BTEC EDEXCEL AND DIPLOMA IN BUSINESS (MANAGEMENT & HUMAN RESOURCES) OFFERED BY INTERNATIONAL COLLEGE OF BUSINESS AND TECHNOLOGY

Individual Assignment

Working with and Leading people

Individual assignment

Acknowledgement
I would like to express my gratitude to Mr.Eranda Bandara and Mr.Frank Gunasekara who gave me the possibility to complete this assignment and for the guidance and support they gave in preparation of this study. Especially, I would like to give my special thanks to my parents who enabled me to complete this work. However, it would not have been possible without the kind support and help from my friends. Last but not the least I would like to thank all our peers and staff at I.C.B.T and specially Mr.Dhilum our coordinator who were ready to lend a hand in whatever way they can. I am making this project not only for marks but also to increase my knowledge. Thanks again to all who helped me.

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Working with and Leading people

Individual assignment

Executive Summary
In this report Its mentioned about our leadership skills, management skills, and our

leadership styles as one team. Analyzing those kinds of skills can be caused to increase our personal developments and further developments of my career in future. This report mainly explores the significance of making an effective team and it shows performance evaluation method and techniques and also motivational techniques. Measuring and understanding those things can also be caused to increase the morality of our team. And also theres some effective judgements when assessing about my and our personal and professional skills and when we asses our SWOT analysis. In this its provided proper conclusion and recommendation for this assignment.

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Working with and Leading people

Individual assignment

Contents
Introduction 4 Activity 01 ............................................................................................................................................... 5 Plan the appropriate and justified activities to carry out a proper job analysis? ............................... 5 What are the sources that the consultant needs to require information about the position of the Assistant Marketing manager? ........................................................................................................... 5 1. 2. 3. 4. Work activities ........................................................................................................................ 6 Human behaviour ................................................................................................................... 6 Job context .............................................................................................................................. 7 Human requirements .............................................................................................................. 7

B). Analyse the Collected data to derive the Job description and job specification for the position. 7 5. 6. Job Description........................................................................................................................ 7 Job Specification ..................................................................................................................... 9

(C) Compare and contrast the recruitment options this organization has to identify the best possible recruiting source ................................................................................................................. 11 (D) Identify the best selection method appropriate for this position .............................................. 13 (E) Prepare a schedule, the organization can follow giving sufficient lead time between activities 14 Selection policy ................................................................................................................................. 15 Activity 2 ............................................................................................................................................... 16 Mix Knowledge.................................................................................................................................. 24 Characteristics of the team culture .................................................................................................. 25 Expectations of the individuals from the team and vice-versa. ....................................................... 26 (E) Activities carried out, decisions taken to empower the team to develop their own ways ......... 27 leadership characteristics ................................................................................................................. 17 Techniques and activities .................................................................................................................. 20 Key performance indicators .............................................................................................................. 20 Quality Indicator ........................................................................................................................... 21 Timeliness Indicator ...................................................................................................................... 21 Performance ..................................................................................................................................... 22 Characteristics of our group.......................................................................................................... 22 Developments that we need as a group ....................................................................................... 22 What are the individual development needs?.............................................................................. 22 Development..................................................................................................................................... 23 Conclusion ............................................................................................................................................. 28

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Working with and Leading people

Individual assignment

Introduction

Sensaal is a well-known and locally operated bakery dedicated to supplying our consumers with always superquality bakery productions and receptive, customer service. Our group is assiduous about our high standards and responsibility to each and every consumer. We struggle to increase the customer expectations in an effort to raise consumer loyalty.

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Working with and Leading people

Individual assignment

Activity 01
Plan the appropriate and justified activities to carry out a proper job analysis?

As the Assistant Human Resource Manager of Sensaal, HR Manager/consultant has decided to implement one method under qualitative and quantitative method of job analysis techniques such as interviews, observation, work diaries, and questionnaires. As well as consultant concerned on technical conference method. After considering further methods, consultant selected the interview method due to some benefits that it has over other methods. Those are as follows, Visiting the organization and obtaining information (interviewing). Checking the customer feedback forms and evaluation. Meeting with employees and taking their ideas and comments.

What are the sources that the consultant needs to require information about the position of the Assistant Marketing manager?

Owner of Sensaal. Former Marketing manager / Assistant / Staff member. A staff member from another branch with the same position. Customer feedback forms. Early workforce plans.

