Australian Ideal College

RTO No.: 91679 CRICOS Provider Code: 03053G ABN: 15 126 592 756
Sydney Campus: Level 7 & 8, 75 King St, Sydney NSW 2000
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000
Hobart Campus: Ground Floor, 116 Murray St, Hobart TAS 7000
Tel: +61-2-9262 2968 Fax: +61-2-9262 2938
Educating for Excellence Email: info@aic.edu.au Website: www.aic.edu.au

Assessment Submission Sheet

Course BSB61015 Advanced Diploma of Leadership and Management

Unit Code BSBMGT605

Unit Name Provide leadership across the organisation

Assessor
Jasmine Liu
Name
Student Name MD Mahdiul Haque Mehedi

Student ID 20190765

Date Due 27/01/2021

Please read and sign this assessment coversheet and submit it together with your assessment to your
Assessor by the due date.
Student Declaration
 I declare that the work submitted is my own, and has not been copied or plagiarised from any
person or source.
 I have read the Plagiarism Policy and Assessment Appeal and Reassessment Policy in the
Student Handbook and I understand all the rules and guidelines for undertaking assessments.
 I understand that by typing my full name in the student field this is equivalent to a hand-written
signature.
 I give permission for my assessment material to be used for continuous improvement purposes.

Student Date
27/01/2021
Signature Submitted

Assessor Use Only

Assessment Items Result

Task 1 Case Study

Task 2 Report

Task 3 Report

Final Result for this unit

Assessor Declaration: I declare that I have

Student Declaration: I declare that I have been
assessed in this unit, and I have been advised of
my result. I am also aware of my appeal rights.
Signature
conducted a fair, valid, reliable and flexible
assessment with this student, and I have provided
appropriate feedback
Signature

Date

AIC-UP- BSBMGT605 –V3.0 Page 1 of

Assessor’s Final Comments
Task 1
Assessment Instructions
This is an individual assessment. You will demonstrate knowledge and skills required to communicate
organisational mission and goals. Using the workplace scenario information provided, you will
address expectations of an organisation to investigate incidents in accordance with legal and
organisational requirements. You will also address expectations to communicate organisational
mission and goals to internal stakeholders by preparing a report to managers.

Procedure
1. Review the simulated business documentation (Max Lionel Realty), including policies and
procedures provided by your assessor.
2. Review the information in Scenario 1 and fill out an incident report in connection with the WHS
incident. Complete a risk assessment based on the information provided by the HR Manager
in the scenario. Update the organisational risk register (Appendix 1).
3. Review the information in Scenario 2 and prepare a report on the managers’ WHS
responsibilities. Ensure you:
a. explain the organisation’s mission, values and strategic directions
b. explain the link between the organisation’s objectives, standards, relevant legislation and
the responsibilities of managers and agents for a safe workplace
c. state expectations of managers in a way designed to build commitment and support by
managers; use persuasive language and deploy an appropriate leadership style
4. Submit documentation as per specifications above.
To be deemed competent you will need to successfully demonstrate the following:
You must submit
 incident report
 risk analysis
 updated risk register
 a report on the managers’ WHS responsibilities

Appendix 1 - Templates

Incident report
1. DETAILS OF PERSON MAKING REPORT

Name: Kim Sweeney

Position: Operations General Manager Job Title: Operations General
Manager
2. DETAILS OF INCIDENT

Date: 30/12/2020 Time: 16:50

Location: Emergency exit and stairwell, commercial office, Max Lionel Realty
Describe what happened and how:

Last Wednesday, at around 4:55 pm, one client who was strolling late and determined to depart thru the
emergency exit and stairwell. However she fell and broke her wrist. One of our retailers went to help
her and found the exit door used to be blocked with the aid of containers of paper however he managed
to open the exit and helped the client. At about 5 pm, an ambulance arrived and the patron was treated
through the first aider on site. Then the client used to be taken to the Royal Women's Hospital through
ambulance. And now she wishes to sue Max Lionel Realty for injuries, loss of income and intellectual
trauma due to the fact she claimed that our agent two criticised the customer fell due to the fact of her
excessive heels without realized what had happened. Another agent noticed a ordinary odour and oily
substance on the stairwell and reported this incident to commercial realty manager.

