BSBLDR402 & BSBDIV301: Analyzing Workplace Relationships Case Study

This case study delves into the intricacies of workplace relationships, focusing on conflict resolution, diversity management, and effective leadership. The assignment addresses short answer questions exploring scenarios such as seeking advice from colleagues, resolving workplace conflicts, identifying signs of conflict, understanding human rights legislation, and navigating cultural differences. It also examines problem-solving methods, including tough conversations and training, and analyzes the impact of cultural and social differences on organizational efficiency, innovation, and networking. The case study references relevant research to support its analysis, providing a comprehensive overview of key concepts in leading effective workplace relationships and working effectively with diversity. The assignment aims to enhance understanding of practical application of these concepts.

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Case Study
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Short answer questions
1. When working in my professional field, the group of people I can call for help are my
colleagues. Within the work place there are many challenges which one encounters, not
all the time one knows solution to every problem. You sometimes require a helping hand
from the others. Sometime I can seek advice on how to handle a certain customer issue.
When given such advice I implement it based on my own view and expertise to provide
an effective output.
2. An example of a conflict in the workplace is conflict experienced by salespeople is
dissatisfied client who feels personally defrauded by an individual salesperson (Guenter,
van and Schreurs, 2014). An example selling used car without performance guarantee or
warranty and the car break down. To resolve on this conflict would be to involve the
manger who has the right to offer refunds, discount to the client (Guenter, van and
Schreurs, 2014).
3. There are various signs that conflict would arise these are;
Dysfunctional meetings: The employee end up being gripe sessions rather than brainstorming
the lessons.
Anger: there is anger exhibited among the workers which sometimes there is over reaction
and this need to be addressed soon.
High turnover. In case the workers are not sticking around, there is a good reason.
Loss of the trust: trust is essentially crucial in any work environment, whether between the
workers or between the management.

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4. Human right legislation is put in place to protect individuals from the discrimination. It
seeks to guarantee individual equal treatment regardless of a given identity or even
historical oppression in relation to workers.
5. An example of the cultural difference was when an employee believed that the college
degree prepared him to manage techniques as well as processes of the employees who are
skilled trades (Novak et al 2017). This could be effective as he thinks as compared to
workers with years of practical experiences along with knowledge. To address on this
situation I had to adjust on the interpersonal style and communication where I guided the
employees that all are important to attain success within the business.
6. One of the problems solving method is having tough conversations. Lack of frankness or
honesty does both business and organization some disservice (Guenter, van and Schreurs,
2014). If you want your workers to have genuine opportunity to improve on their
performance they should know that their performance is lacking, what standard is
required and thus there is a need for the two way conversation about how to improve.
Knowing how these tough conversation works is a skills which could be learnt and
improved (Guenter, van and Schreurs, 2014). Another method is to offer training.
Workers would perform better when they are provided with proper training.
7. One of the examples is that it leads to reduced efficiency or productivity. Majority of the
organization are consistently as well as deliberately looking for ways which could
increase on their productivity while lowering on the costs (Methot et al 2016). When
there are cultural as a well as social difference exists in the organization it leads reduced
efficiency. Another example it leads to suppressed innovation. Sometimes magical
happens when there are no cultural and social differences (Novak et al 2017). Innovation

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takes a team to attain and when there are differences between the workers since they can
communicate, share data and ideas and to track on their progress.
8. The organization and use this to develop and maintain networks as well as relationships.
Every organization irrespective of the industry has various guidelines that workers could
adhere to some common workplace ethics (Novak et al 2017). These aspects could assist
organization to send build strong teams, and communicate effectively.

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References
Guenter, H., van Emmerik, I.H. and Schreurs, B., 2014. The negative effects of delays in
information exchange: Looking at workplace relationships from an affective events perspective.
Human Resource Management Review, 24(4), pp.283-298.
Methot, J.R., Lepine, J.A., Podsakoff, N.P. and Christian, J.S., 2016. Are workplace friendships
a mixed blessing? Exploring tradeoffs of multiplex relationships and their associations with job
performance. Personnel psychology, 69(2), pp.311-355.
Novak, J., Brunetto, Y., Shacklock, K., Farr-Wharton, B. and Brown, K., 2017. Do effective
workplace relationships with management and an effective maintenance culture affect
organisational safety outcomes?. Reliability Engineering and System Safety Journal.