BSBLDR502 - Leading & Managing Effective Workplace Relationships

This report discusses strategies for leading and managing effective workplace relationships, focusing on the role of policies, effective communication, and relevant legislation. It highlights how well-defined policies can improve interpersonal styles, communication channels, and understanding of cultural diversities. The report also emphasizes the importance of effective communication techniques, such as active listening and clarity, in fostering a positive work environment. Furthermore, it examines the impact of workers' compensation laws on workplace relationships, promoting fair treatment and minimizing discrimination. A project scenario illustrates practical steps a manager can take to improve workplace relationships, including clear communication of roles, establishing consultation channels, and addressing employee concerns to enhance morale and productivity. The document is available on Desklib, a platform offering a variety of study resources for students.

Running Head: LEAD& MANAGE EFFECTIVE WORKPLACE RELATIONSHIP 1
Lead& manage effective workplace relationship
Names
Institution

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Lead& manage effective workplace relationship
Policies are activities or ethics adopted or projected by an organization in which it should
carry out its operations. These policies are necessary because they help employees to behave and
relate to one another in a way which is recommended within the workplace. They also help
employers to handle their employees more efficiently for they define what is accepted and not
expected within the workplace (Raju, 2015). This helps in building a strong work relation
between employees and employers. Policies also improve interpersonal style where one learns
how to relate and interact with others within the workplace. For example, a company can adopt a
policy whereby team managers and supervisors should hold meetings with their members every
evening. This helps in bringing all workers together to share their work problems (George,
2017).Through this daily interactions, employees are able to know each other well, trust one
another hence building a strong work relationship. According to Raymond (2017), companies
with good policies and effective work relations are doing better than those without them.
According to Raju (2015), Strong policies within an organization also aid in good
communication. This is because employees have a clear channel in which they should follow
when communicating their ideas and problems. For example, managers can give guidelines to
employees that they should report to them every evening about what is happening in the
company and if the work has been carried out more efficiently. This gives employees room to
interact more with the managers. Also, an employee who differs with the other is advised to
solve the differences with their team leader but not the manager (Kate & Tim, 2013). Through
this policy, every employee is conversant with the right channel of communication and also
helps in knowing what to communicate with other people in different departments. It also assists
in strengthening work relation among workers in all departments.

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In addition, proper communication also assist workers in understanding better their
responsibilities and this helps in minimizing blame games and misunderstandings within the
work place hence strengthening the work relations (Michael & Philip, 2013). From the studies it
is also confirmed that, organization with good communication policy have effective work
relations among employees and always give high productivity
Additionally, policies also help in understanding culture and social diversities of other
employees (Adunola & Patrick, 2012). For example, a company may put a policy where there
should not be more than three people from same background in one department. This will help
employees in learning cultural and social background of other people hence enhancing their
relationship at work. The policy will also reduce the act of discrimination because in a
department where there is only one employee from different background may feel out of place
and discriminated. Also, having this cultural and social policy helps in understanding each
other’s background well and avoid treating them in a way which should make them loose morale
at work (Jac & Russ, 2011). In this way, employees’ feel appreciated and develop positive
attitudes towards each other.
Policies have also helped in improving work relations. This is improved by proper
guidelines given on how employers should handle employees in case of any indiscipline
(Patricia, 2011). For example, a company may give guidelines burning substances like drugs
from entering the company. Through the proper actions stated on how such employee should be
handled, this makes it easier to solve such a case (Jac & Russ, 2011). It also helps in eliminating
the element of feeling being overcharged or undercharged also help employers treating all
employees the same. Through this fair treatment, employees feel appreciated and enhances their
relations with the employers. (Kate & Tim, 2013).

