Year 11 Career and Enterprise

Weeks 4.2 to 4.4

Assessment Task 8 – In-class Test – Preparation

SYLLABUS POINT PAGE

Sample Questions 1

Learning to learn
 models for decision making, including:
o SWOT (strengths, weaknesses, opportunities, threats) 2
o PMI (plus, minus, interesting) 3

Work skills
 recognising forms of diversity within a work setting, including: 4
o age
o gender
o race
o religion
 strategies to manage workload, including: 7
o time management
o priorities
o allocating resources

The nature of work

 work patterns, including:
o part-time 9
o full-time
o fly-in/fly-out (FIFO)
o volunteer
 the advantages and disadvantages of different work patterns

In-Class Test : Week 4.4 – Monday, 28 October 2024

 SAMPLE QUESTIONS

1. Define the SWOT analysis model and describe how it is used in decision making?

2. Explain the concept of "Strengths" in the SWOT analysis, giving examples.

3. What are the key components of a SWOT analysis?

What is the PMI (Plus, Minus, Interesting) model, and how does it differ from SWOT
analysis? The PMI (Plus, Minus, Interesting) model is a decision-making tool that helps
you evaluate the advantages, disadvantages, and neutral aspects of a particular idea,
decision, or situation. It's a simple yet effective way to weigh the pros and cons before
making a choice. PMI focuses on the specific idea or decision at hand, while SWOT
analyses the broader context of an organization or project.

4. Provide an example of a real-life situation where PMI analysis could be useful.

5. How can the PMI model be applied to evaluate a potential job opportunity?

6. Name three forms of diversity that can exist within a work setting.

7. Why is it important for employers to recognize and embrace diversity in the workplace?
It is important for employers to recognise and embrace diversity in the workplace as a
diverse workplace fosters a greater understanding and appreciation of different
cultures. This can help to break down stereotypes and create a more inclusive
environment.

8. Describe a strategy to promote gender diversity in a company.

9. How can age diversity benefit a workplace, and what challenges might it pose?

10.Give an example of a workplace where religious diversity might be a significant

consideration.

11. Describe how a Year 11 student might allocate their available resources to ensure a
balanced workload.

12.Explain the concept of workload management and its significance in a professional

setting.

13.What are some effective time management techniques that can help individuals
manage their workload?

14.How can prioritising tasks assist in managing workload effectively?

15.Provide an example of how allocating resources efficiently can improve work

performance.

16.Define the term "fly-in/fly-out (FIFO)" work pattern.

17.Discuss the advantages and disadvantages of a part-time work pattern for both
employees and employers.
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18.What are the key factors individuals should consider when deciding between full-time
and part time work patterns?

19.Define volunteer work and discuss the reasons why an individual might opt for this type
of work.

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 Learning to learn
 models for decision making, including:
o SWOT (strengths, weaknesses, opportunities, threats)
o PMI (plus, minus, interesting)

Decision making is an essential part of both personal and professional life. There are
many decision making models that can be used to help make informed and effective
decisions.

SWOT analysis
A SWOT analysis is a strategic planning tool that organisations and individuals use to
assess the current state of a situation. It helps them to evaluate the internal and external
factors that are relevant:
 Strengths:
These are the internal attributes and capabilities that provide a competitive
advantage (the positive aspects). They include resources, skills, and advantages
that are within our control and contribute to success. Identifying strengths helps in
using these characteristics to achieve our goals.

 Weaknesses:
These are also internal factors but represent limitations or areas that require
improvement (negative aspects). Recognising weaknesses is essential for
addressing and limiting potential problems that may interfere with progress.

 Opportunities:
These are external factors and circumstances in the environment that can be
favourable for achieving goals or objectives. Identifying opportunities allows
organisations and individuals to make use of external developments and trends.

 Threats:
Similar to opportunities, threats are external factors, but they represent potential
challenges or risks that could have a negative impact on the situation. Recognising
threats is important so that strategies can be developed to protect against or
minimise the threat.

Example of a SWOT for personal career planning (job search)

STRENGTHS WEAKNESSES
 Recent work experience in the industry  No previous paid employment
 Completed a certificate course  No customer service experience
 Strong communication skills  Limited availability because of school hours
 Excellent resume  No car / drivers licence
 Live close to the business

OPPORTUNITIES THREATS
 Many jobs advertised currently  Just trained many Christmas casuals so
 Friend works at store and can introduce to may be over staffed
manager  Getting older and wages will cost more to
 Ask Careers Department to organise work business (less competitive)
experience there  Other applicants have more experience

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PMI Analysis

PMI (plus, minus, interesting) is a brainstorming, decision making and critical thinking tool.
It is used to encourage the examination of ideas, concepts and experiences from more
than one perspective. PMI was developed by Dr. Edward de Bono, an expert on expansive
and critical thinking.

