BSBLDR523 - Manage Workplace Relationships in Leadership & Management

This document provides a comprehensive solution for the BSBLDR523 assignment, focusing on leading and managing effective workplace relationships. It addresses key aspects such as the role of employee management systems, the importance of communication policies and procedures, and the impact of communication skills like active listening and non-verbal communication. Furthermore, it explores concepts like consultation, cultural and social sensitivity, networking, and conflict resolution in the context of workplace relationships. The solution also references NSW legislation relevant to managing workplace dynamics and outlines methods for developing processes for consulting with employees, conflict management, and task issue management, offering a holistic approach to fostering a positive and productive work environment. Desklib offers a wealth of similar solved assignments and past papers to support students in their academic journey.

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BSB50420 Diploma of Leadership and Management
Term 4 2021
Unit of competency BSBLDR523 Lead and manage effective workplace relationships
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within this either on the check box or at the answer fields as
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Performance criteria S NYS
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 Employee
Management System
This is a place where every work related and also a crucial individual
information of a worker is kept in a secured manner. With the use of this
system, an employee can manage all the work related to the admin in a very
easy and fast manner. This will help in development of an efficient working
relations which is very useful to run a firm in a very smooth manner.
 Industry to which the
workplace/
organization
belongs
In relation to fitness industry, this will give the firm more functionality to
manage all the timetables, services and relationships by providing some
management systems like gym. This industry will inspire physical activity
breaks during all the meetings and cooperate with the weekly routing by
managing a proper schedule or by launching the health and wellness program.
This will help the industry to increase more and more production and a good
success.
 Active Listening
This is a very crucial part for every firm to create positive relations at the
working environment. All the individuals be likely to settle towards the
active listeners as they feel more valued and respectful when talking with
each other. This will assist in understanding the point of view of others.
Employee Relations Policy and
Procedure
Communications Policy and
Procedures
3. Briefly explain how each communication skill identified can help improve work relationships
(answers must not exceed 60-word count limit).
2. Briefly explain how each policy and procedure supports the development of effective work relationships (answers must not
exceed 60-word count limit).
1. Briefly explain how each system supports the development of effective work relationships (answers must not exceed 60-word
count limit).
This policy assists to make sure about the firm which fulfils with the applicable
regulations which will result in explaining that the workspace is effective,
professional and stable. Communication will aid an individual to understand about
the expectancy of a firm in context to the working environment. It will also help a
worker to obligate to writing the values and goals of the firm.
All the workers in an organization should have a strong, healthy relations
with all the employees. Everyone should have mutual understanding or
respectful relations with the workers working in the industry which leads to
the quicker work completion, regu8lar task completion. This will lead to
huge amount of production and profit for the whole firm as all the
employees are honest, productive and happy with their working
environment.
Knowledge criteria: short answer questions

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 Non-verbal
Communication
Positive communication and communication without thinking will help both
the leaders and employees of the team capability to use and read the body
language which can help in the increment of employee morale as an
employee can easily share their issues if they are communicating in a free
manner.
 Consultation
This refers to the asking and to consider the viewpoint of an employee when
decisions were made which plays a very important role to increase the
engagement of the workers in their work. This is a very crucial part which
help in managing health and safety risk of an industry.
 Cultural sensitivity
This is very important as it permits all the employees to function very
efficiently in other cultures, permits to regard and value other norms which
will help in removing the cultural obstacles between professionalism and
their patients. This will also help in increasing production, reduce
interaction barriers and engage totally in the workspace.
 Social sensitivity
It is a personal capability to observe and study the approaches and
viewpoints of other individuals. It will explain that an employee is aware of
other persons in both enterprise and social settings. This is very important as
with the work to respect what other individuals feel is also a very crucial
section.
 Networking
It is a great chance to interchange best practice of understanding, study
about the techniques and latest developments in an industry. This will
benefit to the leaders as well as to the employees in an organization for the
longetivity with the firm and improvement in a professional manner.
 Conflict resolution
This provides a place to create trust, susceptibility, and clearing all the
misunderstanding which will lead to create the security with the relations.
Actively resolution of the conflict will build more positive workspace which
leads to the clarification of all the arguments. This will help in
understanding each other and make the relations more stronger.
4. Briefly explain how each concept listed below is relevant to workplace relationships (answers should not exceed 60-word
limit).

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Legislative requirement Explanation on how each requirement can be implemented to manage
effective workplace relationships (answers should not exceed 60-word limit).
 It is unlawful for a
person to do an act,
otherwise than in
private if the act is
certain to offend,
insult, humiliate or
intimidate another
person.
Yes, it is unlawful as this will leads to the creation of discrimination,
unequal distribution of work and many more which results in a very impact
with the firm as there will be no understanding, no completion of work, no
employee satisfaction. This will result in lowering down the production and
profit of the firm.
 It is unlawful to make
another person leave
or stop using any
place, vehicle, or any
such facilities
because of their race,
colour, or national or
ethnic origin.
Yes, it is unlawful as it is already written in the law that everyone should be
treated in an equal manner. Every person has their equal rights of everything
whether to place vehicles or related to their culture and society. If they are
working in one firm, then they all are equal.
 Identify at least one
method that can be
used to develop a
process for consulting
with employees
Holding formal meetings is a method used which assist the workers to
understand the objectives of the firm and providing the opportunity to
discuss for achieving the objectives and goals of the organization. This will
also help in solving all the issues of employees working in the firm.
 Identify at least one
method that can be
used to develop a
process for conflict
management
Collaboration and compromises is a method in which compromise means a
person gets partially satisfied and collaborative refers to the both individuals
who get all the requirements met with the integrative dimension.
 Identify at least one
method that can be
used to develop a
process for task
issue management
Any issues can be managed by using some steps like create a register, then
report in a prompt manner, log issues then assign all the actions. After that
monitor the progression, assess the impact and then close it out. But
following all these steps will help in managing all the issues.
5. Access the legislation applicable to the NSW state and briefly explain how each legislation relevant to managing
effective work relationships can be implemented in the workplace.
6. Identify methods that can be used to develop processes for the following situations (answers should not exceed 60-word
limit).

