Effective Workplace Relationships Report: VTI, Business Analysis, Plan

This report provides a comprehensive analysis of effective workplace relationships within VTI, a business operating in automobile retailing. It begins with an overview of VTI's strategic and operational plans, including its goals, objectives, and stakeholder management. The report then delves into communication strategies, outlining communication objectives, methods, and audience-specific approaches. It addresses employee relations through grievance procedures and explores scenarios involving cultural diversity, resistance to change, and networking. The report also examines methods for enhancing internal and external stakeholder relationships. Finally, it discusses conflict resolution, employee training, and the importance of work-life balance, along with relevant legislation. The analysis is supported by references to academic literature.

Running head: EFFECTIVE WORKPLACE RELATIONSHIP
Effective workplace relationship
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Task: 1
Strategic and operational plan
VTI is an organization operating in the business automobile retailing. They were being
founded in 2000 in Melbourne, Australia. Their core business is selling and servicing the small
and medium segment cars (Wickramasinghe et al., 2014). However, in the later stage, they came
up with a new division to cater to second hand cars and leasing business of cars. Afterwards,
they also acquired sales from one of the European supplier to cater to the premium car segments
for the niche market. The goal and objective of the organization is to cater to diversified
customers segments ranging from small cars to the premium cars in maximum available
showrooms. The business process that they follow is to equip the employees to cater to the latest
taste and preference of the customers.
According to their business policy, the managers are being assigned their respective
responsibilities to lead their respective departments (Wheelen & Hunger, 2017). The employees
will get motivated from their managers by having effective two-way communication channel
(Guffey & Loewy, 2012). The more motivation for the employees will help to provide more
effective service to the customers. The stakeholders for them include the employees, upper level
management, suppliers, car manufacturers and the customers. Among the entire stakeholder
portfolio of the organization, customer is one of the key stakeholders (Seuring & Gold, 2013).
The customer of VTI consists of mass market as well as the niche market. This is due to the
reason that they cater to diversified range of automobiles.

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Communication strategy
Communication objectives
 To effectively communicate with the employees in the organization. The communication
process will be bottom up and vice versa (Hallahan, 2015).
 To effectively transmit the organizational vision to the employees.
 To determine the requirement of the customers by effectively communicating with them.
 To determine the feedback from the employees.
Communication methods
 Face-to-face communication
 Email
 Teleconferencing
 Video conferencing
Communication with different audience
 Extensive advertising and survey will be used to communicate with the mass market
(Tuten & Solomon, 2014).
 Initiation of face-to face meeting for the niche market.
 Email, mobile marketing and social media for the younger audience.
Consultation with the employees
 Workplace health and safety
 Pay scale
 Employee benefits

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 Training and skill development
Grievance procedure
The grievance of the employees will be transferred to the human resource manager. He
will look after the issues with him. The employee will be consulted about his opinion and a
consensus will be built (Colvin, 2013). If the issue cannot be solved there then it will be looked
after by the upper level management.
Task: 3
Scenario: 1
I being the general manager will first approach the nationality celebrating the religious
affair. They will be told about the advantages of maintenance of diversity in the workforce
(Podsiadlowski et al., 2013). Moreover, they will be told to include the other nationals in the
celebration and track the improvement in the team work.
Racial discrimination Act, 1975 will be the most relevant legislation. Implementation of
the effective legislation, policies and procedures will help to enhance the cultural diversity and
ethical relationship in the workplace. Effective policies will help to equip me in effectively
managing the employees and aware them about the advantages of the cultural diversity. Effective
procedures will also help me to create more coordination among the team members from
different cultural diversity. However, according to me, the existing diversity policy should
include racial and gender discrimination also rather than just including the cultural differences.
The team members will also be involved in implementing the diversity policy. This will help

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them to get aware about the regulations in the policy. Moreover, the team will be motivate to feel
the differences in initiating the diversity rather than just directing them what to do.
Scenario: 2
The potential problem includes non-adhering with the decision being taken by the upper
management. They may find it difficult to implement it in practical situation and thus they will
resist in change. The team will be effectively communicated to aware them about their
unacceptable behavior. However, rather than just scolding them, they will be described about the
potential issues, which will help them to realize by themselves. I will use the verbal and non-
verbal type of communication. If these styles of communication will not work, then I will adopt
the written communication such as email. It will be expected that the new communication style
will help to better connect with the team.
Scenario: 3
Benefits of networking
 More sharing of knowledge
 Effective relationship with the stakeholders (Osterle, Fleisch & Alt, 2012).
 Increase in the confidence.
 Enhancement of the personal visibility.
 More availability of the options.
In creating the positive workplace relationship, networking will help in creating more
connectivity with the employees along with effective determination of the opinions of the
employees. I will adopt direct networking style due to the fact that it will help me in taking the

