1.
Discuss the legislative frameworks and organizational policy or procedures
which may be applicable to identified workplace problem.
Legislation is made to guide and manage various aspects of activities in the country with the purpose of growth and
wellbeing of its members. In the workplace, legislation ensures proper procedures and arrangement that can benefit
both organization and employees. The purpose of legislation is not to restrict or bind but to provide guidelines for
better improvement for the organization and employees. Examples of what's covered by legislative framework to a
complex problem include:
Anti-discrimination
Equal employment opportunity
Child protection
Privacy and disclosure
Fair work
Duty of care and scope of practice
Mandatory reporting
Records management
Workplace health and safety
Environmental management
Regardless of the organization’s size, developing formal policies and procedures can make it run much more
smoothly and efficiently. They communicate the values and vision of the organization; ensuring employees
understand exactly what is expected of them in certain situations. A policy is asset of general guidelines that outline
the organization's plan for tackling an issue. Policies communicate the connection between the organization's vision
and values and its day-to-day operations. A procedure explains a specification plan for carrying out a policy.
Procedures tells employees how to deal with a situation and when.
2. Identify the critical and creative thinking techniques which are applicable to
performance evidence.
Critical thinking is the ability to objectively analyze information and draw rational conclusion. It involves gathering
information on a subject and determining which pieces of information apply to the subject and which do not, based
on deductive reasoning. The ability to think critically helps people in both their personal and professional lives .The
main skills you can develop to successfully analyze facts and situations and come up with logical conclusions are:
Analytical thinking: Part of critical thinking is evaluating data from multiple sources in order to come to the best
conclusions. Analytical thinking allows people to reject bias and strive to gather and consume information to come
to the best conclusion.
Open-mindedness: This critical thinking skill helps you analyze and process information to come to an unbiased
conclusion.
Problem solving: Because critical thinking emphasizes coming to the best conclusion based on all of the available
information, it’s a key part of problem solving.
Self-regulation: Self-regulation refers to the ability to regulate your thoughts and set aside any personal biases to
come to the best conclusion.
Observation: Observation skills help critical thinkers look for things beyond face value. To be a critical thinker you
need to embrace multiple points of view, and you can use observation skills to identify potential problems.
Evaluation: When you attempt to answer a hard question, there is rarely an obvious answer. Even though critical
thinking emphasizes putting your biases aside, you need to be able to confidently make a decision based on the data
you have available.
Communication: Once a decision has been made, you also need to share this decision with other stakeholders.
3. How can the advantages and risks be identified during the development of
solutions for identified workplace problems?
When you face a problem, you may have several possible solutions to choose from. But how do you decide which
one is the best for your situation? How do you weigh the pros and cons of each option? How do you avoid making a
bad choice that could have negative consequences? In this, you will learn how to assess the risks and benefits of
different solutions using a simple and effective framework.
Define the problem: The first step in assessing the risks and benefits of different solutions is to clearly define the
problem you are trying to solve. What is the goal or outcome you want to achieve? What are the constraints or
limitations you have to work with?
Generate possible solutions: The next step is to generate as many possible solutions as you can for the problem.
You can use various techniques, such as brainstorming, mind mapping, research, or consulting experts, to come up
with different ideas.
Analyze the risks and benefits: The third step is to analyze the risks and benefits of each solution. Risks are the
potential negative outcomes or consequences that could result from implementing a solution. Benefits are the
positive outcomes or advantages that could result from implementing a solution.
Compare and rank the solutions: The fourth step is to compare and rank the solutions based on their risks and
benefits. You can use different methods to do this, such as adding up the scores or weights, calculating the net
benefit (benefit minus risk), or using a decision tree or a decision matrix
Test and refine the solutions: The fifth step is to test and refine the solutions before implementing them. You can
do this by conducting experiments, simulations, prototypes, or pilot projects, where you apply the solutions to a
small scale or a controlled environment and observe the results.
Choose and implement the solution: The final step is to choose and implement the solution that best solves the
problem. You can do this by communicating your decision and rationale to the relevant parties. You can also
celebrate your success and reward yourself and your team for finding a good solution.
4. Outline decision-making processes.
7 steps of the decision-making process
Identify the decision.
Gather relevant info.
Identify the alternatives.
Weigh the evidence.
Choose among the alternatives.
Take action.
Review your decision.
5. What are the barriers to effective decision-making?
Making decisions in practical life is easier said than done. Many people underestimate the importance of decision-
making skills and take them for granted. It affects your professional life directly, but it also has a significant impact
on your personal life. Barriers to effective decision-making are:
Bounded Rationality: as a Barrier to Decision-Making the concept of bounded rationality asserts that we cannot be
perfectly reasonable when dealing with complex difficulties because we cannot fully comprehend all potential
solutions or their implications.
Escalation of Commitment: Escalation of commitment is the inclination for decision-makers to adhere to a wrong
decision even when the outcomes worsen.
Time Constraints: It’s not always time management when talking about time constraints. Although managers may
have done an excellent job of managing their time.
Uncertainty: Uncertainty is the condition of not understanding an outcome until it has really happened and is
associated with the idea that an outcome is imagined but not yet realized.
Biases: When making decisions, biases adhere to the idea that the choice is intimately linked to ingrained beliefs
and worldviews.