SUGGEST CORRECTIVE ACTIONS

Check the condition of the stairwell regularly to ensure that no debris is stacked in the stairwell and
keep the stairwell clean.

Actively contact the injured client to mitigate the damage to the company's reputation throughout the
incident, and investigate the behavior of related agent, asking him to apologize to the client and give
him appropriate warnings and punishments.

Train and educate employees regularly, and establish a complete WHS system in the workplace

3. DETAILS OF WITNESSES

Name: Ned Stark Job title: Agent

Name: Deckard Shaw Job title: Agent

Sign: Kim Date: 02/01/2021

Injury report

Status:  Employee  Contractor  Yes Other

Outcome:  Near miss  Yes Injury
1. DETAILS OF INJURED PERSON

Name: Mia Toretto Phone: (H) 0412345678 (W)

Address: 404 Nosuch Street, Nowhere, Hobart, TAS 7000

Sex: F
Date of birth: 30/02/1990

Job Title: Client

Start time: N/A

Work arrangement: N/A Casual N/A Full-time N/A Part-time N/A Other

2. DETAILS OF INCIDENT

Date: 30/12/2020 Time: 16:50

Location: Emergency exit and stairwell

Describe what happened and how:

3. DETAILS OF WITNESSES

Name: Ned Stark Phone: (H) 0498765432 (W)

Address: 41 Winterfell Rd, Kings Landing, Hobart TAS 7000

4. DETAILS OF INJURY

Nature of injury (e.g. burn, cut, sprain) Broken Wrist

Cause of injury (e.g. fall, grabbed by person) Fall

Location on body (e.g. back, left forearm) Wrist

5. TREATMENT ADMINISTERED

First aid given X Yes No

First aider name: Ramsey Bolton

Treatment: Taken to hospital

Referred to: Royal Women’s Hospital

SECTIONS 6–9 MUST BE COMPLETED BY EMPLOYER

6. DID THE INJURED PERSON STOP WORK?

N/A Yes N/A No If yes, state date: Time:

Outcome: Treated by doctor

 Treated by doctor  Hospitalised  Workers compensation claim

 Returned to normal work  Alternative duties

 Rehabilitation

7. INCIDENT INVESTIGATION (comments to include causal factors):

The incident began with the failure of the WHS management system, staff need to be regularly
educated and instructed, and they need to know the right way to ensure workplace safety. Without
well WHS system, staff did not clean the debris at the emergency exit door and check the workplace
safety. The femaie client encountered incident as an inevitable result.

It must be stated that without well guided obideint about our anti-discrimination policy, one of the
agents responded the client inappropriately in this accident which posted further damage to the client

8. RISK ASSESSMENT

Likelihood of recurrence: Low

Severity of outcome: High

Level of risk: 4
9. ACTIONS TO PREVENT RECURRENCE

Action By whom By when Date completed

1. Regular inspection All staff Twice a week Ongoing

of the exits and
stairwells

2. Training of first aid

3. Do not leave debris

in the stairwells

4. Proper
understanding of the
WHS policy

10. ACTIONS COMPLETED

Signed (Manager): Kim

Title: 10:00 Date: 10/01/2021

Feedback to person involved Les Goodale, HR Manager Date: 10/01/2021

11. REVIEW COMMENTS

WHS committee / staff meeting: WHS Committee

Reviewed by site Manager (signed): Date:

Reviewed by Health and Safety Rep. (signed): Date:

Risk assessment form

Details

Name: Kim Sweeney

Position: Operations General Manager

Risk details

Risk ID: 2222 Number allocated to this risk.

Raised by: Kim Name of person who has raised the risk.

Date raised: 03/01/2021 Date of completion of this form.

