Modification History
New unit, superseding MSACMG706A Build relationships between teams in a manufacturing environment - Equivalent
Unit Descriptor
This unit of competency covers the skills and knowledge required to develop an attitude of respect for individuals in teams and trust between individuals, teams, supervisors and management in order to develop a suitable culture for implementing and sustaining competitive systems and practices initiatives.
Application of the Unit
This unit is intended for team leaders and people with a similar sphere of influence/scope of authority and responsibility. It builds on more general competitive systems and practices graduate units and specifically addresses inter-team issues. The unit also encompasses intra-team issues where these are a barrier. The unit envisages a specialist facilitation role in assisting with implementing an organisation competitive systems and practices culture.
It is also about developing a ‘whole of value stream’ view so that there is not competition between individuals or teams, but rather cooperation to achieve organisation and value stream goals with competition being directed towards other organisations competing in the marketplace.
This unit may also be applied to service organisations applying competitive systems and practices principles.
Licensing/Regulatory Information
Not applicable.
Pre-Requisites
Not applicable.
Employability Skills Information
This unit contains employability skills.
Elements and Performance Criteria Pre-Content
Elements describe the essential outcomes of a unit of competency. |
Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the required skills and knowledge section and the range statement. Assessment of performance is to be consistent with the evidence guide. |
Elements and Performance Criteria
1 |
Identify organisational relationships |
1.1 |
Map actual and intended process flows within and between teams |
1.2 |
Map actual and intended communication/information/data flows within and between teams |
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1.3 |
Identify and map other interactions (actual and intended) within and between teams |
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1.4 |
Determine the consequences in terms of customer benefit of intended flows/interactions |
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1.5 |
Determine the consequences in terms of customer benefit of the actual flows/interactions |
2 |
Foster cooperation within team |
2.1 |
Present relationships information to team members |
2.2 |
Discuss areas where greater cooperation would yield benefits |
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2.3 |
Agree on ways to achieve greater cooperation in these areas |
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2.4 |
Facilitate team implementation of agreed changes |
3 |
Foster cooperation between teams |
3.1 |
Present relationships information to teams/team representatives |
3.2 |
Discuss areas where greater cooperation would yield benefits |
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3.3 |
Agree on ways to achieve greater cooperation in these areas |
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3.4 |
Obtain any necessary approvals for proposed changes |
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3.5 |
Facilitate implementation by teams of agreed changes |
4 |
Identify sources of tension, conflict or competition |
4.1 |
Examine team and individual key performance indicators (KPIs) for sources of conflict/competition |
4.2 |
Examine flows and interactions for possible sources of conflict and competition |
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4.3 |
Observe interactions between team members and identify tensions, conflicts and competition |
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4.4 |
Observe interactions between teams and identify tensions, conflicts and competition |
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4.5 |
Observe response to change and resistance to change |
5 |
Reduce causes of tension, conflict or competition |
5.1 |
Draft modified KPIs to reduce causes of conflict and competition |
5.2 |
Draft modified systems causing conflicting flows and interactions |
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5.3 |
Facilitate discussions within and between teams to identify causes of tensions, conflicts and competition |
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5.4 |
Facilitate discussions to develop a consensus solution to identified causes of tensions, conflicts and competition |
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5.5 |
Obtain any required approvals for suggested/drafted changes |
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5.6 |
Facilitate the implementation of the agreed solutions |
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5.7 |
Take actions to ensure agreed changes become standard practice |
Required Skills and Knowledge
This section describes the skills and knowledge required for this unit. |
Required skills |
Required skills include:
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Required knowledge |
Required knowledge includes:
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Evidence Guide
The evidence guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package. |
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Critical aspects for assessment and evidence required to demonstrate competency in this unit |
A person who demonstrates competency in this unit must be able to provide evidence of the ability to:
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Context of and specific resources for assessment |
Assessment of performance must be undertaken in a workplace using or implementing one or more competitive systems and practices. Access may be required to:
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Method of assessment |
A holistic approach should be taken to the assessment. Competence in this unit may be assessed by using a combination of the following to generate evidence:
In all cases it is expected that practical assessment will be combined with targeted questioning to assess underpinning knowledge. Where applicable, reasonable adjustment must be made to work environments and training situations to accommodate ethnicity, age, gender, demographics and disability. |
Guidance information for assessment |
Assessment processes and techniques must be culturally appropriate and appropriate to the language and literacy capacity of the candidate and the work being performed. |
Range Statement
The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording, if used in the performance criteria, is detailed below. Essential operating conditions that may be present with training and assessment (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) may also be included. |
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Competitive systems and practices |
Competitive systems and practices may include, but are not limited to:
Competitive systems and practices should be interpreted so as to take into account:
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Codes of practice/standards |
Where reference is made to industry codes of practice, and/or Australian/international standards, the latest version must be used |
HSE |
All changes implemented are expected to be at least neutral, or preferably beneficial in their impact on HSE |
Relationship between organisational teams |
Organisational teams may include:
Relationship between teams includes:
Impacts covered could include:
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Cooperation within teams |
Cooperation within team may include:
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KPIs may include:
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Resistance to change may be:
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Stakeholders |
Stakeholders may include:
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Team leader |
Team leader may include:
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Unit Sector(s)
Unit sector |
Competitive systems and practices |
Custom Content Section
Not applicable.