BSBLDR402 Report: Leading Effective Workplace Relationships

This report, prepared by a student, comprehensively examines the principles of leading effective workplace relationships. It begins with short answer questions addressing key concepts such as developing understanding skills, communication, emotional intelligence, and managing boundaries. The report then delves into practical assessments, including a role-play scenario and portfolio analysis focusing on meeting agendas, meeting reports, and email communications within a workplace context. The assessment further explores conflict resolution strategies, specifically addressing a scenario involving workplace discrimination and outlining steps for resolution through communication, policy review, and diversity training. The report also includes appendices with a meeting agenda, meeting policy, and networking report, providing valuable insights into practical application of the concepts discussed.

Running head: LEAD EFFECTIVE WORKPLACE RELATIONSHIPS
LEAD EFFECTIVE WORKPLACE RELATIONSHIPS
Name of the Student
Name of the University
Author Note

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Table of Contents
Assessment 1: Short Answer Questions.....................................................................................2
Answers to the question 1 to 16:............................................................................................2
Assessment 2: Role play & Portfolio.........................................................................................6
Meeting agenda:.....................................................................................................................6
Meeting report:.......................................................................................................................6
Email to team members:.........................................................................................................7
Assessment 3: Portfolio & Role play.........................................................................................7
Part A: Questions & E-Mail to Yuko.....................................................................................7
Part B: Report & template....................................................................................................10
Reference..................................................................................................................................12
Appendices...............................................................................................................................13
Appendix 1: Meeting Agenda..............................................................................................13
Appendix 2: Meeting policy and procedure.........................................................................14
Appendix 3: Networking Report..........................................................................................20

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Assessment 1: Short Answer Questions
Answers to the question 1 to 16:
1. Developing understanding skills, positive communication, understanding emotional
intelligence, managing boundaries in terms of informal and formal needs of the relationship,
and finally, listening actively.
2. Managers should adopt a transactional leadership approach, communicate, listen and work
on the advices given my team mates.
3. Workplace behaviour defines the organisation culture and with positive models instilled in
the framework, the way of thinking and working styles bring in change for company’s
productivity. Employees feel interested and comfortable working in an environment that will
not harass their basic rights or dignity in any terms.
4. Culture of other organisations that seem to have brought success to the company motivates
other companies to adapt the same in regards to same kind of industry and similar business
environment conditions. The positivity reflected in working styles, environment, facilities
given and benefits gained inspire other companies to opt similar strategies.
5. Effective interpersonal styles in workplace enhances operational efficiency that in turn
makes productivity stronger. For instance, non-transparent communication of leaders and
workers often create misunderstanding and suffering workloads. If a leader or manager
makes his employees afraid of him, he or she is not an eligible person who can motivate,
understand or inspire his team members to work.
6. Diversity in an organisation brings change in working patterns that reduces the essence of
monotony. Moreover, introducing diversity in terms of culture create gateways for employees

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to know, understand and accept the diversities of world and seek best skills that can help the
company to develop.
7. Communication: The most significant tool to avoid conflicts or resolve is communication.
Careful listening is a part of communication that allows a person to understand the other
person’s issue. Whether it be true or false, but listening completely allows emotional
intelligence to work at better place. At primary stage, understanding nature of conflict is
essential and then troubleshooting the solutions reflects better results (Cumberland et al.
2016).
Being impartial: Biasness can hamper the working condition and trust with employees.
Acknowledging or appreciating is good to inspire employee of credit but that can often create
a thinking in other employee of partiality. An effective leader has to be at neutral position for
resolving a conflict making it profitable both for the employees and company. It is always
better to analyse the situation from every side and then reaching a conclusion.
Promoting teamwork: Team working spirit enhances trustworthy dependability of the
employees and thus, support prospective working culture. In team work, employees get to
understand individual responsibilities and learn if they are not capable enough to understand
any point. Team work brings motivation, power and success of projects undertaken avoiding
any chances of conflicts. Reminding employees about successful projects that required
teamwork is the most effective way of resolving conflicts amongst them.
8. Open door policy, two-way communication feedback, building team spirit, training and use
of online tools to conduct meetings are some of the ways that encourages effective
communication of a team. Open door policy brings out creativity and sense of being involved
rather than encouraging secrecy. Two-way communicating feedback clearly reflects in-person
opinion of both the ends. Team spirit building helps the inspire team members to be

