RESULT

BACHELORS/MASTERS DEGREE ASSESSMENT SPECIFICATION

FACULTY OF BUSINESS & LAW

Student name: Student IC number:

Programme: BBA (HONS) IN HUMAN RESOURCE MANAGEMENT

Module: INTERNATIONAL MANAGEMENT Module Level (4, 5, 6, 7): 6

60%
Module code: BMC501/BIB6063 Contribution to Overall
Module Assessment (%):

Lecturer: Internal Verifier:

COMPARISON OF MANAGEMENT
Assignment Title: Assignment No (x of x): 1 of 1
STYLE

28th
Hand Out Date: 6th December 2018 Submission deadline: December
2018

Return date of
provisional marks & 31st December 2018
written feedback:

Referencing: In the main body of your submission you must give credit to authors on whose research your work is based.
Append to your submission a reference list that indicates the books, articles, etc. that you have read or quoted in
order to complete this assignment (e.g. for books: surname of author and initials, year of publication, title of
book, edition, publisher: place of publication).
Submission: 28th
Assignments will be submitted to Turnitin. Please make sure that
Date: December
you do not plagiarize by mistake. Seek help from your lecturer if
2018
you have an questions about referencing external sources
Penalties for late submission: Up to one week late, maximum mark
of a pass. Over one week late, Fail/Refer. Only the Extenuating
Circumstances Panel may grant permission for a later submission.
Please make sure that any appeal is supported by written evidence
 and submitted to your faculty and registry at or before the
submission time.

Lecturer to tick to indicate if a hard copy version of the assignment must be submitted. YES ✔

NO

DO NOT put this form into Turnitin or it will match many similarities with other students’ submissions.

Learning Outcomes tested

(from module syllabus)
1. Analyse, evaluate, and appraise business strategy in the global arena.
2. Manage information, using technology and lead organization in the global arena
Table of Content

Page

1. Background 1–2

2. Introduction 3

3. Management Style 4

4. Role and impact of culture on the management. 5–6

5. The organization structure and control systems that are utilised. 7 – 10

6. Conclusion 11

7. References 12 – 13

8.
Marking Criteria & Student Feedback 14 – 17

(Total Words : 2,055)

1. Background

Facebook Inc.

The idea for Facebook started out with “Facemash” – an online programme that
compares photos of students and users selecting who is “hotter”. This birth the framework for
today’s Facebook. The first version of Facebook was known as thefacebook.com – an online
network exclusively for Harvard university students. It was founded by Mark Zuckerberg,
Eduardo Saverin, Andrew McCollum, Dustin Moskovitz, and Chris Hughes. As Facebook was
popular with Harvard students, they soon made it available to other colleges such as Stanford,
Yale, and Columbia. By 2005, “TheFacebook” has officially become “Facebook” and by 2006,
Facebook was made available worldwide, anyone can make an account now.

Mission
To give people the power to build community and bring the world closer together.

Vision
People use Facebook to stay connected with friends and family, to discover what’s
going on in the world, and to share and express what matters to them.

(146 words)

Page 1 of 20
Twitter Inc.

Odeo was a podcasting company that started Twitter back in 2006. They needed to
reinvent themselves. Jack Dorsey sparked an idea of creating a platform for SMS (Short
Message Service) that would allow a small group of people to communicate. It was called
“status” until later which they named it twttr. Jack Dorsey, Biz Stone, and Evan Williams
formed Obvious Corporations with members from Odeo, and then bought out Odeo from
investors and shareholders. It was not until April of 2007, only did Twitter became its own
company.

Mission
Reach the largest daily audience in the world by connecting everyone to their world via
our information sharing and distribution platform products and be one of the top
revenue generating Internet companies in the world.

Vision
We believe in free expression and think every voice has the power to impact the world.

(141 words)

Page 2 of 17
2. Introduction

The term ‘Social media’ is reference to websites and applications that are designed to
share content instantly, efficiently, and in real-time. (Hudson, 2018) The first social media site
was not MySpace, it was a site called Six Degrees that launched in 1997. It allowed users to
create a profile and befriend other users. The site was bought over by Youthstream for $125
million in 1999 (Jones, 1999) but by the year 2000, it was shut down. (Baker, 2012)

After Six Degrees, Myspace and LinkedIn began in 2003. It was not until 2004 that
Facebook launched; Twitter launched in 2006. Today, we have 4.021 billion internet users with
3.196 billion being active social media users.

