducted to assess the impact of the development opportunity on the employee's performance
and contributions to the organization.

The HR department will maintain records of all professional development activities undertaken by
employees to track progress and identify any emerging trends or patterns.

 Conclusion:

Football South East Coast is committed to supporting the professional growth of its staff members,
fostering a workforce that is equipped with the skills and knowledge necessary to excel in their roles
and contribute to the organization's overall success.

https://au.indeed.com/career-advice/career-development/employee-training-and-development

https://guide.hrintervals-intervallesrh.ca/hc/en-ca/articles/5967944926099-Sample-professional-
development-policy#:~:text=This%20policy%20refers%20to%20the,both%20them%20and%20the
%20Organization

https://hr.buffalostate.edu/professional-development-examples

https://policies.acu.edu.au/people-and-capability/learning_and_development/
staff_development_for_professional_staff

2023 T3 BSBTWK502 Assignment 1 & 2

 2. Prepare a draft of an email to be sent to the team (your assessor).
The text of the draft email should be in grammatically correct English, written in an
appropriate (polite, business-like) style.

It should introduce and summarise the contents of the attachment, and the benefits to the
team of participating in professional development.

Submit your professional development policy and procedures along with the draft of the
email.

2023 T3 BSBTWK502 Assignment 1 & 2

E-mail:

To: …………..
From: …………

Subject: Professional Development Opportunities at FSEC

Dear Team,

Football South East Coast (FSEC) is now offering an array of Professional Development Opportunities
tailored just for you!

The attached document highlights a variety of options, such as workshops and job shadowing, aimed
at helping you grow and excel in your roles. With a dedicated budget of $1,000 per annum for each
team member, we are fully committed to supporting your growth and development. We encourage
your active participation and valuable feedback throughout the process.

For any questions or assistance, feel free to reach out to the HR department.

Thank you for your unwavering dedication!

Best regards,

[Your Name]

Marketing and Communications Manager

Football South East Coast

Attachment:

Attachment:[ Professional Development

Policy and Procedures]

2023 T3 BSBTWK502 Assignment 1 & 2

 ASSESSMENT TASK 4: REWARD AND RECOGNITION PROJECT

TASK SUMMARY

This assessment task requires the student to research and report on reward and
recognition schemes that can be implemented for Football South East Coast staff.

This assessment is to be completed in the simulated work environment in the RTO.

REQUIRED

 Access to textbooks/other learning materials

 Computer and Microsoft Office
 Access to the internet

TIMING

Advise the student of the due date of these submissions

SUBMIT

 Draft of email to staff members

ASSESSMENT CRITERIA

Students must complete all of the activities listed and will be assessed against the
assessment criteria included in the checklist included with this task.

2023 T3 BSBTWK502 Assignment 1 & 2

 RE-SUBMISSION OPPORTUNITIES

If a student submits work that is not satisfactory, the assessor will provide written
feedback explaining why, as well as timelines for resubmission.

2023 T3 BSBTWK502 Assignment 1 & 2

 ASSESSMENT TASK 4 INSTRUCTIONS

Carefully read the following:

After 12 months, data shows that your team has exceeded the percentage increase in
the number of new football players, and you have decided to recognize your team for
their efforts.

Complete the following activities:

1. Select reward and recognition schemes

Using the Internet, research both informal and formal staff reward and recognition
schemes and make notes on what you find.
The following links will provide some examples.

Choose and develop at least five examples that would be appropriate for your team in the
case study.

2023 T3 BSBTWK502 Assignment 1 & 2

 REAWRD AND RECOGNIZATION SCHEMES:
Based on Internet research some suitable reward and reorganization schemes prepared for FSEC are:
i. Birthday celebrations:
Sending birthday wishes though emails/recognition platform is hygiene and will not do the trick.
Companies need to go the extra mile to make an employee feel special on their day. Give floating offs,
send cake/pastries/cookies, arrange for a team party or get flowers delivered to their residence.
Recognition can also be extended to special days like wedding anniversaries, job anniversaries, etc.

ii. Give a Shout-Out:

HR team or managers should make congratulatory announcements for the top performers. The
announcement can be made in the employees’ bay where they sit to boost their morale amongst
peers. This has an element of surprise and leaves the employees/team happy and grateful towards the
organization.

iii. Family Invites:

Invite employees’ families for the annual R&R, ensure that the top performer’s family is present to
celebrate the occasion.

iv. Tickets for Events:

Gift employees’ ticket to events of their choice, let them choose between sports, movies, plays, music
events or seminars.

v. Personalized gifts:
Rewards should be personal and long lasting. Some personalized gifts can be iPad/mobile covers with
name engraved, coffee mugs with message, pen stands, photo frames with message, posters to put
on desk.

