Management of Workplace Environment

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

MANAGEMENT OF WORKPLACE ENVIRONMENT1
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

MANAGEMENT OF WORKPLACE ENVIRONMENT2
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.

MANAGEMENT OF WORKPLACE ENVIRONMENT3
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