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BASIC CBLM4 Solve Problem Related To Work Activities
BASIC CBLM4 Solve Problem Related To Work Activities
Competency Based Learning Materials (CBLM) | Prepared by: Christian S. Dela Cruz
VGD NC III Trainer/Assessor
Prepared by:
Basic Competency : Lead Workplace Page
Mr. Crhistian S. Dela
Communications Cruz 1
VGD NCIII Trainer/Assessor
Prepared by:
Basic Competency : Lead Workplace Page
Mr. Crhistian S. Dela
Communications Cruz 2
VGD NCIII Trainer/Assessor
HOW TO USE THIS COMPETENCY-BASED LEARNING MATERIALS
Welcome!
The unit of competency, “Solve Workplace Problem Related to Work Activities”, contains
the knowledge, skills and attitude required for identifying/determining fundamental
cause of problem. It is one of the BASIC competencies of VISUAL GRAPHIC DESIGN NC
III.
In this module, you are required to go through a series of learning activities in order to
complete each learning outcome. In each learning outcome are Information Sheets, Self-
Checks, Task Sheets and Job Sheets. Follow and perform the activities on your own. If you
have you have questions, do not hesitate to ask for assistance from your facilitator.
Remember to:
Read information sheets and complete the self-checks. Suggested references are
included to supplement the materials provided in this module.
Perform the Task Sheets and Job Sheets until you are confident that your outputs
conform to the Performance Criteria Checklist that follows the sheets.
Submit outputs of the Task Sheets to your facilitator for evaluation and recording
in the Accomplishment Chart. Outputs shall serve as your portfolio during the
Institutional Competency Evaluation. When you feel confident that you have had
sufficient practice, ask your trainer to evaluate you. The results of your
assessment will be recorded in your Progress Chart and Accomplishment
Chart.
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Mr. Crhistian S. Dela
Communications Cruz 3
VGD NCIII Trainer/Assessor
LIST OF COMPETENCIES
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Communications Cruz 4
VGD NCIII Trainer/Assessor
SUMMARY OF LEARNING OUTCOMES
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Mr. Crhistian S. Dela
Communications Cruz 5
VGD NCIII Trainer/Assessor
DETAILS OF LEARNING OUTCOME
CONTENTS:
Observation, Investigation, and Analytical Techniques
Brainstorming
Cause and Effect Diagrams
PARETO Analysis
SWOT Analysis
GANT Chart
PERT CPM and Graph
SCATTERGRAMS
ASSESSMENT CRITERIA:
1. Importance and application of analytical techniques are explained
2. Analytical techniques such as brainstorming, cause and effects diagrams, PARETO
analysis, SWOT analysis, GANT chart, PERT CPM & graphs, and scatter grams are
defined
METHODOLOGIES:
Self-paced/modular
Discussion
Case Studies
ASSESSMENT METHODS:
Written test
Direct Observation
Interview
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Basic Competency : Lead Workplace Page
Mr. Crhistian S. Dela
Communications Cruz 6
VGD NCIII Trainer/Assessor
LEARNING EXPERIENCE
LEARNING OUTCOME 1: Explain the Analytical Techniques
1. Read Information Sheet No.4.1-1 on Explaining You may clarify with the
the Analytical Techniques facilitator if you have concerns
on the lesson.
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Mr. Crhistian S. Dela
Communications Cruz 7
VGD NCIII Trainer/Assessor
INFORMATION SHEET: 4.1-1
EXPLAINING THE ANALYTICAL TECHNIQUES
LEARNING OBJECTIVE/S:
There are many types of problems that can arise in the workplace. There are specific
steps for employers and employees to take to resolve these problems.
Observation
Observation is one tool for achieving innovative and creative solutions. Observing the
problem and watching it under different circumstances is one of the best ways to
understand a problem’s true nature.
Investigation
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Communications Cruz 8
VGD NCIII Trainer/Assessor
Making a decision without completing a reasonable investigation can make any
subsequent decisions or actions unfair, and leave an employer vulnerable to legal
action.
Analytical Techniques
An analytical technique (analytical method) is a procedure or a method for the analysis
of some problem, status or a fact. Analytical techniques are usually time-limited and
task- limited. They are used once to solve a specific issue.