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Checklist/ performance criteria matrix for Short Answers Questions (for Assessor use only)
Instructions to Assessors
This checklist is to be used to record the student’s responses to the questions outlined in Q1. to Q6. When completing this
checklist, you must ensure that:
 Each checklist item is assessed against the criteria listed.
 An result, either Yes or No, is recorded in one of the two columns on the right of the checklist.
 Feedback is provided to the student in the cover sheet and/ or, at the Canvas commentary section.
Did the learner: Yes No
Answer all short questions covering: Relating to unit’s performance criteria:
 Briefly explain how each system supports the development
of effective work relationships:
o Employee Management System
1.1 Identify required processes for
workplace collaboration according to
organisational policies and procedures
1.2 Develop consultation processes for
employees to contribute to issues related
to their work role
1.3 Develop processes for conflict
management
1.4 Develop processes for escalated
issues or refer to relevant personnel
o Industry to which the workplace/ organization belongs
 Briefly explain how each policy and procedure supports the
development of effective work relationships
o Communications Policy and Procedures
o Employee Relations Policy and Procedure
 Briefly explain how each communication skill identified can
help improve work relationships:
o Active Listening
o Non-verbal Communication
 Briefly explain how each concept listed below is relevant to
workplace relationships:
o Consultation
o Cultural sensitivity
o Social sensitivity
o Networking
o Conflict resolution
 Access the legislation applicable to the NSW state and
briefly explain how each legislation relevant to managing
effective work relationships can be implemented in the
workplace.
 Identify methods that can be used to develop processes for
the following situations:
o Identify at least one method that can be used to
develop a process for consulting with employees
o Identify at least one method that can be used to
develop a process for conflict management
o Identify at least one method that can be used to
develop a process for task issue management
Result  Satisfactory  Not Satisfactory Assessor initial & date

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Case study
Introduction
Bounce Fitness is made up of four fitness centres. Head office is currently established in Cairns, Queensland. The
other centres are in Brisbane, (Queensland), Sydney, (New South Wales) and Melbourne, (Victoria). It is the intention
of the Board of Directors that a new centre will be opened in Perth, (Western Australia).
It was established in 2001 by Margaret House as a single aerobic studio. After two years membership increases
demanded the small, leased centre be expanded and a new facility was built on land purchased by the organisation. In
2004 a second centre was established in leased premises in Brisbane and then Sydney and Melbourne in the
subsequent two years.
The Head Office remains in Cairns and a Board of Directors has been established to oversee the function of the
business in all the centres. Each centre has a manager, who reports to the CEO in Cairns, and a team of permanently
employed fitness instructors and other casual instructors, all of whom report to the Centre Manager. The business is
operated on best business practice and complies with all legislative requirements, local by-laws and is registered with
the national body.
Bounce Fitness intends to market its brand through excellence in service and expertise to establish itself as a premier
provider of fitness and wellness in Australia. Much time is invested in training the Centre staff to upgrade their
professional skills and in customer service to foster a loyal member base. Classes are innovative and varied with
regular changes to routines and activities.
Bounce Fitness has developed choreographed fitness moves with accompanying music which is geared to the varying
interests, needs and goals of the member group. It is intended that all around Australia, gym and fitness centre
members will continue to be enhancing personal performance through classes designed and produced by this
business. Classes are coupled with state-of-the-art fitness equipment to cater to those who prefer resistance training to
aerobic workouts. Additional free weights allow for use by even die-hard lifters.
All centres are carpeted in areas used for stationary activities, spacious, well-ventilated, and air-conditioned to make
the environment as safe and comfortable as possible. They are light and feature wrap-around mirrored walls. The
decor was designed by a Brisbane firm and is updated every three years. There are showers, toilets, lockers.
Performance criteria: Case study/ project portfolio/ observation
The Practical Assessment is a set of tasks that must be completed in a workplace, or in an environment with conditions like that of
a real workplace.
To be assessed for this unit of competency, you must demonstrate your skills and knowledge to lead and manage effective
workplace relationships.
The Practical Assessments in thisinclude:




Task 1 - Establish Effective Workplace Relationship Processes
Task 2 - Manage Task Issues
Task 3 - Manage Workplace Conflict
Task 4 - Review Management of Workplace Relationships
Tasks and activities in this project assessment require you to have access to a workplace or a similar environment.

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Each centre features a retail section selling fitness shoes, clothes, and other related fitness items. There is a small
cafeteria which is leased to a provider who supplies healthy, low-calorie drinks and light food. Each Centre has regularly
scheduled aerobic classes ranging from high intensity to low intensity. The scheduling is left to each Centre but must
sustain a minimum average of twelve in each class for them to continue to be held. The style of classes changes as new
methods are developed to sustain interest and provide variety.
Circuit classes are also scheduled for groups who move in a circuitous rotation around the different resistance
equipment sequentially as instructed by the instructor. They are required to complete interval aerobic exercises during
the completion of a class to enhance the value of the workout. Very low intensity classes are also held in age care
facilities to keep residents active and incorporate light weights to keep them healthy. This exercise contributes to the
physical and mental health of participants as well as providing an interest in their day.
Special classes are held in high schools for senior students, sheltered workshops and other special situations as
requested and are operated at minimal or no cost as a community service. Funding is primarily from memberships.
Memberships are sold on one-, three-, six- and twelve-monthly basis on a decreasing fee scale. Casual members are
welcome, but the daily rate is a premium one.
Each Centre sells memberships to 120%. This means that at peak times it could be quite crowded, but experience
demonstrates that there is a maximum of 80% usage. The retail arm of the business accounts for about 30% of the
takings from each centre. The strategic plan for retail is set to increase investment in sales this year to 35%. Each Centre
will be given a budget to develop and implement a sales and marketing plan to trial. The most successful may be
implemented nationally and will attract an incentive for the most successful Centre. The catering facilities are currently
leased to private operators, and this is reconsidered during each annual planning session by the Board, which produces
5% of the income, less than the rent off-set.
Scenario
You are currently working as the Sydney Centre Manager for Bounce Fitness, a dynamic fitness corporation centred on providing premier
personal training services in Cairns, Brisbane, Sydney, and Melbourne. As the Centre Manager, you have been directed by the CEO (your
classmate/ Trainer can undertake this role) to determine two policy information (select only 2 out of 10 policies and procedures provided
as supplementary case study materials) to be communicated within one (choose 1 out of 4 scenarios below) related organisation or work
area of your choice:
Communications at work (issues can be based on cultural differences, lack of motivation, listening skills, written communication quality,
appropriate communication tools, or oversharing).
Breaching the code of ethics (issues can be based on unethical leadership, toxic workplace culture, discrimination and harassment,
unrealistic and conflicting goals, or questionable use of company technology).
Team conflict (issues can be based on task conflict, relationship conflict or process conflict).
Staff behavioural conduct (issues can be based on fear, denial, pride, defensiveness, not taking responsibility, lack of self-discipline, lack of
goals, negative/ pessimistic attitude, and lack of support).

