BSBLDR602 (2)

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Birla Institute of Technology & Science *

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G520

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Management

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Nov 24, 2024

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doc

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RESUBMISSION STUDENT NAME: KOMALPREET KAUR STUDENT ID: 200085 TRINER NAME: ZEHRA AHMAD Course: BSB60420 Advance Diploma of Leadership and Management. Unit Code: BSBLDR602 Provide leadership across the organisation Date:

A2Z Solutions Pty. Ltd A2Z Solutions Pty. Ltd was founded in 2008 by property developer A2Z Solutions. The company currently employs approximately 100 people, 80 of whom are licensed real estate agents. Through its client agents, the organization manages property sales and rentals (both residential and commercial) on behalf of a range of clients. The organization also separately engages in investment activities, such as property and land development. A2Z Solutions Pty. Ltd has been a member of the Real Estate Institute of Victoria (REIV) since 2008 and proudly follows the REIV Code of Conduct. After reviewing the simulated business documentation of A2Z Solutions Pty. Ltd (Appendix 1 and 2), the principle of the company is to achieve the highest returns for their clients and to deliver a client experience that is second to none in the industry. Mission: to achieve the highest returns for our clients and to deliver a client experience that is second to none in the industry. Vision: to establish, within five years, the A2Z Solutions brand — the highest ethical standards with best- in-breed performance for clients. Values:  integrity  client-focus  active encouragement of excellence, innovation and continuous improvement  teamwork  recognition of the diversity and expertise of A2Z Solutions employees and agents. Strategic directions: The strategic context in which A2Z Solutions Pty. Ltd will achieve its mission and vision is through:  engaging with customers and clients  building goodwill and reputation for integrity  supporting innovative thinking, management and leadership skills.  creating a high-performing, highly profitable organization. Work Health and Safety (WHS) Policy A2Z Solutions Pty. Ltd policy A2Z Solutions Pty. Ltd recognizes its responsibility to provide a healthy and safe working environment for employees, contractors, clients and visitors. A2Z Solutions Pty. Ltd is committed to the continued wellbeing of its employees and to ensuring that all employees are safe from injury and health risks whilst undertaking work related duties, including home-based work. Purpose

 The purpose of this policy is to ensure the acquisition of resources is carried out consistently, fairly and transparently and in accordance with organizational requirements. In order to ensure a healthy and safe working environment, A2Z Solutions will (in accordance with the WHS management system):  undertake risk assessments and implement procedures to adequately manage any risks in the working environment  provide written procedures and instructions for safe working practices  ensure compliance with all relevant legislation  maintain safe systems of work including the work premises and environment  provide appropriate support, instruction, training and supervision to employees to ensure safe working practices. Scope The scope of this policy covers employees and contractors of A2Z Solutions Pty. Ltd. Resources Specific procedures for the implementation of this policy are available below and on the company intranet. Responsibility A2Z Solutions management and employees are ultimately responsible for ensuring that safe systems of work are established, implemented and maintained. Management is responsible for:  the effective implementation and regular review of WHS procedures  consultation with employees regarding health and safety issues and changes to legislation and/or working practices which may affect the health, safety or welfare of employee  providing and maintaining a safe system of working practices  providing support, training, and supervision to employees to ensure safe and healthy workplace practices are carried out, including relevant first aid training where appropriate  the provision of adequate resources for employees to meet the WHS commitment, including an up-to-date first aid kit.  Individual employees are responsible for: following all WHS policies and procedures  ensuring they report all potential and actual risks to partners or managers/supervisors  taking care to protect their own health and safety and that of their colleagues at work  ensuring their own or others health and safety is not adversely affected by the consumption of drugs or alcohol  encouraging others to follow healthy and safe working practices in the workplace. Policy Implementation and Review This policy has been established and implemented through the human resource functions of the organization and will be reviewed regularly in consultation with A2Z Solutions management and employees to ensure compliance with legislation, industry standards and organizational changes. Relevant legislation, etc.

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 Privacy Act 1998 (Cwlth)  Estate Agents Act 1980  Equal Opportunity Act 2010 (Vic)  Occupational Health and Safety Act 2004  Dangerous Goods Act 1985  AS/NZS 4804:2001 Occupational health and safety management systems – General guidelines on principles, systems and supporting techniques Task 3 3 I have chosen to create a hypothetical advertising agency. The company is called 'The Creative Agency' and it specialises in creating innovative and effective advertising campaigns for its clients. The agency has four employees: a Creative Director, a Senior Copywriter, a Junior Copywriter and a Social Media Manager. The Creative Director is responsible for overseeing all of the agency's creative output. They work closely with the agency's clients to understand their needs and objectives, and then develop creative briefs for the agency's team of copywriters and designers. The Creative Director is a strategic thinker who is able to see the 'big picture' and come up with concepts that are both creative and effective. The Senior Copywriter is responsible for writing the majority of the copy for the agency's campaigns. They work closely with the Creative Director to understand the brief and the target audience, and then come up with concepts and copy that will engage and resonate with that audience. The Senior Copywriter is a skilled wordsmith with a keen eye for detail. The Junior Copywriter works closely with the Senior Copywriter to develop concepts and write copy for the agency's campaigns. They are responsible for researching the target audience and coming up with ideas that will appeal to them. The Junior Copywriter is a creative thinker with a passion for advertising. The Social Media Manager is responsible for managing the agency's social media accounts. They create content, engage with followers and monitor feedback. The Social Media Manager is a creative individual with a deep understanding of the latest social media trends. The Creative Director will need to have a deep understanding of the advertising industry, as well as the ability to think strategically and come up with creative concepts that are both effective and engaging. They will also need strong leadership skills and the ability to motivate and inspire a team of creatives.

