Assessment 1: Workplace Communication System for JKL Industries

This report details a communication strategy developed for JKL Industries, a company experiencing communication gaps and organizational conflicts. The assignment, part of a Diploma of Leadership and Management program, addresses issues such as ineffective information sharing, inadequate consultation, and poor employee awareness. The report includes a draft communication strategy with objectives focused on effective information sharing, enhanced management sense of employees, and faster customer responses. It also provides responses to scenario-based questions, including addressing employee complaints and managing workplace discrimination. The report emphasizes the importance of anti-discrimination and equal opportunity policies, promoting inclusive practices and resolving conflicts to foster a productive work environment. Furthermore, it discusses the role of networking in organizations, highlighting the importance of interpersonal skills and cross-cultural functions to improve communication and collaboration. The report concludes with an email to team members, announcing the new policies and procedures and seeking feedback for successful implementation. This comprehensive approach aims to improve the overall communication and workplace relationships within JKL Industries.

Running head: DIPLOMA OF LEADERSHIP AND MANAGEMENT
DIPLOMA OF LEADERSHIP AND MANAGEMENT
Named of the Student
Name of the Organization
Author Note

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Assessment 1: Plan and present workplace communication system
Part 1
JKL Industries is mainly a company owned by Australia known for selling forklifts,
small sized trucks and several parts of spare to the industry. They also have a separate
part which mostly leases both trucks which are small as well as forklifts. The head office
of the company is located in Sydney and has several branches in Melbourne, Perth and
Canberra. After having spent about 12 years in business and keeping its main focus
upon the small trucks and the forklifts, it has been observed that the industries of JKL
have negotiated for the sales rights to a range of both the medium sized as well as large
sized trucks from a supplier across overseas. It has been thought that this opportunity
will be able to provide all the industries of JKL with a huge advantage in range over all
the potential competitors over it. Since past five areas, several results of sales have
particularly indicated that there is a huge increment in both the sales of truck as well as
forklift and this has led to an average growth in sales by about ten percent. On the other
hand, it has been observed that the rental market has shown a sharp decline past three
years because of the reduction in cost of the vehicles and also some benefits in taxation
to all the industries purchasing such vehicles. By taking into consideration all the
opportunity of sales rights, some significant changes can be entailed which involves
several significant changes to the recent structure of the organization. There is a need
for the organization in repositioning itself for focussing solely on the sales of retails as
well as service and exit of the market of retails within which several forces like choice of
the consumer as well as competition reduces the profitability which is potential.

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As per the values of the organization, industries of JKL intends for recruiting from
the company and the re-skill employees which are existing and currently working in
rentals having a wish for remaining with the organization. JKL industries have been able
to finally identify that there is huge communication gap or rather poor communication
within the company. It has also been identified that there is a conflict in the climate of
the organization and this may be considered as a huge risk to the goals of the business.
The company has intended for building as well as maintaining a culture within the
organization which will be greatly positive, reducing the risks and finally help in
achieving goals by a number of processes. An effective framework of policy is to be
developed for the management of communications internally as per the objectives and
the business ethics of the organization (Schwarzberg et al. 2013). Communication will
be facilitated and support will be built for the initiatives of the organization. Flow of
information is to be managed for providing with a number of commination ideas for
further improvement and by facilitating feedback both to and from employees and the
management on the relevant performance of work and consultation outcomes (Kim and
De Dear 2013).
It has also been observed that there are a number of issues associated with both
consultation as well as communication. Some of these communication issues which
involve a lack of an approach to the management of information which will be
overarching, slow responses to the needs of the customers, ineffective sharing of
information, inadequate consultation, poor sense of the management of the employee,
poor general awareness of the goals of organization (Torp 2014).

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A draft communication strategy is to be developed for meeting several requirements
of the organization (Moridi et al. 2015). The strategy is described below:
 Promoting effective sharing of information within the members of the team,
developing excessive management sense of the employees and providing faster
responses to the requirements of the customers are the main communication
objectives which are to be developed (Michaels and Greene 2013).
 Senior management must possess all the capabilities for planning as well as
directing the work of several groups of individuals and promoting efficient
communication as well as collaboration in between the team members (Bentley et al.
2014).
 Enhancing both verbal communication and written communication. Written
communication will be in the form of emails, letters, proposals as well as manuals of
training (Holtgrewe 2014). Verbal communication will be used in urgent cases when
an instant feedback will be necessary.
 Developing consultation on continuous work process improvement within the
organization and providing much more consultation upon the health as well as safety
of employees (Greif 2017).
The main purpose of all the strategies is to resolve all the issues and problems and
the company will be able to recognise all the solutions for all the grievances within the
whole organization. The common aim of the strategies is to provide a workplace which
will be healthy for developing a productive environment of work all the employees
(Taskov and Mitreva 2015). The common objective of the strategies is to provide a fair
as well as a productive environment of working to all the employees where all the