Description of risk:
Briefly describe the identified risk and its possible impact.
Staffs are Non-compliance on anti-discrimination regulation, as well as, failure to meet occupational
health and safety requirements.
As a sequence, the injured clien decide to sue MLR for compensations.

Likelihood of risk: Impact of risk:

Describe and rank the likelihood of the Describe and rank the impact if the risk occurs (i.e.
risk occurring (i.e. low, medium or high). low, medium or high).
Low High

Risk mitigation
Preventative actions recommended:
Briefly describe any action that should be taken to prevent the risk from occurring.
Project to raise awareness of anti-discrimination in entire company;
Educate WHS and other legislation or codes of conduct among agents, clients,tenants.
Conduct periodic reviews of agent performance to ensure professional conduct.

Contingency actions recommended:

Briefly describe any action that should be taken, should the risk occur, to minimise its impact.
Managers encourage all staff to follow the workplace policy regarding WHS standard to minimized
impacts of indicent.
Managers should deploy specific employee to check the application of WHS and related standards.

Approval details
Supporting documentation:
Details of any supporting documentation used to substantiate this risk.
CCTV footage
Statement from witnesses
Medical certificates
WHS policies and procedures and record keeping procedures
Training records

Signature: KIm
Date: 12/01/2021

Risk register
This template is used to record identified risks associated with your project, analyse the impact and
determine resultant action to be taken.
Risk response
Likelihood Impact
Risk (contingency Responsible
(H/M/L) (H/M/L)
strategies)
Regulary check
the understanding
Human
Non-compliance on and application of
Medium High Resources
anti-discrimination awareness of anti-
Manager
discrimination
among staff
Enforce
appropriate HR
Perception of
policies and Human
discriminatory practice
High procedures to Resources
reducing client and Medium
ensure the Manager
tenant base
implementation of
policy
Enforce WHS
Failure to meet
management
occupational health Operations
Low High system in
and safety general manager
workplace
requirements
realtime
Introduction:

A manager need to understand the WHS tactics to make sure they are aware of their
personal duty for WHS in the workplace. This report is purpose to give an explanation for the WHS
responsibilities of a supervisor to reduce administrative center risks in each Ethical and Legal way.

Manager's WHS responsibility:

Manager has to reveal active and seen management in WHS risk management.
Identify hazards or WHS risks associated with specific duties and check the risks to the fitness and
security of these involved. Conduct risk identification and assessment in session with these involved.

WHS:

Preparing policy and procedures related to WHS

Maintaining the WHS system
Reporting incidents
Review and update risks

Ethical:
The ethical values and principles assist decide how things ought to be carried out in WHS area.
As a manager, it is ethical to help all the employee attention of how to be secure during the workplace.

Legal:

There are legal guidelines that require us and our managers to make certain that we furnish a
secure work environment for personnel and clients, and to make positive that we have a device in
location to file and file any place of work injuries.
Conclusion:

In conclusion, the manager has ethical and criminal responsibilities in order to preserve the
security in the place of job for the employee and all the stakeholders.
Task 2
Assessment Instructions
This is an individual assessment. You will demonstrate knowledge and skills required to influence,
build and support teams. Using the workplace scenario information provided, you will plan the
implementation and resourcing of an organisational change strategy, consult with various
stakeholders, and implement a key part of the change strategy. At all stages, you will build support for
the implementation. Also, you will lead and support a team of managers to implement a change
strategy.

Procedure
1. Review the simulated business documentation (Max Lionel Realty), including policies and procedures
provided by your assessor.
2. Review the information in scenario 1.
3. Develop action plan for implementation of the change strategy.
4. Develop a budget for the strategy.
5. Develop a communication plan for the change strategy.
6. During the CEO (your assessor) meeting, you will discuss planning as below.

CEO – Max Lionel

Very concerned about cost of change strategy. Would like to reduce cost by 20% if possible.
Has several questions, for the Operations General Manager (candidate):
● What activities will be undertaken to achieve objectives according to your plans?

● How have you resourced the change strategy? How much will it cost?

● How do your plans meet organisational, legal requirements, etc.?