Basic and most widely used analytical methods / techniques include:
Brainstorming
Five basic principles are generally known. Their goal is to eliminate all
restrictions and alternatively stimulate the creation of new ideas:
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Mr. Crhistian S. Dela
Communications Cruz 9
VGD NCIII Trainer/Assessor
How to Construct a Cause and Effect Diagram
Define clearly the effect or symptom for which the causes must be identified. The
“effect” must be defined in writing. For additional clarity, it may be advisable to
spell out what is included and what is excluded.
Place the effect or symptom at the right, enclosed in a box. Draw the central
spine as a thicker line pointing to it
Each of the major causes (not less than two and normally not more than six)
should be worded in a box and connected with the central spine by a line at an
angle of about 70 degrees.
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Communications Cruz 10
VGD NCIII Trainer/Assessor
Step 5: Add Causes to Main Area
Add causes for each main area. Each factor that is a cause of a main area is placed
at the end of a line that is drawn so that it connects with the appropriate main
area line and is parallel with the central spine
Check the logical validity of each causal chain. Once the entire C-E diagram is
complete, it is wise to start with each potential root cause and “read” the
diagram forward to the effect being explained. Be sure that each causal chain
makes logical and operational sense.
As discussed more fully in the interpretation section, check for the following:
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Communications Cruz 11
VGD NCIII Trainer/Assessor
The existence of one of these conditions does not automatically mean a defect in
the diagram; it merely suggests that further investigation is warranted.
PARETO Analysis
Here is a simple example of a PARETO diagram, using sample data showing the
relative frequency of causes for errors on websites. It enables you to see what
20%
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Communications Cruz 12
VGD NCIII Trainer/Assessor
of cases are causing 80% of the problems and where efforts should be focussed
to achieve the greatest improvement. In this case, we can see that broken links,
spelling errors and missing title tags should be the focus.
SWOT Analysis
Using internal and external data, the technique can guide businesses toward
strategies more likely to be successful, and away from those in which they have
been, or are likely to be, less successful.
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Communications Cruz 13
VGD NCIII Trainer/Assessor
o What do you do well?
o What internal resources do you have? Think about the following:
o Positive attributes of people, such as knowledge, background, education,
credentials, network, reputation, or skills.
o Tangible assets of the company, such as capital, credit, existing
customers or distribution channels, patents, or technology.
o What advantages do you have over your competition?
o Do you have strong research and development capabilities?
Manufacturing facilities?
o What other positive aspects, internal to your business, add value or offer
you a competitive advantage?
Weaknesses are aspects of your business that detract from the value you offer or
place you at a competitive disadvantage. You need to enhance these areas in
order to compete with your best competitor.
o What factors that are within your control detract from your ability to
obtain or maintain a competitive edge?
o What areas need improvement to accomplish your objectives or
compete with your strongest competitor?
o What does your business lack (for example, expertise or access to skills or
technology)?
o Does your business have limited resources?
o Is your business in a poor location?
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Communications Cruz 14
VGD NCIII Trainer/Assessor
o Has there been recent market growth or have there been other
changes in the market the create an opportunity?
o Is the opportunity ongoing, or is there just a window for it? In other
words, how critical is your timing?
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Communications Cruz 15
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GANTT Chart
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PERT is a method of analyzing the tasks involved in completing a given project,
especially the time needed to complete each task, and to identify the minimum
time needed to complete the total project
The CPM (Critical Path Management) chart is similar to the PERT chart but
includes anexplicit indication of the “critical path”—that sequence of tasks that
defines the minimumamount of time for the project. Put another way, these are
the tasks that a delay withinwill delay the entire project. One or more sequences
of such tasks always exists; theCPM chart makes these paths (usually just one)
explicit. Otherwise, CPM shares thesame strengths andweaknesses as the PERT,
and the two are often lumped together asone technique.
SCATTERGRAMS
A scattergram, scatter diagram, scatterplot, scatter graph, or scatter chart is a
type of mathematical diagram using Cartesian coordinates to display values for
two variables for a set of data. Consists of an X axis (the horizontal axis), Y axis
(the vertical axis), and a series of dots. Each dot on the scattergram represents
one observation from a data set. The position of the dot on the scatterplot
represents its X and Y values.
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Communications Cruz 17
VGD NCIII Trainer/Assessor
o Used to analyze patterns in bivariate(relate) data.
o Show the distribution of two variables in a population sample. Show
the behavior of the variables when they are accumulated
o The score or values of each sample are usually represented by dots on
the horizontal and vertical axis.
