Management of Workplace Environment

This document discusses the issues of gender inequality in a human resource organization and the initiatives taken to resolve the issue. It includes a logic model, broad aims of the organization, external and internal stakeholders, responsibilities of the team, and resource implication.

Running Head: MANAGEMENT OF WORKPLACE ENVIRONMENT
MANAGEMENT OF WORKPLACE ENVIRONMENT
Name of the Student
Name of the University
Author Note:

1MANAGEMENT OF WORKPLACE ENVIRONMENT
TABLE OF CONTENTS
Introduction................................................................................................................................2
Articulation of the issues............................................................................................................2
Broad aims of the organisation..................................................................................................3
Logic Model...........................................................................................................................5
Aims of the Project.....................................................................................................................9
External and Internal Stake Holders........................................................................................10
External Stakeholders...........................................................................................................10
Internal Stakeholders............................................................................................................10
Responsibilities of the team.................................................................................................11
Resource Implication...........................................................................................................11
Time Line.............................................................................................................................12
References................................................................................................................................13

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Introduction
The definition of human service organisation clearly states about the importance to
fulfil the requirements of every individual being. The aim of human service department is to
address the needs of every human being covering every domain of living a life. Australian
guidelines for human services is obliged to the international law that ensures that every
human being can utilise and enjoy every imposed human rights (Huczynski, Buchanan &
Huczynski, 2013). Australian government takes pride for paying respect to the reservation
made by the International law for conserving human rights. Rights for the women also comes
under the domain of human rights.
Articulation of the issues
Gender equality is an important issue found in this human resource organisation. The
term Gender equality refers to providing equal opportunities to all the available genders
present in this organisation (Budhwar & Debrah, 2013). The organisation is believed to
follow the nature of partiality for one gender especially the male gender. The right for
equality establishes equality in terms of political, social, and economic aspects of living.
Despite of the physical indifferences, both the genders have the right to get equal
opportunities in regards to social, political, and economic fields. However, in the context of
social disparity, men and women are assigned with different types of works both in office
premise and in domestic world. Hence, it is observed that men are always provided with
higher status works. This particular human resource organisation lacks uniformity in
distributing the responsibilities among the male and female employees. The handbook made
for employee orientation with this organisation has a clear mention of employee satisfaction
considering indifference in terms to class, creed, and race. Except the biological construction
of the male and female, there should no differentiation between these two genders.

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According to the study of sociology, gender is a concept created by the society. This
study reflects that gender is not determined by biology only (Parpart & Stichter, 2016).
Hence, gender inequality is a part of ethical issues found in this particular organisation. The
root cause of the occurrence of gender issues in the department of human resource
department is lack of attention of the domain of gender equality. Issues related to gender
inequality often impacts on the role of female employees in human resource and leadership
department. However, recently this organisation is planning to take some initiatives to resolve
the issues of gender inequality. Considering the growing importance of providing a healthy
environment in the workplace premise, this organisation is taking initiatives to follow the
gender equality according to the law (Bell, Bryman & Harley, 2018). Existence of the issues
related gender inequality can affect the economic growth of the human resource organisation.
In states including United States is on the top of the list providing equal opportunities to the
female employees of a business organisation. These initiatives are taken in accordance with
the research-based knowledge that ensures progression in women career development. In
country like Australia, gender discrimination (especially victimizing women) including both
the domestic and professional world. As a human resource organisation, the gap in providing
gender equality is not expected. To resolve this issue, the organisation has set a goal to
accomplish and will lead to resolving the matter with mutual admire and understanding.
Broad aims of the organisation
Identification of the issue in this human resource organisation requires some
initiatives to be taken to resolve the issue. According to the study, there are certain principles
to recognise for ensuring women empowerment in the office premise. This human resource
organisation should consider obeying these principles as a primary initiative to become
successful in this project. First principle is to establish a cultural shift in the workplace
environment. It will assist the organisation to enhance their basic performance and enable the

