Assessment Task 1: Knowledge Questions

Course SIT40521 Certificate IV in Kitchen Management

Unit Code & Name SITXHRM009 Lead and manage people
Assessor Name
Student Name ANISH KUMAR BHUJEL
Student Signature ANISH

Assessment Task 1: Instructions

Information for students
Knowledge questions are designed to help you demonstrate the knowledge which you have
acquired during the learning phase of this unit. Ensure that you:

 review the advice to students regarding answering knowledge questions in the

Hospitality Works Student User Guide
 comply with the due date for assessment which your assessor will provide

 adhere with your RTO’s submission guidelines

 answer all questions completely and correctly

 submit work which is original and, where necessary, properly referenced

 submit a completed cover sheet with your work

 avoid sharing your answers with other students.

i Assessment information

Information about how you should complete this assessment can be found in Appendix A
of the Hospitality Works Student User Guide. Refer to the appendix for information on:

 where this task should be completed

 the maximum time allowed for completing this assessment task

 whether or not this task is open-book.

Note: You must complete and submit an assessment cover sheet with your work. A
template is provided in Appendix B of the Student User Guide. However, if your RTO has
provided you with an assessment cover sheet, please ensure that you use that.

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Assessment Task 1: Knowledge Questions
Provide answers to all of the questions below:
1. Describe the importance of each of the following tasks completed by supervisors and
managers. Provide a specific example for each.
Task Importance
Decision making Making decisions immediately
affects the success and
direction of the team or
organisation, making them
essential for managers and
supervisors. Making wise
decisions guarantees that
resources are used effectively,
objectives are met, and
possible hazards are
minimised.
Delegating tasks In order to maximise output,
cultivate teamwork, and
enhance employee abilities,
managers and supervisors
must delegate duties to their
staff. When employees are
empowered to take
responsibility for their job and
contribute to the objectives of
the organisation, managers are
free to concentrate on more
important duties.
Monitoring performance Supervisors and managers can
track target progress, pinpoint
areas for improvement, and
make timely interventions
when needed by keeping an
eye on employee performance.
It supports responsibility,
encourages openness, and
aids in upholding strict
productivity and quality
standards.
Providing feedback To foster employee growth,
reward excellent behaviour,
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Example
A manufacturing company's
supervisor has to choose
whether to spend money on
new equipment to increase
productivity. Following an
analysis of production
statistics, market trends,
and financial restrictions, the
supervisor chooses to move
forward with the investment.
This choice improves the
company's competitiveness
in the market and increases
productivity while lowering
production costs.
Managers and supervisors
need to assign tasks to their
workers in order to
maximise productivity, foster
teamwork, and improve
employee talents. When
workers are given the
freedom to own their work
and contribute to the
organization's goals,
managers have more time to
focus on other crucial
responsibilities.
Keeping an eye on
employee performance
allows managers and
supervisors to set goals,
identify areas for
development, and take
prompt action when
necessary. It promotes
accountability, fosters
transparency, and helps
maintain high standards for
output and quality.
When students turn in
assignments, teachers give
 Task Importance
and handle performance
concerns, managers and
supervisors must give
feedback. In the end,
constructive criticism propels
organisational success by
fostering a culture of ongoing
learning and development,
raising employee morale and
engagement.
Motivation through For managers and supervisors
recognition and rewards to encourage and motivate
staff members, recognise their
efforts, and reinforce desired
behaviours, they must provide
rewards and recognition.
Acknowledgement and
incentives raise spirits, create
a happy workplace, and help
retain and satisfy staff
members.
Planning and organising Supervisors and managers
need to plan and organise in
order to set clear objectives,
distribute resources wisely,
and create productive
workflows. Setting priorities for
activities, meeting deadlines,
and achieving goals in a
methodical and coordinated
way are all made possible by
effective planning.
2. For each of the following information, explain why it is important for supervisors and
managers to provide this to staff.
a) organisation performance
Employees benefit from knowing how their work affects the organization's overall success,
so managers and supervisors should make sure to provide them information on the
organization's performance. Managers can encourage a sense of ownership and
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Example
them constructive criticism
that points out both their
areas of strength and
weakness. Students learn
more effectively, gain new
abilities, and improve their
academic performance
when teachers provide them
with detailed and useful
feedback.
An individual receives public
recognition from a team
leader for exceeding
expectations and finishing a
difficult job on schedule.
During a team meeting, the
manager commends the
staff member for their
commitment, inventiveness,
and cooperation and gives
them a gift card as a thank
you. This acknowledgement
pushes the team member to
pursue greatness and drives
the person to maintain high
performance levels.
To maintain efficient
operations during busy
dining hours, a restaurant
manager creates a
comprehensive timetable for
the kitchen, waitstaff, and
cleaning team. The manager
reduces client wait times,
maximises table turnover
rates, and improves overall
dining experiences by pre-
arranging and planning
staffing numbers and tasks.
 accountability, inspire employees to pursue continuous improvement, and coordinate their
team's efforts with the organization's goals by communicating key performance indicators,
metrics, and goals to their workforce.