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Supplementary Case Study Materials (please use these documents to assist in your )
1. BSBLDR523 Case Study - Bounce Fitness - Communication Policy and Procedures V2021.1 1 of 9
2. BSBLDR523 Case Study - Bounce Fitness - Complaints and Grievance Policy V2021.1 2 of 9
3. BSBLDR523 Case Study - Bounce Fitness - Code of Ethics V2021.1 3 of 9
4. BSBLDR523 Case Study - Bounce Fitness - Workplace Harassment Prevention Policy V2021.1 4 of 9
5. BSBLDR523 Case Study - Bounce Fitness - Policies and Procedures for Meetings V2021.1 5 of 9
6. BSBLDR523 Case Study - Bounce Fitness - Conflict Resolution Policy and Procedure V2021.1 6 of 9
7. BSBLDR523 Case Study - Bounce Fitness - code of Conduct V2021.1 7 of 9
8. BSBLDR523 Case Study - Bounce Fitness - Employee Relations Policy and Procedures V2021.1 8 of 9
9. BSBLDR523 Case Study - Bounce Fitness - Diversity Policy V2021.1 9 of 9

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Candidate’s name
Assessor’s name
Work activity
The candidate must demonstrate the ability to complete the tasks outlined in the
elements, performance criteria and foundation skills of this unit, including evidence
of the ability to:
 Task 1 - Identify required processes for workplace collaboration
according to organisational policies and procedures
 Task 2 - Develop consultation processes with an employee to resolve a
conflict management according to organisational policies and
procedures
 Task 3 – Proposing an effective workplace relationship process, delegate
responsibilities for work task, identify support measures for team
collaborations and minimize workplace conflicts
To complete this , you will need to relate a case simulation in terms of
selecting the appropriate workplace documentation to support:
 two related workplace collaborations
 one related workplace conflict management
 one related workplace task issue management
Observation done ☐ In person (no screenshot required) ☐ Via remote (insert screenshot below)
Please note:
 Zoom Meeting
Screenshot (of yourself
only; strictly no group
nor selfie shots) must
include your name in
the image.
 Resize landscape
image to fit into space
provided on the right.
Date of observation
Case study/ project portfolio/ observation form

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Completed by
Company name Bounce Fitness
Workplace location ☐ Cairns ☐ Brisbane ☐ Sydney ☐ Melbourne
Document no. 202110-001 Date completed
Work area of concern Applicable policy & procedure*
☐ Communication Policy & Procedures (refer to 1.
1. BSBLDR523 Case Study - Bounce Fitness -
Communication Policy and Procedures V2021.1)
 Select within the
related
☐ Communications
at work ☐ Complaints & Grievance Policy (refer to 2.
2. BSBLDR523 Case Study - Bounce Fitness - Complaints
and Grievance Policy V2021.1)
organisation or ☐ 3. Code of Ethics (refer to 3. BSBLDR523 Case Study -
Bounce Fitness - Code of Ethics V2021.1)work area of your
choice (select only
one option) and
☐ Breaching the
code of ethics ☐
Workplace Harassment Prevention Policy (refer
4. to 4. BSBLDR523 Case Study - Bounce Fitness -
Workplace Harassment Prevention Policy V2021.1)select the
Policies & Procedures for Meetings (refer to 5.
5. BSBLDR523 Case Study - Bounce Fitness - Policies
and Procedures for Meetings V2021.1)
appropriate policy
and procedure to ☐
address this work ☐ Team conflict Conflict Resolution Policy & Procedures (refer
6. to 6. BSBLDR523 Case Study - Bounce Fitness -
Conflict Resolution Policy and Procedure V2021.1)
area collaboration
(select one option ☐
only)
Staff ☐ 7. Code of Conduct (refer to 7. BSBLDR523 Case
Study - Bounce Fitness - code of Conduct V2021.1)
☐ behavioural Employee Relations Policy & Procedures
conduct ☐ 8. (refer to 8. BSBLDR523 Case Study - Bounce Fitness -
Employee Relations Policy and Procedures V2021.1)
As the Sydney Centre Manager for Bounce Fitness, you have been directed by the CEO (your classmate or Trainer can
undertake this role) to access and review Bounce Fitness’ policies and procedures for ensuring workplace collaboration. Use
the template below to record policies and procedures relevant to two (2) workplace collaborations.
Select within the related organisation or work area of your choice
Record the title of each identified policy and procedures related to workplace collaboration
Identify at least one process from each policy and procedure that must be implemented during workplace collaboration for
each policy and procedure document
Obtain confirmation from the CEO that the requirements in the document are in line with the organization’s requirements.
Task 1: Identify Workplace Collaboration Processes
a. Organisational Collaboration Processes (OGP) # 1

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 Provide a brief to
the work area of
concern (answers
should not exceed 30-
word count limit)
The work area that is concerned in this is the team conflicts. Team conflicts refers to
the differences of opinions that the employees have with each other on set of topics. It
refers to the gap that is there between the employees working in the organization. The
conflicts can be related to anything that is related with the organizational operations.
The conflicts are the major issues that act as an obstacle in the desired goals of the
organization. Only a team that works together has a capability of achieving the desired
objectives.
 Identifying the
process for
workplace
collaboration
(provide a summary
justifying the use of the
selected policy; not
exceeding the 100-
word count limit)
The process that is used in the organization to further promote the team collaboration
process is by forming strategic teams so that the employees can work together and
dedicate their efforts in one direction. The implementation of effective collaboration in
the organization is done by promoting the areas in which the business lacks in. The
team-oriented goals must be set so that every employee would work together to attain
that the goal and that would help all of them in getting rewards and incentive in the
business. Dealing with the conflict promptly helps in ensuring that the issues are
resolved right then and there and there is no delay from the management and the side
of the organization. Conflict resolution policy and the policy of meeting helps in
setting a ground on which the employees of Bounce fitness can build a ground and
work together so that they can work together in the business. The common conflicts
can be solved by following a set procedure as this will help both the parties in settling
the areas in which they are having trouble. Team conflicts generally arises due to
difference so opinion and hence the conflict resolution policy would help the
organization in coming up with a way that works for both the employees and hence the
issues will be resolved.
Application of policy & procedure meets the workplace
collaboration requirements Yes No
CEO’s initials Date
Completed by
Company name Bounce Fitness
Workplace location ☐ Cairns ☐ Brisbane ☐ Sydney ☐ Melbourne
Document no. 202110 – 002
Date completed
a. Organisational Collaboration Processes (OGP) # 1 (cont.)
Confirmation and approval from the CEO (your classmate/ Trainer can undertake this role)
b. Organisational Collaboration Processes (OGP) # 2

