Lead and Manage Effective Workplace Relations

Running Head: LEAD AND MANAGE EFFECTIVE WORKPLACE RELATIONS
LEAD AND MANAGE EFFECTIVE WORKPLACE RELATIONS
Name of Student
Institution Affiliation

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LEAD AND MANAGE EFFECTIVE WORKPLACE RELATIONS
Activity 1: Manage ideas and information in JKL
In the current technological society, there is a need for JKL to manage ideas and
information in the organization to accomplish tasks and realize their individualistic
development and contentment. JKL management team is required to understand how to
effectively utilize equipment, expertise and plan of action designed to achieve an overall
aim to control the amount of information that is obtainable and to establish as well as
share or exchange information and ideas (Serrat, 2017).
As a communication consultant at JKL, it is recommendable that JKL should have
revised and updated strategies, policies and processes to manage communication and the
flow of information in the organization. There is a need for making sure that approach
and methods are available to communicate information that is in relation with the
achievement of work responsibilities to all co-workers. For effective communication, it is
a requirement that opportunities should be established for workers to present in their
views. It is necessary that all co-workers can obtain information and ideas. Information at
JKL is required to deliver through various methods continually. It will ensure that the
workers can predict what is likely to occur and where to get the necessary information.
Communication should maintain a constant and timely flow of information. The
communication techniques should be reviewed from time to time and evaluate their
efficacy to make sure that information is received (Serrat, 2017).
The consultation process needs to be created to ensure that the workers have the
chance to subscribe to issues that are in connection to their work functions. There is a
need for JKL to develop and execute successful consultation mechanisms which inspire

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cooperation and engagement of workers and management. In various occurrences,
consultation is a must and a requirement by law. There are essential advantages
connected with the execution and preservation of the consultation culture and cooperation
among workers in the organization. When JKL executes the consultation practice, it will
acknowledge the benefits of the constant search for opinions as well as perspectives from
workers, through individual consultation and among co-workers. The workers’
consciousness and participation in, the decision-making practices will result in a more
productive JKL which is an outcome of the final consultation and teamwork. It will
ensure that JKL gets a superb and more knowledgeable making of decisions and more
effective execution of ideas. Consultation processes will engage as well as keep skilled
and affirmative workers. Consultation among co-workers in JKL will ensure an adequate
working environment that can adapt to adjustments. JKL workers will have reduced
disputes among themselves as well as minimize worker claims against the organization
(Serrat, 2017).
There is a need for JKL to facilitate feedback to workers on the results of the
consultation processes. Feedback is inexpensive, and a management device used below
its optimum level. It enables co-workers to stick on the course and performs as a model to
help individuals to know the way in which others become conscious of their production.
Feedback in JKL will immensely inspire and give vitality and enthusiasm to workers in
the organization. It has a powerful connection to workers contentment and efficiency.
The workers at JKL will feel connected and recognized by the organization. The moment
JKL workers get the slight feedback they will be critical in an unduly disapproving

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manner since they will be dependent on events as compared to appropriate feedback to
estimate their success and influence (Serrat, 2017).
There is a need for JKL to establish processes to make sure that matters rose are
settled in time or directed to the appropriate personnel department. The problems facing
workers in JKL should be defined and broken down until descriptions of are found of
variously related complications. The issues raised should have priority. The more
important problems at JKL should be advanced tackled. The issues should channel to the
right personnel who are in charge of the department where the question arose. The
processes that ensure that issues raised are resolved promptly should also look to avoid
problems in the future and that JKL operations return to normalcy. JKL needs to adopt
an organized approach to solving difficulties and the making of resolutions (Serrat,
2017).
Activity 2A: Establish Systems to Develop Trust and Confidence at JKL
To guarantee that the workers in JKL act ethically then the organization must
establish a culture of ethics by providing adequate tools. The workers at JKL should have
sufficient and suitable training, consultation, models as well as guidance. There is a need
to establish policies which guarantee the following of cultural diversity and ethical values
of JKL industry. JKL industry recognizes the importance of its function as an answerable
corporate citizen. The organization operates with uprightness and in conformity with the
fundamental beliefs of the organization. There is a need for workers at JKL to
enthusiastically take up the cultural diversity inventiveness with the goal of establishing a