Facebook opened a path to building a community online; to building an e-commerce

shop; to sharing entertainment and stories. The site is led by Mark Zuckerberg who started the
platform in his college dorm room. While Twitter is a micro-blogging site that allows
information to be dissipated easily, it was an idea that was brought to the table of Odeo and
turned Odeo’s employees into Twitter Inc.’s

Management is an important factor in determining the success of the organization.

According to Henry Fayol, to manage is to forecast and to plan, to organize, to co-ordinate and
to control. The importance of management lies in the combination of art, science, and
profession whereby management is concern with the people working in the organization and
that management is situational as opposed to routine advice.

(246 words)

Page 3 of 17
3. Management Style

Both Facebook Inc. and Twitter Inc. are American organizations in the social
media industry, they adopt the transformational management style.

As the Chief Executive Officer of Facebook Inc., Marl Zuckerberg’s leadership

style is majorly transformational leadership (a leadership approach that creates valuable
and positive change in subordinates with the end goal of transforming followers into
leaders. Mark Zuckerberg is a motivator who inspires his employees with the direction of
the company. In the beginning, Zuckerberg was not a good CEO, he was awkward and
often riled his employees. He learnt that the CEO imprints on the employees.

Jack Dorsey (CEO of Twitter Inc.) leans towards a more democratic style of
leadership where users of the platform are part of the decision-making process because they
contribute ideas and express perspectives on company strategies. With an 86 per cent
approval rating on Glassdoor, Jack Dorsey is a true visionary and innovator. Unlike
Zuckerberg who runs only Facebook Inc., Dorsey runs both Twitter Inc. and Square (a
plugin that turns smartphones into credit card processing terminal). Running two
companies as CEO is a juggle but Dorsey manages his time whereby:

- Monday : Address management issues

- Tuesday : Focus on product engineering and design
- Wednesday : Marketing and communications, and growth
- Thursday : Meetings with external partners and developers
- Friday : Company and culture, and recruiting
- Saturday : Day off
- Sunday : Brainstorm strategy and conducts job interviews

(241 words)

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4. Role and impact of culture on the management.

Culture is defined as a set of shared values, understandings, assumptions, and goals

that are learned from the previous generations, imposed by the current members of a
society, and passed on to the succeeding generation. Culture is the result of shared attitudes,
code of conduct, and expectations that acts as a subconscious guide and control certain
norms of behaviour.

Based on Robert E. Quinn and Kim S. Cameron, there are four types of universal
organizational culture, which are: Clan, Adhocracy, Market, and Hierarchy. Facebook Inc.
and Twitter Inc. can be described as having an adhocracy culture within their organization
as both these companies create a dynamic and creative working environment that values
innovative outputs, transformation, and agility. The type of leadership in the company
determines the type of culture it adopts.

Facebook Inc.’s Mark Zuckerberg used to be awkward and bad at communication,

he even riled at employees. Then, Robin Reed (Facebook’s in-house recruiter) confronted
Zuckerberg and he sought-out mentors to help build his leadership style. As Zuckerberg
sharpens and moulds his leadership skills, he transformed into a demanding, aggressive,
and encouraging leader who’s fearless, tireless, and challenging while bringing out the
talents within the employees. Zuckerberg believes that employees should be hired based on
their passion because skills can be taught but passion can’t. Through this, employees are
allowed to choose the projects which interests them rather than assigning tasks which do
not interest them. That way people can work with clear direction and produce great results.

While Facebook Inc. has been staying strong with their CEO, Twitter Inc., on the
other hand, has experienced 4 CEO cycles in the past decade. After Jack Dorsey stepped
down in 2008, Evan Williams stepped up as CEO. He then stepped down as CEO in 2010,
and Dick Costolo took over as CEO until the year 2015. Jack Dorsey returned as Twitter
Inc.’s CEO and the CEO of Square (a payment site which he founded after leaving Twitter
Inc. in 2008. Based on Glassdoor reviews, a recent statement by an employee stated that
the turnover rate is high in the senior management of the company which makes the
company directionless. Employees often state that Twitter Inc. lacks proper direction,
which means the company doesn’t have a clear vision. A vision usually starts from the

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leader at the top, if the leader keeps stepping down, it’s definitely challenging to build the
vision for employees to follow through. However, it’s been 5 years since Jack Dorsey
stepped in as CEO and Twitter has been growing.