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enthusiast about working processes. Training and using digital methods of communicating
introduces new things of interest in the working system making employees much
knowledgeable and enthusiast.
9. Face-to-face communication help every commuter engaged in communicating to
understand the body language and attitude (McCleskey, 2014). People may reflect varying
confidence in writing and speaking styles. Hence, communicating by face-to-face interaction
enhances confidence of the participants.
10. Body language and attitude in workplace reflects the personality and expectations of the
employees from the company. Body language are indifferently what the mouth wants to
speak but cannot. Hence, reflection of mind gets expressed through non-verbal
communication. The significant differences in the voice tone also determines the body
language of the person.
11. Group meetings, in-person meetings, feedback strategy and communication under one
roof strategy are some of the basic steps. Firstly, identifying the problem followed by
analysing the employees associated with it and its core. Then comes arranging meetings,
communication, listening, analysis and suggesting resolutions to them.
12. Strengthening business connections is a positive aspect of networking that involves
sharing and discussion of information. Advancing in knowledge is preferable and profitable
for both employees and company. Interconnectivity allows the employees and the employers
to build knowledgeable connection. Building the confidence of the team members is an
essential benefit earned from networking. Gaining positive communication and sharing
perspectives creates a better opportunity for employees.
13.
Act Purpose Why they are important for

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effective workplace
relationships
Age
Discrimination
Act 2004
This act of the parliament of
Australia prohibits
discriminations of age in
sectors of employment,
accommodation and
education as well.
Workplace consists of people
belonging to varied age group.
Hence, discrimination due to age
is not accepted in the workplace
and respecting diversity is
significant.
Racial
Discrimination
Act 1975
Gough Whitlam during his
administration in Australia
developed this act that
prohibits racial
discrimination occurring in
sectors of employability,
education and communities.
Cultural variation in a workplace
brings diversity of religion and
perspectives of employees.
Hence, racial discrimination is
considered an offense that can
harm or attack ones basic
personality and disrespect of
his/her culture.
14. Workplace policies and procedures primarily set up an ethical way of punctuality.
Companies are accountable in sense that they have certain formal procedures to perform and
tracks to maintain that arranges their overall performance in a year. The law in a company
and its utility is maintained helping the company and employees to defend in case of
discrepancies. Employees are shared the knowledge of hitting the right door when they need
help.
15. Code of conduct in workplace help the companies in protecting the business by informing
employees about the rules and policies their organisation holds. Development of standards is

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the main motive that companies follow while implementing code of conduct theory letting
their employees know the limited acceptable behaviour at workplace as well as in the society.
16. Company values, respect for each other and violations of basic rights or complaining
about misconduct are some of the behaviours that Code of Conduct policy in a company
helps in development.
Assessment 2: Role play & Portfolio
Meeting agenda:
Refer to Appendix 1.
Meeting report:
Refer to Appendix 2.
The meeting was conducted in regards to discuss the falling sales of the Cricket Equip
and increasing complaints in customer service. The motive of the meeting was to discuss and
resolve this issue to bring back the productivity of the company both online and offline.
Being the operations coordinator, it is the duty to shed light on concurrent issue of the
company that is hampering the sales.
Through the meeting conducted in a team of ten (one excluded being the conductor).
Each of the small team of sales consist three members who assist the customers with
enquiries of sales and processing orders. However, as per the complaint, employees have
responded mix views on the issue. For being inadequately informed about the products,
complaints have been raised by employees against the training system and trainer.
Due to overtime issues and pressure of phone calls, employees are facing problem in
maintaining calm and hence, unintentionally reacts unfriendly to customers. Few of the
attendants even complain that customers on the call acts bossy and unethically commenting

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on the functioning of the company. The distressed phone call awaiting sessions are partially
due to technical imbalance. The customer help lines have to be broadened to overcome
narrow communication channel.
Certain customer service improvement strategies have been introduced like
professional education implementation in terms of handling communication with clients,
increased duties to approach professional development, research and development,
addressing point-to-point deal with customers, last but not the least, an organised chain of
customer help line series with extended options helping the customers being specified with
their problems. This will help employees to mitigate minor issues without getting into
extended conversation or quarrel. The cost of implementing all these policies are decided to
be $1,500 and with consent will begin soon.
Email to team members:
Dear team members (Operations department: Sales teams),
This is to inform you all that we are going to conduct a meeting on 2nd of August 2019 at
11.30 a.m. in the company’s conference room. The objective of the meeting will be to discuss
and resolve issues we are facing from customers regarding customer help services.
It is a request to all to go through the company regulations statute once and come up with
problems from your end to discuss. As an important part of the company, we cannot see our
sales rate going down and hence, you are welcome to come up with any suggestions.
We expect your heartfelt participation in the meeting.
Regards,
Operations Manager.