After finalizing the method and information sources, consultant has to obtain information and analyze them according to the proper job analysis. After obtaining the information consultant has to make the role of the Marketing manager which suits for the position of the Assistant Marketing manager in Sensaal. So the consultant has decided to analyze the role of the Assistant Marketing manager according to the work activities, Human behaviour, performance standards, job context, general intelligence on technological changes and human requirements according to the details that above sources given (by interviewing and analyzing above sources). Those details have been mentioned below with the particular source.
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Working with and Leading people 1. Work activities By interviewing the owner of Sensaal bakery

Individual assignment

The Assistant Marketing Manager should look into other bakeries to collect information and decide what needs to be done. That means the manager should have a sense of how other bakeries proceed, which helps to exist in the market.

Develop plans and make decisions for marketing purposes. Evaluate financial information and create reports for owners.

By interviewing the former Assistant Marketing Manager (or a staff member who has undertaken the duties in the past) Examine the bakery within a specific time period for appearance. Make and maintain the marketing standards for the bakery according to the government policies and legal acts of the country. By analyzing Customer and employee feedback forms Has to give feedback for customers comments and answers as well as have to build good relationship with them.

2. Human behaviour If the consultant identifies more on human behaviour of the Assistant Marketing Manager in Sensaal Bakery, they are as follows. By interviewing the owner of Sensaal bakery Integrity. Confidence. Creativity. Courage. Tolerance. Innovative. Flexibility. Compassion.

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Working with and Leading people 3. Job context

Individual assignment

By interviewing a staff member from another branch with the same position. Marketing condition is the one of the most important factors of the job context. Assistant Marketing Manager should interact with a wide variety of people including with bakery employees and customers as well as owners and peers . Assistant Marketing Manager working hours should be the normal employee working hours (45 hours per week excluding meal and tea breaks under the shop and office act). 4. Human requirements By interviewing the owner of Sensaal bakery Work experience. Job related knowledge. Attract customers. Social skills and abilities. Team worker. Competent / mental agility and creativity.

B). Analyse the Collected data to derive the Job description and job specification for the position

5. Job Description The following details that the consultant has chosen are given by the owner and other specific sources of Sensaal Bakery. There is no linkage with the job description details and the consultants personal ideas.

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Working with and Leading people

Individual assignment

Job Title: Organization Location: Level/Salary Range:

Assistant Marketing Manager Sensaal Bakery Colombo 05. 30,000 - 40,000 Position Type: Full time

Applications Accepted By: Fax or E-mail: (0112590591) or sensaalcatering@gmail.com Mail: [Recruiting an Assistant Marketing Manager] [Sensaal Bakery] [No. 104] [Thimbirigasyaya, Colombo 05 ]

Job Description Job Purpose: Achieving organization objectives by Marketing the business and creating a good client tail. Job Duties: Maintain the bakerys marketing strategies according to the government policies and legal acts of the country. Make decisions in order to market the bakery. Identifying and appraising new trends and alternative options. Examine the bakery within a specific time period for appearance (maintains quality service by implementing quality and customer service standards); analyzing and resolving quality and customer service problems (has to give feedback for customers comments and answers as well as has to build good relationship with them). Skills/Qualifications: Team working skills, Job related Knowledge, Problem solving, analytical, and decision making skills. Social skills and abilities, confidence, work experience, creativity and flexibility. Name Name Date: Date: --.--.2012 --.--.2012

Reviewed By: Approved By:

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Working with and Leading people 6. Job Specification

Individual assignment

The following details that the consultant has chosen are given by the owner and other specific sources of Sensaal Bakery. There is no linkage with the job specification details and the consultants personal ideas.

JOB TITLE: Assistant Marketing Manager PURPOSE OF THE JOB: Achieving organization objectives by Marketing the business and creating a good client tail.

DUTIES & RESPONSIBILITIES: Maintain the bakerys marketing strategies according to the government policies and legal acts of the country. Make decisions in order to market the bakery. Identifying and appraising new trends and alternative options. Examine the bakery within a specific time period for appearance (maintains quality service by implementing quality and customer service standards); analyzing and resolving quality and customer service problems (has to give feedback for customers comments and answers as well as has to build good relationship with them).

CANDIDATE: Candidate should have following specifications. Work experience. Job related knowledge. Creativity. Flexibility. Team worker. Problem solving, analytical, and decision making skills. Social skills and abilities.

