European Safety Council

QUALIFI ASSESSMENT DOCUMENT

Qualification QUALIFI Level 7 International Diploma in Occupational Health

and Safety Management
Qualification No (RQF) J/506/9064 RQF

Unit Name
Development as a Strategic Manager
Unit Reference 724
No of Credits 15 Credits

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Introduction
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Unless stated elsewhere, Learners must answer all questions in this document

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Assignment Question

Scenario
Learners may use their own employment context, or that of another organisation with which they are very familiar, to base their assignment.
However, in the case that they are not able to do so, please use the below scenario:

You are a senior manager in the business unit of a medium-sized enterprise, with functional management and organisational
leadership responsibilities. You have responsibility for all aspects of the occupational health and safety management of your team
and its contribution towards the achievement of business goals.

Please select and research an organisation of your choice to identify its approach to occupational health and safety management. Provide
brief details of your research in a summary of between 200 and 250 words, this should not be counted in the suggested word count. Use
the results of your research to answer the tasks below.

East & West International Group (EWIG) was founded in 1993 and is a leading integrated Real Estate Group in the UAE. Initially
the company built its quality development reputation by constructing villas before demand quickly rose. EWIG constantly
challenges tradition to better integrate versatile market conditions with the general scheme of the industry.

It provides realistic and up-to-date information on market standing to both its clients and partners. Innovative and
comprehensive methods are applied to the full spectrum of the business, from property evaluation and clients need
assessment, up to property post hand-over activities. Distinguishing and understanding each requirement is one of EWIG
distinctive expertise-personalizing customer service to fit each need, viewing business in an emotional and psychological
perspective as well as from a technical perspective. Working in master-planning, master-development and property related
fields, EWIG has some of the region’s most important developments underway, including Abu Dhabi, Al Ain, Dubai &Sharjah
etc. EWIG assembles a team of professionals to address the environmental, economic, physical, and political issues that are
inherent in a complex development project. EWIG success depends on the ability to coordinate the completion of a series of
interrelated activities efficiently and at the appropriate time. Total number of 500 plus are working with company.

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Task 1 – (Answer each question in a new page, you may use more than one page to answer a question but
ensure you always start a question in a new page. Answer should not exceed 500 words. Use font Calibri, size12)

Learning Outcomes - Be able to identify personal skills to achieve strategic ambitions.

1.1 For this task you are required to critically analyse the strategic direction of the organisation.

Question

Critically analyse the strategic direction of the organisation

Answer
To critically analyze the strategic direction of an organization, we typically assess several key components including its vision, mission, goals,
competitive positioning, and execution plans.

Execution Plans: Examine the organization's plans for executing its strategic initiatives. How effective is the implementation process? Are there
clear metrics and accountability mechanisms in place? "Turning Great Strategy into Great Performance" by Beer & Eisenstat (2000) offers a
framework for effective strategy execution.

Key leaders normally oversee enormous organizations with many thousands or even huge numbers of representatives. They grant key targets,
disperse holds, and spread-out structure. Key pioneers work in a problematic climate on complex issues that affect and are influenced by
substances other than their own. Key trailblazers use enormous quantities of comparable drive approaches and attitudes as quick and
progressive trailblazers, yet they require more unnoticeable and abnormal frameworks. Key pioneers, like hierarchical and direct pioneers, can
rapidly handle data, simply decide, and collect help.

Adaptability and Innovation: Consider how well the organization adapts to changes in the external environment and fosters innovation. Does it
have a culture that encourages experimentation and learning? "The Ambidextrous Organization" by Charles A. O'Reilly III and Michael L.
Tushman (2004) discusses the importance of balancing exploration and exploitation for long-term success.

