Assessment Task 1: Written Questions

Assessment type

 Written Questions

Assessment task description

 This is the first (1st) of five assessment tasks you must successfully complete to be deemed
competent in this unit of competency.
 This task compriseseight (8)) written questions
questions..
 You must respond to all questions and submit them to the Trainer/Assessor.
 You must answer all questions to the required level, e.g. provide the number of points, to be
deemed satisfactory in this task.
 Your Trainer/Assessor will provide the feedback within two weeks and notify you when
results are available.

Applicable conditions

 You can complete these questions in your own time, using the resources and readings
provided to you.
 You must read and respond to all questions.
 You may submit your assessment as a handwritten or electronic document/s.
 You must complete the task independently.
 No marks or grades are allocated for this assessment task. The outcome of the task will be
Satisfactory or Not Satisfactory.
 Your trainer/assessor may ask you relevant questions on this assessment task to ensure that
this is your own work.

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Assessment 1 – Written Questions

1. Describe the following leadership styles and provide two examples of situations in which
each style might be effective (70-80
(70 80 words each):
 Dictatorial style
 Autocratic or authoritarian style
 Democratic leadership style
 Consultative leadership style
ANSWER 1 1.
Dictatorial style – A leader who makes dec
decision
ision without personally caring about anyones
feedback comes under dictatorial leadership.
Example 1- a military dictator focused only on expansion of kingdom will not listen to
anyones suggestion and give
give out orders
Example 2- A manager who is training new recruits and does not listen to anyone is
considered aas a dictatorial leader.
leader

Autocratic leadership style-

style A leader who is benevolent in nature, he will take decisions on his
own but is a bit lenient with others is an authoritarian leader
Example
xample – A quick decision maker who likes having a centralized power and cares very little about
others opinion is an autocratic leader.

Democratic Leadership – A participative leader who takes suggestions and ffeedbacks

eedbacks from
everyone before making a final decision is a democratic leader.
Example
xample- The prime minister of a democratic country can be considered as a democratic leader

Consultative leadership-
leadership A leader who take takes suggestions and feedbacks ffrom
rom other but is
manipulated by others feedback is known as a consultative leader.
Example
xample- An example of consultative leader would be a principal of an education institution,
wherein he only takes decisions regarding academic matters. All other decisions are taken by
other heads of department.
department

Reference - https://www.yourarticlelibrary.com/leadership/leadership
https://www.yourarticlelibrary.com/leadership/leadership-styles/leadership
styles/leadership-styles
styles-
list-of-top
top-4-leadership
leadership-styles/69849
styles/69849

2. Describe the personal development planning methodology in about 200 words.

ANSWER 2.
Personal development methodology is a framework embraced by people who are
committed for their personal
personal growth. In this met
method,
hod, peoples own limitations and inabilities
are addressed and their ability to handle difficult all limitations is increased.
This method presents a logical
ogical pattern and algorithm to decrease ones limitation and grow
their skills.

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 An individual person
person who knows and applies this method
methodology
ogy in daily life has a greater
sense of self-confidence
confidence,, greater sense of self
self-esteem
esteem and enhanced appreciation of
themselves as a person with unique identity and talent.

There are 10 steps which needs to be followe

followedd to achieve higher personality development.
- Recognize the need for change and growth
- Explore issue based on context
- Prioritize issues based on importance and values
- Have clear outcomes and targets
- Develop a strategy and a plan
- Perform and take actions to achieve the plan
- Assess and rate the initial performance
- Adjust the developed plan
- Appreciate gains and achievements
- Reward those gains

If a person follows this steps and methodology with dedication, then that individuals personality
will definitely grow and increase greatly.

http://www.pcrest.com/research/fgb/4_2_3.pdf

3. Briefly outline three (3) techniques used to collect data when evaluating business
ANSWER 3.

Techniques used to collect data when evaluating business are

1. Questionnaires and survey-

survey are standalone instruments for collecting data .
Questionnaires
Questi nnaires can be administered in use through phone, personally handing
question papers or online. Questionnaires are great way for collecting data
data within a
group of people. The
T answers can be in the form of yes/no format, in form of
statements or in form of an essay.
2. Interviews – One on one interviews are very effective in collecting data from an
individual. The responses given in such method can be personal and intimate and
can be kept private. So the interviewee can be open about personal opinions
without the fear of getting judged or embarrassed
3. Focus Groups – Focus groups will comprise of individuals with different personalities
and behaviours.
behaviours Focus groups can be made with 10 or more people. This gives the t
interviewer
rviewer a good insight and build a balanced perspective on topics by getting
different answers by the individuals participating in the focus groups.

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4. What does PEST analysis stand for? Describe the process for external environment scanning
relating to social, political, economic and technological developments using a PEST analysis.
Respond in 200-250
200 250 words.
ANSWER 4.
PEST anal
analysis
ysis is a management method for an organisation to assess major extrernal factors
that influence its operation. The letters in this anal
analysis
ysis is an acronym for political,
political, economic,
social and technological components of an organisation.

