BSBLDR502: Lead and Manage Workplace Relationships - Canterbury Reno

This report focuses on workplace relationship management within Canterbury Renovations, emphasizing the development and implementation of policies to enhance staff relationships. It covers various policies such as staff consultation, internal communication, cultural diversity, PDCA (Plan-Do-Check-Act), and workplace conflict resolution. The report discusses the importance of these policies in creating a positive work environment and improving overall organizational performance. It also addresses potential challenges like employee conflicts and prejudices, providing an action plan for resolution. Furthermore, it highlights the role of team leaders in implementing these policies and fostering effective communication and collaboration among employees. The case of Alan and Sam is analyzed to illustrate the impact of poor communication and interpersonal relationships, with suggested solutions for improvement. Desklib provides access to similar reports and solutions for students.

Running head: WORKPLACE RELATIONSHIP MANAGEMENT
Lead and Manage Effective Workplace Relationships
Name of the Student:
Name of the University:
Author’s Note:

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Executive Summary
The present report highlights on the establishment of the workplace relationship in the
context of Canterbury Renovations. Development of different policies such as workplace
diversity policy, PDCA, staff consultation policy, internal staff communication policy and
so on. These policies will be helpful for Canterbury Renovations to maximize the
workplace relationship in their organization. However, it has been received that
employee conflict is a major conflict in the workplace, which needs to reduce by
establishing the effective communication. On the other hand, by implementing cultural
diversity in the workplace will be effective to establish a good relationship in the
workplace.

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Table of Contents
Introduction......................................................................................................................................4
Part 1................................................................................................................................................4
Task 1...........................................................................................................................................4
Development of the comprehensive set of policies and procedures to enhance the workplace
relationship in Canterbury Renovations......................................................................................4
Part 2................................................................................................................................................6
Task 1...........................................................................................................................................6
Explanation and discussion of the policies and procedures to the team leaders in the context of
Canterbury Renovations..............................................................................................................6
Implementation process of the policies and the role of the team leaders to implement these
policies.........................................................................................................................................7
Part 3................................................................................................................................................8
Task 1...........................................................................................................................................8
Identification of the prejudices....................................................................................................8
Development the action plan.......................................................................................................9
Solution for Alan to deal with the prejudices............................................................................10
Conclusion.....................................................................................................................................10
References......................................................................................................................................11

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5WORKPLACE RELATIONSHIP MANAGEMENT
Introduction
Workplace relationship management contributes a great value to bring
sustainable performance in a business. Establishment of the effective relationship
between the staffs and the employees is crucial to create a positive environment for the
employees (Gangai and Agrawal 2018). This study deals with the management of
workplace relationship in the context of Canterbury Renovations. Their main aim is to
achieve sustainable business by innovating something new in their service.
Part 1
Task 1
Development of the comprehensive set of policies and procedures to enhance the
workplace relationship in Canterbury Renovations
Canterbury Renovations is a kitchen renovation company. This company has got
3 tenders over the past month to enhance their development. In order to cope up with
the growth, this company is required to increase their human resources. To manage the
human resource it is crucial for Canterbury Renovations to implement some policy to
enhance the relationship with the workers. One of the major policies is the staff
consultation policy. However, by following this policy the managers and supervisors
can communicate with the staffs on daily basis (Behrens et al. 2017). Therefore, staffs
will be able to raise their concern regarding their work. On the other hand, staff internal
communication policy is another vital policy, which allows the management of an
organization to identify the different channels of communication to establish a good

