BSBLDR602_harpreet singh gill (3) new

Question 2 Describe the leadership styles outlined in the table below and discuss the application of business ethics to the leadership styles. Leadership Style Description of the Leadership Style Discussion on Application of Business Ethics a. Authoritarian or autocratic Authoritarian leadership, also known as dictatorial authority, In democratic leadership, a vote is held in which each colleague is a management style in has an equal say in making a which a single person has final decision. An authoritarian complete power and boss must be cautious not to command over his dismiss his subordinates' well- subordinates. Pioneers are in being and ideas, and to become charge of their own someone whom workers think techniques and cycles. they can't trust and are The pioneer is in charge of the gathering of folks in every circumstance. frightened of, as this might stymie the company's growth and profitability, since employees may not be growing well as a result. This is also dependent on the firm's cultural approach; if the organization uses a horizontal management model, these issues can be addressed. b. Democratic or participative Democratic leadership, also known as participatory During the dynamic cycle of participatory leadership, the leadership or shared group's feedback is considered, administration, is a type of but the pioneer ultimately makes leadership in which members the decision. As we've seen, of the group have a more participative management aims active role in the dynamic to involve subordinates in the interaction. dynamic cycle and provide them with the skills and information they need to make the commitments necessary to show up at those decisions.

d. Value 1: Inclusivity Today, the concept of inclusion is an ethical ideal to be maintained in order to avoid any discrimination in the workplace, whether it is based on physical, personal, religious, skin color, race, or sexual orientation. Because abilities may be found in everyone. Workplace diversity isn't always a moral problem. It alludes to the numerous types of people who make up the office workforce, who come from varied backgrounds. e. Value 2: Integrity Moral Integrity is a well-reasoned method for making the best decisions when it comes to people managing people. Moral honesty has evolved into a sophisticated way of living in today's culture. When a person has a solid good person, they are expected to be trustworthy and to live a lawful life, which are the most important principles a human may have. Individuals should act in accordance with their ethical standards, which is a notion of moral honesty. Individuals should, in general, do what they say. For example, if a business owner discusses the need to improve productivity in the workplace, he or she will demonstrate trustworthiness by giving in-house training programs.

ii. Consider the greater respect and attention from them. Short comments that don't create the appearance that you understood the message should be avoided. The use of a business social network facilitates communication. Assists in the creation of the developer handbook. Internal and external recruitment are aided. Assisting with the presentation of the company and organizational culture is critical for team integration and engagement. advantages of establishing a business social network. iii. Adopt the suggestion box Method 2: Nurture a strong organisational culture Example Techniques Brief Description of how the Method Helps in Establishing and Maintaining a Positive Work Environment i. Valuing and recognizing employees. Employee happiness rises as a result of a positive workplace culture, as does their drive and, as a result, their productivity. An employee must be content with the company's day-to-day operations as well as their interactions with their bosses, coworkers, and customers. ii. Encourage good habits iii. Invest in communication to improve openness and trust. Method 3: Incorporate a global perspective Example Techniques Brief Description of how the Method Helps in Establishing and Maintaining a Positive Work Environment i. Encourage staff to broaden their horizons by learning other languages, meeting individuals from different cultures, and researching the overseas market. From a global perspective, we are living in an increasingly competitive world that is undergoing numerous and rapid changes. As a result, it is more crucial than ever to seek out novel ways to set ourselves apart from our competition. A global perspective refers to someone's ability to examine a situation in relation to the rest of the globe. To some, it may seem absurd that every business should be concerned about what is going on in another country, yet we are now inextricably linked from a variety of perspectives.