● How will your communication plan account for the needs of all internal and external groups,
including the community at large?
● How will your use of technology achieve objectives?

● How do your plans align to organisational risk management plans?

● What consultation will you undertake with managers (key part of implementation)? How will you
ensure their support and incorporate their input into your implementation plans?

Prepare presentation notes to:

a. employ appropriate leadership style
b. discuss plans and budget and gain support
c. explain how plans meet organisational, legal requirements, etc.
d. explain how communication plan accounts for needs of internal and external groups. Explain
what approaches will be taken to ensure the organisation is reflected positively in the media.
e. discuss modes of communication (e.g. presentations, flyers, posters, training notes, etc.) in
implementation plans
 f. explain how plans align to organisational risk management plans; for example, explain how
the change strategy mitigates certain risks outlined in the risk register
g. discuss the approach to be taken in upcoming consultation with managers (key part of
implementation).
7. Revise plans/budget based on consultation with CEO. Keep drafts of plans to provide evidence of
consultation and continuous improvement.
8. Form a group of four people. Consult with managers (your group members to play the roles of
managers) to implement part of change management strategy (inform managers of change processes,
gain support, seek feedback and suggestions for improvement).
Prepare consultation note. Ensure you:
a. employ an appropriate leadership style
b. model and encourage ethical behaviour.
9. Revise plans/budget based on consultation with managers. Keep drafts of plans to provide evidence of
consultation and continuous improvement.
10. Review the information in scenario 2.
11. Develop agenda for workshop and arrange time to meet with managers to workshop implementation of
agent training. Arrange for the assessor to observe workshop.
12. Lead team workshop with managers. Ensure you:
a. set and complete objectives for workshop; determine how to ensure effective training of agents
b. assign roles for each manager
c. model ethical behaviour and encourage ethical behaviour in team
d. use an appropriate leadership style to achieve objectives
e. discuss organisational requirements such as legislation
f. provide support for team as team generates ideas for how to produce effective training
g. model innovative methods to generate ideas for training agents and achieving training objectives;
for example, brainstorming, fishbone diagrams, 8Ps, flowcharting
h. discuss, suggest, demonstrate and encourage innovative approaches
i. provide constructive criticism, advice
j. discuss leadership styles to be employed by managers in training
k. discuss budget for training
l. take notes from workshop to evidence participation.
13. Submit documentation as per specifications above.

To be deemed competent you will need to successfully demonstrate the following:

You must:
 meet with CEO (your assessor) to approve change strategy
 Consult with managers (your group members to play the roles of managers) to implement part
of change management strategy
 meet with managers to workshop training of agents
  submit:
○ action plan for implementation
○ budget
○ communication plan
○ drafts of evolving planning documents
○ presentation notes, PowerPoint slides, etc.
○ agenda
○ team roles and responsibilities document
○ team budget
○ workshop notes

Appendix 1 – Templates

Action/implementation plan

Item Milestone date Responsibility

Develop Ethics Charter 19/01/2021 (Operation General Manager)
• WHS Responsibility  Prepare ethics charter
• Study of REINSW Code of  Meet CEO for
Practice Approval
• Review existing ethics charter  Communicate Charter
• Study current legislations Monitor and review the
• Collecting feedback (Stakeholder) project
Writing charter
To preserve seminar of actual property 22/01/2021 (Operation General Manager)
and WHS regulation for supervisor  Prepare seminar
and retailers to attend to recognize  Meet CEO for
about the prison requirement. Approval
Monitor and review the
project
Managers training/ agents training 27/01/2021 (Operation General Manager)
 On use of charter  Prepare training
 Ethical responsibility  Meet CEO for
 Legal responsibility Approval
 WHS responsibility Monitor and review the
Policy and procedures project
Revise existing policy and procedures 03/02/2021 (Operation General Manager)
 To incorporate use of charter
by agents
 Identify employee training
needs
Training on legislation
Organize workshop education for each 05/02/2021 (Operation General Manager)
manager and sellers to help them  Prepare workshop
recognize how to observe felony and  Meet CEO for
ethical requirements to daily consumer Approval
practice. Monitor and review the
project