2023 T3 BSBTWK502 Assignment 1 & 2

2. Prepare a draft of an email to be sent to the General Manager (your assessor).
The text of the draft email should be in grammatically correct English, written in an appropriate
(polite, business-like) style.
It should introduce and summarise the reward and recognition schemes that you have
identified, and seek their feedback and approval to move forward with the project.
Indicate which of the schemes you think would be most appropriate for the FSEC team as per
the scenario and why.
You will be assessed on whether your email addresses (on draft email) the required content
as described, as well as the clarity of your draft email.
The General Manager (your assessor) will provide authority to implement one of the schemes
that you have selected.

2023 T3 BSBTWK502 Assignment 1 & 2

 E-mail:

To: ……….
From: ……….…

Subject: Reward and Recognition Schemes - Seeking Feedback

Dear General Manager,

I am proposing some Reward and Recognition Schemes for our outstanding team at Football South
East Coast (FSEC). After 12 months of dedicated work, our team has achieved an impressive increase in
the number of new football players. It is essential to acknowledge and appreciate their efforts.

Based on extensive research, I have identified five schemes that would be suitable for our team:

i. Birthday Celebrations
ii. Give a Shout-Out
iii. Family Invites
iv. Tickets for Events
v. Personalized Gifts

Among them, the "Give a Shout-Out" scheme seems most appropriate as it boosts team morale and
camaraderie.
I kindly request your feedback and approval to implement these schemes. Your support in recognizing
our team's efforts will motivate them further.

Looking forward to your feedback and approval.

Best regards,
[Your Name]
Marketing and Communications Manager
Football South East Coast (FSEC)

Attachment:
Attachment:[ Reward and
Recognition Schemes Details]

2023 T3 BSBTWK502 Assignment 1 & 2

 3. Prepare a draft of an email to be sent to the team (your assessor).
The text of the draft email should be in grammatically correct English, written in an
appropriate (polite, business-like) style.
It should thank them for their efforts in achieving the strategic goals, and give the details of
the reward and recognition scheme that you are introducing.

E-mail:

2023 T3 BSBTWK502 Assignment 1 & 2

To: …………
From: ……….

Subject: Subject: Celebrating Success - New Reward and Recognition Schemes!

Dear Team,
Your dedication and hard work have led to an incredible increase in new football players at Football
South East Coast (FSEC) over the past 12 months. Your efforts are truly appreciated. To celebrate your
achievements, I am excited to introduce a new Reward and Recognition Scheme. This scheme aims to
recognize your outstanding performance.

The Reward and Recognition Scheme includes the following initiatives:

 Birthday Celebrations
 Give a Shout-Out
 Family Invites
 Tickets for Events
 Personalized Gifts

Your hard work is the backbone of FSEC's success, and I am truly proud to work alongside such a
remarkable group. Please find the detailed document outlining the Reward and Recognition Schemes
attached for your reference.

Best regards,
[Your Name]
Marketing and Communications Manager
Football South East Coast (FSEC)

Attachment:
Attachment:[ Reward and
Recognition Schemes Details]

2023 T3 BSBTWK502 Assignment 1 & 2

 ASSESSMENT TASK 5: MANAGING UNDERPERFORMANCE
PROJECT

TASK SUMMARY

The student is required to roleplay the Marketing and Communications Officer at FSEC
and conduct a meeting with the Marketing Officer to discuss their under-performance
and to identify solutions to address the issue.

This assessment is to be completed in the simulated work environment in the RTO.

REQUIRED

 Access to textbooks/other learning materials

 Computer and Microsoft Office
 Access to the internet

TIMING

Advise the student of the due date of these submissions.

SUBMIT

 Draft of an email inviting Jackie to a meeting.

 Draft of an email to be sent to Jackie summarising the outcomes of the meeting

ASSESSMENT CRITERIA

Students must complete all of the activities listed and will be assessed against the
assessment criteria included in the checklist included with this task.

RE-SUBMISSION OPPORTUNITIES

If a student submits work that is not satisfactory, the assessor will provide written
feedback explaining why, as well as timelines for resubmission.

2023 T3 BSBTWK502 Assignment 1 & 2

 ASSESSMENT TASK 5 INSTRUCTIONS

Carefully read the following:

Two staff at FSCE have lodged complaints with you, the Communications Officer, about
the Marketing Officer’s work.

The staff complain that Jackie is often talking to friends on her mobile and so when the
office phone rings they answer the phone. Even when Jackie can see they are trying to
answer queries that directly relate to her work, she does not end her personal call. This
not only takes other staff member’s time in answering such calls, but also then to make
notes for Jackie on the call.