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 Select within the
related
organisation or
work area of your
choice (select only
one option) and
select the
appropriate policy
and procedure to
address this work
area collaboration
(select one option only)
Work area of concern Applicable policy & procedure*
☐ Communications
at work
☐ Communication Policy & Procedures (refer to 1.
1. BSBLDR523 Case Study - Bounce Fitness - Communication
Policy and Procedures V2021.1)
☐ Complaints & Grievance Policy (refer to 2.
2. BSBLDR523 Case Study - Bounce Fitness - Complaints and
Grievance Policy V2021.1)
☐ Breaching the
code of ethics
☐ 3. Code of Ethics (refer to 3. BSBLDR523 Case Study -
Bounce Fitness - Code of Ethics V2021.1)
☐ Workplace Harassment Prevention Policy (refer to
4. 4. BSBLDR523 Case Study - Bounce Fitness - Workplace
Harassment Prevention Policy V2021.1)
☐ Team conflict
☐
Policies & Procedures for Meetings (refer to 5.
5. BSBLDR523 Case Study - Bounce Fitness - Policies and
Procedures for Meetings V2021.1)
☐
Conflict Resolution Policy & Procedures (refer
6. to 6. BSBLDR523 Case Study - Bounce Fitness - Conflict
Resolution Policy and Procedure V2021.1)
☐ Staff behavioural
conduct
☐ 7. Code of Conduct (refer to 7. BSBLDR523 Case Study
- Bounce Fitness - code of Conduct V2021.1)
☐
Employee Relations Policy & Procedures (refer
8. to 8. BSBLDR523 Case Study - Bounce Fitness -
Employee Relations Policy and Procedures V2021.1)
 Provide a brief to
the workplace
issue (answers should
not exceed 30-word
count limit)
The workplace issue that the Bounce fitness is facing is communication at work.
Communication is one of the most effective area of the business which helps the
business in ensuring that the information that is required is well communicated so that
the goals and objectives are clear to every person working in the organization. An
effective communication is the key of achieving the desired goals as every part of the
information and plan is well known to the concerned employees which helps them in
putting actions to work.
 Identifying the
process for
workplace
collaboration
(provide a summary
justifying the use of the
selected policy; not
exceeding the 100-
word count limit)
The two policies that are applied in Bounce fitness to address the area of concern that
is communication at work are communication policy & procedures and the complaints
and grievance policy. Creating a receptive atmosphere in the organization through
this process will help Bounce fitness in ensuring that the employees are feeling
comfortable in expressing their thoughts. These two policies ensure that the employees
and the managers of the company are well associated with each other and they share
an effective communication with each other. The policies define that people working
in the workplace should communicate the information and goals that the business is
trying to convey so that everyone is well aware about the field in which the business
wants to accomplish their objectives. Further the functions and operations are only
effective when there is good source of communication between the employees and
managers. These two policies often define the ways in which the employees should
communicate with each other by considering all the ethics and maintaining the
decorum of the institute. Effective communication is also ensured by developing of
communication channels so that the employees can freely contact with the co-
workers and managers regarding the tasks and plans that the organization is currently
working on.
b. Organisational Collaboration Processes (OGP) # 2 (cont.)

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Application of policy & procedure meets the workplace
collaboration requirements ☐ Yes ☐ No
CEO’s initials Date
Completed by
 Select appropriate
consultation area
(select the
appropriate an option
accordingly)
☐ Achieve organizational goals ☐ Team integration
☐ Work culture ☐ Training and development
☐ Employee motivation ☐ Workplace empowerment
☐ Retention ☐ Performance & compliance
b. Organisational Collaboration Processes (OGP) # 2 (cont.)
Following Task 1, you are now required to conduct a consultation meeting with employees on one (1) of the two (2)
identified workplace area of concern. Complete the Consultation Process template below by developing the following
processes to be supported when consulting with an employee named Sam Worthington (your classmate/ Trainer can undertake
this role). Outline the following:
Select one process (mode of meeting) that will allow employees to contribute to the discussion during a consultation.
Facilitate a discussion with the employee on feedback (information needed to understand what is the conflict/ issue that the
employee is facing) in order to make a decision
Identify at least two kinds of information you will include in your feedback
Outline the organization’s processes for conflict management in finalising how to resolve conflict (refer to 6. BSBLDR523 Case
Study - Bounce Fitness - Conflict Resolution Policy and Procedure V2021.1)
Discuss step/s to ensure that all parties concerned agree with the decision
Confirmation and approval from the CEO (your classmate/ Trainer can undertake this role)
Task 2: Develop consultation processes with an employee to resolve a conflict management
according to organisational policies and procedures
Consultation Process

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Workplace location ☐ Cairns ☐ Brisbane ☐ Sydney ☐ Melbourne
Document in reference ☐ 202110-001 (OGP # 1) ☐ 202110-002 (OGP # 2)
Date completed (DD/MM/YYYY) Time completed
Mode of meeting ☐ Face-to-face meeting ☐ Zoom Meeting platform
Meeting held in ☐ Consultation Room 1 ☐ Remote location
Communications at work (issues can be based on cultural differences, lack of
☐ motivation, listening skills, written communication quality, appropriate
communication tools, or oversharing)
 Affected
organisation or
work area (select
☐
Breaching the code of ethics (issues can be based on unethical leadership,
toxic workplace culture, discrimination and harassment, unrealistic and
conflicting goals, or questionable use of company technology)
the appropriate an
option accordingly) ☐ Team conflict (issues can be based on task conflict, relationship conflict or
process conflict)
Staff behavioural conduct (issues can be based on fear, denial, pride,
☐ defensiveness, not taking responsibility, lack of self-discipline, lack of goals,
negative/ pessimistic attitude, and lack of support)
 Provide a
simulated
narrative to the
affected
organisation or
work area (based on
the suggested
scenarios provided in
brackets; answers
should not exceed 80-
word count limit)
The selected company named Bounce Fitness is facing Team conflicts among
employees working in firm. Team conflicts are described as issues which are
caused by several reasons that includes relationship conflicts, task conflicts and
process conflicts. The organization is facing such issue because employees are
not coordinating with each other and are not taking accountability of their
actions. People working in the organizations are not able to delegate task which
results into task conflicts among them as every person seek for easy task they
could complete early. Employees are also not able to make effective
communication which leads to relationship conflicts among them. The process
of working and delegating task is also not clear which leads to the process
conflicts between them.
Staff in attendance Sam Worthington
Position held (select an
option accordingly)
☐ Fitness Instructor ☐ Administrative – General Office
☐ Marketing – Advertising ☐ Administrative – Front Desk
☐ Marketing – Sales & Promotions ☐ Marketing – Customer Service
Consultation Process (cont.)

