Lead and Manage Effective Workplace Relationships

This project examines the importance of effective workplace relationships and provides a comprehensive guide to leading and managing them. It covers various aspects, including job descriptions, consultation processes, cultural diversity, professional code of conduct, networking strategies, conflict resolution, and performance reviews. The project offers practical insights and solutions for fostering positive and productive relationships within an organization.

Lead and manage Effective
Workplace Relationships

TABLE OF CONTENTS
Activity 1A Job Description and its importance in context of Morissons...................................1
Activity 1B Consultation process and its methods......................................................................2
Activity 1C Methods to inform employees about the outcomes of consultation process...........2
Activity 1D work place issue and root cause analysis.................................................................3
Activity 2A Cultural diversity and policies in an organization...................................................3
Activity 2B Professional code of conduct and behaviours..........................................................4
Activity 3A Networking and methods to start networking..........................................................5
Activity 3B Objectives, targets and measures to develop and maintain internal and external
relationships.................................................................................................................................6
Activity 4A..................................................................................................................................7
Activity 4B...................................................................................................................................7
Activity 4C...................................................................................................................................7
ACTIVITY OF SKILLS AND KNOWLEDGE..............................................................................8
1...................................................................................................................................................8
3...................................................................................................................................................9
4...................................................................................................................................................9
5.................................................................................................................................................10
6.................................................................................................................................................10
7.................................................................................................................................................10
8.................................................................................................................................................10
MAJOR ACTIVITY......................................................................................................................10
1. Performance review...............................................................................................................10
2.................................................................................................................................................13
3. Recruitment Drives:...............................................................................................................13
4. Team building activities:.......................................................................................................13
6.................................................................................................................................................14
REFERENCES..............................................................................................................................15

Activity 1A Job Description and its importance in context of Morissons
Job Description format of HR:
Job Overview
Human Resource managers guides and promotes overall provision of workforce services,
policies, and programs.
Responsibilities and Duties
Provide a bullet point list of the responsibilities and duties of this job.
 staffing and recruiting.
 organizational planning.
 Management of performance and improvement.
 Development of organization;
Qualifications
 Education.
 Background experience.
 Specific skills.
 Grade certifications.
 Licensing.
 Physical capabilities.
Creating job descriptions is important to create clarity in minds of the candidate applying
for the job (Methot and et.al., 2016). Clarity is the biggest reason within business, that should be
defined through a job description.
Activity 1B Consultation process and its methods
Consultation is an active process in which company opens formal or informal
communication mediums in the work place of organisation and stakeholders. This process is very

important for efficient managing of any organization. Through this process management goals to
understand the needs and expectations of stakeholders to create values.
Consultation methods such as Quality circles should be used to ensure that workers have
the opportunity to contribute to the resolution of problems relating to their work role. As this
method identify problems and engage employees in resolution of those issues (Barak, 2016).
This boosts morale of employees and provide them with formal opportunity to discuss their work
related issues. This method can be initiated by formation of a group who comes together to
discuss specified issues called "tool box talk".
Activity 1C Methods to inform employees about the outcomes of consultation process
Communication methods that can be used to inform employees about the outcomes of
consultation process are as follows:
 Notice boards.
 newsletters
 letters to staff
 press releases
 annual reports
 emails and intranet
 conversations on phone
 PPT presentations
 group meetings
 focus groups
 face to face meetings between employees and management
 consultation groups
Communication method which is fast, accurate, timely and in reach of every employee
should be selected (Leon-Perez and et.al., 2015). So that effective and efficient communication
could be set between employees and organization.
Outcomes can be put across each personnel by assembling meeting sessions to introduce
workforce with outcomes and solutions to issues identified in consulting process.
Activity 1D work place issue and root cause analysis
If someone raises a work place issue, it should directly be refereed to Human Resources
Department. As HR department is only handling issues and problems relating to employees

