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numbers can signify if any goods or services being provided to customers are not to an acceptable standard. However, it is important to look at the details of individual complaints rather than just the numbers; an increase in customer numbers could be down to a large increase in the number of overall customers rather than performance levels dropping.Activity 3C checklist – for assessorThis should be used by the trainer/assessor to document the learner’s skills, knowledge and performance as relevant to the unit activity. Indicate in the table below if the learner is deemed satisfactory (S) or not satisfactory (NS) for the activity or if reassessment is required.Learner’s nameSunita LamaAssessor’s nameKabir ZamanUnit of Competence(Code and Title)SITXHRM003: Lead and manage peopleDate(s) of assessmentHA_SITHRM003_Learner Workbook V2.0_7/12/2017
P a g e | 36Has the activity been answered and performed fully, as required to assess the competency of the learner?Yes No(Please circle)Has sufficient evidence and information been provided by the learner for the activity?Yes No(Please circle)CommentsProvide your comments here:The learner’s performance was:Not yet satisfactorySatisfactoryIf not yet satisfactory, date for reassessment:Feedback to learner:Learner’s signatureS.lamaAssessor’s signatureActivity 3DEstimated Time10 MinutesObjectiveTo provide you with an opportunity to identify how to motivate individuals and teams to achieve optimum performance.How can Maslow’s hierarchy of needs theory be applied to the motivation of employees?Applying this concept to motivation within the workplace generally starts at thesecurity needs stage. Employees are motivated to keep control in their lives by maintaining their job, which can provide structure and psychological benefits toHA_SITHRM003_Learner Workbook V2.0_7/12/2017
P a g e | 37the individual. Fear of losing their job through poor performance may inspire employees to maximise their efforts.Belonging to a workplace team can act as a social need for employees; the sense of belonging to a common purpose or goal can act as a motivator. Therefore, reminding individuals of their responsibilities within the team can often focus their attentions as people don’t want to let their colleagues down.According to the esteem needs stage, individuals have a desire to perform well and gain the respect of others. A manager or supervisor can use this to the advantage of the organisation by reminding people of what they need to do in order to be successful.The theory could also be applied to the use of rewards and recognition within the workplace. Being rewarded for quality performance can act as a further motivator to continue to impress. Employees will feel that they have grown personally if they receive a financial reward or a promotion within the business.