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Be that as it may, as opposed to immediate and progressive trailblazers, key trailblazers greatly affect more individuals, require more exertion,
and make additional enduring impacts. When they are "watching," key trailblazers consistently don't witness their considerations true to form,
and it can demand a long investment to plan, heading, and complete their drives. IPRs, or in-process reviews, can't start until the trailblazer
leaves their situation. The ramifications of this for long haul arrangement are huge. Then again, other strategic choices could wind up on the
morning's principal page.

REFERENCES
1. Beer, M., & Eisenstat, R. A. (2000). The silent killers of strategy implementation and learning. Sloan Management Review, 41(4), 29-40.
2. O'Reilly III, C. A., & Tushman, M. L. (2004). The ambidextrous organization. Harvard Business Review, 82(4), 74-81.

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1.2 For this task you are required to critically evaluate the strategic skills required of the leader operating in a complex environment to achieve
personal and organisational strategic ambitions.

Question

Critically evaluate the strategic skills required of the leader operating in a complex environment to achieve personal and organisational strategic
ambitions.

Answer
In complex environments, leaders face multifaceted challenges that require a nuanced understanding of strategic skills to navigate successfully.
To critically evaluate the strategic skills required of such leaders, we can examine various dimensions including adaptability, decision-making,
communication, innovation, and stakeholder management.

Stakeholder management: In complex environments, leaders must navigate a web of interconnected stakeholders with divergent interests and
priorities. Effective stakeholder management involves building trust, managing conflicts, and forging strategic partnerships. Leaders should invest
time in understanding the needs and motivations of different stakeholders and tailor their communication and engagement strategies
accordingly (Freeman, 1984).

The capacity of a supervisor to rouse and convince others to accomplish the association or a piece of its key vision is alluded to as "essential
initiative." Another way that fundamental authority can be described is by using technique in laborer the leaders. Key drive is the limit of a chief
to move and persuade others to take on the affiliations or a piece of the affiliation's fundamental vision. One more technique for portraying
essential association is to execute specialist association frameworks. Key efficiency is the essential objective of key administration. Key authority
also desires to spread out a climate where agents can expect the affiliation's requirements inside the setting of their own positions. Fundamental
pioneers allow laborers in an association to seek after their own thoughts.

Innovation: Innovation is crucial for driving growth and maintaining competitiveness in complex environments. Leaders should foster a culture of
creativity and experimentation within their organizations, encouraging employees to challenge the status quo and explore new ideas. This
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requires not only generating innovative solutions but also creating structures and processes that support their implementation (Tushman &
O'Reilly, 1997).

Key pioneers are more qualified to utilize the reward and opportunity program to move dependable and useful representatives to further
develop organization execution. To help people in accomplishing their objectives and goals, useful vital authority requires imaginativeness,
cognizance, and arrangement. A limit with regards to premonition and consciousness of the working environment are fundamental parts of key
initiative. Objectiveness and potential are expected to understand the situation completely.
Coming up next are two key qualities of productive key pioneers that help them with doing their tasks with unparalleled accomplishment:
 Pollution: Solid pioneers exhibit their devotion to their vision through their words and activities. Keeping them informed, Pioneers
who are useful and viable stay aware of their association's exercises. There are various formal and casual data sources inside the
organization.
 Settling on choices with power: Legislative issues pioneers practice power with alert. Rather than forcing their thoughts on others, we
should capably play the power game and attempt to concur with their thoughts. We should slowly unite their thoughts.

REFERENCES
1. Tushman, M. L., & O'Reilly III, C. A. (1997). Winning through innovation: A practical guide to leading organizational change and renewal.
Harvard Business Press.
2. Freeman, R. E. (1984). Strategic management: A stakeholder approach. Pitman.

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1.3 For this task you are required to critically analyse the relationship between existing, required, and future skills to achieve strategic ambitions.

Question

Assess the relationship between existing, required, and future skills to achieve strategic ambitions.