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realisation of the potential of women employees within this country. The work culture will
assure same rewarding facilities for all the employees that will establish employee motivation
at the office (May, Peetz, & Strachan, 2013). This organisation aims to nullify the statement
that states women employees are earning less than the male employees in Australian country.
Along with this, the organisation will facilitate elimination of barriers to its extent and
providing scope of equal performance by the female employees of the agency. The
organisation will set a moral to follow the notion of ‘right thing to do’ recognising the overall
monetary enactment. Acknowledging the issue formed the primary step to resolve this ethical
issue prevalent in this organisation. For this, the management should conduct a general
survey to understand the representation of institution. For example, diverse audit conduction
is a way to acknowledge the issue and take steps accordingly (Tomaskovic-Devey, 2014).
The taboos of social culture that speaks about inequality between the two genders should be
broken with following the step of providing importance to value or knowledge. Believing the
culture in workplace often leads to subconscious biasness. Along with this, this project aims
to provide internships and fellowships for women employment. This facility becomes
attractive to the fresh employees. They acquire a huge amount of tangible knowledge that
helps them to become a successful figure in leadership.
The aim of the strategies is to implement them in a way to ensure customer retention
and preservation of the appropriate talent. To retain the talented employees in this
organisation, the company must generate annual reports related to the employee performance
with proper appreciation (Chang et al., 2014). Apart from these, the organisation must
organise communication system with the grass root level to higher authority of the
organisation. The responsibilities of the management should not be limited in data collection
and supervision. Communication with the grass root participants often results in native
empowerment, participation by the society, and impacts upon the location of the organisation.

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Above all, the goal of this project should be creative and proactive in nature. Being proactive
in removing the barriers of gender issues is helpful to derivate social issues in workplace
environment. In this regard, the leaders of the organisation must contribute to resolve the
profound gap in the human resource organisation. A logic model will be described below to
understand the problem of this organisation (Whitman, 2013). The initiative taken by the
organisation and steps taken according to the aimed project. The model will also provide the
probable upshot of the taken initiatives and an assumption of the position of the organisation
in near future. Along with that, the model will describe the external factors that have direct
impact on the project of fulfilling the gap present in the organisational structure.
Logic Model
Identified Issue  Gender Inequality
Problem statement  The women of Australian society are subjected to
different types of inequalities in all spheres of life
including the social, political, and economic domain.
Inputs  Identification of the problem in the present human
resource organisation.
 Conducting individual session with the women
employees of the organisation to identify various issues.
 Gather knowledge from different solution providers
including the government and other organisation to
construct different strategies.
 Organising a seminar to orient the employees with the
strategies planned to resolve the issues.
Outputs  Employing diverse talents to enhance the rate of

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organisational success.
 For the orientation program a transparent mode of
communication should be taken. Providing scope for the
women to represent the executive department of the
organisation.
 Seriously implementing the strategies to employ the
women in all the departments of the organisation
equally.
 Acknowledgment of different rewards for both the male
and female employees of the organisation. Rewards and
appreciation always leads to draw employee motivation
and retention.
 The recruiting department can use the academic section
of the resume while recruiting new employees for the
organisation to reduce gender biasness.
 Determining the salary based on the professional history
of the employee instead of recognising the gender.
 Organisation should seek for quality production instead
of quantity of the production.
 Along with interviewing the female employees of the
organisation, the male employees should be conducted
with individual session to state the aim of this project
clearly.
 This organisation will form an environment that will
provide open forum for all the employees free

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communication with each other.
 Women employees must be provided with
encouragement to work in the office culture and speak
about their challenges with the authority without any
hesitation.
 Removing the concept of pay disparity in the
organisation to promote female equality in the
workplace.
 Women employees will be provided with special
facilities including equal pay for similar kind of works,
flexibility regarding childcare, and extraordinary
mentoring facility for the woman with leadership
quality.
Outcomes  After taking the initiatives and required actions to
derivate the issues of the organisation, the culture of the
organisation has been observed with various changes.
 The women employee will possess high self-esteem to
work in the new workplace culture.
 The female employees will be aware about the concern
of the organisation for them.
 They will come to know about the facilities allotted for
them to work for the organisation.
 They will gain confidence to perform the attributed
responsibility that will lead to fruitful result for them
and for the organisation as well.

