Lead & Manage Effective Workplace Relationships: A Woolworths Report

This report analyzes workplace relationships within Woolworths Limited, focusing on leadership behavior, consultation processes, and conflict resolution strategies. It addresses key issues such as age discrimination and its impact on older team members, outlining steps to manage complaints and improve organizational performance. The report details the importance of trust, information sharing, and effective change management in fostering a positive work environment. It also explores the significance of consultation processes in reducing age discrimination and promoting teamwork between younger and older employees, along with the importance of equal opportunity and skills development. Recommendations are provided to maintain trust, adjust communication styles, support older team members, and leverage networking opportunities to enhance workplace relationships and organizational goals.

RUNNING HEAD: WORKPLACE RELATIONSHIPS 1
Lead and Manage Effective Workforce Place Relationships

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Executive Summary
This report will focus over the concept of professional leadership behavior with regards to the
management of organizational practices. This report will aim over the functionalities of
Woolworths Limited in order to determine the concept of consultation process and conflict
resolution process for the objective of enhancing organizational performance as well as to deal
with the petty issues which could affect organizational performance. The report will discuss the
concepts of organizational leadership behavior, and the implementation of consultation and
conflict resolution processes with the objective of dealing with the issues as well as to retain the
acquired position by the organization. This report will also focus over the aspects through which
organizational performance is not getting improved and those factors will be removed along with
discussing relevant strategies to enhance employees’ performance.

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Contents
Executive Summary.........................................................................................................................2
Introduction......................................................................................................................................4
Key Issues and Impact on older Team Members.............................................................................5
Steps to manage older team member’s complaints..........................................................................6
Consultation process........................................................................................................................7
Conflict resolution process..............................................................................................................9
Feedback on outcomes of consultation process.............................................................................11
Report............................................................................................................................................12
Summary....................................................................................................................................12
Introduction................................................................................................................................12
Ways to maintain trust and of colleagues and external contacts............................................12
Methods for adjusting the interpersonal communication style or meeting the organizations
cultural diversity and ethical environment.............................................................................13
Techniques for guiding and supporting older team members................................................13
Ways to use the networking opportunities for developing and maintaining older age
relationships............................................................................................................................13
Recommendations..........................................................................................................................14
Conclusion.................................................................................................................................14
References......................................................................................................................................15

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Introduction
Woolworths Limited is the leader of Australian retail and supermarket industry. It was founded
in 1924 and since then, organization has been able to establish its brand image in the Australian
retail industry. Woolworths and Cole are the two biggest supermarkets in the Australian industry
and both these companies have formed nearly to the duopoly types of market conditions as both
these company have acquired approximately 80% market share of the Australian market.
Company functions with the slogan “The Fresh Food People” and this campaign was started in
2012 and that slogan was modified as “Australia’s Fresh Food People” and in 2014, the previous
slogan was brought back.
In this report, key issues faced by the teammates of the organization will be discussed along with
managing them in an appropriate manner. Along with this, the report will also focus on
discussing consultation and conflict resolution processes. This will help the organization to
regularly match up with the external factors as well as to enhance organizational performance.

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Key Issues and Impact on older Team Members
There are many age discrimination problems in organization which is faced by team member on
the daily basis. There are some common issues that team faces in a corporate world today. They
are:
1. Lack of trust- trust is an important factor for team through this older employee knows each
other. Trust can be causes due to poor leadership, lack of structure and processes, and
generally concern for older people in organisation (Wallensteen, 2015).
2. Not sharing information- knowledge cannot be considered as powerful until and unless it is
shared among team members. In Woolworths, there is responsibility of older team members
to share ideas fearlessly on regular basis for the benefit of everyone.
3. Poor change management – In organisation, change is constant and it should be carefully
managed by manager. Change in company structure can be determined by the teamwork and
their results. It is necessary for manager if any changes are taking place then it should be
properly conveyed to their team members.
4. Inability to resolve conflicts – conflicts is considered as common if group of people are
working together. It is responsibility of good leadership to resolve the conflicts between
older team members so that they feel motivated (Demirtas and Akdogan, 2015).
5. Ineffective leadership – It is a major responsibility of leaders in Woolworth to convey the
roles and purpose carefully. Leaders need to be conscious whenever age discrimination
problem arises between employees so that effective decision can be taken by them.
6. No long term thinking- Task administrators need to get past everyday urgencies, see the
comprehensive view and consider how all parts of the undertaking fit together. For an
undertaking group, this implies having the capacity to think past your own region, about how
you fit into the more wide change program or venture and how you affect the end customer's
understanding. This is about business manageability and long haul achievement.
However, these age discrimination issues are impacting on older team members and other
team members who are working in organization. Firstly, it is disadvantage for the company
because until and unless older team members will not work together then entity will not
achieve their goals in time period. Secondly, employees are not retaining for a long period of