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Assessment 3: Portfolio & Role play
Part A: Questions & E-Mail to Yuko
a) Conflict resolution process
According to five conflict resolution strategies developed by Kenneth and Ralph, focuses on
five strategies of conflict resolution. In order to handle the conflict and bring it under control,
these strategies were developed. Avoiding, defeating, accommodating, collaborating and
compromising are the terms. Being a leader of a team, it is utter negligence and
unconstitutional to avoid the issue arising and hence, should be focusing on either
accommodating, collaborating or compromising. With reference to the given scenario,
collaborating is the best approach.
b) Range of actions to resolve
The process of resolving conflicts in workplace can be varied. However, some of the most
noted and useful strategies are as follows:
 Clarification of the disagreement and understanding the note of conflict initiation
 Establishing a common objective for both the parties to calm the situation and grasp
control
 Discussing the effective ways of meeting the target
 Determining the barriers of establishing the common targets
 Agreeing on the best resolved solution and acknowledging
c) Actions to resolve
The conflict resolution technique to be used in this context is arranging personal meets and
asking both Yuko and Beryl to revise the company policies. Beryl is being racist with her
behaviour that hampers the company’s workplace environment as well as culture. The
strategy and training has to be provided on cultural diversity at workplace and instances of

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organisations that have achieved success utilising talents from culturally diversified working
ambience.
d) Monitoring the situation
The conflict after being solved has to be followed up by frequent meetings, monitoring
performance, individually asking for feedback, taking feedback from close colleagues of the
conflict victims. The individual meeting can be conducted on every employee of the
organisation to ensure that cultural diversity is not interfering the constitutionality of the
organisation norms.
Email to Yuko
Dear Yuko,
As discussed in the meeting, we will be summarizing the brief points of the issue our
company thinks you should work on and agreed solution to that:
 Your irregularity of working style is creating a lethargic impact on other employees
around you. Thus, it is generating a deeper impact on the entire workplace and
working policies.
 We do trust you and have been witnessing your performance in the company since the
beginning. We found a potential talent in you and that is the reason of hiring you in
the company.
 It is expected as per the company rules and ethics as well as protocols of
professionalism, that it is better to keep aside personal life that is impacting the work
life and work style.
 We do consider the problems you have been facing previously due to cultural
discrimination and have tried to resolve it as much as possible. Therefore, since we
have shown our concern to resolve your issue, it is no more expected that you will

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consider the issue in your mind throughout the life and making yourself
psychologically down.
 Sound mind and sound health is what needed in a proper work life to balance the
inequalities and overcoming issues rationally.
 You should be focusing on your strengths as far as your expertise is considered and
have regular communication your immediate senior. You can come up to us with any
problem you are facing in the company and we are always there to help you out.
We hope it will be easier for you to comply with the points given and we expect the same
potentiality of yours to be reflected in your work from now on.
Thanks & Regards,
(Assessor)
Part B: Report & template
Report about the network
The network activity is found on LinkedIn with the name “Become a Manager”. The
LinkedIn learning section has developed this portal to make the managers all around aware of
correct techniques and intuitions of management. The website of the page is
https://www.linkedin.com/learning/paths/become-a-manager.
The network provide video sessions and live chatting sessions for learning management and
becoming aware of issues related to it. There is no cost for joining the group. There are
personal as well as professional development benefits getting connected to this site.
Personal benefit:
 Learning about behaviour and body language
 Understanding emotional intelligence

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 Understanding self-worth and its relativity to the world
Professional benefit:
 Learning professional mannerism
 Dealing with employees- tricks and techniques
 Confronting emergency or unknown situations in an organisation and resolve
Networking report template
Refer to Appendix 3.