EMPLOYABILITY SKILLS

ASSIGNMENT 1

BY:M.S.MUSNI MUSTHAFA
STUDENT ID- CSCT2014499
BTEC HND IN CIVIL ENG.
NAME OF LECTURER MS. DARSHANI AMARABANDHU

Contents

Acknowledgment.02
Task 01.03
Task 02.....08
Task 03..12
CONCLUTION.16
REFERENCE.17

Acknowledgment
This is the last assignment of this program so, its great opportunity to thank
everybody. First of all I thank to almighty, without him I couldnt finish it. I would
be much thankful to our lecturers for guide and teach us.
Especially, thanks to Miss.Dharshani, Mr.Shammi F Hannan, Mr. thusitha
ganegoda, Miss. Ms.Nilanthi Dharmadasa and Mr.Dilruk Indika Fernando.
Also, I would like to thank my friends and patron who helped me to do this HND
program in prefect way. Finally, I thank my parents for this all support.

TASK 1

There are no written rules regarding an individual's responsibilities to the various roles a person
plays in life. They are the rules of the thumb and they vary in different cultures. Handling
responsibilities is a part of life and it brings in happiness and satisfaction if we are able to
manage them well.
I believe With great power comes great responsibility."( Albert Einstein 1897)
As we grow up our responsibility towards our family, friends and nation increases. People start
to have expectations from us. So as I will grow up people start to have expectations from me as
well and it is my responsibility to stand up to that expectations.
Coming to my responsibility towards myself, I always had some expectations from life. I always
dream of achieving something big in my life. So my responsibility towards myself is to not let
myself down with the expectations I have from life because I know that 'Expectations lead to
disappointment.' I know that I may not be able to achieve everything in my life, I have expected.
So I don't want myself to be disappointed at that time instead, I want myself to be proud of what
I would have achieved in my life at that time.
And my responsibility towards my family is to make my parents feel pound of myself. I want
them to proudly say that 'He is my son'. And I want to give my parents almost every happiness of
life. They are the best parents in the world. I am working hard to achieve something great in my
life and stand up to my familys expectations and I am quite confident about it.
My responsibility towards my friends is to come together and to be with them in almost every
situation of life. Never let them feel alone in the hardships of life.
And at large, my responsibility towards my nation is to help in my nation's development. I want
to be a part of nation's growth

Developing Responsible Skills

1. Practice self-discipline.
If you want to be responsible, then you have to practice self-discipline. This doesn't mean you
have to have the work ethic of a rocket scientist or the routine of a military cadet, but it does
mean that you have to be able to know how and when work is done, and not to blow off any
important tasks in favor of having fun. To be self-disciplined, you have to set goals and meet
them without getting distracted. Make a manageable to-do list every day and try to complete as
many tasks as you can.

2. Remind yourself of the end game to stay motivated

3. Learn to deal with the hard stuff.
If you want to be truly responsible, then you have to know how to deal with all of life's
challenges, not just with passing your next math test. This means knowing how to behave when
tragedy or hardship strikes. You'll have to be responsible in the face of devastating news, keep
your cool, and be a support system for the other people who need you. And even if the situation
isn't devastating, but truly stressful, like the failure of a major project at work, you have to learn
how to keep it together during a tough situation.
4. Multitask like a champion.
Multitasking is another crucial skill of a responsible person. If you want to be truly responsible,
then you have to be able to juggle all of the things on your plate. Being responsible means caring
for your child, succeeding at work, and remembering to pay your bills on time all in the same
day. Though you can't get everything done at once, you can't completely neglect one task in favor
of another.
5. Learn to commit.
Think you shouldn't commit to something or someone just for the sake of it, you shouldn't be so
commit-meant phobic that you can't even go to a yoga class more than once a month before you
feel like it's "too much" for you. Committing to something, whether it's your work on the school
newspaper or to your new healthy relationship, will help you learn to care for something outside
yourself, and to develop healthy habits and routines around that thing.
6. Learn to manage your money.
Money management is another important quality of a responsible person. If you find yourself
living paycheck to paycheck or wondering where your money goes each month, then you need to
sit down with your bills and to make a list of all of the things you really don't need to spend
money on. Being responsible with your finances helps you plan ahead, learn moderation, and
keeps you from being impulsive.
7. Be consistent.
Your responsibility won't mean much if it's hit or miss. If you want to be responsible, then you
have to find a routine that works for you and stick to it
8. Being reliable, it's part of being responsible person that other people can depend on.
If people never ask you for rides or for help after school or work because they just know
you'll flake on them, say you'll help and then forget about it completely, or that you're just not
the kind of person they can trust with even the simplest tasks, then you may have a problem.
Work on sticking to your word and being a person that others can actually depend on.