Question 7 Identify any four organisational research methods to understand the improvements needed in organisational and workplace policies and procedures. Organisational Research Methods to Understand the Improvements Needed in Organisational and Workplace Policies and Procedures a. Field study b. Questionnaire c. Debate d. Observation Question 8 Outline the organisational implementation methods to facilitate improvements in organisational and workplace policies and procedures. Organisational Implementation Methods to Facilitate Improvements in Organisational and Workplace Policies and Procedures Maps and details Isn't it true that in order to manage, you must have knowledge? As a result, we believe that developing a General Process Map is one of the most important initial stages in establishing efficient and effective process management. Companies must use process mapping to better understand and follow each phase of their manufacturing process. This tool may be used to identify all of the actions that add or subtract value. In order to re-evaluate or alter the production plan, any steps that do not provide value might be decreased or even eliminated. If the pieces that add value are created according to the customer's demands, they may be examined and studied. The process map use the same symbology as the flowcharts. It is critical that this map comprises the process and a description of the primary activities / tasks in order for it to contribute to a company's work process. It must also provide the outcome of each procedure as well as an assessment of each stage. This evaluation is necessary to determine whether the items are of the desired quality. Performance indicators When it comes to process management, the use of performance indicators is equally crucial. We must remember that the goal of utilizing this sort of management model is to enhance and optimize the firm, which will be impossible to achieve

Part B: Case Study Task 1: Identify and Describe Organisational Mission and Goals Answer the following questions based on the Let’s Bounce case study scenario. a. Outline the mission statement for Bounce Fitness. The Bounce Fitness Centers will provide superior, comprehensive, exceptional, and unmistakable wellness initiatives and administrations to the local community. The employee group will build preventative administrations while focusing on member happiness through wellness and wellness administrations that use best- in-class hardware and practices. These initiatives will reflect the needs of individuals and be financially feasible for all partners. b. Outline the vision statement for Bounce Fitness. Bounce Fitness is working hard to establish itself as a leading provider of health- related s er vi c e s . W e w ill bu il d an d exe c ute c om pr eh ens i v e pr o j e c ts a nd a dm i ni s tra ti on s engaging to all through the evolution of an engaged worker culture and the inventive purchase and utilization of assets. c. Identify and describe the values of Bounce Fitness. Value Description i. Quality They are committed to continually advancing the wellness industry by providing the highest levels of value to their customers through administrations, initiatives, and community relations. ii. Integrity They hold themselves and their collaborators accountable for developing trust with our individuals and each other by being honest, moral, and consistent in our words and actions. iii. Teamwork They are focused on providing appropriate resources to their internal groups and external persons in order to achieve their usual vision. iv. Accountability They hold themselves and their colleagues accountable for their actions and responsibilities since they have an impact on them, their persons, and their way of life. d. Ide nt i fy any f o ur bu s i n es s ob j e c ti ves of Bou n c e F i tn e ss .

Assessment 2 ASSESSMENT INSTRUCTIONS Task 1: Communicate Organisational Mission and Goals ORGANISATIONAL GOALS REPORT Learner Name Workplace/ Organisation State/Territory Date Prepared 1. Outline business objectives, business values, business standards and strategic direction Outline business objectives of the organisation. Providing comprehensive wellness services to meet our customers' needs. Continually deepening customer ties. Outline business values of the organisation. - Collaboration: We are committed to providing our internal teams and external members with the resources they need to realize our shared goal. - Quality: We are dedicated to remaining at the forefront of the fitness industry by offering our members with the finest level of service. via services, initiatives, and relationships with the community Outline business standards.

Fitness coaches produce high-quality training programs that match customers' demands and build consumer happiness and trust in Bounce Fitness by designing, leading, instructing, and motivating them to participate in them. Customers that are satisfied will spread the word about Bounce Fitness and bring in additional business. B ri efl y desc ri b e ex p ec tati o n s f r o m a ss i gn ed i n di vi d u a l 2. I n c l u de e xp ec tati o n s t h a t ma y n o t b e mentioned in their job descriptions. Fitness coaches are responsible for designing, leading, instructing, and motivating Bounce Fitness clients in exercise activities in order to guarantee that high-quality exercise activities fulfill the demands of the customers, resulting in customer happiness and trust in Bounce Fitness. Customers that are satisfied will spread the word about Bounce Fitness and bring in additional business. 3(b). For assigned individual 2: Name of assigned individual 2: Tom Work role of assigned individual 2: Centre Manager Discuss how organisational objectives, values and standards are linked to the responsibilities of assigned individual 2, using operational plans of the organisation.

