RIILAT402E Student Assessment Tasks
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Assessment cover sheet Student Must Fill this Section
Unit Code / Title RIILAT402E Provide leadership in the supervision of diverse work teams
Qualification Code /
Title:
RII60520-Advanced Diploma of Civil Construction Design
Due Date: Student Name:
Cohort/Batch:
Campus:
Student ID:
Term: Year: Privacy Release Clause:
“I give my permission for my assessment material to be used in the auditing, assessment validation & moderation Process”.
Authenticity Declaration:
“I declare that:
The material I have submitted is my own work;
I have given references for all sources of information that are not my own, including the words, ideas and images of others”.
Student Signature: Date:
Assessment Outcome
Assessor Name:
Attempt and Tasks
Satisfactory
Not Yet Satisfactory
Date
Assessor Signature
Initial attempt
Re- attempt/Re-
assessment
Assessment Task 1
Assessment Task 2
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Assessor Feedback to Students Assessment Outcome:
Competent Not yet Competent
Assessor Name:
Assessor Signature and date:
PAGE NO: 2
Information for Student:
This assessment is to be completed according to the instructions given below in this document.
Should you not answer the tasks correctly, you will be given feedback on the results and gaps in knowledge. You will be entitled to one (1) resubmit in showing your competence with this unit.
If you are not sure about any aspect of this assessment, please ask for clarification from your assessor.
Please refer to the College re-submission and re-sit policy for more information.
If you have questions and other concerns that may affect your performance in the Assessment, please inform the assessor immediately.
This is an Open book assessment which you will do in your own time but complete in the time
designated by your assessor. Remember, that it must be your own work and if you use other sources
then you must reference these appropriately.
Student must submit the completed Assessments on Moodle
Re-assessment of Result& Academic Appeal procedures:
If a student is not happy with his/ her results, that student may appeal against their grade via a written letter,
clearly stating the grounds of appeal to the Chief Executive Officer. This should be submitted after completion
of the subject and within fourteen days of commencement of the new term.
Re-assessment Process:
An appeal in writing is made to the Academic Manager
providing reasons for re-assessment /appeal.
Academic Manager
will delegate another member to review the assessment.
The student will be advised of the review result done by another assessor.
If the student is still not satisfied and further challenges the decision, then a review panel is formed
comprising the trainer in charge and the Academic Manager
or if needed, an external assessor.
The Institute will advise the student within 14 days from the submission date of the appeal. The
decision of the panel will be deemed to be final.
If the student is still not satisfied with the result, he / she has the right to seek independent advice or
follow external mediation option with nominated mediation agency.
Any student who fails a compulsory subject or appeals unsuccessfully will be required to re-enrol in that subject. The cost of reassessment will be borne by the Institute. The external assessor will base his/her judgement based on principles of assessment. These principles require assessment to be reliable, fair, practical and valid.
Academic Appeals:
If you are dissatisfied with the outcome of the re-evaluation process, you have a right to appeal through
academic appeals handling protocol.
To appeal a decision, the person is required to complete the ASTRAL - Request for Appeal of a
Decision form with all other supporting documents, if any. This form is available via our website. The
completed Request for Appeal form is to be submitted to the Student Support Officer either in hard
copy or electronically via the following contact details:
Student Support Officer: ASIA Head Office at Leve 5, Suite 513A, Westfield Parramatta, NSW 2150
Email: info@asia.edu.au
The notice of appeal should be in writing addressed to the Chief Executive Officer and submitted within
seven days of notification of the outcome of the re-evaluation process.
If the appeal is not lodged in the specified time, the result will stand and you must re-enrol in the unit.
In emergency circumstances, such as in cases of serious illness or injury, you must forward a medical
certificate in support of a deferred appeal. The notice of appeal must be made within three working
days of the concluding date shown on the medical certificate.
The decision of Chief Executive Officer will be final.
Student would then have the right to pursue the claim through an independent external body as
detailed in the students’ complaint / grievance policy.
PAGE NO: 3
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Plagiarism:
Plagiarism means to take and use another person's ideas and or manner of expressing them and to pass
them off as your own by failing to give appropriate acknowledgement. This includes material sourced from
the internet, RTO staff, other students, and from published and unpublished work.
Plagiarism occurs when you fail to acknowledge that the ideas or work of others arebeing used, which
includes:
•
Paraphrasing and presenting work or ideas without a reference
•
Copying work either in whole or in part
•
Presenting designs, codes or images as yourown work
•
Using phrases and passages verbatim without quotation marks or referencing the author or web page
•
Reproducing lecture notes without proper acknowledgement.
Collusion:
Collusion means unauthorised collaboration on assessable work (written, oral or practical) with other
people. This occurs when a student presents group work as their own or as the work of someone else.
Collusion may be with another RTO student or with individuals or student’s external to the RTO. This applies
to work assessed by any educational and training body in Australia or overseas.
Collusion occurs when youwork without the authorisation of the teaching staff to:
•
Work with one or more people to prepare and produce work
•
Allow others to copy your work or share your answer to an assessment task
•
Allow someone else to write or edit yourwork (without rto approval)
•
Write or edit work for another student
•
Offer to complete work or seek payment for completing academic work for other students.
