Lead and Manage Effective Workplace Relationships: A Report

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Lead and Manage Effective Workplace
Relationships
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Table of Contents
INTRODUCTION......................................................................................................................3
Assessment 1..............................................................................................................................3
Part A.....................................................................................................................................3
1. Workplace Communication and Consultation Policy and Procedures..........................3
2. Dispute Resolution Policy and Procedure......................................................................5
3. Presentation....................................................................................................................7
Part B......................................................................................................................................7
Assessment 2..............................................................................................................................8
1. Ways addressing complaint and implication of policies and processes to promote
diversity and relationship.......................................................................................................8
2. Unacceptable behaviour and interpersonal communication style......................................9
3. Networking with internal and external help in positive relationships..............................10
4. Professional goals of Sam and Alex.................................................................................11
Conclusion................................................................................................................................12
References................................................................................................................................13
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INTRODUCTION
Leading and managing the effective workplace relationship helps the business in improving
communication skills, employee’s engagement, minimise the workplace conflicts, and
enhance the leadership skills. The present report will cover the development and management
processes by implementing different policy and procedures that will help Budget Auto
Australia to manage ideas and information. Furthermore, the company is planning to develop
effective networks, trust, and confidence within the organisation. Along with this, the study
shows the ways of addressing complaints and implications of policies to enhance the
relationship. At last, the professional goals of Alex and Sam has been analysed that can help
the company to develop positive relationships in the business environment.
Assessment 1
Part A
1. Workplace Communication and Consultation Policy and Procedures
Purpose - Budget Auto Australia is facing many issues in engaging the employees and
manager to work together due to lack of poor communication management. Along with this,
the response towards customer and employee’s needs are slow that is affecting the business
environment. Therefore, the company is focusing on endeavour all possible aspects for
improving the communication and co-ordination between the workers and managers. Thus,
Budget Auto Australia’s main purpose of using communication and consultation policy is to
enhance the internal communication (Boudreau, et al. 2016).
Scope - The scope of the study is to cover all the activities for communication and
consultation policy and procedures, and applicable to every employee to increase the
efficiency and effectiveness within the business environment.
Communication strategies
Budget Auto Australia can resolve the communication issues in the workforce by
implementing effective communication strategies that will include in the policy and
procedure, are shown as given below:
Mass communications – The Company can use mass communication method in the policy
and procedure to engage the employees, which has a high consumption of internet in daily
life. Along with this, the methods include in the mass communication category are e-mail,
intranet postings, video conferences, memos, and webcasts (Scott, et al. 2017). Furthermore,
the method will be beneficial as the strategy is cost-effective, efficient and scalable.
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Interactive communications – Budget Auto Australia will improve the conflicts between
managers and employees as the employees can ask anonymous questions that are affecting
the work life. Also, the strategy is a two-way communication, and also includes feedback,
which will be beneficial for the employees to analyse the work performance.
Face-to-face communication – The strategy includes, lunch, meetings, information and
training sessions. Also, in this strategy the employees receive information directly from
managers, and will also help the leaders and managers to conduct the importance of
communication initiatives (Kirilova and Angouri, 2017).
Toolbox meetings – The use of toolbox meetings policy within the organisation can
minimise the communication gap between the workforces. Along with this, meetings can help
the employees to discuss about the issues relevant to change management or ethical values
within the company. Furthermore, the meetings will be conducted on a weekly basis
including all employees and managers, and regular toolbox meetings can improve the
communication environment, and resolve employee related issues regarding to the work
environment (Ioannidis, et al. 2018).
Communication protocols
Moreover, the company has to establish communication protocols for the toolbox meetings,
which includes general requirements and agenda of meeting. The effective communication
protocol will engage more employees to participate in meetings. Therefore, the main purpose
behind the meetings in Budget Auto Australia is to provide information to employees, team
leaders and managers. Also, the meetings will facilitate service delivery through HR
department that includes training and development programs, compliance, and needs of
business, customers, and employees (Russo, et al. 2019). Furthermore, no long meetings
should be conducted, and only discuss about the matters that are affecting the business
environment. The notice and agenda must be clearly explained to the staff, and must be sent
the details in advance so that people will have enough time to read the documents. Along
with this, the chairperson is required to control the meeting procedures, such as ensuring the
delivery of notice to everyone, listing of required agendas, time management, ensuring
employees have equal opportunity for speaking, identifying the issue, making appropriate
decisions, and declaring the meeting closed (Dancy et al. 2016).