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grievances will be resolved. The strategies will be ensuring as well as supporting the
policy of grievances in the industries of JKL.
Email
To
All Team Members,
I, the communication consultant, JKL industry, is hereby wanting to informing you all
that I have been given with the responsibility for introducing new policies as well as
procedures across the whole organization. I ensure for a successful implementation of
the policies and also makes sure that all these policies will be helping the organization
in leading the organization towards a positive direction by resolving all the several
issues related to communication within the organization. I have consulted with the
management about the implementation of all these policies within the organization and I
hereby seek feedbacks from each and every one of you, regarding these new policies
which are to be integrated within the organization. A proper collaboration is expected
from you all.
Thanking you
Yours faithfully
Communication Consultant, JKL Industries
Assessment 2: Respond to scenario-based questions
Question 1
To: The employee JKL Industries

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From: Manager JKL Industries
Subject: Draft response to the complaint of the employee
Dear employee,
Thank you for bringing this particular concern to our attention as JKL industries values
the essential principles of trust as well as confidence among teams as well as overall
organization.
I would like to focus on following two JKL policies
1. Anti-discrimination Policy: The main purpose of this policy is to provide guidance
in ensuring that all the employees are given values as per their performance in
their duties and their capability in maintaining service standards of council (Bell
2013).
2. Equal Opportunity Policy: Anyone who is engaged with the employment or
provision has the right for operating in environment which will be free from
discrimination on several grounds including age, gender, and religious belief and
so on (Roemer 2013).
Australia is a multicultural country and every people belonging to this continent has
equal right for living according to their own culture (Ayón and Becerra 2013). Some
strict rules will be implemented and the older one will be revised soon so that such
kinds of situations are not faced further (Riccucci 2018). Inter communication skills
will be used for the team members in interacting with the team members for
understanding views of all the members. A meeting will be arranged soon in a
personal way and the communication will be done simply. All the policies will be
revised soon regarding behaviour for providing all the employees with equal
regulations (Mellor and Webster 2013). A frank environment will be implemented in

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the workplace for sharing the views of all the employees with the JKL authority and
the problem will be solved soon.
I, thereby want your patience for the time being and I assure you that no such
problem will be faced further in future.
Thank You
Question 2
A very good morning to all the team members! My responsibility, being a
manager, have to manage any kinds of issues related to the organization. I have
recently got to know that employees are facing a lot of problems due to the
discrimination irrespective of religion or caste. I am feeling really sad, hearing about
such kinds of problems within the work environment of the organization. Our JKL
industry has always valued several essential principles trust as well as confidence
among teams and organization as a whole involving dealing some other external
clients. I have come to know about the fact that non-Christians have not got the
chance of participating the Christmas celebrations. You all are just missing the
chance of bringing team together. Instead of enhancing co-operation irrespective of
any religion, the team is being divided along the lines of religion. This behaviour is
totally against the diversity polices of the organization. Is the team ignores such
matter there will definitely be a sharp decline in the production of the industry due to
lack of communication as well as due to such conflicts. It may lead to several mental
as well as physical consequences like depression or anxiety. Any such behaviour

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will not be tolerated further and any employee possessing such behaviour will be
heavily penalised and there may be a chance of termination as well.
Question 3
Several problems have been identified related to the problem of networking and
there is a need for changing the problem. The problem is to be avoided within a very
short interval of time. Some policies have been detected for overcoming the
problem. All employees must develop a good relationship with all the suppliers and
the shareholders and there is also a problem of lack of interpersonal skills.
Interpersonal skills are to be implemented for improving the both the internal as well
as the external process of communication. This problem will only be solved by the
implementation of functions which are cross-cultural.
I previously joined a network for achieving goals of professional development in a
similar kind of case. Some of the employees were racist and used to interact less
with those who are dark coloured. I personally gave several practical examples and
shown some videos showing the friendship irrespective of caste, creed, gender or
colour. I showed how they feel indifferent from others and faces anxiety by the
treatment received from other employees. Such a personal involvement of mine has
helped in regaining unity as well as developing a collaborative work environment.
Understanding the role of networking in organizations
Gibson, C., H. Hardy III, J. and Ronald Buckley, M., 2014. Understanding the role of
organizations. Career Development International, 19(2), pp.146-161.

