BSBLDR502 and BSBLDR504 Assessment 1

Assessment 1 for BSBLDR502 and BSBLDR504 with simulation exercises and case studies. Learn about effective workplace relationships and diversity integration. The assessment includes 5 knowledge questions and you must ANSWER ALL. Use the spaces below to respond to the questions. Weights and marking allocations are in the marking allocating table.

T-1.8.1_v3
Details of Assessment
Term and Year 3, 2019 Time allowed 4 weeks
Assessment No 1 Assessment Weighting 25%
Assessment Type Simulation Exercises and Case Studies (Individual In-Class Assessment)
Due Date Week 4 Room 611 / 609
Details of Subject
Qualification BSB51915 Diploma of Leadership and Management
Subject Name Leadership & Diversity
Details of Unit(s) of competency
Unit Code (s) and
Names
BSBLDR502 Lead and manage effective workplace relationships
BSBLDR504 Implement Diversity in the workplace
Details of Student
Student Name
College Student ID
Student Declaration: I declare that the work submitted is my
own and has not been copied or plagiarised from any person
or source. I acknowledge that I understand the requirements
to complete the assessment tasks. I am also aware of my
right to appeal. The feedback session schedule and
reassessment procedure were explained to me.
Student’s
Signature: ____________________
Date: _____/_____/_________
Details of Assessor
Assessor’s Name NADIA CHOWDHURY / TANIM KHAN
Assessment Outcome
Assessment
Result Competent Not Yet Competent Marks / 25
Feedback to Student
Progressive feedback to students, identifying gaps in competency and comments on positive
improvements:
Assessor Declaration: I declare that I have conducted
a fair, valid, reliable and flexible assessment with this
student.
Student attended the feedback session.
Student did not attend the feedback session.
Assessor’s
Signature: ___________________
Date: _____/_____/________
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Purpose of the Assessment
The purpose of this assessment is to assess the student in the
following learning outcomes:
Competent
(C)
Not Yet
Competent
(NYC)
BSBLDR502 KNOWLEDGE EVIDENCE
explain how systems, policies and procedures can support the development
of effective work relationships focusing on interpersonal styles,
communications, consultation, cultural and social sensitivity, networking and
conflict resolution
outline legislation relevant to managing effective workplace relationships
BSBLDR504 KNOWLEDGE EVIDENCE
explain how organisation’s policies and procedures relate to diversity
give examples of barriers to inclusive engagement in a diverse workforce and
possible strategies to address them
describe inclusive behaviours that support diversity integration
Assessment/evidence gathering conditions
Each assessment component is recorded as either Competent (C) or Not Yet Competent (NYC). A
student can only achieve competence when all assessment components listed under “Purpose of the
assessment” section are recorded as competent. Your trainer will give you feedback after the completion
of each assessment. A student who is assessed as NYC (Not Yet Competent) is eligible for re-
assessment.
Resources required for this Assessment
 Computer with relevant software applications and access to internet
 Weekly eLearning notes relevant to the tasks/questions
Instructions for Students
Please read the following instructions carefully
 This assessment has to be completed In class At home
 The assessment is to be completed according to the instructions given by your assessor.
 Feedback on each task will be provided to enable you to determine how your work could be
improved. You will be provided with feedback on your work within two weeks of the assessment due
date. All other feedback will be provided by the end of the term.
 Should you not answer the questions correctly, you will be given feedback on the results and your
gaps in knowledge. You will be given another opportunity to demonstrate your knowledge and skills
to be deemed competent for this unit of competency.
 If you are not sure about any aspects of this assessment, please ask for clarification from your
assessor.
 Please refer to the College re-assessment for more information (Student Handbook).
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ASSESSMENT BRIEF & INSTRUCTIONS
This assessment comprises the knowledge testing required for the units BSBLDR502 and
BSBLDR504. You are required to complete this Assessment 1 before attempting the Assessment 2.
The assessment includes 5 knowledge questions and you must ANSWER ALL. Use the spaces below
to respond to the questions. Weights and marking allocations are in the marking allocating table.
This assessment has been established with the aim to measure your knowledge, and attributes in
leading effective workplace relationships and as well as implementing diversity in the workplace.
Through this assessment you are required to provide evidence of your understanding in regards to
systems, policies and procedures that supports effective work relationships and workplace diversity.
In addition you will also outline relevant legislations in managing workplace relationships and
workplace diversity. The other areas you will also be assessed in this assessment includes barriers to
diverse workforce, behaviours that support diversity and as well as the origin and nature of diversity
within workplace.
Question 1. Research within the Australian workplace context and outline at least TWO
workplace relevant legislations that are essential for managing effective workplace
relationships. For the fourth column of the table, you could think of workplace issues such
as employment, discriminations, privacy, equal opportunity, etc. (4 marks)
Legislati
on name
and year
Legislation Internet address Purpose
of the
legislatio
n
Outline
how any
Australi
an
workpla
ce is
affected
by this
legislati
on
Fair work
Legislati
on, 2009
https://www.fairwork.gov.au/about-us/legislation To
provide
employee
s with
benefits
like
minimum
entitleme
nts,
This
legislatio
n
protects
employe
es
against
any form
of
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provide
flexible
working
hours and
promote
fairness
while
avoiding
discrimina
tion at
workplace
.
exploitati
on by
the
employe
rs by
empowe
ring
them.
