Leisure Management IV - Policies & Procedures

Study the planning and management of leisure services, facilities and programs to learn the politics, productivity and procedural aspects of being a leisure industry manager.

Course Code: BRE305
Fee Code: S2
Duration (approx) Duration (approx) 100 hours
Qualification Statement of Attainment
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LEARN TO DEVELOP ADVANCED MANAGEMENT SKILLS IN THE LEISURE INDUSTRY

This module will enable the learner to develop management policy, procedural, and planning aspects of a recreation oriented service or facility.  This course covers policy development and management, meeting operational procedures, planning process management, meeting and conference management as well as supervising reports.

It is a valuable professional development course for anyone already working as a manager in the leisure industry; and a great opportunity for others to improve their skills, career and business prospects.

Available as a standalone module to round out management skills or combine with Leisure Management I, II and III for a more wholistic study program to cover marketing, human resources, administration and financial aspects specific to the industry as well. Discounts are provided for bundling courses.

 

 

Lesson Structure

There are 8 lessons in this course:

  1. Development of Organisational Policy
    • Areas to Be Considered Policy Development in Recreational Organisations
    • Design of Fitness Equipment
    • Managing Construction
    • Control Systems
    • Creating and Maintaining Information
    • Creating and Maintaining Control Systems
  2. Managing Organisational Policy
    • Risks Associated with a Lack of Policies
    • Quality Control
    • Sales Control
    • Labour Utilisation Control
    • Materials Control
    • Maintenance Control
    • Financial Control
  3. Staff Management
    • Approaches to Management Theory
    • A Scientific or Contingency Approach
    • The Systems Approach to Management
    • The Contingency Approach to Management
    • The Neo-Human Relations Approach to Management
    • Interviewing, Recruitment and Staff Induction
    • Profiling Employees
    • Management Styles & Supervision
    • Communicating with Employees, Orders and Instruction
    • Rules for Managers and Supervisors
    • Delegating
    • Motivating Employees and Negative Motivators
    • Training
    • Leaving Employment
  4. Developing A Planning Process
    • Policy Development
    • Planning Parameters: Quality, Time and Strategy Framework
    • Setting Standards and Corrective Action
  5. Managing The Planning Process
    • Implementation
    • Controlling Progress
    • Applying Standards
    • Dealing with Conflict
    • Work Study
    • Techniques of Work Study
    • Organisation and Methods
    • Quality Systems
  6. Management Strategies For Conferences & Seminars
    • Conferences and Seminars
    • Meetings
    • How to Make Meetings Most Effective
  7. Managing Committee Meetings
    • Meetings as a Tool for Management
    • Committees
    • Minutes
    • Notes on Conducting a Committee Meeting
    • Roles of Office Bearers
    • Decisions
  8. Managing Report Development
    • Report Writing
    • Typical Parts of a Report
    • Layout of Reports

Each lesson culminates in an assignment which is submitted to the school, marked by the school's tutors and returned to you with any relevant suggestions, comments, and if necessary, extra reading.

Aims

  • Influence the development of organisational policy.
  • Manage organisational policy
  • Manage the adherence of staff to operational procedures
  • Develop a planning process which is well defined and appropriate.
  • Manage the planning process.
  • Develop management strategies to improve the success of a conference or seminar
  • Manage the development of reports

MANAGING POLICY RISKS

Workplace policies should be looked at as a guideline for staff and management, not a set of rules. While breach of a policy should be taken as a serious matter, using it as a "big stick" to control how and what employees do defeats the purpose of the policy. Policies should be a framework on which employees can build and expand. Otherwise, staff will learn to lack initiative and simply "follow the rules" rather than try to improve services and find new, more efficient ways of doing things.

