Kingfisher Garden Centre: BSBHRM604 Employee Relations Role Plays

This assignment presents two role-play scenarios designed to simulate real-world employee relations issues within the context of Kingfisher Garden Centre. The first scenario involves an employee who believes they were discriminated against during an internal promotion process, requiring the manager to address their concerns and explain the company's promotion policies. The second scenario involves a meeting with the assistant manager to provide feedback on an advertisement for recruitment, focusing on improving the headline, content, and overall messaging to attract a diverse pool of applicants. The assignment provides insights into conflict resolution, communication strategies, and adherence to employment regulations within a business setting.

Running head: ROLE PLAYS
ROLE PLAYS
Name of the Student
Author note

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Role play 1:
Situation: An employee applied for an internal promotion within the garden centre but was
not awarded the role. The employee believes they were discriminated against because they’re
younger than the other applicants. The matter now has to be discussed with the employee.
Role players: Employee, manager
Manager: Good morning, xxx, I got your mail and scheduled for the meeting accordingly.
Glad to have you here. Tell me what brings you here.
Employee: Thank you so much to have this appointment scheduled urgently. I need to discuss
about the application for promotion that I had sent out earlier this month. As I stated in the
mail, I strongly believe that I was left out simply because the other applicants were elder to
me. However, records could possibly prove that I am indeed more efficient and suitable for
that job role.
Manager: I am really sorry for what has happened. Yes, I have read your mail and I
completely understand your purpose coming into this appointment. However, I would really
like to clear a few things out. First of all, we have a set of organizational goals, which we
must accomplish for the purpose of sustaining and growing at a desirable rate. For this
reason, we have an outlined policy of how to decide on promotions of various employees,
and how we have to go about making sure that the appropriate candidate from a given pool of
talent is selected for a particular job role.
Employee: Yes, I understand that. However, I would like to point out that my performance
for the team has been equally good as the other candidates, as well as the one who got
promoted in the scenario. Therefore, at equal talent levels, do you not tend to agree with the

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fact that the management should be rather looking towards promoting the younger talent,
since sustainability is one of our core values?
Manager: I get your point and I absolutely respect it. However, since sustainability is our core
value, we have to make sure that a more experienced employee is given the chance after his
services in the long run, so that he does not feel left out or overlooked, and decides to leave.
That is sustainability, and employee relations! Which is also one of our core values. This
might all sound vague to you, since I understand the emotions running in your veins right
now. However, I would like to remind you that you are an absolute asset to the company and
we would lose you at no cost. To further assist you with an explanation, since I absolutely
owe you one for the dedication that you have towards your work, you can follow a specific
dispute resolution process. How about we have another appointment scheduled tomorrow? I
can arrange for the documents and point out the specific majors that we look for while
awarding promotions, and the criteria that we are bound to follow. Based on that, I may
compare those with the traits and achievements of Mr/Ms. Xxx to let you know that there was
no controversy involved in the entire process. You have to understand that we do not award
promotions out of simple rationale, but out of documented policies.
Employee: I do understand that.
Manager: I am glad. I promise you that if tomorrow’s appointment does not convince you, I
shall then surely arrange for an external mediation, which however, is best to keep out of the
court’s knowledge in my opinion. We also have a General Assistance Specialist, who would
help you out with any arbitration that is applicable between you and the person who got
promoted. May we be on good terms till then?
Employee: I accept. See you tomorrow.
Manager: Wish you a good day!

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Role play 2:
Situation: A meeting is being conducted with the assistant manager. They inform that sales
are increasing rapidly, and more staff will be recruited to work in the garden centre over the
next couple of months. Their manager has asked them to draft an advertisement for the local
paper. A feedback has to be provided to the assistant manager about his advertisement.
Role players: Manager, Assistant manager
Manager: It is a pleasure to have you here, Mr./Ms. Xxx. I am here to provide feedback to the
advertisement that you have designed for the local newspaper this past week. I have to say
that I really admired the thought process that has gone behind the work, and it does look
creative. However, there are a few things that I would like to point out. In my opinion, there
is definitely something wrong with the heading. The public hardly knows at this point who
Kingfisher Garden Centre is actually. They do not care whether we are growing or shrinking.
The main purpose is to grab their attention, and a job opportunity could clearly do that.
Perhaps, a better headline would be, “Love gardening? We have a job for you!”
Assistant manager: That does sound convincing. Is there anything else I could work on?
Manager: Surely! You see, the first line of the advertisement is really creative and humorous.
However, you do understand that it has a touch of ambiguity attached to it, which could even
be termed as obscene in this situation. This could be legally prohibited under the regulations
of the ACMA1. One more thing that is wrong with this line itself, is the fact that we do not
just need men to work for us, and neither do they have to be young. You have to understand
that we utterly value diversity. We are ready to recruit people from any age, sex or culture, as
long as they have what we need. This is what makes us unique and diverse.
1 "Home | ACMA", in Acma.gov.au, , 2019, <https://www.acma.gov.au/> [accessed 31 August 2019].

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Assistant manager: I am so sorry not to have looked at it from this perspective. Is there
anything else?
Manager: A final one! I really do not thing that we need that end note. It is not every day that
we have to go through such busy spells. We value employee relations and value their
commitment to their work-life balance. At times, we do need them to sacrifice that but maybe
we do not need to highlight that since it could be rare. That is all. And I appreciate your
efforts once again! Thank you!

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Reference
"Home | ACMA". in , , 2019, <https://www.acma.gov.au/> [accessed 31 August 2019].