Budget
Project Name:

Income Incl. GST Excl. GST

Allocated commission for the project $12000 $10910

Total income 1000 909

Expense Incl. GST Excl. GST

Hire equipment $500 $454

Off site training room for 1 day $400 $364

Workshop expense $400 $364

Budget allocation for commercial team $1650 $1500

Budget allocation for residential team $1650 $1500

Budget allocation for investment team $1650 $1500

Hire anti-discrimination expert for 2 hours $300 $270

Hire WHS consultant for 2 hours $300 $270

Subtotal 6850 6222

Contingency (+10%) 7535 6844

TOTAL 4465 4066

Signature: N/A
Date: 21/01/2021

Communication plan

What Who Purpose When/frequency Type/methods

Develop All managers and Settle new ethics Every Tuesday Video conference
ethics CEO standard
charter
Revisw All agents and To modify Every Monday Conference
existing managers unsuitable policies meetings
polices
to serve new ethics
standard
Training Trainners,managers To educate Every Monday Conference
managers managers about meetings
use of charter and
other
responsibilities
Resolve Consultants, To answer Every Wednesday By email
confusion managers, agents quesestion raised
from staff training
Training Trainers, agents To educate staff Every Thursday Conference
agents about following meetings
chart of ethics and
other
responsibilities
Review Managers, Improve Ethics As request By email and skype
ethics writer,and editors framework and
charter and
training plan
training
plans
Department Each department Find and resolve Every Friday Brainstorming
internal members and working issues
meeting
managers related to the
strategy change
Roles and responsibilities

Role Name/s Responsibilities Signature/s

(if required)
CEO Max Lionel Set overall strategic Max Lionel
directions, in charge of
risks and decide the
economic transactions
.

Operations General Manager
Kim Sweeney Prepare and implement Kim Sweeney
the action plan, seek
consultation by the CEO,
monitor and review the
plan
.

Human Resources Manager
Les Goodale Handle the workplace Les Goodale
situation, followed by
company’s policies and
procedures, seek
consultation by other
managers to monitor and
review the employee’s
performance.
.

Investment Manager Peter Mitchell Supervision of budgets Peter Mitchell

for group and individual
projects, review of
budget variance record
and incorporation of
financial statements and
plans
Budget
Project Name:

Income Incl. GST Excl. GST

Allocated commission for team $1650 $1500

Total income $1650 $1500

Expense Incl. GST Excl. GST

Catering $200 $180

Projector for 1 day $100 $90

Manager for 5 hours $480 $432

Training rooms for 1 day $400 $720

Subtotal 1180 1073

Contingency (+10%) 1298 1180

TOTAL $352 $320

Signature:
Date: 22/01/2021

Agenda
15/01/2021 - 19/01/2021
 Objectives Who Topic When Type/methods
 relevant
legislation
All  follow REINSW
Illustrate training plan and
managers, code 15/01/2021
clear the demand of ethical & Online meeting
agents  Anti- 9am-11am
WHS standard in workplace
discriminatory
manners
 Managing Stress
 Relevant
legislation &
All regulation
Guide agents about WHS 15/01/2021
managers, Online meeting
objective and requirements  Incident reports 1pm-3pm
agents
 Risk assessment
& register
 Clear about
issues in
Answer questions raise by All
workplace 15/01/2021
agents to strength training managers, Online meeting
 Find good way 4pm-5pm
efficiency agents
to follow rules in
workplace

Workshop Notes:

Date: 15/01/2021
Time: 2pm
People: Investments Manager, Operations General Manager and CEO
Discussions:
 Online and formal training
 To reduce the cost, online training will be held instead of offline training

Operations General Manager:

 Constructive Criticism
 Descent leadership styles
HR Manager:
 Provided adequate means of organizational requirements such as, WHS legislation and so on
 Provided the demonstration in a fair way about online training
Investment Manager:
 Persuasive criticism
 Provided the profit on the new training session budget
CEO:
 Provided the proper evidence on new strategy
 Trust to management by new action plan

