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Business Admin Level 2 Unit 1

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Business Admin Level 2 Unit 1
Unit one: Principles of personal responsibilities and working in a business environment


You should use this file to complete your Assessment.
• The first thing you need to do is save a copy of this document, either onto your computer or a disk
• Then work through your Assessment, remembering to save your work regularly
• When you’ve finished, print out a copy to keep for reference
• Then, go to and send your completed Assessment to your tutor via your My Study area – make sure it is clearly marked with your name, the course title and the Unit and Assessment number.

Please note that this Assessment document has 8 pages and is made up of 7 Sections.

Name: Edward Vaughan

Section 1 – Know the employment rights and responsibilities of the employee and employer

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).

Four main points included on a contract are:

1. Term of employment 2. Compensation and Benefits 3. Duties and Responsibilities 4. Termination of Employment

An example is seen below:

|This Executive Employment Agreement ("Agreement") is made and effective this [date], by and between [company] ("Company") and [executive]|
|("Executive"). |
|NOW, THEREFORE, the parties hereto agree as follows: |
|1. Employment. Company hereby agrees to initially employ Executive as its [title] and Executive hereby accepts such employment in |
|accordance with the terms of this Agreement and the terms of employment applicable to regular employees of Company. In the event of any |
|conflict or ambiguity between the terms of this Agreement and terms of employment applicable to regular employees, the terms of this |
|Agreement shall control. Election or appointment of Executive to another office or position, regardless of whether such office or |
|position is inferior to Executive's initial office or position, shall not be a breach of this Agreement. |
|2. Duties of Executive. The duties of Executive shall include the performance of all of the duties typical of the office held by |
|Executive as described in the bylaws of the Company and such other duties and projects as may be assigned by a superior officer of the |
|Company, if any, or the board of directors of the Company. Executive shall devote his entire productive time, ability and attention to |
|the business of the Company and shall perform all duties in a professional, ethical and businesslike manner. Executive will not, during |
|the term of this Agreement, directly or indirectly engage in any other business, either as an employee, employer, consultant, principal, |
|officer, director, advisor, or in any other capacity, either with or without compensation, without the prior written consent of Company. |
|In addition to the duties described herein, Executive is also authorized and directed to do the following: [list any other specific |
|duties and authorizations]. |
|3. Compensation. Executive will be paid compensation during this Agreement as follows: A. A base salary of [salary, e.g. $75,000 |
|(seventy-five thousand dollars)] per year, payable in installments according to the Company's regular payroll schedule. The base salary |
|shall be adjusted at the end of each year of employment at the discretion of the board of directors. |
|B. An incentive salary equal to [list incentive pay rate] of the adjusted net profits (hereinafter defined) of the Company beginning with|
|the Company's year end [list first year of incentive salary] and each fiscal year thereafter during the term of this Agreement. "Adjusted|
|net profit" shall be the net profit of the Company before federal and state income taxes, determined in accordance with generally |
|accepted accounting practices by the Company's independent accounting firm and adjusted to exclude: (i) any incentive salary payments |
|paid pursuant to this Agreement; (ii) any contributions to pension and/or profit sharing plans; (iii) any extraordinary gains or losses |
|(including, but not limited to, gains or losses on disposition of assets); (iv) any refund or deficiency of federal and state income |
|taxes paid in a prior year; and (v) any provision for federal or state income taxes made in prior years which is subsequently determined |
|to be unnecessary. The determination of the adjusted net profits made by the independent accounting firm employed by the Company shall be|
|final and binding upon Executive and Company. The incentive salary payment shall be made within thirty (30) days after the Company's |
|independent accounting firm has concluded its audit. If the final audit is not prepared within ninety (90) days after the end of the |
|fiscal year, then Company shall make a preliminary payment equal to fifty percent (50%) of the amount due based upon the adjusted net |
|profits preliminary determined by the independent accounting firm, subject to payment of the balance, if any, promptly following |
|completion of the audit by the Company's independent accounting firm. The maximum incentive salary payable for |
|any one year shall not exceed [maximum incentive compared to base] of the then applicable base salary of Executive. |
|4. Benefits. A. Holidays. Executive will be entitled to at least [number of paid holidays] paid holidays each calendar year and [number |
|of personal days] personal days. Company will notify Executive on or about the beginning of each calendar year with respect to the |
|holiday schedule for the coming year. Personal holidays, if any, will be scheduled in advance subject to requirements of Company. Such |
|holidays must be taken during the calendar year and cannot be carried forward into the next year. Executive is not entitled to any |
|personal holidays during the first six months of employment. |
|B. Vacation. Following the first six months of employment, Executive shall be entitled to [number of vacation days] paid vacation each |
|year. |
|C. Sick Leave. Executive shall be entitled to sick leave and emergency leave according to the regular policies and procedures of Company.|
|Additional sick leave or emergency leave over and above paid leave provided by the Company, if any, shall be unpaid and shall be granted |
|at the discretion of the board of directors. |
|D. Medical and Group Life Insurance. Company agrees to include Executive in the group medical and hospital plan of Company and provide |
|group life insurance for Executive at no charge to Executive in the amount of [amount of group life insurance] during this Agreement. |