Both Facebook Inc. and Twitter Inc. continuously work on experiments and
innovations to bond the materials in the organization. This is also because their CEOs play
an important role in encouraging failure as a learning avenue and are risk-takers themselves.
This cultivates an organization culture that appreciates growth and strives to move forward
together.

Taking into consideration that both these companies are American companies. Based
on the Hofstede’s Cultural Dimensions, Americans score low for Power Distance (40) and
high for Individualism (91) signifying that American organizations establish hierarchy for
convenience purposes. Superiors and managers are reliant on individual employees and
teams for expertise. Both parties share information frequently and expect decisions to be
consulted. This can justify why these two companies value openness as a culture in their
organization. Besides that, they also equally value freedom of expression.

(535 words)

Page 6 of 17
5. The organization structure and control systems that are utilised.

CEO
Mark Zuckerberg

Corporate
Geographic Product-Based
Function-Based
Divisions Divisions
Teams

Chief Executive North America Family of apps

Finance
Operations
Information New platforms &
Latin America
infrastructure
Technology
Accounting
Privacy
Europe, Middle Central product
Security East & Africa services
Marketing
Legal
Business & Marketing Asia & South
Pacific
Global Public Policy
Investor Relations
Product Management
Human Resources

The organizational structure of Facebook is a variation of the traditional organizational

structure of companies. The structure of the company is tailored to the needs of the IT and
Internet operations. In this case of Facebook Inc. 's business analysis, the corporate structure
responds to the dynamics of the social media global market. Facebook Inc. has an
organizational structure that allows the social media industry to grow and diversify. This
company structure offers a competitive advantage to make the online social network of the
company resilient to competition.

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Facebook has a matrix organizational structure. The key features of this structure expect to
meet the organizational needs of the company, especially the need for creativity and innovation.
Facebook has divided its organization into three notable structures:

1. Corporate Function-Based Teams

Focuses on maintaining business operational activities. Chief Operating Officer,

Sherly Sandberg heads the business aspect of the company, while Mark Zuckerberg
leads the product divisions.

2. Geographic Divisions

These divisions exist due to differences in social networking and online advertising
market dynamics. Here, the company can highlight the differences in behaviours of
people and advertisers from various regions of the world. Some of the geographic
divisions share resources and managers with function-based teams to avoid
duplication of information.

3. Product-Based Divisions

Corporate or global teams manage operations to specific products. Facebook Inc. is

very much focused on its social networking site, as of today, they have expanded onto
WhatsApp, Instagram, and Messenger, and are always looking for potential to expand
and diversify even more.

According to Reuters, Facebook has approximately 17,000 employees worldwide. To

moderate the content on its platform, the company has thus far hired 4,500 employees and plans
to add 3,000 people to their global operations team. This is their direct coordinating mechanism
in controlling violent content from circulating their platforms, the company will also offer
psychological support to moderators in view of the potential trauma the content circulating the
platform might provoke.

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 Technology Lead

Customers Lead

Lead Counsel

CFO

CEO
Product Lead
Jack Dorsey

Revenue Product
Lead

Design & Research

Lead

Engineering Lead

People & Markerting

Lead

Twitter Inc. made a decision to transform their general manager organizational structure
to a functional organizational structure in June 2018. (Dorsey, 2018) Dorsey announced the
change on his official Twitter account, stating that a functional organizational structure will
drive clearer decision-making, foster stronger culture, increase agility in engineering trade-
offs, and set the company for more creativity and inventions.

The company coordinates the moderation of their content with the Twitter Trust &
Safety Council which consists of safety advocates, academics, and researchers. They provide
Twitter Inc. input on policies, safety products, and programs. The company itself has their own
Trust & Safety department headed by a VP – Del Harvey. The department aims to ensure user
trust, protect users, and enforce policies for areas pertaining legal components.

Both Facebook Inc. and Twitter Inc. moderates their platform for any form of
harassment when it is not in line with their vision for their services. For Facebook, community
is a positive word that signifies support from like-minded people without being discriminated

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or judged, it is a platform to share life stories with friends and family abroad, and nowadays it
has transcends connecting, it has built a space to network people through events and pages.
Similarly, Twitter Inc. has grown from a 140-characters microblogging site to a 280-characters
limit that promotes freedom of expression and storytelling in the form of instant messaging.