The Centre Manager will be in charge of developing and overseeing Bounce Fitness' corporate initiatives in order to support expansion goals while also improving the company core in order to establish and retain a competitive edge. B ri efl y desc ri b e ex p ec tati o n s f r o m a ss i gn ed i n di vi d u a l 2. I n c l u de e xp ec tati o n s t h a t ma y n o t b e mentioned in their job descriptions. Bounce Fitness will document its expectations of its Centre Managers in writing, and its strategic direction will be distributed to all Centre Managers to guide them in setting up their own Fitness Center goals in line with Bounce Fitness' overall objectives to be the premier provider of wellness integrated services. 3(c). For assigned group 1: Name of assigned group 1: Customers Work role of assigned group 1: Customers Discuss how organisational objectives, values and standards are linked to the responsibilities of assigned group 1, using operational plans of the organisation.

Bounce Fitness' aims, values, and standards dictate the organization's general orientation and, in particular, how it will go about achieving its service excellence. This is a high-level strategy that explains how Bounce Fitness will build relationships with its clients in order to increase customer happiness and loyalty while also achieving financial success. Briefly describe expectations from assigned group 1. Include expectations that may not be mentioned in their job descriptions. Bounce Fitness will use a SMART and KISS method to communicate with its consumers via social media. Customers will be better able to comprehend Bounce Fitness' aims, and they will be able to contribute to the company's success. Customers of Bounce Fitness will be able to connect their expectations with Bounce Fitness's aims thanks to the goals. This will result in a win- win situation that will go a long way. 3(d). For assigned group 2: Name of assigned group 2: Management Work role of assigned group 2: Management Discuss how organisational objectives, values and standards are linked to the responsibilities of assigned group 2, using operational plans of the organisation.

Strategic management is responsible for an organization's overall direction and include defining the organization's goals, formulating policies and plans to attain those goals, and assigning resources to carry out the plans. Management is in charge of developing and directing the organization's strategic and long-term objectives. Conducting organizational reviews to assess operational performance and identify strengths and deficiencies. Making suggestions based on emerging trends, expansion prospects, the capacity of outside business partners to compete, and the development of internal business processes. B ri efl y desc ri b e ex p ec tati o n s f r o m a ss i gn ed g ro u p 2. I n c l u de e xp ec tati o n s t h a t ma y n o t b e mentioned in their job descriptions. Bounce Fitness' strategic direction will show its strategic management team how to run the firm properly and achieve its objectives. The strategic management team's expectations are clear. The strategic and long-term goals of an organization are anticipated to be planned and directed by management. Managing the efficiency of an organization. Making suggestions based on emerging trends, expansion prospects, competitive threats, the feasibility of external business partners, and the enhancement of internal business processes. 4. Confirm that media and language used for communicating the organisational mission and goals meet needs of assigned individuals and groups Discuss how media used for communicating the organisational mission and goals meets needs of assigned individuals and groups.

Bounce Fitness intends to use social media as a means of communicating with its consumers. It shares several qualities with other types of communication, such as textual communication and two-way remote communication. It enables for immediate reaction as well as a written record of what has been said. Social media is effective because it allows for team c oo p era ti o n . I n st a n t me s sagin g i s o n e ex a mp l e o f so c i a l med i a c o mm un i c a ti o n . Fac eb oo k , LinkedIn, wikis, and Twitter are all examples of social media sites. Face-to-face communication has a lot of power. Bounce Fitness has decided to utilize a PowerPoint presentation to vocally express its goals, beliefs, and standards to its management team. This also allows Bounce Fitness to obtain rapid feedback from its management staff, allowing them to tweak the message as needed. Discuss how language used for communicating the organisational mission and goals meets needs of assigned individuals and groups. Written communication, which includes both official and informal communications, will be used to communicate the aims, values, and standards with Fitness Trainers. One of the most significant advantages of written communication is that it may be used to record what has been spoken or agreed upon. It can also be used to explain concepts in order to avoid misconceptions. Letters, emails, contracts, sms, reports, and intranet information will be sent to fitness trainers. 5. Resources used for this task List resources used for this task, including sources of information (e.g. organisational documents, organisational policies and procedures, regulations etc.)