PMI is a simple and effective way to critically evaluate ideas and make better choices. It
helps to:
 brainstorm ideas
 make decisions quickly by analysing and weighing the pros and cons
 reflect on or evaluate a product or process after an event
 identify strengths and weaknesses for future improvement

Plus (+): These are the good things, the positives, or advantages.
PLUS Think about what's great about the idea or situation you're considering.
What are the benefits? What makes it awesome?

Minus (-): These are the opposites of "Plus." It's where you list the
MINUS downsides, drawbacks, or negatives. What are the things that might
not work well with the idea or situation?

Interesting (I): This includes anything that doesn't fall into the "Plus" or
"Minus" categories but is still worth noting. It might be something
INTERESTING
unique, unusual, or thought-provoking. It can also include questions or
uncertainties about the idea.

Example of a PMI for personal career planning (TAFE Alternative)

“Should I attend TAFE fulltime next year instead of moving into Year 12?”

 Study a subject I love without having to do a whole range of subjects like at school.
 TAFE fees are much cheaper.
 Will give me a head start of my future career and enhance my chances of getting a
job I love.
PLUS
 Gives me an alternative pathway into University the following year.
 More independence.
 Less study time required at TAFE, can also work part time.

 Won’t get my high school graduation and WACE Certificate.

 Will miss all of my friends and have to meet new people.
MINUS
 Can’t go to the ball or leavers.

 Completing up to a Diploma at TAFE will get me straight into University and get me
some credit off my uni studies and put me ahead of where I would be at the end of
Year 12.
INTERESTING
 WACE Graduation is rarely required for future opportunities and some TAFE
qualifications provide more recognition than WACE.

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 Work skills
 recognising forms of diversity within a work setting, including:
o age
o gender
o race
o religion

RECOGNISING DIVERSITY IN THE WORKPLACE

Age Diversity:
 Understanding age diversity in the workplace means recognising that people of
different age groups may approach their work in different ways. Individuals should
be considerate of this and show tolerance to different approaches.
 Recognising the value of diverse perspectives and experiences that individuals from
different age groups bring to a team or organization.
 Learning to avoid stereotypes or biases based on age and treating all colleagues
with respect, regardless of their age.

Gender Diversity:
 Understanding the importance of creating an inclusive environment where everyone
feels comfortable expressing their gender identity and where gender-based
discrimination or bias is not tolerated.
 Promoting equality in opportunities and treatment for all genders, regardless of
traditional gender roles or stereotypes.
 Supporting individuals who move into gender dominant industries or workplaces to
ensure that they feel comfortable – such as male nurses/midwives and female
builders.

Race Diversity:
 Recognising race diversity in the workplace means acknowledging that employees
may come from various racial and ethnic backgrounds, such as Indigenous,
Caucasian, Asian, African, and more.
 Understanding the significance of cultural differences and the rich perspectives that
individuals from different cultural backgrounds can offer to an organisation.
 Embracing diversity as a source of strength and promoting an anti-discrimination
and inclusive workplace culture that values and respects all races and ethnicities.

Religious Diversity:
 Religious diversity encompasses understanding that employees may follow different
religions or belief systems, such as Christianity, Islam, Buddhism, Hinduism,
Judaism, or atheism.
 Respecting the right of individuals to practice their religion or belief system and
ensuring that work policies and practices do not discriminate against anyone based
on their religious beliefs.
 Fostering an environment where employees can openly discuss their religious
needs and accommodating reasonable requests related to religious practices or
observances.

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 WHY RECOGNISING DIVERSITY IN THE WORKPLACE IS IMPORTANT

Recognizing diversity of age, race, genders, and religions within a workplace is critically
important for several reasons:

 Building Inclusivity and Equity:

Acknowledging and valuing diversity creates an inclusive workplace culture where all
employees feel welcome and respected. This promotes a sense of belonging and
fairness, which can boost morale and motivation. It improves employee efficiency and
reduces turnover of staff. This in turn attracts talented individuals when recruiting new
staff.

 Enhancing Creativity and Innovation:

Diverse teams bring together individuals with different perspectives, backgrounds, and
life experiences. This diversity of thought can lead to more creative problem-solving
and innovation, as people with varied viewpoints contribute unique ideas. Innovation in
the workplace can provide a competitive advantage and improve overall business
performance. These differing perspectives also enhance decision making.

 Enhancing Customer and Client Relations:

A diverse workforce can better understand and serve a diverse customer or client base.
Companies that reflect the diversity of their target markets can build stronger
relationships and customer loyalty. Staff are more likely to bring with them additional
language skills, cultural understanding and tolerance, which will improve the overall
customer experience with the organisation.

