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TABLE OF CONTENTS:-

Task 1
1.1 Develop Responsibilities 2
1.2 Develop Objectives 3-4
1.3 Effectiveness against Performance objectives 3
1.4 Recommendations for improvement 3
1,5 Review Motivational Technique 4-5
1.6 Time-management Strategies 5
Task 2
2 Global workforce Megatrends 6
Task 3
3.1 Tools and Methods of problem solving 7-8
3.2 Marketing Strategy 8-9
3.3 Business implementation strategies 10
Task 4
4.1 The Project Team's Role 11-12
4.2 working together to achieve shared goals 12
4.3 Team Dynamics 13
4.4 Alternative ways to complete tasks and achieve team goals 14
Bibliography 15










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Constrictum Consultancy

Task 1

1.1 RESPONSIBILITIES


Conduct Program Planning: As an administrator first responsibility is to Conduct Program
Planning and the main activities are consult with client groups to identify program needs,
Develop long range plans, programs and strategies, Monitor programs and services to ensure
they meet stated goals, Assist with program evaluations and updates to programs and
services, Provide advice to senior officials concerning relevant issues, Develop policies,
guidelines, standards and reporting systems.

Research and develop programs: In Research and develop program main activities for
administrator are to review existing programs, adapt existing programs as required, research
new programs, design and develop new programs, design program components, make
recommendations about adapting programs to meet unique needs, Research training needs
and deliver required training and Evaluate programs and components


Administer programs: Main Activities are to Prepare and distribute program information
and opportunities, identify potential funding sources, assist with proposal preparations,
Monitor that proposal requirements are being met, Monitor budgets and Participate on inter-
agency and community committees

1.2 Objectives: By end of Next year
Ensures every department receives important information and that they are kept up to
date.

Meets all deadlines as indicated by Manager.

Routes mail to appropriate party retains copy for follow up, and closure.
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Develops training programs as needed to enhance employees effectiveness.

Receives requests for items needed from all departments and ensures that staffs have the
necessary materials required.

Provides communication channels and keeps the channels open and accessible to all staff
members.

Coordinates the interviewing, hiring and training of administrative staff

Assists by drafting all needs in the office and submitting these figures when the finance
department draws up a budget.


1.3 Effectiveness against Performance objectives:

Already I have been working on some of these performance objectives like meet deadlines and
delivery of office stationery on time to staffs. To meet deadlines, first of all I was prioritized the
work assignments each day to ensure all deadlines are met in a timely manner and then I also
successfully coordinated purchasing and delivery of office stationery and equipment requests for
items needed from all departments and ensured that staff have the necessary materials required
got on time.

1.4 Recommendations for improvement
Company needs to install effective methods to measure impact and progress. We not only
want to deliver a fantastic result for our clients, but also go the extra mile.
Also understand how to be both 'strategic' and 'responsive', often a tricky balance to attain
when things aren't going right, or they are not getting the response they wish
Company should to be developed a marketing plan and business strategy after undertaking
a complete competitor analysis to deliver sustainable growth to their business, in an
increasingly competitive marketplace, and under difficult economic conditions.
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1.5 Review Motivational Technique
Financial motivators is just not only technique to motivate employees rather than other
non financial motivator factors are there like recognition, status, job enrichment where
should we need to more concentrate to improve employee performance.

Non-financial Motivators:

Recognition: Every person wants his work to be recognized by his
superiors. When he knows that his performance is known to his boss then he will try to
improve it more and more. The recognition may be in the form of a word of praise, a pat
on the back, a word of praise, a latter of appreciation, entry in annual confidential report
etc. There may also be awards, certificates plaque etc. These types of recognitions will act
as motivator.

Status: It refers to a social status of a person and it satisfies egoistic needs. A
management need create some status symbols in the organization. This can be done by
way of giving various facilities to the persons. These may be superior furniture, carpets on
the flood, attachment of peons, personal assistant etc. To get these facilities a person will
have to show a certain amount of performance.


Job Enrichment: Job enrichment has been recognized as an important motivator by
various researches. The job is made more important and challenging for the employees,
may be given wide latitude in deciding about their work methods. The employees will also
perform the management functions of planning and control so far as the work is
concerned. Within a framework, the employee is given a free-hand to decide and perform
the work. It is a recognized device of motivating the employees.

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Participation technique would help to motivate me in my job because it implies physical and
mental involvement in decision- making process. It satisfies ego and self-esteem as well. It feels
important towards me when management asked to made suggestions. Participation gives a sense
of affiliation and accomplishment. It certainly acts as motivator. Participation should not mean
that managers should abdicate their positions. To improve my quality of performance
management can encourage me to participate in matters where they need assist and also listen to
various View-points and then take decisions themselves.

