Question 1 a)

Using schools as business organizations, explain the different roles that school
principals have had to play during the school closures and eventual resumption of
schools.

School principals have an important perspective in the challenges faced by their

communities, and their voices should be incorporated when defining their role during the
crisis. Globally, the school leaders are most concerned with student well-being, online
teaching and finances, in that order.

I believe that school principals should be tasked with inspiring and coordinating their teams
to have collective action to address these top three concerns. Government systems can take
action to guide school leaders through this process.

When schools eventually re-opened, I expect that school principals will face a high burden in
quickly creating safe and healthy learning spaces for their students. Drawing on the literature
that focuses on schools emerging from disasters, I believe that leaders will have the following
roles to play:

Mental health and wellbeing challenges among teachers and students who may have
suffered from anxiety, depression, isolation or malnutrition. School leaders will have to be
trained in identifying symptoms of these challenges and in lay practitioner methods to
address these.

Learning losses among children - we anticipate these losses to be more severe in schools

that were of lower quality, as the base of learning among students would already have
been lower. Rapid remedial lessons with competency-based grouping may be the answer
to this challenge, but this will require additional support for principals and teachers.

Loss of students and teachers - we know that in urban areas, migrant workers (including
teachers) have headed back to rural homes during the crisis. While many will come back
to their urban homes, many may not. And depending upon the eventual spread of the
coronavirus, there could be loss of lives among teachers, parents and students. School
principals will have to plan for various scenarios and adjust depending on the situation as
schools reopen.

Ensuring adequate supplies - With the interruption in supply chains, things like
textbooks and learning materials may be in short supply, and it will fall on school
principals to figure out plans for learning to continue.

Scheduling and other logistical challenges - Depending upon how controlled the return
to fully open communities is, there may be scheduling challenges - for instance, older
children may return to school first followed by younger children later. This would mean
that school principals will have to be prepared for operating their schools with a high
degree of flexibility.

Connect with students and families to understand community needs. School leaders
should work with teachers to make sure someone has checked in with every student
whether by phone or by word of mouth.
Question 1b)

Explain how managers use Maslow’s hierarchy of needs theory to motivate

employees.  

Maslow’s Hierarchy of Needs includes five levels of human needs that allow an individual to feel
fulfilled. It is often applied to the workplace as a means to determine how to more effectively
motivate employees and make sure their needs are met. Understanding this hierarchy can help
you determine whether your needs are met in your workplace and how you can better meet the
needs of your team. The hierarchy is often depicted as a pyramid to represent the need to fulfill
the lower levels before an individual can move up to the next level. Without fulfillment on the
level below, a person can’t progress because they will lack the motivation to do so. Below are the
five levels of needs:

1. Physiological needs
2. Safety
3. Love and belonging
4. Esteem
5. Self-actualization

1.Physiological needs

The physiological needs in this hierarchy refer to the most basic human needs. Employees need
access to vital services and opportunities while at work to feel their most basic needs are being met.
Employees need access to a restroom, a place to get drinking water, breaks to eat meals and snacks,
and a comfortable working environment. When applied to the workplace, one of your physiological
needs is also a steady income to support yourself and pay for somewhere to live, food, utilities and
other essential needs.

2.Safety

Safety is another vital need that can impact your overall satisfaction with your workplace. It
is natural to worry about your own safety and the safety of your loved ones. For example, one
of your priorities might be to provide a safe living space for your family, which is why you
work hard to provide for that need. At work, it’s also important to feel that your physical
safety is valued and prioritized.

You should feel that your resources and personal property are safe and protected. Ensuring a
safe workplace may include providing ergonomic office furniture that properly supports you
and reduces the risk of injury, along with securing the building to prevent potentially
dangerous people from entering.

3.Love and belonging

The love and belonging level of Maslow’s hierarchy is slightly different in the workplace
than it is in other areas of your life. If you don’t feel a sense of belonging, you may not feel
as engaged at work or as motivated to succeed.
It’s not always easy for individuals to establish and form relationships at work. Companies
that host social activities and offer more opportunities for relationship-building outside the
office tend to have higher rates of employee engagement than organizations that don’t focus
on these aspects of a work life balance. When you feel like you belong and fit in within your
workplace and your team, it is easier to feel motivated to work hard and achieve results. 

