Lead and Manage Effective Workplace Relationships

Running head: LEAD AND MANAGE EFFECTIVE WORKPLACE RELATIONSHIPS
Lead and manage effective workplace relationships
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1LEAD AND MANAGE EFFECTIVE WORKPLACE RELATIONSHIPS
Table of Contents
Assessment Task 1.....................................................................................................................3
1. Legislations related to management of workplace relationships....................................3
2. Case study.......................................................................................................................4
3. Personal assessment and self-reflection..........................................................................6
4. Development of Code of conduct...................................................................................7
5. Networking......................................................................................................................7
Assessment Task 2.....................................................................................................................8
SIMULATED WORKPLACE SCENARIO 1.......................................................................8
Simulated workplace scenario 2 ROLE PLAY....................................................................11
Simulated workplace scenario 3 ROLE PLAY....................................................................13
References................................................................................................................................16

2LEAD AND MANAGE EFFECTIVE WORKPLACE RELATIONSHIPS
Assessment Task 1
1. Legislations related to management of workplace relationships
Equal Opportunity Act 2010 - The Equal Opportunity Act 2010 is an essential aspect of
workplace relationship management that represents treating every individuals equally from
every aspects and not discriminating them by biasness or prejudice. The workplaces of
organisations must engage people and provide him or her a position that has been best suited
for the individuals according to the skills, knowledge and experience possessed and
qualifications acquired till date (Choi 2013). The main objectives of Equal Opportunity Act
2010 are to eliminate or prevent discrimination based on race, religion, creed, ethnicity or
colour and at the same time, facilitate the management of equality and promoting equal
scopes and opportunities for every employees, regardless of whether the individual is male or
female (Sargeant 2016).
Anti-discrimination - Considering the fact that Australia do possess various legal obligations
and duties based on the international human rights and treaties associated with the prevention
of discrimination. The Anti-discrimination Act represents eliminating any forms of
discrimination based on race, religion, colour, race, ethnicity or creed (Noe et al. 2017).
Age Discrimination Act 2004 - Age discrimination mostly occurs when the individual is
treated unfairly or unequally and are provided with lesser opportunities when compared with
others during a certain situation because of the person being too young or too old. The Age
Discrimination Act 2004 prevents discrimination in the area of employment and ensures that
discrimination is not done based on the age, rather focus should be placed on individual
performance rather than the age of individuals (Chuang 2013).

3LEAD AND MANAGE EFFECTIVE WORKPLACE RELATIONSHIPS
Disability Discrimination Act 1992 - According to Australian Human Rights Commission,
Disability Discrimination Act 1992 ensures prevention of discrimination of individual based
on any kinds of disability from which the person suffers. Based on the law, to manage
effective workplace relationships, changes should be done to the recruitment and selection
procedures along with the job design and work schedules to facilitate learning for the
individuals with disability (Ashkanasy, Zerbe and Hartel 2016). The training and
developmental sessions are arranged for ensuring that the induction programs for disabled
staffs are arranged properly to mentor and support them, furthermore allow them to perform
to their potential and ensure no discrimination within the workplace (Fredman 2017).
Human Rights and Equal Opportunity Commission Act 1986 - The Human Rights and Equal
Opportunity Commission Act 1986 enables managing various human rights considering the
management of Civil and political rights along with declaration of rights of child and
managing rights of mentally retarded individuals through elimination of any kinds of
discrimination activities based on race, religion, colour, disability or belief (Njoroge and
Yazdanifard 2014).
Racial Discrimination Act 1975 - The Racial Discrimination Act 1975 is incorporated in case
someone has been treated less fairly when compared with others in a similar kind of situation.
The policy occurrence ensures treating everyone equally from every aspects and ensuring that
no such negative impact is created to the individuals belonging from a different race, religion
or ethnicity (Manthorpe and Moriarty 2013).
Sex Discrimination Act 1984 - According to the legislation, any sort of discrimination based
on sex or marital relationship or sexual orientation should be prevented to manage effective
workplace relationships. The legislation is applied to sex based discrimination related to