b) changes in organisational policies

In order to guarantee that workers are informed of any updates or modifications that could
impact their roles, responsibilities, and behaviour at work, it is crucial to provide information
regarding changes in organisational policies. A more effective and peaceful work
environment is eventually achieved by clear communication of policy changes, which also
helps to minimise opposition to change, minimise misunderstanding, and encourage
adherence to organisational norms.

c) marketing information and targets

For employees' efforts to be in line with the organization's marketing strategy and goals,
marketing information and targets must be shared with them. Managers help staff
understand how their job fits into the bigger picture by providing them with information on
target markets, client preferences, and promotional initiatives. Employees are able to
contribute insightful ideas and important information to assist marketing campaigns, which
in turn stimulates teamwork and creativity.

d) overall organisational objectives

Employees must be informed of marketing goals and information in order for their efforts to
align with the organization's marketing strategy. Supervisors give information to employees
about target markets, customer preferences, and promotional strategies to help them
comprehend how their work fits into the larger picture. Workers can provide valuable
information and perceptive ideas to support marketing initiatives, which fosters innovation
and teamwork.

e) plans for new equipment

It's crucial to let employees know about planned equipment purchases so they can get
ready for adjustments to workflow, procedures, and job specifications. Managers can make
sure that staff members are properly trained to operate new technology and equipment
safely and effectively by keeping them informed about impending equipment purchases or
updates. In addition to minimising production losses, this proactive strategy lowers the
learning curve involved in introducing new equipment or products.

f) rationale for management decisions

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 Giving the justification for management choices promotes responsibility, openness, and
trust inside the company. Even if they may not always agree with management' decisions,
staff members are more likely to comprehend and accept them when they are given the
justification for them. This open dialogue promotes a respectful and cooperative
atmosphere where

g) technology updates

To guarantee that employees have the know-how and abilities required to adjust to
modifications in software, systems, or procedures, it is imperative to keep them updated
about technological advancements. Managers can increase staff members' output,
effectiveness, and job happiness by offering training and updates on new technology.
Furthermore, the organisation can maintain its competitiveness and innovation in its field by
keeping up with technology changes..

h) training developments

For employees to grow professionally and advance within the company, it is essential that
training developments are communicated to them. Supervisors are crucial in promoting the
learning and development of their staff members, whether it is through the introduction of
new training courses, chances for skill improvement, or performance reviews. Supervisors
who fund training programmes show their dedication to the professional development of
their staff members and contribute to the development of a knowledgeable and competent
labour force that can propel the success of the company.

