2. Work With Others.pptx forever and ever

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1. WORK WITH OTHERS Reasons why cooperation and good relationship are important

2. Working with others T he ability to effectively interact, cooperate, collaborate, and manage conflicts with other people in order to complete tasks and achieve shared goals

3. Seeking assistance from workgroup members There are many times when a problem arises that you cannot solve by yourself. If you cannot finish a task, then you slow down the whole group. It is then necessary to ask for assistance, by approaching others, for example your supervisor your coach or mentor your colleagues or other members of the team another member of the organization.

4. It is important to work together. This can happen in either a meeting, teleconference, face-to-face or online via the Internet. Developing effective workplace relations Teams A team is a group of people who are working together for a specific purpose. Often each person has a different skill that they bring to the group so that they complement each other and are able to complete a wide range of tasks. The team may consist of the entire business organization, a department or section, a group formed for a specific purpose which then disbands when the task is complete, or even a committee that meets every now and again. People are often members of a number of different teams at the same time.

5. Features and characteristics of successful teamwork include all members being committed to the goals of the team effective communication between team members so that each person understands what is expected of them each member co-operating with everyone and assisting others when they need help everyone being flexible with respect to the tasks they complete – the more multi-skilled a team, the more work will be completed within the designated time frames

6. sharing of ideas and everyone contributing to brainstorming activities, especially when problem solving everyone adopting a positive attitude people respecting differences in personal values and beliefs related to culture, religion and language .

7. It is important that your work performance is monitored and that you receive feedback that is constructive and encourages you to strive for improvement. Contributing to workgroup activities Providing support It is important to provide support to team members to ensure that workgroup goals are met. Providing support to team members may include

8. explaining or clarifying policies, procedures, instructions etc helping colleagues to complete tasks on time, especially if you have completed your own tasks ahead of schedule assisting with solving problems providing encouragement in order to foster a positive attitude providing feedback to another team member undertaking extra tasks if necessary

9. Work with others - Task Sheet 1.1.1 Self-Check 1.Use the following table to list the advantages and disadvantages of working in a team. Advantages Disadvantages                    

10. 2.In the table below, mark whether each characteristic best describes the team leader, a member of a team or both. Characteristic Team leader Team member Makes decisions     Solves problems affecting team progress     Positive attitude     Keeps the team focused    

11. Info Sheet 1.1.2 Understanding how to elicit and interpret feedback Use the Right Technology Conducting employee surveys is about more than asking questions and collecting responses. An effective employee survey platform offers a seamless way of soliciting employee feedback, analyzing results, and displaying trends. When the best of technology and talent management come together to form a dynamic employee survey solution, there’s an opportunity to better measure and act on employee feedback. And eliciting great feedback isn’t solely an HR responsibility. Employee survey software offers a secure way to hear and measure the voice of the employee, and it delivers the following benefits: Allows for specific questions to go to certain employee groups—for example, asking managers and individual contributors different sets of questions

12. Can be designed to deliver employee surveys on a preset schedule Offers employees more assurances of anonymity Includes dashboards and reports that boil down multiple data points, making the feedback easy to understand Allows employees to access cloud-based surveys from anywhere Make Questions Direct Confusing, vague questions will yield only vague feedback. Questions that ask more than one thing at a time or use terminology that employees don’t understand will also limit your opportunities to get direct feedback. Each survey question should always ask one thing, clearly, and without the risk for misinterpretation. That way, when you receive the feedback, it’s easier to understand and measure.

13. Some good ideas for asking direct questions include: Keep questions short and to the point. If the question looks like a paragraph, it’s not direct enough. Use simple language to ask questions. When in doubt, search for simple synonyms to describe a concept or idea. Avoid abbreviations or acronyms, unless they’re commonly used by all employees. Make Questions Objective Employee surveys are most effective when questions are objective and steer away from making assumptions about employees’ views. Survey questions should be neutral and refrain from leading employees to a certain response. For example, instead of asking, “How much do you like our new wellness benefits?” you’ll get more direct and honest feedback by asking, “What experience have you had with our new wellness benefits?” When faced with objective questions, employees are more likely to give an honest response rather than what they think you want to hear.