|Executive shall be responsible for payment of any federal or state income tax imposed upon these benefits. |
|E. Pension and Profit Sharing Plans. Executive shall be entitled to participate in any pension or profit sharing plan or other type of |
|plan adopted by Company for the benefit of its officers and/or regular employees. |
|F. Automobile. Company will provide to Executive the use of an automobile of Executive's choice at a gross purchase price not to exceed |
|[maximum purchase price]. Company agrees to replace the automobile with a new one at Executive's request no more often than once every |
|two years. Company will pay all automobile operating expenses incurred by Executive in the performance of an Executive's company duties. |
|Company will procure and maintain in force an automobile liability policy for the automobile with coverage, including Executive, in the |
|minimum amount of $1,000,000 combined single limit on bodily injury and property damage. |
|G. Expense Reimbursement. Executive shall be entitled to reimbursement for all reasonable expenses, including travel and entertainment, |
|incurred by Executive in the performance of Executive's duties. Executive will maintain records and written receipt as required by the |
|Company policy and reasonably requested by the board of directors to substantiate such expenses. |
|5. Term and Termination. A. The Initial Term of this Agreement shall commence on [start date] and it shall continue in effect for a |
|period of [initial term]. Thereafter, the Agreement shall be renewed upon the mutual agreement of Executive and Company. This Agreement |
|and Executive's employment may be terminated at Company's discretion during the Initial Term, provided that Company shall pay to |
|Executive an amount equal to payment at Executive's base salary rate for the remaining period of Initial Term, plus an amount equal to |
|[sevarance pay during initial term] of Executive's base salary. In the event of such termination, Executive shall not be entitled to any |
|incentive salary payment or any other compensation then in effect, prorated or otherwise. |
|B. This Agreement and Executive's employment may be terminated by Company at its discretion at any time after the Initial Term, provided |
|that in such case, Executive shall be paid [severance pay after initial term] of Executive's then applicable base salary. In the event of|
|such a discretionary termination, Executive shall not be entitled to receive any incentive salary payment or any other compensation then |
|in effect, prorated or otherwise. |
|C. This Agreement may be terminated by Executive at Executive's discretion by providing at least thirty (30) days prior written notice to|
|Company. In the event of termination by Executive pursuant to this subsection, Company may immediately relieve Executive of all duties |
|and immediately terminate this Agreement, provided that Company shall pay Executive at the then applicable base salary rate to the |
|termination date included in Executive's original termination notice. |
|D. In the event that Executive is in breach of any material obligation owed Company in this Agreement, habitually neglects the duties to |
|be performed under this Agreement, engages in any conduct which is dishonest, damages the reputation or standing of the Company, or is |
|convicted of any criminal act or engages in any act of moral turpitude, then Company may terminate this Agreement upon five (5) days |
|notice to Executive. In event of termination of the agreement pursuant to this subsection, Executive shall be paid only at the then |
|applicable base salary rate up to and including the date of termination. Executive shall not be paid any incentive salary payments or |
|other compensation, prorated or otherwise. |
|E. In the event Company is acquired, or is the non-surviving party in a merger, or sells all or substantially all of its assets, this |
|Agreement shall not be terminated and Company agrees to use its best efforts to ensure that the transferee or surviving company is bound |
|by the provisions of this Agreement. |
|6. Notices. Any notice required by this Agreement or given in connection with it, shall be in writing and shall be given to the |
|appropriate party by personal delivery or by certified mail, postage prepaid, or recognized overnight delivery services; |
|7. Final Agreement. This Agreement terminates and supersedes all prior understandings or agreements on the subject matter hereof. This |
|Agreement may be modified only be a further writing that is duly executed by both parties. |
|8. Governing Law. This Agreement shall be construed and enforced in accordance with the laws of the state. |
|9. Headings. Headings used in this Agreement are provided for convenience only and shall not be used to construe meaning or intent. |
|10. No Assignment. Neither this Agreement nor any or interest in this Agreement may be assigned by Executive without the prior express |
|written approval of Company, which may be withheld by Company at Company's absolute discretion. |
|11. Severability. If any term of this Agreement is held by a court of competent jurisdiction to be invalid or unenforceable, then this |
|Agreement, including all of the remaining terms, will remain in full force and effect as if such invalid or unenforceable term had never |
|been included. |
|12. Arbitration. The parties agree that they will use their best efforts to amicably resolve any dispute arising out of or relating to |
|this Agreement. Any controversy, claim or dispute that cannot be so resolved shall be settled by final binding arbitration in accordance |
|with the rules of the American Arbitration Association and judgment upon the award rendered by the arbitrator or arbitrators may be |
|entered in any court having jurisdiction thereof. Any such arbitration shall be conducted in [location of arbitration], or such other |
|place as may be mutually agreed upon by the parties. Within fifteen (15) days after the commencement of the arbitration, each party shall|
|select one person to act arbitrator, and the two arbitrators so selected shall select a third arbitrator within ten (10) days of their |
|appointment. Each party shall bear its own costs and expenses and an equal share of the arbitrator's expenses and administrative fees of |
|arbitration. |
|IN WITNESS WHEREOF, the parties hereto have executed this Agreement as of the date first above written. |
|[company signature block] [executive signature block |