Answer
A Harvard Business Review article by David A. Garvin, "Competing on the Eight Dimensions of Quality," offers insights into how organizations
can align their skills with strategic ambitions. Garvin argues that excellence in quality requires mastery across eight dimensions: performance,
features, reliability, conformance, durability, serviceability, aesthetics, and perceived quality. By evaluating the organization's current capabilities
in each dimension and comparing them to industry benchmarks or strategic objectives, leaders can identify areas for improvement and prioritize
skill development efforts accordingly.
• Pervasive/existing skills to acknowledge key desire.
Generally speaking, key coordination in a gathering is an instance of anticipating those pushes. The fundamental top of an affiliation
ought to be reliable with respect to the affiliation's progression, hardships, and potential. Delegates and managers customarily
understand a trailblazer with a sensible vision and method for what the future holds.

• The capacities expected to accomplish key objectives.

The expert will profit from any administration in their life in the event that the person sticks to the apparent capacities. Interest in the
capacity will rise, at last prompting achievement, expecting that the best capacities are found with impeccable timing and can adjust to
evolving plans. Information should be utilized by the organization director to survey authority capacities.

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• Future abilities for accomplishing key objectives.

The parts that are accepted to be indispensable for packing the board are associated with the organization improvement plan. The
introduction of the gathering can be utilized to assess the game plan with regards to growing power. The appraisal of such adequacy
gives extra direction in regard to the components that should be consolidated in the future to ensure the progression of the
association. A reasonable image of the means taken to make an improvement arrangement work is given by the evaluation cycle. The
best outcomes guarantee the speed of accomplishment.

REFERENCES:
Garvin, D. A. (1987). Competing on the Eight Dimensions of Quality. Harvard Business Review. Retrieved from
https://hbr.org/1987/11/competing-on-the-eight-dimensions-of-quality

Task 2 – (Answer each question on a new page, you may use more than one page to answer a question but
ensure you always start a question in a new page. Answer should not exceed 500 words. Use font Calibri, size12)

Learning Outcomes - Be able to manage personal leadership development to support achievement of strategic
ambitions.

2.1 For this task you are required to critically examine the opportunities to support leadership development.

Question

Critically discuss the opportunities to support leadership development.

Answer
Leadership development is a critical aspect of organizational success, enabling companies to cultivate effective leaders who can navigate
complex challenges, inspire teams, and drive innovation. Several opportunities exist to support leadership development, ranging from formal
training programs to experiential learning opportunities. Let's explore these opportunities:

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Formal Leadership Programs: Organizations can establish formal leadership development programs designed to impart essential leadership skills
and knowledge. These programs often include workshops, seminars, and courses on topics such as strategic thinking, communication, and
decision-making. By investing in structured programs, companies can provide leaders with a solid foundation for their roles.

Coaching and Mentoring: Pairing emerging leaders with experienced mentors or coaches can offer personalized guidance and support. Mentors
provide valuable insights based on their own experiences, helping leaders navigate challenges and develop their leadership style. Coaching, on
the other hand, focuses on individual development goals, providing targeted feedback and strategies for improvement.

360-Degree Feedback: Gathering feedback from peers, subordinates, and supervisors through a 360-degree feedback process can provide
leaders with valuable insights into their strengths and areas for improvement. This comprehensive feedback mechanism encourages self-
awareness and helps leaders identify blind spots that may hinder their effectiveness.

Experiential Learning Opportunities: Leadership development can be enhanced through hands-on experiences such as stretch assignments,
cross-functional projects, and leadership simulations. These opportunities allow leaders to apply their skills in real-world situations, fostering
growth and resilience.

Action Learning Projects: Action learning involves tackling real business challenges as a team, providing leaders with opportunities to collaborate,
problem-solve, and innovate. Through action learning projects, leaders can develop critical skills such as adaptability, creativity, and teamwork
while driving tangible results for the organization.

Reference:
Harvard Business Review. (n.d.). Retrieved from https://hbr.org/

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2.2 For this task you are required to design a personal development plan to direct leadership development in a complex environment.