14. Don't Ask Yes/No Questions Just as in a job interview, open-ended questions reveal more direct and detailed feedback than a yes/no question. Open-ended questions give employees an opportunity to speak about what matters to them most, instead of limiting them to only two opposing response options. For example, asking, “What does it take to be successful here?” will elicit more direct feedback than asking, “Does your manager always position you for success?” A good rule of thumb is to avoid using terms such as “always,” “never,” or “every” and replace those terms with descriptors such as “how much” or “how often.”

15. Work with Others Task sheet 1.1.2 Directions: Enumerate some good ideas in asking questions. 1. 2. 3.

16. Info Sheet 1.1.3 Knowledge of workgroup member’s responsibilities and duties Types of Workgroups can be divided into two main types: A formal group in an organization is established by management to perform specific tasks in order to meet the goals of the organization. It may consist of a committee, a department, a section, or some other unit in the workplace. In these groups, relationships and procedures are regulated through formal processes, as in formal meetings. An informal group forms naturally around the workplace as, and when, the people involved feel like it. These could be ‘interest’ or ‘friendship’ groups.

17. Types of work teams : The terms ‘team’ and ‘group’ are often used in the same context, but, while a team can be classified as a group, a group may not conform to the specific criteria for a team. The key elements of a team are that members are operating within a charter. Members of a team see themselves as having specified roles, and they acknowledge that the team is accountable for achieving a specific organizational goal. A project work team is created to complete a particular task or project. Members are chosen because their qualifications and experience are useful to the team’s purpose. The members are chosen by management, and the team disbanded when the project is finished.

18. Responsibilities and duties in relation to workgroup members: Organizational code of conduct Organizational procedures and policies Supervision and accountability including OHS Job description and specification relevant to work role Using a courteous and helpful manner at all times Completing allocated tasks as and when required Seeking assistance from an appropriate person if difficulties arise Using active and effective listening and questioning to clarify instructions and responsibilities .

19. Member’s behavior: Behave in a courteous and helpful manner cooperation is necessary to work as a group or team in order to complete work tasks Mutual respect means treating other people as you would like to be treated yourself, including acknowledging other people’s cultural and religious beliefs. Cooperation is essential for developing the ability to relate effectively to management, customers/clients and colleagues, to work as a team and to communicate well at an interpersonal level. Reciprocal effort at a personal level means that if you have a quiet period you will help someone who has a deadline to meet, and they will then help you when you have a large volume of work. Develop effective workplace relationships

20. Work with Others Task sheet 1.1.3 Directions: Give what is being asked. 1. Responsibilities as a member. 2. What are the member’s behavior?

21. Info Sheet 1.1.4 Ability to relate to people from a range of social, cultural, ethnic backgrounds Cultural  competence is the  ability  of  a person  to effectively  interact , work, and develop meaningful relationships with  people  of various  cultural backgrounds .  Cultural background  can include the beliefs, customs, and behaviors of  people  from various  groups .

22. Patience and Understanding Working with colleagues in a multicultural environment requires a certain level of patience. People from different backgrounds often have different ways of approaching tasks and human interactions. These are neither right nor wrong, only different. Having the patience to take the time to fully understand where colleagues are coming from in different workplace scenarios can help you all work together more efficiently and effectively.

23. Respectful Acceptance Cultural differences range vast and wide, from religious beliefs to cultural norms. People from diverse backgrounds bring a number of different socially-acceptable professional and personal practices into the workplace. Whether or not you agree with your colleagues, it is important to respect their differences. This means restraining yourself from commenting on things you are unfamiliar with or don't particularly agree with and accepting your colleagues’ cultural backgrounds for what they are.

24. Leeway in Language Use People who don't speak your native language might inadvertently use words or phrases that you might find inappropriate for the workplace. Give colleagues with new language skills leeway in how they use their words. If you feel a colleague inadvertently offends customers due to inexperience with certain accepted customs and practices, discuss the issue privately with your human resources representative. This person is trained to deal with these types of situations in a professional and effective manner.

25. Willingness to Learn Working with people from other backgrounds exposes you to customs, cultures and practices you might never have otherwise come in contact with. A willingness to get to know your colleagues on a personal level will create a sense of goodwill in the workplace that can translate to better professional collaboration. Most people, when asked in an appropriate way, are more than happy to talk about differences between cultures. This can give you greater insight into why people think, behave and act the way they do. Be open to discussing your own background and cultural beliefs, provided these conversations don't tread into inappropriate workplace conversation. If you are unsure about what constitutes inappropriate workplace dialogue, consult your human resources representative.