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time. So, it will increase the cost in recruiting new team members also wasting their times.
Further, it becomes responsibility of higher authorities to resolves the issues between team
members on regular basis. By doing this, managers can easily attain their goals in set time
period. Along with this, they can attract consumers by providing best quality of goods and
services to them (Deresky and Christopher, 2015).
As per the scenario, one of the old employees in the organization was facing age
discrimination from his younger colleagues. Whether it is old employees or younger
employees, both carry equal significance as every employee is unique and has its own
capabilities which help in enhancing organizational performance. But recently at
Woolworths’ workplace, an incident has occurred which has generated age discrimination
situation but it has also affected the value of experience at the workplace.
Steps to manage older team member’s complaints
As a manager and team member, they should have to keep open mind when it comes to
resolve the complaints is critical towards the morale. Complaints of team members highlighting
their frustrations or distraction towards their tasks or responsibilities, which were assigned to
them. In Woolworths Company, it is responsibility of higher authorities to manage age
discrimination issues that is faced by one team member from another team member. So for this
below mention are some ways to address team member’s complaints and manager their
outcomes.
Setting up system – Firstly, manager should create a system for older team members so
that they can lodge their complaints. In this company has to include their policy in employee
handbook and assign one person to handle the receipt of their complaints. Along with this, they
should create a confidential device so that team members can submit their issues in easy way.
Categorizing complaints or grievances – Once best system has been establish to receive
or manage the complaints, now manager need to categorize them and determine that which issue
should prioritised firstly. Some categorise are their which should resolve on priority basis i.e.
unreasonable management policy, working condition & safety, violation of rules and policies
(Ashkanasy, Zerbe and Hartel, 2016).

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Addressing complaints – In this, any unsafe working condition or other safety concern
should address on immediately basis which are violating rules and policies of company. Along
with this, appropriate solution should be put or placed in proper manner. Older team members
are also responsible to wait for the outcomes of their issues.
Reviewing outcomes – After acting or implementing the solution, manager should review
their outcomes and make sure that their age discrimination issues have been resolve in best
manner. However, if necessary adjustment needs to be made by team leaders then they don’t be
afraid to make them.
The policies and procedure is important article for the Woolworths when there is legally
age discrimination issues arise between the employee and employer. Representatives require
predictable organization approaches to control them on their jobs and obligations and in addition
the organization's overall business standards, morals and convictions — for consistence reasons
and to guarantee a solid organization culture. Composed policies and procedures also help
protect your organization from potential legal activity. While developing the policies consult
with the local, state and federal regulations. For Woolworths, it is important to train their team
members properly on the policies and ensure them to understand and acknowledge them
(Cummings and Worley, 2014).
Consultation process
It is necessary for Woolworths to implement and maintain their consultation process for the
objective of reducing the impact of age discrimination. Thus, it is necessary for the organization
to actively participate in the processes like consultation processes for the objective of enhancing
organizational performance as well as to deal with the conflicts and dispute related situations. It
is an active process in which organisation opens the communication channels that is formal and
informal between stakeholders and organisation. Below mention is process about consultation
where manager can deal with the requirement of employer and employees. Also implement some
significant changes at the workplace (Teague et al, 2015).
1. Discovering all data – As Woolworths company is providing many product to satisfy the
needs of their customers. In this step, company has to collect all the data of all team
members to different levels also take interviews to know the opinion about their other

