TECHNICAL-VOCATIONAL DEPARTMENT

LEARNING ACTIVITY SHEETS

PLUMBING NC I

Student/Trainees Name: _____________________

Learning Activity Sheet No. 2 Topic: Work with Others (500311102)

Learning Outcomes:
The learner…
LO 1.1: Develop Effective Workplace Relationship
LO 1.2: Contribute to Work Group Activities
LO 1.3: Observe Gender Sensibility in the Workplace

Module Descriptor: This module covers the skills, knowledge and attitudes required to
develop workplace relationship, contribute in workplace activities and
observe Gender sensibility in the workplace

Develop Effective Workplace Relationship

Qualities that Make a Good Team Player

What is a Team Player?

There are many common soft skills—or interpersonal skills that we use at work—that make
individuals great team players. While soft skills are not as easily learned as technical skills,
they can certainly be developed with time and practice.
An effective and cooperative team player…
 Interacts with and includes others in polite, respectful, and honest ways
 Is respectful of differences—in opinions, culture, and ethnicity
 Provides input and seeks the opinions and ideas of others
 Discusses and negotiates ideas while being flexible to meet the goals of the group
 Performs identified tasks to meet the goals of the group
 Listens without interrupting
 Shares ideas without interrupting
 Is aware of his or her own thoughts and feelings and keeps them under control for the
good of the group
 Moves the group towards resolving conflict (if it exists) so goals can be met

Cooperation and Leading Teamwork

To be successful, teams need the following:

1. A common purpose or goal: All team members need to understand and accept the
team’s objectives.
2. Clear roles and tasks: All team members should understand what is expected of
them. May want to use a plan that shows the tasks that each team member is
responsible for and the timelines.
3. Decision-making procedures: All team members should know how decisions are
made and in what ways problems are solved. An effective team works with defined
 procedures to come to a unanimous decision so that action can be taken.
4. Clear communication: All team members should practice effective listening,
speaking, and transparent communication.
5. Trust among team members: All team members should feel safe and supported.

Aspects of teamwork:

A team is a group of individuals working together to reach a common goal. For a team to
work together well, supervisors or leaders can do the following.

As a leader you can do the following to develop team spirit:

 Work with the team to develop a common goal

 Nurture a sense of belonging; focus on what team members have in common
 Make all team members feel that they have something to contribute
 Help team members work together to efficiently solve problems
 Encourage members to set aside personal goals and desires for the benefit of the
team
 Treat team members fairly and equally
 Structure the work of the team in a simple & logical fashion; distribute work fairly
 Manage the team efficiently so that every member can complete his/her tasks and
work proceeds in a timely manner
 Create an environment that supports and rewards openness, creativity, trust, mutual
respect, and a commitment to provide high quality services

Working as a team means that team members:

 Consult each other

 Help each other
 Complement each other
 Encourage and motivate each other

The following strategies can be used by the leader to support the effectiveness of the
team:

 Encourage discussion
 Ensure all team members understand that their ideas & opinions are equally important
& relevant
 Encourage everyone to participate fully
 Model respect towards everyone
 Encourage people with different abilities & personalities to work together
 Use positive feedback
 Remain calm

Teams can work independently (if leader is not there) if team members:
  Are aware of strengths & weaknesses
 Are able to set their own goals
 Are able to act according to goals
 Take responsibility for their action
 Are able to avoid opinions and behavior that block change

Appropriate Workplace Behaviors and Attitudes

 Dress neatly and appropriately for the work: If wearing a uniform, make sure it is clean
and neat; clothing should not get in the way or prevent you from doing your work;
clothing should not be distracting to you or others.
 Be on time: Attendance and punctuality are essential to keep your job. Let your
supervisor know if you are going to be late.
 Manage time well: Focus on doing your work during work hours; follow break times.
 Speak to co‐workers in a positive and respectful manner.
 Speak to supervisors in a positive and productive manner.
 Be open to feedback and ask for it.
 Be honest: Being honest will gain the respect of co‐workers.
 Keep discussions and interactions related to work: Don’t bring your personal problems
to work or let them affect how you do your job or interact with others. Avoid topics or
making comments that might make others feel uncomfortable.
 Stay positive: Don’t complain or be pulled into negative discussions about work.
Rather, approach problems positively and help to think about how to improve the
situation.
 Be respectful of others and your environment: Take proper care of equipment, put
things back where they belong, keep the environment tidy.
 Be a team player: Participate proactively and respectfully and listen to the ideas of
others as well.
 Respect the roles of others.
 Believe in yourself and what you do: Being positive about your job and how you do it
will help you to succeed and achieve your goals.

