2. Work With Others.pptx forever and ever

Reasons why cooperation and good relationship
are important

Working with others
The ability to
effectively interact,
cooperate, collaborate,
and manage conflicts
with other people in
order to complete tasks
and achieve shared
goals

Seeking assistance from workgroup
members
There are many times when a problem
arises that you cannot solve by yourself.
If you cannot finish a task, then you slow
down the whole group. It is then
necessary to ask for assistance, by
approaching others, for example
 your supervisor
 your coach or mentor
 your colleagues or other members of the
team
 another member of the organization.

 It is important to work together. This can happen in
either a meeting, teleconference, face-to-face or online via
the Internet.
Developing effective workplace relations
Teams
 A team is a group of people who are working together for a
specific purpose. Often each person has a different skill that
they bring to the group so that they complement each other
and are able to complete a wide range of tasks. The team may
consist of the entire business organization, a department or
section, a group formed for a specific purpose which then
disbands when the task is complete, or even a committee that
meets every now and again. People are often members of a
number of different teams at the same time.

Features and characteristics of successful teamwork
include
 all members being committed to the goals of the team
 effective communication between team members so
that each person understands what is expected of
them
 each member co-operating with everyone and
assisting others when they need help
 everyone being flexible with respect to the tasks they
complete – the more multi-skilled a team, the more
work will be completed within the designated time
frames

 sharing of ideas and everyone
contributing to brainstorming activities,
especially when problem solving
 everyone adopting a positive attitude
 people respecting differences in personal
values and beliefs related to culture,
religion and language.

It is important that your work performance
is monitored and that you receive feedback
that is constructive and encourages you to
strive for improvement.
Contributing to workgroup activities
Providing support
It is important to provide support to team
members to ensure that workgroup goals are
met. Providing support to team members may
include

explaining or clarifying policies, procedures,
instructions etc
helping colleagues to complete tasks on
time, especially if you have completed your
own tasks ahead of schedule
assisting with solving problems
providing encouragement in order to foster a
positive attitude
providing feedback to another team member
undertaking extra tasks if necessary

1.Use the following table to list the advantages and
disadvantages of working in a team.
Advantages Disadvantages

2.In the table below, mark whether each
characteristic best describes the team leader, a
member of a team or both.
Characteristic Team leader Team member
Makes decisions
Solves problems affecting team progress
Positive attitude
Keeps the team focused

UNDERSTANDING HOW
TO ELICIT AND INTERPRET FEEDBACK
Use the Right Technology
 Conducting employee surveys is about more than asking questions and
collecting responses. An effective employee survey platform offers a
seamless way of soliciting employee feedback, analyzing results, and
displaying trends. When the best of technology and talent management
come together to form a dynamic employee survey solution, there’s an
opportunity to better measure and act on employee feedback. And eliciting
great feedback isn’t solely an HR responsibility.
 Employee survey software offers a secure way to hear and measure the
voice of the employee, and it delivers the following benefits:
 Allows for specific questions to go to certain employee groups—for
example,
 asking managers and individual contributors different sets of
questions

 Can be designed to deliver employee surveys on a preset schedule
 Offers employees more assurances of anonymity
 Includes dashboards and reports that boil down multiple data points,
making the feedback easy to understand
 Allows employees to access cloud-based surveys from anywhere
Make Questions Direct
 Confusing, vague questions will yield only vague feedback. Questions that
ask more than one thing at a time or use terminology that employees
don’t understand will also limit your opportunities to get direct feedback.
Each survey question should always ask one thing, clearly, and without
the risk for misinterpretation. That way, when you receive the feedback,
it’s easier to understand and measure.

Some good ideas for asking direct questions include:
 Keep questions short and to the point. If the question looks like a paragraph, it’s
not direct enough.
 Use simple language to ask questions. When in doubt, search for simple
synonyms to describe a concept or idea.
 Avoid abbreviations or acronyms, unless they’re commonly used by all
employees.
 Make Questions Objective
 Employee surveys are most effective when questions are objective and steer away
from making assumptions about employees’ views. Survey questions should be
neutral and refrain from leading employees to a certain response. For example,
instead of asking, “How much do you like our new wellness benefits?” you’ll get
more direct and honest feedback by asking, “What experience have you had with
our new wellness benefits?” When faced with objective questions, employees are
more likely to give an honest response rather than what they think you want to
hear.