Example: Company α decides to use scatter graph method to split its factory
overhead (FOH) into variable and fixed components. Following is the data which
is provided for the analysis.
Solution:
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Mr. Crhistian S. Dela
Communications Cruz 18
VGD NCIII Trainer/Assessor
References: https://archive.acas.org.uk/media/4483/Conducting-
workplace- investigations/pdf/Conducting_Workplace_Investigations.pdf
https://managementmania.com/en/analyses-analytical-
techniques https://www.juran.com/blog/the-ultimate-guide-to-
cause-and-effect-
diagrams/
https://www.projectsmart.co.uk/pareto-analysis-step-by-
step.php https://articles.bplans.com/how-to-perform-swot-
analysis/ https://www.apm.org.uk/resources/find-a-
resource/gantt-chart/ https://github.com/nofaralfasi/PERT-
CPM-graph https://xplaind.com/800569/scatter-graph-
method
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Mr. Crhistian S. Dela
Communications Cruz 19
VGD NCIII Trainer/Assessor
SELF-CHECK NO. 4.1-1
EXPLAINING ANALYTICAL TECHNIQUES
Identification. Identify the following. Write your answer on the space before the number.
1. It is a statistical technique in decision-making used for
the selection of a limited number of tasks that
produce significant overall effect.
2. It describes the positive attributes, tangible and
intangible, internal to your organization.
3. It is a project management tool assisting in the planning
and scheduling of projects of all sizes, although they
are particularly useful for simplifying complex
projects.
4. It is a type of mathematical diagram using Cartesian
coordinates to display values for two variables for a
set of data. Consists of an X axis (the horizontal
axis), Y axis (the vertical axis), and a series of dots.
5. It is a graphic representation of the data you generate
from that method, laid out as a timeline.
6. These include external factors beyond your control that
could place your strategy, or the business itself, at risk.
7. It is a group creativity technique which aim is to
generate as many ideas on the topic.
8. It is a fact-finding exercise to collect all the relevant
information on a matter.
9. It is a procedure or a method for the analysis of some
problem, status or a fact.
10. It is a visual tool used to logically organize possible
causes for a specific problem or effect by graphically
displaying them in increasing detail, suggesting
causal relationships among theories.
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Mr. Crhistian S. Dela
Communications Cruz 20
VGD NCIII Trainer/Assessor
ANSWER KEY4.1-1
EXPLAINING THE ANALYTICAL TECHNIQUES
1. PARETO Analysis
2. Strength
3. GANTT Chart
4. SCATTERGRAM
5. PERT
6. Threats
7. Brainstorming
8. Investigation
9. Analytical Technique
10. Cause and effect diagram
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Mr. Crhistian S. Dela
Communications Cruz 21
VGD NCIII Trainer/Assessor
DETAILS OF LEARNING OUTCOME
CONTENTS:
Normal Operating Parameters and Product Quality
Identifying and Clarifying the Nature of Problem
Application of Analytical Techniques
ASSESSMENT CRITERIA:
1. Variances are identified from normal operating parameters and product quality
2. Extent, cause, and nature of the problem are defined based on observation,
investigation and analytical techniques
3. Problems are clearly stated and specified
METHODOLOGIES:
Self-paced/
modular
Discussion
Case Studies
ASSESSMENT METHODS:
Written test
Direct Observation
Interview
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Mr. Crhistian S. Dela
Communications Cruz 22
VGD NCIII Trainer/Assessor
LEARNING EXPERIENCE
LEARNING OUTCOME 2: Identify the Problem
1. Read Information Sheet 4.2-1 on Identifying You may clarify with the
the Problem facilitator if you have concerns on
the lesson
3. Perform the Task Sheet No. 4.2-1 on Evaluate your performance using
Identifying the Problem Performance Criteria Check List
No. 4.2-1
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Mr. Crhistian S. Dela
Communications Cruz 23
VGD NCIII Trainer/Assessor
INFORMATION SHEET 4.2-1
IDENTIFYING THE PROBLEM
LEARNING OBJECTIVES:
After reading this information sheet, you should be able to:
Explain the importance of quality parameter in describing the quality of the product
Discuss the process in identifying/clarifying a problem
Explain the importance of using analytical techniques in identifying the problem.
Quality parameter - the size characterizing the quality level of certain consumer and
production goods and processes leading to the production of a given good.