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☐ Communication Policy &
Procedures ☐ Policies & Procedures for Meetings
 Policy &
procedure* in use ☐ Complaints & Grievance Policy ☐ Conflict Resolution Policy &
Procedures
☐ Code of Ethics ☐ Code of Conduct
(answer must relate
to Task 1)
☐ Workplace Harassment Prevention ☐ Employee Relations Policy &
Policy Procedures
You: (Knocking on the door) Good morning, Sam; please come in and have a
seat.
Sam: Good morning to you too; thank you. (Takes a seat)
 Clarifying with the
employee on his/
her request to
You: How are you Sam? What are you doing now a days and how are you feeling
working in the company? Is there any issues which you are facing while working
within this workplace?
discuss about
work area of
concern (each
dialogue answer Sam: I am good Sir! I am working on marketing project and my working experience is
also good. The issue which I am facing is team conflicts.
should not exceed
40-word count limit
within the 4 rows of
answer cells provided You: Is everyone around you is also facing same situation?
herein)
Sam: Yes Sir !
 Obtaining
feedback from
employee about
the issue faced
(each dialogue
answer should not
exceed 40-word
count within the 8
rows of answer cells)
You: Sam please elaborate this issue.
Sam: Off-course Sir! Everyone in the team are facing issues such as task conflict,
process conflict and relationship conflicts.
Present all relevant information that must be shared to allow others to be fully informed on the process (Allowing the
employee ample time to share his/ her thoughts on the topic being discussed. Create a dialogue with the said employees to discuss on the
following aspects)
Process for employee contribution/ feedback (outline a simulative discussion process that will allow the said employee to contribute
to the discussion during the consultation)
Consultation Process (cont.)

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You: Please tell me more about these issues.
Sam: Sir! Team members in the team are not making any efforts of making any
relationships with each other. We are lacking in delegating task procedure as every
one does not have clarity about what they must perform.
 Obtaining
feedback from
employee about You: Sorry! Sam. I was not aware this issue please explain me more about this issue
and how this is impacting working culture of our organization.
the issue faced
(each dialogue answer
should not exceed 40-
word count limit within Sam: Its okay Sir! This issue is arising more which is making negative working
environment and is also influencing motivation of employees to work effectively. This
is also making employees lose interest of performing better for the organization.
the 8 rows of answer
cells provided herein)
You: I was not aware about these issues. This is very serious problem which must be
addressed by us as soon as possible.
Sam: Yes Sir! This issue must be resolved quickly as it is greatly impacting perform
of employees and company.
 Using the You: According to me Sam now it has become essential to implement some policy
and procedure to deal with this issue. What do you think?
selected
organization
policy and
procedures as a Sam: Yes Sir! You are right we must implement some policy to resolve team
conflicts.
guide to address
the work area of
concern (each
dialogue answer You: I think the best policy which must be executes is Conflict Resolution Policy and
Procedure so that it could assist us in maintaining a good as well as effective team
work within our organization. What are your opinion?
should not exceed
40-word count limit
within the 8 rows of
answer cells provided
herein) Sam: Definitely Sir! I think this policy would help us in maintaining a good cultural
environment at our workplace.
Present all relevant information that must be shared to allow others to be fully informed on the process (cont.)
Consultation Process (cont.)

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 Using the selected
organization
policy and
procedures as a
guide, you are to
address the work
area of concern
(each dialogue
answer should not
exceed 40- word
count limit within the 8
rows of answer cells
provided herein)
You: Team conflict arise due to lack of communication and disagreement over the
process of accomplishing goals. As there are various people working in the company
who have different personalities and opinions which further lead to more conflicts. In
my suggestion this policy will assist us in resolving this issue.
Sam: I am agreeing with you Sir. We are facing these conflicts as we are not able to
understand work responsibilities clearly.
You: Don't worry Sam, I will execute this policy as soon as possible.
Sam: That would be appreciated Sir.
 Provide an
You: Sam. Do you want to know about this policy in detail?
explanation on
the organization’s
procedures of
consulting for Sam: Yes Sir I would like to.
conflict resolution
(refer to 6.
BSBLDR523 Case
Study - Bounce You: Okay! Let me tell you about this policy more. This policy would help us in
determining main reasons behind conflicts. This will promote open and effective
communication between employees where they could feel comfortable to express
themselves.
Fitness - Conflict
Resolution Policy and
Procedure V2021.1
on the Procedures of
Consulting Conflict Sam: That is very good Sir! Please tell me more about how this policy will assist us in
understanding importance of team work.
Resolution section as
a guide, each
dialogue answer
should not exceed You: This policy will assist us in motivating employees to express themselves more
without feeling judged. This would empower them to talk about their conflicts first
rather than reaching out straight to managers. What do you think?
40-word count limit
within the 14 rows of
answer cells provided
herein) Sam: This policy implementation will bring more positive environment within
workplace.
Present all relevant information that must be shared to allow others to be fully informed on the process (cont.)
Consultation Process (cont.)

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 Provide an
explanation on
the organization’s
processes for
handling
grievances and
dispute resolution
(refer to 6.
BSBLDR523 Case
Study - Bounce
Fitness - Conflict
Resolution Policy and
Procedure V2021.1
on Grievances and
Dispute Resolution
section as a guide,
each dialogue
answer should not
exceed 40-word
count limit within the
14 rows of answer
cells provided herein)
You: This will also assist them in encouraging them to reach out to their superiors if
the conflicts arise more which they are not able to resolve by their own.
Sam: I would appreciate if this policy would be executed as soon as possible so that
this issue must be resolved quickly.
You: I also think so Sam. It will also help them in providing solutions for their conflicts
through identifying desired and effective pathways.
Sam: That will be good Sir.
You: This policy will also support them in reaching to an agreement that could help
them in resolving these conflicts between them.
Sam: How much time this policy will take to implement?
You: According to me it will take almost 3 months to implement effectively.
Sam: Okay Sir!
 Confirm
suggestion/s (each You: Do you think this policy will be beneficial and effective for our company?
dialogue answer
should not exceed
40-word count limit
within the 4 rows of
answer cells provided Sam: Definitely Sir! This policy will help us in resolving team conflicts issues more
effectively.
herein; cont. to next
page)
Present all relevant information that must be shared to allow others to be fully informed on the process (cont.)
Consultation Process (cont.)

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 Confirm
suggestion/s (each You: Do you want to give some suggestions?
dialogue answer
should not exceed 40-
word count limit within
the 4 rows of answer
cells provided herein; Sam: According to me Sir, this policy is very much effective and must be
implemented as soon as possible.
cont.)
 Provide a
closure
discussion by
reminding the
employee on
process for
escalating issues
to relevant
personnel (refer to
6. BSBLDR523 Case
Study - Bounce
Fitness - Conflict
Resolution Policy and
Procedure V2021.1 on
Staff’s Responsibilities
section as a guide;
each dialogue answer
should not exceed 40-
word count limit within
the 8 rows of answer
cells provided herein)
You: Do you want to say something else regarding this issue?
Sam: No Sir.
You: Are you satisfied with this policy and procedure?
Sam: Yes Sir!
You: Okay Sam! Now I am aware about this issue I will try to implement this policy in
an immediate way.
Sam: That would be appreciated Sir.
You: Anything else you want to clarifying?
Sam: No Sir.
You: Thank you, Sam for coming forward to have a discussion with me.
Sam: Thank you for making the time to see me. (Exchange of handshakes)
Present all relevant information that must be shared to allow others to be fully informed on the process (cont.)
Consultation Process (cont.)