PEST analysis is done to look into the future and identify potential obstacles well in advance
so that everything can be planned and the obstacles can be avoided before they occur.
External environment scanning looks into social and political advancements that can happen
and prepares the company for any economic and technological changes.
PEST analysis can be done to find new opportunities in any factor. Also, it can be used to
prepare for any incoming threats
threats from any of the aabove
bove mentioned sectors.
sectors

https://www.cbmgroup.co.uk/blog/business
https://www.cbmgroup.co.uk/blog/business-plan
plan-writing/the
writing/the-importance
importance-of-conducting
conducting-a-
pest
pest-analysis

5. Explain emotional intelligence and its relationship to individual and team effectiveness, in
about 200 words.
ANSWER 5.
Emotional intelligence (EI) or emotional intelligence Quotient (E (E--IQ)
IQ) is the ability of an individual
to identify and recognize emotions of their own and those of others. It is the skill to recognise
feelings and label them separately to make a well
well-info
informed
rmed decision.
It can be used to identify different behaviours, or to think about everyone
everyone’ss perspective before
initiating any activity or before performing any task. A person with high Emotional intelligence
has the capability
pability to identify emotional problems of everyone around him and then plan the
activity.
Studies have shown that people with high emotional intelligence have better mental health and
overall job performance is better than a person with lower
l EI.
Higher EI leaders have a high chance of achieving goals and targets.
The team lead by a person with high emotional intelligence will flourish and the end result will
be much better than than the expected result.

Reference : https://www.helpguide.org/articles/mental
https://www.helpguide.org/articles/mental-health/emotional
health/emotional-intelligence
intelligence-
eq.htm#:~:text=Emotional%20intelligence%20(otherwise%20known%20as,overcome%20challe
eq.htm#:~:text=Emotional%20intelligence%20(otherwise%20known%20as,overcome%20challe
nges%20and%20defuse%20conflict
nges%20and%20defuse%20conflict.

6. Explain what you understand by organisational change or transformation, in no more than

50 words.
ANSWER 6.
Organisat
Organisational
ional Transformation is a method to strategically reform an organis
organisation
ation to make
it grow from where it was to where it should be. If an organisation needs to grow, adapt or
change sometimes a shift is required. TThis shift is given only after organisational
transformation is achieved.
achieved

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7. Briefly describe the six stages of change according to the Transtheoretical Model (TTM) of
change (no more than 70 words each). What strategies can managers in an organisation use
to effectively manage the change? Mention at least two strategies for each stage.
ANSWER 7.
The six stages of change according
according to transtheoretical model are:
A. Precontemplation – This stage is like planning before the actual event happens. No
action is taken in this stage. Sometimes when no action is taken it can be dangerous
or produce negative result
B. Contemplation – This stage iss done when the planning start for having a behavioural
change. In this stage, there is an intention to have a behavioural change. There can
still be doubts about starting to change the behaviour.
C. Preparation
reparation – In this stage, an action will be taken in next 30 days. People start to
take small changes towards changes in their behaviour in this stage.
D. Action
ction - In this stage, people have changed the
their
ir behaviour since probably 3-
3-6
months. The change is hard but they still keep up the good change in behaviour
E. Maintenance
aintenance – In this stage, people have changed their behaviour for more than 6
months and they intend to o stay focused on this change. People in this stage
stage work to
prevent relapsing into early stages.
F. Termination
ermination – This stage is defined as the end stage. The people who changed their
behaviour have no desire to change back into their original behaviour and they will
not relapse into any other stage and the behaviour becomes permanent.

The Cycle can be continued by again changing the behaviour and growing along with
the change.

Reference : https://sphweb.bumc.bu.edu/otlt/mph
https://sphweb.bumc.bu.edu/otlt/mph-
modules/sb/behavioralchangetheories/BehavioralChangeTheories6.html#:~:text=T
he%20Transtheoretical%20Model%20(also%20called,of%20quitting%20on%20their
%20own.
%20own

8. Why do organisational structures change? Explain with the help of a relevant example how
a competitive marketplace affects organisational design. Which organisational structure is
most suited to handling organisational change quickly? Respond in no more than 200 words.
ANSWER 8.

There are many reasons for an organisational structure to change. Organisational changes
can be planned/unplanned
planned/unplanned , transformational or remedial.
The main reason for a restructure of organisation is to execute and implement a new
strategy.
An example of a competitive marketplace
etplace affecting organisational design would be the one
of NOKIA
Nokia, as a company, was initially a company which manufactured rubber and cable wires
for 150 years. But in the early
early 1990, Nokia found it difficult to sustain itself in the market as
more and more companies started manufacturing rubber products.
So, because of a competitive market, Nokia switched its business and focused on
telecommunication infrastructure, technology and licensing.
A Divisional organisational structure is most suited in handling organisational change
quickly.

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