Both collusion and plagiarism can occur in group work. For examples of plagiarism, collusion and academic
misconduct in group work please refer to the RTO’s policy on Academic integrity, plagiarism and collusion. Plagiarism and collusion constitute cheating. Disciplinary action will be taken against students who engage in
plagiarism and collusion as outlined in RTO’s policy. Proven involvement in plagiarism or collusion may be recorded on students’ academic file and could lead to
disciplinary actions.
Assessment Requirements You are required to complete and pass every task in the assessment in order to be deemed competent. Assessment Schedule
Task
Due Date
Student Signature
Trainer
Signature
Comments
Task 1-2
Week
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INTRODUCTION
Welcome to the Student Assessment Tasks for RIILAT402E Provide leadership in the supervision of diverse work teams
. These tasks have been designed to help you demonstrate the skills and knowledge that you have learnt during your course. Please ensure that you read the instructions provided with these tasks carefully. You should also follow the advice provided in the Civil Construction Works Student User Guide
. The Student User Guide provides important information for you relating to completing assessment successfully.
ASSESSMENT FOR THIS UNIT
For you to be assessed as competent, you must successfully complete two assessment tasks:
Assessment Task 1: Knowledge questions – You must answer all questions correctly.
Assessment Task 2: Project – You must work through a range of activities and complete a Project Portfolio
.
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ASSESSMENT TASK 1: KNOWLEDGE QUESTIONS
INFORMATION FOR STUDENTS
Knowledge questions are designed to help you demonstrate the knowledge which you have acquired during the learning phase of this unit. Ensure that you:
review the advice to students regarding answering knowledge questions in the Civil Construction Works Student User Guide
comply with the due date for assessment which your assessor will provide
adhere with your RTO’s submission guidelines
answer all questions completely and correctly
submit work which is original and, where necessary, properly referenced
submit a completed cover sheet with your work
avoid sharing your answers with other students.
ASSESSMENT INFORMATION
Information about how you should complete this assessment can be found in Appendix A of the Civil Construction Works Student User Guide
.
Refer to the appendix for information on:
where this task should be completed
the maximum time allowed for completing this assessment task
whether or not this task is open-book. Note
: You must complete and submit an assessment cover sheet with your work. A template is provided in Appendix C of the Student User Guide. However, if your RTO has provided you with an assessment cover sheet, please ensure that you use that.
i
PAGE NO: 6
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QUESTIONS
Provide answers to all of the questions below:
1.
List four facts about cultural diversity in Australia. Two of the facts should be historic and two should be current. Historic Facts about Cultural Diversity in Australia:
Indigenous Australians: Australia has a rich history of cultural diversity that predates
European settlement. The Aboriginal and Torres Strait Islander peoples have
inhabited the continent for over 65,000 years, representing the oldest continuous
living cultures in the world.
Post-World War II Immigration: Following World War II, Australia experienced a
significant wave of immigration, particularly from Europe. This period, known as the
"populate or perish" policy, saw the arrival of diverse cultural groups, including
Italians, Greeks, Germans, and others, who greatly contributed to shaping modern
Australia.
Current Facts about Cultural Diversity in Australia:
Multicultural Society: Australia is a multicultural society that embraces and
celebrates diversity. Today, it is home to people from more than 200 countries,
speaking over 300 languages. This diversity is reflected in various aspects of
Australian society, such as food, art, music, and festivals.
Cultural Integration and Harmony: Australia promotes cultural integration and aims
to foster social cohesion among its diverse population. The government supports
initiatives and programs that encourage interaction, understanding, and respect
between different cultural communities, ensuring a harmonious and inclusive
society.
2.
Explain the importance of an inclusive work environment. An inclusive work environment is of paramount importance in today's diverse and globalized
world. It refers to a workplace where all employees, regardless of their background, identity,
or characteristics, feel valued, respected, and supported. In such an environment, everyone
has equal opportunities to contribute, participate, and thrive. The significance of fostering an
inclusive work environment can be understood through various aspects:
Enhanced Productivity and Innovation: An inclusive work environment promotes
collaboration, creativity, and innovation. When individuals from different backgrounds come
together, they bring a diverse range of perspectives, experiences, and ideas. Attraction and
Retention of Talented Workforce: Inclusive work environments are more attractive to a wide
range of talented individuals. When a company demonstrates a commitment to diversity
and inclusivity, it sends a message that it values all employees, irrespective of their
differences. This can help attract a diverse pool of candidates who seek an inclusive
workplace.
Increased Employee Engagement and Satisfaction: Inclusive work environments foster
higher levels of employee engagement and satisfaction. When employees feel included,
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they are more likely to actively engage in their work, collaborate with others, and contribute
their best efforts. They experience a sense of belonging, which leads to higher job
satisfaction, increased motivation, and a stronger commitment to the organization's goals.
Improved Decision-Making and Problem-Solving: Inclusive work environments contribute to
better decision-making and problem-solving processes. By including individuals with diverse
perspectives, backgrounds, and experiences in these processes, organizations can benefit
from a broader range of insights and ideas.
Positive Organizational Reputation: Organizations that prioritize and promote inclusivity
enjoy a positive reputation both within their industry and among potential customers and
clients. In today's socially conscious landscape, consumers increasingly prefer to engage
with businesses that embrace diversity and inclusivity.
3.