2a) List three key points of legislation that affect employers in a business environment

• Health and Safety • Data Protection • Pay and Pensions

2b) List three key points of legislation that affect employees in a business environment

• Entitlement to an itemised pay statement

• Entitlement to the National Minimum Wage

• Protection against unfair dismissal at work.

3. Identify a range of places where a person can find information on employment rights and responsibilities. You should identify at least two internal and two external sources of information.

Internal sources include: Line managers, personnel specialists, informed colleagues, staff association representatives and trade union representatives

External sources include: libraries, Citizens Advice Bureaux, legal professionals, educational establishments/courses, trade unions (regional and/or head office), chambers of commerce, employer/industry organisations, ACAS, Business Link, Government, and the Equality and Human Rights Commission

4. Describe how representative bodies can support employees.

Employees can receive help and support in the workplace through representative bodies. These could be trade union or non-trade union. This can be done by:

• Information. This concerns the employer transmitting data to employee representatives. In many member states, works councils or similar employee representative institutions have rights to information, for example: *Updates on significant financial and business events (for example, the yearly balance sheet, mergers and takeovers), *regular information sessions on the progress of the company.

• Consultation. These are rights to be informed of planned measures in advance and to have an opportunity to express an opinion before their implementation. The requirements are structured differently depending on the member state. There are often consultation rights relating, for example, to the following: *Changes to the company's legal status, *the removal, expansion or downsizing of areas of the company or business, *the introduction of new technologies.

• Co-determination. Co-determination rights apply where the consent of the works council is a mandatory requirement for undertaking particular measures. In Germany, enforceable co-determination has developed to a very wide degree. However, in most member states (including Spain and Italy), it does not exist.

It should be noted that in member states where enforceable co-determination rights do not exist, there are other ways of exerting influence (for example strikes, collective bargaining policy or considerably lengthening negotiations with employers, such as in France). In addition, information and consultation rights can be structured in a very formal way so that the process leading up to the employer implementing a measure can take as long as a co-determination right. Another important factor is inclusion and making sure that companies offer workers a chance to voice opinions and concerns, Dunn said. Participation by work councils and representative bodies can be particularly helpful in moving employees through the transition and giving them a channel for their feedback, the research found. In fact, 82% of those surveyed said that representative bodies played a crucial role. If companies fail to communicate outsourcing changes, they risk losing employees, the poll found, with 29% of those surveyed saying they would seriously consider changing jobs if the process wasn't managed effectively.