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team members. The data can include team member’s experiences, mission, strategic
innovation, life cycle of business stage and many more.
2. Analysis – Woolworth must recognize the maximum dangers and find greatest chances
for the older team members. They should make arrangements and best practices to keep
the liabilities and exploit current chances for organisations (Greene and Kirton, 2015).
3. Strategize – Woolworth should strategize with board to figure out suggestion which has
to be executed, change or quit. Find out which assets are required and thought of a
particular arrangement of activity.
4. Implementation – as organisation must work with the board and administration group to
implement the new solutions. While working with them it helps to create the new system,
procedures, and policies to ensure these arrangements are completed 10 out of 10 times.
The consultation process will be implemented in an appropriate manner so that not only
organization could be able to match up with its performance but it could also lead to
generate appropriate resolutions through which discriminatory practices could be avoided
or could be dealt in an appropriate manner. Significance of consultation process as per
the current scenario is very high as it will not only ensures fair workplace environment
but it will also lead to make the workplace environment appropriate enough under which
younger as well as older employees would be able to work together.
Woolworths Limited is a mammoth player of Australian retail and supermarket industry,
thus, it is necessary for the organization to adopt appropriate and relevant strategies
through which the acquired position could be maintained. In relation to this, it is must for
the organization to give equal importance to both younger workforces as well as to older
workforce because older people at the workplace have gone through numerous situations
and have gained appropriate experience through which they could deal with any sort of
situation along with gaining positive outcomes. On the other hand, younger people at the
workplace are energised, fresh and with appropriate skills such as innovation and
creativity. These attributes are appropriate enough to enhance organizational performance
along with matching up with latest business trends. In relation to this, consultation
process will develop appropriate level of understanding between the employees along
with teaching them the significance of coordination and teamwork in order to make the
organization effective enough to gain desired goals and objectives.

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5. Report – After finding all the documents and information create a case study for specific
using of liabilities along with the recommendations of action (Martin, 2014). However,
organisation should check all the work done from start to finish. Report must include age
discrimination problems of employees along with their solutions, policies and procedure
of entity etc.
6. Follow up – An organisation checks the status at two different stages. First follow up will
be following 3 months of conclusive report. It make sure that they are getting benefit
from the new arrangements what they have actually utilized and offer them a best
practice and help them to make any modification required if there is any changes in the
business. And the second follow up with the following 6 month of definite report. This
would give up the answer for effect the business. They will make sure that all the tools
are required for them is useful and successful.
Above mentioned process it helps the Woolworth to offer the opportunity for the team
member to come up with the age discrimination issue in a proper manner (Mihalache, et
al, 2014).
Conflict resolution process
1. Symptoms – In first step, manager should identify the issue which are arising among
employees. By identifying this, it will help to team leaders and workers to identify age
discrimination problem at initial stage only so that appropriate action with in time period.
While identifying the age discrimination issues among team members, company can use
the series of question to the cause among employees. Once symptoms are identify then
next step will take place (De Silva, 2016).
2. Facts – An entity must identify older team member’s problems while collecting
information, facts and issues about the organisation. Here, higher authorities have to
establish a fact from different team members who are working at all levels and determine
why all these issues are import for them. Along with this, they have to take advised from
relevant people who are involved in the issues such as supervisors, team leaders, workers
etc.
3. Analysis – Once, facts about the age discrimination issue are identified then it should be
analysed why these age discrimination problems has been arise at work place. Recognize