Explain the concept of cultural identify and how it can affect interactions with others. Cultural identity refers to an individual's sense of belonging and attachment to a particular
culture or group. It encompasses the shared beliefs, values, traditions, customs, and
behaviors that are passed down from one generation to another within a specific cultural
group. Cultural identity is shaped by various factors such as nationality, ethnicity, language,
religion, social class, and upbringing.
Cultural identity plays a crucial role in shaping how individuals perceive themselves and
interact with others. Here are some ways in which cultural identity can affect interactions
with others: Perception and Understanding: Cultural identity influences how individuals
perceive the world around them. It shapes their beliefs, values, and attitudes, which in turn
affect their interpretation and understanding of different situations and interactions. People
from different cultural backgrounds may have distinct perspectives, norms, and
expectations, leading to potential misunderstandings or misinterpretations.
Communication Styles: Cultural identity influences communication styles, including verbal
and nonverbal cues, tone of voice, gestures, and body language. Different cultures have
diverse norms and expectations regarding communication, such as directness, use of
personal space, or level of formality. These differences can impact interactions, as
individuals may interpret or respond to communication styles differently.
Values and Beliefs: Cultural identity shapes individuals' values and beliefs, which guide their
behaviors and decision-making processes. Each culture has its own set of values, such as
collectivism versus individualism, hierarchy versus egalitarianism, or the importance of time.
When interacting with others from different cultural backgrounds, conflicts or
misunderstandings may arise due to differing values and beliefs.
4.
Explain the impact of colonisation on Indigenous Australians. The impact of colonization on Indigenous Australians has been extensive and far-reaching,
with profound consequences on their culture, land, social structures, and overall well-being.
The arrival of European settlers brought significant upheaval to Indigenous communities.
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One of the most devastating impacts was the widespread dispossession of their traditional
lands.
Indigenous peoples were forcibly removed from their ancestral territories, leading to a
disruption of their deep connection to the land, which forms the basis of their cultural,
spiritual, and economic identity. This dispossession has had enduring effects on Indigenous
communities, contributing to a loss of self-determination and control over their own lands.
Colonization also had a detrimental impact on Indigenous culture and language. The
imposition of European norms, policies, and educational systems aimed at assimilating
Indigenous peoples into the dominant society resulted in the erosion and loss of traditional
languages, cultural practices, and knowledge systems. This loss of cultural heritage has
had profound consequences for Indigenous communities, affecting their sense of identity,
social cohesion, and intergenerational transmission of cultural knowledge.
The colonization process has inflicted intergenerational trauma within Indigenous
communities. The displacement, violence, forced assimilation, and cultural suppression
experienced by previous generations have been transmitted to subsequent generations,
resulting in enduring psychological, social, and health impacts. Indigenous communities
continue to face higher rates of mental illness, substance abuse, suicide, and family
breakdown, all of which can be traced back to the historical injustices and ongoing systemic
disadvantages inflicted by colonization.
5.
List four tips that can be used to overcome language barriers i.e., effective cross-cultural communication.
Overcoming language barriers and promoting effective cross-cultural communication is
essential in today's globalized world. Here are four tips that can help:
1. Use Simple and Clear Language: When communicating with someone who has limited
proficiency in your language, it's important to use simple and clear language. Avoid using
complex vocabulary, idioms, or slang that may be difficult to understand. Speak slowly and
articulate your words clearly. Also, pay attention to nonverbal cues, such as gestures and
facial expressions, to enhance understanding.
2. Be Patient and Respectful: Patience and respect are crucial when overcoming language
barriers. Understand that it may take longer for someone to express themselves or
comprehend what you're saying. Avoid interrupting or finishing their sentences. Give them
time to process information and respond. Show respect for their efforts to communicate,
even if there are language challenges. Demonstrating patience and respect builds trust and
encourages open communication.
3. Use Visual Aids and Nonverbal Communication: Visual aids, such as pictures, diagrams,
or gestures, can be helpful in bridging language gaps. These visual cues can provide
additional context and support understanding. Use nonverbal communication, such as
nodding, smiling, and maintaining eye contact, to convey interest and engagement.
Nonverbal cues can help convey emotions and intentions, even when verbal language is
limited.
4. Seek Cultural Understanding: Language is deeply intertwined with culture, so
understanding cultural differences is crucial for effective cross-cultural communication.
Educate yourself about the cultural norms, customs, and communication styles of the
person or group you're interacting with. Avoid making assumptions or generalizations based
on stereotypes. Showing curiosity and a willingness to learn about other cultures
demonstrates respect and can foster better communication.
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5. Utilize Translation and Interpretation Services: In situations where language barriers are
significant, utilizing professional translation and interpretation services can be immensely
helpful. These services ensure accurate and precise communication between parties who
speak different languages. Professional translators and interpreters are trained to convey.
6.
List three negative impacts of a dominant culture at work.
The dominance of a particular culture in the workplace can have negative impacts on
employees and the overall work environment. Here are three such negative impacts:
1. Exclusion and Marginalization: When a dominant culture prevails in the workplace,
employees from minority cultures or backgrounds may feel excluded or marginalized. Their
perspectives, values, and traditions may be overlooked or undervalued, leading to a sense
of isolation and decreased morale. This exclusion can hinder their ability to fully contribute
and participate in decision-making processes, leading to reduced engagement and job
satisfaction.