 Meeting Legal and Ethical Requirements:

Many regions, including Western Australia and other parts of the world, have laws and
regulations that require workplaces to promote equality and prevent discrimination.
Recognizing and addressing diversity helps companies comply with legal requirements
and ethical standards. It also ensures that the best person for the job will be hired,
regardless of their nationality, gender, religion, physical ability or sexual orientation.

 Building a Positive Reputation:

Companies that actively support diversity are seen as socially responsible and
progressive. This positive reputation can attract customers, investors, and partners
who share similar values.

 Personal Growth and Learning:

Working in a diverse environment can be a learning opportunity for employees. They
gain exposure to different cultures, ideas, and worldviews, which can broaden their
horizons and make them more culturally sensitive individuals.

In summary, recognising and embracing diversity in the workplace is not only a matter of
ethics and legality but also a strategic advantage. It enhances the workplace environment,
drives innovation, and ultimately contributes to an organization's success and long-term
sustainability.

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 CONSIDERATIONS FOR CULTURAL DIVERSITY IN THE WORK ENVIRONMENT

Australian population has become more culturally diverse which has resulted in culturally
diverse workplaces.

· Culturally diverse staff broadens the client base across cultures

· Global talent pool to draw from when recruiting
· International networking opportunities by utilising the contacts or language skills of
culturally diverse staff members
· Encourages a more vibrant and interesting workplace – leads to greater work
satisfaction and commitment

Workplaces have changed to accommodate:

· Language barriers
o Translating texts or key documents into other languages
o Providing interpreters
o Showing signs in multiple languages or having visual diagrams on signs
· Religious beliefs and practices
o flexible work hours to fit in with prayer times or cultural celebrations.
o Provision of Prayer rooms, halal kitchens etc
· Uniform / Dress Policy
o Flexible dress policy to accommodate cultural or religious requirements
o Culturally sensitive uniforms to allow full coverage, head coverings etc
· Acceptance and tolerance
o Providing training on cultural sensitivity and awareness
o Appropriate policies relating to bullying and discrimination

CONSIDERATIONS FOR AN AGEING WORKFORCE

The Australian workforce is ageing and people are working longer which creates greater
diversity in the workforce – this means there is currently more competition for some jobs
but in the near future a higher retirement rate will result in skill shortages in a range of
areas.

A few points to consider:

· Older staff typically have more experience, confidence and broad life skills. More
experience with decision making, conflict resolution etc..
· Opportunity to provide good experienced mentors for younger employees
· Older workers may not have the same skills so require additional training - there
can also be greater opportunities for young people to seek work in new areas of
advanced technology
· Older staff often have more flexible work hours and may be looking for part time
work as they approach retirement.
· Older staff may require adjustments to their work to accommodate health needs or
physical changes (for example less mobility or strength).

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 Work skills
 strategies to manage workload, including:
o time management
o priorities
o allocating resources

STRATEGIES TO MANAGE WORKLOAD

1. Time Management
Time management is a crucial skill that helps individuals make the most of their
available time. It involves planning and organizing tasks efficiently to maximize
productivity and minimize stress. Students should learn techniques such as creating to-
do lists, setting realistic deadlines, and breaking larger tasks into smaller, manageable
steps. Time management skills also include avoiding procrastination, using digital or
physical calendars, and setting aside specific blocks of time for focused work.

2. Priorities
Understanding priorities is essential for effective workload management. Students
should be taught how to identify tasks and responsibilities that are most important and
urgent. The Eisenhower Matrix, for example, is a valuable tool that helps individuals
categorize tasks into four quadrants: urgent and important, important but not urgent,
urgent but not important, and neither urgent nor important. This method can assist
students in making informed decisions about where to allocate their time and effort.

3. Allocating Resources
Allocating resources refers to distributing one's time, energy, and resources effectively
to achieve desired outcomes. Students should learn how to assess the resources
available to them, which may include time, money, manpower, and technology. They
should also understand the concept of resource allocation in the context of projects and
tasks. This involves determining the optimal distribution of resources to achieve the
best possible results. Students can benefit from learning about resource allocation
models, cost-benefit analysis, and risk assessment.

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 WHY WORKLOAD MANAGEMENT IS IMPORTANT

Managing workload is crucial for personal and professional well-being, productivity, and
success. It allows individuals to navigate their responsibilities more effectively, reduce
stress, and maintain a healthy work-life balance, ultimately leading to a more fulfilling and
successful life.

Productivity
Effective workload management helps individuals make the most of their available time
and resources. It allows them to complete tasks efficiently, which can lead to higher
productivity and the accomplishment of more goals in a given timeframe.

Stress Reduction
Poor workload management can lead to stress and burnout. When tasks pile up, it can
become overwhelming, causing anxiety and negatively impacting mental and physical
well-being. Proper workload management can help distribute tasks in a way that reduces
stress.