System for managing information. Meeting Policy Policies and Procedures. Guide to Making a Presentation. Policy and Procedures for Communication Information Statement on Fair Work. Procedure for Bringing in Outside Consultants. Task 2: Investigate and Communicate Workplace Incidents INCIDENT REPORT Learner Name Workplace/ Organisation Bounce fitness State/Territory Date Prepared Incident details Place of incident Date of incident Time of incident Nature of incident People involved in the incident Nam e Work role Person 1 Tom T Trainer Person 2 Leo Trainer Add more rows as necessary. Witnesses to the incident Nam e Work role Witness 1 Camilo Manager Witness 2 Ken Customer Description of the incident Describe the incident based on interviews with people involved and witnesses, and any p h y sic a l evi den c e c o ll ec ted. I n c l u de d etai l s o f a n y p l a n t/ eq u i p men t/ s u b st a n c e i n vo l ved

Boiling water from the sink burns the trainers. Description of any injury, if applicable Include details of any plant/equipment/substance involved Please indicate on diagram the areas of the body involved in the incident, if applicable It was hot water from the sink. Their hands were scorched. Risk identification and assessment Risk identified Type of risk Likelihood of Occurrenc e 1 Severity of Consequences 2 Risk Rating 3 1. Slip, trip, fall (general) - Sprains/strains Administrative risk controls Possible Minor Low

caused by falls on uneven ground. Minor cuts, abrasions and soft tissue injuries. 2. Manual handling injury - Result of moving equipment/furnitur e Engineering risk controls Unlikely Moderate Low 3. Non specific structural hazards - Injury caused by sharp edges/objects (broken glass, furniture, structures) Substitution Unlikely Minor Low 4. Environment – Hypothermia, sunburn, noise pollution Personal protective equipment Unlikely Moderate Low 5. Fire Engineering risk controls Unlikely Critical High 6. Public Access to site - Unauthorised public access Administrative risk controls Possible Moderate Low Add more rows as necessary. 1. Assign rating for Likelihood of Occurrence based on the following key:  Rare = 1  Unlikely = 2  Likely = 3  Possible = 4  Frequent = 5 2. Assign rating for Severity of Consequences based on the following key:  Negligible = 1

 Minor = 2  Moderate = 3  Major = 4  Critical =5 3. Risk Rating = Likelihood of occurrence x Severity of consequences  Can range from 1 to 25 4. Type of risk control measure can be:  Risk elimination  Substitution  Engineering risk controls  Administrative risk controls  Personal protective equipment Risk control measures Identify risk control measures to eliminate or minimise risk of similar incidents repeating. This may include the (a) Risk elimination, (b) Substitution, (c) Engineering risk controls, (d) Administrative risk controls and (e) Personal protective equipment Hot water from the hot water faucets, steam, and other hot things, like fire, can cause significant burns. Severe burns and scalds can have catastrophic consequences, resulting in death or major damage, as well as excruciating pain and long-term scars. Action plan Recommend action plan based on the risk control measure(s) identified

Burns and scalds can be avoided, and the severity of burn injuries can be reduced by following a few simple guidelines: Control the hot water service's temperature. Keep hot drinks away from the table or bench's edge. Plates should be carried to pots, not pots to plates. Review of the report – Stakeholder 1 Name Work role Manager Comments, if any On a regular basis, information and education programs are held. Signature Date Review of the report – Stakeholder 2 Name Work role Coordinator Comments, if any Information and education sessions are implemented on a regular basis. Signature Date Add more sections as necessary. Resources used for this task List resources used for this task, including sources of information (e.g. organisational documents, organisational policies and procedures, regulations etc.)

System for managing information. Meeting Policy Policies and Procedures. Communication as a Presentation Guide Procedures and policies. Information Statement on Fair Work. Procedure for Bringing in Outside Consultants. Task 3: Lead and facilitate outcomes OUTCOME DOCUMENT Learner Name Workplace/ Organisation Bounce Fitness State/Territory Date Prepared Identify at least two assigned individuals to lead and facilitate outcomes for Assigned individual 1 Name Tom Work role Trainer Assigned individual 2 Name Toni Work role Manager Add more rows as necessary. 1. Actively lead and facilitate decisions on work activities, in accordance with work task timeframes and organisational policies and procedures Identify at least one assigned team to lead and facilitate outcomes for Assigned team 1 Tea m nam e Tom Names of team members i. Bia ii. Lisa iii. Luca Work roles of team members i. Supervisor ii. Team iii. Team Add more rows as necessary