1.6 Time-management Strategies

Know How You Spend Your Time
Set Priorities
Use a Planning Tool
Get Organized
Schedule Your Time Appropriately
Delegate: Get Help from Others
Stop Procrastinating
Manage External Time Wasters
Avoid Multi-tasking
Stay Healthy

I have already mentioned in earlier that I would like to set priorities first and then focusing on
these important activities allows me to gain greater control over time and possibly reduce the
number of tasks that do become less urgent and usually I try to avoid lots of task in a single time
because its heavily chance in a loss of productivity. To make my performance more effective
management should provide me the task list prior to perform and also ensure single task in one
time because routine multi-tasking may lead to difficulty in concentrating and maintaining focus
when needed.

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Task 2:
Global workforce Megatrends
Key Trends
Four key trends that should be top concerns for Constrictum when planning their workforce
management strategy. They are:
The Talent Mismatch is deepening as the working age population declines and the nature
of work changes. These significant shifts in talent supply are transforming the global
labour market.
Individual Choice will be exercised by those with the skills that are most in demand,
requiring companies to think differently about how jobs are defined and how they will
attract and retain scarce talent.
Rising Customer Sophistication requires businesses to work in a new way, driven by
innovation and delivering greater value and efficiency.
Technological Revolutions have the power to change where, when and how we work, and
enabling organizations to be more agile and innovative.
Options for Management actions
Management need to carefully consider their people practices, a critical element to navigating the
changing world of work. As the economy rebounds, companies will need to prepare for a new
normal, carefully adjusting their business strategy and evaluating their workforce. In the past,
access to capital gave companies their edge; soon talent will become the competitive
differentiator and companies will compete for talent as rigorously as individuals now compete
for jobs.
Recommendation
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To attract and retain these 'workforce accelerators' who offer highly specialized skills, companies
should strive to create a workplace culture that is healthy, flexible and satisfying.
Task 3
3.1 Tools and Methods of Problem Solving
An organization needs to define some standard of problem solving, so that leadership can
effectively direct others in the research and resolution of issues.
In problem solving, there are four basic steps.
1. Define the problem
Diagnose the situation so that focus is on the problem, not just its symptoms. Helpful techniques
at this stage include using flowcharts to identify the expected steps of a process and cause-and-
effect diagrams to define and analyze root causes. These steps support the comparison of
expectations to reality and a focus on root causes of a problem. Whats needed is to:
Review and document how processes currently work (who does what, with what
information, using what tools, communicating with what organizations and individuals,
in what time frame, using what format, etc).
Evaluate the possible impact of new tools and revised policies in the development of a
model of what should be.
2. Generate alternative solutions
Postpone the selection of one solution until several alternatives have been proposed. Having a
standard with which to compare the characteristics of the final solution is not the same as
defining the desired result. A standard allows us to evaluate the different intended results offered
by alternatives. Considering multiple alternatives can significantly enhance the value of your
final solution. Once the team or individual has decided the what should be model, this target
standard becomes the basis for developing a road map for investigating alternatives.
Brainstorming and team problem-solving techniques are both useful tools in this stage of
problem solving.
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3. Evaluate and select an alternative
Skilled problem solvers use a series of considerations when selecting the best alternative. They
consider the extent to which:
A particular alternative will solve the problem without causing other unanticipated
problems.
All the individuals involved will accept the alternative.
Implementation of the alternative is likely.
The alternative fits within the organizational constraints.
4. Implement and follow up on the solution
Leaders may be called upon to order the solution to be implemented by others, sell the solution
to others or facilitate the implementation by involving the efforts of others. The most effective
approach, by far, has been to involve others in the implementation as a way of minimizing
resistance to subsequent changes. Feedback channels must be built into the implementation of
the solution, to produce continuous monitoring and testing of actual events against expectations.

3.2 Marketing strategy

Once company have established goals for their product launch, company will know the particular
outcomes you intend to achieve. Meeting these goals usually involves building product
awareness and demand in the marketplace, which will lead to sales.
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Create press releases for the product launch
Company need to use press releases to announce new products Press releases are most effective
when the content is newsworthy (like a major product release) and they include a customer
endorsement. Conduct beta programs to elicit product endorsements that can use at the time of
the launch.
Update companies blog to announce new products
Company should announce every new product or feature release on your blog, and then write
about the new functionality and why it benefits customers.
Use Twitter
Organization needs to create a Twitter account, and then tweet about the upcoming release,
including links to the press release, any web content and other marketing efforts. Aim to have
companies Twitter followers retweet these announcements, which can help to create viral
awareness.
Use advertising
Advertising is another option for building awareness. This includes search-engine marketing (for
example, buying Google AdWords) and other forms of advertising (for example, print, online).
Create email campaigns
Email campaigns designed for existing prospects can help encourage their purchase decision.
Follow-up these campaigns with a phone call to maximize effectiveness.
Create referral campaigns
Use your existing customer base to generate additional leads through a referral campaign. Offer
an incentive to your existing customers to refer a friend (for example, free maintenance for a
year, or a gift). Because these new prospects will have had your product endorsed by a friend, the
chance for you to close the sale is much higher.
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3.3 Business Implementation Strategies
To increase the effectiveness of new business ideas, you need to have efficient business
implementation strategies.
Get Staff and Management Involved
A new business idea requires the entire staff to be involved in some way with the planning.
Managers should reach out to their staff and get the company involved in the implementation
strategy, widening scope and perspective in the process.
Invest in e-commerce Training
To implement the above mentioned new business idea effectively; invest in e-commerce training
at every phase of the process. For instance, at least 60 days prior to implementing a new business
plan.
Consider Outside Factors
Discuss new marketing ideas with companies largest vendors or clients to involve in new
alterations to plans.
Open Communication
Manager should encourage employees to give their input about proposed changes, and maintain
an open communication policy throughout the implementation process.