26. Work with Others Task sheet 1.1.4 Question: What are the elements of communications? 1. 2. 3. 4.

27. LO2. Info Sheet 2.2.1 Contribute to the group activities Knowledge of the organization’s policies, plans and procedures POLICIES, PROCEDURES, PLANS, AND PRACTICES Policies Policies are "principles, rules, and guidelines formulated or adopted by an organization to reach its long-term goals" Policies are guiding principles about how business should be conducted, and they generally outline standards of conduct, conformity with legal responsibilities and guidelines, and consistent ways of handling situations. Policies should reflect the organization's mission and values.

28. Should: Be written in clear and simple language Include a clear statement of the reason for the policy Be approved by the Board of Directors, and include the date of approval on each policy Conform with all applicable laws (some policies may need legal review) Procedures Procedures are "the specific methods employed to express policies in action in day-to-day operations of the organization". It is extremely important that policies and procedures are consistent with each other. If a procedure contradicts a policy, neither the policy nor the procedure is valid. It is often suggested that procedures should be separate from policies, rather than included within policies, because procedures should be flexible and more easily changed than policies.

29. Should: Contain enough information so that a staff person knows what to do Be clearly written Conform to the requirements of any applicable policies and all relevant laws Be posted or distributed as specified in the relevant policy or procedure, and as common sense dictates Be reviewed and revised as needed to meet the agency's changing needs and conditions (again, ensure that any changes maintain consistency with policy or other requirements) Refer to positions rather than to specific staff members by name, so that they don't have to be changed with each personnel change.

30. It is recommended that several people (with different levels of knowledge) review and critique new procedures to ensure clarity. Written procedures should provide enough information so that additional verbal instructions are not necessary. Plans A plan differs from a set of procedures in that it is generally more specific as to who will do each task, and when it is to be done. Unlike a set of procedures, a plan may "name names" by identifying the people responsible for each item, and it should ordinarily include target dates and documentation of progress made. Many agencies have developed strategic plans, which often identify key objectives to be met over a specific time period, such as a year.

31. Should: Include specific objectives and the tasks necessary to accomplish those objectives Name the individuals or groups responsible for each task Provide dates by which tasks will be completed Specify how success will be measured or gauged, if appropriate Indicate progress toward objectives

32. Practices Practices are the way things are ordinarily done in a place of business. They may include formal procedures, but often they are the result of organizational culture and habits that have accumulated over time. They should be reviewed occasionally to determine whether they conform to the organization's mission, philosophy, policies, and formal procedures. Sometimes organizations "drift" into doing things in a particular manner that is not the most effective or ethical way of handling the situation.

33. Work with Others LO2. Task sheet 2.2.1 Question: Why policies and procedures are important?

34. Info Sheet 2.2.2 Importance of demonstrating respect and empathy in dealings with colleagues In the workplace,  empathy  can show a deep  respect  for  co-workers  and show that you care, as opposed to just going by rules and regulations. An  empathic  leadership style can make everyone feel like a team and increase productivity, morale and loyalty . The Importance of Empathy in the Workplace Why Empathy in the Workplace Matters It’s critical for companies to hire and develop more effective managers and leaders capable of moving their organization forward during both good and challenging times. That requires looking beyond traditional strategies for management development and cultivating the skills most important for success. One of those skills, perhaps unexpectedly, is empathy – a vital leadership competency.

35. The ability to be compassionate and connect with others is critical to our lives, both personally and professionally. Demonstrating empathy – a key part of  emotional intelligence and leadership effectiveness  – also improves human interactions in general and can lead to more effective communication and positive outcomes, in both work and home settings. 4 Ways Leaders Can Show Empathy/Respect in the Workplace 1. Watch for signs of overwork in others. Work burnout is a real problem today, and it comes at greater risk during times of intense stress and pressure. Many people are stressed, putting in more work hours than ever before and finding it difficult to separate work and home life.

36. 2. Show sincere interest in the needs, hopes, and dreams of other people. Part of leading with empathy involves working to understand the unique needs and goals of each team member and how to best match work assignments to contribute to both performance and employee satisfaction. Team members who see that their manager recognizes them in this way are more engaged and willing to go the extra mile. 3. Demonstrate a willingness to help an employee with personal problems. Lines between work and personal life are becoming increasingly blurred. Empathetic managers understand that their team members are dynamic individuals who are shouldering personal problems while having to maintain their professional responsibilities. They recognize that it’s part of their role to lead and support those team members when they need it most.