Policies should also be reviewed with some regularity. Some policies will not be popular with customers and staff. This is not a valid reason to change a policy. However, many inconsistencies and problems with policies can only be identified once they are put into practice. If a policy does not seem to be working, try to identify what part is not working, why it is not working and in what way it can be changed and improved. This should be done in consultation with customers and staff, as those working at floor level are often the ones who can best identify the strengths and weaknesses of a policy. Try to look for positive and negative feedback. If complaints are made, then always look to that party to suggest ways changes can be made.

Having said that, policies are a very necessary part of business and the lack of policies can cause the following problems:

  • Inconsistency in actions taken by both management and general staff (lack of direction!).

  • The need for a consistent approach in the way customers and staff alike are dealt with is paramount to the success of a business.

  • Increased possibility of conflict between staff and management, and staff and clients. If different rules apply to different people, all sorts of problems can occur within the business. While a policy should always have flexibility, they do provide a safety net as to why things must be done in a "certain way." It is important to note here that management should always be aware of WHY the policies are what they are. The ability to explain a company policy is just as vital as having one in place. (Most everyone has experienced the frustration of being told "It's company policy" in lieu of a real explanation!)

  • Inefficiencies and inconsistency in dealing with problems.

  • Failure to properly/adequately service customers/clients. The lack of policies can often make it difficult on employees who need to make a decision in regard to customer requests. A policy is not a substitute for good customer service, but it will help employees make sound decisions in regard to customer requests.

  • Increased likelihood of legal actions taken against the organisation. Policies on issues such as equal employment opportunities, equal use of facilities by all parties, or why a certain facility may be appointed as gender or age specific at a particular time, is important, should those things ever face any legal challenge.

  • Increased likelihood of accidents/workplace injuries. Again, making everyone aware of the expectations in regard to safety is important. While employers and employees are bound by the Occupational Health & Safety Act in each state, a code of practice, to instruct all staff and clients on how they can meet their responsibilities is needed.

Member of Study Gold Coast Education Network.
Member of Study Gold Coast Education Network.
ACS Global Partner - Affiliated with colleges in seven countries around the world.
ACS Global Partner - Affiliated with colleges in seven countries around the world.
Since 1999 ACS has been a recognised member of IARC (International Approval and Registration Centre). A non-profit quality management organisation servicing education.
Since 1999 ACS has been a recognised member of IARC (International Approval and Registration Centre). A non-profit quality management organisation servicing education.

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Course Contributors

The following academics were involved in the development and/or updating of this course.

Lyn Quirk

M.Prof.Ed.; Adv.Dip.Compl.Med (Naturopathy); Adv.Dip.Sports Therapy
Over 30 years as Health Club Manager, Fitness Professional, Teacher, Coach and Business manager in health, fitness and leisure industries. As business owner and former department head for TAFE, she brings a wealth of skills and experience to her role as a tutor for ACS.

Rosemary Davies (Horticulturist)

Leading horticultural expert in Australia.
Rosemary trained in Horticultural Applied Science at Melbourne University. Initially she worked with Agriculture Victoria as an extension officer, taught horticulture students, worked on radio with ABC radio (clocking up over 24 years as a presenter of garden talkback programs, initially the only woman presenter on gardening in Victoria) and she simultaneously developed a career as a writer.
She then studied Education and Training, teaching TAFE apprentices and developing curriculum for TAFE, before taking up an offer as a full time columnist with the Herald and Weekly Times and its magazine department after a number of years as columnist with the Age. She has worked for a number of companies in writing and publications, PR community education and management and has led several tours to Europe.
In 1999 Rosemary was BPW Bendigo Business Woman of the Year and is one of the founders and the Patron, of the Friends of the Bendigo Botanic gardens. She has completed her 6th book this year and is working on concepts for several others.
Rosemary has a B Ed, BSc Hort, Dip Advertising & Marketing

John Mason

Writer, Manager, Teacher and Businessman with over 40 years interenational experience covering Education, Publishing, Leisure Management, Education, and Horticulture. He has extensive experience both as a public servant, and as a small business owner.
John is a well respected member of many professional associations, and author of over seventy books and of over two thousand magazine articles.

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