The
recent
amendm
ent of
domestic
violence
allows
the
employe
es to not
let their
domestic
situation
affect
their pay
and
workplac
e
condition
s.
Model
Work
Health
and
Safety
Regulati
ons,
2019
https://www.safeworkaustralia.gov.au/system/files/
documents/1902/explanatory-statement-model-whs-
regulations.pdf
Protect
safety of
the
workers,
have
better
safety
outcomes
,
decrease
complianc
e costs
For
people
working
in
hazardo
us jobs
like
mines,
this law
provides
protectio
n against
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and
improve
the
efficiency
for health
of safety
workers.
possible
dangers.
This also
ensures
that the
health of
the
employe
e is not
adversel
y
affected.
Question 2. Explain with your own understanding how organisational systems, policies and
procedures can support good workplace relationships especially on the following matters.
(6 marks)
Workplace
matter
Explanation on how organisation systems can support on these
matters?
Interpersonal
Styles
Interpersonal styles in an organisation become more clear and effective if
there are no undue restrictions from the management and the people in
power. Avoiding unnecessary pressures on the employees makes them
more aware about their position in the organisation and they will feel more
confident about their approach while also being open to identifying and
changing their flaws.
Communications
In many instances, it has been understood that having only formal or
informal communication channels does not constitute a good
communication system. Having a good balance between the two is
necessary for effective communication. Hence, the organisation system
should support a communication channel which is efficient for the
organisation.
Workplace
Consultation
There should not be too many guidelines to be followed while consulting
some other person in the workplace. While it is essential to ensure that
employees remain respectful towards each other, unnecessary protocols
like timings, forms to be filled and specific guidelines regarding addressing
each other should be avoided to improve team spirit among the employees.
Cross Cultural
Sensitivity
There have been many instances of discrimination against minorities in
organisations of every industry. Organisations should implement strict
punishments against people involved in insensitive acts against people of
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other cultures. Regular programs should be taken up to educate employees
about other cultures and to avoid any activities which are likely to offend
others. People belonging to other cultures should be hired on a more
regular basis to promote and maintain diversity in the organisation.
Industry
Networking
The nature of the modern business makes collaboration with other
companies of the same industry necessary at some point. Hence, cultural
exchange programs between a company and its competitors makes it
possible for an entity to review its policies and come up with new
innovations which accommodate the good aspects from other companies’
policies. This also builds a healthy competitive relation between companies
of a particular industry.
Resolution of
conflict at work
The policies and procedures of the company should not view conflict as a
bad aspect. They should acknowledge the fact that conflicts are sometimes
necessary in an organisation and should resolve it in a productive manner.
They should have a mechanism in place which embraces the conflict and
tries to understand and analyse it. New policies should be formed which
should both solve the conflict and include the learnings from the occurrence
of such conflicts.
Question 3. Refer to the “Diversity and Inclusion” article linked below (click the icon) and
describe in your own words how inclusive behaviours from leaders and employees in an
organisation can support diversity integration. Describe at least FIVE types of behaviours.
(5 marks)
Diversity integration is the process through which all the members belonging to different cultural
groups are integrated into the organisation as members belonging to it. There are no discrimination
or biased practices followed against them. In order to support diversity integration in an
organisation, there is a need of complete support from every employee of the organisation. Some
of the behaviours that can be exhibited by the people that support diversity integration are as
follows:
1. Understand and gain knowledge about the diversity mission and vision of the organisation.
This is essential for committing to the process that would be implemented by the entity.
This will also make them perform roles which can be done by them according to their
position in the organisation. This will make other people who are under their guidance
follow their queues and act in a manner that makes the entire organisation culturally
diverse.
2. Obtaining competency in other cultures. This involves understanding and reading about
other cultures, their diversities and taking the time to review and analyse the reasons for
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the existence of such diversities. This also involves interacting with the co-workers about
their cultures and understanding their specifics. This removes any ignorance that a person
had about a particular culture and makes them more tolerant and open-minded about
people belonging to other cultures.
3. Taking initiative to drive the change in the organisation. This means that the CEO and other
people in higher positions in the organisation should insist about the changes that they
want to see in the organisation. They should also make strict policies about diverting from
the cultural guidelines of the organisation. Any act of the position in a higher position of the
organisation does not take too much time to become a norm in the organisation.
4. Fully committing to the process implemented by the organisation. The employees should
participate in surveys, give feedback to the manager and make suggestions about ways in
which the existing policies implemented by the organisation can be improved. This makes
the processes of the organisation become well.
5. Understand the fact that the implementation of diversity inclusion is not a one-time process
and requires time and continuous effort on everyone’s part. This includes being tolerant
towards employees who are not completely in agreement with the organisation’s policies
and giving them the required time to fully understand and implement the diversity
guidelines. Care should be taken to involve people from different cultures in every business
aspect of the organisation.