working in the organization. HR team has a significant work of developing and maintaining
work environment for workers to maintain peace in the company. For solving any problem, one
should be refereed to HR team of the company.
Root cause Analysis is a technique or method of solving any problem by identifying the
root causes of the problem. For Example: Some students who received bad grades in their testing
scores. After initiating investigation it was discovered that students taking tests in final period of
school day got low marks. Further investigation verified that students getting bad marks has lack
in ability to focus (Reina and Reina, 2016). Even further research revealed that the lack of ability
was due to hunger. So, the root cause of poor grades in tests was hunger, solution to this was
made by moving the test times to soon after lunch.
Activity 2A Cultural diversity and policies in an organization
Cultural Diversity can be defined as the existence of a multiple sib cultures and different
value systems in a multicultural society. It can also be termed as different cultures respecting
each other's differences.
Difference between internal and external accountability is that; Internal accountability
comes from inside and external comes from outside of organization. Internal is accountable to
one single individual whereas external is accountable to many others. Internal creates an
environment as a creditability that others trust and respect of on the other hand external creates
an environment that is felt by people and compelled to follow, a set of social rules and standards.
There are simple policies and procedures in the organization of Morrisons to prevent
bias-Ness with employees regarding any particular culture. Company is multicultural which give
equal emphasis on each type of culture in the organisation (McCann, 2017). Policies are formed
according to the implementation of each culture i.e. clan culture, Adhocracy culture, Market
culture, Hierarchy culture. As company's environment is friendly, creative, results based, consist
of formal work structure which removes bias-Ness in company's culture. It is compulsory for
each employee to do its work in the boundaries of these policies of work culture to prevent any
issue.
Activity 2B Professional code of conduct and behaviours
Code of conduct can be defined as a set of guidelines encouraging the social norms,
rules, responsibilities for an individual to follow that in order to maintain decorum of the
organization.

Professional behaviours can be demonstrated as:
 Respect: Professional behaviour is not limited to being polite to others, not using
derogatory or demeaning words; behaving in a manner that brings credit to profession is
also important.
 Integrity: It means continuous honesty and being able to be trusted by others, complete
and accurate documentation of patient care.
 Honesty: Every professional individual should be honest in any case with his profession
and at least with people that are in touch with him through profession (Vogel, Hansen and
Kreysch, 2018).
 Conscientious: A professional should be very much particular in his or her work and
dedicated, hard working, attentive, etc.
 Limitation awareness: A professional should be aware about each and every aspect of his
surroundings. His awareness should not be limited by vision of eye.
 Avoiding conflict of interest: Should avoid any kind of conflict of his interest.
 Responsibility for others: Individual should be able to take responsibility of others as
well.
 Cooperation: A professional should be cooperative with others.
Passive Assertive Aggressive

Characteristic
s
Meet their needs
by avoiding
opinions and
feelings.
Expressing
yourself
effectively and
putting view in
front.
Express their
feelings and
opinions by
violating rights
of others.
Believes Protect rights
and identify their
needs.
Respecting rights
of others.
To violate rights
of others to
express opinions.
Body
language
Patterns of
avoiding
expressing their
opinions.
core
communication
skill.
Verbally and
physically
abusive.
Consequences As a result they
do not respond
overtly to hurtful
situations.
It can result in
gaining self
esteem and earn
others respect.
Aggression.
Activity 3A Networking and methods to start networking
Networking means a process that enhance the exchange of ideas and information among
different persons or groups of common interest. Networking has many benefits for an
organisation, some of them are:
Opportunities: Networking brings in many opportunities in business, like joint ventures,
leads, speaking and writing opportunities and many more.