Identify the context of the decision to be taken Customers will be introduced to a new class as a result of this choice. Outline steps taken to actively lead and facilitate decisions Break the problem down into smaller pieces. Analyze the information you have. Consider all of your options. The group discussion should be led by the team leader. Decide on a solution and a plan of action for the future. Describe analyses of research undertaken to actively lead and facilitate decisions The facilitator is responsible for the personal dynamics of the participants' emotions, well- being, and interactions within the group dynamics during the decision-making process, as they all have their own interests. Outline outcomes of actively leading and facilitating decisions You may decrease these negative consequences while still benefiting from different viewpoints by reducing the group to three to five members, a number that people typically gravitate toward when conversing. Add more sections as necessary.

2. Actively lead and facilitate improvements to organisational and workplace policies and procedures Identify the policy and procedures in which improvement is to be made and the need for improvement Communication Police and Procedure Outline steps taken to actively lead and facilitate improvements to organisational and workplace policies and procedures Being receptive to changes and improvements in the organization's culture, such as: a. Assisting management in putting the changes/improvements into action. b. Positively discussing changes/improvements with appropriate people. c. Encouraging relevant staff to think positively about changes/improvements. Describe analyses of research undertaken to actively lead and facilitate improvements to organisational and workplace policies and procedures Organizing resources to execute changes (e.g., allocating responsibility, gaining access to resources to implement improvements). Outline outcomes of actively leading and facilitating improvements to organisational and workplace policies and procedures Leading the strategy, implementation, and monitoring of organizational culture initiatives. Getting the word out to the rest of the company about the changes you've made Add more sections as necessary. 3. Actively lead and facilitate integration of global environment into work activities Identify the context of the global environment to be integrated

Leading the design, implementation, and evaluation of organizational culture initiatives. Getting the word out to the organization about the changes that have been made Outline steps taken to actively lead and facilitate integration of global environment into work activities A push for operational excellence: enhancing and updating processes to achieve expected results through the lens of sustainability (for example, incorporating environmental and social sustainability clauses into the selection or management of suppliers, or incorporating sustainability risks into risk management processes). Integrated thought: understanding the connection between tangible and intangible assets as it functions is a comprehensive method to think of an organization and how it produces value. From concept to improved product innovation, an innovation engine is a technique to create new goods, incorporating environmental and social factors. Answer to a changing world: an organization's ability to activate and understand social, environmental, and economic changes in order to anticipate demands that may lead to changes in the business's purpose as well as operational methods. In combination with the growth of new, social impact-driven business models, the borders between sustainability (considering environmental, social, and governance (ESG) concerns) and traditional (emphasis on financial value) business become blurred. Describe analyses of research undertaken to actively lead and facilitate integration of global environment into work activities Global integration, according to existing literature, helps MNCs save money and create global efficiency. Global integration, for example, reduces duplication and so saves money through standardization (Dunning 1998), and it produces efficiencies owing to global economies of scale. Outline outcomes of actively leading and facilitating integration of global environment into work activities

No country can operate its economy in full isolation any longer. In some sense, every national economy is intertwined with the global economy. The global climate will determine their capacity to acquire such supplies, manufacture their goods, and sell their products in local and worldwide marketplaces. Add more sections as necessary. 4. Actively lead and facilitate integration of new technology into work activities Identify business needs that need to be fulfilled by the new technology The business need a new ERP software Outline steps taken to actively lead and facilitate integration of new technology into work activities Look at technology that can help your firm overcome difficulties. Once you've decided on a new technology, form an implementation team to champion it. To smooth out the problems and acquire buy-in, run a pilot program with the technology. Instructions on how to utilize the new tool should be provided to your staff. Start using the tool and fine-tuning it to match your needs as you go. Describe analyses of research undertaken to actively lead and facilitate integration of new technology into work activities To begin with, technology has an impact on a company's capacity to engage with consumers. Businesses can transfer items across a vast geographic region with the help of fast shipment solutions. When customers connect with a company using technology, the company benefits because greater communication promotes a better public image. Outline outcomes of actively leading and facilitating integration of new technology into work activities

Businesses squander time every day as employees wait for their computers to start up and programs to accomplish what they want. For small and medium-sized enterprises, time is money. Technology advancements may decrease downtime and boost productivity. Add more sections as necessary.