Feedbacks:
CEO:
 Decide the new strategy to be cost effective
 Create the training session more often
Operations General Manager:
 Spread awareness to the employees to attend the online training session frequently
 Persuasive leadership styles
Investment Manager:
 Cut cost by providing the training session online using zoom
 Introduce a new project budget to decrease the cost
HR Manager:
 Recruit a professional expert who can organize training sessions
 Built the trust of the new plan
Task 3
Assessment Instructions
This is an individual assessment. You will demonstrate knowledge and skills required to demonstrate
personal and professional competence. In this assessment task, you will set out personal and
professional goals in a professional development (PD) plan. Then you will obtain third-party
verification of participation in networking or professional development to achieve goals set out in your
PD plan. Finally, you will submit a reflection on your personal development.

Procedure
1. Reflect on your leadership skills in the context of the work you completed in Assessment
Tasks 1 and 2. This will be a self-assessment exercise, so questions you should ask yourself
include the following.
a. What did I do well?
b. What areas need improvement?
c. Did I engage all stakeholders?
d. Did I display ethical conduct? If so, how/how not?
e. How was my leadership style appropriate for the tasks?
2. Once you have established areas for improvement, determine how this will occur by developing
a professional development plan (Appendix 1). Questions to ask yourself will include the
following.
a. What are my objectives?
b. What are the priorities for achieving these?
c. What activities do I need to undertake to achieve my objectives?
d. What resources do I need?
e. What are my timelines?
3. Identify three professional development activities in your PD plan (for example, training,
networking or professional development) designed to achieve goals and overcome weaknesses
set out in your PD plan.
4. Complete a written reflection report detailing:
a. answers to reflection questions in step 1 above
b. how you will continue to develop your skills and knowledge through professional
development and networking.
5. Submit documentation as per specifications above.
To be deemed competent you will need to successfully demonstrate the following:
You must
 plan professional activities in PD plan
 submit:
○ professional development plan
○ a written reflection report.
 Australian Ideal College
RTO No.: 91679 CRICOS Provider Code: 03053G ABN: 15 126 592 756
Sydney Campus: Level 7 & 8, 75 King St, Sydney NSW 2000
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000
Hobart Campus: Ground Floor, 116 Murray St, Hobart TAS 7000
Tel: +61-2-9262 2968 Fax: +61-2-9262 2938
Educating for Excellence Email: info@aic.edu.au Website: www.aic.edu.au

Appendix 1

Professional development plan

Name Les Goodale

Date of development 25/01/2021 Date to be reviewed 26/01/2021

 Discussed with mentor/colleague  Discussed with manager
Name: Kim Name: Peter

Goals

Timeframe My personal goals are: My professional goals are:

These should relate to or support professional These should relate to objectives to maintain
goals current competence in the job role or future
career paths.
Next 12 months
 Improve body language  Improve my professional skills
This will depend It will help me to pick up on unspoken Professional skills are important to
on type of activity issues or negative feelings in others and expand business
priority/ to add strength to your verbal messages knowledge which can contribute to a
importanceof  Improve confidence level better future.
undertaking it Good confidence level may result in better  Improve communication skills
success in life Good communication skills may allow
 Get along with others others to understand the situation more
When having a conversation, if I agree accurately and effectively.
with the person, then reply with a  Performance rewards
sentence. If I don’t agree, I will still reply Hand out rewards or incentives to
with a calm vocal tone that won’t cause an employees meeting performance goals.
argument.

AIC-UP- BSBMGT605 –V3.0 Page 22 of

Timeframe My personal goals are: My professional goals are:
These should relate to or support professional goals These should relate to objectives to maintain current competence in
the job role or future career paths.