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Task 4
4.1 The Project Team's Role

Project Team and Planning:
Before a project can be monitored and controlled it needs to have a project plan. Without one
there is no means to determine if the project is on track or not. A project manager can provide
guidance, however the project team should feel comfortable that the estimates provided in the
project plan are realistic and achievable. It's essential that the project manager has strong
communication with the project team so that they can feel able to challenge estimates and project
plan expectations.
Monitoring the Project's Progress
With an agreed project plan the team can get to work. However, despite the best will in the
world, it is unlikely that things will goes as anticipated. Projects exist in a changing environment
and must be able to cope with unexpected events.
Control through Communication
It's vital that the project team members stay informed of progress and issues from across the
project. Project team members may be able to provide knowledge and advice, and also be able to
contribute additional details such as impact and knock-on effects of issues and changes. Strong
team communication aids project plan monitoring and input from the project team can bring a
plan back on track.
Change Control Process
The project needs to have good change control procedures to ensure that changes do not simply
happen. Change needs to be managed in a controlled manner. The project team understand
change control procedures and follow them accordingly.
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Project Team: Eyes and Ears of the Project
The project team members are often in the position to find out much about the project. They can
be talking with users, hearing the concerns that staff may have and often, the first port of call if
people have problems. If the project manager and the project team have regular and frequent
communication, the project manager can remain informed and prepared for potential issues.
The project team can also provide regular contributions to:
Potential project risks
Potential delays
Project issues
Changes occurring outside of project (such as in the business or other projects)
Feedback

4.2 working together to achieve shared goals
Teams in the business environment come in all shapes and sizes. The general principle is that a
team requires collaboration. There is an inter-dependence of team members to get various
assigned tasks done. How does this "help achieve those goals"? Usually there is a team leader
(sometimes shared leadership) to help these collaborative behaviours. This leadership role goes
beyond the older ideas of task allocation. It is more sensitive to processes of team development,
knowledge sharing and so on. There are versions of team work in which the leadership is more
shared around ('distributed leadership'). These are less common than teams with a nominated
leader figure whose job is partly to create the structures through which effective teams achieve
goals.



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4.3 Team Dynamics
Team dynamics are the unconscious, psychological forces that influence the direction of a
team's behaviour and performance. Team dynamics are created by the nature of the teams work,
the personalities within the team, and their working relationships with other people, and the
environment in which the team works. Team dynamics can be good - for example, when they
improve overall team performance and/or get the best out of individual team members. They can
also be bad - for example, when they cause unproductive conflict, and prevent the team from
achieving its goals.
Analyze the Team Dynamics in specific situation:

Situation 1: Poor team dynamics in a multi-cultural team based in Paris was caused employee
dissatisfaction. As a result, 4 people from a 25-strong team resigned, and several more were
looking for other jobs.
Solution: it showed management recognised the issue and were taking action to resolve it. The
organisational structure of the team was redesigned, which created better dynamics and a more
motivating working environment.
Situation 2: A new member of a team was causing friction with established members. As a
result, they tended to resist any changes she tried to introduce.
Solution: It revealed a fundamental misunderstanding of the role of the new person. She had
been guided by her job description, which gave her a wider set of responsibilities than the team
expected her to have. The misunderstanding was cleared up on a team building workshop, and
the team members roles and responsibilities were clarified and agreed.



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4.4 Alternative ways to complete tasks and achieve team goals
Keep Up the Weekly Meetings
Team leader meet with his team members once a week to discuss progress over the past week
and projects for the next week. They work together to discuss priorities and deadlines. They keep
the projects short, taking no longer than 1-2 weeks each, so each team member can always see
the finish line.
Always Share the Big Picture
The more that leader can influence his team to buy into the big vision that leader have for his
company. It's important for a team to feel like their job really matters to the world and know how
their actions positively or negatively affect others that they work with. Additionally, leader likes
to give reminders about little details that are important for company success."
Set Goals Together
The only way your employees will take ownership of the goals they are set to achieve is if they
play a major part in coming up with them. Always set goals together with your direct reports.
Never provide them with a list of goals you feel are "reasonable" and then ask them to go
execute them
Run a Results-Oriented Company
Leader works primarily with contractors whenever possible so that leader can focus on getting
results, not assigning long lists of tasks. Leader have found that working with people on a per-
project basis keeps them focused on the specific result that they're working towards, which
means that leader can focus on their own work.
Vision and Values
Clearly define and articulate vision for Company, and establish the values with which leader
expect his team to execute that vision. By setting the parameters upfront, leader will be better
able to develop a culture where people self-manage in line with leader expectations.
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Bibliography
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