4.Esteem

Esteem is the belief that you are contributing to a higher goal and that the contributions you
make are recognized. In the workplace, it is important to feel that you’re growing, advancing
and achieving results, and that those around you recognize those results. When you have
confidence in yourself and your abilities, as well as receive positive feedback and
encouragement, you are more likely to succeed.

An employee’s esteem ultimately impacts their overall engagement as well. Offering regular
recognition and appreciation for the tasks employees are doing can positively impact esteem,
even when an employee is struggling. If feedback only comes in the form of an annual
review, employee esteem may suffer. 

By investing in the overall happiness of its employees, a business can increase satisfaction while
boosting engagement and motivation, which ultimately impacts productivity.

5.Self-actualization

The final level on Maslow’s Hierarchy of Needs is self-actualization, which translates to

maximizing an individual’s potential at work. A person ultimately wants to feel they are
doing the best they can in their position, which helps them feel motivated to continue on their
career path and succeed. A self-actualized employee feels empowered and trusted, which
encourages growth and engagement. 

One of the keys to making sure this need is met is giving employees opportunities that allow
them to succeed. Supervisors should focus on their employees’ skills and abilities, helping
them look for ways to advance their careers without pushing them into roles that will not be
good fits. To feel self-actualized, you should feel challenged at work but not overwhelmed or
overloaded. 

Question 1 c)

Using an organization of your choice, explain the different steps in the planning process

Although the specific steps differ slightly from company to company and depend on which
type of plan you're developing, there are general steps that should be taken in order to ensure
a good result. The steps in the planning process are:

 Develop objectives
 Develop tasks to meet those objectives
 Determine resources needed to implement tasks
 Create a timeline
 Determine tracking and assessment method
 Finalize plan
  Distribute to all involved in the process

We're going to follow Mark, a department manager in a large company, as he develops a

tactical budget for his sales department for the next year.
Step One: Develop Objectives
The first step in the planning process is to determine what you want to accomplish during the
planning period. A long-range strategic plan might focus on specific market share
achievements five years in the future, while a department-level operating plan might target
implementation of a new method of tracking sales orders in the next quarter.
Mark is focused on annual objectives for his sales department, and so he begins by
establishing sales goals for his team for the next year, and also defines a project he'd like to
implement that automates the sales order process.
Step Two: Develop Tasks to Meet Those Objectives
The next step is to come up with a list of required tasks to meet the objectives defined. In our
example, Mark determines the sales per month required to meet the sales goal he is targeting,
and also lists out a few main tasks relating to the automation process - including selection of
the tool and training for the team on its use.
Step Three: Determine Resources Needed to Implement Tasks
Next, resources to implement the objectives need to be determined. In this case, 'resources'
includes both the people needed to implement the plan and the supplies or other resources
needed to support those people. For the sales department, this might include the salespeople,
a sales administrator, various supplies such as brochures, and funds for an advertising
campaign to increase the number of prospects in the sales team funnel.
Step Four: Create a Timeline
The timing of resources now needs to be determined. For example, Mark anticipates the
marketing campaign will start at the beginning of the year, and this will increase the number
of prospects for the sales team for the second half of the year. Based on this, he shows the
marketing campaign resources being spent in the first two months of the year, and the need
for hiring of an additional salesperson near the end of the second quarter.
Step Five: Determine Tracking and Assessment Method
After having evaluated the various alternatives, the most suitable alternative is selected. With
this, the plan can be considered to have been adopted. It is exactly the point at which
decisions are made. Sometimes, in the best interests of the enterprise, several alternative
courses can be adopted.

Step Six: Finalize plan

Planning is not complete as soon as the best course is selected. The main plan should be
supported by a number of derivative plans. Within the framework of a basic plan, derivative
plans are formulated in each functional area. Segregation of master plan into departmental,
sectional and individual plans, helps to understand the real nature of future uncertainties. To
make the planning process more effective, it should also provide for a feedback mechanism.
These plans are meant for the implementation of the main plan.
Step Seven: Distribute to all involved in the process

Implementation of plans is the final step in the process of planning. This involves putting the
plans into action so as to achieve the business objectives Implementation of plans requires
establishment of policies, procedures, standards, budgets, etc.