3. Explain the importance of the following in relation to being part of a work team.

a) adhering to policies and procedures

For a work team to be consistent, effective, and compliant, following policies and
procedures is essential. The protocols, norms, and expected behaviours that control
workplace operations and conduct are described in policies and procedures. Team
members make sure that tasks are completed consistently, risks are reduced, and legal
and regulatory requirements are met by following these principles. As a result, the team
performs better as a whole and builds a reputation for dependability, professionalism, and
order.

b) cooperative and open communication

Since it promotes cooperation, mutual understanding, and problem-solving among team

members, cooperative and open communication is crucial for successful teamwork.
Transparency in communication promotes the exchange of concepts, opinions, and data,
which enhances decision-making and fosters creativity. It also encourages openness,
accountability, and trust among team members, which makes it possible for them to
collaborate peacefully to achieve shared objectives.
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 c) understanding the nature and scope of work

To make sure that everyone in the team is aware of their duties, responsibilities, and goals,
it is critical to comprehend the nature and extent of the work. Members of a team may
efficiently prioritise tasks, coordinate efforts with team objectives, and make valuable
contributions to the team's success when they are aware of the expectations and purpose
of the work they do. Confusion, disputes, and inefficiencies that could result from
miscommunications or incorrect interpretations of the job requirements are also decreased
by this clarity.

d) forming relationships with others in the workplace and understanding

interdependent areas of activity

Strong interpersonal ties and the promotion of teamwork are contingent upon establishing
relationships with coworkers and comprehending interrelated areas of action. To
accomplish shared goals, team members in a collaborative work environment rely on one
another's knowledge, assistance, and cooperation. Establishing constructive connections
with peers from various departments or roles enables team members to take advantage of
a range of viewpoints, abilities, and resources to tackle intricate problems and improve
overall productivity.

e) understanding reporting requirements

For a work team to be accountable, transparent, and capable of making decisions together,
it is essential to comprehend reporting standards. The information, forms, and due dates
for recording and disseminating important actions, developments, and results are outlined
in reporting requirements. Team members can help stakeholders make informed decisions
about planning, monitoring, and evaluation processes by following reporting rules and
giving correct and timely information. This eventually contributes to the success of the team
and the efficacy of the organisation by facilitating risk management, continuous
improvement initiatives, and informed decision-making.

4. Explain how each of the following can assist in developing individuals at work.

a) change in job responsibilities

By offering them fresh challenges, possibilities for growth, and experiences, a shift in job
duties can help people improve at work. People get exposed to new facets of the company,
develop new skill sets, and increase their knowledge base as they take on new
responsibilities or duties. People that are exposed to this kind of environment are better
able to adapt, solve problems, and be resilient as they learn how to deal with new
circumstances and overcome challenges. Furthermore, taking on varied job duties can help
people define their career interests and objectives, allowing them to follow career routes
that complement their abilities and ambitions.

b) external training and professional development

Programmes for professional development and outside training give people access to
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 resources, expertise, and knowledge that might not be available within the company.
People can learn from professionals in the field, discover new trends and best practices,
and grow their professional networks by attending external training workshops, seminars,
or conferences. In addition to exposing people to a variety of viewpoints and experiences,
external training promotes innovation, creativity, and lifelong learning. Individuals can also
benefit the organization's overall growth and development by returning with insightful
knowledge and experiences from external training sessions that they can impart to their
colleagues.

c) formal promotion

A formal promotion gives someone inside the company recognition, prospects for growth,
and more responsibility. Promoting someone to a higher position requires them to manage
bigger teams or projects, take on new leadership responsibilities, and make strategic
decisions. People who are exposed to higher-level duties are better able to make
decisions, exercise strategic thinking, and become leaders. A formal promotion also tells
people that the company values their efforts and potential, which encourages them to keep
making investments in their professional growth and career success.

d) internal training and professional development

An internal promotion opens up opportunities for advancement, recognition, and more

responsibility. A person must manage larger teams or projects, assume more leadership
duties, and make strategic judgements in order to be promoted to a higher position.
Individuals with more senior-level responsibilities are more adept at making choices, using
strategic thinking, and rising to the top. People are also encouraged to continue investing in
their professional development and career achievement when they receive a formal
promotion, since it communicates to them that the organisation values their efforts and
potential.

e) opportunity for greater autonomy or responsibility

Giving people more freedom to do as they choose or take on more responsibility gives
them the confidence to own their job, make decisions, and support their teams and the
organisation as a whole. People are driven to show off their abilities, initiative, and
leadership potential when they are given more responsibility or autonomy. When people
feel empowered, they are more willing to try new things, take calculated chances, and
come up with creative solutions to issues. This boosts confidence, creativity, and
innovation. More autonomy or responsibility also fosters the development of critical abilities
like prioritisation, time management, and decision-making, all of which are beneficial for
both personal and professional growth.

