Effective Workplace Relationship Processes, Conflict Management, And Delegation Of Tasks

Note: Your job role should be a leadership or management position that plays a prominent role in establishing and managing processes and procedures to support workplace relationships. As part of your role, you should use complex and diverse methods and procedures, a range of problem solving and decision-making strategies and exercise a considerable amount of judgement.

If you are using the case study, assume the role of HR Manager.

As a minimum, your organisation must have policies and procedures that address diversity, ethical conduct, conflict management and workplace collaboration.

Note: Each document must be written in clear and concise English, be professionally presented, grammatically correct and error free. Include appropriate vocabulary.

Note: Describe the type, frequency and process required for at least four mechanisms where staff can provide input into a range of workplace related matters.

Examples of mechanisms include:

· face-to-face discussions (formal and informal)

· social media groups

· dedicated email address for workplace feedback

· surveys

· suggestion box.

Make sure you:

· provide specific details (e.g. for a suggestion box, indicate the location of the box and how suggestions will be recorded and actioned).

· support, engage and motivate staff through your processes.   

Note: Describe the processes that should be followed by employees to manage conflict. In your processes, consider:

· cultural and social sensitivities.

· differences in interpersonal, communication styles and leadership styles.

· communication mechanisms

Note: Describe processes that include:

· responsibilities of managers in disputes 

· responsibilities of employees in disputes  

· the process by which a dispute will be escalated.  

· relevant legislative considerations. 

 Attach:

Proof of policies and procedures relevant to workplace relationships

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Workplace relationship processes (consultation, conflict management, escalation)

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If you are basing this assessment on your own business, make sure you have enough information available to:

· delegate and support the work of two staff members (at least one staff member should have a diverse background, such as culture, gender or disability).

· address two separate conflict situations (at least one conflict should involve ethical conduct).

If you are basing this assessment on the case study, refer to the Simulation pack for additional information.

Note: You may use the same staff members for different workplace interactions, if necessary.

Identify…

Staff members

Additional information

…staff members to whom you will delegate work tasks to (at least two):

At least one staff member has a diverse background.

Has an Iranian heritage and follows the Islam religion.

…staff members who will participate in consultations regarding work relationship issues (at least two):

The company is made up of four female employees

Of the four employees, there is an office manager and three human resource officers.

…staff members who will participate in conflict management relating to workplace relationships (at least two):

Only two staff members are actively involved in the conflict resolution at the company.

Of the two members, they are the human resource support officer and the human resource manager.

Note: You must delegate the work tasks and confirm the responsibilities to the two staff members on separate occasions. You may delegate the work tasks and confirm the responsibilities in any appropriate manner as long as it adheres to the organisation’s policies, procedures and protocols. For example:

· meet face-to-face with the staff member to discuss allocated work and follow up with an email.

· create a project schedule and share the link with relevant employees.

· complete a work plan for the staff member and sharing the plan via the organisation’s cloud-based document sharing platform.

As you delegate tasks and confirm responsibilities, adapt your communication style to build trust and ensure positive working relationships (e.g. use a friendly and professional style etc.). You will be assessed on this.

Occasion 1

Occasion 2

To who will you delegate work to?

Human resource support officer

Human resource manager

What work/responsibilities will you delegate and confirm for each identified staff member?

Taking ownership of the HR results and outcomes.

Taking a key, and at times, leadership role in the development and implementation of generalist HR strategies, policies and projects.

How will you delegate the work tasks and confirm the responsibilities (twice, on separate occasions)?

As the support officer, I would delegate the roles of taking oversight roles, based on the results and outcomes from the department.

I would delegate roles of implementing strategies, policies and projects, and policies of the whole company at large.

How will you adapt your communication style to build trust and ensure positive working relationships?

I would provide a few you-tube video links on effective communication.

I would also follow up with a coaching session on communication.

I would provide a few you-tube video links on effective communication.

I would also follow up with a coaching session on communication.

Note: You must support the two staff members on separate occasions. You may provide support as long as it adheres to the organisation’s policies, procedures and protocols. For example:

· coaching/mentoring/training.

· providing a checklist of tasks and responsibilities.

· place a team project schedule on the office notice board.

· having regular informal discussions on the employee’s progress or performance.

· using a larger font for visually impaired employees.

Make sure you follow the relevant diversity organisation’s policies and procedures as you support diverse staff members. You will be assessed on this.

Occasion 1

Occasion 2

How will you support each team member?

Coaching, mentoring and training of staff members

Providing a checklist of tasks and responsibilities

How does your support follow the policies and procedures related to diversity?

Through the support criterion it would ensure that almost all ethical principles of the organization are upheld such as; respect for others, integrity, diligence, economy and efficiency

It would ensure that the staff stay honest and perform their roles in line to the company principles, policies and procedures, so as to avoid conflicts of interests, and under production in the delegated responsibilities.

What information should be conveyed as you support the team member?

Basic and key principles that would guarantee optimality in the line of work after the relevant suppose comes to an end.