5. Briefly describe employer and employee responsibilities for equality and diversity in a business environment. You should give at least two employer responsibilities and two employee responsibilities.

Employers can ensure equality and diversity by:

*Training staff on equality and diversity topics

*Developing procedures to address equality and diversity issues

*Ensure that line managers appreciate diversity and promote fair treatment

Employee can ensure equality and diversity by:

*Being sensitive to others – this is very important in a diverse and equal working environment.

*Be aware of the judgments you make

*Focus on actual people rather than the ‘label’ which may be put on them

*Always look for positive attributes in people

*Be willing to learn about ‘different’ people

*Recognize differences of opinion

*Treat people with the respect you would expect.

If possible, provide relevant equality and diversity procedures from your workplace (or place of study) to support your answer. These documents should be annotated to highlight the relevant sections.
Below is a sample equality and diversity procedures document for
Page 2 shows the relevant section.

6. Briefly explain the benefits of making sure equality and diversity procedures are followed in a business environment. Your answer should include one benefit for the employer, one benefit for the employee and one benefit for the overall organisation.

The benefits of equality and diversity include:

*It allows people with different experiences/perspectives to learn new things (for the employer)

*People feel that they are fairly treated (for the employee)

*An equal and diverse organization is likely to have a more competent, motivated and productive workforce (for the overall organization)

Section 2 – Understand the purpose of health, safety and security procedures in a business environment

1. Identify employer and employee responsibilities for health, safety and security.

Employers must ensure they follow the procedures:

The Health and Safety at Work etc Act 1974 is most important piece of legislation on health and safety. It states that employers have a legal duty to ensure that their working environment is safe and secure for employees and anyone else affected by the work they do. Some legislation may be specific to a particular job role, for example:
UK Display Screen Equipment (DSE) Regulations apply to the use of computer monitors in IT.
Working Time Directive and Working Time Regulations cover the maximum weekly working hours.

Some legislation relates to security and confidentiality, for example:
The Data Protection Act 1998 ensures that all employers who process data on individuals are listed in the register of data controllers.
The Copyright, Designs and Patents Act 1988 protects the rights of people who create original works. Another point to note is that: Employers must ensure, as far as is reasonably practicable, the health, safety and welfare of employees and those affected by their work. Other Health and Safety regulations such as the Management of Health and Safety at Work Regulations 1999 - this act requires employers to display official posters for example giving basic information on health and safety law so the staffs are always aware of the requirements of the health and safety acts.

Employee’s responsibilities for health, safety and security include:

Personal conduct: not wearing dangerous clothing/jewelry, not being under the influence of alcohol/drugs, not turning up for work tired
Awareness and observation: noticing what happens in your working environment, being aware of potential hazards
Personal actions: being willing to take action to ensure the safety of others
Prompt reporting: taking time to find out where responsibilities lie, and making sure the appropriate person is aware if something has potential to cause harm – never assume an issue is too small to report!

If possible, provide relevant health, safety and security policies / documents from your workplace (or place of study) to support your answer. These documents should be annotated to highlight the relevant sections.

Below is a sample health and safety document from the al- aqsa school
(The website is: – the relevant section is already included.