The Senior Copywriter will need to have excellent writing skills, as well as the ability to understand a brief and come up with concepts that will resonate with the target audience. They will also need strong attention to detail and the ability to work to deadlines. The Junior Copywriter will need to have strong research skills, as well as the ability to think creatively and come up with ideas that will appeal to the target audience. They will also need to be able to work well under the guidance of the Senior Copywriter. The Social Media Manager will need to have excellent written and verbal communication skills, as well as a deep understanding of the latest social media trends. They will also need to be creative and have the ability to engage with the agency's followers. 5 The Creative Agency is a company that values creativity and innovation. As such, it is important that the team is empowered to come up with new and effective ideas. The Twelve Ps of Delegation model will be used to ensure that the team has the autonomy to do their work in the best way possible. The first 'P' is for Purpose. The team must be clear on the objectives of the campaign and what the client is hoping to achieve. This will help to focus their efforts and ensure that the work is of a high standard. The second 'P' is for People. The team must be given the freedom to choose the best way to complete the task. This will allow them to utilise their individual skills and strengths to produce the best possible outcome. The third 'P' is for Plan. The team must be given the time and resources to plan their work in detail. This will ensure that the work is executed in a well-thought-out and professional manner. The fourth 'P' is for Progress. The team must be given regular feedback on their progress. This will help to keep them on track and ensure that the work is of a high standard. The fifth 'P' is for Power. The team must be given the authority to make decisions about the work. This will allow them to be creative and innovative in their approach. The sixth 'P' is for Performance. The team must be given the opportunity to showcase their work. This will allow them to receive recognition for their efforts and motivate them to continue producing high-quality work. The seventh 'P' is for Praise. The team must be given praise and recognition for their efforts. This will help to boost their morale and encourage them to continue producing high-quality work.

The eighth 'P' is for Payment. The team must be given fair and equitable compensation for their work. This will help to motivate them to continue producing high-quality work. The ninth 'P' is for Promotion. The team must be given the opportunity to progress within the company. This will help to motivate them to continue producing high-quality work. The tenth 'P' is for Protection. The team must be given the support and resources they need to protect their work. This will help to ensure that the work is of a high standard. The eleventh 'P' is for Participation. The team must be given the opportunity to participate in the company's decision-making process. This will help to ensure that the work is of a high standard. The twelfth 'P' is for Planning. The team must be given the time and resources to plan their work in detail. This will ensure that the work is executed in a well-thought-out and professional manner. How will you create and maintain a positive work environment Developing a positive work environment is important because it fosters a workplace that is more enjoyable for all employees. Because the workplace is more enjoyable, employees that work in a positive atmosphere typically are more productive, make fewer errors and are absent far less frequently. The fact that team members are present, engaged and efficient usually results in the organization being able to save money. To maintain a good working environment, consider the following: 1. Provide assistance where necessary. 2. Praise your employees for their efforts and remind them of their goals. 3. Set a positive example. 4. Trust your team. To Create a Positive Work Environment 1) Protect Employees Mental Health. 2) Look at Your Actual Working Environment. 3) Host Company Events. 4) Healthy Body = A Healthy Mind. 5) Create Strong Lines of Communication. 6) Promote Diversity. 7) Provide Opportunities for Career Development. How will you encourage your team members to develop innovative approaches to the performance of their work

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Team innovation is the backbone of every successful company in New Zealand. It’s what sets a business apart from the competition, and helps it grow and prosper. Getting your staff to think creatively isn’t always easy, though. In a survey by Robert Half, 35 percent of chief financial officers said the greatest roadblock to organisational breakthroughs is a lack of innovative ideas. Executives polled also cited excessive bureaucracy (24 percent) and being bogged down with daily tasks or putting out fires (20 percent) as other major barriers. 10 ways to encourage innovation in the workplace 1. Give employees a reason to care 2. Empower your employees to make decisions and take action 3. Don’t make staff jump through hoops 4. Do what you can to remove the red tape 5. Rethink competition 6. Calm the naysayers 7. Ease up 8. Make preventing burnout a high priority 9. Set the example 10. Minimise your own stress

BSBLDR602 (2)

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