5. Resources used for this task List resources used for this task, including sources of information (e.g. organisational documents, organisational policies and procedures, regulations etc.) Code of ethics Information. Policy for the Management System. Meeting Policies and Procedures. Guide to Making a Presentation. Policy and Procedures for Communication Information Statement on Fair Work. Procedure for Bringing in Outside Consultants. END OF OUTCOME DOCUMENT TEMPLATE Task 4: Represent the Organisation In this task, you are required to develop the below evidence: Submit the following to your assessor:  Evidence of representation in media: This can include: o copy of press release o audio/video recording of press conference o transcript of media interview  Evidence of representation in the community This can include: o audio/video recording of speech o transcript of panel discussion o investor presentation used to address investor conference Task 5 and 6: Assign Accountabilities and Identify Resources RESOURCE ASSIGNMENT MATRIX Learner Name Workplace/ Organisation Bounce Fitness State/Territory Date Prepared

Identify and briefly describe the project for which accountabilities and responsibilities need to be assigned Project name Implementing new ERP Software Brief description ERP stands for enterprise resource planning, and it is a sort of software that businesses use to handle day-to-day operations including accounting, procurement, project management, risk management and compliance, and supply chain operations. Start date End date Identify at least two assigned individuals to assign accountabilities and responsibilities Assigne d individu al 1 Name Guy Work role Manager Assigne d individu al 2 Name Fran Work role Supervisor Add more rows as necessary. Identify at least two assigned individuals to assign accountabilities and responsibilities Assigne d team 1 Team name Team A Names of team members iv. Carol v. Tomy vi. John Work roles of team members iv. Design v. SEO vi. Analyst Assigne d team 2 Team name Team B Names of team members i. Guto ii. Helen iii. Ana Work roles of team members i. Sales Manager ii. Finance iii. Supervisor Add more rows as necessary.

RA C I MA T RI X Work roles of assigned individuals and teams 1. System analyst 2. Project Manager 3. Design 4. Finance 5. SEO 6. Sales 7. Manager Task / Activity / Mileston e a. Strategic Framework A I I R I I C b. Risk factors R I I A I I I c. Products I A R I C C C d. User journey I C R I C C C e. Evaluation Framework I R C I C I C f. Delivery map C R A C C C C Add more rows and columns as necessary. R = Responsible: People who do the work; responsible for execution of tasks A = Accountable: Owner of the work; approves/signs off on work C = Consult: Active participants from whom inputs are sought I = Informed: Must be notified of progress, but need not be consulted . Resources used for this task List resources used for this task, including sources of information (e.g., organisational documents, organisational policies and procedures, regulations etc.)

System for managing information. Meeting Policy Policies and Procedures. Guide to Making a Presentation. Policy and Procedures, as well as communication. Information Statement on Fair Work. Procedure for Bringing in Outside Consultants. RESOURCE ALLOCATION PLAN Learner Name Workplace/ Organisation State/Territory Date Prepared SECTION 1: RESOURCE IDENTIFICATION Task / Activity / Milestone Resource needed Type of resourc e needed Quantity or number of units of the resource Specificati o ns or descriptio n of the resourc e Resource needed from Resource needed till a. Social media promotions Investiments Finances 2 Funds are required to social media campaigns Chairman 10 days Team partner Human resources 2 Two social media managers are needed HR manager 10 days Type of resource can be (i) IT software and hardware (e.g., systems, devices, applications), or (ii) Other material goods (e.g., equipment, tools, materials), or (iii) Facilities (e.g., building, work area, conference room)

SECTION 2: RESOURCE ALLOCATION Resourc e Type of resource Status of resourc e Assigned or Allocated to Enter team name / individual name here Date of resourc e allocatio n Fro m dat e To dat e Comments, if any Include resource dependencies and date when resource status is changed or updated, if any a. Social media member HR Received Social media team 10/06 1 5 b. Investiments Financial Received Management team 10/06 1 5 Add more rows as necessary. Type of resource can be (i) IT software and hardware (e.g., systems, devices, applications), or (ii) Other material goods (e.g., equipment, tools, materials), or (iii) Facilities (e.g., building, work area, conference room) Status of resource can be (i) Free, or (ii) Assigned not yet allocated, or (iii) Allocated . Resources used for this task List resources used for this task, including sources of information (e.g., organisational documents, organisational policies and procedures, regulations etc.) Organizational policies and procedures Regulations Task 7: Foster Positivity, Innovation and Ethical Conduct MEETING MINUTES Learner Name Workplace/ Organisation Bounce Fitness State/Territory [MEETING TITLE]