Working Styles

Pioneer- Pioneers like to see the big picture instead of the small details and explore
uncharted territory. They take risks, value possibility, and gravitate towards
challenging tasks and projects. Creativity is their compass, and they love imagining
new ideas.

Independent- Independent workers thrive when they work alone. They are disciplined,
productive, and efficient. They can find it difficult to collaborate with others and do
not always appreciate supervision.

Cooperative- Cooperative workers flourish when they are part of a larger group and like
working with others. Good communicators, they are often very diplomatic, tactful,
and well organized. They can handle responsibility for a task or a project but enjoy
sharing responsibility for success.

Proximity- Proximity workers are a hybrid, or a mix, of the independent and cooperative
 working styles. They like to assume sole responsibility for a task but also share
responsibility with others. These workers are often adaptable and versatile. They
have a talent for connecting their colleagues with different work styles.

Guardian- Guardians thrive on order and stability. They generally avoid risks and are very
detailed oriented and pragmatic.

Supporter- Supporter workers enjoy nurturing relationships with clients and colleagues.
Emotionally aware and often very expressive, they are adept at facilitating
meetings, interactions, and projects. They gravitate toward collaboration instead of
competition.

Promoting Cooperation and Good Relationship within Teams

Recognize that individuals making up a team may have different personalities and
approaches.

Here are some examples of individual personalities in this activity:

 Group leader: A strong leader tries to speak clearly and listen effectively. The group
leader needs to clearly explain the objectives to the group and keep the group on task.
As the person responsible for developing the plan, the leader tries to involve all in the
discussion.
 Quiet / shy person: This person has a lot of very good ideas but won’t say anything
until someone asks directly.
 Domineering person: This person wants to take over the discussion and lead the
group. A domineering person thinks s/he has all the answers and does not want to
waste time having everybody share their ideas.
 Disagreeable person: This person has a negative attitude and is resistant towards all
ideas.
 Encouraging person: This person makes sure that everybody is heard, regardless of
their background or ideas. She or he pulls group members into the conversation.
 Ideas person: This person gets very excited in the group and loves to brainstorm and
share extravagant ideas that are not always realistic.

Here are some of the key qualities that make a winning team:

1. A common purpose or goal: All team members need to understand and accept the
team’s objectives.
2. Clear roles and tasks: All team members should understand what is expected of
them. May want to use a plan that shows the tasks that each team member is
responsible for and the timelines.
3. Decision making procedures: All team members should know how decisions are
made and in what ways problems are solved. An effective team works with defined
procedures to come to a unanimous decision so that action can be taken.
4. Clear communication: All team members should practice effective listening,
speaking, and transparent communication.
5. Trust among team members: All team members should feel safe and supported.
Aspects of teamwork:
A team is a group of individuals working together to reach a common goal. To make a team
work well, supervisors or leaders should consider several actions. Below is a short inventory
of actions about teamwork. Give 2 checks for actions that you are already applying, and 1
check for actions that you would like to practice.

As a leader you can do the following to Working as a team means that team
develop team spirit: members:

 Work with the team to develop a common  Consult each

goal  Help each other
 Nurture a sense of belonging; focus on what  Complement each other
team members have in common  Encourage and motivate each other
 Make all team members feel that they have
something to contribute The following strategies can be used by
 Help team members work together to the leader to support the effectiveness of
efficiently solve problems the team:
 Encourage members to set aside personal  Encourage discussion
goals and desires for the benefit of the team
 Ensure all team members understand
 Treat team members fairly and equally
that their ideas & opinions are equally
 Structure the work of the team in a simple &
logical fashion; distribute work fairly important & relevant
 Manage the team efficiently so that every  Encourage everyone to participate fully
member is able to deliver his/her tasks and  Model respect towards everyone
work proceeds in a timely manner  Encourage people with different abilities
 Create an environment that supports and & personalities to work together
rewards openness, creativity, trust, mutual  Use positive feedback
respect and a commitment to provide high  Remain calm
quality services.

