Cert IV Frontline
Management - Course
Unit BSBWOR402A
Promote team
effectiveness
(information sourced
from NTIS website
http://www.ntis.gov.au/)
Description
This unit describes the
performance outcomes,
skills and knowledge
required to promote
teamwork. It involves
developing team plans to
meet expected outcomes,
leading the work team,
and proactively working
with the management of
the organisation. No
licensing, legislative,
regulatory or
certification
requirements apply to
this unit at the time of
endorsement.
Employability Skills
This unit contains
employability skills.
Application Of Unit
Frontline managers
have an important
leadership role in the
development of efficient
and effective work
teams. They play a
prominent part in team
planning, supervising
the performance of the
team and developing team
cohesion. They provide
leadership for the team
and bridge the gap
between the management
of the organisation and
the team members. As
such they must 'manage
up' as well as manage
their team/s.
Unit Sector
No sector assigned
Performance criteria
|
Element |
|
Performance
criteria |
| 1. |
Plan to
achieve team
outcomes |
|
|
1.1 |
Identify,
establish
and
document
team
purpose,
roles,
responsibilities,
goals,
plans
and
objectives
in
consultation
with
team
members
|
|
1.2 |
Support
team
members
in
meeting
expected
outcomes
|
|
| 2. |
Develop team
cohesion |
|
|
2.1 |
Provide
opportunities
for
input of
team
members
into
planning,
decision
making
and
operational
aspects
of work
team
|
|
2.2 |
Encourage
and
support
team
members
to take
responsibility
for own
work
and to
assist
each
other in
undertaking
required
roles
and
responsibilities
|
|
2.3 |
Provide
feedback
to team
members
to
encourage,
value
and
reward
individual
and team
efforts
and
contributions
|
|
2.4 |
Recognise
and
address
issues,
concerns
and
problems
identified
by team
members
or refer
to
relevant
persons
as
required
|
|
| 3. |
Participate
in and
facilitate work
team |
|
|
3.1 |
Actively
encourage
team
members
to
participate
in and
take
responsibility
for team
activities
and
communication
processes
|
|
3.2 |
Give the
team
support
to
identify
and
resolve
problems
which
impede
its
performance
|
|
3.3 |
Ensure
own
contribution
to work
team
serves
as a
role
model
for
others
and
enhances
the
organisation's
image
within
the work
team,
the
organisation
and with
clients/customers
|
|
| 4. |
Liaise with
management |
|
|
4.1 |
Maintain
open
communication
with
line
manager/management
at all
times
|
|
4.2 |
Communicate
information
from
line
manager/management
to the
team
|
|
4.3 |
Communicate
unresolved
issues,
concerns
and
problems
raised
by the
team/team
members
to line
manager/management
and
ensure
follow-up
action
is taken
|
|
4.4 |
Communicate
unresolved
issues,
concerns
and
problems
related
to the
team/team
members
raised
by line
managers/management
to the
team and
ensure
follow-up
to
action
is taken
|
|
Skills and Knowledge
Required skills
Required knowledge
-
organisational
goals, objectives
and plans
-
organisational
policy and
procedures framework
-
organisational
structure, including
organisational chart
-
principles and
techniques
associated with:
-
delegation
and work
allocation
-
goal setting
-
group
dynamics and
processes
-
individual
behaviour and
difference
-
leadership
-
motivation
-
negotiation
-
planning.
Range statement
The range statement
relates to the unit of
competency as a whole.
It allows for different
work environments and
situations that may
affect performance. Bold
italicised wording, if
used in the performance
criteria, is detailed
below. Essential
operating conditions
that may be present with
training and assessment
(depending on the work
situation, needs of the
candidate, accessibility
of the item, and local
industry and regional
contexts) may also be
included.
|
|
|
|
|
Team
purpose, roles,
responsibilities,
goals, plans and
objectives
may include:
|
|
-
action
plans,
business
plans and
operational
plans linked
to strategic
plans
-
expected
outcomes and
outputs
-
goals for
individuals
and the work
team
-
individual
and team
performance
plans and
key
performance
indicators
-
occupational
health and
safety (OHS)
responsibilities
|
|
Consultation
may include:
|
|
-
attending
meetings,
interviews,
brainstorming
sessions
-
using
email/intranet
communications,
newsletters
or other
processes
and devices
which ensure
that all
employees
have the
opportunity
to
contribute
to team and
individual
effectiveness
-
using
mechanisms
to provide
feedback to
the work
team in
relation to
consultation
outcomes
|
|
Responsibility
for own work
may involve:
|
|
|
|
Feedback
may refer to:
|
|
-
formal/informal
gatherings
between team
members
where there
is
communication
on work
related
matters
-
informal
communication
of ideas and
thoughts on
specific
tasks,
outcomes,
decisions,
issues or
behaviours
|
|
Relevant persons
may include:
|
|
|
|
Communication
may include:
|
|
|
|
Line
manager/management
may refer to:
|
|
|
Evidence guide
The evidence guide
provides advice on
assessment and must be
read in conjunction with
the performance
criteria, required
skills and knowledge,
range statement and the
Assessment Guidelines
for the Training
Package.
|
|
|
|
| Overview
of assessment |
|
|
| Critical
aspects for
assessment and
evidence
required to
demonstrate
competency in
this unit |
|
Evidence of
the following is
essential:
-
teamwork
plan with
details of
how it was
generated
and how it
will be
monitored so
that team
goals can be
met
-
techniques
in
communicating
information,
dealing with
team
conflict and
resolving
issues
-
knowledge
of
organisational
goals,
objectives
and plans.
|
| Context
of and specific
resources for
assessment |
|
Assessment
must ensure:
|
| Method of
assessment |
|
A range of
assessment
methods should
be used to
assess practical
skills and
knowledge. The
following
examples are
appropriate for
this unit:
-
analysis
of responses
to case
studies and
scenarios
-
direct
questioning
combined
with review
of
portfolios
of evidence
and third
party
workplace
reports of
on-the-job
performance
by the
candidate
-
observation
of
demonstrated
techniques
in working
with team
dynamics
-
observation
of
performance
in role
plays
-
oral or
written
questioning
to assess
knowledge of
principles
and
techniques
associated
with group
dynamics and
processes
-
evaluation
of
opportunities
provided for
input of
team members
into
planning,
decision
making and
operational
aspects of
work team
-
review of
feedback
provided to
team members
-
review of
teamwork
plan.
|
| Guidance
information for
assessment |
|
Holistic
assessment with
other units
relevant to the
industry sector,
workplace and
job role is
recommended, for
example:
|
|
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