Policy & Procedure Types | Code Of Conduct | Teamwork | Communication | Resolving Conflicts

Policy & procedure type	Purpose of policy and procedure
WHS	· The primary purpose of this policy is to promote a practicable standard concerning work health & safety and also to ensure compliance with applicable rules and regulations. Save Time On Research and Writing Hire a Pro to Write You a 100% Plagiarism-Free Paper. Get My Paper · This policy helps in establishing and maintaining an effective safety and health management system in a workplace. · This policy strives to minimize any risks pertaining to health and safety in order to ensure the attainment of a work environment with minimal exposure to such risks. · Another purpose of this policy pertains to providing the much needed support & direction to employees with the help of training programmes for minimizing risk exposure.¹
Anti-discrimination	· This policy helps to prevent any misconduct and thus protects employees and other relevant stakeholders from harmful and offensive behaviour. · This policy allows an organization to remain committed to creating a work environment which is safe and happy for all. · The policy ensures that there is no discrimination in the work environment on grounds of any factors. · It also helps in promoting acceptance and recognition within the community by providing equal opportunities to everyone.
Privacy	· The main purpose of this policy is to protect the privacy of personal information if being collected as required by regulatory reasons. · Such a policy allows preventing any mismanagement or unethical usage of personal information which ensures correct handling. · The policy helps regulate the way in which personal information is handled by an organization. · It helps spread awareness among relevant stakeholders concerning information collection, the way of usage and disclosures.

Area	Act that applies
WHS	The act that applies to this policy is the Work Health and Safety Act of 2011 which is also popularly referred to as the WHS Act.
Workplace relations	The legislation which this policy applies to is The Fair Work Act 2009 as well as Fair Work Regulations 2009.
Anti-discrimination	Some of the relevant regulations applicable are Sex Discrimination Act 1984, Racial Discrimination Act 1975, Disability Discrimination Act 1992 and Age Discrimination Act 2004.

Purpose of a code of conduct

Regardless of the legal binding nature of the code, every organization should have their code of conduct policies. This is because the code not only serves as an internal guideline but also as an external statements which reflects the corporate commitments and values. The code helps in clarifying the mission, vision and principles of an organization linking them with the standards for professional conduct. It articulates the organization values which it wishes to foster among leaders and employees thus defining the benchmark for expected desired behaviour. Further, these benchmarks can also be used when evaluating individual performance. Internally, a code can act as a guide which employees can refer to in decision making which allows them to undertake an ethical approach in certain cases of ethical dilemma. Externally, a code can serve three important purposes of compliance, marketing and risk mitigation.²

Three examples of what a code of conduct can contain

Any three examples concerning the contents of a code of conduct have been outlined as follows:

· Some core values of an organization which the employees must also hold which include the likes of integrity, honesty, respect and professionalism.

· A thorough description of how the employees should represent the organization. This also includes their dress code.

· Another example can include a list of policies to follow compliances as required by legislative and regulatory requirements.

4. Organization reputation and culture are two important driving forces towards facilitating teamwork. A sound reputation of an organization allows it to hire and retain the best human resources in the sector who are well equipped with a competent set of traits among which collaboration is one. Further, the organization enjoys a collaborative organizational culture; it requires the competent employees to work as teams in order to attain the objectives of the organization. An appropriate teamwork requires the organization to engineer their organizational systems to reinforce collaboration. The organization culture should in itself encourage and support teamwork in order to be successful.³

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Facilitation technique 1:

Encouragement

One must strive to create an environment wherein all the members of the team feel encouraged to voice their individual opinions. Encouragement of participation is undoubtedly one of the most important group facilitation skills which facilitators should possess. If all team members feel encouraged to participate, everything falls into place.

Facilitation technique 2:

Positivity

The facilitator should try keeping discussions positive and constructive which helps spread positivity. If the members of the group gravitate towards negativity or pointless venting, the facilitator should take their opinions about addressing the matter of concern.

Mentoring and coaching technique 1: Inspiring	One of the most common mentoring skills which a mentor can make use of to mentor the entire team is by inspiring them to greatness. The mentor can set an example and can help mentees experience situations and other inspirational people which provides motivation.
Mentoring and coaching technique 2: Corrective Feedback	Mentors should provide mentees with corrective feedback in addition to positive feedback. This helps provide the mentees a sense of guidance and direction when facing complicated situations. Further, it will help them to better handle such situations.