Making recommendations for improvement

Human resources are very much eager to get promotion and are willing to display
recommendation for improvements. It is the worker who are able to take initiatives and take
the organization at pick at all stages by concentrating on issues like cost minimization,
improving goodwill, by providing good service. Proper monitoring from executive level may
reduce the responsibility of employees. Some initiatives can be taken which are like
recommendation for improvements. These recommendations are for improvements are
related to
Review Management- Change in management and also within the organization both
individual responses in such way to implement change.
Opportunity evaluation- Employees best knows the condition of an organization so they
can generate idea to develop the organization. So all staffs and members should be
encouraged to share idea to enhance work opportunities and practices.
Defending on personal practice for improvement: This is another way to significantly
reflect and measure personal work habit. By this way a improved workplace can be
designed.
Engaging Coworkers: In a unique or innovative workplace all employees can actively
collaborate with other employees and can share the knowledge of workplace.
Adaptation- As all the members are not experienced so adaptation with new workplace is
an important matter.

Motivation Techniques
Motivation techniques should help people to achieve excellence. Those techniques should also be
humane. Fear, manipulation, or unreal promises can induce people to put bursts of energy into
their work. While such negative techniques are powerfully effective, they damage people and
organizations. Successful companies don't face this problem. Negative approaches are
unnecessary in naturally motivating environments. But, great success is limited to a few people
and organizations.

Motivation Techniques for improve quality of performance in workplace

Maslow's Hierarchy Irrelevant
Flow is only marginally dependent on the satisfaction of basic human needs. Abraham Maslow
suggested that a person's priorities change as his basic needs are satisfied. He arranged these
needs in a hierarchy. When basic physiological needs of food, shelter and clothing are satisfied,
people seek a sense of community with fellow workers. At the next level, they seek respect from

their work group. Higher up, they seek satisfying results from sufficiently challenging tasks. At
the highest level, a person seeks a sense of fulfillment in his work. While negative factors can
affect performance, a person can achieve flow, even if many of these factors are absent. A person
can do an excellent job, even if he is not respected by his colleagues, or feels no special sense of
fulfillment in it.
Success Is Not Universal
Successful people hardly need motivation techniques. Film stars, great statesmen and prominent
business leaders are usually excellent at their jobs. Their financial needs are abundantly met.
They have respect from society and usually have a sense of fulfillment. But, ordinary people face
many vicissitudes. Their salaries may barely meet their food, shelter and clothing needs. They
live with the fear of losing their jobs. Cyclic labor turnover prevents them from enjoying
steadfast work companionship. At the same time, the overhanging possibility of dismissal injures
their sense of self-respect. Lack of adequate job knowledge makes them feel incompetent.
Finally, they may even lack a sense of fulfillment, since their lowly jobs contribute but little to
society. Successful motivation techniques should overcome these shortcomings.
Negative Approaches
Many corporations motivate through fear. They take advantage of the primitive herd psychology
of established pecking orders. People naturally fear the upper levels of their hierarchy. Fear
keeps them on their toes. A demand from the executive floor can usually intimidate them into
carrying out even menial tasks. Even at the higher levels, you can receive a report in the
morning, with a simple threat of expropriating an executive's limousine. Your minion merely
faces the peril of a heart attack. Unreasonably high targets result in needless stress, which is
harmful in the long run. Continuous late hours ruin the health and competence of staff over time.
Incentive schemes, which tax the health of workers, produce only short term results. Excellence
is a result of flow, not slave driving.
People Are Committed To Work
Basic motivation to work is built into the human psyche. Imitating the behavior of their parents,
most people make traditional, or accidental career choices. A person becomes an engineer,
because she was admitted to an engineering course. After being pitched into their careers, learned
subconscious habits keep them going. Massive neural drives impel them to achieve objectives
through thousands of activities.
Self-Awareness
Successful people know their own strengths and weaknesses. Do you have an area of excellence?
Are there a few things you can do better than others? The legendary management guide Peter
Drucker defined excellence as the ability to easily do something, which others find difficult.
Successful people discover and follow their areas of strength, without wasting time in jobs where
they are weak. If you lack enthusiasm in your current job, look around for a job, which can be
more satisfying