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Question 2
Effective Communication is one of the most important tool in any growing organization.
Managers should therefore exercise proper skills to ensure effective flow of information from
one department to another (Sven & Stefan, 2014). One of the techniques managers should use is
listening skills. This is where both parties listens to each other speaking one at a time. This is the
most important technique for effective communication because one gets to understand the other
better and come up with correct solution to the problem. In this technique, managers are able to
understand workers capabilities and intentions hence getting solutions into a more effective
manner (Sheila, 2011). Listening with an intention to understand also helps the recipient to
match important points raised hence facilitating effective communication.
Additionally, clarity is also another important key of effective communication. This is
where managers give their remarks or opinions to the members clearly without leaving room for
assumptions (Sheila, 2011). Lack of clarity can cause miscommunications and a lot of
misunderstandings within workplace. For example, a manger may give an information like,’ we
have a meeting in the evening’ which may automatically raise some questions from the recipients
such as, what time? Instead the manager should say that they have a meeting at 4:00pm in the
office. Therefore, managers should always give clear information either by verbal or oral to the
employers to ensure better understanding and effective communication (Laura, 2011).
Another technique employers should employ to ensure that the recipient gets the
information in the right manner is by maintaining eye contact (Sven & Stefan, 2014). This helps
them to know whether the recipient is paying attention and also getting what is being
communicated. In a situation where there is no eye contact, listener tend to pay attention to other
things hence getting very little of what they are being told. Though maintaining an eye contact

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may be a problem to many, managers maintain a healthy balance where they don’t stare
excessively but also don’t avoid any kind of eye contact while listening or giving the information
(Raju, 2015). Maintaining eye contact during conversation is important and it ensures efficient
flow of information. Also when a manager is seeking for help from other employees, there are
some of the terms he or she should use. For example, if a manager is seeking some clarification
from employees report he or she should say, “Excuse me, may you help me in understanding this
please.” The manager should always start by greeting employees before engaging them into
conversation. For example, “good morning”, “how was your day” and many more.
Question 3
Legislation is preparing of laws that governs a state. One of the legislation in this
business is that all workers should ensure that they work under a conducive environment and if
any danger occur due to their negligence they would not be compensated. According to Ralph
(2010), one of the laws passed that have affected business operations was workers compensation.
This is a form of legislation where employees are compensated and given medical benefits if
they get injured during the course of work. In this case, employers are forced to pay all costs
incurred without employee’s contribution. This also gives employees right to sue employers in
case of any form of negligence that might cost their health or life. This law is very important
because it helps workers receive best treatment from their employers and also ensure that they
work in a conducive environment (Marcus, 2014). For example, in an industry where they use
generators as source of power, one cannot be forced to work near them because that would affect
their health. In any case the employer should compensate them. This law helps in enhancing
relationship between employers and employees because they feel much appreciated at work
through those kind treatments

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In addition, environment issues have also been affected during the enforcement of this
law. This is where the law restricts some areas in which business can be operated. This is
because some of the areas might be harmful for human health or even cost their lives (Raju,
2015). For example, one cannot start a school near a river. This is because employees can have
difficult time in trying to chase children who go playing by the riverbanks. It can also cost their
lives because one might also become a victim while trying to save a child. Also, starting business
near dumping site can also bring about health issues to the employees (Patricia, 2011). This can
therefore cost any employer in case of danger. While starting a business, managers should
consider sites which are favorable to both human health and lives. Conducive work environments
boosts employee’s morale and also create positive attitudes towards the managers.
Workers compensation law has also created equal opportunities because it makes all
workers within an organization to be treated the same (George, 2017). This has created strong
work relation among workers because no one is treated better than the other in a way he or she
feels is superior. For example, the law clearly states in case of any accident how workers should
be compensated and amount to be paid each. This leaves no doubts to the managers on how they
should handle them hence leading to equal compensation among the workers (Patricia, 2011).
This also facilitates good interactions among employers and employees.
Moreover, this compensations have led to development of industrial relations because the
act simply states how the workers should relate with the employers (Adunola & Patrick, 2012).
This includes giving workers space for decision making and also expressing their problems
within the workplace. It also involves how employers should settle their disputes with
employees. In this case, compensation law have given employees chance to demand their rights
when they feel they are being violated. It also gives them a right to demand for compensation in