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decision swiftly and to act to the situation in timely basis. Within a network, I will take
individual approach in enhancing the relationship with every employee. I joined in a direct
networking system in order to enhance the relationship with the employees. The outcome was
positive and the employees were happy to give their feedback and feedback to them does not
created any negative impression on them.
Scenario: 4
To enhance the internal relationship, all the internal stakeholders should be included in
the process. All the internal stakeholders should make aware about the policies being followed
by the organization (Wagner Mainardes, Alves & Raposo, 2012). All the requirement of the
internal stakeholders should be effectively identified and be solved in the first stage only. To
enhance the relationship with the external stakeholders, the requirement of the customers should
be effectively determined along with aware them about the company policy. Thus, customers
will have the knowledge about their rights. Justin should look out for more suppliers to reduce
the dependency and effectively aware the suppliers about the requirement. Alex should specify
the customers about the regulation of the organization and stop the issuance of credit to the
customers.
Task: 4
The team members will be given practical illustrations rather than just directing. This will
help to built trust among the employees when they will see the result.
To deal with the different emotional attitudes, non-verbal communication will be used in
order to adopt according to the situation.

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To eliminate the conflict in the team, a consensus will tried to be build among the
employees. In the case of any conflict, the both parties will be consulted in order to reduce it. In
addition, all the limitations of the opinion of the employees will be identified and communicated
with them.
The employees will be given training in enhancing their effectiveness in their respective
job profile. They will also be given skill development courses to enhance their skills. Moreover,
the supervisors will be there to provide support in their job. Mental health will be taken care of
by offering them effective work-life balance. Ideal work-life balance will help the employees in
enhancing their effectiveness in the workplace.
The difficulty is the managing the diversity in the workforce. Action will be initiated in
order to reduce the issues by aware the employees about the benefits of the diversified
workplace. Human resource manager will be responsible for the action plan. Resource will
include training facilities, effective working environment and perquisites being provide to the
employees.
Fair work act, 2009, Fair work regulations 2009, gender equality act, 1975 are the
relevant legislations to built the workplace relationships. Implementing of these legislations will
help the organization in effectively adhering with the ideal workplace culture along with
enhancing the productivity and effectiveness of the employees.

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Reference
Colvin, A. J. (2013). Participation Versus Procedures in Non‐Union Dispute
Resolution. Industrial Relations: A Journal of Economy and Society, 52(s1), 259-283.
Guffey, M. E., & Loewy, D. (2012). Essentials of business communication. Cengage Learning.
Hallahan, K. (2015). Organizational goals and communication objectives in strategic
communication. The Routledge handbook of strategic communication, 244-266.
Österle, H., Fleisch, E., & Alt, R. (2012). Business networking: Shaping enterprise relationships
on the Internet. Springer Science & Business Media.
Podsiadlowski, A., Gröschke, D., Kogler, M., Springer, C., & Van Der Zee, K. (2013).
Managing a culturally diverse workforce: Diversity perspectives in
organizations. International Journal of Intercultural Relations, 37(2), 159-175.
Seuring, S., & Gold, S. (2013). Sustainability management beyond corporate boundaries: from
stakeholders to performance. Journal of Cleaner Production, 56, 1-6.
Tuten, T. L., & Solomon, M. R. (2014). Social media marketing. Sage.
Wagner Mainardes, E., Alves, H., & Raposo, M. (2012). A model for stakeholder classification
and stakeholder relationships. Management Decision, 50(10), 1861-1879.
Wheelen, T. L., & Hunger, J. D. (2017). Strategic management and business policy. pearson.
Wickramasinghe, N., Kent, B., Moghimi, F. H., Stien, M., Nguyen, L., Redley, B., ... & Botti, M.
(2014). Using technology solutions to streamline healthcare processes for nursing: the

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case of an Intelligent Operational Planning Support Tool (IOPST) solution. In Lean
Thinking for Healthcare (pp. 405-430). Springer New York.