Table of Contents Introduction 2 TASK: 1 3 P1.1 – Develop a set of own responsibilities and performance objectives 3 P1.2 – Evaluate own effectiveness against defined objectives 4 P 1.3 Make recommendations for improvement 5 P1.4 Review how motivational techniques can be used to improve quality of performance 5 TASK 2 8 P2.1 – Develop solutions to work-based problems 8 P2.2 Communicate in a variety of styles and appropriate manner at various levels 9 P2.3 Identify effective time-management strategies 12 TASK 3 13 P3.1- Explain the roles people play in a team and how they can work together to achieve shared goals 13 P3.2- Analyse team dynamics 14 P3.3 Suggest alternative ways to complete tasks and achieve team goals 15 TASK 4 17 P4.1 Evaluate tools and methods for developing solutions to problems 17 P4.2 Develop an appropriate strategy for resolving the problem of labour turnover in an organisation of your choice 18 P4.3 Evaluate the potential impact on the business of implementing the strategy 19 References 20

Introduction
The following report seeks to detail a number of aspects which affect individuals performance in the organization as well as the performance of the organization. To start with, the report will develop a set of responsibilities and performance objectives as well as evaluation of these objectives and how they can be improved for better performance. The paper will also develop solutions to a work-based problem in addition to how communication is applied in organization whether verbal or non-verbal. The report will also identify effective time management strategies that can enable completion of a project in time. Additionally, the report expounds on team dynamics and the nature of a team. Justifications will be offered to support arguments on these aspects of a team. Finally, the report will detail the problem of labour turnover and strategies which can be used to solve this problem. Lastly, the impact, which is caused by implementation of these strategies, is detailed.

TASK: 1
P1.1 – Develop a set of own responsibilities and performance objectives
Responsibility is the ability of a person to be fully accountable for what they say, do or think while personal responsibility means the ability to work on our character and skills development instead of targeting others with an aim to blame them for certain situations or circumstances. Personal responsibility is more of designing a life that enables people to honor their purpose and value (Brown, 2009). Personal responsibility is formed on the background of an individual and their ability to perform certain works as well as the ability to display their motivation and skills to undertake some duties for them to succeed. In the workplace, some people tend to take more responsibilities than others do that are caused by natural factors or material factors that may motivate them to undertake some duties that prove hard to others. An employee can choose to undertake different types of responsibilities, which may be job responsibility, self-responsibility, mutual responsibility as well as health, and safety responsibility (Brown 2009).
I can develop a set of personal responsibility and performance objectives in the new project based on my company. I will have to assess the present and future needs of the company and match them to the abilities that the company has currently. When developing the personal responsibilities, I will have to match the capable individuals in the organization with the end outcomes that the project will want to achieve. The following are my personal set objectives/ responsibilities: * Complete the new project in 1 year * Gain a promotion in the company * Attend workshops when needed to increase my knowledge and skills * Raise the team spirit of the team members * Ensure that the project engaged in generates profits * Ensure that the initial plan of the project is followed and only appropriate changes are made *
P1.2 – Evaluate own effectiveness against defined objectives
The following describes steps that I will use to make an evaluation of my effectiveness against the defined objectives and they include; * The first step is taking a self-evaluation to determine whether I have relevant skills to meet the objectives set. This will include; * Ensure team spirit in the various teams assigned the various responsibilities to oversee that objectives are met * Raise my motivation to perform the duties assigned * I have good communication skills, computer skills and good English skills * The second type of my evaluation of my effectiveness against the set objectives is on the experience I have related to the employees various personal responsibilities. This will include assessing my level of creativity , the level of team spirits on each working day and the management of time. * The last step that I can do to evaluate my effectiveness is the ability to perform the duties involved in the company projects. In relation to this, I can be able to work under pressure, be innovative, and use my gained knowledge in school and use of interpersonal skills.
P 1.3 Make recommendations for improvement

These recommendations for improvement relate to the weaknesses and strengths towards my personal abilities to deliver the project of the company. I will therefore carry out an audit, which will determine the areas, where I am weak and where I am strong and how I can improve on these weak areas. Weaknesses | Strengths | Management of time | Being organised | Being Proactive | Innovative and creative | Easily forgets | Work under pressure to meet targets | | Able to work well as a team leader |

A weakness is something, which can be turned into strength, but it requires enough practice. To be able to manage time effectively, I will have to create a schedule, which I will follow regularly. To be proactive i will have to interact with people more and get to know the latest information in my field. To avoid forgetting I will have a notebook which I will note all urgent matters and through a schedule I will eliminate this problem.
P1.4 Review how motivational techniques can be used to improve quality of performance