Fit the Employee to the Right Job

While an employee should seek out the right career, an employer should seek to develop people
to fit into jobs. Management should move people around so that they can comprehend the whole
process and fit them into jobs, where they are most competent. This requires an assessment of the
talents of an employee and finding the tasks, which he can do well. The annual performance
review is a feared process, where the opinion of the management is thrust on the employee. It
kills the enthusiasm of the the employee, who does not comprehend his weaknesses and becomes
defensive. But if the objective is to discover and improve skills, where an employee is better able
to meet the goals set by management, he will feel more motivated.
Positive Feedback
A happy response from a customer is the best feedback for successful training on the job. A new
worker needs to know when she is on the right track. Reassurance that the job has been done
right immediately adds to the learning process. Many employers avoid compliments, since such
assurances can lead to increased demands from workers. But, such assurances improve
performance and produce better results. The benefits of a positive feedback far outweigh the
disadvantages. A confident worker is likely to be less troublesome. When work flows smoothly,
the supervisor can focus on developing better processes.
Control over Work
Detailed work instructions enable employees to come quickly up to par. But define the final
expected results, while allowing freedom for the worker to organize his own work space and to
try variations of the routine. Flow results from a sense of control over one's own work. Allowing
alternate routines can throw up new practices, which produce better results. The success of
Toyota is substantially based on the massive contributions of ideas for processes by the workers.

TASK 2
The Role of My Construction Project Team Members
Architect
Architects are licensed professionals trained in the art and science of building design, develop
the concepts for structures and turn those concepts into images and plans. Before constructing a
building, an architect needs to draw a plan of the building. It is very wrong to commence
construction without a standard building plan, as the project would lacks focus and direction.
Architects create the overall aesthetic and look of buildings and other structures, but the design
of a building involves far more than its appearance. Buildings also must be functional, safe, and
economical and must suit the needs of the people who use them. How many people are going to
use the building at the same time? What types of activities will these people do in the building?
Architects have to design building so that people can escape from the building in an emergency.
The plans also specify the building materials and the interior furnishings. Architects consider all
these factors when they design buildings and other structures.
Structural Engineer
Structural engineering is a branch of Civil engineering which carries out strength calculations,
loads, forces and their interactions and effects on proposed construction and prepare drawings of
structures to ensure they are strong enough to avoid collapse when loaded. Structures can include
buildings, bridges, retaining walls, in-ground structures, footings, frameworks and space frames,
including those for motor vehicles, space vehicles, ships, aero planes and cranes.
Structural Engineering is concerned with the research, planning, design, construction, inspection,
monitoring, maintenance, rehabilitation and demolition of permanent and temporary structures,
as well as structural systems and their components. It also considers the technical, economic,
environmental, aesthetic and social aspects of structures.
Quantity Surveyor
A Quantity Surveyor is a construction industry professional who specializes in estimating the
value of construction works. . This may include new buildings, renovations or maintenance
work, from early design costs to final figures. QS Works on a wide variety of projects covering
all aspects of construction such as civil, mining and infrastructure projects to determine the cost
of such facilities.
The term quantity surveyor is derived from the role taken in quantifying the various resources
that it takes to construct a given project, such as labour, supervision, plant and materials. He
estimates the project budget, analysis the effect of design changes on the budget and the most
noticeable role preparation of Bill of Quantities that assist in the tender process, produce tender