Connections: For a very successful business one need a big source of reliable networks.
Networking helps any business by providing them with a huge source of connections (Khan and
Omar, 2018).
Advice: Networking assist business to come in contact with some great minded business
owners, which can result in opportunity to get good advices from them on things related to
business.
Raising your profile: Being noticeable is a big advantage of networking for any business
personnel by attending business and social events that will assist in getting your known. This can
lead to build of reputation as a knowledgeable, reliable and supportive person.
Following methods can be used to start networking in business with employees:
1. Networking in job description: Including networking in description of each
employee will upfront the freshers that networking in his job role is expected by
him.
2. Clear and reasonable expectations: Expectation with staff should be very clear
and obvious to have right person (Sias, 2014). This will enable he or she to build
network around any type of product or service.
3. Teaching staff about networking: Teaching should be given to staff about
networking to make them network efficiently.
4. Motivating staff: Motivating can result in getting referrals to the company.
Bonus system in workplace can motivate and encourage employee to attend
chamber meetings with CEO and to develop many connections around while
passing out business cards and fliers for the company.
Activity 3B Objectives, targets and measures to develop and maintain internal and external
relationships.
Objectives are basic tools because of which strategies and planning activities in a
business take place. These are basis of formation of policy and measuring performance. In
simple words it can be stated as, a specific result that an individual aims to achieve within a fixed
time period with optimum utilisation of available resources. Objectives should be presented by
preparing a power point presentation, which includes slides to clarify objective to audience very
clearly and make them understand about strategies and planing techniques that will be used to
achieve those objectives.

Target is any objective of economic policy or variable that policy makers use as the basis
of policy formation.
To develop and maintain internal and external relationships, Frequent communication
and hold on special events like department meetings to discuss progress and issues is to be done
to maintain internal relationships (Gibson, 2015). And for building external relationship one has
to go to conferences and key industry functions to network, follow up.
Activity 4A
Evidence to ascertain workplace difficulties comes from two primary sources i.e.
evidence collected by applicant and evidence collected by the assessor.
Communication training methods:
Team building activities: Team building activities through fun can help developing
potential of every individual which can result in effective communication between them.
Action Learning sets: These enables teams to address complicated issues by meeting
regularly.
Coaching and mentoring: Through proper coaching and mentoring communication skills
could be enhance of team (Manuti and et.al., 2015).
Activity 4B
5 types of conflicts are; within the individual, interpersonal conflict, between individual
and group, intergroup conflict, inter organizational conflict. Principles of managing conflicts are;
Division of work, discipline, unity of command, unity of direction, remuneration, centralization,
etc.
Activity 4C
Counselling is helping approach that highlights the emotional and intellectual experience
of a client. The role counsellor is to enable client to explore many aspects of their life and
feelings.
Preventative measures in an organisation are; There are two types of measure primary
and secondary (Dutton and Ragins, 2017).
Confidentiality means a set of rules executed through confidentiality agreements that
limits access on certain types of information. In wrong hands confidential information.
Activity 4D
Action plan is a way to make sure that organization's vision is made concrete.

Goals
Specific Measurable Attainable Relevant Time-
based
Communic
ation skills
By taking
reviews
from others.
Can be
achieved
by
attending ,
meetings
and
seminars.
Conferen
ces and
seminars
give
opportuni
ty to
present
ideas in
from of
everyone.
2-3 days.
ACTIVITY OF SKILLS AND KNOWLEDGE
1.
Workplace Issues Causes Solutions
1. Poor Communication Business having difficulty with
many facets of
communication.
Most effective way to connect
with colleagues if through
communication software.
2. Data Security unmaintained infrastructure of
company.
Problem can be solved by
managed IT services,
experienced professionals to
monitor infrastructure of
company.
3. Lack of respect Toiling for hours on difficult
tasks or constant delivering
whenever called.
Pointing out the quality of
work by emailing team
members as a whole or by

taking team out for lunch as a
reward for their continued
effort.
2. Rapport can be established by following six steps:
1. Check your Appearance: Appearance of one should help himself to connect with
people and do not create a barrier. A rule is that you should dress a little better than the people an
individual is going to meet.
2. Remember the basics: HR of any company should always remember his basis
teachings such as, culturally appropriate, smile, relax, maintain a good posture, remember name
of people, etc.
3. Find common ground: Rapport can be establish by finding a common ground of
interest on which both can share their own personal views (Kabo, 2017). Use of open ended
questions can make it happen to discover personal information.
4. Create Shared Experiences: Human interaction is very important to grow any rapport
and a great way to interact is to share experiences.
5. Be Empathic: It is understanding peoples emotions, feelings, perception, etc. by
seeing things from their perceptions. To do so one has to learn what makes him tick.
6. Mirror and Match: This is the technique to make yourself more like other individual
because study shows that those people who are just like ourselves are preferred most.
3.
Issue level Area Finding Remedial
action
Time frame
Medium issue
level
Human resource lack of
communication
due to difficulty
with many
factors of
communication.
Most efficient
way is to
communicate
with
communication
software.
Strategies would
be implemented
within this week.
High issue level Data security Unmaintained
infrastructure of
company resulted
in deficiency in
Solution is to
take help from IT
services or
professionals to
Would be
implemented by
the end of
present month.

