Report on Leading and Managing Effective Workplace Relations at JKL

This report, prepared by a communication consultant, addresses key aspects of managing workplace relations at JKL. It begins by emphasizing the importance of effective information and idea management through revised communication strategies, consultation processes, and timely feedback mechanisms. The report then explores establishing systems to develop trust and confidence, highlighting the significance of ethical conduct, cultural diversity, and adherence to workplace safety policies. Furthermore, it delves into the role of leadership through interpersonal conduct, emphasizing professional communication and the importance of trust among colleagues and clients. Finally, the report underscores the need to manage the establishment and preservation of networks and relationships, advocating for policies that encourage positive connections and continuous planning for successful internal and external organizational relationships. The consultant emphasizes the need for JKL to maintain a strong reputation through positive employee attitudes and communication.

Running Head: LEAD AND MANAGE EFFECTIVE WORKPLACE RELATIONS
LEAD AND MANAGE EFFECTIVE WORKPLACE RELATIONS
Name of Student
Institution Affiliation

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Activity 1: Manage ideas and information in JKL
In the current technological society, there is a need for JKL to manage ideas and
information in the organization to accomplish tasks and realize their individualistic
development and contentment. JKL management team is required to understand how to
effectively utilize equipment, expertise and plan of action designed to achieve an overall
aim to control the amount of information that is obtainable and to establish as well as
share or exchange information and ideas (Serrat, 2017).
As a communication consultant at JKL, it is recommendable that JKL should have
revised and updated strategies, policies and processes to manage communication and the
flow of information in the organization. There is a need for making sure that approach
and methods are available to communicate information that is in relation with the
achievement of work responsibilities to all co-workers. For effective communication, it is
a requirement that opportunities should be established for workers to present in their
views. It is necessary that all co-workers can obtain information and ideas. Information at
JKL is required to deliver through various methods continually. It will ensure that the
workers can predict what is likely to occur and where to get the necessary information.
Communication should maintain a constant and timely flow of information. The
communication techniques should be reviewed from time to time and evaluate their
efficacy to make sure that information is received (Serrat, 2017).
The consultation process needs to be created to ensure that the workers have the
chance to subscribe to issues that are in connection to their work functions. There is a
need for JKL to develop and execute successful consultation mechanisms which inspire

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cooperation and engagement of workers and management. In various occurrences,
consultation is a must and a requirement by law. There are essential advantages
connected with the execution and preservation of the consultation culture and cooperation
among workers in the organization. When JKL executes the consultation practice, it will
acknowledge the benefits of the constant search for opinions as well as perspectives from
workers, through individual consultation and among co-workers. The workers’
consciousness and participation in, the decision-making practices will result in a more
productive JKL which is an outcome of the final consultation and teamwork. It will
ensure that JKL gets a superb and more knowledgeable making of decisions and more
effective execution of ideas. Consultation processes will engage as well as keep skilled
and affirmative workers. Consultation among co-workers in JKL will ensure an adequate
working environment that can adapt to adjustments. JKL workers will have reduced
disputes among themselves as well as minimize worker claims against the organization
(Serrat, 2017).
There is a need for JKL to facilitate feedback to workers on the results of the
consultation processes. Feedback is inexpensive, and a management device used below
its optimum level. It enables co-workers to stick on the course and performs as a model to
help individuals to know the way in which others become conscious of their production.
Feedback in JKL will immensely inspire and give vitality and enthusiasm to workers in
the organization. It has a powerful connection to workers contentment and efficiency.
The workers at JKL will feel connected and recognized by the organization. The moment
JKL workers get the slight feedback they will be critical in an unduly disapproving

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manner since they will be dependent on events as compared to appropriate feedback to
estimate their success and influence (Serrat, 2017).
There is a need for JKL to establish processes to make sure that matters rose are
settled in time or directed to the appropriate personnel department. The problems facing
workers in JKL should be defined and broken down until descriptions of are found of
variously related complications. The issues raised should have priority. The more
important problems at JKL should be advanced tackled. The issues should channel to the
right personnel who are in charge of the department where the question arose. The
processes that ensure that issues raised are resolved promptly should also look to avoid
problems in the future and that JKL operations return to normalcy. JKL needs to adopt
an organized approach to solving difficulties and the making of resolutions (Serrat,
2017).
Activity 2A: Establish Systems to Develop Trust and Confidence at JKL
To guarantee that the workers in JKL act ethically then the organization must
establish a culture of ethics by providing adequate tools. The workers at JKL should have
sufficient and suitable training, consultation, models as well as guidance. There is a need
to establish policies which guarantee the following of cultural diversity and ethical values
of JKL industry. JKL industry recognizes the importance of its function as an answerable
corporate citizen. The organization operates with uprightness and in conformity with the
fundamental beliefs of the organization. There is a need for workers at JKL to
enthusiastically take up the cultural diversity inventiveness with the goal of establishing a