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the basic interest, which can be basic as a common want to determine the age-
discrimination issue without turning into violence. Make sure them to provide the equal
opportunity about the policies and procedure and the requirement of legislative.
4. Option for resolution – An organisation should come up with a list of options without
immediately judging to them and try to think many solutions where people of
organisation can gain something. However, for organisation it is possible to think
creatively and come up with a solution. After numbered of solutions are suggested, each
of the options should be discussed for the proposed solutions (Gounaris, et al, 2016). Be
availability to the third position may exit, and that you may achieve it together.
5. Action plan - Its helps Woolworth to drive the establishment of effective training and
employment programmes. Basically it consist four important pillars for organisation.
First, create a positive relationship with community and leader. Secondly, develop a deep
understanding of cultural to create protocol and policies while creating respect. Thirdly,
create a business opportunity in enabling to access employment, training, and education
with organisation. Fourth, monitoring and reporting the progress which are made by
organisation and track the effectiveness of their outcomes which will ensure about the
smooth and pleasant working environment (Beaven and Spencer-Oatey, 2016).
6. Monitor outcomes – Monitoring team performance is practice as it have positive effect on
the performance. Evaluate the outcomes from the action plan on regular basis if any
deficiency find out then review the age-discrimination issues again and takes necessary
action. It will help organisation to resolve the team issues within a specific time period.
The primary objective of implementation of conflict resolution process at workplace are
enhancing organizational performance as well as to deal with the scenarios which affects
organizational performance such as disputes and conflicts amongst the teammates, non-
fulfilment of the policies of organization, etc. Thus, it is necessary for the organization to deal
with the current issue faced by the organization i.e. age discrimination. One of the old employees
got discriminated on the basis of age by the young employees and the primary steps which will
be taken in order to implement the conflict resolution process at the workplace in order to
enhance organizational performance as well as deal with the small conflicts in order to uplift the
performance of organization.

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Feedback on outcomes of consultation process
Nowadays, on-going constructive feedback is essential for letting employees to know
about their performance and what they are expecting from the organization. In Woolworth,
manager is having main responsibility i.e. to provide feedback to their staff so it will increase
their learning and development skills. Below mention are some points where managers are
proving affecting feedback to their effective team members and making them stronger in
performing their task in efficient manner (Miner, 2015).
Talk about situation, not individual – In organization, manager should focus on the
outcomes and impartial outcomes rather than the individual performances. At workplace
manager should discuss about the situation rather than their personal opinion so that it will show
that you are concerned about in fixing up their age-discrimination issues on immediately basis,
not employee own personality.
Give praise to team members where it become due – At workplace, it become essential to
praise the employees about their task which are performing by them. But praise should be done
carefully which not over-emphasise their positive performance and make sure that it should not
be appear as insincere or uncertain. Apart from this, it will assist to manager to receive positive
feedback from the team members as well as customers (Sievers and Beumer, 2018).
Be direct but informal – Manager should not use high modern technologies such as email,
phones to relay upon the feedback of the team members. As, it can create misinterpretation
among them. For giving feedback and increase the efficiency of the team member and other
older staff manager should conduct a meeting where it can also build a strong relationship with
them.
Make it timely – In above mention company, manager should try to give positive
feedback to their older team members on timely. By doing this it helps to organization in
attaining their goals and objectives within time period. Also tell about the necessary change in
rules and policies whenever it takes place at workplace. However, it will help to older team
members to complete their task in efficient and effective manner (Gillespie, et al, 2017).
Listen and be sincere – Whenever, manager is giving feedback to their team members
and other staff, then it should give positive energy and appreciate them about their work. Also,