document and manage the tender process, clarify and evaluate tenders, variations control,
contract administration and assessment of claims, negotiate and settlement of accounts, Valuing
completed work and arranging for payments, expert witness report in case of dispute.
Building Service Engineers
Building services engineering is an aspect handled by Mechanical and Electrical Engineers they
are referred to as (M&E), in the local Nigerian parlance it called plumbing and electrical, in
some countries its called (MEP) engineering adding plumbing or public health. This involves
the production and maintenance of a stable internal environment that has the correct temperature,
air quality and lighting levels. It requires the provision of all the necessary backup support
systems such as power, hot and cold water and lifts. The installation of life protection systems
such as fire alarms, and sprinkler systems is an important responsibility as well. These functions
must be linked to sophisticated building management systems to ensure effective control and to
minimize energy consumption.
The Consultants
The building consultancy teams bring together project managers, building surveyors, quantity
surveyors, architects, engineers, interior designers and other construction professionals, but his
loyalties is with the building owner. To bridge the knowledge gap, the owner should hire a
construction consultant. The consultant should be engaged early in the project, so the owner can
utilize the consultant's services in selecting construction professionals and contractors and in
reviewing plans and budgets.
The construction consultant's role is to represent the owner and to lend practical expertise to the
job. The construction consultant is simply the client representative that wants the owner to
achieve what the owner has contracted for from the contractors. He is the value-for-money
bargainer! Working on behalf of the owner, the consultant can identify and address potential
construction problems in the design stages and, as an independent party, may be in the best
position to suggest cost saving or time saving alternatives and to evaluate suggestions made by
the other parties.
The Builder
The Builder study the production information that is the drawings, schedules and specifications
they analyze the build ability and maintainability of buildings. He writes on the construction
method and program, assess the workmanship skill of artisan and suggest solution to technical
problems
The Building Contractor
The building contractor draws up a plan to carry out the construction project. This extends
anywhere from hiring workers to developing a step-by-step timeline that the project will follow
from start to finish. The BC is responsible for hiring, supervising, firing and payment of workers
alongside obtaining materials for the project to precise specifications, mostly using the services
of suppliers.

Analyzing team dynamics

In the place of work teamwork is familiar with the significance of affiliations with others.
Basically is team is formed to bring the best output. In general team members are working
together to bring the best output. Team dynamics is necessary in team success.
There are various difficulties in maintaining a team. Rising difficulties and variety of services
and commodities are made available for place of work elasticity and multi skilling which is just a
number of the aspects and manipulating the raising obligation for joint effort. Each and every
member of a team has to be cautious about the team formation.
There are a several number of the team work expertise is required to build up team. Taking sides
of members of team is a requirement. This not the job of general team members rather it is the
responsibility of superiors. Superiors have to monitor the work of team members and
development and supply aid where essential. Team members are required to see obstacles in the
job and work together to solve this. Contribution to the optimistic team dynamic is another
requirement. It is the first and foremost responsibility of the team members to take into account
of dealing properly with due argument. Along with the responsibility of other members superiors
should accept individuals affiliation.
Teamwork is crucial because of its decentralization policy. Here everyone separated their side of
work and do it proper expertise. Here only a few amount of task is interdependent and
individuals have not to rely on the task of other individuals. In a group dynamics one better
understand the goal of the team and do level best to achieve this goal. All members of a team
make sure that in the place of work circumstances considers the stage of act in the division.

Ways to complete tasks and achieve team goals

Team goals are the specific and measurable performance outcomes to be accomplished. A team is
a group of individuals working to achieve a common goal. Thus, team goals dictate the
performance, effectiveness and success of the team. Goals should therefore be clear and all
members should have a common shared vision of the goals. When team members understand the
goals, team roles are also clarified so each member can focus on their task.
There are several ways of complete tasks and achieve team goals
1. Connect Your Team with the Bigger Picture
The Corporate Leadership Council have repeatedly proven that two levers have the biggest
impact on individual employee performance:

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Understanding the connection between work and the organizational strategy

Being able to link the impact of the job to the companys success

You can start with helping your team by making sure them:

Discover and understand how they fit into the organization

Know how their efforts impact the success of the organization
Understand where the team can contribute to the overall strategy goals