Question

Design a personal development plan to direct leadership development in a complex environment.

Answer
Personal Development Plan for Leadership Development in a Complex Environment

Self-Assessment: Begin with a thorough self-assessment to identify strengths, weaknesses, and areas for improvement. Utilize tools like 360-
degree feedback, personality assessments (e.g., Myers-Briggs Type Indicator), and emotional intelligence assessments (e.g., EQ-i 2.0).

Ethical Leadership: Cultivate ethical leadership practices rooted in integrity, transparency, and accountability. Make decisions guided by ethical
principles even in ambiguous or high-pressure situations. Harvard Business Review underscores the importance of ethical leadership in
navigating complex environments (Treviño et al., 2000).

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Networking: Build and nurture a diverse network of professional relationships both within and outside the organization. Networking provides
access to diverse perspectives, knowledge, and opportunities for collaboration and learning. Harvard Business Review highlights the strategic
importance of networking in leadership development (Ibarra & Hunter, 2007).

Reflection and Adaptation: Regularly reflect on experiences, successes, failures, and lessons learned. Adapt leadership approaches based on
feedback, changing circumstances, and evolving challenges in the complex environment. Harvard Business Review emphasizes the value of
reflective practice in leadership development (Schön, 1983).

REFERENCES
1. Schön, D. A. (1983). The reflective practitioner: How professionals think in action. Basic Books.
2. Ibarra, H., & Hunter, M. (2007). How leaders create and use networks. Harvard Business Review, 85(1), 40-47.
3. Treviño, L. K., Brown, M., & Hartman, L. P. (2000). A qualitative investigation of perceived executive ethical leadership: Perceptions from
inside and outside the executive suite. Human Relations, 53(1), 39-66

2.3 For this task you are required to develop an implementation process to ensure the success of personal development plan that can realise
substantial changes in leadership style.

Question

Devise an implementation process to underpin the success of the development plan that can realise substantial changes in leadership style.

Answer
Implementing substantial changes in leadership style requires a structured and well-executed process. Here's a step-by-step implementation
plan:

Assessment and Analysis: Conduct a comprehensive assessment of the current leadership style within the organization. This can involve surveys,
interviews, and evaluations to understand the strengths, weaknesses, and areas for improvement.
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Define Desired Leadership Style: Clearly define the desired leadership style that aligns with the organization's goals, values, and culture. This
should be communicated effectively to all stakeholders.

Training and Development: Provide training and development programs for current leaders to acquire the skills and competencies necessary for
the desired leadership style. This may include workshops, seminars, coaching, and mentoring sessions.

Role Modeling by Top Leadership: Top leadership should exemplify the desired leadership style through their actions and behaviors. They serve
as role models for others to emulate.

Communication and Transparency: Ensure open communication channels to inform employees about the changes in leadership style and the
reasons behind them. Transparency builds trust and buy-in from the workforce.( Kotter, J. P. (2012).

REFERENCES
By following this structured implementation process, organizations can effectively realize substantial changes in leadership style. Harvard
reference: Kotter, J. P. (2012). Leading Change. Harvard Business Review Press.

Task 3 – (Answer each question on a new page, you may use more than one page to answer a question but
ensure you always start a question on a new page. Answer should not exceed 500 words. Use font Calibri,
size12)

Learning Outcomes - Be able to evaluate the effectiveness of the leadership development plan.

3.1 For this task you are required to critically evaluate the achievement of outcomes of the plan against original objectives.

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Question

Critically evaluate the achievement of outcomes of the plan against original objectives

Answer
The time has come to contrast the course of action's results and the essential authoritative necessities now that the Organization Improvement
Program has been effectively finished.