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they should properly listen the age discrimination issue of older team members so that
appropriate solution can be provided to them.
All above mention points are affecting to the team members and other staff in both
positive and negative manner. But it is a major responsibility of manager in Woolworths to
overcome with negative feedback of employees as soon as possible so that the can retain
organization for a long period of time. Also company can beat their competitors and attain
competitive advantage in modern market (Barnett and Johnson, 2016).
Report
Summary
The below presented report comprise of the description that will be displaying the professional
leadership behavior through the conduct of an individual. The report comprise of ways through
which a leader can gain and maintain trust and confidence of colleagues and external contacts
within the organization. Methods for adjusting own inter-personal communication style for
meeting cultural diversity and ethical environment in Woolworth. Furthermore, the techniques
for guiding and supporting the older team members in the personal adjustment process is
described and also the ways to make use of networking opportunities for developing and
maintaining relationships is done.
Introduction
This report is primarily focused on the professional leadership behavior of the leaders in
Woolworth Company for managing and maintaining older teams and thus leading them to make
attainment of the desired goals and objectives.
Ways to maintain trust and of colleagues and external contacts
In order to build trust in a workplace, it develops with consistent actions that show the co-
workers that you are someone they can rely upon. The traits of a trustworthy older person are
reliability, co-cooperativeness and committed towards the growth of the company. There should
be a sense of confidence in the working environment so that every colleague works together in
order to achieve a common goal that is the growth of the company. Trust is not something which
can be established overnight, all the previous actions are considered when someone judges that

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you are reliable or not (Hornstein, 2015). There should be an action plan in order to build
positive relations in the workplace. Such decisions from which everyone can be benefited should
be give the priority. Always be honest with the colleagues and show them that their future
matters to you.
Methods for adjusting the interpersonal communication style or meeting the organizations
cultural diversity and ethical environment
The association between the people who work together is interpersonal relationship. One spends
most part of the day at the workplace, thus there should be healthy bond between people working
together. All the age-discrimination issues should be communicated and discussed with
everyone. No work could be done alone. One has to be a little more adjusting at the workplace.
The leader or the boss should interact with everyone. There should be discussions before taking
any major decisions. A healthy work environment will be good for both the company and people
working there (Attfield, 2015).
Techniques for guiding and supporting older team members
It is not the trait of a good manager to meet the older team members or colleagues during the
meetings only. Such a person is known as seagull manager. It is not right to meet them during the
crisis only or giving a big work for months and meet them to review it at the end moment. There
should a sense of support during the entire process. Do regular checks more often; that will
improve the work quality. Accountability of every work should be communicated early and in
the very initial stage. Support the older team members even when they are wrong, just don’t
blame them for mistakes and held them accountable for everything. Such things will cause a
dictatorial kind of atmosphere at the work place which hinders the growth of the company and
de-motivates the co-workers (Epstein, 2018).
Ways to use the networking opportunities for developing and maintaining older age
relationships
It is the trait of a good professional that they try to take advantage of every single opportunity to
network outside the workplace. But at the same time they neglect the importance of networking
inside the workplace, with their own older team members and colleagues. It is very useful when
you bond inside the workplace with people, one gets a chance to learn new skills and at the same
time it helps in building up interpersonal relationship. It provides one with new opportunities. To

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achieve expertise in the work you do helps the older person in securing the job. It acts as a great
career booster and helps in gaining experience. Thus bonding and networking with team member
has proven to be beneficial (Anderson, 2016).
Recommendations
It has been recommended to the organization and to its leaders to regular adopt and implement
appropriate strategies to enhance organizational performance and to deal with the issues like age
discrimination. Woolworths Limited is one of the mammoth players of retail and supermarket
industry in Australia and to maintain their image in the target market, it is necessary to adopt
relevant strategies. The leaders of the organization are required to implement appropriate
strategies in relation to the managing employees and to align their efforts with the organizational
vision. In relation to this, it is required for the leaders and managers to adopt appropriate
measures for making the employees flexible enough to deal with numerous types of situations as
well as to gain positive outcomes. Consistent leering is the best approach for the organization
through which not only performance could be enhanced but with the help of consistent learning
for the objective of moving towards sustainable growth and overall development. This will make
the organization capable enough to deal with dynamic business environmental issues along with
redirecting the organizational performance towards development and growth.
Conclusion
After summing up the above presented analysis over the report it has been inferred that the
leaders of Woolworth can make use of various anti age-discrimination methods and techniques
for maintain and managing their team mates and thus will also able in gain their trust and
confidence. Moreover the report also displayed the ways that will be aiding in making use of the
networking opportunities so as to develop and maintain relations.

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