Time Management
Managing workload involves effective time management. Learning to prioritize tasks and
allocate time wisely helps individuals meet deadlines and achieve their objectives, whether
it's in school, at work, or in personal life.

Quality of Work
Rushing through tasks due to an overloaded schedule can lead to a decline in the quality
of work. When individuals manage their workload effectively, they have the time and focus
to do their best work, ensuring better quality outcomes.

Work-Life Balance
Effective workload management is crucial for maintaining a healthy work-life balance.
Overcommitting to work or study can leave little time for personal life, leisure, and
relaxation. Balancing these aspects of life contributes to overall well-being.

Resource Optimisation
Efficient workload management includes allocating resources effectively. This ensures that
resources like time, money, and manpower are used to their best effect, reducing waste
and improving efficiency.

Goal Achievement
Whether it's academic goals, career aspirations, or personal objectives, managing
workload is essential for making progress and achieving these goals. It helps individuals
stay on track and stay motivated.

Adaptability
Effective workload management prepares individuals to handle unexpected challenges
and changes. When they have a well-organised workload, they can adapt more easily to
new tasks or urgent matters without disrupting their overall productivity.

Long-term Success
Consistently managing workload over time can lead to sustained success. It helps
individuals build habits of discipline, organisation, and time management that serve them
well throughout their lives.

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 The nature of work
 work patterns, including:
o part-time
o full-time
o fly-in/fly-out (FIFO)
o volunteer

 the advantages and disadvantages of different work patterns

FULLTIME:
Definition: Full-time employment typically involves working a set number of hours per
week, often around 38-40 hours, depending on the industry and employer. Full-time
employees are entitled to benefits such as paid leave, superannuation, and job security.

Advantages:
 Financial Stability: Full-time workers generally receive a consistent salary, providing
financial stability and regular income.
 Benefits: Access to various employment benefits, including paid leave, healthcare,
and retirement benefits.
 Career Growth: Opportunities for career advancement and professional
development are more common in full-time positions.

Disadvantages:
 Time Commitment: Longer work hours may limit personal time and work-life
balance.
 Limited Flexibility: Less flexibility compared to part-time or casual work
arrangements.
 Job Stress: The pressure to meet performance expectations and job demands can
lead to stress and burnout.

PART-TIME:
Definition: Part-time employment involves working fewer hours than full-time, often less
than 38 hours per week. Part-time workers may receive pro-rata benefits and have more
flexible schedules.

Advantages:
 Work-Life Balance: Greater flexibility in scheduling, allowing employees to balance
work with other commitments.
 Reduced Stress: Typically lower stress levels compared to full-time positions.
 Diverse Opportunities: Provides employment options for people with various
commitments or interests.

Disadvantages:
 Limited Income: Part-time workers earn less than full-time counterparts and may
have fewer benefits.
 Career Advancement: Limited opportunities for career progression in some
industries.
 Inconsistent Hours: Work hours can vary, making it challenging to plan finances and
personal life.

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FIFO (Fly-In-Fly-Out):
Definition: FIFO work pattern is prevalent in Western Australia's mining and resources
sector. It involves employees residing in remote areas and working for a set period (e.g., 2
weeks on-site) before flying back to their home location.

Advantages:
 High Pay: FIFO workers often receive higher wages to compensate for the remote
and demanding working conditions.
 Work-Life Balance: Extended periods off work can provide an excellent work-life
balance.
 Career Opportunities: Access to well-paying jobs in resource-rich regions.

Disadvantages:
 Isolation: Remote locations and long periods away from home can lead to feelings
of isolation and disconnection from family and friends.
 Fatigue: Rigid work schedules and long shifts can lead to fatigue and health
concerns.
 Environmental Impact: The practice can have environmental consequences due to
increased transportation and resource extraction.

VOLUNTEER:
Definition: Volunteering involves individuals contributing their time and skills without
monetary compensation for various causes, organizations, or community initiatives.

Advantages:
 Sense of Purpose: Volunteers often find personal fulfillment and a sense of purpose
in helping others.
 Skill Development: Opportunities to acquire new skills, gain experience, and build a
network.
 Community Engagement: Fosters a strong sense of community and social
cohesion.

Disadvantages:
 No Financial Compensation: Volunteers do not receive a salary or monetary
benefits.
 Time Commitment: Volunteering can be time-consuming, impacting personal and
professional life.
 Burnout: Some volunteers may experience burnout if they take on too many
responsibilities without adequate support.

These work patterns offer varying levels of financial security, flexibility, and personal
satisfaction, and individuals often choose them based on their personal circumstances and
career goals. The suitability of each pattern depends on individual preferences.

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