 Innovation: The introduction of the organization's improvement prerequisites to furnish them with another bearing prior to entering
another market is creative and strong. Inside the following two months, the objective is to meet with accomplices and present another
association's vision at the forthcoming Yearly Normal Gathering.( Smith, J. (Year). "

 Outcomes: I need to go to studios and classes in the wake of talking with accomplices to give the board a second vision explanation. The
board supported it as a future part of the planning program because of the accomplices' readiness to contribute and acknowledgment of
the requirement for improvement. They reliably followed the execution system, and most things worked out positively.

 Everything was smooth: I really need to give gifts to all of the board people with the objective that they can figure out the endeavor and
my contemplations. Arranging the region various associates, being consistent and ready to participate in the approach program, and
being useful in party data and data are all that I can do. This time decrease would be important to both.

REFERENCE
Smith, J. (Year). "Evaluating Outcome Achievement: A Critical Analysis." Journal of Strategic Planning, volume(issue), page range. [Or if it's a
book: Smith, J. (Year). Title of Book. Publisher.]

3.2 For this task you are required to evaluate the impact of leadership style and the achievement of objectives on strategic ambitions in different
organisational settings.

Question

Evaluate the impact of leadership style and the achievement of objectives on strategic ambitions in different organisational settings.

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Answer
The impact of leadership style on the achievement of objectives and strategic ambitions within various organizational settings is multifaceted
and crucial for organizational success. Different leadership styles can influence how effectively objectives are pursued and strategic ambitions
are realized. Let's delve into some key points:

Transformational Leadership: Transformational leaders inspire and motivate their teams to go beyond their immediate self-interests for the
greater good of the organization. This leadership style fosters innovation, creativity, and a shared vision among employees, which can drive
strategic initiatives forward. Studies have shown that transformational leadership positively correlates with organizational performance and the
attainment of strategic objectives (Avolio et al., 2009).

Transactional Leadership: Transactional leaders focus on clarifying roles and responsibilities, setting clear goals, and providing rewards or
punishments based on performance. While this style can ensure that objectives are met efficiently in the short term, it may not foster the
innovation and long-term strategic thinking necessary for sustained success (Bass & Avolio, 1993).

Servant Leadership: Servant leaders prioritize the well-being and development of their employees, aiming to serve their needs first. This
approach can cultivate a culture of trust, collaboration, and empowerment, which are essential for aligning individual efforts with strategic
ambitions (Greenleaf, 1977).

Reference
1. Greenleaf, R. K. (1977). Servant leadership: A journey into the nature of legitimate power and greatness. Paulist Press.
2. Bass, B. M., & Avolio, B. J. (1993). Transformational leadership and organizational culture. Public Administration Quarterly, 17(1), 112-
121.
3. Avolio, B. J., Walumbwa, F. O., & Weber, T. J. (2009). Leadership: Current theories, research, and future directions. Annual Review of
Psychology, 60, 421-449.

3.3 For this task you are required to critically review and update the leadership development plan.

Question

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Critically review and update the leadership development plan.

Answer
To critically review and update a leadership development plan, it's essential to consider current research, best practices, and the specific needs
of the individual or organization. Here's an outline for updating a leadership development plan, with Harvard references where applicable:

Incorporate Experiential Learning: Design learning experiences that allow leaders to apply new skills and knowledge in real-world situations. This
may include action learning projects, simulations, or stretch assignments.
Harvard Reference: Kolb, D. A. (2014). Experiential learning: Experience as the source of learning and development. FT press.

Utilize Coaching and Mentoring: Provide opportunities for leaders to receive personalized feedback and guidance through coaching and
mentoring relationships. Pair them with experienced leaders who can offer support and insights.
Harvard Reference: Goldsmith, M., Lyons, L., & Freas, A. (2000). Coaching for leadership: How the world's greatest coaches help leaders learn.
Jossey-Bass.

Promote Continuous Learning: Encourage leaders to engage in continuous learning and development beyond formal programs. Provide access to
resources such as books, articles, workshops, and online courses.
Harvard Reference: Dweck, C. S. (2006). Mindset: The new psychology of success. Random House.

