Lead And Manage Effective Workplace Relationships: Strategies And Implementation

Importance of Equality and Diversity Policies

Discuss about the Lead and Manage Effective Workplace Relationships.

1. JKL Industries has their own policies and procedure to set the values of the employees with specific legislation. It follows equality policy in the organisation but it creates issues in the team. The experienced members of the team want to get more opportunity than inexperienced ones and it creates conflict within the team. On the other side, performance management policy of the organisation is based on the feedback of the managers. When the manager would not provide good feedback the staffs thinks that they are trying to discriminating them and creates conflict in the team.

The relevant legislation can be Racial Discrimination Act 1975. The main purpose of this policy is to underline the company’s dedication to eliminate all types of harassment and bullying at the workplace. Racial discrimination happens under an organisation when someone is treated less fairly than someone else in a similar situation because of their ethnic origin, nationality or religion. In this scenario, the employee has felt secluded and disappointed in not accommodating with other team members in this year’s Christmas celebration.

A workplace that is a courteous, respectful and fair that put values in individual differences is an important aspect in creating positive workplace culture. Managing equality and diversity is a significant component of managing staffs and respectful culture that can enhance the performance of employees. JKL industries wants that their employees and respect the values of the organisation. They have set Code of Ethics. According to Jones & Kelly (2014), these ethics include performance excellence, personal and professional development, sustainability and diversity. The employees need to act according to the relevant legislation and act according to the reputation of JKL industry. Privacy Act 1988 is another policy that is dealt with the personal information. Avoiding conflict, resistance in change could be dealt with transfer of personal information.

JKL Industries has several policies for the employees benefits. The major purposes of these policies are to save the employees from victimisation, harassment and bullying of employees in cultural diversities among employees. JKL industries could highlight human respect, freedom and dignity of human beings. JKL industries could amend some of the sections related to Anti-discrimination and harassment policies. In order to maintain cultural diversity, management could impose Racial Hatred Act 1995 and Equal Opportunity Act 1995.

The employees need to have good communication. Poor communication, lack of information creates conflict issues among co-workers and with the employer of the organisation. The employees should communicate their emotion in workplace. The organisations need to define clearly the acceptable behaviour within the organisation. The employees should understand their position and they should listen their leaders and be unbiased.

2. The employee faced issues in accommodating, as the person is non-Christian. The employee felt excluded. It is the sign of workplace seclusion. It happens when the team does not have proper communication. Cultural diversity creates issues in some of the cases. The problems in the team are employees cannot recognise the workplace culture. Workplace culture may create better employee relations. Workplace culture policy creates better productivity in an organisation. In a team, there can be several ethnic groups and religious believers; however, a good partnership can bring professional synthesis. Differences in religion can cause division, especially during the times when workers have no work or are in holidays. These cultural differences hamper in believing togetherness. The reason behind this is possibly the potential inability to communicate with others effectively that has come from various backgrounds.

Communication and Team Management

Team management is the skill of an individual within an organisation to administer or coordinate the performance of tasks. When a team has issues in religions, cultural diversity, communication gap, they need a complete set of objectives or guidelines to follow. The first thing that the team needs is the communication among all. As opined by Kwon, Marzec & Edington (2014), the team needs to build a good communication in workplace and in outside of the workplace through social media. Performance appraisal could be an effective way to manage a team. In order to teach them in working unified manner, motivation could be helpful. Bringing about a sense of togetherness can be an effective tool. Rewarding all with their respective roles could be helpful. Managing disciplines among team members with trust is helpful method to bring the team in a single row. As a manager, team members need to have clear idea about their allocated works.

In this scenario, analytical communicator role would help. Analytical leader takes specific language and they speak in very direct manner. This communication process is unemotional. The team members are from different cultures, in this scenario, personal communicator role could help. Manager could take the style of personal communicator when communicating with employees personally with warm and chatty talks.

Learner previously managed the workplace conflict scenario greatly. Workplace communication is a process of exchanging information with verbal and nonverbal ways. Planning is important before speaking with employees in mitigating conflict. The leaders need to have patience as the employees may come from different background. The balanced and positive talk helped previously. Direct and honest judgement helped in previous occasions with practicing specific examples of the team’s mistake. Allowing the employee to steer the conversation would help.