data security. monitor
infrastructure of
company.
Medium level of
issue
A team of
workplace
Toiling for hours
on difficult tasks
resulted in loss of
respect in the
eyes of team
members.
Pointing out
quality of work
by emailing
every individual
of a team as a
whole (Hopkins
and Yonker,
2015).
This would be
implemented by
tomorrow itself.
4.
Tips for networking instructions:
Tip no.1: Network with Purpose.
Tip no. 2: Research should be informed.
Tip no. 3: Wear a conversation starter, without breaking wallet.
5.
Ideas of maintaining relationships through networking:
Keep a list: There should be a list of people to whom a person respect and would want to
work with.
Reach out on a regular basis: One should try to reach a person on a regular basis with
whom he wants to maintain relationships with (McMann and et.al., 2017).
Not everyone should make a list: List of everyone cannot be made, as solid profession
is not just breadth but with depth. Only the list of limited contacts that are important should be
mentioned in a list.
6.
Important leadership skills are:
Communication skills.
Interpersonal skills.
Problem solving Skills.
Delegation work skills.
7.
Ensure confidentiality: To ensure confidentiality HR should handle important and private
documents carefully, away from everyone's reach. Secondly, should comply with privacy laws

and by complying with demanding law when 2 privacy laws interact. Thirdly, HR should secure
all the electronic information.
8.
Eisenhower's Urgent/Important principle: This principle states that, the urgent are not
important, and the important are never urgent. According to this principle, ones that you have not
foreseen and others that have left until the last minute, one can eliminate last minute activities by
planning ahead (Yang and Caughlin, 2017). For example, an individual cannot always predict or
avoid some issues to deal with this, best approach is to leave some time vacant in the schedule to
handle such unexpected issues.
MAJOR ACTIVITY
1. Performance review
EMPLOYEE 3 MONTH PROGRESS REPORT
Employee Name: _________________________ Employee Number: __________ Location: _______________
Date:
Position: ___________________________ Probationary Period From: ________ To: _______ Supervisor:
Expectation
s
Significantl
y
Exceeds
Requireme
nts
Meets
Requireme
nts
Developing
/
Needs
Improveme
nt
Unsatisfactor
y Comments
General
understandin
g
of essential
functions of
job
✔️
As the employee is new to organization,
understanding of job is in process perhaps
he meets all the necessary requirements.

Dependabilit
y/Attendance ✔️
Due to medical illness, employee was
absent for some weeks.
Initiative ✔️ Very good at taking initiatives.
Cooperation ✔️
Seeks
assistance
when needed
✔️
EMPLOYEE REVIEW REPORT
Employee Name: _________________________ Employee Number: __________ Location: _______________
Date:
Expectat
ions
Unsatisf
actory Fair Satisfact
ory Good Excellent Not
reviewed Comments
Job

understan
ding
✔️
Job Skills ✔️
growth ✔️
Performa
nce ✔️
Productiv
ity
✔️
More training sessions can be
provided in order to enhance
skills for better productivity.
Feedback of the above report is; that employee should start focusing on his attendance and
dependability, further investigated that employee is not so good in productivity for company. So
to prevent any kind of issues with HR and termination worker should work on these two factors.
2.
While conducting consultation process, in a meeting with employees a good opportunity
was given to workers to put on or bring any issues within company. The issue that highlighted
during meeting was, that employees are facing problem with the usage of software which is
preventing employees to work efficiently and effectively (Methot and et.al., 2016).
The feedback was given to employees within 2 working days that, proper training
sessions will be conducted by management team to facilitate each and every employee with the
usage of software.

