Ethiopian TVET System

Animal Health Care Service Level -I

Training Module –Learning Guide 12-13
Based on Version 3 March 2018
Occupational Standard (OS)
Unit of Competence: Work with Others

Module Title: Working with Others

TTLM Code: AGR AHC1 TTLM 0919V1

October 2019
Module Title: Working with Others
TTLM Code: AGR AHC1 TTLM 0919V1
This module includes the following Learning Guides

LG1: Develop effective workplace relationship

(LG Code: AGR AHC1 M04 LO1-LG-12

LG2: Contribute to work group activities.

(LG Code: AGR AHC1 M04 LO2-LG-13

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Level -I Version: 1 Author: Federal TVET Agency
 INSTRUCTION SHEET Learning Guide 12

This learning guide is developed to provide you the necessary information regarding the
following content coverage and topics –

 Undertaking Duties and responsibilities

 Setting workplace policies
 Seeking assistance from workgroup members
 Providing feedback
 Identifying, respecting and acknowledging workplace values and
beliefs
This guide will also assist you to attain the learning outcome stated in the cover page.
Specifically, upon completion of this Learning Guide, you will be able to –

 Undertake Duties and responsibilities

 Set workplace policies
 Seek assistance from workgroup members
 Provide feedback

Learning Activities

1. Read the specific objectives of this Learning Guide.

2. Read the information written in the “Information Sheets

3. Accomplish the “Self-check”.

4. If you earned a satisfactory evaluation proceed to “Information Sheet. However,

if your rating is unsatisfactory, see your teacher for further instructions or go

back to Learning Activity.

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Level -I Version: 1 Author: Federal TVET Agency
5. Submit your accomplished Self-check. This will form part of
your training portfolio

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Level -I Version: 1 Author: Federal TVET Agency
 Information Sheet 1 Develop effective workplace relationship

1.1 Duties and responsibilities

Working in teams can create both benefits and challenges for the individual and the
Organization For the individual, working in teams can:
Make you more marketable - employers want team players

- Help you develop communication, negotiation and problem solving skills

- Enable you to share ideas

- Expose you to different ideas and ways of working

- Be more enjoyable - we all like to "belong" However, people often find it difficult to
work in teams if they are naturally introverted, and it is the job of the Team Leader to
ensure that all team members feel able to contribute.
For the organization, working in teams can:

- Release creativity and energy

- Combines a range of specialist skills and knowledge

- Improve communication

- Improve efficiency
However, teams need meetings and unless well managed can take up too much time.
Conflict and personality clashes can also arise or just as bad, "groupthink" can set in
and lead to a lack of new ideas - remember new ideas often only come from good use of
conflict!

Developing effective workplace relations are critical to productivity and ultimately job
performance. It is necessary to have relationships with coworkers, supervisors,
managers, or employees.
Regardless of the position, successful relationships among
team members at work will make a team more effective. All team members need to be
responsible for different parts of the process of the work in their workplace.

For a team to be successful, responsibilities and duties must be undertaken in a positive

manner to promote co-operation and good relationships. This can be achieved by
following

 The requirements of your job description

 The goals and objectives of both the organization and the team in which you are
working
 The organization’s business plan
 The organization’s supervision and accountability requirements
 Legal requirements, such as Occupational, Health and Safety regulations
 Anti-discrimination policy
 Access and equity principles
 Workplace policies/ethical standards or industry Code of Conduct.
1.2 Workplace policies

Workplace policies often reinforce and clarify standard operating procedure in a

workplace. Well written policies help employers manage staff more effectively by
defining acceptable and unacceptable behaviour in the workplace, and set out the
implications of not complying with those policies.

A workplace policy consists of a statement of purpose and one or more broad guidelines
on action to be taken to achieve that purpose. The statement of purpose should rarely
exceed one page in length and should be written in simple terms free of jargon. The
length of the policy may vary depending on the issue it addresses.

A policy may allow discretion in its implementation and the basis of that discretion may
be stated as part of the policy. A policy may be required where there is a diversity of
interests and preferences, which result in vague and conflicting objectives among those
who are directly involved.

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Level -I Version: 1 Author: Federal TVET Agency
Not all workplace issues require a policy. Many routine matters can
be dealt through simple procedures.
1.3 Assistance from workgroup members
There are many times when a problem arises that you cannot solve by yourself. If you
cannot finish a task, then you slow down the whole group. It is then necessary to ask for
assistance, by approaching others, for example

 Your supervisor
 Your coach or mentor
 Your colleagues or other members of the team
 Another member of the organisation.
It is important to work together. This can happen in either a meeting, teleconference,
face-to-face or online via the Internet.