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case they have been neglected. This has helped strengthen the bond between team leaders and
workers. According to Jeremy (2014), the law has also minimized the chances of discrimination
within the industry. For example, if an industry has two workers who have been injured by a
particular machine, the law gives equal treatment to all workers and therefore no one should be
given better medical attention than the other. This has helped in reducing hatred among
employees
Project 1
As a manger in an organization, I should ensure that there is an effective form of
communication between workers and supervisors. Effective communication is an important tool
which aid in high productivity (Raymond & Gay, 2017). Effective communication also enhances
strong relationship between the employees. In our organization, there was a problem with the
employees which led to poor work relationship between them. This problem was due to unclear
definition of duties and it led to poor productivity. As a manager, I had to come up with ways to
control the problem. One of these was by communicating well to employees about their roles to
ensure efficient work flow. This helped in minimizing blame games at work and also improved
the work relationship between the employees. Effective work relation is important because it
yields in productivity (Patricia, 2011). I should also give proper channel to workers on who they
should consult first if they have business problems. Consulting to their supervisors will enhance
the relationship and also avoid repeating same mistakes in future. Also, to ensure effective work
flow, I should communicate to employees about the business ethics on how they are supposed to
behave during their work.
Moreover, i should listen keenly to the problems raised by employees and come up with
possible solutions which meets the standards of the problems and should not leave any doubt to

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the workers. This would help to boost employee’s morale because there is always solutions to
every problem they are facing. It would also help me as a manager gain trust from the
employees. Effective communication has enabled me to handle any form of conflict which has
raised in the company. This involves being able to understand both sides of the story and come
up with possible solution without favoring anyone.
Jeremy (2014) affirms that workplace ethics are essential because they enable employees
to do what is correct. As a manager, I should always ensure that the set policies clearly defines
how employees should behave and the likely actions that should be taken upon those who go
against the policies. I should also demonstrate good workplace ethics to enable the other
employees view them as good examples.
According to Sheila (2011), communication and positive employee relationships are
crucial because they enable employees to share ideas and also to understand each other
regardless of the factors that differentiate them. I should therefore ensure that organizations have
proper interpersonal styles that keep information flowing among the staff members.
Trusting and having confidence of workers is one of key factors that make organizations
to indicate outstanding performance. In workplace, winning trust and confidence of workers
comes along with various things such as viewing employees as assets, feeling that they do what
is right even without supervision and so forth.
Moreover, I should ensure that all employees understand cultural diversity of other
workers. This should be done by putting employees from different background in one department
to enable them interact well and get to understand different cultural backgrounds. It also
improves in business networking because every worker brings different ideas and also customers

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to the company. In conclusion, effective work place relationship important because it enhances
efficient workflow and also ensures high productivity.
References
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Empirical Study of Bank Employees in Nigeria. International Journal of Management,
29(1), 70-76
George, L. (2017). Emerging Issues in Employment Relations. International Journal of
Employment Studies, 25(1), 67-78
Gregor, G. (2012). Richard Hyman: An Assessment of His Industrial Relations: A Marxist
Introduction. Capital & Class, 36(1), 45-56
Helen, A & John, H. (2012). Making Sense of the Compensation Remedy in Cases of
Accessorial Liability under the Fair Work Act. Melbourne University Law Review,
50(1), 67-78.
Jac, K & Russ, s. (2011). Regional Competitiveness: Labor-Management Relations, Workplace
Practices, and Workforce Quality. Business Economics, 46(2), 69-86

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10
Jeremy, M. (2014). "Chrysler Pulled the Trigger": Competing Understandings
of Workplace Violence during the 1970s and Radical Legal Practice. Labour/Le Travail,
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Kate, B & Tim, B. (2013). Out of Step? The Efficacy of Trans-Tasman Law to
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Laura, C. (2011).Workplace Requests in Spanish and English: A Case Study of Email
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Marcus, P. (2014). Workplace Democracy: From a Democratic Ideal to a Managerial Tool and
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& Class, 34(1), 78-90

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Raymond, M & Gay, S. (2017). Effectiveness of Trade Union Workplace Organization: A Case
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Employment Relations (Online), 42(1), 46-56
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