Don't Ask Yes/No Questions
Just as in a job interview, open-ended questions reveal
more direct and detailed feedback than a yes/no
question. Open-ended questions give employees an
opportunity to speak about what matters to them
most, instead of limiting them to only two opposing
response options. For example, asking, “What does it
take to be successful here?” will elicit more direct
feedback than asking, “Does your manager always
position you for success?”
A good rule of thumb is to avoid using terms such as
“always,” “never,” or “every” and replace those terms
with descriptors such as “how much” or “how often.”

Work with Others Task sheet 1.1.2
Directions: Enumerate some good ideas
in asking questions.
1.
2.
3.

KNOWLEDGE OF WORKGROUP
MEMBER’S RESPONSIBILITIES AND DUTIES
Types of Workgroups can be divided into two main types:
 A formal group in an organization is established by management to
perform specific tasks in order to meet the goals of the
organization. It may consist of a committee, a department, a
section, or some other unit in the workplace. In these groups,
relationships and procedures are regulated through formal
processes, as in formal meetings.
 An informal group forms naturally around the workplace as, and
when, the people involved feel like it. These could be ‘interest’ or
‘friendship’ groups.

 Types of work teams:
 The terms ‘team’ and ‘group’ are often used in the same
context, but, while a team can be classified as a group, a
group may not conform to the specific criteria for a team. The
key elements of a team are that members are operating
within a charter. Members of a team see themselves as having
specified roles, and they acknowledge that the team is
accountable for achieving a specific organizational goal.
 A project work team is created to complete a particular task or
project. Members are chosen because their qualifications and
experience are useful to the team’s purpose. The members are
chosen by management, and the team disbanded when the
project is finished.

Responsibilities and duties in relation to
workgroup members:
Organizational code of conduct
Organizational procedures and policies
Supervision and accountability including OHS
Job description and specification relevant to work
role
Using a courteous and helpful manner at all times
Completing allocated tasks as and when required
Seeking assistance from an appropriate person if
difficulties arise
 Using active and effective listening and
questioning to clarify instructions and
responsibilities.

Member’s behavior:
 Behave in a courteous and helpful manner
 cooperation is necessary to work as a group or team
in order to complete work tasks
 Mutual respect means treating other people as you
would like to be treated yourself, including
acknowledging other people’s cultural and religious
beliefs.
 Cooperation is essential for developing the ability to
relate effectively to management, customers/clients
and colleagues, to work as a team and to
communicate well at an interpersonal level.
 Reciprocal effort at a personal level means that if you
have a quiet period you will help someone who has a
deadline to meet, and they will then help you when
you have a large volume of work.
 Develop effective workplace relationships

Directions: Give what is being asked.
1. Responsibilities as a member.
2. What are the member’s behavior?

Cultural competence is the ability of a
person to effectively interact, work, and
develop meaningful relationships
with people of various cultural
backgrounds. Cultural background can
include the beliefs, customs, and
behaviors of people from various groups.

Working with colleagues in a
multicultural environment requires a
certain level of patience. People from
different backgrounds often have
different ways of approaching tasks and
human interactions. These are neither
right nor wrong, only different. Having
the patience to take the time to fully
understand where colleagues are coming
from in different workplace scenarios
can help you all work together more
efficiently and effectively.

Cultural differences range vast and wide,
from religious beliefs to cultural norms.
People from diverse backgrounds bring a
number of different socially-acceptable
professional and personal practices into the
workplace. Whether or not you agree with
your colleagues, it is important to respect
their differences. This means restraining
yourself from commenting on things you are
unfamiliar with or don't particularly agree
with and accepting your colleagues’ cultural
backgrounds for what they are.

People who don't speak your native
language might inadvertently use words or
phrases that you might find inappropriate
for the workplace. Give colleagues with new
language skills leeway in how they use their
words. If you feel a colleague inadvertently
offends customers due to inexperience with
certain accepted customs and practices,
discuss the issue privately with your human
resources representative. This person is
trained to deal with these types of
situations in a professional and effective
manner.

Working with people from other backgrounds
exposes you to customs, cultures and practices you
might never have otherwise come in contact with. A
willingness to get to know your colleagues on a
personal level will create a sense of goodwill in the
workplace that can translate to better professional
collaboration. Most people, when asked in an
appropriate way, are more than happy to talk about
differences between cultures. This can give you
greater insight into why people think, behave and
act the way they do. Be open to discussing your own
background and cultural beliefs, provided these
conversations don't tread into inappropriate
workplace conversation. If you are unsure about
what constitutes inappropriate workplace dialogue,
consult your human resources representative.