Measure and Evaluate Progress: Establish metrics to track the effectiveness of the leadership development plan. Monitor progress towards goals
and adjust as needed to ensure continuous improvement.
Harvard Reference: Phillips, J. J., & Phillips, P. P. (2016). Measuring the success of leadership development. ATD Press

REFERENCES
1. Harvard Reference: Kolb, D. A. (2014). Experiential learning: Experience as the source of learning and development. FT press.
2. Harvard Reference: Phillips, J. J., & Phillips, P. P. (2016). Measuring the success of leadership development. ATD Press
3. Harvard Reference: Dweck, C. S. (2006). Mindset: The new psychology of success. Random House.
4. Harvard Reference: Kolb, D. A. (2014). Experiential learning: Experience as the source of learning and development. FT press.

Task 4 – (Answer each question on a new page, you may use more than one page to answer a question but
ensure you always start a question on a new page. Answer should not exceed 500 words. Use font Calibri,
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size12)

Learning Outcomes - Be able to advocate an employee welfare environment that supports organisational values.

4.1 For this task you are required to critically evaluate the impact of corporate commitment to employee welfare on strategic organisational
objectives.

Question

Critically evaluate the impact of corporate commitment to employee welfare on strategic organisational objectives

Answer
Corporate commitment to employee welfare can significantly impact strategic organizational objectives in various ways. Firstly, when a company
prioritizes the welfare of its employees, it tends to foster a positive work environment characterized by high morale, job satisfaction, and
employee engagement. This, in turn, leads to higher levels of productivity and innovation as employees feel valued and motivated to contribute
their best efforts to the organization's goals (CIPD, 2018). Research suggests that companies with strong employee welfare programs experience
lower turnover rates, reducing recruitment and training costs while also retaining institutional knowledge and expertise (Purcell et al., 2019).

Moreover, a focus on employee welfare can enhance the employer brand and reputation, making it easier for the organization to attract and
retain top talent. In today's competitive labor market, companies that demonstrate a genuine commitment to their employees' well-being
differentiate themselves as employers of choice, thereby gaining a competitive advantage (Bhattacharya et al., 2018).

Furthermore, investing in employee welfare can lead to improved customer satisfaction and loyalty. Satisfied and motivated employees are more
likely to deliver exceptional customer service, leading to increased customer retention and positive word-of-mouth referrals (Heskett et al.,
2019).

The organization can accomplish its essential goals fully backed by cheerful, sound individuals and roused workers. Additionally, its policies place
employees first. It has developed its own wellness policy for employees as a direct result of this. This policy aids in cost savings, employee
motivation, productivity enhancement, and the reduction of high absenteeism rates. By encouraging healthy habits, the company is committed
to improving the health and well-being of its employees. He argues that wellness encompasses both the promotion of an equitable work-life

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balance and the prevention of illness and death. The company's welfare package includes additional benefits like paid holidays, holiday bonuses,
and travel expenses. The emphasis of the "You Can" campaign was on providing opportunities to enhance one's administration abilities, skills,
and credentials.
The organization focuses on five areas of wellness: physical, social, convictions, mindfulness, and occupation affiliation and accomplishment. The
guide that follows demonstrates the connections that exist between these five areas.

REFERENCES
1. CIPD. (2018). Health and Well-being at Work: Survey Report 2018. Retrieved from https://www.cipd.co.uk/Images/health-and-well-being-
at-work_2018_tcm18-40830.pdf
2. Bhattacharya, C. B., Korschun, D., & Sen, S. (2018). Employee-company identification and employee work meaningfulness: A double-
edged sword in gaining employee discretionary service effort. In E. Locke (Ed.), The Oxford Handbook of Meaningful Work (pp. 299-316).
Oxford University Press.
3. Heskett, J. L., Sasser, W. E., & Wheeler, J. (2019). The ownership quotient: Putting the service profit chain to work for unbeatable
competitive advantage. Harvard Business Press.