1.4 Feedback
Feedback is an essential element for everyone in an organization's workforce. Giving
feedback is a task you perform again and again as a manager or supervisor, letting
people know where they are and where to go next in terms of expectations and goals -
yours, their own, and the organizations.

Feedback is a useful tool for indicating when things are going in the right direction or for
redirecting problem performance. Your objective in giving feedback is to provide
guidance by supplying information in a useful manner, either to support effective
behavior, or to guide someone back on track toward successful performance.

Feedback on performance may include

 formal or informal performance appraisals, which generally occur on a regular

basis. The first appraisal usually takes place three months after an employee
starts a job then every six or twelve months thereafter. These appraisals allow for
a formal method of feedback which can lead to modification of work performance,
further training and re-evaluation of performance.
 obtaining feedback from supervisors and colleagues – mainly in the form of
informal comments on a job well done or suggestions of how to complete a task.
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Level -I Version: 1 Author: Federal TVET Agency
  obtaining feedback from clients – hopefully positive praise
rather than negative points.
 personal, reflective behaviour strategies – thinking about what you have done
and how you can improve it next time.
 routine organisational methods for monitoring service – these include customer
complaint or satisfaction forms, and surveys that are completed at the end of a
task.
It is important that your work performance is monitored and that you receive feedback
that is constructive and encourages you to strive for improvement. Some clues that
constructive feedback is needed are when:

• Someone asks for your opinion about how they are doing

• Unresolved problems persist

• Errors occur again and again

• An employee's performance doesn't meet expectations

• A peer's work habits disturb you

Therefore, Feedback provided by others in the team should be encouraged,

acknowledged and acted upon the goals of the organization.

1.5 Workplace values and beliefs

We each bring our backgrounds, beliefs, values, talents and behavior standards to work.
Taken together, these define how we treat others and how we expect to be treated.
They define what makes each of us unique.

To respect diversity is to recognize each individual for his/her unusual and unique
talents. These talents are as multifaceted and complex as the individual they belong to.
Learning how to deal with diversity involves acquiring some new skills. In fact,
succeeding at work is very difficult for those who are unable to collaborate with a diverse
group of people.
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Level -I Version: 1 Author: Federal TVET Agency
Diversity by itself doesn't make an organization strong or
successful. Dealing with diversity in a healthy, productive and
proactive manner, however, can help an organization succeed.

Diversity includes:

 People of different genders

 People with diverse ethnic, racial and cultural backgrounds
 People of different ages and experiences
 People with different abilities
 People with different sexual orientations
 People who practice different religions
 People who speak different languages
 People with different family structures
 People with different educational backgrounds
 People with different work and life experiences

Differences/diversity in personal values, beliefs, talents and behavior standards

are needed to be respected and acknowledged in the work place relationships
for success of a development organization.

Self-Check Written Test

Name: _________________________ Date: _______________

Directions: Answer all the questions listed below.

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Level -I Version: 1 Author: Federal TVET Agency
 1. Responsibilities and duties must be undertaken in a
positive manner for a team to be successful. Thus, what is
needed to consider achieving this success?
2. Why do workplace values and beliefs need to be respected and acknowledged in
workplace relations?

Note: Satisfactory rating - 10 points and above Unsatisfactory - below 10 points

You can ask your teacher for the copy of the correct answers.

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Level -I Version: 1 Author: Federal TVET Agency
 INSTRUCTION SHEET Learning Guide13 #

This learning guide is developed to provide you the necessary information regarding the
following content coverage and topics –

 Providing support
 Applying time management strategies
 Identifying importance of communication
 Identifying strategies and opportunities for improvement of the workgroup
This guide will also assist you to attain the learning outcome stated in the cover page.
Specifically, upon completion of this Learning Guide, you will be able to –

 Provide support
 Apply time management strategies
 Identify importance of communication
 Identify strategies and opportunities for improvement of the workgroup

Learning Activities

1. Read the specific objectives of this Learning Guide.

2. Read the information written in the “Information Sheets-

3. Accomplish the “Self-check.

4. If you earned a satisfactory evaluation proceed to “Information Sheet.

However, if your rating is unsatisfactory, see your teacher for further
instructions or go back to Learning Activity #1.

5. Submit your accomplished Self-check. This will form part of your

training portfolio.

ANIMAL HEALTH CARE SERVICE Date: October 2019 Page 7 of 32

Level -I Version: 1 Author: Federal TVET Agency
 6. If you earned a satisfactory evaluation proceed to
“Information Sheet -3”. in page -. However, if your
rating is unsatisfactory, see your teacher for further instructions or go
back to Learning Activity #---.

