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Lead and Manage Effective Workplace Assignment

   

Added on  2021-06-14

14 Pages3203 Words46 Views
Leadership ManagementProfessional DevelopmentHealthcare and Research
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Running head: LEAD AND MANAGE EFFECTIVE WORKPLACE RELATIONSHIPSLead and manage effective workplace relationshipsName of the Student:Name of the University:Author’s note:
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LEAD AND MANAGE EFFECTIVE WORKPLACE RELATIONSHIPSPart A: Communication planning portfolioBackground to the stimulated organizationJKL is an Australian-based organization. This company sells forklifts, spare parts aswell as small trucks in the market. It possesses the division which leases forklifts as well assmall trucks.Current change issues:It has been observed that JKL industries have to change their organizationalculture in order to conduct its business in Australian market smoothly. The employees arecomplained that they are not getting their expected wages from the respective company.In addition to this, communication issues exist within the workflow of the respectivebusiness firm. It has been observed that absence of an overarching approach to theinformation management creates a problem for the management to achieve thecompany’s goals as well as objectives. Not only this, lack of this approach to theinformation management creates a hindrance for the organizational managers to promotethe core values of the respective company. Manners (2017 ) commented that an absenceof this approach to the information technology has created an obstacle in developingeffective strategic relationship (Manners 2017). From the case scenario, it has beennoticed that the management of the respective company does not respond timely to theneeds of internal as well as external stakeholders. In other words, slow responses of the managers to the requirements of internalcustomers as well as external customers is considered as a serious communication issuethat exists within the working environment of JKL industries. Besides, the employeesworking at JKL industries are not satisfied with the working conditions of the respective
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LEAD AND MANAGE EFFECTIVE WORKPLACE RELATIONSHIPSbusiness organization. From the perspective of von Platen (2015), ineffectivecommunication takes place between managers and employees of this company. Inaddition to this, it has been noticed the late implementation of ideas takes place within theworking environment of the respective business organization ( Aalbers and Dolfsma2015.). In this regard, Blackstone et al. (2015) commented that poor communicationbetween its managerial section and skilled professionals causes late implication of ideasor thoughts. As a result, decision-making procedure gets delayed in the due process. Itshould be noted that no modern technologies are used for increasing the flow ofinformation between top-level managers and their subordinates. No social networking site such as Facebook, Twitter, Hangouts etc are used forexchanging information between skilled professionals and top-level manager working atJKL Industries. Insufficient consultation creates a problem for management of JKLIndustries to act in compliance with WHS consultation requirements. From the casescenario it has been observed that communication gap exists between the managerialsection and employees of this organization (McDonnell et al. 2015). It has been noticedthat grievance procedure is not clear which makes the employees feel disappointedtowards the respective organization (Fernandez, Sheppard-Law and Manning 2017). Inthis context, it can be stated that ineffective grievance procedures causes a problem forthe employees when it comes to express their complaints against JKL industries in aformal way. Moreover, it has been found that the managers are not competent enough tohandle these complaints in an effective manner. As a result, the complaints lodged by theskilled workforce against the respective business firm remains unresolved in the dueprocedure.
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LEAD AND MANAGE EFFECTIVE WORKPLACE RELATIONSHIPSIt has been observed that good performance of the skilled professionals is notrecognised and appreciated by the senior management of JKL industries. In other words,employees are not involved in the decision-making process of JKL industries. It is seenthat the employees working at JKL Industries are not clear about the goals, ethics alongwith values of the respective business firm.Communication and consultation needs:It is required for the management of JKL Industries to organize formal meetings for theemployees. This meeting should be organized at least per month in order to resolve thecommunication gap between the managers and the employees. In accordance with the opinion ofHeide and Simonsson (2014), training sessions would be organized by the management in orderto educate the organizational employees about the core values, business ethics and goals as wellas objectives of the respective business company. In this context, Heightman et al. (2014)commented that training sessions would be organized by the managers at least once in a month.The main purpose is to generate awareness among the employees regarding the organizationalvalues, business goals as well as business ethics.Information about your role as Communications Consultant:It is the responsibility of the Communication Consultant to inform the Human ResourceManagers for improving the grievance procedure of the respective organization. As opined byBeach et al. (2017 ), managers working at JKL Industries need to incorporate social mediawithin its working procedures. It is the role of Communications Consultant to work inconjunction with managers of JKL Industries for developing community pages in popular socialnetworking sites such as Facebook, Twitter, and Hangouts. Communication Consultants shouldadvise HRM to change their management style from autocratic style to participative style. This
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