BECOME AN EVENT MANAGER
Start an Event Management Business
This associate diploma in event management offers you the opportunity to study for a qualification to aid your career in event management.
Many event managers start out by setting up and running their own business on a small scale; and growing from there. Before starting out though; you need to understand what is involved, develop networks, and have a level of small business management skills.
Other event managers start out by working for a larger company that is continuously organising and running events: perhaps a concert promoter, an exhibition company or even a reception centre
To get started:
- Study an Event Management Course
- Get some experience volunteering to help with community events
- Join an Organisation (Anything from Church or Rotary club to a local Garden club) and offer to help with running a show or exhibition they operate.
- Establish networks that may use your services
You are required to complete fifteen modules including 100 hours of work based experience (Industry Project
Note that each module in the Qualification - Associate Diploma in Event Management is a short course in its own right, and may be studied separately.
Delegation involves assigning specific jobs to specific individuals or work teams. In most instances, delegation relates to assigning tasks to individuals rather than to teams. However, it is a very important element of successful team work. A good team leader is usually also a good delegator, willing and able to share the workload by using the skills, interests and goals of each member of the team to achieve the best possible results.
Importance of Delegation
If applied properly, delegation is an excellent motivational tool. However, when used inappropriately, delegation can overload employees, increase stress levels, reduce productivity and in time, cause serious damage to staff morale.
- Delegation can be used for various purposes other than organising work
- Delegation can improve motivation by increasing participation in projects and developing job variety
- Delegation fosters personal development (It can overcome bad habits and develop improved attitude)
- Delegation clarifies job definition (Employees understand more clearly who is responsible for what)
- Delegation is time efficient (Time is not wasted on monitoring who is doing what. This leaves the supervisor free to do other important tasks such as work planning)
- Delegation aids assessment of staff performance (because work tasks become more clearly identifiable, and you know who did what)
- Job Satisfaction is improved (This can occur both when an individual is responsible for, and achieves an outcome, and receives credit for it, and when an individual takes pride in his or her part in a team’s success).
Examples of Delegation
If a work team has the responsibility of planting trees, the supervisor has a number of ways of approaching the job:
Alternative 1 - Stay on the job, watch everyone as they plant, and get everyone to work together without delegating specific tasks to anyone. This may include allowing the workers sort out who does what, then interjecting only when a problem is perceived.
Alternative 2 – Divide the area into the number of available workers, and assign each worker to plant one section. If someone finishes early, you might reward them by giving them a break.
Alternative 3 - Divide the task into sub tasks: perhaps digging holes; planting and fertilizing; staking and watering. Assign people to each task. However, if one or more groups of workers work more slowly than others, they might slow down the whole project. Or, this might put peer pressure on the other teams to perform faster.
These are just some of the ways of delegating. Can you think of others? Consider the outcomes that might result from applying any of these approaches.
Good delegation results from adapting the delegation style to the delegation situation on order to achieve particular goals. Delegation situations include:
- High Experience/Low Motivation;
- High Experience/High Motivation;
- Low Experience/Low Motivation;
- Low Experience/High Motivation.
- High Experience/Low Motivation
Employees have a lot of ability, so they don’t need training. Because their motivation is low, it is necessary to watch them closely, communicate continually, set deadlines and ensure those deadlines are met. In this situation, it is important that workers understand very clearly what is expected of them.
High Experience/High Motivation
This is an ideal situation. The employee does not need much or any training, because their competence is already high, and due to their high motivation, they can perform with minimal supervision. Always remember though t hat motivation can diminish over time if the employee is not sufficiently stimulated. Therefore, the employer does need to maintain awareness and respond if motivation diminishes. Always remain open and approachable. Continually encourage and invite the employee to approach you if they have any concerns.
Low Experience/Low Motivation
It is very difficult to delegate work to someone in this category. There are still situations when such a worker must be used. For instance, you may be short of manpower or cannot afford to pay the rates demanded by people with higher skill levels. Training becomes very important in this situation. Well executed training may help increase not only skills but also motivation. A person with low motivation can also sometimes be motivated by feeling that he or she is trusted to do a task, and given the skills to do it. Beyond this it is important to challenge, support and encourage.
Low Experience/High Motivation
There is a danger that this employee may attempt tasks beyond their capabilities, which may result in stress, burnout or even in decreased service to customers. It can also result in valuable materials, equipment time or manpower being misused or even lost. It is very important to train such employees, and closely monitor their work until their competence has been confirmed.
Why Choose to study with ACS?
- Service – We put the student first; tutors and administration
can be contacted 5 days a week, 50 weeks of the year, by phone or email.
We provide better Learning – we’ve been delivering distance
education for over 3 decades, and we understand how people learn by home study.
- Our methods are unique, developed through trial and error always with our focus
squarely on helping you learn.
- Up to Date – We are continually revising and updating
courses. We listen to our students feedback and we always improve the course if
a change is identified that will help significantly improve your learning.
- More Choice – Graduates need a set of skills that will set
them apart and give them an advantage over competition in the world after
study. We have a wide variety of study choices, and give you lots of options to
choose different paths throughout a course. Doing this has meant an ACS
graduate is always different to other ACS graduates; and that difference has
made our graduates very successful.
- No Short Cuts – You can’t take short cuts in learning; and
that is why our courses are often longer than what you find elsewhere. Sure,
anyone can study a short course, quickly sit an exam (while the information is
fresh) and pass; but if you want to really understand something and retain it,
that takes time.
- More than just Learning Facts – We understand that success in
the workplace or business requires you to not only learn things, but also build
networks, understand the commercial world, be able to solve problems, communicate
with people, and have an attitude that will function in your chosen industry.
Our courses are designed to develop all of these things.