Work With Other PPT 2014

UC-Work with other
LO’s
 Doing duties and responsibilities
 Seeking assistance from work groups
Job Requirements
A Job can be defined as:
 A piece of work, especially a specific task done as part of the routine
of one's occupation or for an agreed price.
The basic requirements for a job remain the same no matter what the
job is, where it is located or what professional and educational
qualifications are required for it.
Discipline: Nothing is possible without discipline .
Discipline is absolutely indispensable and provides the imputs for
work that can be strenuous, repetitive, boring and even
unsatisfactory at times.
Enthusiasm: Enthusiasm for work is also a pre-requisite for any job.

An innate love for the job.
Qualifications: This is a more material, tactile need for a job

which can be conveyed through degrees and certificates
Soft Skills: Soft skills include those skills which ensure that a job is
executed well.
For example, good and smooth communication, computer

skills.
Work Instruction
Information about the work

 Describe what workers need to be able to do on the job.
 Work functions.
 Key activities of each work function.
 Describe what task to be done or work roles in a certain occupation.
Procedures vs. Work Instructions
Procedures describe a process, while a work instruction

describes how to perform the conversion itself.
OHS
Occupational safety and health (OSH) also commonly referred to
as occupational health and safety (OHS) or workplace health and
safety (WHS) is an area concerned with the safety, health and welfare of
people engaged in work or employment. The goals of occupational safety
and health programs include safe and healthy work environment.
LO 1. Doing duties and responsibilities
Developing Effective Workplace Relations
Teams
A team is a group of people who are working together for a specific
purpose. Often each person has a different skill that they bring to the
group so that they complement each other and are able to complete a
wide range of tasks.
Features and characteristics of successful teamwork include
 being committed to the goals of the team

 effective communication between team members
 each member co-operating with everyone and assisting others when they need help
 everyone being flexible with respect to the tasks they complete – the more multi
skilled team.
 sharing of ideas and everyone contributing to brainstorming activities
 everyone adopting a positive attitude
 People respecting differences in personal values
For a team to be successful, responsibilities and duties must be undertaken in a
positive manner to promote co-operation and good relationships. This can be
achieved by following
 the requirements of job description
 the goals and objectives
 the organization‘s business plan
 legal requirements, such as Occupational, Health and Safety regulations
 anti-discrimination policy
 access and equity principles
 Ethical standards or industry Code of Conduct.
What are the means to achieving ‘Effective Workplace Relationships’?
 Collect, analyze and communicate information and ideas
 Develop trust and confidence
 Develop and maintain networks and relationships
 Manage difficulties into positive outcomes
 Always be polite to everyone
Why Develop Good Relationship?

What factors affect and influence relationships?
We are all individuals and respond differently to situations and other people.
some of the following factors:

 Age
 Social background
 Same taste in music, sport, hobbies
 Same sense of humor
 Common job role
 Organizational structure i.e. management and staff
 Personality types - outgoing/quiet
 Length of time you spend with people
LO 2 Seeking assistance from work groups
Sometimes problems seem like they are impossible to solve for many different
reasons.
Do not worries for any inconvenience, ask for help from your work group.
Asking for Help: 4 Simple Steps

Step 1 Accept: This is perhaps the most important step.
Being able to freely ask for help requires accepting limitations and believing that you are truly
deserving of the help.
Step 2 Assess: Take the time to think through ‘exactly’ what you need. This allows you to think
about what is ‘most important’ and help shape your request.
Step 3 Ask!: This is your time to take action and where you make the request!
Step 4 Again: A nice final touch would not only be to thank the person, but also to share
about how much he/she has helped.
Reminders
 Be resourceful — Think about who may be able to help (even those who
might say no).
 Be courteous — Asking nicely goes a long way. Most people are willing to
help with both big and small tasks. Always say, “thank you”, whether they
agree to help you or not.
 Be specific — Most people are willing to help, they just have to know ‘how’.
 Be flexible — your plan of how others can help may not be the only one. If
different ways to help are suggested, take time to consider these.
 Be grateful —most important for completing the cycle of “asking” is to say
“thank you.
Conflict
The reasons for conflict include:
 mistakes and accidents