2. Limited Diversity of Thought: A dominant culture can result in a lack of diversity of thought
within an organization. When a single cultural perspective dominates, alternative viewpoints
and approaches may be disregarded or suppressed. This limitation hampers creativity,
innovation, and problem-solving, as fresh ideas and perspectives from diverse cultural
backgrounds are overlooked. It can lead to a stagnant work environment that lacks the
richness and depth of diverse perspectives and experiences.
3. Reinforcement of Bias and Discrimination: A dominant culture can reinforce bias and
discrimination, consciously or unconsciously. It may perpetuate stereotypes, reinforce
power imbalances, and marginalize individuals who do not conform to the dominant cultural
norms. This reinforcement can create a hostile work environment for those who are not part
of the dominant culture, leading to increased instances of discrimination, unequal
opportunities, and decreased psychological safety. Addressing these negative impacts
requires organizations to actively foster an inclusive and equitable work environment. It
involves promoting diversity, ensuring equal opportunities for all employees, and valuing
and respecting different cultural perspectives. By actively dismantling the dominance of a
single culture and embracing the richness of diversity, organizations can create a more
inclusive and thriving workplace for all employees.
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7.
Complete the following table comparing Indigenous Australians to other Australians.
A common custom associated with Indigenous Australians.
Welcome to Country and smoking ceremonies where other Australians greeting with a handshake or a hug
A common custom associated with other Australians.
Celebrating holidays such as Christmas or Australia Day
An example of a language of an Indigenous Australian.
Yolngu Matha (spoken by Yolngu people in Arnhem Land, Northern Territory).
An example of another language that can be
spoken by an Australian.
Mandarin (spoken by a significant number of Chinese Australians).
An environment in which an Indigenous Australian may feel comfortable. An environment in which an Indigenous
Australian may feel comfortable are Cultural
events or gatherings that celebrate
Indigenous traditions and practices, such as
community-run festivals or art exhibitions.
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An environment in which other Australians may feel comfortable. Local community centres or recreational facilities, Urban parks or natural areas,
Mainstream art galleries or museums, Music
concerts or cultural festivals.
8.
List three conditions/requirements that may be included in an employment contract/agreement.
Employment contracts/agreements typically include various conditions and requirements
that outline the terms of employment between an employer and an employee. Here are
three common conditions/requirements that may be included:
1. Job Description and Duties: The employment contract/agreement should clearly define
the job position and provide a detailed description of the employee's duties and
responsibilities. This includes outlining specific tasks, reporting structures, working hours,
and any additional requirements related to the role.
2. Compensation and Benefits: The contract should specify the employee's compensation
package, including details of their salary or hourly rate, payment schedule, and any
applicable bonuses or incentives. It should also outline other benefits and entitlements,
such as health insurance, retirement plans, vacation and sick leave, and any other perks or
allowances provided by the employer.
3. Terms and Conditions of Employment: This section covers important details regarding the
terms and conditions of employment. It may include information on the duration of the
contract (whether it's a fixed-term or indefinite contract), probationary period, notice period
required for termination of employment, confidentiality and non-disclosure agreements,
intellectual property rights, and any other specific terms or conditions relevant to the
employment relationship. It's important to note that employment contracts/agreements can
vary based on factors such as jurisdiction, industry, and individual circumstances. It is
recommended for employers and employees to seek legal advice or refer to applicable
labour laws and regulations to ensure that their employment contracts/agreements meet the
specific requirements and obligations relevant to their situation.
9.
List three mentoring methods/strategies.
1. One-on-One Mentoring: This is a traditional and widely used mentoring method where a more experienced individual (the mentor) provides guidance, support, and advice to a less experienced individual (the mentee). The mentor and mentee establish a relationship based
on mutual trust and respect. The mentor shares their expertise, knowledge, and insights to help the mentee develop their skills, navigate challenges, and achieve their professional goals. This method often involves regular meetings or check-ins between the mentor and mentee to discuss progress, provide feedback, and address any concerns.
2. Group Mentoring: Group mentoring involves a mentor working with a small group of mentees. This method encourages collaboration, peer learning, and networking among the PAGE NO: 12
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mentees. The mentor facilitates group discussions, shares insights, and provides guidance to address common challenges or topics of interest. Group mentoring allows for multiple perspectives and the opportunity to learn from others' experiences. It fosters a sense of community and provides mentees with a broader support network beyond the individual mentor.
3. Virtual Mentoring: With advancements in technology, virtual mentoring has become increasingly popular. This method allows mentors and mentees to connect and engage in mentoring relationships regardless of geographical location. Virtual mentoring can be conducted through video conferencing, email, chat platforms, or other online communication tools. It provides flexibility and convenience, particularly for individuals in remote areas or with limited availability. Virtual mentoring requires clear communication, goal setting, and effective use of technology to ensure effective knowledge transfer and engagement between the mentor and mentee.
10.
List three practices that should be followed by a supervisor and that would meet ethical requirements/code of conduct requirements. Supervisors play a crucial role in upholding ethical standards and promoting a positive work
environment. Here are three practices that supervisors should follow to meet ethical
requirements and adhere to a code of conduct:
Fairness and Equity: A supervisor should demonstrate fairness and equity in their decision-
making and treatment of employees. This includes ensuring that all employees are treated
with respect, dignity, and impartiality. Fairness can be demonstrated by providing equal
opportunities for growth and advancement, basing decisions on merit and performance, and
maintaining transparency in processes such as performance evaluations, promotions, and
disciplinary actions.