Question: What are the elements of
communications?
1.
2.
3.
4.

Knowledge of the organization’s policies, plans and
procedures
POLICIES, PROCEDURES, PLANS, AND PRACTICES
Policies
Policies are "principles, rules, and guidelines formulated
or adopted by an organization to reach its long-term goals"
Policies are guiding principles about how business should
be conducted, and they generally outline standards of
conduct, conformity with legal responsibilities and
guidelines, and consistent ways of handling situations.
Policies should reflect the organization's mission and
values.

Should:
 Be written in clear and simple language
 Include a clear statement of the reason for the policy
 Be approved by the Board of Directors, and include the date of approval
on each policy
 Conform with all applicable laws (some policies may need legal review)
Procedures
 Procedures are "the specific methods employed to express policies in action
in day-to-day operations of the organization". It is extremely important
that policies and procedures are consistent with each other. If a procedure
contradicts a policy, neither the policy nor the procedure is valid. It is often
suggested that procedures should be separate from policies, rather than
included within policies, because procedures should be flexible and more
easily changed than policies.

Should:
 Contain enough information so that a staff person knows
what to do
 Be clearly written
 Conform to the requirements of any applicable policies and all
relevant laws
 Be posted or distributed as specified in the relevant policy or
procedure, and as common sense dictates
 Be reviewed and revised as needed to meet the agency's
changing needs and conditions (again, ensure that any
changes maintain consistency with policy or other
requirements)
 Refer to positions rather than to specific staff members by
name, so that they don't have to be changed with each
personnel change.

It is recommended that several people (with different
levels of knowledge) review and critique new
procedures to ensure clarity. Written procedures should
provide enough information so that additional verbal
instructions are not necessary.
Plans
A plan differs from a set of procedures in that it is
generally more specific as to who will do each task, and
when it is to be done. Unlike a set of procedures, a plan
may "name names" by identifying the people
responsible for each item, and it should ordinarily
include target dates and documentation of progress
made. Many agencies have developed strategic plans,
which often identify key objectives to be met over a
specific time period, such as a year.

Should:
Include specific objectives and the tasks necessary
to accomplish those objectives
Name the individuals or groups responsible for
each task
Provide dates by which tasks will be completed
Specify how success will be measured or gauged, if
appropriate
Indicate progress toward objectives

Practices
Practices are the way things are ordinarily done in
a place of business. They may include formal
procedures, but often they are the result of
organizational culture and habits that have
accumulated over time. They should be reviewed
occasionally to determine whether they conform to
the organization's mission, philosophy, policies, and
formal procedures. Sometimes organizations "drift"
into doing things in a particular manner that is not
the most effective or ethical way of handling the
situation.

Work with Others LO2. Task sheet 2.2.1
Question: Why policies and procedures are
important?

Info Sheet 2.2.2
Importance of demonstrating respect and empathy in dealings
with colleagues
 In the workplace, empathy can show a deep respect for co-
workers and show that you care, as opposed to just going by
rules and regulations. An empathic leadership style can make
everyone feel like a team and increase productivity, morale and
loyalty.
The Importance of Empathy in the Workplace
Why Empathy in the Workplace Matters
 It’s critical for companies to hire and develop more effective
managers and leaders capable of moving their organization
forward during both good and challenging times. That requires
looking beyond traditional strategies for management
development and cultivating the skills most important for
success. One of those skills, perhaps unexpectedly, is empathy –
a vital leadership competency.

The ability to be compassionate and connect with others is
critical to our lives, both personally and professionally.
Demonstrating empathy – a key part of emotional
intelligence and leadership effectiveness – also improves
human interactions in general and can lead to more
effective communication and positive outcomes, in both
work and home settings.
4 Ways Leaders Can Show Empathy/Respect in the
Workplace
1. Watch for signs of overwork in others.
Work burnout is a real problem today, and it comes at
greater risk during times of intense stress and pressure.
Many people are stressed, putting in more work hours than
ever before and finding it difficult to separate work and
home life.

2. Show sincere interest in the needs, hopes, and dreams of
other people.
Part of leading with empathy involves working to
understand the unique needs and goals of each team
member and how to best match work assignments to
contribute to both performance and employee satisfaction.
Team members who see that their manager recognizes
them in this way are more engaged and willing to go the
extra mile.
3. Demonstrate a willingness to help an employee with
personal problems.
Lines between work and personal life are becoming
increasingly blurred. Empathetic managers understand
that their team members are dynamic individuals who are
shouldering personal problems while having to maintain
their professional responsibilities. They recognize that it’s
part of their role to lead and support those team members
when they need it most.