2. Pick a MAD (Make-All-the-Difference) Goal

Select goals that will make all the difference in contributing to the companies MAD goals.
Goals that will engage every member of the team and has, as Peter Senge puts it, a creative
tension between your current reality and your aspiration.
Research shows that setting too many goals is counter-productive. Teams that aim to achieve
between 4-12 goals only achieve 1 or 2 and teams that set more than 12 goals normally dont
achieve any! So keep the number of MAD goals to less than 3.
3. Agree How You Will Get There
Translating your MAD goal into activities is the next step. These activities need to be articulated
in a way that:

Can be influenced by the team

Measured
Contribute to your team MAD goal

4. Measure and Display

Once you know the activities, you have to measure your progress and make sure the results are
visible, simple and in each team members face. Your team should know whether they are
winning or losing their MAD (Make-All-the-Difference) goals.
5. Meet, Commit and Hold People Accountable
Accountability for actions gets the team to really deliver the targets. Its important to meet on a
frequent basis to discuss progress. Some experts suggest to meet daily, but many peoples
experience shows that this doesnt work for busy bees. Instead, meet every week for not more
than 30 minutes to discuss the teams progress on the activities.
6. Remove Barriers
Finally, to drive execution you must make sure you facilitate your team by removing any barrier
that stops your team from delivering. These barriers could be linked to:

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How team members work together

The different styles of the team members
How they work across other departments
Financial, human, information limitations
Individual capabilities
Road blocks set up by other departments

TASK 3
Tools and methods for developing solutions to problems
There are some certain strategies that will help to solve problems. These strategies are discussed
below:
Mathematics
Algorithm is a very important tool of developing solutions for problems. It is a very organized
way of developing tools for solving problems and brings out solution. In case of Algorithm
arithmetical method is very popular. By using algorithm it can be assumed that correct result can
be found but it not necessarily ensure that algorithm is the most possible way of solving
problems. Solving problems by algorithm is popular because it serves a standard way and
problems that arise in organizations can be solved by using these standards. But in some situation
algorithm does not work as it is time consuming and sometimes unrelated. Such that algorithm
works with numbers and all problems are not always related to numbers.
Heuristics
Heuristic is an experience based problems solving, learning and discovering technique. It is
psychological technique which might not work at all situations. Problem that arises in an
organization in continuous process by different elements can be solved by using this technique.
But this technique may not solve all straightforward difficult situations.
Trial and Error
Trial and error method is a way of solving problems in which numbers are different but those are
not function. This is an alternative method and users use it when all other alternatives are not
working. When there are available alternatives, than it is not necessary to use this technique to
solve problem.

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An appropriate strategy for resolving a particular problem

1. Define the problem

This is often where people struggle. They react to what they think the problem is. Instead, seek to
understand more about why you think there's a problem.
Define the problem: (with input from yourself and others). Ask yourself and others, the
following questions:

What can you see that causes you to think there's a problem?
Where is it happening?
How is it happening?
When is it happening?
With whom is it happening? (HINT: Don't jump to "Who is causing the problem?" When
we're stressed, blaming is often one of our first reactions. To be an effective manager, you
need to address issues more than people.)
Why is it happening?

Defining complex problems:

If the problem still seems overwhelming, break it down by repeating steps 1-7 until you have
descriptions of several related problems.
Verifying your understanding of the problems:
It helps a great deal to verify your problem analysis for conferring with a peer or someone else.
Prioritize the problems:
If you discover that you are looking at several related problems, then prioritize which ones you
should address first.
Note the difference between "important" and "urgent" problems. Often, what we consider to be
important problems to consider are really just urgent problems. Important problems deserve more
attention. For example, if you're continually answering "urgent" phone calls, then you've
probably got a more "important" problem and that's to design a system that screens and
prioritizes your phone calls.
Understand your role in the problem:
Your role in the problem can greatly influence how you perceive the role of others. For example,
if you're very stressed out, it'll probably look like others are, too, or, you may resort too quickly
to blaming and reprimanding others. Or, you are feel very guilty about your role in the problem,
you may ignore the accountabilities of others.

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2. Look at potential causes for the problem

It's amazing how much you don't know about what you don't know. Therefore, in this
phase, it's critical to get input from other people who notice the problem and who are
affected by it.
It's often useful to collect input from other individuals one at a time (at least at first).
Otherwise, people tend to be inhibited about offering their impressions of the real causes
of problems.
Write down what your opinions and what you've heard from others.
Regarding what you think might be performance problems associated with an employee,
it's often useful to seek advice from a peer or your supervisor in order to verify your
impression of the problem.
Write down a description of the cause of the problem and in terms of what is happening,
where, when, how, with whom and why.

