LEAD AND MANAGE EFFECTIVE WORKPLACE RELATIONSHIPS Report

This report focuses on leading and managing effective workplace relationships. It begins with the development of comprehensive policies and procedures for staff consultation, internal communication, cultural diversity, continuous improvement, staff complaints, maintaining company ethics, and encouraging harmonious workplace relationships. The report then provides an action plan for a specific scenario involving a team member named Alan, who needs guidance on dealing with a new employee. The action plan involves understanding Alan's concerns, educating him on the benefits of hiring new employees and cultural diversity. The report references several academic sources to support its findings and recommendations, providing a well-rounded analysis of workplace dynamics and management strategies.

Running head: LEAD AND MANAGE EFFECTIVE WORKPLACE RELATIONSHIPS
Lead and manage effective workplace relationships
Name of the Student
Name of the University
Author note

1LEAD AND MANAGE EFFECTIVE WORKPLACE RELATIONSHIPS
Task 1
Development of a comprehensive set of policies
Policies and procedures are highly crucial for any organisation since it helps the
organization to provide appropriate guidance to its employees. Policies and procedures
endorse as well as ensure the well-being of all staffs, volunteers and their families. If
policies and procedures are well thought and adequately implemented, shared
understanding and agreement will develop among the employees of the Canterbury
renovation. This, in turn, will enhance the productivity of the mentioned company
without hampering its quality of services.
Policies and procedures developed for Staff consultation
Policy statement
The Canterbury Renovations values the contribution of its employees. The company is
committed to provide opportunities of participation to staffs in any decision making
process through staff consultation.
Individual Staff consultation
1. The manager, as well as the supervisor of the company, will consult directly with
the employees on day-to-day matter which will impose a positive impact on the
engagement of the employees (Pearce 2014).
2. Employees will be encouraged to raise the concern they have about their
workplace or employment to their supervisors.

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3. In places where an employee feels that his or her concerns are not being looked
upon, he or she may approach the staff representative who will not only provide
advice to the employee but will also assist him during the meeting organised for
his or her concern.
Work area consultant
1. In issues related to the work area, the staff representative will first assess the
issue and if the issue seems to be appropriate, he will assist the employee during
the meeting (Christopoulos, Horvath and Kull 2012).
Policies and procedures for internal communication and cultural diversity in the
workplace
1. All the employees of the organisation will be provided with relevant
information and will keep informed about the relevant development.
2. Canterbury Renovation will continue developing and trialling new
intercommunication channels, platform as well as tools to enhance
collaboration and information sharing among the employees.
3. The employees of the organisation are encouraged to share information
about their activities with their colleagues and peers. Canterbury renovation
expects that this will be done through the tools and channels designed for
internal communication and in compliance with this and other relevant policies
and procedures (Ghai and Vivian 2014).
4. Canterbury renovation will ensure that a diverse, creative and flexible
environment is created within the workplace that supports acknowledges,

3LEAD AND MANAGE EFFECTIVE WORKPLACE RELATIONSHIPS
values and encourages cultural diversities and assist in assessing and
understanding a range of cultures.
5. The company will provide effective training as well as education to its
employees so that they develop the capability of responding sympathetically,
justly and sensitively to the cultural context of other people.
Policies and procedures for Continuous improvement
1. The company will ensure to regularly access the communication between its
employees and management (Pearce, Barbier and Markandya 2013).
2. The management will assure to create the planned and proactive approach to
improve the skills of the employees.
3. The Canterbury renovation is committed to maintain a quality management
system and continually improving its effectiveness.
4. The company will continue improving its business performance and consumer
satisfaction.
5. The management is committed to develop and maintain business documentation
which communicates the needed standard of inputs as well as outputs from its
vital processes.
6. In order to enhance its overall revenue, the management of the Canterbury
Renovation recognizes and values the potential contributions of their partners
and suppliers.
7. The company will ensure continuous improvement through strong leadership and
active participation of all the employees and managers in the process of
improvement (Morel, Palier and Palme 2012).