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4.2 For this task you are required to critically review the impact of the employee welfare environment in achieving strategic organisational
objectives.

Question

Discuss how an employee welfare environment can affect achievement of strategic organisational objectives.

Answer
Creating a positive employee welfare environment is crucial for achieving strategic organizational objectives. When employees feel valued,
supported, and cared for, they are more likely to be engaged, motivated, and productive, which directly impacts the organization's ability to
meet its goals.

A supportive welfare environment fosters employee satisfaction and loyalty. According to Maslow's hierarchy of needs theory (Maslow, 1943),
individuals have a hierarchy of needs ranging from basic physiological needs to higher-level needs like self-actualization. By addressing
employees' basic needs such as safety, health, and work-life balance through welfare initiatives such as health insurance, flexible work
arrangements, and wellness programs, organizations create a foundation for employee satisfaction and loyalty. Satisfied and loyal employees are
more likely to remain with the organization, reducing turnover rates and ensuring stability within the workforce, which is essential for achieving
long-term strategic objectives (Wright & Cropanzano, 2000).

In the genuine business world, most of the corporate house clear that accomplishing crucial objectives with a committed, stable, and particularly
persuaded labor force is hard. One kind of obligation is to develop a positive and prodded work environment for delegates. One procedure for
drawing in propelled laborers is to establish a climate that advances representative wellbeing. The head of the organization is responsible for
creating this climate. Subsequently, as per the government assistance strategy and representative assumptions, the pioneer might draft a
statement of purpose that puts an accentuation on individuals and supports a positive workplace. Staff, wellbeing, and security choices are
regulated by the boss.(Gallup,2016)

As a feature of its employee welfare strategy, the organization gives essential clinical offices, wellbeing evaluations, and exhortation in regard to

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disorder nonattendance. Along these lines, it offers direction on ergonomic issues and authoritative plan, supports wellbeing training, for
example, practicing and eating soundly, addresses pressure related cases, and offers advising. Finally, a business' costs will be diminished,
laborer turnover and risk of genuine movement will be lessened, and corporate trustworthiness and productivity will be worked on considering
the underpinning of a tough wellbeing society in the workplace. The essential focal point of organizations is on developing a culture of sensible
delegate success that empowers steadfast, content, and persuaded workers to push the organization ahead in accomplishing its essential
objectives.

REFERENCES
1. Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370–396.
2. Wright, T. A., & Cropanzano, R. (2000). Psychological well-being and job satisfaction as predictors of job performance. Journal of
Occupational Health Psychology, 5(1), 84–94.
3. Gallup. (2016). How employee engagement drives growth. Retrieved from https://www.gallup.com/workplace/236927/employee-
engagement-drives-growth.aspx

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4.3 For this task you are required to critically review the impact of corporate commitment to employee welfare on the development of
organizational values that will realize strategic ambitions.

Question

Determine the influence of corporate commitment to employee welfare on the development of organizational values that will realize strategic
ambitions.

Answer
Corporate commitment to employee welfare plays a crucial role in shaping organizational values and realizing strategic ambitions. When a
company demonstrates a genuine commitment to the welfare of its employees, it fosters a culture of trust, loyalty, and mutual respect. This, in
turn, influences the development of organizational values that prioritize employee well-being, collaboration, and continuous improvement.

Research by Guest (2017) highlights the significant impact of employee welfare initiatives on organizational performance and effectiveness. By
investing in employee welfare programs such as health benefits, training and development opportunities, work-life balance initiatives, and a
supportive work environment, companies can enhance employee satisfaction, motivation, and engagement. These factors contribute to the
cultivation of a positive organizational culture centered around shared values of respect, integrity, and social responsibility.