Confidentiality and Privacy: Supervisors should uphold the principles of confidentiality and
privacy. They should respect the confidentiality of employee information and only disclose
relevant information on a need-to-know basis. Confidentiality is particularly important when
handling sensitive personal information, such as medical records, disciplinary matters, or
grievances. Supervisors should establish clear protocols for handling and safeguarding
confidential information and ensure that employees' privacy rights are respected.
Communication and Transparency: Effective communication is essential in maintaining an
ethical workplace. Supervisors should foster open and transparent communication with their
team members, ensuring that expectations, goals, and feedback are clearly communicated.
They should encourage two-way communication, actively listen to employees' concerns and
feedback, and address any issues or conflicts promptly and constructively. Transparent
communication builds trust, promotes a positive work environment, and allows employees
to feel valued and heard. Additionally, supervisors should also model ethical behavior by
adhering to company policies, laws, and regulations. They should avoid conflicts of interest,
promote diversity and inclusion, and lead by example in demonstrating integrity, honesty,
and ethical decision-making. It is important for supervisors to familiarize themselves with
the specific ethical requirements and code of conduct established by their organization or
industry. They should continuously educate themselves on ethical practices, participate in
training programs, and be willing to seek guidance or consult with relevant stakeholders
when facing ethical dilemmas. By following these practices, supervisors can contribute to a
culture of ethics, professionalism, and fairness in the workplace.
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11.
Explain why it is important to maintain confidentiality as a supervisor.
Maintaining confidentiality as a supervisor is of utmost importance for several reasons.
Firstly, it helps build and maintain trust within the workplace. When employees confide in
their supervisors, they expect that the information shared will be kept confidential. By
honouring this trust, supervisors create an environment where employees feel safe to share
their thoughts, concerns, and personal matters openly. This, in turn, fosters stronger
relationships, improves communication, and promotes a positive work culture. Secondly,
confidentiality is crucial for protecting employee privacy. Employees may disclose sensitive
information related to their health, personal life, or other confidential matters. Respecting
confidentiality ensures that such information remains private and is not inappropriately
disclosed to others. Upholding privacy rights demonstrates a commitment to ethical conduct
and demonstrates respect for the personal boundaries and dignity of employees. Overall,
maintaining confidentiality as a supervisor is essential for fostering trust, protecting privacy,
complying with legal obligations, and promoting a professional and ethical workplace. It is a
fundamental aspect of effective leadership and contributes to a harmonious and respectful
work environment for all employees.
12.
Explain the role of a performance review in developing skills, providing support and career opportunities. Performance reviews play a crucial role in developing skills, providing support, and offering
career opportunities for employees. Here's a breakdown of their significance in each of
these areas:
1. Developing Skills: Performance reviews provide a structured platform for supervisors and
employees to assess performance and identify areas for improvement. During these
reviews, supervisors can provide feedback on strengths and areas that need development,
helping employees gain a better understanding of their performance and skills gaps. This
feedback serves as a foundation for creating personalized development plans that outline
specific goals and strategies for skill enhancement. By addressing these areas, employees
can focus their efforts on improving their performance, acquiring new skills, and advancing
their professional growth.
2. Providing Support: Performance reviews offer an opportunity for supervisors to provide
support and guidance to employees. Through constructive feedback and coaching,
supervisors can offer insights on areas where employees excel and provide suggestions for
overcoming challenges. They can also identify any barriers or obstacles that may be
hindering an employee's progress and collaborate on finding solutions. Regular
performance reviews create a supportive environment where employees feel valued,
supported, and motivated to enhance their skills and overcome professional hurdles.
3. Career Opportunities: Performance reviews serve as a platform to discuss employees'
career aspirations and goals. By evaluating their performance, supervisors can identify
high-performing employees who demonstrate potential for growth and advancement.
Performance reviews become a crucial part of succession planning and talent
management, allowing supervisors to identify employees who are ready for new challenges
or additional responsibilities. These reviews can lead to discussions about career paths,
PAGE NO: 14
promotions, job rotations, or specialized training programs, providing employees with
opportunities to advance their careers and explore new horizons within the organization.
13.
List three ways that can be used to maintain positive working relationships within a team.
1. Effective Communication: Open and effective communication is fundamental to building
and maintaining positive working relationships within a team. Encourage team members to
share their ideas, concerns, and feedback openly. Actively listen to one another, value
diverse perspectives, and promote a culture of respect and empathy. Regular team
meetings, project updates, and constructive feedback sessions can enhance
communication and ensure that everyone is informed and engaged. Encouraging
transparent and respectful communication helps to build trust, resolve conflicts proactively,
and foster a supportive team environment.
2. Collaboration and Teamwork: Foster a sense of collaboration and teamwork within the
team by promoting a shared sense of purpose and encouraging mutual support. Encourage
team members to work together on projects, share responsibilities, and leverage each
other's strengths. Foster an environment where individuals feel comfortable seeking
assistance or providing help when needed. Encouraging collaboration not only improves the
quality of work but also builds a cohesive and supportive team dynamic.