There are numerous techniques which I can use to motivate employees so as to raise the team spirit and ensure quality performance. Motivational techniques can be either non-financial such as promotions and better working conditions or financial such as increase in wages and salaries. I can rely on the Herzberg’s hygiene and motivators factor as a motivation technique to make improvements in the quality of performance through improving on the hygiene factors and providing motivators in the working environment as the culture of the company. According to Herzberg, hygiene factors are the ones that are referred to ‘dissatisfiers’ and are the aspects that are found in the working environment that can lead to making employees unhappy. The organization can use this aspect of motivation according to Herzberg through identification of some of these factors, which lead to employees being unhappy and eliminating them through theprovision of counter methods of motivation (Dzimbiri 2009).
However, for an organization to be able to do this it will be vital for the company to engage all employees and members of management to identify these factors or process that make them unhappy. By aiming to reduce these hygiene factors, the company will be moving towards an employee motivated environment upon implementation of the other Herzberg motivators factor thatis often referred to as ‘satisfiers’. The motivators according to Herzberg are those aspects of the environment that provides employees with job satisfaction (Dzimbiri 2009). Among the motivators that can be enhanced by the company, include financial and non-financial rewards such as gifts, salary increment, recognition of effort and performance among other aspects. The underlying importance of this exercise by the company is to increase the productivity of the employees.
Apart fro using the Herzberg’s theory of motivation technique , the company can use the Mayo principles to improve the quality of performance by its employees. According to Mayo, employees concern is not only the money they will get at the end of a certain period, but also they are also concernedwith their social needs being met (Reece, 2012). When the company chooses to provide better-working conditions for its employees, the productivity levels will increase in addition to having standard quality being achieved and surpassed. The company can, therefore, borrow from Mayo’s principle to motivate its employees through; * Providing a better communication model between managers and workers * Being involved in the lives of personal lives of employees * Establishing efficient and effective groups/ teams in which employees can work in

TASK 2
P2.1 – Develop solutions to work-based problems
The sales of Tesco have been declining and the company wants to find a formula to turn its falling sales.
There are several procedures that can be used to develop ideal solutions to work based problems and they include; * Identifying the work based problem in this case the fall in sales
At this stage, the problem/s that is being faced are identified and documented. All facts that relate to this/ these problems are also noted down for instance whom the problem affects and for how long it has been in existence. * Identify the cause of the problem, which might be poor customer service, change in consumer buying behaviour because of the economy, the discounts competitors are giving among other problems.
The next step concerns the identification of the cause of the problem/ s. This entails dwelling more on the issue by talking to the people who are directly involved in this problem. All the possible causes of the work-based problems being experienced are noted down as well. * Bring capable people together to brainstorm on the solutions available such as giving customers incentives, raising customer standards, offering quality products at low prices, or do a competitors analysis to build strategies among them.
The next step is where a team of experienced and skilled members is called in a round table to brainstorm on the possible solutions that may help to solve the underlying problem. At this stage, the causes are presented and analyzed and as many solutions as possible are proposed to each problem. * Select the most appropriate solution in this case do a competitor analysis, which will ensure appropriate strategies are built.
What follows will be a selection of the best possible solution from the brainstormed solutions and this will be arrived after wide consultations with all concerned parties. When selecting the solution, there is also need to have a contingency plan to back up the selected solution. * Implement the solution selected
At this point, the solution selected will be implemented and all necessary resources that will enable it to become a success will be availed to the team appointed to implement it fully. * Tesco should analyze the impact of the solution for possible improvement changes
P2.2 Communicate in a variety of styles and appropriate manner at various levels
External communication can be defined as the transmission of information between business and another person who is in the organization’s external environment. A company can communicate externally to potential customers, suppliers, shareholders, and the press also to investors. On the other hand is the sharing of information from an employee to another within the premises of the organization. Three communication tools can be used appropriately for both the external and internal communication in a hospitality industry for emergency events, and they include mobile phones, E-mail as well as social networking sites (Krizan 2006).
E-Mail
This is a quick way to inform a large number of people of an upcoming emergency event and with the backup of online chat tools it is easier to convey this method to people within the organization and those outside parties. The advantage of using this tool is because it can be sent at any time of the day, and the delivery is extremely fast compared to tradition mail method (Krizan 2006).
Mobile Phones
Almost every adult has a mobile phone and if not they can be able to access one for usage to serve a particular need. Mobile phones can be used to call or send a text message to the concerned stakeholders about the up-coming emergency event (Krizan 2006).