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workplace that includes every worker. A diverse workforce in JKL will mean that it is an
ethical desire. As a communication consultant in JKL, I would advise that the managers
must ensure that the cultural diversity resolves in a way that ethical issues that may arise
are solved promptly. A workforce that is diversified will include individuals with distinct
religious beliefs. The pluralistic policies of the organization should not clash with the
religious beliefs of the workers. JKL should ensure that the opinions of their staffs are
respected (Serrat, 2017).
JKL must have an all-inclusive gender where all sexes get equal chances in the
working area. The management department in JKL should ensure that the policies of the
cultural diversity and ethical values get attended. The rights of the workers in JKL have
to be safeguarded to enable efficiency in the diversity initiatives. The cultural diversity
and moral values apply to all members who work in the organization or on behalf of the
organization, customers and clients (Serrat, 2017).
The policies on cultural diversity and ethical values of JKL must be per the state
laws of Australia. The systems must be of a positive influence and should be of non-
discrimination. The policies should favor all individuals willing to work at JKL (Serrat,
2017).
The health, safety and rehabilitation policies at JKL displayed at various
workstations should be functional and must be adhered to at all times. The JKL
department responsible for health should acknowledge that the health and safety of the
JKL workers supports the capability of the organization to attain their strategic
objectives. The policy at JKL is required to describe the organization's dedication to
provide a secure and all right working environment for all workers in accordance with the

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safety acts which include: Work Health and Safety Act 2011(NSW), state health and
safety Acts that apply in Australia, Workers compensation Act 1987(NSW), Workplace
Injury Management and Workers Compensation Act 1998(NSW). The executives and
workers in the JKL organization should all be responsible and encourage a safety culture
in the workplace (Serrat, 2017).
Activity 2B: JKL Leadership through Interpersonal Conduct
As a consultation expert, I recognize that managing cultural diversity and ethical
values is a process that needs observation. The moral values that a worker in JKL
possesses must be in association with the behaviors of JKL industry. Communication
policies established in JKL should ensure that the organization’s cultural diversity and
ethical values adhered. The procedures should be non-discriminatory and should be per
the organization’s cultural diversity. The communication resources at JKL have need
handling in a professional, ethical and accordance with the law. The resources have to be
limited in use in that they should only be used to perform JKL businesses (Serrat, 2017).
Trust and confidence is a value that is expected to be built professionally among
colleagues, clients and customers in the JKL industry. The communication policies must
state clearly what actions are acceptable in the organization and what should never
happen. The plans at JKL should cover openness and ensure that co-workers disclose
fundamental issues, activities as well as resolved procedures and outcomes that develop.
Information that relates to a client should be sealed and private except if there is a drafted
consent. The co-workers at JKL are required to work in good faith and without hidden
agendas. Due diligence is expected in all colleagues in the organization as everyone is

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required to take the ultimate care in resolutions and responsibilities. The workers at JKL
industry should acknowledge what the industry needs from them and should never fail to
fulfill or undertake their responsibility (Serrat, 2017).
Workers in the JKL industry should adjust their interpersonal communication
styles to be per the industry's cultural diversity and ethical values in both the internal and
external environments. The mode of communication among colleagues and clients should
build relationships and should safeguard workers and potential customers as well as any
other person that transacts with the JKL organization (Serrat, 2017).
Activity 3: Manage the Establishment and Preservation of JKL Networks and
Relationships
JKL new communication policies should encourage the management and
development as well as maintenance of established networks and relationships. JKL
industry is required to acknowledge and take advantage of the beneficial relationships to
gain progress and attain the objectives. Colleagues in JKL are needed to work as a team
with the rest of the employees to be knowledgeable of possible needs of the time still to
come. Workers in JKL are expected to consult each other in the organization and
contribute to issues as well as presenting the underlying issues. In this way, it will enable
individuals in the organization to build relationships as well as improvement in
networking among colleagues as the workers will feel that there is inclusivity in the
industry's decision-making. Networking and building relationships in JKL organization
will create the notion of common objectives that need achievements. Collaboration in