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This article is very much useful as this paper is capable of reviewing as well as
synthesize a theory upon the definition, outcomes and the process of networking
within organizations. This article can assist all the managers to a huge extent as this
research paper comprises of several approaches for the measurement as well as
study of networking (Gibson, Hardy III and Ronald Buckley 2014). Several
mechanisms are shown which shows how networking leads to both individual as well
as organizational culture. A theoretical model of the antecedents has been proposed
and several networking outcomes are presented with the main goal being integration
of the existing research of networking. Networking can be defined as a goal where
directed behaviour occurs both within and outside of the organization having its main
focus upon creation, cultivation and utilization of interpersonal relationships within
organizations. Information access and capital which is social are considered as
mechanisms capable of facilitating several effects of networking upon outcomes. All
the descriptions of networking are very well reviewed and there is definition of
networking which has also been integrated within the organization. There are
several approaches for the measurement and the study of networking is well
described. There is also a perfect discussion regarding all the similarities as well as
differences of networking with all the related constructs. The recent model within the
article will show how networking is influenced by a variety of job, individual as well
several level factors of the organization. It shows how this will help in leading to an
enhanced visibility, power, and performance of job, success of career and the
access of any organization to all the information which are strategic. Information

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access as well as social capital are proposed as several mechanisms facilitating the
networking effects upon the outcomes.
Question 4
Networking
activity
Person Schedule Description/rationale
for networking
activity
Date for
follow up
review
Office Mixers Manager 15days Hosting mixers which
are department
specific where all the
departments together
for communication.
25.04.2019
Groups of online
chatting
Analyst 15days Messaging system
which allows for
groups in creating
groups or channels.
15.05.2019
Organizing
events in
industry
Manager 15days Setting tone for
networking internally
01.06.2019
Advocacy of
employees
Manager 15days Programs for
employee advocacy in
supporting both
external as well as
internal networking
through content.
17.06.2019

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Assessment 3
Role play
To
The HR Manager, Brisbane Branch Manager
Sydney Head Office
Being the HR business partner, it is my responsibility to provide details about some
issues which are to be brought to your notice. I am well aware about the fact that you
have a sincere desire in improving the relationship between the employees within the
team by providing better sharing of information and building of an appropriate
relationship and I also know about your concern related to the impact of any grievance
upon the cohesion of the team and also on the goals and the objectives of the
organization. But there is a certain grievance which has been noticed suddenly and
hence it is needed to be resolved. As per the grievance policy, there is an intention for
retraining all the employees for retaining new talents. The procedure sets of grievance
mainly sets out a process where all the disputes are seen to be kept at the lowest level.
Employees must take their particular grievances first to their supervisor and they have
done that. Now it is the opportunity for you to respond to the grievances and the dispute
is to be resolved as soon as possible. As the employees are provided with their
individual payment as per the terms of the modern award which is relevant, but now
there is a chance that all the employees may soon negotiate possible for much
betterment in the payment and also several conditions in the upcoming bargaining of
the organization. It is therefore becoming very much important in providing retraining to
all the employees for removing any further grievances within the organization. An action
plan is to be developed which will comprise of all kinds of problem solving strategies. All
the basic requirements of the employees within the enterprise are to be met so that they
do not need to compare with some other employees belonging to the similar industry.
Thanking you
HR Business Partner
Meeting
date
Time Attendees Brief
description of
grievance or
area of
concern
Issue
identified
by:
26.04.2019 10:00PM HR meeting
with manager
It has been
observed that
Issue
has been

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(Rental) and
HR Business
Partner (role
played by
training
candidate)
there is a rising
concern
regarding the
restructuring
of the
business.
Some of the
employees are
extremely
angry as well
as worrying
about certain
things. First of
all they are
having fear as
they are
thinking that
they are
definitely going
to lose their
job as of the
restructuring
and they are
thinking that
they will not be
given with the
opportunity to
be retrained.
They are even
feeling that
they must be
paid with less
amount of
money as they
know a number
of people
working in the
same job
within same
industry who
identified
by me as
per the
grievanc
e of any
employe
e. The
employe
e is
recently
organisi
ng some
other
rental as
well as
sales
employe
es for a
possibilit
y of
strike
and they
are even
intendin
g huge
pressure
upon
their
union for
providin
g
support
as well
as in
publishin
g the
particula
r strike.