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Did the learner: Yes No
Answer all case study covering: Relating to unit’s performance criteria:
 Selecting an Organisational Collaboration
Processes (OGP) # 1 within the related organization
or work area of choice:
o identifying work area of concern
1.1 Identify required processes for workplace
collaboration according to organisational policies
and procedures
1.3 Develop processes for conflict management
2.3 Identify and address issues in workplace
relationships according to processes established
o relating to applicable policy & procedure
to address area of concern
o justifying the use of the selected policy &
procedure to apply to the area of concern
o identify the appropriate policy & procedure to
be used in the consultation process
 Selecting an Organisational Collaboration
Processes (OGP) # 2 within the related organization
or work area of choice:
o identifying work area of concern
o relating to applicable policy & procedure
to address area of concern
o justifying the use of the selected policy &
procedure to apply to the area of concern
o identify the appropriate policy & procedure to
be used in the consultation process
 Conduct a consultation meeting with employees
covering:
o identified the appropriate consultation area
1.2 Develop consultation processes for
employees to contribute to issues related to their
work role
1.3 Develop processes for conflict management
o selected the appropriate process to facilitate the
consultation with employee
o identified work area of concern
o explained the work area of concern
o clarifying with the employee on his/ her request
to discuss about work area of concern
cover sheet and/ or, at the Canvas commentary section.Feedback is provided to the student in the
result, either Yes or No, is recorded in one of the two columns on the right of the checklist.An
Each checklist item is assessed against the criteria listed.


Instructions to Assessors
This checklist is to be used to record the student’s responses to the questions outlined in Task 1 a-b to Task 2 a-l. When completing
this checklist, you must ensure that:
Checklist/ performance criteria matrix for Case study/ project portfolio/ observation for Task 1 & 2
(For Assessor use only)

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Did the learner (cont.): Yes No
Answer all case study covering: Relating to unit’s performance criteria:
o obtaining feedback from employee about
the issue faced 1.2 Develop consultation processes for
employees to contribute to issues related to their
work role
1.3 Develop processes for conflict management
3.1 Seek feedback on management of workplace
relationships from relevant stakeholders
o using the selected policy and procedures to
address work area of concern
o provide an explanation on the organization’s
procedures of consulting for conflict
resolution
o confirm suggestion/s
o provide a closure discussion by reminding the
employee on process for escalating issues to
relevant personnel
1.4 Develop processes for escalated issues or
refer to relevant personnel
 Selects and uses appropriate conventions and
protocols to conduct consultations with relevant
stakeholders:
o Explains the purpose of the consultation
o Discusses the target outcome of the consultation
o Follows the time allotted for each
discussion point in the consultation
1.2 Develop consultation processes for employees
to contribute to issues related to their work role
2.3 Identify and address issues in workplace
relationships according to processes established
 Conducts the consultation meeting and presents all
details of the policy and procedures document:
o implementation processes of the policy
2.2 Collaborate and support team to perform
work tasks
2.3 Identify and address issues in workplace
relationships according to processes
established
o speaks clearly and in an appropriate volume
o establishes and maintains eye contact
o using hand or arm gestures to emphasise
points in the discussion
o explains concepts or jargons that are unclear
to audience
 Seek feedback from stakeholders on the
performance of processes developed:
o Asks follow-up questions to clarify information
received
1.1 Identify required processes for workplace
collaboration according to organisational policies
and procedures
1.4 Develop processes for escalated issues or
refer to relevant personnel
2.2 Collaborate and support team to perform work
tasks
3.1 Seek feedback on management of workplace
relationships from relevant stakeholders
o Provides relevant responses to the
person’s questions
o Uses open-ended questions to quickly review
the topic discussed
o Summarises discussion point or questions
from speaker to confirm understanding
Result  Satisfactory  Not Satisfactory Assessor initial & date

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Task 3: Proposing an effective workplace relationship process, delegate responsibilities for work task,
identify support measures for team collaborations and minimize workplace conflicts
This part of the project requires you to manage task issues. Specifically, you are required to:
 Delegate and confirm responsibilities for fulfilling work task
 Collaborate and support team to perform work task
 As the General Manager for Bounce Fitness, you have been directed by the CEO (your classmate/
Trainer can undertake this role) to undertake the task to implement a new policy on Diversity (refer to 9.
BSBLDR523 Case Study - Bounce Fitness - Diversity Policy V2021.1) starting off with the Fitness Centre
in Sydney as a pilot run of the system in the organization.
 Conduct a meeting to discuss the task that the team (your classmate/ Trainer can undertake this role)
will undertake covering:
 Review the newly developed organization’s Diversity Policy (refer to 9. BSBLDR523 Case Study - Bounce
Fitness - Diversity Policy V2021.1)
 Select appropriate legislation (e.g., Equal Employment Opportunity Act 1987 or Racial Discrimination Act 1975)
and regulatory (e.g., Fair Work Regulations 2009 or Work Health and Safety Regulations 2011) requirements
to support the implementing this policy for the organization
 Table a proposal during the meeting to implement the policy
 Develop an action based on the prescribed implementation process and dates for each action item
 Provide a strategy framework to improve team collaborations and minimize workplace conflicts
 Explain the policy review process for continuous improvement using the PDCA model
 Obtain feedback from stakeholder on the proposed new policy implementation
Observation done ☐ In person (no screenshot required) ☐ Via remote (insert Zoom screenshot
below)
Team member:
 Zoom Meeting
Screenshot (of
attendee only;
strictly no group
shots) must include
their name in the
image.
 Resize landscape
image to fit into
space provided on
the right.
Date of observation

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Meeting name New Policy Implementation
Date (DD/MM/YY) 13/12/21 Time 11:00:00
Meeting facilitator CEO Location Sydney
Meeting objective To implement new policy regarding
the diversity management and
employee relations
Meeting attendees
Attendee # 1 Manager Initials
Attendee # 2 (CEO) CEO Initials
Agenda Owner Time am/pm
Welcome note
CEO 02:00:00 pm
Matters arising CEO 02:10:00 pm
a. Introduction of the new Diversity Policy
CEO 02:10:00 pm
b. Rationale for implementing the policy based on: CEO 02:20:00 pm
i. How this policy relates to (selected) legislation
requirements
CEO 02:20:00 pm
ii. How this policy relates to (selected) regulatory
requirements
CEO 02:30:00 pm
c. Action plan to implement the new Diversity Policy
CEO 02:40:00 pm
d. Strategies to improve team collaborations and minimize
workplace conflicts
CEO 02:50:00 pm
e. Review of policy implementation for continuous
improvement by using the PDCA model
CEO 03:00:00 pm
f. Stakeholders’ feedback
CEO 03:30:00 pm
Conclusion CEO 03:30:00 pm
Meeting Minutes
Meeting details