Social networking sites
This tool of communication has experienced immense growth in the last decade and any organization that has/is not adopting to its usage it will soon lose its market share to the companies using this mode of communication to interact with their customers. Having some these social networking sites posting this emergency event on these sites will mean that thousands of people will have a glimpse of the upcoming event across the world.
Verbal and Non-verbal communication
Verbal communication can also be effective in this case and involves the use of both formal and informal communication. The use of formal communication can be used to give feedback to employees either using letters on notice boards, email or telephone. Non –formal communication can be used such as use of group texts in WhatsApp among others. On the other hand non-verbal communication is used and includes the use of body language, gestures, postures, eye contact among others.
Barriers to effective communication
There are various barriers to communication whether it is internal or external, and it can occur at any stage of the process of communication. Barriers of communication often lead to distorted information, which can cause misunderstanding and confusion (Krizan 2006). The reason organizations need effective communication is to be able to overcome these barriers and ensure that the process is clear and concise. Some of the barriers to communication include; * Semantic barriers: This barrieris caused by poorly constructed sentences where words used have no meaning when interpreted by the receiver of the information. This barrier can also be caused by use of Jargon words as well as faulty assumptions and assumptions made by either the sender or receiver * Emotional barriers: This type of barrier is caused by lack of attention, having a premature evaluation, the receiver having poor retention as well as loss of transmission when communicating (Krizan 2006). * Organization barriers:An organization can pose barriers to effective communication in terms of its policies, rules and regulations, the facilities of the organization, the technology available as well as the organizational structure (Krizan 2006). * Personal barriers: These are the barriers, which are directly connected to the sender or receiver, and they include unwillingness to communicate, lack of motivation to communicate, health of a person in addition to other person related issues. * Cultural differences: Different organizations have different levels of cultural integration and the more it is widely spread the more barriers to communication resurface. The social interactions norms are often very different from various cultures (Krizan 2006).
P2.3 Identify effective time-management strategies
Time management is a process where one plans and organises activities around the time, which has been allocated for instance if a project requires 4 weeks to completion all activities will need to be within the timeframe set. Through this, the project will be done in an efficient and effective manner where the productivity of the employees will be monitored. Among the time management techniques include; * Work prioritisation: Here the work is done according to how urgent it is and what matters most for the project. * Setting work objectives: Objectives act as a guide on how the work is being done. Objectives will have a specific timeline. * Making of appointments: Appointments will manage how people spend their time engaging with visitors and ensure that scheduled is always followed. * Making reliable estimates of time: Estimation to factor in all factors that affect the project being undertaken.

TASK 3
P3.1- Explain the roles people play in a team and how they can work together to achieve shared goals
In any project, the nature of the team is to work together, cohesively to meet certain set objectives for the good of the organization. The dynamics of the team on the other hand are the forces, which drive and direct the performance of the team. The nature of a team will often be driven by the dynamics, which the team has chosen to set. For people to work together in a team and achieve goals they must have high set team dynamics where every individual is motivated to do their responsibilities. Team building normally undergoes several stages which include formation of the team and members meeting, expression of ideas by members, development of work habits to support the rules and values of the group, the fourth stage involves sharing of knowledge and cross-training and the last stage is the recognition of the group achievement.
To achieve these goals it is important for the team members to collaborate with each other and establish a strong relationship between them. In addition, people can work together to achieve similar goals when they are well motivated and the environment where they work in promotes good working conditions (Levi 2011). The roles, which people play in a team, include; * Shaper role: For the individuals who are dynamic and are not afraid of challenges * Implementer role: These are the people who make things done in the team * Finisher role: These are the people who detect errors and are regarded as perfectionists * Coordinator role: These have great listening skills and are often confident and mature * Team worker role: These people ensure that the team remains united * Resource investigator role: They perform the work of negotiating and networking for the team * Monitor-Evaluator role: They are critical thinkers in a team * Specialists role: These are the experts in the team and have professional knowledge * Plants role: These are the innovative members of the team (Levi 2011).
P3.2- Analyse team dynamics
A team is defined as people who come together to achieve a common goal whereas team dynamics are defined as the forces, which direct and guide the performance and behaviour of the team (Levi 2011). Teams can be informal or formal where a group of workers in an organization creates informal groups because they have shared interest while a formal group is a structured group created to serve a specific purpose. These dynamics are created by the nature of the team, personalities, working relationships, and the working environment. Team dynamics can be good and at times, they can be bad. Team dynamics can have big impacts on: * The profits of the organization because of the productivity of the team in its activities * How people enjoy their work where low team spirits results to poor motivation * The retention rates of employees as hardworking teams which achieve targets are hard to disintegrate as employees are more comfortable * The image and reputation of the company becomes rated high as more people would like to be associated with the company (Levi 2011)
Team dynamics can be enhanced in an organization through a number of interventions, which include; * Changing the structure of the organization which will support team activities * Holding workshops for the team which increases their knowledge and skills * Conducting personality workshops for individual development * Having a cultural change programme, which will assist in recognising all cultural backgrounds of employees * Adoption of new innovations/ technologies to support the activities of the employees * Enhancement of better communication for better coordination in the team
P3.3 Suggest alternative ways to complete tasks and achieve team goals
A team working in a non-profit organization has been facing problems in its various projects where often budget are not enough; projects completed late which often brings trouble with the funders. The company is therefore in pursuit of alternatives it can use to complete tasks in time so that team goals can be achieved.
The following are the alternatives to completing tasks with an aim of achieving the goals of the team; * Breaking the task into small pieces * Doing the task as soon as possible * Incorporating past experience * Do it in a fast way * Put more effort * Sub-divide the tasks according to present individuals * Do things ahead of the assigned time
The justification behind using these alternatives is that the team will be given a number of broad options in which they can implement their strategies. These alternatives will provide an opportunity to do things in a more different approach.

