Workplace Relationship Question 2022

Running head: WORKPLACE RELATIONSHIP
WORKPLACE RELATIONSHIP
Name of the Student:
Name of the University:
Author Note

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Table of Contents
Introduction................................................................................................................................3
Discussion..................................................................................................................................3
Causes....................................................................................................................................3
Factors....................................................................................................................................3
Benefits..................................................................................................................................3
Conclusion..................................................................................................................................3
References..................................................................................................................................3

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PART A
Question 1: -
The methods of sourcing the information are the note taking, direct observation,
reading and consulting. While the sharing of the information can be done throw a formal or
informal meeting, notice, e- mails and like.
Question 2: -
The two consultation method of receiving the feedback are the verbal communication
method and the non – verbal communication method.
Question 3: -
The two way of giving the feedback are the 3 X 3 method and one – on – on method.
Question 4: -
To ensure that the raised issue is solved the management need to perform the final
review within the 30 calendar days from the communicated day.
Question 5: -
Same like the raised issues to ensure that the culture of the organisation diversity and
ethical value are adhere to, the management need to perform the review of the firm’s culture
in an equal interval.
Question 6: -
The two effective ways to gain the confidence and trust are to be honest and
supportive as well as be quite sometimes. If you be honest to him then he will always trust
you and sometime be quite also help to gain the confidence and trust of the colleagues.
Question 7: -

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To meet the cultural diversity and ethical environment of the firm I will always try to
learn the regional language which is mostly used in the conversation in the internal
organisation.
Question 8: -
I will help my colleague to learn the regional language which is the centre of the
office communication and guide them in those situation in which he struggled. As per the
requirement of the business environment I will also help them to adopt the environment of
the organisation.
Question 9: -
The two ways to use the network to build the workplace relationship are by spending
the quality time with the network and secondly by following them in a proper way. The both
ways help the person to build their workplace relationship.
Question 10: -
I will also try to be in touch with my network to make the most of networking
opportunities to ensure that workplace relationship are developed and maintained. The other
thing I will do in this regard that I also try to spend quality time with our network as well as
follow them properly.
Question 11: -
The process of resolving the difficulties in workplace relationships is involves various
steps those are act immediately, meet with people involved in the conflict separately,
perception is reality, decide whether to mediate or to call in others to help and arrange the
next stage as soon as possible.
Question 12: -

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The workplace conflict can be managed by following the further stated steps. The first
step is to craft an invitation to meet, second is the choosing a neutral location and the last one
is by approaching the conversation strategically.
Question 13: -
The way of helping the colleagues to manage difficulties in the workplace is to help
them to understand the requirement of the workplace and second one is to help them out to
develop the skills to adopt the environment of the firm in respect of the requirement of the
workplace.
Part B
Task 1: -
The issue management process to ensure that the issues that have been raised will be
resolved promptly and / or referred to relevant personnel, involves the following steps: -
Step 1: - Identifying: - In the given case study there is the symptoms of the issues related to
the equal employment opportunity this may affect the ethics of the firm as well as the positive
working environment. Further,
Step 2: - Involvement: - After identifying the issue by analysing the different facts and
information the second step is to identify who are involved in it. In the given case, the young
employees of BizOps are involved in this issue.
Step 3: - Implement: - The after the made plan of action will be implemented in the
organisation to fix the issue. Here the best plan for solving the issue is that the firm need to
pass several rule and norm regarding equal employment opportunity and convey them in all
the employees and strictly observe that every employee must follow this.

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Step 5: - Monitoring: - This is the last step of this procedure in which management need to
monitor the behaviour of the employee as well as the policy to know how they react and to
ensure that everyone must follow the new procedure and policy as well as they must follow
the new rule and norm regarding the issues. Further, the employees who does not follows the
rules an norm the organisation must needs to take strict action against them (Wu, Olson and
Dolgui 2015).
Task 2
The professional leadership behaviour includes the followings points, hence the
following points are the key behaviour to display for a professional leadership: -
 Always Tech others: - a true professional leader have the behaviour of teaching the
others in their workplace. They also interested to help the people who want to learn
new thigh as well as spread is knowledge among all. Hence, this is the first and
important behaviour which I will display in BizOps organisations (Langford, Dougall
and Parkes 2017).
 Listen to others: - a leader always listen to others. If he hear you then he will listen
to you carefully. In the important characteristic of a leader as they not only tells but
also listen to others. Hence, I will also always listen to other carefully and give
importance to others in the organisation.
 Challenge themselves: - a leader have the behaviour of not saying no to anything as
they always ready to challenge themselves in new and required conditions
(Benokraitis 2019). They always try the new thing and try to complete the challenging
work for their organisation. Hence, I will also challenge myself with new challenges.
 Do not follow: - the one of the best behaviour of the leaders is that they do not follow
any one and discover his own way to solve any problem which is followed by the

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others later (Nyachanchu, Bonuke and Chepkwony 2017). Hence, I also does not
follow other and try to make my own path.
 Face big problem: - the behaviour of the professional leaders that he also faces the
big problems and become ready to face the big problem earlier than any others
(Wikaningrum and Yuniawan 2018). I will lead the people in the process to solve the
big problem by taking all the disadvantages in his selves.
Task 3
The equal employment policy can be implemented in the organisation by enforcing
the proper related law and by review the implemented plan at least in every quarter. Further,
the also need to be properly communicated among the employees.
Task 4
To use the internal and external network to support outcomes for the customer
services team, BizOps needs to get in the touch with its network and spend time with them.
Further, the firm needs to properly follow its network for the outcomes.
Task 5
 Systems: - System helps the management of BizOps to manage the employees as
well as other component of the working environment. A proper system helps
management to increase the efficiency of the work relationships.
 Policies: - Policies make sure that the every individual of the firm must follow the
procedures of performing their duties without creating any issues in the working
relationship.
 Procedures: - The procedures of the firm provides the way of performing the
responsibilities of the employees without creating any issues in the organisation.

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References
Benokraitis, N.V., 2019. Affirmative action and equal opportunity: Action, inaction, reaction.
Routledge.
Connolly Jr, W.B., Connolly, M.J. and Feinstein, J., 2018. A practical guide to equal
employment opportunity. Law Journal Press.
Kaluza, A.J., Boer, D., Buengeler, C. and van Dick, R., 2019. Leadership behaviour and
leader self-reported well-being: A review, integration and meta-analytic examination. Work
& Stress, pp.1-23.
Langford, P.H., Dougall, C.B. and Parkes, L.P., 2017. Measuring leader behaviour: evidence
for a “big five” model of leadership. Leadership & Organization Development
Journal, 38(1), pp.126-144.
Mendling, J., Baesens, B., Bernstein, A. and Fellmann, M., 2017. Challenges of smart
business process management: An introduction to the special issue.
Mossalam, A., 2018. Projects’ issue management. HBRC journal, 14(3), pp.400-407.
Nyachanchu, T.O., Bonuke, R. and Chepkwony, J., 2017. Moderating role of
transformational leadership behaviour on the relationship between dynamic capabilities and
performance of manufacturing firms in Cairobi County, Kenya.
Weatherspoon, F.D., 2018. Equal employment opportunity and affirmative action: A
sourcebook. Routledge.
Wikaningrum, T. and Yuniawan, A., 2018. The relationships among leadership styles,
communication skills, and employee satisfaction: A study on equal employment opportunity
in leadership. Journal of Business and Retail Management Research, 13(1).

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Wu, D., Olson, D.L. and Dolgui, A., 2015. Decision making in enterprise risk management:
A review and introduction to special issue.