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Meeting Minutes Template (cont.) – Minutes (discussions for the said topics are to be recorded below).
Topic Owner Time am/pm
Introduction (answers should not exceed 20-word count)
The meeting of the Bounce Fitness Sydney center is conducted for the implementation
of new diversity policy which has aim to create the diversity management and resolve
the task and process conflicts by creating the collaboration of employees.
CEO of Bounce Fitness 12:00:00
Matters arising
a. Introduction of the new Diversity Policy (answers should
not exceed 50-word count)
The new diversity policy of the Bounce Fitness is for all the branches in order to have
delegate and confirm responsibilities to every member. The policy also aims to create
the collaboration and support team to perform the work task. The policy is to propose
the effective workplace relationship.
CEO of Bounce Fitness 12:10:00
b. Rationale for implementing the policy (answers should not
exceed 50-word count)
The reason for the implementation of this policy is to support the measures related to
minimization of conflicts. As with the expansion of the Bounce Fitness in various
countries there is diversity in the company for which new policy related to diversity is
important and necessity.
CEO of Bounce Fitness 12:20:00
i. How this policy relates to legislation requirements
Select one
☐ Equal Employment Opportunity Act 1987
☐ Racial Discrimination Act 1975
Provide an
explanation
how it
relates to
the
proposed
Diversity
Policy
(answer
should not
exceed 70-
word count)
The new policy is related to the legislation of Equal Employment
Act 1987 because the policy has aim to create the collaborative
working in their working task in order to have less conflicts on the
basis of the unequal opportunities of the employment in fitness
training , retail counter etc.
CEO of Bounce Fitness 12:45:00

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Meeting Minutes Template (cont.) – Minutes (discussions for the said topics are to be recorded below).
Topic Owner Time am/pm
ii. How this policy relates to regulatory requirements
Select one
☐ Fair Work Regulations 2009 CEO of Bounce Fitness 01:30:00 PM
☐ Work Health and Safety Regulations 2011
Provide an
explanation
how it
relates to
the
proposed
Diversity
Policy
(answer
should not
exceed 70-
word count)
The new diversity policy complete relates with this
legislation as this legislation aims to serve the fairness
in the working condition, environment and other work
related regulation such as working hours, leaves, pay
etc. the diversity act also aims to provide the rights to
every one despite of their diversity on the basis of
gender, religion, race etc.
CEO of Bounce Fitness 02:00:00
c. Action plan to implement the new Diversity Policy
(answers should not exceed 50-word count limit)
To implement this new diversity policy and its related legislation the
company will conduct the meeting of key stakeholders and address the
issues faced by company related to the conflicts caused due to
ineffective policy regarding diversity and their rights. The meeting
will shoe case the the features of diversity and its implementation
criteria.
CEO of Bounce Fitness 02:00:00
Document purpose
Workplace location ☐ Cairns ☐ Brisbane ☐ Sydney ☐ Melbourne
Completed by
Position General Manager - HRM Date
Bounce FitnessCompany name
Action Plan

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Meeting Minutes Template (cont.) – Minutes (discussions for the said topics are to be recorded below).
Topic Owner Time am/pm
c. Action plan to implement the new Diversity Policy (cont.)
Action Plan (cont.)
Action item
Staff assigned
(please select option/s
accordingly)
Planned
implementation
date (DD/MM/YY)
(Answers should not exceed 15-word count limit)
Anticipated result Actual result & date
completed
Step 1: Identify the need
for a policy (clear guidelines
and expectations to ensure
fair and consistent practices
and legal compliance)
☐ CEO 14/12/21 That there should be equal
employment opportunity
for all the members of the
organization.
The employees want conflict
free relations and equal and
collaborated work task.
15/12/21
☐ Directors
☐ GM - HRM
Step 2: Determine policy
content (written guidelines
that explain generally what the
employer's requirements are
and how employees will be
treated)
☐ CEO 15/12/21 Equal rights
collaborated working
transparency of working
rules
Equal rights
Collaborated working
Fair working rules
Gender equality
16/12/21
☐ GM - HRM
☐ Consultant
Step 3: Obtain
stakeholder support
(address the impact the policy
will have on the stakeholder's
area(s) and address any
potential thoughts or concerns
the stakeholders may have)
☐ GM - HRM 15/12/21 Chance of conflicts
between the stakeholders
at different locations.
Stakeholders may feel
inequality between
themselves.
Good support by the
stakeholders in
implementing the policy and
also new effective
suggestions where given in
favor of organization.
17/12/2021
☐ CEO
☐ Directors
Step 4: Communicate
with employees (introduce
the policy to employees based
on the nature, sensitivity and
ease in which the policy will
be understood)
☐ CEO 17/12/21 The manager will conduct
the meeting with the
employees and deliver the
needs, urgency about the
nature of policy
The employees were
addresses with effective
communication tactics.
19/12/2021
☐ GM - HRM
☐ Centre
Managers
Step 5: Monitor policy
influence and
effectiveness (how the
policy influences behavioural
change amongst employees
in a meaningful and creating a
sustainable workplace culture)
☐ GM - HRM 20/12/21 Founded effective policy
in favor of employees.
Communication and
implementation was founded
very convenient and easy as
they accepted very heartily.
☐ Centre
Managers
☐ Employees

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Meeting Minutes Template (cont.) – Minutes (discussions for the said topics are to be recorded below).
Topic Owner Time am/pm
c. Action plan to implement the new Diversity Policy (cont.)
Action Plan (cont.)
Action item
Staff assigned
(please select option/s
accordingly)
Planned
implementation
date (DD/MM/YY)
(Answers should not exceed 15-word count limit)
Anticipated result Actual result & date
completed
Step 6: Conduct
employee feedback for
improvements (ongoing
employee feedback to ensure
they are able to achieve
desired positive workplace
behaviour.)
☐ GM - HRM
21/12/21 The employees were
highly satisfied..
conflicts were resolved and
employees were happier than
before.
22/12/2021
☐ Centre
Managers
☐ Employees
Step 7: Update and
Revise the Policy (Policies
should be reviewed on a
regular basis to ensure they
continue to comply with
federal and state laws and the
needs of the organization.)
☐ CEO 22/12/21 No revised policy till the
date as their is not issue.
Effective working of the
policy.
22/12/2021
☐ GM - HRM
☐ Consultant
d. Strategies to improve team collaborations and minimize
workplace conflicts (answers should not exceed 50-word count
limit)
 Promote frequent
communications
It is very important to promote effective
communication through different communication
strategy such as through effective games and team
activities in regular basis
HR manager 05:00:00