TASK 4
P4.1 Evaluate tools and methods for developing solutions to problems
An organization that is facing problems of declining sales such as Tesco requires effective tools and methods for developing solutions to problems. One of the tools to use is the SWOT analysis. The SWOT analysis is an important step that should be considered before undertaking any major decision. Big organizations have continued to utilize this tool, especially when formulating sound strategies that will act as a guidance of the direction that the company will be going shortly. An effective SWOT analysis is the one that is realistic, honest, comprehensive enough in that it can look at all factors internal, and external that affects the company. An effective SWOT analysis should be able to highlight the strengths of Tesco, which gives it a competitive edge (Kaufman, et al. 2003). It should be ensured that strengths of the company are assessed in comparison to the competition. Also, an effective SWOT should highlight genuine weaknesses of Tesco since they will offer an opportunity to guide where to make improvements. Moreover, the opportunities that Tesco has in terms of profitability and growth should be well outlined, and they should be viable ones. Finally, an effective SWOT analysis should detail the minor and major threats that face the co Tesco Company. An effective SWOT analysis should not exaggerate in any way meaning that all information should be all but true (Kaufman, et al. 2003).
On the other hand, brainstorming is an effective tool in developing solutions for SCS Ltd about its current situation. Brainstorming is a form of agroup discussion where people invite free flowing ideas in thegeneration of thoughts for a specific course of action within a given time (Winstanley 2005). An effective brainstorming session is able to generate creative ideas, identify opportunities as well as issues, derive several possible causes of a problem, assess and issue with different viewpoints and arrive at a viable solution to the problem within the stipulate time.An effective brainstorming session does not end up criticizing ideas or making evaluations of them, rather it should encourage members to contribute as many ideas as possible (Winstanley 2005).

P4.2 Develop an appropriate strategy for resolving the problem of labour turnover in an organisation of your choice
Unilever Pakistan has been facing a high labour turnover, which has been attributed by the recent situation in Pakistan. There are numerous strategies, which the company can adopt to resolve this particular high labour turnover problem and among them; * Identification of the Key elements of the high turnover problem: Often problems are surrounded by a lot of information, which may end up wasting more time in figuring what the problem is. Using this strategy will enable identification of the key elements of the problem, which are broken down to determine which areas need improvements. * Solve one problem at a time for instance provide better working conditions for all employees and offering better incentives : This strategy puts emphasis on focusing on a problem at one particular time, and when one problem is solved then focus is directed to the other one. For instance, if a company wants to improve its manufacturing process because of delays caused focus should be on each stage in the process. * Seek the intervention of an expert who will advise: In any problem that arises in an organization there is an expert who knows to develop solutions for the problem more than anyone. Sometimes to develop a solution in a quick way asking the expert is most preferred.
Business organizations can adapt these strategies to resolving specific problems. Others that can be adopted include using technology, which will substitute human labour, using a different approach that has been tested successfully and setting specific goals.
P4.3 Evaluate the potential impact on the business of implementing the strategy
By adopting and implementing the above started strategies, the company can be able to resolve the problem that it has. The company can have an increased public image where its reputation will grow to high levels. This will attract more customers to the organization, which will thereafter increase the profits made by the organization. In addition, the company will be able to attract more experienced and skilful employees who will contribute to the productivity of the company.

References
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