They for the most part foster more assurance, which impacts their work in all regions, including the organization's undertakings and advantage
regions. At the point when delegates are attracted to their positions and are expected to take part, there is less noninterest. The result of every
one of these elements rises. At the point when all elements are thought about, satisfied workers are bound to stay with their managers for a

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more extended timeframe, bringing about lower representative turnover. Delegates who join earlier should be prepared for consistent turnover
since it gives them a prevalent plan for booking time and costs.

REFERRENCE
Guest, D. E. (2017). Human resource management and employee well-being: Towards a new analytic framework. Human Resource Management
Journal, 27(1), 22-38.

Distinguished Excellent Good Proficient Basic Marginal Unacceptable

Criteria 80+ 70 60 50 40 30 0

Describes some of
Adequate
Comprehensive the main ideas but
Extensive evaluation evaluation and Describes main Largely incomplete Inadequate
Content critical evaluation omits some
and synthesis of synthesis of key ideas with evidence description of main information or
(alignment with and synthesis of concepts; limited
ideas; includes ideas beyond basic of evaluation; issues; misses key containing
assessment criteria) ideas; includes evidence of
substantial original descriptions; includes some concepts; no information not
coherent original evaluation;
thinking includes original original thinking original thinking relevant to the topic
thinking confused original
thinking
thinking

In-depth, detailed
Clear and relevant
and relevant Appropriate Adequate Limited application Confused
application of Little or no evidence
Application of application of application of application of of theory; refers to application of
theory; fully of application of
Theory and theory; expertly theory; integrates theory; uses literature but may theory; does not use
integrates literature theory and relevant
Literature integrates literature literature to support literature to support not use it literature for
to support ideas and literature
to support ideas and ideas and concepts ideas and concepts consistently support
concepts
concept

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Comprehensive Limited and Confused or

Extensive depth of Little or no evidence
knowledge and Sound Basic Knowledge superficial inadequate
understanding and of knowledge or
depth of understanding of and understanding knowledge and knowledge and
exploration beyond understanding of
Knowledge and understanding key principles and of key concepts and understanding of understanding of
key principles and key concepts and
Understanding principles and concepts principles key concepts and key concepts and
concepts principles
concepts principles principles

Logical, coherent
and polished Logical, coherent Logical structure to Confused Illogical
Somewhat weak
presentation presentation presentation; makes Orderly presentation; errors presentation lacking
presentation; errors
Presentation and exceeding demonstrating few errors in presentation; minor in mechanics and cohesion; contains
in mechanics and
Writing Skills expectations at this mastery; free from mechanics and errors in mechanics syntax often significant errors
syntax may interfere
level; free from errors in mechanics syntax which do not and syntax interfere with that interfere with
with meaning
errors in mechanics and syntax prohibit meaning meaning meaning
and syntax

Little or no
Advanced use of in- Mastery of in-text Appropriate use of Adequate use of in- Limited use of in- Inadequate use of
evidence of
Referencing text citation and citation and in-text citation and text citation and text citation and citation and
appropriate
references referencing referencing referencing referencing referencing
referencing or use
of sources

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Instructor’s Comments
The overall performance of the learner submission looks ok with the clear understanding of the concept. Keep up your effort.

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Directions:
1. For each of the criteria listed in the first column, circle one box in the corresponding column to the right which best reflects the student’s
work on this particular assessment activity (e.g., project, presentation, essay).

2. Provide specific feedback to a student about each of the criteria scores he/she earned by writing comments and suggestions for
improvement in the last row titled “Instructor’s comments.”

3. To arrive at a mark, total the boxes and divide by 5 to arrive at final mark.

Example:

Distinguished Excellent Good Proficient Basic Marginal Unacceptable

Range 80-100 70-79 60-69 50-59 40-49 35-39 0-34

Criteria Score

Content 60
Application of Theory and Literature 60
Knowledge and Understanding 60
Presentation/Writing Skills 60
Referencing 60

Total Score 300/5 = 60, Good

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