4. Show compassion when other people disclose a personal
loss.
Real connections and friendships at work matter, and
empathetic leadership is a tool that managers can use to
establish bonds with those they’re privileged to lead. We’ve
all been through personal loss, so even if we can’t relate to
the specific loss our team member experiences, we can act
empathetically and let them know they’re supported.
How Organizations Can Encourage Empathy and Respect
in the Workplace
Some people are naturally more empathetic than others
and will have an advantage over their peers who have
difficulty expressing empathy. Most leaders fall in the
middle and are sometimes or somewhat empathetic.

Fortunately, it’s not a fixed trait. Empathy
and Respect can be learned. If given enough
time and support, leaders can develop and
enhance their empathy skills through
coaching, training, or developmental
opportunities and initiative:
1. Talk about empathy/respect in the
workplace to signal its value.
2. Teach listening skills.
3. Encourage genuine perspective taking.
4. Cultivate compassion.
5. Support managers/leaders

Examples of How to Show Respect in the Workplace
 Treat people with courtesy, politeness, and kindness.
 Encourage coworkers to express opinions and ideas.
 Listen to what others have to say before expressing your
viewpoint. Never speak over or interrupt another person.
Listen and stop formulating rebuttals and responses in
your mind when you need to focus on listening to the
other person.
 Use peoples' ideas to change or improve work. Let
employees know that you used their idea or encourage
them to implement it.
 Never insult, use name-calling, disparage, or belittle
people or their ideas.
 Do not constantly criticize, judge, demean, or patronize a
worker. A series of seemingly trivial actions added up
over time constitutes bullying.

 Be aware of your body language, tone of voice, and your
demeanor and expression in all of your interactions at work.
People hear what you're really saying in addition to listening
to your words.
 Improve your ability to interact with coworkers and
supervisors based on the awareness you've gained dealing
with people and your emotional intelligence. This will help
you to relate with empathy and better understand those with
whom you work.
 Treat employees fairly and equally. Treating people differently
can constitute harassment, discrimination, or a hostile work
environment.
 Include all coworkers in meetings, discussions, training, and
events. While not every person can participate in every
activity, do not marginalize, exclude or leave out any one
person. Provide an equal opportunity for employees to
participate in committees, task forces, or continuous
improvement teams. Solicit volunteers and try to involve
everyone.
 Offer praise more frequently. Encourage praise
and recognition among employees, as well as from
supervisors.

Work with Others LO2. Task sheet 2.2.2
Question: Why respect and empathy importance in the
workplace?

Info Sheet 2.2.3
Ability to read and understand the organization’s policies
and work procedures
Why It’s Important Following Policies and Procedures?
 Policies and procedures are an essential part of any
organization. Together, policies and procedures provide a
roadmap for day-to-day operations. They ensure
compliance with laws and regulations, give guidance for
decision-making, and streamline internal processes.
 Employees don’t always like the idea of having to follow
the rules. But policy implementation is not just a matter
of arbitrarily forcing employees to do things they don’t
want to do.
 Following policies and procedures is good for employees
and your organization as a whole.

The Importance of Following Policies and Procedures
 As your organization’s leaders create and enforce policies, it’s
important to make sure your staff understands why following
policies and procedures is critical.
Positive outcomes of following policies and procedures:
1. Consistent processes and structures
Policies and procedures keep operations from devolving into complete
chaos. When everyone is following policies and procedures, your
organization can run smoothly. And mistakes and hiccups in
processes can be quickly identified and addressed. When your staff is
following policies and procedures, your organization will use time and
resources more efficiently. You’ll be able to grow and achieve your
goals as an organization.

2. Better quality service
When employees follow procedures, they perform tasks
correctly and provide consistent customer service. This
enhances the quality of your organization’s products
and services. Employees can know they are fulfilling
their roles and take pride in their work.
3. A safer workplace
When your staff is following policies and procedures,
workplace accidents and incidents are less likely to
occur. This reduces liability risks for your organization
and limits interruptions in operations. Your employees
can feel safe and comfortable in the workplace, knowing
that their managers and co-workers are looking out for
their best interest. They can rest assured that they’ll be
taken care of if something does happen.

Work with Others LO2. Task sheet 2.2.3
Question: Why do we need to follow the
policies and procedures in the company?

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