 misunderstood communication
 judgments:
 unclear job descriptions
Any of these things may cause two people to be upset or angry with one another
because their needs have been frustrated.
Advantages of workplace conflict
Many people still believe that conflict is bad and something to be avoided at all costs.
There are some real benefits of conflict however, that are very important.
Conflict is beneficial when:
 it allows us to let off steam.
 the real issue is identified
 it causes change for the better
 it causes people to speak openly and honestly
 it stirs people into action
 it leads to people learning more about
themselves and others.
Disadvantages of conflict
Conflict can be destructive when:
 people start fighting rather than trying to fix the problem
 the conflict becomes personal
 the conflict harms/damage team spirit.
Steps to manage conflict
1. Acknowledgement – communicate openly and honestly about the problem

2. Preparation – work out your needs and wants and think about the needs/wants of
the other person/people
3. Identify the problem – define the problem accurately and do not accuse, judge or blame
others
4. Deal with outcomes – think about all the ways to solve the problem(s)
5. Negotiating – try to find a common ground so that everyone is satisfied to some
degree
6. Agreement – agree on a way to solve the problem, write down the outcome and
make a time to meet again soon
Providing, encouraging and acknowledging Feedback on
performance
Feedback is a response to either an action or words.
Effective feedback creates trust and an open relationship between people at work. It
tells us important information that we must have in order to develop and maintain
positive working relationships
Feedback provides information about three key things:

firstly, how accurately your message has been received
secondly, how we impact on others
finally, how others see us
The difference between positive and negative feedback
Positive feedback tells you positive things, things you like to hear. An example would be a fellow
worker telling you that you are a fast and reliable worker.
Negative feedback is information given to you about the way you can improve on or what you
need to change. An example would be if a fellow worker told you that you might be quicker if you
altered the way in which you performed a task.
Sometimes the feedback is positive and at other times it is negative, but both types help us to
learn, grow and improve both our working skills and our working relationships.
Sources of feedback
Feedback can be obtained from a variety of sources including clients, staff, colleagues,
immediate supervisor etc.
General Guidelines for Giving Feedback:
 Check to see if feedback is wanted. Keep in mind that timing and location are crucial. "I have some
feedback for you. Are you open hearing it?"
 Be specific & don't judge or exaggerate. Describe what you want to feed back without using words that
indicate judgment
 Ask questions. In addition to sharing your thoughts, ask the person their opinions.
 Perception check. Ask question to see if your message has been accurately heard.
 Focus on your concern for the person. Monitor your attachment to "being right" or for the person
changing in ways that you think they should. Focus on behaviors that can be changed.
Feedback in general may have a number of possible purposes:
 To help individuals in their personal development
 To improve relationships between and among individuals and groups
 To improve communication between and among individuals and groups
 To help individuals or groups improve their performance
 To improve the climate within an organization
 To increase the effectiveness of an activity or initiative
Important techniques for receiving information effectively
 Listen carefully
 Identify relevant points
 Take notes
 Question and avoid ‘closed’ questions, which invite very little useful information as
an answer or close down a conversation
 Check information
Time management strategies
In order to ensure workgroup goals are met, it is important to apply time management strategies,
including
 Prioritising: the ordering of tasks so that the most important are completed first .
 Delegation: passing on specific tasks for completion by someone else, particularly if that person is more
skilled to complete the job than you are.
 Problem-solving: often achieved by brainstorming so that the best method of solving the problem is
adopted and agreed on by all team members.
 Decision-making: often the responsibility of the team leader so that tasks are completed within the set
deadline.

Work With Other PPT 2014

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UC-Work with other

Enthusiasm: Enthusiasm for work is also a pre-requisite for any job.

Qualifications: This is a more material, tactile need for a job

For example, good and smooth communication, computer

Information about the work

Procedures describe a process, while a work instruction

 being committed to the goals of the team

Why Develop Good Relationship?

some of the following factors:

Asking for Help: 4 Simple Steps

 mistakes and accidents

1. Acknowledgement – communicate openly and honestly about the problem

Feedback provides information about three key things:

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