Use of worksheets, work plan and the work routine, this information would ensure the staffs are up to date with the relevant items to ensure duties are delegated accordingly, as well as tasks done.

Note: You must seek employee input on two separate occasions, following the collaboration and consultation processes established in Section 1.

At least one workplace issue should involve the ethical conduct of a staff member.

Occasion 1

Occasion 2

How will you facilitate consultation and collaboration on two separate occasions (e.g. host a team brainstorming session, set up a suggestion box, meet with individual staff member for coffee and chat)?

Brainstorming session to come up with ideas that best suit the interests of the organization.

Setting up a suggestion box for all opinions and suggestions to be collected and acted upon by the organization.

How does your facilitation follow the collaboration and consultation processes established in Section 1?

A brainstorming session in this case would ensure the consultation processes and collaboration process are upheld, since it would involve an interaction session of both parties, thus collaboration and consulting on various ideas will be achieved.

A suggestion box would often guarantee that ideas are taken up from members who might not feel courageous enough to ask on such matters in public meetings with the management, therefore it would still uphold the consultation and collaboration processes.

Occasion 1

Occasion 2

What workplace relationship issues were identified (at least two)?

The newly appointed learning and development officer often made remarks on the clothing’s (burka) of the human resource support officer.

The learning and developments officer also used negative facial features when referring to the human resource support officer to her working from home arrangements.

How does the issue involve ethical conduct? (at least one issue should include ethical conduct)?

It was a violation of ethics, since the human resource support officer being an Iranian and practicing Islam she had to have a specific dress code the (burka) and so when the learning and development officer talked negatively over them, it is rendered a lack of ethics.

Deciding to work from home, was never the human resource support officer’s intentions and therefore, it ought to would have been respected instead of the learning and development officer using negative facial features.

Note: You must address the workplace relationship issues on two separate occasions, following the conflict management and escalation processes established in Section 1. This may, for example include:

· mediation

· email to remind staff of appropriate conduct

· poster showing ethical responsibilities

· escalation to higher management levels.

Occasion 1

Occasion 2

How will you provide feedback to the relevant staff members on the outcomes of the consultation (e.g. staff newsletter, email, as part of a team meeting etc.)?

Through emails

Through subsequent meetings

How will you address the workplace relationship issue? (e.g. act as a mediator between two individuals, provide training on appropriate language at work etc.)?

I would act as a mediator on the issue, by meditating on the issue it has to mean that all parties sides of the story are taken into account and then later calling up on the staff members with the issues and talking things out on how they should be handled and looking into the possible resolutions that should be taken into account and work with the available solutions as a mediator to resolve the conflicts.

I would conduct frequent meetings with all the staff members and discuss with them on various ethics that should be held at a workplace for a peaceful co-existence and for a good work environment. Through these trainings it would ensure the staff are enlighten and sensitized on the significances of ethics, as well as appropriate language to be used at the work place to avoid workplace issues and conflicts.

How will you provide guidance, counselling and support to assist the staff members overcome their relationship difficulties?

(Make sure you demonstrate your ability to motivate and engage others)

I will provide guidance and counselling to the staff members by encouraging them to uphold good ethics and relationship conducts amongst themselves, since with good conducts it guarantees everything including behaviours at work would be rich of ethics.

 I will talk to the staff members on their issues or wrangles, through talking out on such matters, it would help in arriving at a solution since with guidance and counselling it helps solve out issues and solutions are arrived at, when the issues are talked out about.

How does your conflict management follow the conflict management and escalation processes established in Section 1?

Through follow up with discussions to readdress the issues that were discussed earlier and resolved. This ensures that, a framework is developed on the overlaps and where to adjust on.

Through discussion of new problems, as always there are emerging issues once the prevailing ones are sorted out, therefore the afterwards issues are discussed to ensure the conflict management and escalation process are well established.

 Attach:

Proof of work task delegation and responsibility confirmation (x2)

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Proof of staff support efforts (x2)

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Proof of collaboration/consultations (x2)

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Proof of feedback regarding consultation outcomes (x2)

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Proof of conflict management efforts (x2)

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Proof of guidance, counselling and support (x2)

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If you are basing this assessment on your own business, make sure you have enough information available to monitor the outcomes of your efforts to address the workplace relationships.

If you are basing this assessment on the case study, refer to the Simulation pack for additional information.

Before you begin, read through Section 3. You may perform each step separately and submit separate proof for each step, or you may combine the steps into one event (e.g. a single meeting) and submit one single proof for all the steps in this section.

Occasion 1

Occasion 2

How will you monitor the outcomes for each occasion (e.g. follow-up discussion, survey, observation etc.)?

Summarise the outcomes of monitoring efforts.

Occasion 1

Occasion 2

How will you communicate the outcomes?

Occasion 1

Occasion 2

How will you seek feedback?

Evaluate the feedback:

· What did you do well?

· How can you improve your leadership style?

Identify at least one area for improving future workplace relations leadership in your organisation.