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 Female employees will be able to communicate with the
authority about their workplace related challenges
without any hesitation.
Assumption  From the estimated outcome of the strategies taken by
the organisation, it can be assumed that this human
resource organisation will achieve success to resolve the
found issue. It is directly linked with aspects as
employee motivation, employee retention, better
customer employee relation, and above all generating
the company revenue. Both the female and male
employee of the organisation will enjoy performing their
attributed responsibilities that will positively influence
the business. Working at a place with equal
opportunities for all the employees is a healthy practice
to be observed in a successful human resource
organisation. It is strengthening the concept of human
rights and related activities made for the female
employees in the country like Australia.
External Factors  Australian government has defined the term gender
equality concerning the atmosphere of any organisation.
The aim of this legislation is to promote gender equality
in workplace. It strictly stands against recruiting or
eliminating any employee based on the gender identity
and caste related aspects. This organisation will follow
all the rules and regulation made to ensure gender

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equality in workplace.
Aims of the Project
The project of resolving the issues of gender equality is important to improve the
overall performance of the organisation. According to the news and researches, Australian
woman are often subjected to victimise workplace and domestic violence (Fujimoto, Azmat
& Härtel, 2013). A seminar will be conducted to inform the female employees of the
organisation about the selected strategies to improve the workplace culture. The aim of this
project includes
 Assuring a safe and equal work environment for both the male and especially the
female employees of the organisation.
 To make the women employees aware about the strategies and the consequent
benefits they will be getting from this project.
 It will improve the knowledge about the human rights scheduled for the women
employees of any business organisation (Khadka et al., 2014).
 This project will infuse huge amount of the feeling of confidence and esteem for the
female employees of the organisation.
 The female employees will be able to acquire knowledge about their responsibilities
for the organisation and the individual family.
 It will aware the female employees about the initiatives taken by the organisation to
maintain their mental health during the office hours.

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External and Internal Stake Holders
External Stakeholders
The Government – Australian Guidelines are there to ensure gender equality in any
workplace environment. The guidelines ensures equal pay for all the employees of the
organisation. This organisation is becoming an obedient follower of the Australian guidelines
to resolve the serious matter of gender inequality in this organisation (Joshi et al., 2014).
Owners- The owners of this human resource organisation will be benefitted directly by the
improved performance of the organisation. Similarly, the reverse outcome of this project will
affect negatively on the owners of this organisation.
Customers – A healthy workplace culture is directly linked with customer relationship. To
put it simply, a workplace observed with ethical issue will affect the overall performance of
the organisation that will surely affect the relationship with their customers.
Community – In this project the strategies are planned for women employee motivation in a
human resource organisation. It will create a positive impact on the Australian society about
the positive image of the business organisation. Hence, as an external stakeholders the
community will be aware about the existence of such business organisation that provide an
environment that is free of gender biasness (Ogato, 2013).
Internal Stakeholders
Women Employees – As this project aims to derivate the issue of gender biasness from the
work environment, the women employees of the organisation will be benefitted mostly. The
concept of gender equality is very common scenario existed in the Australian community.
Women employees of the organisation will gain self-confidence and self-esteem to work for
individual and organisational development (Earl, & Taylor, 2015).

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The team members of the project – The project is performed and organised by the
management department. They will understand the ongoing problem of the organisation to
avoid serious consequences in near future. The manager, recruiter, and the employees are the
participants of this project. Hence, they will build a sense of collaborative spirit to work for
the betterment of the business organisation.
Responsibilities of the team
Ensuring gender equality in an human resource organisation demands team work to
implement the strategies one by one (Lipton, 2015). The responsibilities of this team includes
the following steps
 Identification of the problem. It will include conduction of individual session with the
employees and the management team.
 Planning for strategies. After identification, the team will decide some initiatives to be
taken to resolve the problem and accelerate the business growth.
 Implementing the strategies. The team to implement the strategies will adopt simple
and clear mode of implementing the initiatives. It is directly linked with fruitful
results.
 Assessing the implementation of the strategies is the final step of the project team.
Assessment is important to measure the appropriateness of the strategies implemented
by the management to resolve the found gender issue.
Resource Implication
Salary
Roles Annual Salary Justification
Account
Manager
AUD $75,000 Mangers are required to be highly
qualified to manage the employees and

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customers of the organisation. The
manager of the team will fulfil the
majority of the responsibilities recorded in
this project (Austen, & Ong, 2013).
Assistant
manager
AUD $65,000 After the project manager, the second most
important person of this project in
Assistant manager. This person needs to
be educated in the similar field to collect
the data from the employees and informing
the employees about the steps to be taken
for the same.
Time Line
Event Time
Identification of the problem 1st and 2nd week
Making decision with the assistance of the
team
3rd and 4th week
Implementing the strategies 5th and 6th week
Assessment 7th and 8th week

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