Teams can work independently (if leader is not there) if team members:
 Are aware of strengths & weaknesses
 Are able to set their own goals
 Are able to act according to goals
 Take responsibility for their action
 Are able to avoid opinions and behavior that block change

Observe Gender Sensibility in the Workplace

Gender Sensitivity at Workplaces

“What do we do now?’ lamented Reese Witherspoon, was the question every female
actor inevitably posed to the male lead in a film in a crisis. ‘It is ridiculous that a woman
would not know what to do in a crisis’, she added.

This cinematic dynamic reflects how women have been perceived for centuries – whether in
domestic life or in professional settings. There has been a paradigm shift in the way gender
roles are viewed today but certain fundamental notions about the capabilities of women go
unchallenged. Thankfully, the narrative is changing. There is an increasing trend in
organizations who are adopting gender inclusiveness at the workplace, which means a fair
and equitable representation of men, women and trans persons.

Diversity in a workplace is not just a social responsibility or a trend. Such practices in fact are
more fundamental to the success of a business. I believe for any customer centric
organization, diversity in workplace can be a bottom-line enhancing strategy.

Gender diversity and diversity in general allows organizations to incorporate the viewpoints of
individuals with different life experiences this in turn allows for better representation of
customer needs, evolution of better problem-solving strategies, improved decision-making
processes, which ultimately impacts sustainability and profitability metrics for the
organization.

Merely increasing the ratio of female representation may not be enough. Women need to be
given fair opportunities to be shaped into leaders’ self-reliant leaders without the presumption
that they will need to turn to men within the corporate hierarchy.

We know that women are expected to prioritize their biological requirement as a care giver
and nurturer over their careers. This type of thinking ensures that women themselves
automatically eliminate themselves from the running for promotions or making big moves
where their professional life are concerned. The few women who do continue to work within
organizations and aspire to take on C-Suite roles against all odds then face the obstacles of
systemic gender biases and expectations put in place by decades of male dominated
practices and behaviors.

Humane and intuitive organizations identify and understand these dynamics well and take
proactive, measures to address them. Here are few insights for an organization that is willing
to invest energy and thought to their gender inclusiveness program. These insights are
recollections of my experiences over the last 14 years in Human Resources and experiences
of many prominent women.

Skirting an invisible line

Women are expected to skirt an invisible line at the workplace that defines what is acceptable
and unacceptable behavior for a female employee to demonstrate. Men and women are
socialized and conditioned differently and held to different standards of professional etiquette.
Power, dominance, assertiveness is desirable in leaders but undesirable in female
employees. Attributes that are thought of as predominantly feminine – politeness, emotional
intelligence, humility, compassion are wholly excluded as key requirements of what is
perceived as a good leader for an organization. Moreover, when men show these traits in
their own conduct and decision making, they are deemed weak or ineffectual. On the other
hand, when women exhibit these so-called masculine behaviors being outspoken is viewed
as aggression, asking questions or probing is being rigid or argumentative, gregarious, or
friendly is perceived to be too friendly.

Good organizations pick up on these cultural nuances and (i) define a code of good
professional practices that apply to all employees regardless of gender (ii) sensitize
employees on the cultural nuances (iii) provide a platform to deal with real issues that treat
men and women differently in the workplace.
The Unconscious Bias

Stereotyping and bias are one of the key contributors to the gender gap in leadership. These
are often prejudice or unsupported judgements of or against one thing. Even when we say
that we are open minded and not prejudiced, these bias’s still creep upon us.

A few examples: -

 Making an undue concession as “Oh it’s alright you are a girl”; or

 Passing a remark “girls aren’t good with numbers” even though she is as good or bad as
her male colleagues.
 Passing a character remark on a promotion “these women have it easy”. I have rarely
witnessed a character remark passed on a man even if he has been underserving.
 A modern woman with progressive ideas – “she is easy or too modern”.
 A lady who joins her counterparts for a drink – “she is an alcoholic or loves to party”.

These gendered perceptions, that often start as a joke or loose talk, reinforce stereotypes
and biases that greatly influence the role and status of women in the workplace. Asking
people to take such comments in their stride, is not ok.