Conflict: While conflict can be uncomfortable, especially in the short term, there are instances when it is required
for the organization, group, or department to function well in the long run.
6. What sources of relevant information can be used to research an identified
issue?
Researching an identified issue effectively requires a diverse range of sources to ensure you gather accurate,
balanced, and comprehensive information. Here's a list sources you can use:
Books: Books can offer comprehensive insights into the issue, especially if you're looking for historical context or
an in-depth exploration.
Government and Institutional Reports: Reports from government agencies, non-governmental organizations
(NGOs), and research institutions often provide valuable data and analysis on various issues.
News Outlets: Trusted news sources can provide current information, analysis, and different perspectives on the
issue. Remember to verify information from multiple sources.
Interviews and Surveys: Conduct interviews with experts in the field or gather data through surveys to gain
firsthand insights and opinions.
Podcasts and Webinars: These platforms often host discussions and presentations by experts that can provide
valuable insights and updates on the issue.
Social Media: While not a primary source, social media platforms can be useful for finding trends, opinions, and
emerging discussions related to the issue.
Statistical Databases: Databases like the World Bank, UN Data, and national statistical agencies can provide
relevant statistics and data.
Research Papers and Dissertations: Explore university repositories for research papers and theses that delve into
the issue.
Industry Reports and Trade Magazines: If the issue is related to a specific industry, trade magazines and reports
can provide insights from professionals within that industry.
7. Discuss the organizational requirements for development and presentation of
a brief.
Developing and presenting a brief within an organization requires careful planning, coordination, and
communication. Here are the organizational requirements for effectively developing and presenting a brief:
Clear Objectives: Clearly define the purpose and objectives of the brief. What problem or opportunity does it
address? What outcomes are expected? This clarity helps everyone involved understand the purpose and scope of
the project.
Stakeholder Involvement: Identify key stakeholders who need to be informed about or contribute to the project.
Involve them early on to gather their input, requirements, and expectations.
Cross-Functional Collaboration: Depending on the nature of the project, involve individuals from different
departments or teams.
Research and Information Gathering: Collect all necessary information and data related to the project. This
includes market research, relevant statistics, historical context, and any other pertinent details.
Scope Definition: Clearly define the scope of the project or task. What is included and what is not? Setting clear
boundaries helps manage expectations and prevents scope creep.
Budget and Resources: Determine the budget and resources required for the project.
Timeline and Milestones: Develop a timeline with key milestones and deadlines. This helps keep the project on
track and allows stakeholders to monitor progress.
Risk Assessment: Identify potential risks and challenges associated with the project. Develop strategies to mitigate
these risks and have contingency plans in place.
Feedback and Review: Before finalizing the brief, share it with relevant stakeholders for feedback. Incorporate
their suggestions and ensure accuracy and completeness.
Approval Process: Determine the process for obtaining approvals from higher management or decision-makers.
Presentation Skills: If you or your team will be presenting the brief, make sure the presenters are skilled in
communication, public speaking, and addressing questions or concerns from the audience.
Documentation: After the presentation, document the key points and decisions made during the presentation.
Follow-Up: After the presentation, follow up with stakeholders to address any questions, concerns, or additional
information needs.
By following these organizational requirements, you can ensure that the development and presentation of your brief
are well-structured, effective, and aligned with the goals of your organization.
8. What organizational requirements might apply to a feedback register?
A feedback register is a tool used to systematically collect, track, and manage feedback received from various
stakeholders. It helps organizations keep a record of suggestions, comments, complaints, and recommendations,
enabling them to analyze and address issues effectively. Here are some organizational requirements that might apply
to a feedback register:
Clear Purpose and Objectives: Define the purpose of the feedback register. Is it primarily for customer feedback,
employee suggestions, or a combination of both? Establish clear objectives for what you aim to achieve through the
feedback collected.
Designated Owner or Team: Assign a responsible individual or team to manage the feedback register. This person
or team is accountable for ensuring that feedback is properly documented, analyzed, and acted upon.
Standardized Data Collection: Develop a standardized format for capturing feedback. This might include fields for
the source of feedback, the nature of the feedback, date received, and any other relevant categorizations.
Data Security and Privacy: Ensure that the information collected in the feedback register adheres to data security
and privacy regulations.
User-Friendly Interface: If the feedback register is digital, create an easy-to-use interface for entering and
retrieving feedback. User-friendliness encourages consistent and accurate data entry.
Detailed Description: Require submitters to provide a detailed description of their feedback. This helps in
understanding the issue or suggestion and prevents vague or incomplete entries.
Status Tracking: Enable tracking of the status of each feedback entry. This could include whether the feedback is
being reviewed, addressed, resolved, or closed.
Regular Review and Analysis: Set a schedule for regularly reviewing and analyzing the feedback collected. This
ensures that issues are addressed in a timely manner and trends are identified.
Reporting and Analytics: Create reporting capabilities that allow for generating insights from the feedback data.
This can help identify recurring problems and track the organization's responsiveness.
Continuous Improvement: Regularly evaluate the effectiveness of the feedback register and make necessary
improvements based on user feedback and changing organizational needs.
By incorporating these organizational requirements, you can establish a feedback register that contributes to
enhancing customer satisfaction, employee engagement, and overall organizational performance.