3. As a manager it is noted  that there are several issues regarding networking JKL Industry. The goal of the organisation is to expand the business among more number of people. However, it would not be achieved if their is no good relationship with internal as well as the external people who are attached with the organisation (Axelsson & Easton, 2016). Internal people refers to the staffs of the organisation and stakeholders, and customers are the external people. While there is collaboration among the people, they would provide quality performance to the organisation. On the other side, by creating good network with the suppliers and customers, the organisation would be able to fulfil its professional goal. It is beneficial for JKL industry to implement supply chain management network in the organisation. As it is a truck manufacturing company, it needs to make good relation with the suppliers to fulfil its business objectives.

The learner has joined in an organisation where the staffs are not aware of the internal and external network and how they are connected with each other. Even they do not have any knowledge how to use interpersonal skills as well as intelligence to resolve networking issues.  They do not have the social platform to discuss the professional skills and perspectives. In this situation one can stress on making stronger relationship among the internal and external stakeholders through communication and cooperation. They are made aware of the fact that their contribution would help the organisation to make a stronger network and achieve the goal of the organisation. The result is excellent. The internal and external stakeholders of  JKL Industry take positive steps to solve the issue regarding network and collaborate with each others. Being the manager is quite satisfied but it is needed to make the network stronger by collaborating with the internal and external stakeholders of the organisation.

4. Sam and Alex both have problems to fulfil the professional objectives. In this situation they need guidance to resolve the issue that they are facing in their jobs. In order to realise their professional goals they need to make it understand that customer satisfaction is the primary objectives of an organisation. In order to satisfy the customers, they need to deal with the customers strategically and calmly (Aliu et al. 2013). First, it can be suggested to them to change their style of communication with the customers so that they are easily convinced to buy the products. On the other side, they need to describe the features of the products in such a way that customers are interested to buy the products. Sam has missed delivery dates in several times. One can make it understand to Sam the importance of delivery dates and how it helps gain faith of the customers towards the organisation. On the other side, Alex thinks that the customers are ‘fools’ and they do not understand the importance of a good deal. In this situation, it can be explained to him  the point of view of a customer and then convince them about the necessity of the product and the deal for them.   

Sam and Alex need to understand the performance metrics. This is the evaluation process to understand the employee performance, effectiveness and productivity. Metrics numbers measure some specific things like, organisational performance, customer satisfaction and cost management. Sam and Alex need to realise the promotional activity. The management may allure them to understand the promotional activity. A promotion may generate a long-term goal that the employees can work for overtime. Management can expect Sam and Alex can find a management position. They are not managing their role well. Their career goal needs to be set and this is required to set a series of short time goal. The training and development method can be helpful for anyone to set the career goal. Specific knowledge, education and degree could help employees to meet the professional goal.

In organisational goal, this processes are included with short, medium and long term perspectives. In three months, the organisation can take the financial account and enhance communication to Sam and Alex.

Networking activity	Person	Schedule	Description/rationale for networking activity
Creating reminder	Sam	Month 1 to 2	Sam has missed out several delivery dates and it affects the overall sales of the organisation. If Sam creates a reminder and note down what he needs to deliver on which date and go through it on regular basis then he would not miss the delivery dates and deliver it on time to the customers.
Copy the issues that he has faced	Alex	Month 1 to 2	In most of the cases, Alex thinks that the customers are not able to understand the importance of good deals with him. If he copies the issues, under what circumstances he customers would not want to buy products then in future he would be able to deal with the situations easily.
Asking customers for referrals	Sam	Month 2 to 3	Sam is not able to sales the products for his behaviour. In such circumstances he can ask the customers for referrals and sales the products to them. By doing it, he would be able to sale the products to a large number of customers.
Listen requirements of customers	Alex	Month 2 to 3	Alex first needs to listen the requirements of the clients properly and then buy the products. While he would hear the requirements of the clients he would be capable to understand what kinds of products the customer wants from him and present the product to them. By improving the listening skills, he would be able to sell the products properly.

Reference list

Aliu, O.G., Imran, A., Imran, M.A. & Evans, B., (2013), A survey of self organisation in future cellular networks, IEEE Communications Surveys & Tutorials, 15(1), pp.336-361

Axelsson, B. & Easton, G., (2016), Industrial networks: a new view of reality, Abingdon: Routledge

Jones, A. & Kelly, D., (2014), Whistleblowing and workplace culture in older peoples’ care: qualitative insights from the healthcare and social care workforce. Sociology of health & illness, 36(7), pp.986-1002

Kwon, Y., Marzec, M.L. & Edington, D.W., (2015), Development and validity of a scale to measure workplace culture of health, Journal of Occupational and Environmental Medicine, 57(5), pp.571-577