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Meeting Minutes Template (cont.) – Minutes (discussions for the said topics are to be recorded below).
Topic Owner Time am/pm
d. Strategies to improve team collaborations and minimize
workplace conflicts (answers should not exceed 50-word count
limit; cont.)
 Ensure
leadership
support
The appropriate participate team leadership style must
be used to ensure there is supportive leadership in
Bounce Fitness
HR manager 03:00:00 Pm
 Leverage
Collaboration
Technology
Use instant internal messaging app for the employees
to talk and collaborate to facilitate the effective
communication.
HR Manager 03:00:00 pm
 Develop
Collaboration
and Teamwork
Skills
Announce rewards and appraisals for the team and
team working to develop team working.
HR Manager 03:00:00 pm
 Reinforce
Collaborative
Behaviour
Promote the creativity and diversity and inclusion
through team working
HR manager 03:00:00 pm

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Meeting Minutes Template (cont.) – Minutes (discussions for the said topics are to be recorded below).
Topic Owner Time am/pm
e. Review of policy implementation for continuous
improvement by using the PDCA model (provide a brief
explanation how continuous improvement can be practiced using
the PDCA model; answers should not exceed 50-word count limit;
cont.)
 Plan
Through KPIs measure the progress of diversity policy and to
analyses the flaws in policy.
General Manager 04:00:00 pm
 Do
Create new measures and strategy to mitigate the flaws and to
implement new measures in the policy for better working and
improvement.
General Manager 04:00:00 pm
 Check
Check the new strategy and policy measures by comparing with
the earlier ones.
General Manager 04:00:00 pm
 Act
Improvise the new improved measures in the policy by
announcing the new features and additions in the policy to each
employees through E- mails.
General Manager 04:00:00 pm

BSBLDR523 Lead and manage effective workplace relationships V2021.1  NYS
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Meeting Minutes Template (cont.) – Minutes (discussions for the said topics are to be recorded below).
Topic Owner Time am/pm
f. Stakeholders’ feedback
The proposed Diversity Policy was evaluated by the CEO on the
following set of criterions: CEO
Evaluation criteria Rating scale (to be evaluated by the CEO) Comment/s (if any)
Clear ☐ Advanced ☐ Sufficient ☐ Needs
improvement
It must be regularly
evaluated and improved to
meet the changing needs of
the workplace environment.Consistent ☐ Advanced ☐ Sufficient ☐ Needs
improvement
Supported by measures ☐ Advanced ☐ Sufficient ☐ Needs
improvement
Legal feasibility ☐ Advanced ☐ Sufficient ☐ Needs
improvement
Administrative feasibility ☐ Advanced ☐ Sufficient ☐ Needs
improvement
Conclusion (provide concluding statement to acknowledge feedback
on policy proposal and to confirm next course of action; answer should
not exceed 50-word count limit)
The feedback of the CEO of Bounce Fitness is very satisfactory and allows the
manager to implement the new policy in the company.
General Manager 07:00:00
With no other matters arising, the meeting came to an end at (please state the time): 09:00:00
Date (DD/MM/YY) and time (state proposed time) of next meeting 02/01/22 12:00
Meeting minutes sent (please
tick accordingly) ☐ Yes ☐ No Saved & stored in
Dropbox ☐ Yes

BSBLDR523 Lead and manage effective workplace relationships V2021.1  NYS
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Did the learner: Yes No
Evidence of meeting discussion, submitted by the
learner: Relating to unit’s performance criteria:
 Conducting a meeting with the CEO to discuss
on implementing the proposed diversity policy
covering:
o Introduction of the new Diversity Policy
1.1 Identify required processes for workplace
collaboration according to organisational policies and
procedures
1.3 Develop processes for conflict management
3.3 Identify areas of improvement for future workplace
relations leadership
o Rationale for implementing the policy
based on:
- How this policy relates to (selected)
legislation requirements
2.3 Identify and address issues in workplace
relationships according to processes established
- How this policy relates to (selected)
regulatory requirements
o Action plan to implement the new
Diversity Policy
2.1 Delegate and confirm responsibilities for fulfilling
work tasks
2.4 Monitor and communicate to employees outcomes
of conflict management
o Strategies to improve team collaborations
and minimize workplace conflicts
1.3 Develop processes for conflict management
2.2 Collaborate and support team to perform work tasks
o Review of policy implementation for
continuous improvement by using the PDCA
model
3.3 Identify areas of improvement for future workplace
relations leadership
o Stakeholders’ feedback 3.2 Evaluate feedback for improvements to leadership
style
o Conclusion 2.3 Identify and address issues in workplace
relationships according to processes established
cover sheet and/ or, at the Canvas commentary section.Feedback is provided to the student in the
result, either Yes or No, is recorded in one of the two columns on the right of the checklist.An
Each checklist item is assessed against the criteria listed.


Instructions to Assessors
This checklist is to be used to record the student’s responses to the questions outlined in Portfolio Task 3. When completing this
checklist, you must ensure that:
Checklist/ performance criteria matrix for Portfolio Task 3 (for Assessor use only)

BSBLDR523 Lead and manage effective workplace relationships V2021.1  NYS
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Did the learner: Yes No
Evidence of meeting discussion, submitted by the
learner: Relating to unit’s performance criteria:
 Selects and uses appropriate conventions and
protocols to seek or share information with
relevant stakeholders:
o Explains the purpose of the presentation.
1.1 Identify required processes for workplace
collaboration according to organisational policies and
procedures
1.3 Develop processes for conflict management
o Discusses the target outcome of the
presentation.
o Follows the time allotted for each
discussion point in the presentation
 Seeks advice from key stakeholders
using appropriate language:
o Asks follow-up questions to clarify
information received 3.1 Seek feedback on management of
workplace relationships from relevant
stakeholders
3.2 Evaluate feedback for improvements to
leadership style
3.3 Identify areas of improvement for future
workplace relations leadership
o Provides relevant responses to the
person’s questions
o Uses open-ended questions to quickly
review the topic discussed
o Summarises discussion point or questions
from speaker to confirm understanding
 Conducts the meeting and presents all details
of the policy and procedures document to key
stakeholders:
o Speaks clearly and in an appropriate volume
2.3 Identify and address issues in workplace
relationships according to processes established
o Explains concepts or jargons that are
unclear to audience
o Establishes and maintains eye contact
o Using hand or arm gestures to emphasise
points in the discussion
o Maintained a cheerful tone while
conversing with stakeholder
Result  Satisfactory  Not Satisfactory Assessor initial & date