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Working with and Leading people

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WORKING HOURS: Permanent worker (8 hours) SALARY: 30,000 40,000 BENEFITS & PERKS: Health insurance. Offer a lodging house with free of charges. PROBATION: 6 Months

Person Specification
QUALIFICATIONS Essential: Degree of recognized University (Especially a Marketing degree). Diploma in Information technology /Post Graduate Degree/ Diploma in Computer Science/ Degree of Business Marketing. Desirable: Skills and knowledge of hardware and software features.

WORK SKILLS AND GENERAL SKILLS/ ATTRIBUTES: Essential: Communication skills. Typing skills. Financial skills. Flexibility.

EXPERIENCE: Essential: Experience of working with groups and young people. At least two year experience of another organization. Desirable: More than 3 years working experience.

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Working with and Leading people

Individual assignment

(C) Compare and contrast the recruitment options this organization has to identify the best possible recruiting source

Recruitment is the one of the best ways of approaching the manpower needs of an organization. As the consultants report of the Sensaal Bakery this report has identified two major recruitment methods and their advantages and disadvantages. They are as follows.

Advantages
Internal Recruitment Business knows very well about the strengths and weaknesses of candidates. Candidates are familiar with the business and how it operates. Cheaper and easily recruit. Can be caused to motivate their employees. External Recruitment New candidates bring new ideas. Different candidates have different experience. Large numbers of candidates allow good alternative options of recruiting.

Disadvantages
May cause grievances amongst candidates not selected. No new ideas can be acquainted from outside the business. Limits the number of possible applicants.

Time consuming. Bit expensive rather than the internal recruitment due to the advertisements . Selection process may not be effective enough to identify the best person due to the high response rate.

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Working with and Leading people

Individual assignment

According to the point of view of the HR Manager /consultant, Sensaal Bakery has to use the External recruitment because of some specifications as mentioned next. As a small scale organization, Sensaal bakery should aim to recruit a person who is having good job related knowledge and experience. Recruiting externally is the best way for that and that causes to increase the productivity of the bakery. In the internal recruitment there is an especial benefit that says internal candidates are familiar with businesses. But when we recruit an external person, organization can give him a specific time period as probation. That causes to make that candidate more familiar with the organization. In the present time period many organizations struggles to develop a diverse team of employees. External recruiting allows many chances to find highly qualified and experienced candidates for the organizations diversity requirements. Internal recruitment can be caused to increase the morale of the employees but when the internal competition is high that same reason can be caused to discourage those employees if they are not chosen for that position. In that case organization has to use the external recruitment. Training is one of the most expensive factors of after process of recruiting. But in external recruitment business can seek out candidates with the required experiences and skills to handle the duties of the position. So no need to allocate resources for trainings as well as it saves the time of training. External recruitment allows recruiting candidates who are having working experiences in another organizations. That causes to open chances of understanding how other organization operates. That would also help to keep the organization a step ahead in the competitive market.

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Working with and Leading people

Individual assignment

(D) Identify the best selection method appropriate for this position by comparing available methods and develop any tools which the company can use in the selection process?

As the HR Manager / Consultant of the Sensaal Bakery, consultant has chosen the interview method as a selection method. When conducting the interview, interviewer doesnt only aim on candidates credential or experience. Interviewer can focus on many specifications of the interviewee. But if the organization uses the ability tests, aptitude tests, personality tests and questionnaires, candidates specific skills are not highlighted. If the consultant elaborates those types of tests respectively personality tests are focusing only on personal characters, questionnaires are focusing more on gathering information. When using those kinds of tests some specific skills of the candidates are concealed. Those are communication skills, negotiation skills and verbal fluency. The importance of the interview is interviewer can reveal those skills of candidates as well as interview method has some qualities of the other methods. There are more benefits further mentioned below of doing an interview rather than the other methods. Interview is useful to obtain detailed information about personal feelings, penetration and viewpoint. High response rate. Can investigate the interviewee in an in depth way. Useful for tackling complex topics. Can measure the applicants job knowledge. Can measure the applicants verbal fluency. Allows applicant to ask questions about the job and to avoid misunderstandings.