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Communications Cruz 24
VGD NCIII Trainer/Assessor
The quality is described by eight dimensions characterizing, in various respects, the
data of good and determining their essence and purpose, i.e.:
industry,
users,
society,
nature.
The quality parameters are determined by the actual condition of the company and its
surroundings as well as the properties of raw materials and the technological process
used during production. Improperly used technologies, inadequate environment of
production processes, poor storage and transport may negatively affect product quality.
These parameters can also be divided according to the group of features that contain a
specific number and type of detailed qualitative characteristics depending on the needs
to be met. These are:
1. Natural and technical features, all product features given to them by nature or
obtained as a result of technological processes, according to standards
containing
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Communications Cruz 25
VGD NCIII Trainer/Assessor
basic parameters of structure and function of these products. This group consists
of physical, chemical and biological distinctions). They have an objective
character, because they can be compared with existing patterns.
2. Economic features are elements of the quality structure of goods that give users
a measurable sum of benefits. Expressed using economic indicators, e.g.
depreciation.
3. The functional features make the products able to satisfy material (technical) as
well as intangible (brand image, i.e. branded product) consumer needs. These
are, for example, durability, ease of use and maintenance, comfort in use.
4. Ergonomic properties, adjustment of products to anatomical, physiological and
psychological features of a human being.
5. Aesthetic features that characterize the appearance. They are shape, colors,
external construction solutions.
6. Ecological features, determined by the properties of goods, making them
environmentally friendly.
The crux of the problem is usually not readily apparent and one runs the risk of
reaching a premature conclusion when only part of the pertinent information has been
collected.
Often such problems are unclear when they are first brought to attention. Clarification
is therefore essential but if it is done too rapidly, or in a cursory way, it may lead to:
focusing on a problem that is not important or not perceived to be important by key
stakeholders; considering inappropriate solutions; and failing to consider appropriate
solutions. A failure to reconsider a problem iteratively as additional information is
found can have the same consequences.
To ensure that all parties have been consulted and that various avenues have been
explored, we use the following seven questions to clarify a problem:
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Communications Cruz 26
VGD NCIII Trainer/Assessor
Application of Analytical Techniques
The key word in the above definition is "appropriate." If your problem solving process
doesn't fit the problem at hand, you can execute the process to the highest quality
possible and still not solve the problem. This is the reason most people fail to solve
difficult problems. They're using an inappropriate approach without realizing it. The
process doesn't fit the problem.
In practice there are lots of quite simple analytical techniques that managers and
analysts use during normal work, often without naming it somehow. For such
techniques, it is often enough just a system of “paper-pencil,” or general office
equipment. They are based primarily on the experience of the person who uses them.
There are also a number of specialized analytical techniques, which are overwhelmingly
based on some mathematical model or which require certain equipment or tools.
References: https://ceopedia.org/index.php/Quality_parameters
https://myafshelp.afsusa.org/hc/en-us/articles/115001642387-
Clarify-a-
Problem.
https://www.thwink.org/sustain/articles/000_AnalyticalApproach/index.htm
#:~:text=Here%20it%20is%3A-,An%20analytical%20approach%20is
%20the%20use%20of%20an%20appropriate%20process,and%20easier
%20problem%20to%20solve.
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Mr. Crhistian S. Dela
Communications Cruz 27
VGD NCIII Trainer/Assessor
SELF-CHECK N0.4.2-1-
IDENTIFYING THE PROBLEM
True or False. Write T on the space provided beside the number if the statement is
correct. Otherwise, write F.
1. Clarification is therefore essential but if it is done too rapidly, or in a
cursory way, it may lead to focusing on a problem that is not important.
2. An analytical approach is the use of an appropriate process to break a
problem down into the elements necessary to solve it.
3. The aesthetic features of the product contain basic parameters of structure
and function of these products.
4. Quality parameter is the size characterizing the quality level of certain
consumer and production goods and processes leading to the production
of a given good.
5. Economic features are elements of the quality structure of goods that
give users a measurable sum of benefits.
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Communications Cruz 28
VGD NCIII Trainer/Assessor
ANSWER KEY 4.2-1
IDENTIFYING THE PROBLEM
1. T
2. T
3. F
4. T
5. T
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Communications Cruz 29
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TASK SHEET 4.2-1
Title: Identifying the Problem
Performance Objective: As a consultant you are asked to identify the problems causing
low motivation. Suggest solutions to senior management..