Health and Safety Procedures
Reviewed October 2010
Date of next review: February 2011
Accident prevention, reporting and investigation • Vigilance by all staff and pupils to identify potential sources of accidents.
Such sources, when identified, are to be written in the Health and Safety book (located in the front office), dated and signed. • The caretaker or Head Teacher will remedy as far as is reasonably possible all potential hazards (or arrange for this to be done) as soon as possible and countersign the entry. • Reporting accidents in writing to senior management. • Recording accidents in the school Accident Book (located in the front office). • Prompt investigation of accidents by management in order to establish the cause and effect remedial measures, insha'Allah.
Electrical safety • Careful siting of all electrical equipment to avoid trailing leads or other hazards. Use of heavy-duty rubber lead covers when leads have to go across any access way. • Regular discussion of electrical safety with pupils. • Annual inspection and testing (PATs) of all electrical equipment, insha'Allah.
Playground safety • Supervision of playground during all breaks. • School rules about playground behaviour to maximize safety.
Safety medical conditions • The use of hygienic first aid practices by all staff. • Regular liaison with the school doctor (Dr.Khalid Waraich; full address and contact details are on the office notice-board). • Parents are required to provide a written request for any medicines to be administered by staff during school hours. However, this is a voluntary act by staff and they cannot be forced to administer any medicine. Staff should be trained if any such administration of medicine requires specialist knowledge and skills. • Medicines to be given to the office staff. Bottles, etc, should be marked clearly with the patient's name and dosage. • Prescribed medication can only be given at the written request of the parent or guardian who has parental responsibility for the child in question. Non-prescription medication may be administered at the discretion of the school. • Written records of all medication must be kept. • KS2 children should keep prescribed inhalers readily available. KS1 children should put clearly labelled inhalers in the school office where they can be reached easily when required. • The school should be notified of any particular medical problems relating to pupils. This is a requirement on the application form.
Personal Hygiene • Personal cleanliness is very important in Islam. Both the Qur'an and Sunnah stress this (The Prophet (peace be upon him), said: "Cleanliness is half of Iman." ?Sahih Muslim) • Great emphasis must be placed on pupils washing properly after using the toilet (istinja) and making correct wudhu (ablution).
Fire Drill • A timed Fire Drill should be held at least once a term and the details recorded. • The management is responsible for the maintenance of fire alarms and firefighting equipment.

This Health and Safety Procedures document complies with the Statutory framework.

Top of Form
Bottom of Form

2. Explain the purpose of following health, safety and security procedures in a business environment.

Health, safety and security procedures clarify ‘who’ is responsible for ‘what’. This ensures that an organization has a structure to ensure a secure, safe and healthy business environment for everyone. It is important to follow health, safety and security procedures for the following reasons:

*Legal reasons: Failure to follow health and safety procedures can result in reprimands, fines, closures and even prison sentences.

*Organizational rules: If staff or management fail to follow legal requirements, they could be subject to disciplinary procedures.

*Moral reasons: Employers and employees have a moral obligation to follow health and safety procedures to ensure no one comes to any harm.

*Economic reasons: Economic consequences of not following procedures include fines for breaking the law, compensation payments to customers or staff, loss of customers who are aware that health and safety procedures are not being followed, increased costs and, potentially, even the whole organization being shut down.

3. Describe three different ways of maintaining a safe and secure business environment.

There are many simple things that you can do in order to maintain a secure and confidential environment. A few examples include: 1.Not allowing computer screens to be overlooked by unauthorized people 2. Ensuring confidential documents are only accessed by authorized people 3.Using computer passwords that are not easy to guess and complying with your organization’s security procedures.

Section 3 – Understand how to communicate effectively with others

1. Complete the table below with descriptions of different methods of communication. You should include two verbal, two non-verbal and two written methods of communication.

|Methods of communication |Description |
|Verbal communication |1. Focus on a person when communicating to ensure the person has |
| |your attention. This will give way for a better understanding of the|
| |message be conveyed. |
| | |
| | |
| |2. Ensure you have enough time to give and receive information. It |
| |is not good to have a discussion in a hurry; as this puts pressure |
| |on the sender to deliver the message. A convenient time should be |
| |agreed upon to have proper dialog. |
| | |
| | |
|Non-verbal communication |1. Have the appropriate tone of voice. The tone of your voice can |
| |relay a number of emotions to the sender or receiver of the message.|
| |Your voice tone should always be kept in check for business |
| |conversations. |
| | |
| | |
| |2. Using facial expression to show feelings about an issue. Facial |
| |expressions are the first thing people see before a tone of voice. |
| |It can show pleasure, disgust, agreement or disagreement. |
| | |
| | |
|Written communication |1. Make use of Headings and Sub-headings to break down information. |
| |This will allow information to be easily understood. |
| | |
| | |
| |2. Ensure to date your document, and check spelling, punctuation and|
| |grammar. Make sure your dates are current to the appointed agenda. |
| |It is also very important to check for not only errors but fragment |
| |statements. Make sure you also use the correct words in your |
| |sentences as sometimes the spell checker will not pick up the wrong |
| |word if the word is a correct word. For example: using wright |
| |instead of write, or no instead of know. |
| | |
| | |
| | |

2. Using two specific examples, explain how to choose the most appropriate method of communication to meet your needs and the needs of others.