3. Recognition and Appreciation: Recognizing and appreciating the contributions of team
members is crucial for maintaining positive working relationships. Celebrate individual and
team achievements, express gratitude for efforts, and acknowledge the value each team
member brings to the table. Regularly provide feedback and praise for a job well done.
Recognizing and appreciating team members' efforts and accomplishments fosters a
positive work culture, boosts morale, and reinforces a sense of belonging and commitment
within the team.
14.
List three factors that can assist with positive team dynamics.
Positive team dynamics are crucial for a productive and harmonious work environment.
Here are three factors that can assist in fostering positive team dynamics:
1. Clear Roles and Responsibilities: Clearly defining and communicating roles and
responsibilities within the team is essential for positive dynamics. When team members
have a clear understanding of their individual roles and how they contribute to the overall
team goals, it reduces ambiguity and enhances collaboration. Clear roles and
responsibilities promote accountability, minimize conflicts arising from overlapping tasks,
and ensure that everyone knows their areas of expertise and authority.
2. Trust and Mutual Respect: Building trust and mutual respect among team members is
vital for positive team dynamics. Trust allows team members to rely on one another, feel
comfortable sharing ideas and concerns, and work together towards common goals. Trust is
built through open and honest communication, delivering on commitments, and
demonstrating competence and reliability. Mutual respect ensures that team members value
each other's contributions, perspectives, and diversity. It involves treating others with
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courtesy, actively listening to different viewpoints, and embracing constructive feedback.
3. Effective Conflict Resolution: Conflict is a natural part of team dynamics, but how conflicts
are addressed can significantly impact team dynamics. Having effective conflict resolution
mechanisms in place helps teams navigate disagreements and reach constructive
resolutions. Encourage open dialogue, active listening, and understanding of differing
perspectives. Promote a problem-solving approach where conflicts are seen as
opportunities for growth and improvement rather than personal attacks. Establishing a
culture of respectful disagreement and finding common ground can lead to stronger
relationships and improved team dynamics.
15.
List three ways that a team leader can prevent workplace bullying.
Preventing workplace bullying is a crucial responsibility for team leaders. Here are three ways
they
can contribute to creating a safe and respectful work environment:
1) Establish and Communicate a Zero-Tolerance Policy: Team leaders should clearly establish
and communicate a zero-tolerance policy for workplace bullying. This policy should define what
constitutes bullying behaviour, emphasize its unacceptability, and outline the consequences for
engaging in such behaviour. By setting clear expectations and consequences, team leaders
send a strong message that bullying will not be tolerated in the team or organization. It is
important to ensure that all team members are aware of the policy and understand their rights
and responsibilities.
2) Encourage Open Communication and Reporting: Team leaders should encourage open
communication and provide a safe platform for team members to report instances of bullying.
They should foster a culture where team members feel comfortable speaking up and expressing
concerns without fear of retaliation. Establishing multiple channels for reporting, such as
confidential reporting mechanisms or anonymous suggestion boxes, can help protect the privacy
and confidentiality of individuals reporting bullying incidents. Team leaders should assure team
members that reports will be taken seriously, thoroughly investigated, and appropriate action will
be taken to address the situation.
3) Provide Training and Education: Team leaders should invest in training programs and
educational initiatives to raise awareness about workplace bullying, its impact, and how to
prevent it. Training sessions can educate team members about respectful behaviour, empathy,
and effective communication skills. It can also provide guidance on recognizing signs of bullying,
both overt and subtle, and offer strategies for intervention and conflict resolution. By equipping
team members with the knowledge and skills to prevent bullying, team leaders empower the
entire team to contribute to a respectful and supportive work environment. In addition to these
three strategies, team leaders should lead by example and model respectful behaviour, foster
positive team dynamics, and address any instances of bullying promptly and appropriately. They
should also regularly evaluate the team's dynamics and seek feedback from team members to
identify and address any potential bullying issues before they escalate. Creating a culture of
respect, inclusion, and support is fundamental in preventing workplace bullying and promoting a
healthy and productive work environment.
PAGE NO: 16
ASSESSMENT TASK 1: CHECKLIST Student’s name:
Did the student provide a sufficient and clear answer that addresses the suggested answer for the following?
Completed successfully?
Comments
Yes
No
Question 1
Question 2
Question 3
Question 4
Question 5
Question 6
Question 7
Question 8
Question 9
Question 10
Question 11
Question 12
Question 13
Question 14
Question 15
Task outcome:
Satisfactory
Not satisfactory Assessor signature:
Assessor name:
Date:
1
PAGE NO: 17
ASSESSMENT TASK 2: PROJECT PORTFOLIO
INFORMATION FOR STUDENTS
In this task, you are required to demonstrate your skills and knowledge by working through a number of activities and completing and submitting a Project Portfolio
.
You will need access to:
a suitable place to complete activities that replicates a civil construction design environment including a presentation space and computer and internet access
your learning resources and other information for reference
Project Portfolio template
Simulation Pack (if you need a case study).
Ensure that you:
review the advice to students regarding responding to written tasks in the Civil Construction Works Student User Guide
comply with the due date for assessment which your assessor will provide
adhere with your RTO’s submission guidelines
answer all questions completely and correctly
submit work which is original and, where necessary, properly referenced
submit a completed cover sheet with your work
avoid sharing your answers with other students.