37. 4. Show compassion when other people disclose a personal loss. Real connections and friendships at work matter, and empathetic leadership is a tool that managers can use to establish bonds with those they’re privileged to lead. We’ve all been through personal loss, so even if we can’t relate to the specific loss our team member experiences, we can act empathetically and let them know they’re supported. How Organizations Can Encourage Empathy and Respect in the Workplace Some people are naturally more empathetic than others and will have an advantage over their peers who have difficulty expressing empathy. Most leaders fall in the middle and are sometimes or somewhat empathetic.

38. Fortunately, it’s not a fixed trait.  Empathy and Respect can be learned.  If given enough time and support, leaders can develop and enhance their empathy skills through coaching, training, or developmental opportunities and initiative: 1. Talk about empathy/respect in the workplace to signal its value. 2. Teach listening skills. 3. Encourage genuine perspective taking. 4. Cultivate compassion. 5. Support managers/leaders

39. Examples of How to Show Respect in the Workplace Treat people with courtesy, politeness, and kindness. Encourage coworkers to express opinions and ideas. Listen to what others have to say before expressing your viewpoint. Never speak over or interrupt another person. Listen and stop formulating rebuttals and responses in your mind when you need to focus on listening to the other person. Use peoples' ideas  to change or improve work . Let employees know that you used their idea or encourage them to implement it. Never insult, use name-calling, disparage, or belittle people or their ideas. Do not constantly criticize, judge, demean, or patronize a worker. A series of seemingly trivial actions added up over time constitutes  bullying .

40. Be  aware of your body language , tone of voice, and your demeanor and expression in all of your interactions at work. People hear what you're really saying in addition to listening to your words. Improve your ability to interact with coworkers and supervisors based on the awareness you've gained dealing with people and  your emotional intelligence . This will help you to relate with  empathy  and better understand those with whom you work. Treat employees fairly and equally. Treating people differently can constitute  harassment ,  discrimination , or a  hostile work environment . Include all coworkers in meetings, discussions, training, and events. While not every person can participate in every activity, do not marginalize, exclude or  leave out any one person . Provide an equal opportunity for employees to participate in committees, task forces, or  continuous improvement teams . Solicit volunteers and try to involve everyone. Offer praise more frequently . Encourage praise and  recognition among employees , as well as from supervisors.

41. Work with Others LO2. Task sheet 2.2.2 Question: Why respect and empathy importance in the workplace?

42. Info Sheet 2.2.3 Ability to read and understand the organization’s policies and work procedures Why It’s Important Following Policies and Procedures? Policies and procedures are an essential part of any organization. Together, policies and procedures provide a roadmap for day-to-day operations. They ensure compliance with laws and regulations, give guidance for decision-making, and streamline internal processes. Employees don’t always like the idea of having to follow the rules. But policy implementation is not just a matter of arbitrarily forcing employees to do things they don’t want to do. Following policies and procedures is good for employees and your organization as a whole.

43. The Importance of Following Policies and Procedures As your organization’s leaders create and enforce policies, it’s important to make sure your staff understands why following policies and procedures is critical. Positive outcomes of following policies and procedures: Consistent processes and structures Policies and procedures keep operations from devolving into complete chaos. When everyone is following policies and procedures, your organization can run smoothly. And mistakes and hiccups in processes can be quickly identified and addressed. When your staff is following policies and procedures, your organization will use time and resources more efficiently. You’ll be able to grow and achieve your goals as an organization.

44. 2. Better quality service When employees follow procedures, they perform tasks correctly and provide consistent customer service. This enhances the quality of your organization’s products and services. Employees can know they are fulfilling their roles and take pride in their work. 3. A safer workplace When your staff is following policies and procedures, workplace accidents and incidents are less likely to occur. This reduces liability risks for your organization and limits interruptions in operations. Your employees can feel safe and comfortable in the workplace, knowing that their managers and co-workers are looking out for their best interest. They can rest assured that they’ll be taken care of if something does happen.

45. Work with Others LO2. Task sheet 2.2.3 Question: Why do we need to follow the policies and procedures in the company?