7. Submit your accomplished Self-check. This will form part of your

training portfolio

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Level -I Version: 1 Author: Federal TVET Agency
 Information Sheet Contributing to workgroup activities

Providing support

It is important to provide support to team members to ensure that workgroup goals are met.
Providing support to team members may include

 explaining or clarifying policies, procedures, instructions etc

 helping colleagues to complete tasks on time, especially if you have completed your
own tasks ahead of schedule
 assisting with solving problems
 providing encouragement in order to foster a positive attitude
 providing feedback to another team member
 undertaking extra tasks if necessary.

Time management strategies

In order to ensure workgroup goals are met, it is important to apply time management
strategies, including

 prioritising: the ordering of tasks so that the most important are completed first and so
on to the least important.
 delegation: passing on specific tasks for completion by someone else, particularly if
that person is more skilled to complete the job than you are.
 problem-solving: often achieved by brainstorming so that the best method of solving
the problem is adopted and agreed on by all team members.
 decision-making: often the responsibility of the team leader so that tasks are
completed within the set deadline.

Communication

Effective communication is important so that

 team members understand and agree with team goals

 goals and tasks can be clarified
 team members understand how their tasks fit in with other people’s tasks
 problems can be sorted out before they become too serious
 information that affects team goals can be shared
 the team can evaluate their progress and discuss ways to improve their work.

Communication may either be oral or written.

Oral communication methods may include

 discussion: to share ideas to facilitate a job being completed on time

 debate: when two people do not agree so put forward their point of view in order to
convince the other person
 negotiation: when people discuss their differences of opinion but are willing to
compromise with each other in order to get a job done
 speeches: for example, in a training session.

Written communication methods may include

 instructions: to explain how a task must be completed in order to limit

misunderstanding
 schedules: to prioritise tasks so that the most important is completed first
 reports: often used as feedback or when evaluating a task/procedure.

1.6 Strategies and opportunities for improvement of the workgroup

It is important that strategies and opportunities for improvement of the workgroup are
identified and planned in liaison with the workgroup. Some strategies or opportunities may
include

 holding meetings: an important way for members to communicate and solve problems.
 brainstorming: many people are able to contribute ideas, particularly when trying to
solve a problem, so that the best alternative is adopted.
 coaching, mentoring or supervision: enables more experienced personnel to help the
less experienced in order to improve the latter’s efficiency and performance.
 formal and informal training provisions: formal includes attending courses whereas
informal is often one colleague helping another, which will improve the performance of
the person receiving the training.
 internal and external training provisions: internal training occurs on site whereas
external is held another College or other business premises, depending on the size
and resources of the business. All training would result in improvements in
awareness, performance and efficiency of the workgroup.
 work experience or exchange opportunities: allows a worker to see what is occurring
in other work venues and can share ideas with team members to improve work
performance of team.
 personal study: to improve knowledge and performance, which can then be shared
with other team members.
 career planning and development: to have a plan for the future, which can benefit the
team.
 performance appraisals: will identify the need for further training.
 workplace skills assessment: to determine what skills the members of a particular
workplace have so that workgroups can be chosen with the knowledge that the best
people for a certain task will be chosen to maximize the outcomes.
 recognition of prior learning: to ensure that the most experienced or the person with
the most training will be chosen for each task to ensure that tasks are completed on
time
 Self-Check Written Test

Name: _________________________ Date: _______________

Directions: Answer all the questions listed below.

1. List at least five importance of effective communication.

1.1.
1.2.
1.3.
1.4.
1.5.

Note: Satisfactory rating - 10 points and above Unsatisfactory - below 10 points

You can ask your teacher for the copy of the correct answers.

Answer keys of learning guide

 Self-Check 1 Written Test

can be achieved by following

 The requirements of your job description

 The goals and objectives of both the organization and the team in which you are
working
 The organization’s business plan
 The organization’s supervision and accountability requirements
 Legal requirements, such as Occupational, Health and Safety regulations
 Anti-discrimination policy
 Access and equity principles
 Workplace policies/ethical standards or industry Code of Conduct.

2. To respect diversity is to recognize each individual for his/her unusual and unique talents.
These talents are as multifaceted and complex as the individual they belong to. Learning
how to deal with diversity involves acquiring some new skills. In fact, succeeding at work is
very difficult for those who are unable to collaborate with a diverse group of people.
 Self-Check 2 Written Test

1 Effective communication is important so that

 team members understand and agree with team goals

 goals and tasks can be clarified
 team members understand how their tasks fit in with other people’s tasks
 problems can be sorted out before they become too serious
 information that affects team goals can be shared
 the team can evaluate their progress and discuss ways to improve their work.