1. Example for Formal Communication

Formal communication includes all the instances where communication has to occur in a set formal format. Typically this can include all sorts of business communication or corporate communication. The style of communication in this form is very formal and official. Official conferences, meetings and written memos and corporate letters are used for this form of communication. Formal communication can also occur between two strangers when they meet for the first time. Hence, formal communication is straightforward, official and always precise and has a stringent and rigid tone to it.

2. Example for Informal Communication

Informal communication includes instances of free and unrestrained communication between people who share a casual rapport with each other. Meeting in a social setting, sending and receiving instant text messages, online chat via a community website are some examples. Informal communication requires two people to have a similar wavelength and hence occurs between friends and family. Informal communication does not have any rigid rules and guidelines. The conversations need not necessarily have boundaries of time, place or even subjects for that matter since we all know that friendly chats with our loved ones can simply go on and on.

3. Describe at least two ways of actively listening.
You can show that you are actively listening by doing any of the following actions below:

*Stop working to understand what is being said.

*Stop watching TV.

*Stop reading.

*Look at the person.

*Keep a good distance between you and the speaker.

*Don't turn away from the speaker.

*Nod your head and make statements such as "I understand," and "I see what you mean" to show the speaker you truly understand what he/she is saying. If you don't understand, let the person know that.

*Don't fake listen! Repeat back phrases to clarify what the person is saying. Act like you are interested and ask questions to show that you are interested in what the person is saying. Don't interrupt the speaker.

Section 4 – Understand how to work with and support colleagues

1. Explain the purpose of agreeing standards for your own work. Give at least two reasons.

*If the individual employee doesn’t have a standard of work then it is difficult for them to know what they should be doing and when, making it tricky for them to monitor their performance.

*If the standards of work are set for managers and employees then each party knows clearly what output is expected, and progress and performance can be accurately measured.

*Colleagues depend on one another in order to receive inputs and provide outputs, the work standard for employees needs to be consistently good to enable the business to function efficiently.

2. Explain the purpose of taking on new challenges and being able to adapt to change at work.

Good businesses constantly improve and adapt to new technologies and challenges. Sometimes this change can happen suddenly and unexpectedly. It is important to deal with these changes positively. Reasons for change within an organization include: *Changing requirements of customers *Introduction of new technologies and working practices *Social and legal changes that influence the organization *New colleagues/managers entering the organization. In my work experience I have had to take on new challenges and adapt to change. I can remember when I was working in a store as a customer service representative; and a new point of sale systems was being installed. The store was also relocating some of its departments to the upstairs floor. I found it difficult to learn the new POS system as I was required to learn it in a short space of time. Everything in the store was just changing at a very fast pace; how could I keep up? I got good support from my senior colleagues and this made the transition flow more smoothly. I eventually got used to the system with trial and error and I understood the importance of changing up the store.

3. Explain the purpose of treating others with honesty and consideration.

The behavior of one person is likely to influence another. If you want honest, trustworthy and helpful colleagues, you must behave in the same way towards them. This encourages good working relationships and a more pleasant and efficient working environment. Honesty involves telling the truth and keeping to your word, even when it is difficult to do so. Respect involves recognizing differences and appreciating and tolerating them. Consideration involves listening to other people’s views, looking for positives and not ignoring people’s views.

Section 5 – Know how to plan own work and be accountable to others

1. Explain the purpose of meeting work standards and deadlines when completing tasks in a business environment.

Setting clear standards and deadlines enables people to complete work effectively. If there are no standards or they are vague, this can lead to confusion and problems.
Customers and clients may not get the service they expected. If standards are not met, there is a risk of inefficiencies and delays which can be damaging to businesses. If the customer does not get what they want, they will go elsewhere when they want it again. If work standards and deadlines are not met; then key outcomes will not be achieved.

2. Describe two different methods that you can use to plan your own work in a business environment.

Planning your work is important in a working environment as it allows you to be accountable to others. One method to plan your work is by following these rules: *Plan your daily workload, * Prioritize your tasks appropriately, *Deliver your workload, *be flexible when changes occur (If plans must change, make sure to notify people this could affect).