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Working with and Leading people

Individual assignment

(E) Prepare a schedule, the organization can follow giving sufficient lead time between activities

Activity
Identify the vacancy Prepare job description and person specification Advertising the vacancy Managing the response of applicants Short Listing Send letters to non- short listed candidates From short listing to interview Selection Process Referee checks Recommendation to Appoint form sign off Receipt of Recommendation to Appoint form to issuing letter of offer Letter to unsuccessful interviewed candidates Candidate acceptance of offer

Time scale
3 days 2 weeks 3-4 weeks 1day 1 week Within 5days of short listings 2 weeks 1 week Up to 7 days 3-5 days

2 days

5 days after interview Up to 2 weeks

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Working with and Leading people Selection policy

Individual assignment

(F) Discuss the legal, regulatory, and ethical consideration pertaining to this selection to prepare a general Selection policy which the organization can implement

When the consultant makes a selection policy for the Sensaal, the policy must be avoided from different kinds of discrepancies. The selection process (interview) must avoid areas that help to the source of legal violations. The following areas are caused to increase the employee selecting violation so those areas are unacceptable. Gender this factor also categorized as an unnecessary question that shouldnt ask from applicants. And also has to remove every thread which mentions the sexuality. Age all the questions are created to cover this aspect. But only the permissible question is whether the candidate is above 18 (due to the legal state requirements). Natural Origin all the questions which linked with the birthplace, citizenship, mother tongue, ancestry, and lineage are unaccepted from asking applicants. Health all questions about health not relevant to job requirements. So interviewer should eliminate those questions. Family and Marital status asking whether the applicant is married or not, and asking his or her family members and number of children are also unaccepted. Pregnancy all the questions about the pregnancy are not accepted. Race or colour asking about the candidates race or rummage his skin complexion is unaccepted. Religion rummaging the candidates religion also prohibited.

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Working with and Leading people

Individual assignment

Activity 2
Our leader will be Walter Elias Disney Walter Elias Disney. Born on the 5th December 1901 in Chicago, Illinois. Father:- Elias Disney Mother:- Flora Call Disney He spent most of his childhood in Marceline, Missouri and later in 1911 his family moved to the Kansas City. He obtained knowledge about drawings and Photography from Mckinely High School in Chicago. As a child he has had a great passion towards arts.

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Working with and Leading people Difference between leadership and management styles

Individual assignment

The manager focuses on systems and structure; the leader focuses on people. The manager relies on control; the leader inspires trust. The manager has a short-range view; the leader has a long-range perspective. The manager asks how and when; the leader asks what and why. The manager has his or her eye always on the bottom line; the leaders eye is on the horizon. The manager imitates; the leader originates. The manager accepts the status quo; the leader challenges it. The manager is the classic good soldier; the leader is his or her own person. The manager does things right; the leader does the right thing.

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Working with and Leading people

Individual assignment

Leadership characteristics Comparing the leadership characteristics evident within the team against leadership styles to discuss the effectiveness and the efficiency of the emerged leadership style.

Leadership characteristics do not rely seriously on skills but more on good sense and realistic judgment. Earnestness is a very good way to show a hardworking and goal oriented leader. Discipline, self-confidence and strength of personality provide a clearer understanding to having excellent leadership characteristics. Confidence, the accurate values and being creative at problem tackling accentuate the abilities of a leader. Willingness to accept change is also a good way to provide the space essential for group members to share their feelings and ideas. Leadership characteristics are also based on the context of flexibility, culture, motivation and precision. A good spirit with unselfish initiative provides one with the competency and energy to chase for the better good of the team. Generally leadership styles are divided into four styles.

As a team mainly we are having the democratic leadership style. As well as in some conditions we use other leadership styles also. If elaborated leadership skills that our team had, those are as follows, Autocratic Leadership Styles This style was applied when we show our members what they want done and how they want it accomplished, without getting the instructions of our members. Some of the appropriate conditions to use it are when the leader has all the information to solve the problem, and his members are well motivated. As mentioned before we normally use this style until our members familiar with tasks (or team work).

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Working with and Leading people

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Democratic leadership style This was our favourite leadership style. As mentioned in the previous one we apply the autocratic leadership style with our members when we are received a task or group work. As the second stage we use this democratic leadership style to do the task. When we was applying this style to myself we had to listen to others, get ideas of others and work with others. In this leadership style leader cannot use only his ideas and experiences. However, the leader maintains the final decision making authority. This is normally used when the leader has the part of the information, and his members have other parts. One of the most important advantages of this leadership style is it allows members to become part of the team and let the leader to make better decisions.

Laissez faire leadership style Normally in this style the leader allows the members to make the decisions. As the above examples we use this leadership style when our members are more familiar with the tasks or group works (when members are able to analyse the situation and determine what needs to be done and how to achieve it). However as a leader (laissez faire) who should have a responsible of decisions that will be made. Normally we use this style when our members are skilful and familiar with the work.

Supervisory leadership style we used this style while we were using autocratic and democratic and laissez faire styles. This style causes to increase the performance and team spirit of the team among the members.