ASSESSMENT INFORMATION
Information about how you should complete this assessment can be found in Appendix A of the Civil Construction Works Student User Guide
.
Refer to the appendix for information on:
where this task should be completed
how your assessment should be submitted.
Note
: You must complete and submit an assessment cover sheet with your work. A template is provided in Appendix B of the Student User Guide. However, if your RTO has provided you with an assessment cover sheet, please ensure that you use that.
i
PAGE NO: 18
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ACTIVITIES
Complete the following activities:
1.
Carefully read the following:
This assessment task requires you to provide leadership in the supervision of diverse work teams on two occasions. You can complete Activity Step 2 based on the information in the Simulation Pack or based on your workplace role. If you are completing this based on your workplace role, you must be able to access a range of information and documentation including the scope of your role and the team you
manage, as well as workplace policies and procedures that are relevant to the supervision of diverse work teams, for example, those addressing behaviour expected, diversity, and conflict management. Activity Steps 4 and 5 are to be completed by all students based on the Simulation Pack.
Vocational education and training is all about gaining and developing practical skills
that are industry relevant and that can help you to succeed in your chosen career. For this reason, basing your project on real relationships with classmates or work colleagues will mean that you are applying your knowledge and skills in a relevant, practical and meaningful way! You will be collecting evidence for this unit in a Project Portfolio
. The steps you need to take are outlined below. Before you begin, complete page 4 of your Project Portfolio
.
2.
Preparation.
You are required to prepare to provide leadership in the supervision of diverse teams. This can be based on your own workplace role or the information in the Simulation Pack. You are required to document your role as team leader. This involves addressing all the questions in Section 1 of your Simulation Pack including:
Confirming your role as a team leader.
Identifying the policies and procedures (including performance management) and other documentation that apply to providing leadership in the supervision of diverse work teams.
Determining a range of requirements as relevant to supervising diverse work teams including:
o
Scope and boundaries of the supervisory role, including realistic expectations and conditions.
o
Benefits of diverse work teams and their support requirements
o
Benefits of mentoring in terms of the role of a team leader supervising diverse teams, as well as how a mentoring arrangement should operate.
o
Cultural factors that impact on diverse work teams.
o
The impact of potential conflict on work teams.
o
Diversity strategies that support the recruitment and selection of staff.
PAGE NO: 19
Work on Section 1
of your Project Portfolio
. When you have completed the steps above, you are required to develop a presentation about diversity to present to your team and management. This will draw on work that you have completed so far, and the presentation will be one of the occasions in which you will demonstrate that you can provide leadership in the supervision of diverse teams.
You are required to develop a diversity presentation that can be provided to a team (your assessor and fellow students). Your presentation is to address:
An overview of the role of a team leader in providing leadership in the supervision of diverse work teams as per the preparation work you completed.
Benefits of diverse work teams – outline at least four.
Unconscious bias, examples and the impact of unconscious bias.
The importance of practising diversity in terms of avoiding allegations/complaints relating to harassment, discrimination and bullying.
Examples of work practices that acknowledge diversity – at least three.
The importance of demonstrating empathy, respect, and collaboration and strategies to achieve this.
Diversity strategies that can be used for recruitment and selection – include at least two.
Examples of networks that team members can draw on to assist with diversity issues.
Prepare your presentation in a format of your choice such as. PowerPoint for use
in the next session. Your presentation will be for approximately 15 minutes and your assessor will advise you of the date and time. Please note that at the presentation you will need to show that you can clearly and distinctively articulate diversity requirements and responsibilities and using language that your audience can understand. You must also be able to demonstrate that you can apply performance expectations as per the Code of Conduct. Choose at least two behaviours from your Code of Conduct and demonstrate these during your presentation. Make a note of these in your Portfolio so that your assessor can check that you have applied these.
After your presentation you are required to conduct a reflective practice activity with the team. The reflective practice activity should focus on allowing team members to reflect on what they do well in terms of diversity and what they feel are challenges. You should develop a series of simple questions that will promote
discussion. At the end of the meeting provide each team member with a personal development plan template and ask them to complete it and send it back to you within a specified time period. Review the personal development plans and then provide feedback in the form of an email to each team member. 3.
Presentation.
You are now to provide your presentation to your team as per the instructions above. PAGE NO: 20
During your presentation, your assessor will be looking to see that you have provided leadership in the supervision of diverse work teams. Your assessor will also confirm that you:
clearly and distinctively articulated diversity requirements and responsibilities and using language that your audience can understand.
Applied at least two behaviours from the reflective activity. Remember to provide your team with the personal development plan templates and
ask them to complete them so that you can review and provide feedback. Give a timeline for completion.
This can either be viewed in person by your assessor or you may like to video record the session for your assessor to watch later. Your assessor can provide you with more details at this step. Make sure you follow the instructions above and meet the timeframes allocated by your assessor. 16.
Case study.
By completing this activity step and the one following, you will demonstrate that you
can provide leadership to diverse teams on another occasion. You are to complete this step regardless of whether you are completing the project in your RTO or based on your workplace.
Review the situation in your Simulation Pack (information required to complete Section 2 of the Portfolio) and assume that as per workplace policy you are to report to management on the situation. Remember to also review the conflict resolution policy and code of conduct to inform your report. You are required to report on the situation by answering all of the questions in your Portfolio that will address:
Exploring and reporting on the conflict, including assessing whether harassment, bullying and discrimination has occurred.