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5. Describe the key features of the following leadership styles:

a) Laissez-Faire

 In this style, leaders adopt a hands-off approach and provide minimal guidance or
direction to their team members.
 They delegate authority and decision-making power to their subordinates, allowing
them to work independently.
 The leader offers support and resources when needed but largely allows individuals
to determine their own methods and outcomes

b) Autocratic

 Autocratic leaders make decisions independently without consulting their team

members.
 They exercise strict control over the work environment, dictating tasks, processes,
and deadlines.
 Communication in this style is typically one-way, with little input or feedback from
subordinates.

c) Democratic

 Democratic leaders involve team members in decision-making processes and seek

input from them.
 They encourage collaboration, participation, and open communication within the
team.
 Decision-making is often a collective effort, with the leader considering input from
team members before making final decisions .

6. Describe three ways that open and supportive communication can be established in a
workplace.

Three ways to establish open and supportive communication in a workplace:

Encourage active listening: Leaders and team members should listen attentively to each
other, show empathy, and validate each other's perspectives.

Foster a culture of trust and respect: Create an environment where individuals feel safe to
express their thoughts, opinions, and concerns without fear of judgment or reprisal.

Provide regular feedback: Offer constructive feedback to employees on their performance,

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 accomplishments, and areas for improvement. Also, encourage employees to provide
feedback to each other and to leadership.

7. Describe three characteristics of an effective leader.

Three characteristics of an effective leader:

Visionary: Effective leaders have a clear vision of the organization's goals and inspire
others to work towards achieving them.

Communicative: They communicate openly and effectively with their team members,
providing clear direction, feedback, and support.

Empathetic: Effective leaders understand and empathize with the needs, concerns, and
motivations of their team members, fostering a positive and supportive work environment.

8. Outline three principles of teamwork.

Three principles of teamwork:

Collaboration: Team members work together towards common goals, leveraging each
other's strengths and skills to achieve optimal outcomes.

Communication: Effective communication is essential for sharing information, ideas,

and feedback among team members, ensuring alignment and coordination.

Accountability: Team members hold themselves and each other accountable for their
actions, commitments, and results, promoting a sense of responsibility and ownership.

9. Outline three characteristics of effective teams.

Three characteristics of effective teams:

1.Clear goals and roles: Effective teams have clearly defined objectives and roles, with
each member understanding their responsibilities and how they contribute to the team's
success.

2.Trust and respect: Team members trust and respect each other's abilities, opinions, and
contributions, fostering a supportive and collaborative work environment.

3.Open communication: Effective teams communicate openly and transparently, sharing

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 information, feedback, and ideas to solve problems and make decisions collectively

10. Outline three benefits of effective team work.

Three benefits of effective teamwork:

1.Increased productivity: Effective teamwork enhances efficiency and productivity by

leveraging the diverse skills and perspectives of team members towards achieving common
goals.

2.Improved morale and motivation: Working in a supportive and collaborative team

environment boosts morale, satisfaction, and motivation among team members, leading to
higher levels of engagement and performance.

3.Innovation and creativity: Effective teamwork encourages brainstorming,

experimentation, and the exchange of ideas, fostering innovation and creative problem-
solving.

11. Explain three roles that a team member may assume within a team.

Three roles that a team member may assume within a team:

1.Leader: Takes on leadership responsibilities, provides direction, delegates tasks, and

motivates team members towards achieving goals.