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Working with and Leading people Techniques and activities

Individual assignment

Techniques and activities used to empower the team members, manage the change and motivating the team members to work effectively and efficiently

As a team we used different types of techniques to highlight the members hidden skills and motivate them. We created a SWOT analysis for each and every member to mainly analyse their strengths and weaknesses.

Then we did some team building activities to understand our opportunities, weaknesses and threats. Improving team relationship can be caused to increase productivity and morale and can lead to joyful working environment. As another technique we use proper communication. It doesnt mean only talkin g with members but also listening to them. It is important to understanding the members feelings of team goals and objectives to implement those accurately and effectively. Key performance indicators

Developed Key Performance Indicators (KPIs) for the team members along with the performance evaluation method As the performance evaluation method we used the self-evaluation as our performance evaluation method. The members were asked to judge their own performance by using a form that requires multiple choice answers, essay type answers or both the types. One of the benefits of a self-evaluation is that a leader can compare the self-evaluation to the leader's own appraisal and see the areas where there is a discrepancy in an understanding of member performance. This opens up conversation between the leader and the member that can be beneficial to members personal development. As the Key Performance Indicators (KPIs) our team uses three main indicators as follows.

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Working with and Leading people Quality Indicator

Individual assignment

Quality of work is a basic performance indicator that aims to capture how members standards of work excellence. Indicators of this nature look at how members deliver services or produce productions and how members express promises to continuous improvement. Some quality indicators check how a member makes obvious accuracy and carefulness in his work, whether or not the member participates in improvement projects and if a member monitors his own work to certify quality and accuracy. Timeliness Indicator One major performance indicator that we used is the time measurement. Time-related performance indicators gauge such things as time management skills, project deadlines and other time-sensitive expectations. By examining timeliness indicators, team leaders can interpret how members efficiency scores based on what the expected timeliness results were. If timeliness indicators reflect negative achieve (if members are taking too much time on task) on performance evaluations, then leaders may check up the matter further to see if the member could benefit from extra mentoring or advising.

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Working with and Leading people Performance

Individual assignment

Review the achieved performance against the planned performance of the team as well as the individuals to identify the group and individual development needs Success of the team can be measured by the quality of the performance. The below factors are pointing out our achieved performance as a group. As well as those are mentioned the characteristics of our group and developments that we need. Characteristics of our group

A clear goal or an objective. A result driven structure. Everyone participated actively and positively in meetings and projects. Everyone takes initiative to get things done.

The below factors are shown, planned but enable to achieve as performance as a group. Developments that we need as a group

The team is willing to take risks. Team goals are given realistic time frames.

What are the individual development needs?

Involves all the members in decision making process. Supports, trusts, and should concern on other team members. Encourages more on the development of other members. Encourages feedback on own behaviour.

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Working with and Leading people Development

Individual assignment

Review the development needs of the team members and discuss how the findings of the assessments can be incorporated into personal development plans and other organizational procedures for dealing with performance

Our team has identified the further development needs of each and every employees and our members are having some or bit of the below qualities. Developing these qualities can also be caused to increase the personal development and team (or organization) success. Enthusiasm and commitment enthusiasm is one of the major points of success of a team. Each and every team member should work with good morale until accomplish the task or team work. Integrity integrity is basis and sets the parameters for the organization's success. A team or an individual can't be truly successful without integrity. Align actions with values for a high level of achievement and integrity an ideal team member's actions reflect their commitment to the organization and team. Competency this factor also causes to increase the success of the team. This means competency between the team and other teams and competency among the team members. Creativity this factor also causes to increase the productivity and success of the team. Perseverance this factor also causes to increase the productivity and success of the team. Collaboration this factor causes increase the team spirit of the team as well as helps to increase the success of the team work.

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Working with and Leading people Mix Knowledge

Individual assignment

(A) Identify the mix of knowledge, skills and experience necessary for a team to fulfil its functions

Generally a team with diversified members can be offered a good outcome rather than other teams. Because the diverse members are coming with different Experiences, different skills and different knowledge levels. In our team six members has been included with different educational levels. All the members are well educated and having different skills. Some members are having skills of creativity, communicating skills, writing skills, leadership skills, and decision making skills. Because of these benefits, group can make an effective output through managing the team diversification. Another benefit of team diversity is the opportunity for employees personal growth. Our team members are belonging in different religious and cultural backgrounds. Spending time with culturally diverse team members can break down the subliminal barriers of ethnocentrism and racial intolerance, and it increases members living style according to the society. As well as our group members are belonged to different age groups. So that means our group member experiences are also diversified according to the age. So diversified experiences of members also can be caused to increase the team strengthens and productivity.