Procedure:
1. Identify the main problem, and note any smaller problems that have a
relationship with the main problem
2. See whether the main problem needs to be broken down further;
Assessment Method:
Question and Answer
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Communications Cruz 30
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PERFORMANCE CRITERIA CHECKLIST 4.2-1
CRITERIA YES NO
Did you identify smaller problem that may cause the main problem?
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Communications Cruz 31
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DETAILS OF LEARNING OUTCOME
CONTENTS:
Non-routine Process and Quality Problems
Teamwork and Work Allocation Problem
Safety and Emergency Situations and Incidents
ASSESSMENT CRITERIA:
1. Possible cause/s of problem are identified based on experience & the use of
problem solving tools/analytical techniques
2. Possible cause statements are developed
3. Fundamental causes are explained
METHODOLOGIES:
Self-paced/
modular
Discussion
Case Studies
ASSESSMENT METHODS:
Written test
Direct Observation
Interview
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Communications Cruz 32
VGD NCIII Trainer/Assessor
LEARNING EXPERIENCE
LEARNING OUTCOME 3: Determine the Possible Cause/s of the Problem
3. Read Information Sheet 4.3-1 on Determining You may clarify with the
the Possible Cause/s of the Problem facilitator if you have concerns on
the lesson
4. Perform the Task Sheet No. 4.3-1 on Evaluate your performance using
Determining the Possible Cause/s of the Performance Criteria Check List
Problem No. 4.3-1
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Communications Cruz 33
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INFORMATION SHEET 4.3-1
DETERMINING THE POSSIBLE CAUSE/S OF THE PROBLEM
LEARNING OBJECTIVES:
After reading this information sheet, you should be able to:
Identify quality problems and the non-routine process to solve them
Identify work allocation problem and the means to resolve them
Identify the different safety and emergency situations and incidents
Quality problems can arise on any project, and can take on many forms. Many of the
problems are minor irritants that keep you from implementing the most optimal
solution, but nevertheless can be tolerated. Many need to be resolved before you can
implement your solution. A few of them are "show-stoppers." All of these problems can
be resolved using similar techniques. Obviously the larger the problem, the more
complex the solution might be.
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The diagram below shows a list of drivers or causes that can influence quality.
Complaints and schedule delays can be caused by almost any driver, or combination of
drivers, listed in the above diagram. But some common causes include:
Hurried work – when teams are in a hurry to complete their work it increases
the chances of making mistakes
Changes to scope and specification – when specs and/or the size of the project
changes midstream, workers and teams can make mistakes while trying to
adjust to the changes, especially if those changes are poorly communicated
Complexity – technical tasks and complex processes invite people to make errors
Upstream errors – some errors can be passed-down from one team to another,
and if undiscovered, they can continue to be passed along until later stages of
the project or until the customer receives the product
Hand-offs – having to hand work off to other teams/departments can
introduce errors
Communication issues – lacking a system to notify downstream teams of
important product information or issues can cause people to make mistakes
Staff turnover – new staff are more prone to making mistakes as they’re coming
up- to-speed
Misunderstood specification – inheriting a specification that is difficult to
understand or left open to interpretation can introduce errors, and those errors
can be compounded as other teams work from the same specification
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Teamwork and Work Allocation Problem
We all know that teamwork promotes creativity and increases the overall
productivity of an organization. While this is true, there are many unsaid challenges
faced by every team which can really make the whole experience of working as a team
frustrating.
Role Uncertainty
This culture of shared responsibilities might be a little hard to get used to, if you
have never worked with a team before. Working with many people can create a
confusion on your role in the team, resulting multiple people taking up the same
responsibility or leave out some vital tasks. Asking the manager of the team
clearly about your role in the team could help avoid these situations.
Lack Of Trust
When you work as an individual, you are used to making decisions and complete
tasks individually. But when you work with a team, you have to trust your team
mates and let them take a few decisions for the team.
Sometimes, team members make mistakes and it could be hard for you to trust
them with any other decision. But as a team it is important to trust your
teammates and function as a team.
Unclear Goals
Some employees perform better when they function as a team and some perform
better as individual contributors. One reason for this could be setting the right
goals. You can easily set the right goals for yourself as an individual contributor
but when you are a part of the team, you have to consider your teammates
before setting goals.
One of the most common reasons for conflicts in teams is the ambiguity of goals.