Next 5 years
 Become more proactive  Improve candidate experience
This will depend on type To consider other options to improve personal developments To introduce a new experience to the candidates to make
of activity priority/  Increase my willpower them feel better while being recruited
importance To resist short term temptations to meet long term goals  Developing hassle-free employee onboarding programs
 Become more mindful Start the progress before day one to make it more hassle
of undertaking it To regulate emotions, decrease stress, anxiety and free
depression  Creating strategies that increase employee retention
Identify the candidates who will stay the course.
Strengths and Weaknesses

Timeframe Personal Professional

Required
knowledge/skills  Strong communication skills  Strong leadership management skills
Consider:  Strong personality  Strong employee development skills
 Participation in activities to find the opportunities for career  Ability to stick with compliance (rules and regulations)
required competencies development
job description
service plans and
Frameworks.

Strengths
 Well coordinate with other people to fulfil tasks on time  Achieved high appraisal in my previous internship, as I tried
Consider:  Show strong responsibility in group works to provide an excellent service to my employer
your views  Play a good role as team leader to strength team working  Achieve a CPA degree
recent tests/appraisals efficiency  Passed the PTE exam with the desired score.

other people’s views.

 Timeframe Personal Professional

Gaps/barriers/
 Need to be well organized in social activities  I need to pass CPA exam and need three years of working
obstacles and
solutions  Develop my communication skills to interact with people experience
gaps in knowledge/ skills more closely  I am not that financial minded
changes to systems/  I need to learn to manage stress  I have lack of strategic foundation
services requiring new
skills what will help you to
progress in your role,
profession?
Professional Development and Networking Activities

Details (provider, Objective of development/ networking

Identified gap Development activity Timeframe Cost
location, etc.) activity
1. Continue professional Australian Human  Adhere to a robust professional In one year $2050
development in AHRI Resources Institute code of conduct that is supported
(Australian HR Institute) by governance requirements and
disciplinary procedures

 Are effectively supported in their

continuing professional
development (CPD) to ensure
currency of skills and knowledge
is maintained.

2. Become a member of CPA Australia Pass CPA exam; In one year $10,000 -$15,000
CPA Make friends for the exam preparation

3. Attend diverse Face to face or online Learn more elements about local culture, In one year $2000
workshops training make myself familiarize with the
neighbourhood.
 Australian Ideal College
RTO No.: 91679 CRICOS Provider Code: 03053G ABN: 15 126 592 756
Sydney Campus: Level 7 & 8, 75 King St, Sydney NSW 2000
Adelaide Campus: Level 3, 21-23 Rundle Mall, Adelaide SA 5000
Hobart Campus: Ground Floor, 116 Murray St, Hobart TAS 7000
Tel: +61-2-9262 2968 Fax: +61-2-9262 2938
Educating for Excellence Email: info@aic.edu.au Website: www.aic.edu.au

Reflection Report
Being afforded a variety of management

experiences, I have been able to recognize

what serves as personal motivation when

providing speech and language services. For

instance, when working with team workers,

guests and so many cultures I strive to

implement services in a client-centered manner

so as to generate positive outcomes in regards

to their quality of life. I have also found that

under certain circumstances in order to

achieve the aforementioned it is necessary for

collaboration with other professionals.

Collaboration with other professionals

motivates me to continue to learn multiple

perspectives as well as to properly execute my

role on the team.

