Professional Conduct And Networking Activities For Achieving Organizational Goals

• Code of ethics and anti-discrimination policy are the two pieces of JKL industries policy that conflict with the team’s behavior towards the employees (Dixon, 2016).
• One piece of relevant legislation in this company’s policy is anti-discrimination policy.
• The long-term achievement in any culturally diverse organization is to develop a diversity plan that must be included in the organizations policies and procedures. This will be incorporated in such a manner utilizing the same intentional goal-setting processes applied to compose customary business-related objectives. Essential plans and policies around diversity must embrace quantitative purposes along with particular timelines for extending benchmarks and estimating advancement, all of which issue direction and encourage action by employees. Having a well-defined policy will assist the business achieve its objectives, whether those objectives are to supply better facilities to clients, generate a more comprehensive workplace culture, enroll and preserve highly-qualified and skillful diverse employees, and execute programs which will produce a pipeline of aptitude for hereafter (Barak, 2016).
• The policies must ensure the ethics stating that every employee should follow the basic moral instructions and behave themselves in the workplace surroundings. Be it small or big company the policy should include equal opportunities among all the employees to be recruited based on merit.
• Employees should be approached calmly and will be assured that they will receive an equal opportunity to be acknowledged. They must be reminded of the policies that the company holds and so they will all be offered a fair appeal process and complains will be heard by the heads.

• The potential problems anticipated from the team are that there are an absence of interpersonal skills, cultural responsiveness and emotional intelligence in both the staffs as well as the managers. An absence of trust prevails among the staffs and they are unaware of the pertinent policies of the organization. It was also noticed that managers has showed poor leadership skills that reflects on the team.  
• A sympathetic ear should be lent to the employees for their problems. The duty of a manager is to find out the cause as to why they behaved in the certain why. The problems should be discussed sitting with the team and immediate action should be taken. Equal chances should be provided to each of them to justify this unacceptable behavior. The issues should be calmly issued and they must be motivated to get away with the negative attributes and qualities.
• The default communication style that was observed is Passive style where the conflicts and responsibilities are mainly avoided. Therefore, the effective communication style would be Assertive style of communication where the leaders or the communicator will be clear and confident about what they want to say without hurting anyone. They will be ambitious but they will have the sense of keeping in mind the emotions of others (Dasgupta, Suar & Singh, 2012).  
• Assertive communication style has been applied to workplace previously where the self-esteem was boosted among the employees and this helped the employees with managing stress. As this kind of communication style is built on mutual respect, thus it is a successful and diplomatic style (Spaho, 2013).

• Networking is about acknowledging and taking benefit of helpful relationships to get the work done for achieving a goal for the organization. This will thus help to authorize individuals and reinforce the work team and the organization as well. It is about participation and so through this relationships are established and people peoples and staffs in the workplace. However, it builds the common sense of support and fortune. The suggested networking will be Informal networks as this type of networking is what builds overtime with the employees. This type of networking conveys much information that affects the organization comes through facts, gossips or rumors.  This also helps in building up rapports among the employees and smash down obstacles (Fracassi & Tate, 2012).
• A situation where I was joined as a production manager in a new cosmetic organization before and improving my network was the endmost thing in my mind. However, I took strategic networking which played an important role. Strategic networking is about featuring out future preferences and challenges. Contacts here are both internal as well as external and are aligned towards future. Stronger relationship are made within the network because both lateral and vertical are recognized with other working and business unit leaders, with staffs who are just outside the present control. The outcome of strategic networking in an organization is it encourages and restrains the networks based on trust with the aim of certain organizational goals. It also goes on a favorable networking track of the success of the organization in terms of both financial and non-financial production measures.

References

Barak, M. E. M. (2016). Managing diversity: Toward a globally inclusive workplace. Sage Publications.

Dasgupta, S. A., Suar, D., & Singh, S. (2012). Impact of managerial communication styles on employees’ attitudes and behaviours. Employee Relations, 35(2), 173-199.

Dixon, O. (2016). Honesty without Fear-Whistleblower Anti-Retaliation Protections in Corporate Codes of Conduct. Melb. UL Rev., 40, 168.

Fracassi, C., & Tate, G. (2012). External networking and internal firm governance. the Journal of finance, 67(1), 153-194.

Spaho, K. (2013). Organizational communication and conflict management. Management: journal of contemporary management issues, 18(1), 103-118.

Zhu, Q., Sarkis, J., & Lai, K. H. (2013). Institutional-based antecedents and performance outcomes of internal and external green supply chain management practices. Journal of Purchasing and Supply Management, 19(2), 106-117.