If you are not on the same page with your other team mates about your goals, it
affects
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the productivity of the whole team, so communicate with the team/ manager
and be clear about your goals.
Disengagement
Disengagement in teams is often a result of lack of clarity on team goals and how
they contribute to the organization.
Talent Differences
Some employees contribute more to a team than the rest of the team. The reason
is not always that they feel responsible for the team, the share of their
contribution depends on their individual talent and efficiency. But sometimes,
these talent differences cause conflicts between team members.
Some employees of team could be slower and less efficient than the rest. This
could decrease the overall productivity of the team which could be frustrating
for the high-performers of the team causing conflicts within the team. To avoid
this, the goals should be set based on their capability and skills.
The challenges with work allocation systems are multiple. Firstly, the availability of
input data is critical; the quality, the quantity, and the format of this data need to be
carefully investigated. Secondly, the dynamic nature of the environment surrounding
work allocation (job cancellation, delays, sickness, regulation change, etc.) forces such
a system to be very responsive and flexible. Thirdly, the scale and complexity of work
allocation problems can very quickly make the task of efficiently allocating jobs to
resources intractable for a human being.
Sometimes it is not an easy task for a team manager to ensure that the work assigned to
his team is properly and fairly portioned and allocated among the team members. It is
just as in every type of team sport – the coach of a team needs to select the right players
for the next game, reasoning from specifics of the next opponent and skills of
available players, and identify the position where each of these team members will play
to bring maximum of advantage.
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Communications Cruz 37
VGD NCIII Trainer/Assessor
Effective Team Work Allocation should be:
Fair – nobody in the team wittingly is appointed to some work which he cannot
accomplish due to some objective conditions.
Equal – portions or types of workloads are allocated equally, so nobody in the
team appears just overwhelmed with excessive tasks (if this is not somehow
stipulated and compensated), while someone other enjoys unjustified freeness.
Justified – work is always accurately assessed and assigned only to appropriate
employees who are approved, expected or motivated as capable of doing it.
Nobody expects an emergency or disaster -- especially one that affects them, their
employees, and their business personally. Yet the simple truth is that emergencies and
disasters can strike anyone, anytime, and anywhere. You and your employees could be
forced to evacuate your company when you least expect it.
Floods
Earthquakes
Fire
Toxic gas releases
Chemical spills
Radiological accidents
Contagious illness
Explosions
Civil disturbances and riots
Workplace violence
References:https://www.upperelementarysnapshots.com/2015/10/
mathproblemsolving.ht ml
https://myafshelp.afsusa.org/hc/en-us/articles/115001642387-Clarify-a-
Problem.
https://www.accipio.com/eleadership/mod/wiki/view.php?id=1948
http://www.todolistsoft.com/solutions/howtos/how-to-allocate-and-
control-
work-in-your-team.php
https://www.osha.gov/Publications/osha3088.html
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Mr. Crhistian S. Dela
Communications Cruz 38
VGD NCIII Trainer/Assessor
SELF-CHECK N0.4.3-1-
DETERMINING THE POSSIBLE CAUSE/S OF THE PROBLEM
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Basic Competency : Lead Workplace Page
Mr. Crhistian S. Dela
Communications Cruz 39
VGD NCIII Trainer/Assessor
ANSWER KEY 4.3-1
DETERMINING THE POSSIBLE CAUSE/S OF THE PROBLEM
Prepared by:
Basic Competency : Lead Workplace Page
Mr. Crhistian S. Dela
Communications Cruz 40
VGD NCIII Trainer/Assessor
TASK SHEET 4.3-1
Title: Determining The Possible Cause/S Of the Problem
Performance Objective: Using analytical technique, identify the possible causes of lost
control car.
Procedure:
1. Make an analysis why a car may possible lose control.
2. Create a fishbone diagram illustrating the causes of the problem. (Refer to
Information Sheet No. 4.1-1)
3. Submit the diagram to the facilitator
Assessment Method:
Portfolio Analysis
Prepared by:
Basic Competency : Lead Workplace Page
Mr. Crhistian S. Dela
Communications Cruz 41
VGD NCIII Trainer/Assessor
PERFORMANCE CRITERIA CHECKLIST 4.3-1
CRITERIA YES NO
Does the diagram illustrates the major and sub-causes of the problem?
Prepared by:
Basic Competency : Lead Workplace Page
Mr. Crhistian S. Dela
Communications Cruz 42
VGD NCIII Trainer/Assessor