3. Recruitment Drives:
People with disabilities: While drafting the recruitment drive for a diverse work force,
there would be no partiality or discrimination against peoples having disabilities neither
preferences will be given. They all will be treated equally.
Women: No gender discrimination will be there, there would be equal seats reserved for
women as compared to men.
Indigenous Australians: Equal job opportunities would be given to Indigenous
Australians as they are also Australians unaffected by the fact that they are aboriginal and Torres
strait islander people of Australia.
Overseas Workers: Applicability of oversees workers depend upon their nationality and
beliefs.
Mature workers: Company is hiring a diverse workforce, for which mature workers are
much more needed to guide the youth with their experiences (Barak, 2016).
Trainees: Proper training sessions would be given to workers from different cultural
backgrounds to make them comfortable with the environment of company.
4. Team building activities:
Playing with a purpose: An individual lose his ability to open up and have fun, and they
become less affective on the job. Playing a team building game with a purpose ca help.
Team Building Pioneers: by setting bars for fun, effective and memorable corporate team
can be build.
Professional facilitators: Part cheerleader, part therapist, part camp counselor with
boundless energy and grace.
5.
Guidance, support, training and advice that should be given to team members in advance
that during and after networking every worker should get involved in this process to set network.
Networking process for communication helps employees to defend conflicts in the
organization.
We will ask team members in the networking event about the updates and working of
event.

6.
Resolution Process:
Identifying the reason for conflict: Firstly, a deep research will be conducted for
identifying the reason for conflict in intra project. After research the reason that arises for
conflict was, poor communication.
Managing conflict: Secondly, measure would be taken to prevent such conflicts due to
poor communication like, development and implementation of new communication software
(Leon-Perez and et.al., 2015).
Resolution of conflict: Thirdly, conflict was resolved by replacing old communication
techniques with latest one by installing new software for communication.
Short and long term guidance and support: Fourthly, training sessions would be
conducted to give long term guidance to team members.

REFERENCES
Books and Journals
Anthony‐McMann, P. E. and et.al., 2017. Exploring different operationalizations of employee
engagement and their relationships with workplace stress and burnout. Human Resource
Development Quarterly. 28(2). pp.163-195.
Barak, M. E. M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Dutton, J. E. and Ragins, B. R., 2017. Positive relationships at work: An introduction and
invitation. In Exploring positive relationships at work (pp. 2-24). Psychology Press.
Gibson, K. R., 2015. A relational identity threat response model: how the ups and downs of
workplace relationships drive discretionary behavior (Doctoral dissertation, Georgia
Institute of Technology).
Hopkins, M. M. and Yonker, R. D., 2015. Managing conflict with emotional intelligence:
Abilities that make a difference. Journal of Management Development. 34(2). pp.226-244.
Kabo, F. W., 2017. A model of potential encounters in the workplace: The relationships of
homophily, spatial distance, organizational structure, and perceived networks. Environment
and Behavior. 49(6). pp.638-662.
Khan, S. W. and Omar, N., 2018. Understanding Workplace Relationships-LMX quality,
Turnover intention and employee job satisfaction, Mediating role of Superior Subordinate
Communication. In SMMTC Postgraduate Symposium 2018 (p. 163).
Leon-Perez, J. M., and et.al., 2015. The relationship between interpersonal conflict and
workplace bullying. Journal of Managerial Psychology.30(3). pp.250-263.
Manuti, A. and et.al., 2015. Formal and informal learning in the workplace: a research review.
International journal of training and development. 19(1).pp.1-17.
McCann, V., 2017. Human relations: The art and science of building effective relationships.
Pearson.
Methot, J. R., and et.al., 2016. Are workplace friendships a mixed blessing? Exploring tradeoffs
of multiplex relationships and their associations with job performance. Personnel
psychology. 69(2). pp.311-355.
Reina, D. S. and Reina, M. L., 2016. Trust and Betrayal in the Workplace: Building Effective
Relationships in Your Organization. Recorded Books.

Sias, P. M., 2014. Workplace relationships. The SAGE handbook of organizational
communication: Advances in theory, research, and methods .pp.375-400.
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