2.Facilitator: Helps coordinate team activities, manages meetings, and ensures effective
communication and collaboration among team members.

3.Specialist: Utilizes specialized skills, knowledge, or expertise to contribute to specific

aspects of the team's work, providing valuable insights and solutions.

12. Explain three attributes needed of team members.

Three roles that a team member may assume within a team:

1. Leader: Takes on leadership responsibilities, provides direction, delegates tasks, and

motivates team members towards achieving goals.

2. Facilitator: Helps coordinate team activities, manages meetings, and ensures effective
communication and collaboration among team members.

3. Specialist: Utilizes specialized skills, knowledge, or expertise to contribute to specific

aspects of the team's work, providing valuable insights and solutions.

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4. Explain two different ways that a team can be organised.

Two different ways that a team can be organized:

1.Functional teams: Organized based on functional areas or departments within the

organization, with team members having similar roles or expertise (e.g., marketing team,
finance team).

2.Cross-functional teams: Composed of members from different departments or disciplines,

bringing together diverse skills, perspectives, and knowledge to tackle specific projects or
initiatives (e.g., project teams, task forces).

5. Outline three problems that can occur within a team.

Three problems that can occur within a team:

1.Communication breakdowns: Poor communication can lead to misunderstandings,

conflicts, and inefficiencies within the team, hindering collaboration and productivity.

2.Lack of accountability: When team members fail to take responsibility for their actions or
meet their commitments, it can undermine trust, cohesion, and performance within the
team.

3.Role ambiguity: Unclear roles and responsibilities can cause confusion, duplication of
efforts, and conflicts over authority and decision-making, impeding progress and
effectiveness.

6. Explain how motivation assists in the management of individuals and teams at work.

Three problems that can occur within a team:

1.Communication breakdowns: Poor communication can lead to misunderstandings,

conflicts, and inefficiencies within the team, hindering collaboration and productivity.

2.Lack of accountability: When team members fail to take responsibility for their actions or
meet their commitments, it can undermine trust, cohesion, and performance within the
team.

3.Role ambiguity: Unclear roles and responsibilities can cause confusion, duplication of
efforts, and conflicts over authority and decision-making, impeding progress and
effectiveness.

7. Identify two theories of motivation and how this applies to managing individuals and
teams.

Two theories of motivation and how they apply to managing individuals and teams:

Maslow's Hierarchy of Needs: This theory suggests that individuals are motivated to fulfill a

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 hierarchy of needs, ranging from basic physiological needs to higher-level needs such as
self-actualization. Managers can apply this theory by understanding and addressing the
diverse needs of individuals and teams, providing opportunities for growth, recognition,
and fulfillment.

Herzberg's Two-Factor Theory: This theory distinguishes between motivators (factors that
lead to satisfaction and motivation) and hygiene factors (factors that prevent
dissatisfaction but do not necessarily motivate). Managers can apply this theory by
focusing on both intrinsic motivators (such as challenging work and recognition) and
extrinsic hygiene factors (such as pay and working conditions) to create a motivating work
environment.

8. Explain how group dynamics can impact on successful team management.

Group dynamics can impact on successful team management by:

Influencing communication and collaboration: Positive group dynamics, characterized

by trust, respect, and open communication, enhance collaboration and problem-
solving within the team. Conversely, negative group dynamics, such as conflicts or
cliques, can hinder communication and teamwork, leading to inefficiencies and
conflicts.

Shaping decision-making and leadership: Group dynamics influence how decisions are
made within the team, with leaders emerging based on their influence, expertise, or
personality. Effective team management requires understanding and managing group
dynamics to ensure that decisions are made collaboratively and inclusively.

Impacting team cohesion and morale: Group dynamics play a significant role in
shaping team cohesion and morale, with positive dynamics fostering a sense of
belonging, motivation, and camaraderie among team members. Managers must
address issues or conflicts that arise from negative group dynamics to maintain a
supportive and productive team environment.