Date 11/06 Time 09 am Meetin g Locatio n Green Room Purpose of meeting Implementation of new ERP Software Facilitator Tomy Notetaker Gaia Attendees Attendees must sign beside their name after the meeting. 1. Tom 2. Toni 3. Ana 4. Dom Review of Previous Action Items Write NA or Nil if not applicable for this meeting. Action Items Person Responsible Remarks Physical resourses Tom Na Financial Ana NA Human Dom NA Agenda Item 1: Financial recourses Discussion Budget available for the new ERP Software Agenda Item 2: Human resources Discussion People were required to oversee the project till it was completed.

Agenda Item 1: Physical recourses Discussion To run the project, you'll need the following items, as well as a location. Agenda Item 1: Performance objectives Discussion Targets and KPIs for the project. Action Items for Next Meeting Action Items Person Responsible Target Date Performance objectives area Toni 1 month Key result Ana 1 month Key result indicators Dom 1 month BRIEFING DOCUMENT Learner Name Team Name Team A Workplace/ Organisation Bounce fitness State/Territory [BRIEFING DOCUMENT TITLE] Date 12/06 Time 10 am Meetin g Locatio n Green Room Purpose of briefing Briefing Facilitator Allan Notetaker John

Attendees 1. John 2. Ana 3. Allan Briefing Point 1: Human resources Additional Information / Notes Insufficient funds to hire additional personnel Briefing Point 2: Key indicators Additional Information / Notes NA Briefing Point 3: Physical recourses Additional Information / Notes Promotions should be given more funding.

Task 8: Maintain Positivity and Build Commitment REPORT ON POSITIVE ENVIRONMENT Learner Name Workplace/ Organisation Bounce fitness State/Territory Date Prepared 1. Maintain a positive working environment Identify the project or time period during which positive environment has to be maintained 3 months Outline steps taken to maintain a positive environment Communication Meetings on a Regular Basis Bonuses and accolades Anti-bullying and anti-harassment policies Feedback Describe outcome of steps taken to maintain a positive environment Because of the regular meetings and assessments, everyone feels "heard." 2. Encourage at least two colleagues to build their commitment to the organisation Identify at least two colleagues for whom the learner can build commitment to the organisation Colleague 1 Name Ana Work role Team Member Signature AG

Date and time 12/06 – 10 am Colleague 2 Name Toni Work role Manager Signature TJ Date and time 12/06 – 11 am Add more rows as necessary. Outline steps taken to encourage at least two other colleagues to build their commitment to the organisation. Communication that is open. Speeches with a purpose Describe outcome of steps taken to encourage at least two other colleagues to build their commitment to the organisation. After discussing their job issues, both of the coworkers felt much better. 3. Verification of the report Name Tom Work role Supervisor Review comments, if any NA Signature TF Date and time 12/06 – 8am 4. Resources used for this task List resources used for this task, including sources of information (e.g. organisational documents, organisational policies and procedures, regulations etc.)

1. Procedures and policies 2. Ability to communicate Task 9: Adapt to Circumstances and Situations In this task, please demonstrate the below area:  In at least two circumstances and at least two situations, suitably adapt: o your interpersonal style Interpersonal style is the manner in which a person interacts with other people. A person’s interpersonal style is driven by their personality, values, and the environment the person lives and works in. Interpersonal style is also affected by the styles of people you interact with. o your leadership style Leadership style is the approach a leader takes to make decisions, provide direction, motivate people, and implement plans. It covers all the explicit and implicit behaviour that a leader displays Task 10 and 11: Prepare a Personal Development Plan Use the Generic Feedback Form template and the Generic Personal Development Plan template provided at the Bounce Fitness site. FEEDBACK FORM Learner Name Workplace/ Organisation Bounce fitness State/Territory Date Prepared