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communication with the staffs. Canterbury Renovations can use such communication
policy to enhance their staff relationship while recruiting more human resources. This
policy will insist the staffs share more information with the managerial heads.
In order to expand an organization dramatically and manage the human
resources, it is crucial to bring cultural diversity in the workplace (Bamel et al. 2018).
Implementation of the workforce diversity policy will be effective for Canterbury
Renovations. This will help such organization to give value to the new human resources
belong from different cultural backgrounds. To implement this policy Canterbury
Renovations needs to give equal right to all employees by providing similar appraisal
and reward to the staffs those have the same designation. PDCA policy or Plan-Do-
Check-Act is a continuous improvement policy, which makes the improvement
sustainable in an organization. Canterbury Renovations can implement PDCA by
undertaking internal audits, review of the performance management, client satisfaction
survey, and review of the curriculum.
Canterbury Renovations can adopt workplace conflict policy to reduce the staff
conflicts and conflicts in the workplace. However, they need to conflict resolution
training and communication skill training to implement such policy (LI et al. 2018).
Conflict resolution training helps the staff to cope up with their conflicts by identifying the
solution and communication training enables the employees to enhance their interaction
ability. This will enhance their performance level as well as the quality of organization as
less complaint and less conflict highlight the increased productivity. Implementation of
the fair dealing policy allows an organization to maintain the company ethics.
Canterbury Renovations needs to maintain fair dealing by following this policy. They can

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prohibit any illegal activities while trying to gain competitive advantages. By the
implementation of compliance training program, Canterbury Renovations can apply this
policy. This policy will help this organization to comply with the legal requirements,
which ensures the quality of the organization.
In order to establish a workplace relationship the management often focuses on
the team building policy (Hirsh and Cha 2018). Building a team will allow Canterbury
Renovations to establish a collaborative working culture. Effective communication and
development a clear vision is required to give shape such policy. This will strengthen
the human resources in an organization along with improving the business
performance.
Part 2
Task 1
Explanation and discussion of the policies and procedures to the team leaders in
the context of Canterbury Renovations
Canterbury Renovations wants to be an industry leader in the kitchen renovation
industry. They want to create a customer-centric business to achieve sustainable
growth in their organization. However, implementation of the staff consultation policy will
be an effective approach for the Canterbury Renovations to enhance the staff
engagement in their organization. On the other hand, staff internal communication
policy will be effective for an organization to detect and use different communication
channels to enhance the communication between the staffs (Rezaei et al. 2018).
However, such policy will help the employees of Canterbury Renovations to

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communicate more and to enhance the collaborative work in their workplace.
Canterbury Renovations wants to establish a positive culture in their workplace, which
can be done through the implementation of the cultural diversity in the workplace. For
this purpose, they need to implement the workplace diversity policy. This will bring the
employees together by providing them equal right and value. Therefore, the mission of
Canterbury Renovations is to bring continuous improvement in their workplace. In order
to give shape their mission, they need to adopt PDCA policy, which is associated with
the continuous improvement of Canterbury Renovations by undertaking regular
monitoring process (Behrens et al. 2017).
On the other hand, workplace conflict policy will be helpful to reduce the
employee’s conflict in the workplace (Olson 2018). Therefore, the fair dealing policy will
be suitable for Canterbury Renovations to gain competitive advantages without any
legal obstruction. This will allow the organization to maintain the business ethics.
Moreover, implementation of the team building policy and internal communication skill
policy will be beneficial for Canterbury Renovations to establish a good relationship with
the employees. This will be effective to improve the performance level as well as the
quality level of the organization.
Implementation process of the policies and the role of the team leaders to
implement these policies
In order to implement the staff consultation policy and staff internal
communication practices, the team leaders of Canterbury Renovations need to create a
conference or open forum. This will give an opportunity to the staffs to participate in this
meeting and share their ideas, which will increase the communication level within an

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organization (Hirsh and Cha 2018). To bring the cultural diversity through the workforce
diversity policy Canterbury Renovations needs to maintain the right of employees. To
carry out this process the leaders need to give the similar performance appraisal and
reward to the employees having the same designation. Therefore, to implement the staff
internal communication skill policy needs to be implemented in the context of
Canterbury Renovations. In order to implement this policy, the team leaders need to
create an effective communication by developing a training program in the workplace.
Implementation of the PDCA policy needs to undertake the regular monitoring
process (Folger et al. 2018). The team leaders of Canterbury Renovations need to
collect feedback from the employees regarding the effectiveness of the new policy. In
order to establish the team building policy and the workplace conflict policy, the team
leaders of Canterbury Renovations require to make a clear communication with the
employees and to empower the employees. This will help to build the team by involving
the employees in the organizational decision making.
Part 3
Task 1
Identification of the prejudices
According to the given scenario, in Canterbury Renovations Sam is recruited in
the place of Johnny. However, Sam has no experience in this field. As a result, Alan is
not happy with Sam due to her lack of experience. Hence, Alan does not communicate
with Sam, which makes Sam uncomfortable. Alan has a wrong concept about Sam, that
he is not capable in his work as he has not any experience. The poor communication

