Strategies for Leading and Managing Effective Workplace Relationships

This essay analyzes the strategies for leading and managing effective workplace relationships within JKL Industries, an Australian company aiming to expand internationally. It addresses a scenario involving the restructuring of the Brisbane branch and potential employee concerns regarding job security and retraining. The solution proposes a role-play guided session to address employee concerns and emphasizes the importance of union support. Key actions include HR meetings to understand employee demands, building a training center, and fostering employee trust through open communication and involvement in decision-making. The essay also highlights the need for face-to-face interaction, a clear grievance policy, and conflict identification through managerial interviews, ultimately aiming to improve the organization's financial capabilities and employee morale. Desklib offers a platform for students to access similar solved assignments and resources.

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

1
LEAD AND MANAGE EFFECTIVE WORKPLACE RELATIONSHIPS
Table of Contents
2. Reviewing the scenario..........................................................................................................2
3. Planning a role play guided session.......................................................................................2
4. Completion of activity............................................................................................................2
5. Making plans..........................................................................................................................4
Bibliography...............................................................................................................................5

2
LEAD AND MANAGE EFFECTIVE WORKPLACE RELATIONSHIPS
2. Reviewing the scenario
JKL industries are based in Australia and are involved in selling forklifts and small
trucks. The company aims to expand in the international markets so that it can maintain a
complete business activity. The main stakeholder of the company is the customers as well as
the stakeholders that provide the company with an opportunity for expansion in the business.
Its aim is to reduce the risk and achieve the organisational goals that exist so that any issues
related to human resources or communication can be mitigated. Every manager and
employees are provided with an opportunity to develop the business and in the process
develop sharing of information with another. The communication policies of the organisation
depend upon the team work that is developed in the branches of the company.
3. Planning a role play guided session
The scenario is question is the restricting of the business activities so that more
opportunities can be gained in the Brisbane branch. However, there has been an argument
that suggests that there may be lack of job opportunities and retraining of the employees
cannot be made. Thereby a suggested role play guide can be to convince the employee about
the importance of the mission and the manner in which they can gain more opportunities after
the restructuring. The support of the union can be taken into account so that a broad manner
of understanding the concept can be undertaken a formal complaint can be lodged about the
decision taken by the manager to restructure with the consent of the employees. The roles
play can help in guiding the employees from refraining from these thoughts and continue to
work efficiently.
4. Completion of activity
Action/activity Timeframe Person/s Description of strategy/ Resources, if

3
LEAD AND MANAGE EFFECTIVE WORKPLACE RELATIONSHIPS
responsible tactic/rationale for
action
required
HR meeting
with manager
3 hours HR
Business
Partner
The strategy that is
needed to be taken
involves understanding
the demands of the
employees and ensuring
that the demands are met
keeping. At the same time
it is necessary to build a
training centre in which
employees can be trained
so that they can continue
to do train and increase
the capability. This can
help them to remain
motivated and refrain
from creating any
nuisance regarding the set
up of the restructuring of
the company.
The resources
required for this
particular strategy
is the support
from the
employee and the
financial stability
so that the
training centre
can be build
along with the
restructuring

4
LEAD AND MANAGE EFFECTIVE WORKPLACE RELATIONSHIPS
5. Making plans
The trust of the employees can be gained by providing them with opportunity to
express them and at the same time involving them in the decision making activities so that
they can express their ideas. The communication style that needs to be developed is the face
to face interaction so that a question-answer session can be conducted to meet the demands of
the people. The grievance policy can be discussed wherein employees can be allowed to
express their dissatisfaction in the company email by keeping in mind the rules of the
organisation. Identification of conflicts can be done by analysing the managerial decisions
which can be done by conducting an interview with the concerned managers. Other actions
that need to be taken includes gathering feedback of the employees, devising plans for
restricting and making plans to improve the financial capabilities of the organisation.

5
LEAD AND MANAGE EFFECTIVE WORKPLACE RELATIONSHIPS
Bibliography
Martin, J.A. and Butler, F.C., 2015. The moderating effects of executive political skill on
employee uncertainty post-acquisition. Journal of Managerial Issues, 27(1-4), p.28.
Meidner, R., Hedborg, A. and Fond, G., 2017. Employee investment funds: An approach to
collective capital formation. Routledge.
Nikolaou, I. and Oostrom, J.K. eds., 2015. Employee recruitment, selection, and assessment:
Contemporary issues for theory and practice. Psychology Press.
Noe, R.A., Wilk, S.L., Mullen, E.J. and Wanek, J.E., 2014. Employee Development: Issues in
Construct Definition and Investigation ofAntecedents. Improving Training Effectiveness in
WorkOrganizations, ed. JK Ford, SWJ Kozlowski, K. Kraiger, E. Salas, and MS Teachout
(Mahwah, NJ: Lawrence Erlbaum, 1997), pp.153-189.
Rogers, V. and Johnston, J., 2015. Selling a business? Remember to manage employee
issues. Governance Directions, 67(7), p.406.