(537 words)

Page 10 of 17
6. Conclusion

The social media industry promotes openness and connection. Both Facebook Inc. and
Twitter Inc. envisions a world of connection with transparency but this feature of the internet
is always prone to abuse. People tend to abuse the platform to share unsettling content such as
suicide on the live feature of the platform, or even gruesome murders of animals. Going global
for these companies have been a challenge since the beginning as the internet is available
worldwide. Which is why it is extremely important for these two companies to be able to
manage and monitor they global operations via direct and indirect coordinating mechanisms.

The leadership style in companies influence the type of organization culture that it
births. Twitter Inc. and Facebook Inc. both offer lucrative employment benefits where the
companies try to ensure work-life balance for their employees. According to Glassdoor, 80 per
cent of reviewers would recommend a friend to work with Twitter Inc. and 87 per cent of
reviewers would recommend a friend to work with Facebook Inc. Of course with upsides,
there’s also downsides to working with large corporations, which is the probability of not being
able to achieve a work-life balance (notably in specific departments) and there will definitely
be political agendas that trickle down.

(209 words)

Page 11 of 17
References

1. Baldonado, A. M. (2015). What Can We Learn from Young Leaders Today?

International Journal of Managerial Studies and Research (IJMSR), 40 - 43.

2. Barr, S. (2018, August 23). When did Facebook start? The story behind a company
that took over the world . Retrieved from Independent:
https://www.independent.co.uk/life-style/gadgets-and-tech/facebook-when-started-
how-mark-zuckerberg-history-harvard-eduardo-saverin-a8505151.html

3. Chris, J. (2015, August 25). 5 Mark Zuckerberg Leadership Style Commandments .

Retrieved from Joseph Chris : Driving Business Connections:
http://www.josephchris.com/5-mark-zuckerberg-leadership-style-commandments

4. Dorsey, J. (2018, June 28). jack. Retrieved from Twitter:

https://twitter.com/jack/status/1012381283396157440/photo/1?ref_src=twsrc%5Etfw
%7Ctwcamp%5Etweetembed%7Ctwterm%5E1012381283396157440&ref_url=https
%3A%2F%2Fwww.cnbc.com%2F2018%2F06%2F28%2Ftwitter-is-restructuring-as-
its-product-executive-steps-down.html

5. Elias, J. (2017, May 3). Facebook to hire 3,000 more moderators to curb violent
videos, offers psychological support to workers . Retrieved from Silicone Valley
Business Journal: https://www.bizjournals.com/sanjose/news/2017/05/03/facebook-
live-video-moderators.html

6. Facebook Reviews. (n.d.). Retrieved from glassdoor:

https://www.glassdoor.com/Reviews/Facebook-Reviews-E40772.htm

7. Facebook's Lessons in Leadership. (2012, October 18). Retrieved from Entrepreneur:

https://www.entrepreneur.com/article/224649

8. Hofstede Insights. (n.d.). Country Comparison. Retrieved from Hofstede Insights:

https://www.hofstede-insights.com/country-comparison/the-usa/

9. Hudson, M. (2018, June 23). What is social media? Retrieved from The Balance
Small Business: https://www.thebalancesmb.com/what-is-social-media-2890301

10. Kemp, S. (2018, January 30). Digital in 2018: World’s internet users pass the 4
billion mark. Retrieved from We Are Social:
https://wearesocial.com/uk/blog/2018/01/global-digital-report-2018

11. Kosoff, M. (2018, February 19). “Just an Ass-Backward Tech Company”: How
Twitter Lost the Internet War. Retrieved from Vanity Fair:
https://www.vanityfair.com/news/2018/02/how-twitter-lost-the-internet-war

12. Lombardo, J. (2018, June 6). Facebook Inc.’s Organizational Culture (An Analysis).
Retrieved from Panmore Institute: http://panmore.com/facebook-inc-organizational-
culture-characteristics-analysis

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13. Lombardo, J. (2018, September 8). Facebook Inc.’s Organizational Structure
(Analysis). Retrieved from Panmore Institute: http://panmore.com/facebook-inc-
organizational-structure-analysis

14. Management. (n.d.). Retrieved from Investor Relations:

https://investor.fb.com/corporate-governance/default.aspx

15. Merrell, K. (n.d.). The History of Social Media: Social Networking Evolution!
Retrieved from History Cooperative: https://historycooperative.org/the-history-of-
social-media/