3. Identify alternatives for approaches to resolve the problem

At this point, it's useful to keep others involved (unless you're facing a personal and/or employee
performance problem). Brainstorm for solutions to the problem. Very simply put, brainstorming
is collecting as many ideas as possible, then screening them to find the best idea. It's critical
when collecting the ideas to not pass any judgment on the ideas -- just write them down as you
hear them. (A wonderful set of skills used to identify the underlying cause of issues is Systems
Thinking.)

4. Select an approach to resolve the problem

When selecting the best approach, consider:

Which approach is the most likely to solve the problem for the long term?
Which approach is the most realistic to accomplish for now? Do you have the resources?
Are they affordable? Do you have enough time to implement the approach?
What is the extent of risk associated with each alternative?

5. Plan the implementation of the best alternative (this is your action plan)

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Carefully consider "What will the situation look like when the problem is solved?"
What steps should be taken to implement the best alternative to solving the problem?
What systems or processes should be changed in your organization, for example, a new
policy or procedure? Don't resort to solutions where someone is "just going to try
harder".
How will you know if the steps are being followed or not? (these are your indicators of
the success of your plan)
What resources will you need in terms of people, money and facilities?
How much time will you need to implement the solution? Write a schedule that includes
the start and stop times, and when you expect to see certain indicators of success.

Who will primarily be responsible for ensuring implementation of the plan?

Write down the answers to the above questions and consider this as your action plan.
Communicate the plan to those who will involved in implementing it and, at least, to your
immediate supervisor.

6. Monitor implementation of the plan

Monitor the indicators of success:

Are you seeing what you would expect from the indicators?
Will the plan be done according to schedule?
If the plan is not being followed as expected, then consider: Was the plan realistic? Are
there sufficient resources to accomplish the plan on schedule? Should more priority be
placed on various aspects of the plan? Should the plan be changed?

7. Verify if the problem has been resolved or not

One of the best ways to verify if a problem has been solved or not is to resume normal operations
in the organization. Still, you should consider:

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What changes should be made to avoid this type of problem in the future? Consider
changes to policies and procedures, training, etc.
Lastly, consider "What did you learn from this problem solving?" Consider new
knowledge, understanding and/or skills.
Consider writing a brief memo that highlights the success of the problem solving effort,
and what you learned as a result. Share it with your supervisor, peers and subordinates.

Conclusion
There are no written rules regarding an individual's responsibilities to the various
roles a person plays in life. They are the rules of the thumb and they vary in
different cultures. Handling responsibilities is a part of life and it brings in
happiness and satisfaction if we are able to manage them well.
Teamwork is critical because of its regionalization policy. Here everyone separated
their side of work and do it proper expertise. Here only a few amount of task is
interdependent and individuals have not to rely on the task of other individuals.

16

References
Wikihow (2010). How to Be Responsible.
Available:http://www.wikihow.com/Be-Responsible.Last accessed October 25th
2015
Fame pyramids (2013). The Roles and Responsibilities of Professionals in
Building Construction. Available: http://www.nairaland.com/1434396/rolesresponsibilities-professionals-building-construction. Last accessed October 25th
2015

Effective Mind Control (2014). Humane Motivation Techniques.

Available: http://www.effective-mind-control.com/motivation-techniques.html.
Last accessed October 25th 2015

Paul Keijzer (2014). 6 Everyday Steps to Help Your Team Achieve Its Goals.
Available: http://www.paulkeijzer.com/6-steps-team-achieve-goals/. Last
accessed October 26th 2015
Free Management Library (2011). Guidelines to Problem Solving and Decision
Making. Available: http://managementhelp.org/personalproductivity/problemsolving.htm.Last accessed October 26th 2015

TW, S 2003, 'Teaching and assessing employability skills through Skills USA',
Annual Quality Congress, vol 56, pp. 265-75.
Williams, C 2005, ' The discursive construction of the competent ',
Employability Skills, Studies in Continuing Education, vol 27, no. 1, pp.. 3349.

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