Management Studies - Australian Human Rights Commission

Running head: MANAGEMENT STUDIES
MANAGEMENT STUDIES
Name of the student
Name of the university
Author note

MANAGEMENT STUDIES
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Table of Contents
Assessment Task 1...........................................................................................................................3
Part A...............................................................................................................................................3
1. The anti-discrimination body...................................................................................................3
2. Legislation that govern anti-discrimination for the Commonwealth government...................3
3. Governing body of the Fair Work Act 2009............................................................................3
4. Anti-discrimination legislation in New South Wales..............................................................4
5. Unlawful discrimination and its occurrence in training..........................................................4
6. Ethical behavior of Helen’s employer.....................................................................................4
Part B...............................................................................................................................................5
Script of the conversation with Mary..........................................................................................5
Employee self- evaluation form...................................................................................................6
Client feedback form...................................................................................................................7
Part C...............................................................................................................................................9
Assessment of the flaws in Mary’s role.......................................................................................9
Courses that might be considered by the organization for Mary.................................................9
Assessment Task 2.........................................................................................................................11
2.1 Develop team and individuals.................................................................................................11
Part A: Mentoring and coaching....................................................................................................11
Answer to questions...................................................................................................................11
Roleplay.....................................................................................................................................12
Part B.............................................................................................................................................14
Learning style of the individuals...............................................................................................14
Professional development sessions and delivery methods........................................................14
Part C.............................................................................................................................................15
Assessment of the situation.......................................................................................................15
Training program.......................................................................................................................15
2.2 Support and guide innovation in a team environment.............................................................20
Force- field analysis...................................................................................................................20
Overcoming the barriers............................................................................................................21
Assessment Task 3.........................................................................................................................22
Part A.............................................................................................................................................22
Training program for Gino........................................................................................................22
Training schedule for Gino........................................................................................................22

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Reflection...................................................................................................................................23
Part B.............................................................................................................................................23
Objectives of the training session..............................................................................................23
Evaluation form.........................................................................................................................24
Part C.............................................................................................................................................24
Preparation for the role play......................................................................................................24
Role play....................................................................................................................................24
Gino’s professional development..............................................................................................25
References......................................................................................................................................27

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Assessment Task 1
Part A
1. The anti-discrimination body
The name of the anti- discrimination body is the Australian Human Rights Commission
(AHRC), which aims at mitigating the issues relating to discrimination in the different
workplaces (Beck 2016). The different modifications in the policy statements are administered
by the AHRC with the objective of improving the rate of operation of the venture.
2. Legislation that govern anti-discrimination for the Commonwealth government.
The anti- discrimination legislations included Racial Discrimination Act 1975 with the
objective of annihilating discrimination grounded on race, ethnicity or national origin. On the
other hand, the Equal Opportunity Act 1977 and the Anti-Discrimination Act 1977 aimed at
administering over sexual discrimination related activities. The Australian parliament also took
the initiative of expanding the Sex Discrimination Act 1984 (SDA) with the purpose of
improving their focus on the operations. The imposition of the Disability Discrimination Act
1992 essentially dominated over the discrimination over disability (Barker 2019).
3. Governing body of the Fair Work Act 2009
The Fair Work Commission governs the Fair Work Act 2009 with the purpose of
minimizing the rate of discrimination in the workplace (Kavanagh and McRae 2017).The
imposition of the Fair Work Act in the Australian workplace enables in minimizing the rate of
discrimination on the basis of caste, sex, religion, disability and the like.

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4. Anti-discrimination legislation in New South Wales
The Federal government of the New South Wales took the initiative of implementing the
Anti-Discrimination Act 1977 with the objective of negating all forces of discrimination in the
workplaces.
5. Unlawful discrimination and its occurrence in training
An unlawful discrimination is when any candidate or employee is suppressed on the basis
of caste, creed, religion, background sex and disabilities. The radicalism of the concept is based
on the biasness that is held by the employer while operating in the different markets. In this
relation, an organizational situation might be correlated where an individual employee, having
sufficient skills and experience, are suppressed on grounds of the racial background (Australian
Human Rights Commission 2019). The unlawful discrimination in the workplace might affect
the capabilities of the organization in maintaining the inclusiveness of the same while operating
in the different markets.
6. Ethical behavior of Helen’s employer
Helen’s employer did not act ethically as the hierarchy of management discriminated and
underestimated the capabilities of an experienced employee. The unethical part of the activity
was due to the increased biasness that was portrayed by the employer while operating in the
different markets. The suppression and biased decision of the management affected the
capability of the organization in adhering to the anti- discrimination legislations that are imposed
by the government.
The federal and state authorities would advise Helen to file a case against the employer
while charging the same with discrimination on the basis of age. The penalty that would be
imposed by the state or federal authorities would affect the capital of the organization while

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setting an example for the other organizations that are practicing such discriminatory activities
with the objective of fulfilling their own objectives.
Part B
Script of the conversation with Mary
Self- evaluation enables an individual in identifying the different strengths and weaknesses of the
same while. Therefore, the process of self- evaluation enables an individual in improving the
scope of operations in the coming years. In this relation, the script will enumerate a
communication with Mary while making the same aware of the prospects of self- evaluation.
X: Hi!
M: Hello Sir.
X: Do you feel overloaded with the additional responsibilities to your current job role?
M: I believe so. Specifically, I was entrusted with the responsibility of making timely delivery of
administrative or secretarial services. However, the impending job role of holding strong
communication between the team members and the clients might cause problem for me.
X: Ok. I believe every new responsibility comes with a challenge. However, what are the issues
that you are considering?
M: I am not good at making communication
X: So, do you feel that a suitable induction session would support you in performing your job
role?
M: I am not sure. It might help but I am not confident.