The staff have said that the behaviour is recent, and until recently Jackie has always
been hard-working and reliable.

You need to meet with Jackie to discuss the issue and identify realistic solutions.

Complete the following activities:

2023 T3 BSBTWK502 Assignment 1 & 2

 1. Prepare a draft of an email to be sent to the Communications Officer (your assessor).
The text of the draft email should be in grammatically correct English, written in an
appropriate (polite, business-like) style.

It should request her to attend a meeting with you to discuss her work.
Include the date and time of the meeting.

Read the following guide about managing underperformance. You will be assessed on
your demonstration of the skill referred to under key points for employers to remember.
http://www.fairwork.gov.au/about-us/policies-and-guides/best-practice-guides/managing-
underperformance

2023 T3 BSBTWK502 Assignment 1 & 2

E-mail:

To: Jackie
Form: ………….

Subject: Meeting Request to Discuss Work Matters

Dear Jackie,

I hope you're well. I'd like to discuss some work matters with you in a meeting. Please find the details
below:
Date Time Duration Location
2023/08/05 11:00 30mins (approx.) Office meeting room-office
building 3rd floor

The meeting will be held to address concerns raised by other staff regarding office phone calls. Your
input in finding realistic solutions is valuable.

Thank you,

[ Your Name]

Communications Officer

Football South East Coast (FSEC)

2023 T3 BSBTWK502 Assignment 1 & 2

 2. Conduct the meeting with the Communications Officer (your assessor).
Conduct the meeting with Jackie, explaining to her what the problem is, why it is a
problem, how it impacts on the workplace and why there is a concern.

At the meeting, you are required to:

 Explain the purpose of the meeting
 Explain to Jackie what the problem is
 Explain how this behaviour impacts on the workplace and why it is a concern. Ensure
that you focus on the issue not the person.
 Demonstrate your interpersonal and communication skills by:
o Keeping your communication clear and simple
o Listening to Jackie and confirming and clarifying information shared
o Asking questions to confirm information
o Emphasizing Jackie’s strengths as set out in the scenario information
 Discuss and agree on a solution, using your skills to come up with realistic and
creative solutions.

2023 T3 BSBTWK502 Assignment 1 & 2

Meeting:
Topic of discussion: Work Matters
Date Time Duration Location
2023/08/05 11:00 30mins (approx.) Office meeting room-office
building 3rd floor

Meeting Attendees:
 Marketing Officer
 Marketing & Communication Manager

Purpose:
Discuss work-related matters brought to my attention by two staff members regarding office phone
call handling.

Problem:
Jackie's personal calls during office hours lead other staff members to answer work-related calls on
her behalf, causing delays and additional workload.

Impact & Concern:

This affects team efficiency and communication. We aim to address this constructively for improved
productivity.

Emphasizing Strengths:
Jackie's hard work and reliability are valued.

Listening & Confirming:

Encourage Jackie to share her perspective.

Solutions:
Propose guidelines for phone usage and call forwarding system, open to her suggestions.

Agreed Solution:
Decide on the best approach for a positive work environment.

2023 T3 BSBTWK502 Assignment 1 & 2

 3. Prepare a draft of an email to be sent to the Communications Officer (your assessor).
The text of the draft email should be in grammatically correct English, written in an
appropriate (polite, business-like) style.

The draft email text should summarise the meeting, and the solution agreed to.

The draft email should be sent to Jackie within 1 day of the meeting.

2023 T3 BSBTWK502 Assignment 1 & 2

Email:

To: …………….
From: …………

Subject: Follow-Up- Meeting Summary & Solution

Dear Jackie,

Just a quick follow-up on our meeting. We talked about the concerns raised by two staff members
regarding office phone calls. Sometimes, while the office phone rings, you might be on personal calls,
and others end up taking work-related calls for you. This affects team efficiency.

We value your dedication and work. The meeting aimed to find a solution for smoother
communication and better productivity. We agreed to set guidelines for phone use during office
hours and use a call forwarding system. This will create a supportive work environment.

Your cooperation is appreciated. If you need support, please reach out.

Best regards,

[Your Name]

Communications Officer

Football South East Coast (FSEC)

2023 T3 BSBTWK502 Assignment 1 & 2

 FINAL ASSESSMENT RESULTS

Result
Task Type Satisfactory Unsatisfactory Did not
submit

Assessment Task 1 Written Questions S U DNS

Team performance planning

Assessment Task 2 S U DNS
project

Professional development
Assessment Task 3 S U DNS
policy and procedure project

Reward and recognition

Assessment Task 4 S U DNS
project

Managing underperformance
Assessment Task 4 S U DNS
project

Overall unit result C NYC

2023 T3 BSBTWK502 Assignment 1 & 2