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Question 4. Provide four examples of barriers to inclusion in a diverse workforce and
address these four barriers with your own strategies. (4 marks)
Example of the barrier to inclusion
and diversity
Your strategy/action plan to address the barrier
Forming of informal groups with people
belonging to the same culture. This
prevents interaction and communication
among people belonging to the same
culture
This problem can be overcome by undertaking
activities which encourage team spirit and diversity
among the members of the organisation. Taking part
in or organising activities like group discussions,
team tours and cultural programs can encourage
people to not join particular groups and interact with
everyone in the work place. Special efforts should be
made to ensure that people belonging to minority
cultures do not feel left out or not included in the
activities of the organisation.
Bullying people either through cyber
devices or using intimidation tactics
against people belonging to minority
cultures
The organisation should impose strict penalties
against people who are involved in any form of
bullying in the organisation. This includes a ban on
specific words being used in the official mails sent in
the organisation and strict guidelines regarding the
language that cannot be used in the organisation.
There should also be a proper grievance mechanism
in place for people to make complaints about any
form of discrimination faced by them.
There should be activities like cultural and ethnic
apparel wear days. This should encourage the
employees to display their culture on specific days in
the organisation. Programs should be undertaken to
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Insensitivity towards the religious and
cultural beliefs of people belonging to a
different culture
make people provide an understanding of their
culture to people belonging to other culture. They
should be provided with a clear understanding of the
things to avoid saying so that they do not offend
people of other cultures.
Lack of acceptable effort on behalf of the
organisation
Making guidelines and regulations is not sufficient to
ensure that they are followed automatically in the
organisation. A significant effort is required on the
part of a CEO and the higher management to follow
these guidelines. There should be feedback sessions
to be taken from the employees to understand their
take on the performance of the higher management.
There should be discussion about the results and
weaknesses of the process being implemented by
the organisation.
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Question 5. With your own understanding, explain how the following organisational (or find a
policy of another organisation) policies linked below relate to workplace diversity. (6 marks)
Organisational
Policy
Sample policy of an
organisation (link)
Purpose of the policy Your explanation to
how the organisational
policy relates to or
affects workplace
diversity
Recruitment &
Selection
http://sydney.edu.au/
policies/showdoc.aspx?
recnum=PDOC2011/120&
RendNum=0
The purpose of this
policy is to provide
information about the
guidelines followed by
the university in the
recruitment of
individuals according
to the legislations in
place. It also ensures
there is no form of
discrimination being
practised by the
organisation.
As the recruitment is
completely merit-based,
this provides an equal
opportunity to people
from all backgrounds to
apply for a job and get
selected. This ensures
that there is a chance to
hire people from all
cultures and places, in
addition to meeting the
guidelines related to the
employment of people
with disabilities. The
policy of the organisation
is highly supportive of
maintaining diversity and
equality in the
organisation.
Performance
Management
https://
www.nab.com.au/about-
us/social-impact/our-
people/performance-and-
remuneration This policy is in place
to make sure that the
performance of
employees is up to
acceptable standards
and provide
information about the
policies adopted by the
company to ensure the
maintenance of such
standards.
This policy of the
organisation supports
workplace diversity as it
suggests that all
employees are provided
equity ownership in the
organisation irrespective
of their cultural
background. It also
follows gender equality
and concerned about the
well-being and flexibility
of the employees. The
above mentioned policy
encourages people from
different backgrounds to
join the organisation and
remain as its employees
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for a good amount of
time.
Code of
Conduct
https://
www.wesfarmers.com.au/
docs/default-source/
corporate-governance/
code-of-conduct---may-
2015.pdf?sfvrsn=10
This is to provide the
employees with
guidelines about how
to conduct themselves
and behave in various
situations that they
come across as an
employee of the
organisation.
This will encourage
diversity in the
organisation as there are
strict rules about valuing
and maintaining diversity
in the workplace of the
organisation. The
employees are also
expected to work
collaboratively and make
decisions based on merit.
This would provide
assurance to different
employees about their
work environment and
encourage them to take
more active part in the
activities of the
organisation.
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ASSESSMENT MARKING ALLOCATIONS
(Trainer/Assessor use for assessing & marking purposes)
The learner will be assessed on the following knowledge
evidence and performance evidence
Marks
allocated
Marks
received
Question 1. Within the Australian workplace context, outline at
least TWO workplace relevant legislations that are essential for
managing effective workplace relationships. You could think of
workplace issues such as employment, discriminations, privacy,
equal opportunity, etc.
4
Question 2. Explain with your own understanding how
organisational systems, policies and procedures can support
good workplace relationships especially on the following matters.
6
Question 3. Refer to the “Diversity and Inclusion” article linked
below (click the icon) and describe in your own words how
inclusive behaviours from leaders and employees in an
organisation can support diversity integration. Describe at least
four types of behaviours.
5
Question 4. Provide four examples of barriers to inclusion in a
diverse workforce and address these four barriers with your own
strategies.
4
Question 5. With your own understanding, explain how the
following organisational (or find a policy of another organisation)
policies linked below relate to workplace diversity.
6
TOTAL MARKS 25
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