16. OCAI online. (n.d.). Organizational Culture. Retrieved from OCAI online:
https://www.ocai-online.com/about-the-Organizational-Culture-Assessment-
Instrument-OCAI/Organizational-Culture-Types

17. Savitz, E. (2012, November 5). Jack Dorsey: Leadership Secrets Of Twitter And
Square. Retrieved from Forbes:
https://www.forbes.com/sites/ericsavitz/2012/10/17/jack-dorsey-the-leadership-
secrets-of-twitter-and-square/#545fd97d5e2b

18. The Twitter Trust and Safety Council. (n.d.). Retrieved from Twitter:
https://about.twitter.com/en_us/safety/safety-partners.html

19. TWITTER HELP . (n.d.). Retrieved from Profile Rehab: Recover from Bad Designs:
http://profilerehab.com/twitter-help/history_of_twitter

20. Twitter Reviews. (n.d.). Retrieved from glassdoor:

https://www.glassdoor.com/Reviews/Twitter-Reviews-E100569.htm

Page 13 of 17
 MARKING CRITERIA AND STUDENT FEEDBACK

available

awarded
Marks

Marks
Common Assessment Criteria Applied

1. Research-informed Literature 10
Extent of research and/or own reading, selection of credible sources,
application of appropriate referencing conventions.

2. Knowledge and Understanding of Subject 10

Extent of knowledge and understanding of concepts and underlying
principles associated with the discipline.

3. Analysis 30
Analysis, evaluation and synthesis; logic, argument and judgement;
analytical reflection; organisation of ideas and evidence

4. Practical Application and Deployment 30

Deployment of methods, materials, tools and techniques; application of
concepts; formulation of innovative and creative solutions to solve
problems.

5. Skills for Professional Practice 20

Attributes in professional practice: individual and collaborative working;
deployment of appropriate media; presentation and organisation.

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This section details the assessment criteria. The extent to which these are demonstrated by you determines your
mark. The marks available for each criterion are shown. Lecturers will use the space provided to comment on
the achievement of the task(s), including those areas in which you have performed well and areas that would
benefit from development/improvement.

Late Submission Penalties (tick

Assignment Mark (Assessment marks are subject to
if appropriate)
ratification at the Exam Board. These comments
Up to one-week late
and marks are to give feedback on module work and %

are for guidance only until they are confirmed. )

Over one week late

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 COMMON ASSESSMENT AND MARKING CRITERIA
Conditional
pass/very
OUTRIGHT FAIL SATISFACTORY GOOD VERY GOOD EXCELLENT EXCEPTIONAL
likely to
require resit.