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8. Finally, the management of Canterbury Renovations is responsible for
conducting annual reviews of the quality management system in order to ensure
its continuing effectiveness and stability.
Policies and procedures for staff complaint and staff resolution
1. Canterbury Renovation is entitled to encourage its employees to raise issues
associated with their dissatisfaction in the workplace.
2. The company is entitled to provide the employees with a process that aim to
resolve the issue informally where possible while keeping the scope for formal
resolution and usage of mediation if required.
3. The management of the company is entitled to ensure that the institution will
follow fair, transparent and timely procedures for addressing grievances.,
complaints and issues in accordance with a principle of natural justice to ensure
that all employees are being treated fairly and equally.
4. The management of Canterbury Renovation will ensure that no employees are
being disadvantaged or penalised for raising honest issues related to their
supervisor or workplace.
5. Finally, the company ensures that the information will be disclosed only to the
parties who are directly involved in the issue or complaint (Nederveen Pieterse,
Van Knippenberg and Van Dierendonck 2013).
Policies and procedures for maintaining company ethics
1. The company assures that it will never deliberately mislead it consumers and
employees and maintain high transparency in every action of them.

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2. The company is entitled to keep the commitment it makes to its employees and
consumers and in case of any violation, the consumer or the employee has the
power to sue the company legally.
3. The company is entitled to follow the ethical rules and regulation for workplaces
as mentioned in the Australian legislation even when confronted by professional,
personal, social risks as well as any type of financial pressure.
Policies and procedures for encouraging and maintaining effective and
harmonious workplace relationships
1. Employees are encouraged to develop as well as socialise professional
relationships in the workplace provided that these relationships do not interfere
with the effective functioning of the workplace or with the work performance of
the employees (Morel, Palier and Palme 2012).
2. Employees who engage in personal relationships that include sexual or romantic
relationship should be aware of their professional responsibilities and should
assure that the relationship does not raise concerns about bias, favouritism,
ethics and conflict of interest.
Task 3
Action plan for Alan
Considering the fact that Samantha who is a fresher, is trying to enhance her
capabilities to improve her performance, it is the responsibility of all the team members

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and the team lead to cooperate, Samantha, instead of demotivating her. Besides that,
demotivating new employees will also impose a negative impact on the productivity of
the organisation. Hence in order to eradicate this negative impact, alan should be
educated to deal with his prejudice with the help of the following action plan.
1st step: The exact issue of Alan with Samantha required to understand. For this, an
effective face to face meeting was conducted with Alan, where he was able to express
all his concerns.
2nd step: Secondly, Alan was educated about the importance of recruiting fresher
employees in the organization under the policy and procedure of continuous
improvement in the workplace. Fresher employees, while lack the promptness and
efficiency of skilled employees, demonstrate greater loyalty and dedication towards their
work compared to that of the experienced employees (Forehand and Kotchick 2016).
These interns help the organisation in enhancing its productivity in the long run. Alan
was made to understand that it is the responsibility of all the team members to assist a
new inexperienced employee so that they can develop their skills. If new employees are
treated abruptly, they will get demotivated and may decide to resign. This will impose a
negative impact on the organization.
3rd step: Alan was also educated about the benefits of cultural diversity in an
organization under the policy of cultural diversity in the workplace. He was made to
understand that Cultural diversity not only enhances the scope of the organization to
discover its opportunities in other countries, it also helps the organization to develop
innovative ideas.

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Reference List
Christopoulos, S., Horvath, B. and Kull, M., 2012. Advancing the governance of cross‐
sectoral policies for sustainable development: A metagovernance perspective. Public
Administration and Development, 32(3), pp.305-323.
Forehand, R. and Kotchick, B.A., 2016. Cultural Diversity: A Wake-Up Call for Parent
Training–Republished Article. Behavior therapy, 47(6), pp.981-992.
Ghai, D. and Vivian, J.M., 2014. Grassroots environmental action: people's participation
in sustainable development. Routledge.
Morel, N., Palier, B. and Palme, J. eds., 2012. Towards a social investment welfare
state?: ideas, policies and challenges. Policy Press.
Nederveen Pieterse, A., Van Knippenberg, D. and Van Dierendonck, D., 2013. Cultural
diversity and team performance: The role of team member goal orientation. Academy of
Management Journal, 56(3), pp.782-804.
Pearce, D., 2014. Blueprint 3: Measuring sustainable development. Routledge.
Pearce, D., Barbier, E. and Markandya, A., 2013. Sustainable development: economics
and environment in the Third World. Routledge.