In addition to recognizing what motivates me,

my diverse management experience has

afforded me the opportunity to evaluate what

my general management and leadership

strengths and weaknesses are. Through

continuous self reflection of my skills after each

session and gaining insight from my

supervisors during worksite reviews I have

been able to clearly identify my strong points

and optimize on them. I have the most

confidence and success with the following

skills: building repport with clients/families,

implementing before I can practice them with confidence. I

and need to work on developing the following

individualizing management skills: making leadership

leadership sessions exciting and motivating for all of my

sessions co workers and employees, independently

conducive to the writing initial evaluation reports, and applying

client’s needs, strategies with all of my co workers that

managing enhance carryover of their skills

negative

behaviors, being

flexible within

and between

sessions,

providing client

and employee-
AIC-UP- BSBMGT605 –V3.0
Page 28 of 28
centered care,

moving through

the linguistic

hierarchy, and

maintaining

overall

organization

with

materials/data

collection/sched

ules. On the

other hand, my

careful reflection

has rendered

areas that need

further

improvement
BSBMGT605 TASK 2
MD MAHDIUL HAQUE MEHEDI
LEADERSHIP STYLE

• Persuasive speech style

 Likes to convince the audience about the plan.
PLANS AND BUDGET TO GAIN SUPPORT

Item Milestone date Responsibility

Sensing needs 19/01/2021 Managers need to have a
meeting to discuss the demands
of this strategy change
Amplifying understanding 22/01/2021 HR manager needs to ensure all
employee understand the need
of changing business strategy
Building awareness 27/01/2021 All employees need to find
possible way to fulfil the
company’s mission, views,
and goals
PLANS AND BUDGET TO GAIN SUPPORT (CONT)
Item
Generating partial solutions
Broadening support
Managing coalitions
Review plan
Milestone date Responsibility
03/02/2021 All managers, agents’
representatives and key clients’
needs to meet and design
possible methods to conduct
this procedure
05/02/2021 HR manager connects special
experts to strengthen the stagey
plan enforcement
08/02/2021 Managers need to coordinate
with all employees to fulfil
the plan step by steps
15/02/2021 Managers, CEO, and all other
staff need to check the
performance of new plan and to
find any improvements
OLD BUDGET
Income Incl. GST Excl. GST
Allocated budget for the project $12000 $10910
Expense Incl. GST Excl. GST
Hire Equipment $500 $454
Off site training room $400 $364
Workshop expense $400 $364
Budget for commercial team $1650 $1500
Budget for residential team $1650 $1500
Hire anti-discrimination expert $300 $270
Hire WHS consultant $300 $270
Contingency (10%) $7535 $6844
Total Income $4465 $4066
NEW BUDGET

Expense Incl. GST Excl. GST

Hire Equipment $500 $454
Budget for commercial team $1650 $1500
Budget for residential team $1650 $1500
Hire anti-discrimination expert $300 $270
Hire WHS consultant $300 $270
Contingency (10%) $4840 $4400
Total Income $7160 $6510
BUDGET (CONT)

Under this plan:

• educate agents and managers will well serve client with supreme standards (Mission,
vision, goals)
• The company will increase safety working environment after increasing employees’
WHS awareness and related public responsibilities.
• Lastly, this plan can promote company’s reputation to encourage more clients and
therefore lead to more commission incomes.
HOW PLANS MEET ORGANIZATIONAL, LEGAL
REQUIREMENTS
• educate agents and managers to well serve client with supreme standards (Mission, vision,
goals)
• Increase safety working environment after increasing employees’ WHS awareness
and related public responsibilities.
• Lastly, this plane can promote company’s reputation to encourage more clients and
therefore lead to more commission incomes.
COMMUNICATION PLAN

Stakeholders:
• Internal: CEO, managers, agents
• External: trainers, consultants, writers, editors, accountant

• Communication Methods: email. Conference meeting, skype, video conference

Media promotion:
• Promotion package: email, social media, trade magazine
RISK MANAGEMENT PLANS

Risk Control method Benefits

Non-compliance on anti-
discrimination regulation
Failure to meet occupational
health & safety requirements
 Establish ethic chart All employees will be
 Departments conduct subjected to mutual
regular reviews on working supervision of
behaviour ethical regulations
 Train agents & managers The risk of WHS incident
about WHS and related will decrease
regulations The insurance of working
 Department managers environment will drop
review and correct
inappropriate behaviours
UPCOMING CONSULTATION WITH MANAGERS
Type Why useful Benefits
Video conference  it can save time  save cost & time for
 it can optimize attendance company operation
participation  increase communication
efficiency
Conference meeting  strengthen participation &  Increase participation
engagement initiative
 body language is good to
facilitate understanding
email  it can ease participation  save cost & time for each
requirements participants
 participant can apply their
diverse working speed
Brainstorming  it can break routine and  generate good ideas in
find innovative ideas short time
Thank You