9. Describe how each of the following recognition and rewards can assist with effective
leadership of staff.

a) acknowledging individual good performance to the whole team

Acknowledging individual good performance to the whole team:

This recognition method reinforces positive behavior and encourages other team members
to strive for excellence by showcasing exemplary performance.

It fosters a culture of appreciation, teamwork, and healthy competition within the team,
motivating individuals to contribute their best effort.

Effective leadership is demonstrated by publicly acknowledging and celebrating individual

achievements, which boosts morale, enhances engagement, and strengthens team
cohesion.

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 b) incentive initiatives

Incentive initiatives, such as bonuses, commissions, or performance-based rewards,

provide tangible rewards to employees for achieving specific goals or targets.

By aligning incentives with organizational objectives, effective leaders can motivate

employees to focus their efforts on activities that drive business success.

Incentive initiatives demonstrate effective leadership by linking rewards to performance

outcomes, promoting accountability, and incentivizing high performance and goal
attainment among staff.

c) informal acknowledgement

Informal acknowledgement, such as verbal praise, thank-you notes, or personal gestures,

provides immediate and personalized recognition to employees for their contributions.

Effective leaders understand the importance of regular and authentic appreciation, which
strengthens employee morale, loyalty, and job satisfaction.

Informal acknowledgement demonstrates effective leadership by fostering a positive work

culture, building trust and rapport with employees, and reinforcing desired behaviours and
performance standards.

d) presenting awards

Informal acknowledgement, such as verbal praise, thank-you notes, or personal gestures,

provides immediate and personalized recognition to employees for their contributions.

Effective leaders understand the importance of regular and authentic appreciation, which
strengthens employee morale, loyalty, and job satisfaction.

Informal acknowledgement demonstrates effective leadership by fostering a positive work

culture, building trust and rapport with employees, and reinforcing desired behaviours and
performance standards.

e) written reports to management

Written reports to management highlight individual or team accomplishments, progress

towards goals, and key performance metrics, providing visibility and recognition at higher
levels of the organization.

Effective leaders use written reports to advocate for their team, showcase achievements,
and communicate the impact of their efforts on organizational success.

Written reports demonstrate effective leadership by promoting transparency,

accountability, and effective communication with senior management, which can lead to
increased support, resources, and opportunities for the team.

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10. Outline two types of organisational plans and the steps needed to plan each.

Two types of organizational plans and the steps needed to plan each:
a) Strategic Plan:
Establish organizational mission and vision: Define the overarching purpose and
aspirations of the organization.
Conduct a SWOT analysis: Assess the organization's strengths, weaknesses,
opportunities, and threats to inform strategic priorities.
Set strategic objectives: Identify specific goals and targets that align with the
mission, vision, and strategic priorities of the organization.
Develop strategies and action plans: Determine the strategies and initiatives
needed to achieve the strategic objectives, allocating resources and responsibilities
accordingly.
Implement and monitor progress: Execute the action plans, monitor progress
towards objectives, and make adjustments as needed to ensure alignment with
strategic goals.
Evaluate and adapt: Regularly evaluate the effectiveness of the strategic plan,
learn from successes and failures, and adapt strategies based on changing internal
and external factors.
b) Operational Plan:
Define operational goals: Identify specific, measurable, achievable, relevant, and
time-bound (SMART) goals that support the strategic objectives of the
organization.
Analyse resources and constraints: Assess the resources, capabilities, and
constraints (e.g., budget, manpower, technology) that impact the execution of
operational activities.
Develop action plans: Outline the specific tasks, activities, and timelines required
to achieve operational goals, assigning responsibilities to individuals or teams.
Allocate resources: Determine the allocation of resources (e.g., budget, personnel,
equipment) needed to support the implementation of action plans.
Implement and monitor progress: Execute the action plans, monitor progress
towards operational goals, and track key performance indicators to ensure
alignment with organizational objectives.
Review and adjust: Regularly review operational performance, identify areas for
improvement, and adjust plans and processes as necessary to optimize efficiency
and effectiveness.

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