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and the poor interpersonal relationship between Alan and Sam highlight the Prejudice in
this current scenario. However, it is crucial for the workplace to establish a good
relationship between the employees and the leaders (Currie et al. 2017). In the context
of the current scenario, Alan wants to meet the target, which was not possible with Sam.
This makes a big communication gap between Sam and Alan.
Development the action plan
Problem Action plan Process Time frame outcome
Lack of
interpersonal
communication
Individuals
conflict resolution
plan categorized
under the
workplace conflict
policy
Open
discussion
3 months Reduction of the
conflicts between
two individuals
Table 1: Action plan for Alan
(Source: Author)
As per the given scenario, Alan was not able to communicate with Sam. Lack of
professional experience of Sam made Alan worried and he was not able to
communicate with Sam. Implementation of the individual's conflicts resolution method
will be a good approach for Alan to address that communication is the main issue
between Sam and Alan. Through the open discussion, Alan will be able to encourage
Sam in her work.

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Solution for Alan to deal with the prejudices
Alan needs to implement an action plan to deal with the current prejudice, which
is mentioned in the given scenario. The major drawback is the poor interpersonal and
communication gap between Sam and Alan. In order to establish an effective workplace
relationship, it is crucial for the employees and the leader to create an effective
interaction between them (Lipsky et al. 2017). Hence, Alan needs to develop an open
discussion with Sam that will allow Sam to exhibit her problem. As a result, Alan will
able to identify that lack of experience is the main weakness of Sam, which does not let
her perform effectively. Implementation of such employee conflict resolution plan will
allow Alan to encourage the Sam to share her concern and to participate properly in the
teamwork.
Conclusion
The entire piece of work highlights the different policies to establish an
interpersonal relationship in the context of Canterbury Renovations. However, the
establishment of the communication policy, consultation policy, workplace conflict
policy, PDCA and workforce diversity policy are crucial to enhance the effective
workplace relationship. On the other hand, in the context of Alan and Sam, Alan needs
to follow open discussion process to reduce the conflict and to establish a good
relationship with Sam.

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References
Bamel, U.K., Paul, H. and Bamel, N., 2018. Managing Workplace Diversity Through
Organizational Climate. In Flexibility in Resource Management (pp. 87-97). Springer,
Singapore.
Behrens, M., Colvin, A., Dorigatti, L. and Pekarek, A.H., 2017. Systems for Conflict
Resolution in Comparative Perspective. Currie, D., Gormley, T., Roche, B. and Teague,
P., 2017. The management of workplace conflict: Contrasting pathways in the HRM
literature. International Journal of Management Reviews, 19(4), pp.492-509.
Folger, J., Poole, M.S. and Stutman, R.K., 2017. Working through conflict: Strategies for
relationships, groups, and organizations. Routledge.
Gangai, K.N., and Agrawal, R., 2018. The relationship among Emotional Intelligence,
Employee Engagement and Workplace Stress in Hospitality Industry: An Empirical
Study. BULMIM Journal of Management and Research, 3(1), pp.1-10.
Hirsh, E. and Cha, Y., 2018. For Law and Markets: Employment Discrimination
Lawsuits, Market Performance, and Managerial Diversity. American Journal of
Sociology, 123(4), pp.1117-1160.
LI, J., Zhang, Y., Chen, S., JIANG, W., Wen, S. and Hu, Y., 2018. Demographic
diversity on boards and employer/employee relationship. Employee Relations: The
International Journal, pp.10-50.
Lipsky, D.B., Avgar, A.C. and Lamare, J.R., 2017. Organizational Conflict Resolution
and Strategic Choice: Journal of Management, pp.3-45.