Outcome 1, AC 1, 2, 3- table
Complete all columns in the table below.
Functions/skills of management
Functions/skills of leadership
Differences between management and leadership
Identifying workloads, responsibilities, collective goals.
Delegating tasks and responsibility and ensuring employees work together to meet personal and workforce goals. Planning Staffing requirements and rota’s
Recruitment, selection & placement.
Training & development.
Ensuring employees are performing their roles to a high standard. Taking disciplinary action if and when required
Ensuring legal obligations are met
Setting objectives for the team and the individual
Planning SMART objectives and making sure the team are aware of them and motivated to meet them. Communicating and ensuring open channels of communication.
Team Building supporting team members to achieve the goal as a collective Evaluating performance and using training to support team members to build on weaknesses. Motivating members of the team through smaller goals, praise, and reinforcement. Organising and ensuring that strengths and weaknesses of the team are accounted for. Showing commitment and enthusiasm and working within the team to support its members to reach their objective.
Being a leader is a skill of a good manager however you can be a manager without being a leader. Some managers can identify workloads, delegate and supervise but they do not inspire, motivate and lead effectively. In some cases the lack of leadership can be negated by a strong and motivated team however in other cases it can cause a team to fracture and not succeed to meet their objective.
Outcome 2, AC 1– written question
Describe the methods of allocating work to others?
Why is planning and agreement of these important?
In order to allocate work to teams and individuals, you need to decide with your team how to distribute tasks and responsibilities. You need to make sure this allocation makes best use of their strengths, and provides opportunities for employees to learn and develop in their roles. You need to make it clear what is expected of team members and check their commitment to their work.
By planning this with team members both as a group and individually you will promote ownership of roles and increase each members dedication to meeting their individual and group objectives. Team members can request training to develop their knowledge and aspire towards more responsibility and greater tasks.
Outcome 2, AC 2 – table
Complete all columns within the table below.
Types of conflict
Ways of managing conflict
Outcomes to managing conflict in this way
1. Interdependence Conflicts. For example key worker / case holder, both employees rely on the other to complete their tasks so they can effectively complete theirs. If one person in this relationship does not do their work the other cannot complete theirs. 2. Differences in Style. Employees may have different priorities or ideas around what is important when completing a task. They may be goal or person orientated. Neither may be wrong however lack of understanding of working styles can cause conflict. 3. Differences in Background/Gender. Conflicts can arise between people because of differences in educational backgrounds, personal experiences, ethnic heritage, gender and political preferences. 4. Differences in Leadership. Employees who change from one leader to another can become confused and irritated by the different leadership styles. They may be use to a directive leader and find it difficult to manage a more nurturing approach
Having a quiet word
Investigating the problem informally
Using internal procedures - for example, company procedures for dealing with grievances Improving the way you...
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