Details of the stakeholder filling the Feedback Form Name Work role Manager Organisation 1 Bounce fitness Relationship to the Learner Employer Signature Date and time of signature 14/06

This survey is designed to provide _______________________ [name of Learner] with feedback about their level of skill or competence for the following:  Section A. Interpersonal style  Section B. Professional competencies as a leader If they have NOT performed a task before, estimate how difficult the task would be for them to learn to perform. Circle the number on the scale that you believe comes closest to their level of skill or competence. Be honest – there are no right or wrong answers – it is only to provide constructive feedback. Section A. Interpersonal skills Very Strong Moderately Strong Adequate Moderately Weak Very Weak 1. Oral communication skills 5 4 3 2 1 2. Written communication skills 5 4 3 2 1 3. Teamwork and collaboration 5 4 3 2 1 4. Active listening 5 4 3 2 1 5. Open to feedback 5 4 3 2 1 6. Constructive criticism 5 4 3 2 1 7. Ability to influence people 5 4 3 2 1 8. Tolerance and flexibility 5 4 3 2 1 9. Consistency 5 4 3 2 1 10. Conflict management 5 4 3 2 1

Any other comments? Sub-total Interpersonal skills - Total score 42 Section A. Interpersonal skills Very Strong Moderately Strong Adequate Moderately Weak Very Weak 1. Coaching and empowering 5 4 3 2 1 2. Planning and organising 5 4 3 2 1 3. Problem solving 5 4 3 2 1 4. Decision making 5 4 3 2 1 5. Accepting ownership of team decisions 5 4 3 2 1 6. Risk management 5 4 3 2 1 7. Creating a positive work environment 5 4 3 2 1 8. Team building 5 4 3 2 1 9. Innovation 5 4 3 2 1 10. Self-development 5 4 3 2 1 Sub-total Professional competencies as a leader - Total score 30

NA For Candidate Use Only Sum each of the five columns and then add the five columns together for your total score. The maximum score for each section is 50 while the minimum score is 10. Total score for all 5 columns Interpersonal skills - Total score Professional competencies as a leader - Total score There are no right or wrong answers. This survey is designed to show you the areas where you need to improve. Your lowest scoring answers are the areas you need to improve. PERSONAL DEVELOPMENT FORM Learner Name Workplace/ Organisation Bounce fitness State/Territory Date Prepared Period covered 6 months

Section 1: Assessment based on feedback from at least three relevant stakeholders (a) Interpersonal style Strengths Areas of improvement It's uncomplicated. Very useful. Clear. • I mp a ti en t. • Easily bored. What you can do to overcome this constraint I want to learn how to control my emotions. To improve one's ability to stay focused (b) Professional competencies as a leader Strengths Areas of improvement Conflict resolution. Making decisions. Enhance your communication abilities. E mot i o n a l I n tel li gen c e shou l d b e i mp r o ved. Section 2: Personal Development Plan Goals 1 Type of goal Select either Personal objective or Work program outcome Action items propose d Timeline proposed for completio n Criteri a for judgin g succes s Evidence of completio n Mention evidence submitted 2 Date of completion Outcomes Foll o u p acti o if an Improve communication Work Program workshops and classes 2 months Manager will check the results in my work Email and meeting 16/06 The improvement day by day Keep doing Keep motivated Personal Goal daily practices 2 months Manager will check the Email and meeting 16/06 The improvement day by day Keep doing

Add more rows as necessary 5. Goals must satisfy the SMART criteria (S = Specific, M = Measurable, A = Attainable, R = Relevant, T = Time- bound) 6. Evidence submitted must be one of the following:  Participation ticket  Certificate of participation or completion or engagement  Email correspondence acknowledging participation or completion or engagement Approval of the Personal Development Plan Must be completed in Workplace Task 10 Name TF Work role Project manager Review comments, if any Following the professional development, you will need to apply the communication information and abilities you learned at work and track your progress. Approved [Signature of specific personnel] TF Date and time of signature 15/06 results in my work Practice more focus and patient Personal Goal daily practices and training 2 months Manager will check the results in my work Email and meeting 16/06 The improvement day by day Keep doing