Explain agreed ways of working with employer (2.2.5) 11. Explain how own role fits within the delivery of the service provider (3.3.1) 12. Explain the effect of own role on service provision (3.3.2) 13. Describe how own role links to the wider sector (3.3.3) 14. Describe the main roles and responsibilities of representative bodies that influence the wider sector 15.
Section 1: Rights and responsibilities at work This section will help you to evidence Learning Outcome 1: Know the employment rights and responsibilities of the employee and employer Learning objective Place in Assessment 1.1 Identify the main points of contracts of employment Question 1 Page 1 1.2 Identify the main points of legislation affecting employers and employees Question 2 Page 2 1.3 Identify where to find information on employment rights and responsibilities both internally and externally Question 3 Page 3 1.4 Describe how representative bodies can support the employee Question 4 Page 3 1.5 Identify employer and employee responsibilities for equality and diversity in a business environment Question 5 Page 3 1.6 Explain the benefits of making sure equality and diversity procedures are followed in a business environment Question 6 Page 3 1. Identify four main points that would be included in a contract of employment. If possible, use an example contract to support your answer (feel free to obscure any confidential information). [1.1] Points that would be in a contract of employment could be, you’re contracted working hours, your employer providing a safe working environment, you’re salary and employment rights. 2a) List three key points of legislation that affect employers in a business environment.
B. corporate culture can be managed by directly modifying the observable culture, shared values, and common assumptions that deal with issues of external adaptation. C. good managers are able to help build resilient cultures in situations where the features of strong cultures are absent. D. corporate culture can be managed by using organizational development techniques to modify specific elements of the culture that address both external adaptation and internal integration. 5) The __________ culture includes the unique stories, ceremonies, and corporate rituals that make up the history of the firm or a group within it. A. observable B. shared C. latent D. common 6) Organizations are encouraged to develop a dominant and coherent set of __________.
Performance Management Framework Romonda M Harrison HRM/531 March 24, 2014 Performance Management Framework Introduction Creating a performance management framework ensures that Clapton Commercial Construction will achieve its business venture goals. A critical tool for a company is its performance management. It gives the employees an opportunity to succeed and for the organization to prosper. Outlined are recommendations that we here at Atwood and Allen consulting feel should be utilized to maximize the potential this company has. Performance Management For any business to be successful it is imperative that they implement a performance management framework.
When you think about HRM what is the first thing that comes to your mind. Do you believe that HRM focus on compensation and benefits, safety and health or recruitment inside of a company? In reality all of these components and more are needed to contain a excellent HRM. An effective human resource management process sets the foundation for excellence. By focusing attention on setting understandable performance expectation, it will help the employees know what is expected of them to be successful on the job.
Manager’s report to work at their own set time and employees follow suit. Employees make decisions hoping the decision made is the same as the manager would make. The behavior of the employees affects the productivity, performance, and atmosphere of the company. Creating a policies and procedures manual is a way of documenting rules and regulation that the company believes will create a positive environment that leads to a successful business. R. Wayne Pace found three key elements helped company’s structure successful policies: creating the system, maintaining the system, and improving the system (Pace, 2012).
What does this mean and how can you, as a leader, promote ethical workplace behaviours? Submit your answer for assessment. Managers focus on operations, leaders work with people to encourage them to use their own initiative and improve their skills. Manager is a designated position - positional power. Leadership is a personal characteristic - personal power.
Affecting Change Paper Jenea M. Smith LDR 531 March 21, 2011 John Thompson Affecting Change Paper Leadership can be defined as the ability to encourage and persuade others to work towards achieving a goal. Leaders are individuals who are concerned with doing the right thing, and managers are individuals who are concerned with doing things right. Leaders of companies and organizations are often faced with challenges of motivating employees to adjust to cultural changes and organizational structural. In large companies or organizations, the efficiency of managers depends on the influence they have over their subordinates, as well as their peers and superiors. Smith and Falmouth is a mid-size tele-shopping and mail order network
Career Plan Building Activity ― Work Culture Preferences BCOM 275 How can knowing your ideal work culture help you in determining appropriate channels for communication? * * Work culture is the cohesiveness that connects employees within an organization. A positive work culture generates the foundation of its success. Since work cultures differ between organizations, it is important to know how to communicate and maintain effectiveness. Organizations differ in personality and style, and can influence how employees work with each other; and how decisions are made.
Week Three Learning Team Reflection As a team member, the lines of communication must remain open. In most corporate environments, managers often find that delegation presents as key to tackling his or her increasing responsibilities and in meeting company objectives. Effective delegation requires the delegator to identify the right person for the job. First clarifying to the associate what he or she wants the individual to do remains essential to effective delegation. Next, specify the range of employee discretion and allowing employees to become a part of the business will help the employees understand why the company has to make decisions for individual jobs.