Workplace relationship management contributes a great value to bring sustainable performance in a business. Establishment of the effective relationship between the staffs and the employees is crucial to create a positive environment for the employees (Gangai and Agrawal 2018). This study deals with the management of workplace relationship in the context of Canterbury Renovations. Their main aim is to achieve sustainable business by innovating something new in their service.
Canterbury Renovations is a kitchen renovation company. This company has got 3 tenders over the past month to enhance their development. In order to cope up with the growth, this company is required to increase their human resources. To manage the human resource it is crucial for Canterbury Renovations to implement some policy to enhance the relationship with the workers. One of the major policies is the staff consultation policy. However, by following this policy the managers and supervisors can communicate with the staffs on daily basis (Behrens et al. 2017). Therefore, staffs will be able to raise their concern regarding their work. On the other hand, staff internal communication policy is another vital policy, which allows the management of an organization to identify the different channels of communication to establish a good communication with the staffs. Canterbury Renovations can use such communication policy to enhance their staff relationship while recruiting more human resources. This policy will insist the staffs share more information with the managerial heads.
In order to expand an organization dramatically and manage the human resources, it is crucial to bring cultural diversity in the workplace (Bamel et al. 2018). Implementation of the workforce diversity policy will be effective for Canterbury Renovations. This will help such organization to give value to the new human resources belong from different cultural backgrounds. To implement this policy Canterbury Renovations needs to give equal right to all employees by providing similar appraisal and reward to the staffs those have the same designation. PDCA policy or Plan-Do-Check-Act is a continuous improvement policy, which makes the improvement sustainable in an organization. Canterbury Renovations can implement PDCA by undertaking internal audits, review of the performance management, client satisfaction survey, and review of the curriculum.
Canterbury Renovations can adopt workplace conflict policy to reduce the staff conflicts and conflicts in the workplace. However, they need to conflict resolution training and communication skill training to implement such policy (LI et al. 2018). Conflict resolution training helps the staff to cope up with their conflicts by identifying the solution and communication training enables the employees to enhance their interaction ability. This will enhance their performance level as well as the quality of organization as less complaint and less conflict highlight the increased productivity. Implementation of the fair dealing policy allows an organization to maintain the company ethics. Canterbury Renovations needs to maintain fair dealing by following this policy. They can prohibit any illegal activities while trying to gain competitive advantages. By the implementation of compliance training program, Canterbury Renovations can apply this policy. This policy will help this organization to comply with the legal requirements, which ensures the quality of the organization.
In order to establish a workplace relationship the management often focuses on the team building policy (Hirsh and Cha 2018). Building a team will allow Canterbury Renovations to establish a collaborative working culture. Effective communication and development a clear vision is required to give shape such policy. This will strengthen the human resources in an organization along with improving the business performance.
Canterbury Renovations wants to be an industry leader in the kitchen renovation industry. They want to create a customer-centric business to achieve sustainable growth in their organization. However, implementation of the staff consultation policy will be an effective approach for the Canterbury Renovations to enhance the staff engagement in their organization. On the other hand, staff internal communication policy will be effective for an organization to detect and use different communication channels to enhance the communication between the staffs (Rezaei et al. 2018). However, such policy will help the employees of Canterbury Renovations to communicate more and to enhance the collaborative work in their workplace. Canterbury Renovations wants to establish a positive culture in their workplace, which can be done through the implementation of the cultural diversity in the workplace. For this purpose, they need to implement the workplace diversity policy. This will bring the employees together by providing them equal right and value. Therefore, the mission of Canterbury Renovations is to bring continuous improvement in their workplace. In order to give shape their mission, they need to adopt PDCA policy, which is associated with the continuous improvement of Canterbury Renovations by undertaking regular monitoring process (Behrens et al. 2017).
On the other hand, workplace conflict policy will be helpful to reduce the employee’s conflict in the workplace (Olson 2018). Therefore, the fair dealing policy will be suitable for Canterbury Renovations to gain competitive advantages without any legal obstruction. This will allow the organization to maintain the business ethics. Moreover, implementation of the team building policy and internal communication skill policy will be beneficial for Canterbury Renovations to establish a good relationship with the employees. This will be effective to improve the performance level as well as the quality level of the organization.
In order to implement the staff consultation policy and staff internal communication practices, the team leaders of Canterbury Renovations need to create a conference or open forum. This will give an opportunity to the staffs to participate in this meeting and share their ideas, which will increase the communication level within an organization (Hirsh and Cha 2018). To bring the cultural diversity through the workforce diversity policy Canterbury Renovations needs to maintain the right of employees. To carry out this process the leaders need to give the similar performance appraisal and reward to the employees having the same designation. Therefore, to implement the staff internal communication skill policy needs to be implemented in the context of Canterbury Renovations. In order to implement this policy, the team leaders need to create an effective communication by developing a training program in the workplace.