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Working with and Leading people Characteristics of the team culture

Individual assignment

(B) Identify the characteristics of the team culture, its objectives and the level of synergy within the team.

The concept of team characteristics relates to variables that are particular attributes of teams of interesting individuals and includes: Team Structure Team dynamics Culture

Team structure and dynamics taken together contain team characteristics. The below table shows the variables which are included for the team characteristics and its culture.

Team Characteristics
Team shape Interdependence Team scale Hardness Goal consistency Cohesion Persistence Intra- group conflicts Group pressure

Culture
Power distance Individualism Temporal orientation Uncertainty avoidance Achievement orientation Average of strength Source of status

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Working with and Leading people

Individual assignment

(C) The team culture is becoming more and more significant that team function productively with a lowest amount of supervision. Team culture certifies that individual members both express their best talents and function synergistically as a unit to accomplish common goals. In circumstances of elaboration few of the characteristics of the culture that is mentioned below, those are as follows. Power distance this refers to the scale to which a team considers it acceptable that power in organizations is distributed unequally. Individualism this is the level to which a team motivate individuals to understand themselves as independent from others and their attitudes, ideas and to prefer acting as individuals rather than as group members (as team members). Norm strength this is the degree to which it is expected that team members obey with a normally accepted standard of behaviour.

Expectations of the individuals from the team and vice-versa.

(D) Identification of the expectations of the individuals from the team and expectations of the team from the individuals

When we consider the expectations of the individuals from the team, all the members (individuals) are expecting fair treatment or all the members must be treated fairly. This reason can even be caused to increase the motivation of each and every member. And also all the members are willing to share their experiences, skills and knowledge. So the team that they are in should always try to identify the individual members aptitudes and try to help them to increase and implement those abilities.

When consider the expectations of the team from individuals, generally team expects individuals working progress. And also team expects on each and every individuals contribution for the common goal or task that has to be accomplished. As well as normally team expects from the individuals continuous work without neglecting that individuals are given.

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Working with and Leading people

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(E) Activities carried out, decisions taken to empower the team to develop their own ways of working independently and to rely on their own capabilities within pre-set boundaries

If it was to consider the factors that we used to increase the development of individual working progress with independently and own capabilities, Those are as follows. Support factors Individual supports to increase Team performance. Best practice sharing and collaboration improve productivity. Control and authority can increase or delay decision making. Non-monetary factors were used to motivate members.

Skills, communication, and information factors Effective communication and feedback reduce errors and frustration. Provided the right information to improve decision making.

We didnt use specific activities to gauge the individual performance. We measured the individual performance through day to day working activities.

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Working with and Leading people

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Conclusion

In this report it has mentioned our leadership skills, management skills, and our leadership styles as one team to improve our skills for our future aspects. Analyzing those kinds of skills can be caused to increase our personal developments and further developments of my career in future. This report mainly explores the significance of making an effective team and it shows performance evaluation method and techniques and also motivational techniques. Measuring and understanding those things can also be caused to increase the morality of our team.

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Reference
Anon . (n.d). Chapter 6 TEAM CHARACTERISTICS AND BEHAVIOURS. Available: https://docs.google.com/viewer?a=v&q=cache:zetv1Ib6IiMJ:ftp.rta.nato.int/public//P ubFullText/RTO/TR/RTO-TR-SAS-050///TR-SAS-05006.pdf+characteristics+of+a+team+culture&hl=en&gl=lk&pid=bl&srcid=ADGEES. Last accessed 11th dec 2012. Ingram, D. (2012). Advantages and Disadvantages of Diversity in Workplace. Available: http://smallbusiness.chron.com/advantages-disadvantages-diversity-

workplace-3041.html. Last accessed 28th Feb 2012.

Michael, W (2012). Effective Teamwork: Practical Lessons from Organizational Research. 3rd ed. Pondicherry: BPS Blackwell.

Sensaal official site Available: www.sensaal.com last accessed 10th dec 2012.

Sullivan, J. (2012). Increasing Employee Productivity: The Strategic Role That HR Essentially Ignores. Available: http://www.ere.net/2011/05/16/increasing-employeeproductivity-the-strategic-role-that-hr-essentially-ignores/. Last accessed 12th dec 2012.

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