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JKL organization will enable workers to work with efficacy with co-workers and
energize in their responsibilities and will have the potential to operate as a network. JKL
policies are required to encourage positive connections within the workplace as well as
with other clients who transact with the company. Collaboration with others in the
workplace will help workers attain a common outcome. The advantages for
interconnection in workers in JKL will help employees to acknowledge how professional
networking operates as well as learn how to create and develop a relationship. The
communication policies in JKL should help workers to establish and maintain
relationships in the workplace as well as help employees advance in their career skills
(Cristofoli, Markovic, and Meneguzzo, 2014).
.
There is a need for continuous planning to guarantee that successful internal and
external organization relationships are established and preserved. JKL needs to have an
affirmative communication plan to ensure efficiency in the workplace. JKL should make
the workers aware of the reason why they need to maintain a perfect relationship both
internally and externally. JKL needs to understand that the attitudes, as well as
communication of the workers, affect the reputation of the organization and its
collaboration with its external environment. The workers should be made aware of their
contextual relationship of the organization. It will enable the workers to be familiar with
what is anticipated of them (Cristofoli et al., 2014).
The workers at JKL should be made aware of what is likely to occur when the
industry fails to maintain a good network and relationship in and out of the organisation.
Employees at JKL should be made to understand that substandard relationships and

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networks will dent their reputation and thus affect the industry's organization in a
negative way (Cristofoli et al., 2014).
The employees in JKL should be made to realize that they are the brand
representatives of the company. It will make all workers protect the image of JKL and
thus maintain its good relationship with others.
JKL employees should be made aware of the need of the organization to
participate in social activities of the affected communities. The company should express
its dedication to its workers by helping them such as sponsoring the community or by
donations.
JKL should develop a method of assembling the discernments of workers and
their understanding. JKL needs to seek information from workers to know their thoughts
on the possible results of the industry’s activities on the surrounding environment. This
information will help JKL to improve as well as prevent spoiling its reputation with the
community (Cristofoli et al., 2014).
Activity 4: Manage Difficulties for JKL industries
Good relations and equipment in JKL will help the organization improve its
production. However, it is a requirement that JKL establishes strategies which guarantee
that challenges in the workplace relationships get realized and settled.
Worker production analyses are an adequate method used to realize challenges in
the organization. The worker is the best individual to understand possible problems that
should require tackling as he experiences the issues on a daily life basis at work. JKL

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may use questionnaires, conduct surveys as well as interviews to collect information on
potential difficulties (Cristofoli et al., 2014).
JKL managers are more knowledgeable about the industry and can as well offer
the relevant information on the dangers likely to occur during the worker's activities. JKL
should ensure that they avail and equip the workplace with the correct standard
equipment for use. The Occupational Safety and Health Administration Regulations can
assist JKL to realize if the material available is of a quality standard. JKL should warn
employees of places where accidents are likely to take place (Cristofoli et al., 2014).
JKL should conduct group assessments to identify difficulties in the workplace.
The departmental evaluations will assist JKL to identify various problems experienced
within the industry's departments.
JKL should assess risks to realize the processes that result in a threat to the
workforce. After assessing the probable risk, assessment should be done to approximate
the event of happening and intensity of the possible dangers to know what strategies are
required to be availed to avert the threat from occurring (Cristofoli et al., 2014).
Manage conflicts in JKL: JKL is required to develop systems which guarantee
that battle is realized and managed in the correct method in alignment with the industry's
policies and processes. JKL is necessary to identify conflicts and the sources of the
disputes to achieve them. A conflict management procedure is deliberately adjusted and
modified to bear the requirements of JKL industry founded on this factor. JKL Workers
need to be trained to create awareness which minimizes the negative influence of conflict
at the organization during operations. JKL should use a neutral third-party intervention to
assist in solving the dispute before it escalates and worsens. JKL should consider a

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supportive infrastructure to champion its capability to affirmatively control and reduce
the dangerous impacts of conflicts at the workplace (Cristofoli et al., 2014).
Providing guidance in JKL: JKL should choose to offer advice and counseling
and support to help the employees in resolving their challenges at the workplace. JKL
ought to have a proper guidance and counseling team that assists its workers when they
are facing hardships in the workplace. The counselors will provide valuable information
to JKL staffs who are struggling with work and life options. The counselors will help
JKL regarding their personal and professional needs (Cristofoli et al., 2014).
JKL should establish and execute an action plan to settle any recognized
challenges. JKL is required to identify the origin of the conflict. It will create a favorable
ground for JKL to solve the problem. JKL should manage conflict by looking beyond the
dispute. They should then look at how the difference can resolve between the conflicting
individuals. JKL can then help solve the conflict by the rival workers agreeing on
common ground. There should be an agreement made between the participants in the
conflict. The plan to resolve conflicts should be a lasting solution to solve and prevent
any similar conflict from happening. Individuals can be made to sign a contract. JKL
should advise the conflicting parties on the importance of cooperation and collaboration
among the co-workers and the benefits of functioning as a team. Difficulties experienced
should have a lasting solution and should find a method of prevention and control to
prevent the escalations which may be harmful and unhealthy for JKL industry (Cristofoli
et al., 2014).
Conclusion

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JKL needs to engage its industry in an efficient workplace policy which adheres
to its cultural diversity and ethical values.