Implementation of the PDCA policy needs to undertake the regular monitoring process (Folger et al. 2018). The team leaders of Canterbury Renovations need to collect feedback from the employees regarding the effectiveness of the new policy. In order to establish the team building policy and the workplace conflict policy, the team leaders of Canterbury Renovations require to make a clear communication with the employees and to empower the employees. This will help to build the team by involving the employees in the organizational decision making.
According to the given scenario, in Canterbury Renovations Sam is recruited in the place of Johnny. However, Sam has no experience in this field. As a result, Alan is not happy with Sam due to her lack of experience. Hence, Alan does not communicate with Sam, which makes Sam uncomfortable. Alan has a wrong concept about Sam, that he is not capable in his work as he has not any experience. The poor communication and the poor interpersonal relationship between Alan and Sam highlight the Prejudice in this current scenario. However, it is crucial for the workplace to establish a good relationship between the employees and the leaders (Currie et al. 2017). In the context of the current scenario, Alan wants to meet the target, which was not possible with Sam. This makes a big communication gap between Sam and Alan.
|
Problem |
Action plan |
Process |
Time frame |
outcome |
|
Lack of interpersonal communication |
Individuals conflict resolution plan categorized under the workplace conflict policy |
Open discussion |
3 months |
Reduction of the conflicts between two individuals |
Table 1: Action plan for Alan
(Source: Author)
As per the given scenario, Alan was not able to communicate with Sam. Lack of professional experience of Sam made Alan worried and he was not able to communicate with Sam. Implementation of the individual’s conflicts resolution method will be a good approach for Alan to address that communication is the main issue between Sam and Alan. Through the open discussion, Alan will be able to encourage Sam in her work.
Alan needs to implement an action plan to deal with the current prejudice, which is mentioned in the given scenario. The major drawback is the poor interpersonal and communication gap between Sam and Alan. In order to establish an effective workplace relationship, it is crucial for the employees and the leader to create an effective interaction between them (Lipsky et al. 2017). Hence, Alan needs to develop an open discussion with Sam that will allow Sam to exhibit her problem. As a result, Alan will able to identify that lack of experience is the main weakness of Sam, which does not let her perform effectively. Implementation of such employee conflict resolution plan will allow Alan to encourage the Sam to share her concern and to participate properly in the teamwork.
Conclusion
The entire piece of work highlights the different policies to establish an interpersonal relationship in the context of Canterbury Renovations. However, the establishment of the communication policy, consultation policy, workplace conflict policy, PDCA and workforce diversity policy are crucial to enhance the effective workplace relationship. On the other hand, in the context of Alan and Sam, Alan needs to follow open discussion process to reduce the conflict and to establish a good relationship with Sam.
References
Bamel, U.K., Paul, H. and Bamel, N., 2018. Managing Workplace Diversity Through Organizational Climate. In Flexibility in Resource Management (pp. 87-97). Springer, Singapore.
Behrens, M., Colvin, A., Dorigatti, L. and Pekarek, A.H., 2017. Systems for Conflict Resolution in Comparative Perspective. Currie, D., Gormley, T., Roche, B. and Teague, P., 2017. The management of workplace conflict: Contrasting pathways in the HRM literature. International Journal of Management Reviews, 19(4), pp.492-509.
Folger, J., Poole, M.S. and Stutman, R.K., 2017. Working through conflict: Strategies for relationships, groups, and organizations. Routledge.
Gangai, K.N., and Agrawal, R., 2018. The relationship among Emotional Intelligence, Employee Engagement and Workplace Stress in Hospitality Industry: An Empirical Study. BULMIM Journal of Management and Research, 3(1), pp.1-10.
Hirsh, E. and Cha, Y., 2018. For Law and Markets: Employment Discrimination Lawsuits, Market Performance, and Managerial Diversity. American Journal of Sociology, 123(4), pp.1117-1160.
LI, J., Zhang, Y., Chen, S., JIANG, W., Wen, S. and Hu, Y., 2018. Demographic diversity on boards and employer/employee relationship. Employee Relations: The International Journal, pp.10-50.
Lipsky, D.B., Avgar, A.C. and Lamare, J.R., 2017. Organizational Conflict Resolution and Strategic Choice: Journal of Management, pp.3-45.
Olson, L.L., 2018. Building Compassionate Work Environments: The Concept of and Measurement of Ethical Climate. In Moral Distress in the Health Professions (pp. 95-101). Springer, Cham.
Rezaei, G., Mardani, A., Senin, A.A., Wong, K.Y., Sadeghi, L., Najmi, M. and Shaharoun, A.M., 2018. Relationship between culture of excellence and organisational performance in Iranian manufacturing companies. Total Quality Management & Business Excellence, 29(1-2), pp.94-115.
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