Assessment
Criteria 0-44% 45-49% 50-59% 60-69% 70-74% 75-79% 80-100%

1. Research- Little or no Poor evidence References to a Inclusion of a Inclusion of a A comprehensive Outstanding

evidence of of reading limited range of range of research- wide range of range of research knowledge of
informed reading. and/or of mostly relevant informed research-informed informed research-
Literature Views and reliance on sources. Some literature, literature, literature informed
Extent of findings inappropriate omissions and including sources including sources embedded in the literature
unsupported sources, minor errors. retrieved retrieved work. Excellent embedded in the
research and non- and/or Referencing independently. independently. selection of work. Outstanding
and/or own authoritative. indiscriminate conventions Referencing Selection of relevant and selection of
reading, Referencing use of sources. evident though conventions relevant and credible sources. relevant and
conventions Referencing not always mostly credible sources. High-level credible sources.
selection of largely ignored. conventions applied consistently Very good use of referencing skills, High-level
credible used consistently. applied. referencing consistently referencing skills
sources, inconsistently. conventions, applied. consistently and
consistently professionally
application of applied. applied.
appropriate
referencing
conventions
2. Knowledge Major gaps in Gaps in Evidence of basic Knowledge is Knowledge is Excellent Highly detailed
knowledge and knowledge, knowledge and accurate with a extensive. knowledge and knowledge and
and understanding with only understanding of good Exhibits understanding of understanding of
Understandin of material at superficial the relevant understanding of understanding of the main concepts the main
g of Subject this level. understanding concepts and the field of study. the breadth and and key theories. theories/concepts
Substantial . Some underlying depth of Clear awareness , and a critical
Extent of inaccuracies. significant principles. established views. of challenges to awareness of the
knowledge inaccuracies. established views ambiguities and
and and the limitations of
limitations of the knowledge.
understanding knowledge base.
of concepts
and
underlying
principles
associated
with the
discipline.
3. Analysis Unsubstantiate Some Evidence of some Evidence of some Sound, logical, Thoroughly logical Exceptional work;
d evidence of logical, analytical logical, analytical analytical work, supported judiciously
Analysis, generalisations, analytical thinking and some thinking and thinking; synthesis by evaluated selected and
evaluation and made without intellectual attempts to synthesis. Can and evaluation. evidence. High evaluated
synthesis; use of any skills, but for synthesise, albeit analyse new Ability to devise quality analysis, evidence. Very
credible the most part with some and/or abstract and sustain developed high quality
logic, evidence. Lack descriptive. weaknesses. data and persuasive independently or analysis,
argument and of logic, leading Ideas/findings Some evidence to situations without arguments, and to through effective developed
judgement; to sometimes support findings/ guidance. review the collaboration. independently or
unsupportable/ illogical and views, but An emerging reliability, validity Ability to through effective
analytical missing contradictory. evidence not awareness of & significance of investigate collaboration.
reflection; conclusions. Generalised consistently different stances evidence. Ability contradictory Ability to
organisation Lack of any statements interpreted. and ability to use to communicate information and investigate
attempt to made with Some relevant evidence to ideas and identify reasons contradictory
of ideas and analyse, scant conclusions and support the evidence for contradictions. information and
evidence synthesise or evidence. recommendations argument. accurately and Strong, identify reasons
evaluate. Conclusions , where relevant Valid conclusions convincingly. persuasive, for contradictions.
lack relevance. and Sound, convincing conclusions, Highly persuasive
recommendations conclusions / justifiable conclusions
, where relevant recommendations recommendations
. .
4. Practical Limited or no Rudimentary An adequate A good and A very good An advanced Outstanding levels
use of methods, application of awareness and appropriate application of a application of a of application and
Application materials, tools methods, mostly application of range of methods, range of methods, deployment skills.
and and/or materials, appropriate standard materials, tools materials, tools Assimilation and
Deployment techniques. tools and/or application of methods, and/or and/or development of
Little or no techniques well-established materials, tools techniques. techniques. cutting edge
Effective appreciation of but without methods, and/or Very good The context of the processes and
deployment of consideration materials, tools techniques. consideration of application is well techniques.

Page 16 of 17
appropriate the context of and and/or Good appreciation the context of the considered, with
the application. competence. techniques. of the context of application, with extensive use of
methods, Flawed Basic appreciation the application, perceptive use of relevant
materials, appreciation of the context of with some use of examples, where examples.
tools and of the context the application. examples, where relevant. Application and
of the relevant. Evidence of some deployment
techniques; application. innovation and extend beyond
extent of skill creativity. established
demonstrated conventions.
Innovation and
in the creativity evident
application of throughout.
concepts to a
variety of
processes
and/or
contexts;
formulation of
innovative and
creative
solutions to
solve
problems.
5. Skills for Communication Media is Can communicate Can communicate Can communicate Can communicate Can communicate
media is poorly in a suitable effectively in a well, confidently professionally with an
Professional inappropriate designed format but with suitable format, and consistently and, confidently in exceptionally high
Practice or misapplied. and/or not some room for but may have in a suitable a suitable format. level of
Demonstrates Little or no suitable for improvement. minor errors. format. Can work professionalism.
evidence of the audience. Can work as part Can work Can work very professionally Can work
attributes autonomy in Poor of a team, but effectively as part well as part of a within a team, exceptionally well
expected in the completion independent with limited of a team, with team, with very showing and professionally
professional of tasks. or involvement in clear contribution good contribution leadership skills as within a team,
Work is poorly collaborative group activities. to group activities. to group activities. appropriate, showing advanced
practice structured initiative. Work lacks Mostly coherent Work is coherent managing conflict leadership skills.
including: and/or largely Work lacks coherence in work and is in a and fluent and is and meeting Work is
individual incoherent. structure, places and could suitable structure. well structured obligations. exceptionally
organisation, be better and organised. Work is coherent, coherent, very
initiative and and/or structured. very fluent and is fluent and is
collaborative coherence presented presented
working; professionally. professionally.

deployment of
appropriate
media to
communicate
(including
written and
oral); clarity
and
effectiveness
in
presentation
and
organisation.

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