A great deal of unlearning and relearning needs to take place when one joins an organization
which demands a specific code of behavior and conduct. Sometimes the unconscious bias is
so deep seated that many are not even conscious or understand the impact their words and
behaviors have on people.

We are a Clan

Men exhibit clannish behaviors in the workplace. The bigger the company, the more visible
this group dynamic becomes. Inside jokes, locker room talk, old boys’ clubs at the workplace
foster a culture of excluding women not just from social interactions at the workplace but also
important professional interactions that ultimately impact career growth. With employees
being held to stricter codes of workplace conduct where sexual harassment is concerned,
women are being side-lined more emphatically than before to completely avoid any instances
of sexual harassment at the workplace. What does clannish behavior look like:

 Protecting your male co-workers unconditionally against a performance related

complaint or a sexual harassment one.

 Collectively rubbishing claims made by women employees about improper conduct

against male co-workers.

 Indulging in collective teasing or hazing junior employees, especially women, about the
way they dress, speak, eat, or choose to live their lives.

 Making inside jokes at the cost of another employee making them feel excluded at work
or work events outside the office.

Toxic Masculinity

Incidents of toxic masculinity happen every day at nearly every organization. The so-called
zestful conversations at a lady’s expense are to keep the old boys club alive or to come
across as cool and humorous in the boy’s club. Colleagues and peers never truly estimate
the cost of a harmless joke or supposition. Let us look at a few real-life scenarios on how this
plays out at workplaces.

 One of my senior colleagues in a large logistics company narrated on how an

informal office conversation turns into a conversation on Bollywood actress’
comparing them to various car models available in the market today which turns
into asking for suggestions on how the group compares the cars with the ladies in
the group. She felt objectified and disrespected and walked away.

 Another example shared by a young lady narrates her experience as: A new team
was zestfully asked on what he admired the most in her over the lunch table, the
new member was taken aback at the inadvertent question but quickly plays into
what the person was seeking for and responds, much to the embarrassment of
the lady who is trying to build a relationship with the new team.

 Shared by a senior sales colleague, where in a sales meeting she was interrupted
or talked over by her male colleagues completely dominating the conversation,
she exclaimed that she had valuable insights to contribute but the male voices in
the room were better heard than hers.

 One young associate shared that in her new organization she was constantly
patronized by a senior colleague. She at times wondered if it was her quiet
demeanor that was being mistaken for low confidence. She worried that may be
the said person did not respect her qualification and pedigree to think otherwise.

The world as we know it is rapidly changing, the millennial woman today is more educated
than before of these cultural nuances as she navigates through the corporate landscape to
achieve leadership and prominent positions. She is seeking a similar degree of respect and
equality as her male counterparts. I applaud forward-looking organizations who are
contributing immensely to making the world an equal and fair place with their diversity
programs. This change demands a new competency in organizations it being “gender
sensitivity”. Recognizing one’s biases, prejudices and personal professional styles is an
important step in being gender sensitive. Great organizations demand that their leaders
implement the gender diversity manifesto effectively. The onus is on the leaders of a
company to be a catalyst for the change, be role models to the endeavor and conduct
themselves mindfully especially on occasions where the unwritten culture of an organization
is displayed.

https://www.linkedin.com/pulse/gender-sensitivity-workplaces-walk-talk-farzana-kapadia

Contribute to Work Group Activities

Goal-Setting, Planning and Implementing a Group Activity

Group activities may vary from small and simple to relatively complex projects. Projects
may also have different purposes. Some projects such as setting up a small business are for
profit or income generation, while other projects such as organizing a relief distribution are
service-oriented. Regardless of the size or purpose of the group activity, please take note of
some key steps to successfully implement your project.