Another method involves procedures to plan in a group setting. In business, people often have to work as part of a team. A systematic approach should be taken to ensure that high-priority tasks and critical activities are identified.
*Know your objectives – consider your outcomes, *Identify actions and timings working backwards from the final objectives, Allocate responsibilities.

3. Describe ways of keeping other people informed about progress and compare their effectiveness. What are the benefits and drawbacks of each approach?

Keeping people informed of your progress

Keeping people informed of progress has many benefits and can be done through:
Open communication mediums such as mobile phones, online video conferencing, emailing samples of work, and weekly meetings. Mobile phones are a good to relay quick messages, but no very good for a detail analysis of work to be presented. Online video conferencing is more effective than the mobile phones as the relevant staff will be able to hear and see what you have to present. Emailing is useful to give further details on a topic by sending samples of work or relevant links to sites with further information on the topic. Weekly meetings keep people up to date on your current progress in a timely and effective manner and this method should be encouraged for professionals. From weekly meetings senior managers can analyze the problems.

Section 6 – Understand the purpose of improving own performance in a business environment and how to do so

1. Explain the purpose of continuously improving your performance in a business environment.

It’s important to continuously improve your own performance in a business environment. All businesses want to produce the highest quality goods and services whilst being as efficient as possible. Business performance ties in with employee performance:

Improvement – organizational improvement encourages individual improvement

Progression – people who continually improve progress faster

Rewards – people who improve what they do earn higher rewards

Job satisfaction – people who continually improve have greater job satisfaction

2. Describe at least two ways of improving your performance at work. Where relevant, illustrate your answer with specific examples from your own experience.

Ways of improving your own performance in a business environment Learn from your mistakes.

*Learn from your mistakes: the best way to deal with making mistakes is to try to solve the problem and identify ways you can avoid making the mistake again. Systematically working out new ways to improve things will be beneficial to the business. There was one time when I was working in a food factory and I mixed the wrong ingredients in the machine. My mistake was spotted and my mistake made me more focused in ensuring a better product.

*Learn from others: Team leaders, managers and supervisors will all observe your work performance. They may point out areas of improvement to you. You should take this feedback on board positively. When I just started out at factory I used to make tasks very difficult because I lacked experience. I learnt from senior working colleagues and now know a simple way how to carry out various tasks.

3. Briefly describe at least two different types of career pathways that may be available to you.

Working as a Web Designer makes me understand the importance of progress. I start out with basic knowledge of design concepts, but as I become more experienced by practicing and listening to experts; I develop my skills set. Having enough skills and knowledge with a strong portfolio I can apply for senior designer positions in firms. This can happen after I complete my training and have proven competency.

If I am working as a software trainer within an organization I can become a senior trainer based on my track record and experience. It would be important to always upgrade my skills and have a firm understanding of the relevant software that needs to be taught..

Section 7 – Understand the types of problems that may occur in a business environment and how to deal with them

1. Identify at least two different types of problems that can occur in a business environment.

1. There can be a misunderstanding with instruction given leading to a wrong product being supplied causing hence the original order has to be done within a given deadline. 2. The business can be changing and the employees have problems adapting to the change. Disagreements can arise causing strike actions and no productivity.

2. Complete the table below by describing at least two specific problems that can occur at work and how they can be dealt with.

|Problem |Dealing with the problem |
|1. |Get treatment from the company nurse |
|Minor accidents |And get check at the hospital if necessary |
| | |
| | |
|2. |Get someone who speaks a similar language along with English to |
|Language barrier |interpret the message |
| | |
| | |

3. Complete the table below by listing at least two problems you are able to deal with yourself and two problems you would need to refer to others to deal with (and how you would refer these problems).

|Problems I can deal with: |Problems I would need to refer to others: |How are problems referred to others? |
|1. Demonstrating how to carry out basic tasks|1. Demonstrate how to operate a machine to a |I would inform my line leader so that the |
|for new people |new worker |appropriate person could demonstrate. |
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|2. Telling new workers how to take care of |2. Noticing signs of sickness in colleagues |I would inform my line leader and he/she |
|themselves while working (based on my |and sending them for a break |would inform the manager |
|experience) | | |
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Once you have completed all 7 Sections of this Assessment, go to and send your work to your tutor for marking.

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