Effective Workplace Relationship Processes: Strategies And Regulations

Assessment 1

1. The ways are:

2. Team bonding regulations

3. Communication Policy

4. Fair Treatment Regulation

5. Systematic employee check ins

1. Age Discrimination Act 2004, which mainly puts a stop to discrimination on the basis of age within the work place.

Disability Discrimination Act 1992, which evidently puts a stop to discrimination against those who are differently abled in all spheres of life.

2. Fair Work Act 2009, which mainly ensures that every employee within the work place is treated fairly

3. Racial Discrimination Act 1975, which suggests that nobody will be discriminated against on the basis of their race.

4. Sex Discrimination Act 1984, which believes that people will not be discriminated against on the basis of their sex in the workplace.

5.Workplace relationships can be identified and maintained through following conflict resolution strategies. This evidently lays emphasis on the fact that the organization can improve workplace relationships through implementing strategies that help in resolving conflict and coming to an amicable solution.

6. Code of Conduct is extremely imperative within an organization as it informs the employees of the company the appropriate way to behave. This contributes to workplace relations as the employees are aware of the acceptable behavior in the workplace.

1. Networking can lead to a more productive and effective workplace environment as it enables the work force to connect with new people. In addition to this, it also enables the work force to be more diverse skill set as people have the ability to learn a wide range of skills from one another. Finally, it also improves workplace environment as the organization is more than likely to strive for a better performance since it networks with so many skilled people.

2. These types of processes can assist staff to work more effectively together as they learn to understand one another and hence communicate respectfully. In addition to this, this understanding also allows them to become more diligent in working together. This means that these processes enable the work force of the organization to be better team players as they are aware of one another and their respective potential.

3. The value of consulting with employees is that it improves work place communication and also enables the work force to become more united as a team. This also contributes to a quicker resolution of conflicts in the workplace.

4. The steps that must be taken evidently lay reference to the employers taking time to notify those working under them about changes they plan on implementing. In addition to this, the next step includes the employers providing their work force with documentation in regards to the changes so that they can understand the references in regards to the impending changes.

• Setting up meetings
• Emailing the employee
• Conducting a survey
• Have open discussions in public forums
• Have official letters sent

1. A general process of conflict management includes conflict resolution through compromise. This includes both parties to sit down and discuss the conflict and evidently come to a conclusion that appeases them both.
2. Four ways in which an employer must manage tasks and employees include:

• Delegation of roles
• Appointing team leaders to distribute tasks
• Having weekly meetings to know about progression
• Have an open door policy to discuss employee grievances.

1. A manager can address cultural and social sensitivities within a team through holding team bonding exercises. In addition to this, they can also address this through meetings that are held diligently.

1. Boutique Build Australia is mainly a company that specially builds high end designer homes.  
2. The goal of the organization is to be the best possible high end designer for homes in Australia. The values of the organization include innovation, creativity, honesty and reliability.
3. My job is role is Human Resource Manager.
4. My job role looks after implementing plans as I have the ability to oversee the overall performance of the work force.
5. My job role applies to the values and goals of the organization as I am in charge of looking after the overall performance of the work force of the company.
6. The Fair Work Act 2009
7. The Fair Work Regulations 2009 that focuses on employee and employer relationships
8. The code of conduct includes being inclusive and accepting while at work which helps in avoiding activities such as bullying and discrimination.
9. Standards include maintaining ethical behavior in the organization.
10. This includes practicing inclusivity, acceptance and tolerance within the workplace that helps avoid discrimination.
11. In regards to ethical conduct, this includes implementing a code of conduct that elaborates about appropriate behavior in the workplace.
12. In terms of conflict management, the organization should ensure that it has an open communication system.
13. For workplace collaboration, a communication policy must be implemented within the work place. This allows the company to communicate clearly and serve their purpose.
14. Another workplace relation policy includes discipline policy that helps clarify the accepted behavior by the employer when it comes to the employee.

Identify the workplace relationships you will manage and lead by completing the table below.

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

Identify…	Staff members	Additional information
Delegate to team departmental heads	The first team leader belongs to the Aboriginal community while the other is of Australian Vietnamese decent	Both team leaders work on ensuring their teams overall performance
Human Resource Executives	The executives will be of diverse background so that every employee feels comfortable enough to share.	The first executive will take note of all issues while the other will set up meetings for resolution
The team members as well as the team leaders	The team members and leaders include a diverse group of people hailing from almost all parts of the world	The work force of the company will sit for the activities and evidently implement them in real situations.

	Occasion 1	Occasion 2
To who will you delegate work to?	The team leaders	The team members
What work/responsibilities will you delegate and confirm for each identified staff member?	The work delegated will include looking after the team members and also ensuring the overall quality of performance	The work delegated will include providing stellar quality work and also maintaining team unity
How will you delegate the work tasks and confirm the responsibilities (twice, on separate occasions)?	The tasks will be delegated verbally as well as through email	The task will be delegated through a meeting as well as through email
How will you adapt your communication style to build trust and ensure positive working relationships?	The communication style will need to address inclusivity and hence practice warmth	The communication style would need to be approachable in order to earn the trust of the staff

	Occasion 1	Occasion 2
How will you support each team member?	I will support them by providing them assistance through inclusive learning	I will support them by enabling open communication
How does your support follow the policies and procedures related to diversity?	The support follows the policy as I strive to support them through personal and inclusive experience	The support follows the policy of diversity as it lays reference to open communication.
What information should be conveyed as you support the team member?	The information will include factors of what to do and not do	The information will include a careful understanding of things to avoid

	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)?	I will hold a brainstorming meeting	I will hold a casual chat session over coffee
How does your facilitation follow the collaboration and consultation processes established in Section 1?	Helps in maintaining the diversity policy	Helps in creating bonds among the work force

	Occasion 1	Occasion 2
What workplace relationship issues were identified (at least two)?	The issues included poor communication and team bonding	The issues included lack of team spirit and overall drive
How does the issue involve ethical conduct? (at least one issue should include ethical conduct)?	Poor communication is related to ethical conduct as it means that the work force of the company has failed to respectfully communicate with one another	Lack of motivation when it comes to work is unethical as it means that the employees are slacking off on their duties.

	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.)?	The feedback will be given as part of a team meeting	The feedback will be given through email
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 will provide training to the team leaders so as to address the issue	I will act as mediator
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 through holding one on one sessions where I can connect with them and truly offer sage advice	I will provide guidance through talking about the entire situation in a structured form and evidently point out where we could have acted differently
How does your conflict management follow the conflict management and escalation processes established in Section 1?	It follows the process since I am choosing to connect and bond with the team	It follows the process since I am establishing an open communication basis

	Occasion 1	Occasion 2
How will you monitor the outcomes for each occasion (e.g. follow-up discussion, survey, observation etc.)?	I will monitor through one on one interview	I will follow up through survey
Summarise the outcomes of monitoring efforts.	The outcome includes creating a two way communication base for both parties that help eradicate miscommunication	The outcome includes fostering strengthened relationships among workforce.

	Occasion 1	Occasion 2
How will you communicate the outcomes?	The outcomes will be communicated through conversation during meetings	The outcomes will be emailed

	Occasion 1	Occasion 2
How will you seek feedback?	The feedback will be taken through interview	The feedback will be taken through email
Evaluate the feedback: · What did you do well? · How can you improve your leadership style?	· The communication system was well established. · Leadership style can be improved by choosing to learn the needs of the company	· The managing of every event was done well. · However, the leadership style can be improved by learning to delegate tasks to ease the workload
Identify at least one area for improving future workplace relations leadership in your organisation.	The one area is the administrative department	The one area is the designers of the company

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