Identifying cultural differences that has led to this situation.
Using networks as a way of seeking advice
Providing feedback on what you consider is an appropriate solution to the conflict issue.
You will also explore values and beliefs around conflict in this section and how this might impact on a decision. Work on Section 2 of your Portfolio. 17.
Mentoring.
Assume that it has been decided that the best way to resolve the situation above is by you providing mentoring to the team member in question. You are required to draft two emails. One to the mentor you have deemed will be most appropriate to i
PAGE NO: 21
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take on the mentoring role. In your email you are to negotiate expectations for and conditions of the mentoring agreement. In the email to the team member, you are to discuss the benefits of mentoring and outline the arrangements that will be put in place. Once you have completed this section you are also then to assume that a period of time has passed, and you are now in a position to provide feedback on the arrangement. Review the information in your Simulation Pack and draft a feedback email to the team member in question.
The final part of your assessment requires you to share your ideas and suggestions
for addressing challenges and barriers as relevant to supporting diverse work teams. Complete Section 2 of your Portfolio.
18.
Submit your completed Project Portfolio
.
Make sure you have completed all sections of your Project Portfolio
, answered all questions, provided enough detail as indicated and proofread for spelling and grammar as necessary. Submit to your assessor for marking. PAGE NO: 22
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ASSESSMENT TASK 2: CHECKLIST Student’s name:
Did the student:
Completed successfully?
Comments
Yes
No
Provide leadership in the supervision of diverse work teams on two occasions, including implementing all requirements, procedures and techniques?
Obtain, interpret and confirm work requirements in relation to the supervision
of work teams?
Access, interpret and apply documentation (workplace policies and procedures) required to provide leadership in the supervision of the diverse work teams?
Determine and document the scope and boundaries of the supervisory role according to workplace policies and procedures and objectives relating to the employment and supervision of diverse work teams?
Identify and document the strengths and support requirements of diverse work teams?
Establish realistic expectations and conditions with stakeholders through negotiation?
Discuss the benefits of mentoring with stakeholders and establish agreement on relationships and conditions?
Identify and explore cultural factors that can impact on a team, including identifying and using networks to effectively support and lead the team?
PAGE NO: 23
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Identify and explore potential conflict that can impact on a team, including identifying and using networks to effectively support and lead the team?
Apply a framework for performance expectations that is consistent with workplace objectives, values and practices?
Identify and then apply strategies to gain diversity in selecting and recruiting staff?
Use a range of strategies to support, report on and promote the development of
diverse team members in their work role and environment following workplace procedures?
Identify and then develop work practices that acknowledge diversity, identify unconscious bias and encourage team members to develop empathy, respect, and collaboration?
Provide encouragement and advice to support decision making that is consistent
with personal and workplace goals and career development?
Prepare personal development plans in consultation with diverse team members and that reflect both individual and workplace goals and performance outcomes?
At the presentation, use oral communication skills including:
clearly and distinctively articulated diversity requirements
using language that your audience can understand?
At the presentation, applied at least two behaviours that meet Code of Conduct requirements?
Identify suitable networks and use these to provide support and assistance to team
PAGE NO: 24
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members?
Provide information, guidance and constructive feedback incorporating reflective practice to enhance engagement in the workplace?
Address cultural differences, and personal
and workplace barriers that are consistent
with maintaining positive support and relationships?
Provide planning guidance and support in a form and style to suit team members and workplace requirements?
Monitor performance providing regular and consistent feedback to team members on progress towards achieving agreed expectations and personal and workplace goals?
Recognise and negotiate changes in behaviour, expectations and outcomes with appropriate stakeholders
Recognise potential and experienced tension and conflict and seek advice and support to provide resolutions according to workplace procedures?
Consult with stakeholders, including team members, other supervisors, mentors, and management to ensure corporate, workplace, team and individual goals are achieved?
Address allegations of harassment, discrimination, bullying and complaints following workplace procedures? Identify and document the benefits of a diverse work team?
Promote diversity and associated obligations within the workplace?
Contribute to the identification or practices
and approaches that achieve individual and organisational diversity objectives?
PAGE NO: 25
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Share ideas and suggestions on the challenges and barriers for supporting diverse work teams and improving individual and workplace outcomes?
Task outcome:
Satisfactory
Not satisfactory Assessor signature:
Assessor name:
Date:
PAGE NO: 26
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FINAL RESULTS RECORD
Student name:
Unit code and title:
RIILAT402E Provide leadership in the supervision of diverse work teams
Assessor name:
Date:
FINAL ASSESSMENT RESULTS
Task
Type
Result
Satisfactor
y
Unsatisfactory
Did not submit
Assessment Task 1
Knowledge Questions S
U
DNS
Assessment Task 2
Project Portfolio
S
U
DNS
Overall unit results
C
NYC
FEEDBACK
My performance in this unit has been discussed and explained to me.
I would like to appeal this assessment decision. Student signature: _________________________________________ Date: _________________
I hereby certify that this student has been assessed by me and that the assessment has been carried out according to the required assessment procedures. Assessor signature: _______________________________________
Date: _________________
PAGE NO: 27
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