7. Three strategies that can be relied upon for resolving conflicts have been discussed as follows:

Avoiding: This is a technique where people withdraw from a conflict. This is opted for when discomfort based on confrontation exceeds the reward to be obtained from resolving the conflict. However, with this method, people do not actually contribute value to the conversation.
Accommodating: This method requires one party to give in to the demands of the other party by being cooperative. Although the technique may seem gracious, the method is less helpful when someone merely accommodates to preserve harmony and avoid disruption.
Collaborating: This is a technique which is often used when both parties cooperative and assertive at the same time. The group can allow participants to contribute with a probability of co-creating a shared solution that can gain support from everyone.⁴

8. Three strategies which can be used in the process of negotiation have been outlined as follows:

Problem Solving: This method requires both the parties making a commitment to discuss and examine closely the issues in the process of entering into long term agreements which warrants scrutiny.
Contending: This is the technique of persuading the negotiating party to agree and give in to one’s outcomes in a situation involving one-off negotiations.
Yielding: This can be best interpreted as conceding a demand which isn’t vital but holds importance to the other party and can add value in ongoing negotiations.⁵

9. The three methods of communication have been listed and explained as follows:

Verbal Communication: Also referred to as oral communication, this method of communication is where spoken words are made use of for communicating with others in a workplace. These can be face-to-face or also a telephonic or video call comprising of group meetings.
Non-Verbal Communication: Non verbal communication allows the sender to communicate with the receiver on the basis of wordless messages with the help of eye contact, facial expressions, body language, gestures and paralinguistics. These help reinforce verbal methods of communication.
Written Communication: This communication method may be undertaken with the help of letters, emails, reports or even a social media message with a clear intention to send the message clearly and concisely as possible. Although an effective written communication depends upon several factors, too much written texts can be unnecessary and repetitive resulting in lack of engagement on the part of the receiver.⁶

10. The three basis communication styles have been discussed as follows:

Aggressive Communication: This style of communication is threatening, hostile and expresses at the cost of others. The aggressive communicator tends to perceive their contribution as the most valuable when compared to others. More often than not, the content of the message is lost because of the choice of tone.
Passive Communication: This is also referred to as the submissive communication style and can be best interpreted as easy going, conflict-avoidant and self-effacing. Passive communicators mostly tend to step back allowing assertive and aggressive communicators to lead.⁷
Assertive Communication: This style of communication is straight forward and honest. An assertive communicator is confident but ensures that they respect the perspective of others while asserting their own ideologies.

11. The three key communication principles that must be adhered to in communicating individuals from other cultures or with special disabilities have been listed below:

Awareness: A sense of awareness about different cultures can enable communicating with different cultures effectively.
Preparation: On becoming aware of the cultural differences, one must make an effort to understand their culture.
Humour: Although humour can help with the effectiveness of communication, when dealing with cross cultural communication, one has to be careful as it may not translate well.⁸

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Contingency	Impact	Strategy
Unplanned leave or absence of workers	Unplanned leaves or absence of workers can result in higher levels of stress in a workplace resulting in other employees taking on extra workload and pressure.	The impact can be minimized by optimally utilizing resources, keeping buffer during capacity planning, imposing a set of stricter rules concerning prolonged absenteeism.
Re-allocation of work tasks	Reallocation of work tasks can hamper progress and result in a loss of motivation and morale.	It is only with the help of proper and effective planning that the downsides to this can be mitigated.
Succession planning for important team roles	It is difficult to scale across more people. Further, success at a particular stage does not guarantee future success. The top management may also only consider individuals who are more visible to them which can result in resentment and reduced morale among other employees.	With the help of proper planning, the right people have to be identified. Employee feedback is important. The act of discussing, debating and reviewing is considered as a good practice.

13.

Contingency plan

Strategy

Difficulties performing

tasks

· Providing constructive feedback.

· Providing relevant training opportunities.

· Offering of rewards and recognition.

Conflicts with clients or

team members

· Stop avoiding the conflict.

· Active listening and effective communication.

· Creating an environment which promotes collaboration.

Potential risks or safety

hazards

· Ensuring provision of proper training.

· Identification of risks and hazards.

· Risk assessment and management.

Unethical or

inappropriate behaviour

· Establishing an appropriate code of conduct policies.

· Promoting knowledge and ethics training to the parties involved.

· Proactiveness and employee data monitoring.

References

Mathis, R. L., Jackson, J. H., Valentine, S. R., & Meglich, P. (2016). Human resource management. Cengage Learning.

Bratton, J., Gold, J., Bratton, A. & Steele, L., (2021). Human resource management. Bloomsbury Publishing.

Bourgault, A. M., & Goforth, C. (2021). Embrace teamwork to create and maintain a positive workplace culture. Critical Care Nurse, 41(3), 8-10.

Wallensteen, P. (2015). Understanding conflict resolution. Sage.

Brett, J., & Thompson, L. (2016). Negotiation. Organizational Behavior and Human Decision Processes, 136, 68-79.

Guffey, M. E., & Loewy, D. (2021). Business communication: Process & product. Cengage Learning.

Coffelt, T. A., Baker, M. J., & Corey, R. C. (2016). Business communication practices from employers’ perspectives. Business and Professional Communication Quarterly, 79(3), 300-316.

Warren, T. (2017). Cross-cultural Communication: Perspectives in theory and practice. Routledge.

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