 Deliverable: also known as output, refers to the results or product of the completed
project or activity
 Resources: the materials needed for the project and may include goods or in-kind
materials, services, people and money
 Budget: an estimate of total cost needed to complete a project
 Tracking and monitoring: the collection of data and information to check your
progress
 Evaluation: reflecting on what worked well and what needs to be improved in the way
you implemented the activity or project

Steps for implementing a group activity

1. Assess the current situation / identify a need: As a group, discuss where you are or
define the problem or need that you want to address. Clarify the reasons for doing the
activity and what you need to achieve.
2. Set your group goals / Write down a plan: goals should be specific, time-bound and
measurable, among others. All members have a common understanding and agree on
the goals.
3. Identify the deliverable(s): A deliverable can be the final product or output, or key
outputs related to steps in the process of implementation. For example, if you are
designing an app for a phone, the deliverable would be a prototype of the app that
would be presented to your funders. If you are planning to clean up a local park, then
the deliverable would be a clean park where local children can safely play.
4. Prepare an implementation plan: The implementation plan outlines the detailed
steps or actions and the timeline for each action. The implementation plan also
includes the resources, including human resources, and budget needed for key steps
to complete the project. Two examples are shown below. The first is for designing an
app; the second is for a community project.
Note that there are different ways to organize time (into quarters or into months) and
different steps. The important thing is to have a clear system to stay on track of your
goals!
5. Assign specific roles and responsibilities to team members: Once the
implementation plan is set, consider the strengths and capacities of team members to
perform specific tasks. Think of actions that you need to make to ensure that all group
members are equipped for the task assigned, e.g., provide coaching or additional
training, as needed.
6. Monitor progress and evaluate results: It is important to conduct regular check-ins
with team members for updates and to address any concerns along the way. Once the
project is completed, assess the strengths and weaknesses of your project, and
examine whether the resources were used for the intended purpose. Learn from the
experience and celebrate group success.
 TECHNICAL-VOCATIONAL DEPARTMENT
LEARNING ACTIVITY/TASK
ACTIVITY 1

True or False
Instructions: Circle the best answer for each of the following questions.

1. Promoting group cooperation means encouraging people to be open to the ideas of others.

a. True
b. False

2. To be successful, teams need: a. Different goals

b. Vague roles and tasks

c. Trusting relationships among team members
d. All of the above
e. None of the above

3. To develop team spirit, develop a common goal and make sure all team members feel
they have something to contribute.

a. True
b. False
4. We should give only positive feedback to motivate others to perform their work better
.
a. True
b. False
5. You are leading a team to accomplish a task that is more difficult than you expected. You
should:

a. Give up in order to stop wasting valuable time

b. Listen to only those team members who agree with your opinions
c. Maintain a positive attitude and encourage others to participate
d. Focus on one solution
6. We can say that a workgroup or team is well-organized and ready to work together when

a. Team members know their roles

b. Team members recognize their leaders and supervisors
 c. Members’ behaviors are guided by its personnel code of ethics
d. All of the above
e. None of the above
7. You and your team of welders were asked by the principal to install a new steel gate for
the school. The first step that you will do to implement this project is:

a. Assign specific work to your team members

b. List the materials and labor cost and prepare the budget
c. Visit the school and inspect the old gate
d. All of the above
e. None of the above

8. You observed that one of the persons you are supervising has been frequently late for
work and has not been able to submit a report on time. As a supervisor, you will:

a. Send the person an email informing him that you are displeased with his tardiness
b. Call the team for a meeting and assign another person to do the report
c. Talk to the person in private and tell him about your observations and discuss some
suggestions
d. Talk to the person in private and tell him that his tardiness is bringing the group
performance down
e. None of the above

9. One of the characteristics of a good team player is being accountable. Being accountable
means that you listen to all ideas even if you think your idea is best, and remain respectful if your
work is criticized.

a. True
b. False

10. Your supervisor is criticizing your work based on reports of a co-worker. You should a.
Not
pay attention and think of how to defend yourself
b. Inform your supervisor that you did not see him observing you in action
c. Request your supervisor to include in the meeting your co-worker to prove that your co-
worker gave wrong information about your work
d. All of the above
e. None of the above

II. Essay
1. What are the positive effects of gender sensitivity in the workplace? (10 pts.)
Answer Key
1. A - True
2. C - Trusting relationships among team members
3. A - True
4. B - False
5. C - Maintain a positive attitude and encourage others to participate
6. D - All of the above
7. C - Visit the school and inspect the old gate
8. C - Talk to the person in private and tell him about your observations and discuss some
suggestions
9. B - False
10. C - Request your supervisor to include in the meeting your co-worker to prove that your co-
worker gave wrong information about your work.