Consultation process
The staff can also contribute to resolving the workplace issues within the organisation, such
as suggestion box, surveys etc. However, the consultation process is the important concept
for managing the organisation. Along with this, the main purpose of consultation process is to
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analyse the needs, requirements, and expectations of stakeholders to create brand image and
value. Consultation is known as active process, where management opens communication
channels, i.e. formal and informal between organisation and stakeholders.
Suggestion box – Implementation of suggestion box will be the part of innovative process as
the organisation will clearly understand about the innovative challenges, and employee’s
idea. Also, the company must encourage employees to suggest ideas for the organisation
development. Therefore, the box should be placed outside the HR office, which is the main
department that better understand employee’s needs and expectations (Noe, et al. 2017).
Survey – The key stakeholders within the organisation are invited to fill the surveys, and
provide advice to the management about the needs, requirements and expectations. Therefore,
the survey will help the Budget Auto Australia to engage the key stakeholders, such as
employees, customers, and suppliers. Along with this, stakeholders can also comment on
development plans and strategies.
Focus group – The small number of stakeholders is selected to attend the meetings for
identifying the main issues that are affecting the developmental and operational plans within
the organisation.
2. Dispute Resolution Policy and Procedure
Purpose of the policy- The motive of implementation of resolution policy is to improve
working quality in Budget Auto Company. Due to improper working management selected
firm required to make a change in principle ethics. The major motive is to resolve the internal
structure and environment that is currently mismanaged by the management team. On the
other side, the company also wants to develop the employee's outcomes in operation. The
company resolution policy and process implementation are based on customer satisfaction
that is currently unfavourable for the firm (Llopis-Albert, et al. 2018). The company agenda
for applying resolution policy in operation is to maintain the financial situation. The
teamwork process on a particular project is also slow and not so effective in that case
resolution process will help to solve the slow working procedure.
Scope- The resolution policy and process will majorly implement on employees so that the
firm can improve the working process. With the implementation, the entity will achieve
positive results. On the other hand, the resolution guiding principle is also applied to the
management team. This will make the management more effective for the external
environment. The resolution strategy will also implement an operation activity procedure so
that the company can get the appropriate results. It is used by the manager for improving
team working and collecting positive feedback from a customer (Noe, et al. 2017). In the
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entity working style, it is also found that car rental allotment process is inappropriate that
increase the losses. Overall the resolution procedure will apply on each operation of the firms
that can support in increasing revenues.
Constitutes a dispute- At presently company faces many clashes because of lack of
resolution policy in the organization. The major problem is lack of communication system
that incurred several other problems. The company doesn't have the latest technology for a
business operation that creates a dispute between management and employees. The latest
technological resources help in expansion of business activities. The improper empowerment,
employee engagement and accountability for work performance has increasing constitute
disputes. The unhealthy relationship between the workers is the main source for the
employee's argument (Dancy et al. 2016). The unethical management of the company is also
decreasing the trust factor of the customers. The firm should improve the business plan
because it is also a source for the negative results. An overall company should give extra
focus on internal condition in comparison to external factors.
Responsibilities of managers in disputes- At the time of several disputes, major
responsibility and duty are in the hand of Budget Auto Company manager. The HR manager
should conduct an analysis of internal disabilities and then finds out the most appropriate
method to resolve the condition. At the time of issue, the manager should utilize each
available resources effectively. On the other side, the manager should also develop a strong
communication system. For resolving the dispute, the effective way is manager should build
up a transparent system (Russo, et al. 2019). In that process, a company can easily find out
the basic loopholes. The selected entity manager should also try to change the business
planning and policy to extend the services effectively. By taking some initial changes, the
company can earn positive results.
Responsibilities of employees in disputes- The major role of workers at the time of dispute
to support the management decision and dedicatedly work on upcoming projects. In this
process, employees should find out different ideas and technique for working in with limited
resources. The workers should apply various methods and accounting principle for getting a
higher return on company investment. On the other side, employees should try to satisfy the
customer by offering various facilities. Employees should also focus on company long term
goals and maintain a relationship with co-workers (Ioannidis, et al. 2018). Workers should
give certain attention to the external environment and analysis of competitor strategy. By
making improvement in basic methods, employees can analysis self-estimation and easily
achieve the long term targets.
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 The process to handled dispute- The firm should take a strong decision for improving
operation in that process first step toward solving the dispute is applying transparent system
policy. According to the policy, an entity should improvise a system by dividing equal
individual work among each candidate. The manager should immediately develop a strong
communication system and also try to build the latest technology for business activities. In
the second stage manager should support workers in target achievement as well as examine
internal working condition. In that process, the manager can find inappropriate employee and
policy loophole.
3. Presentation
Covered in PPT
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The Mass communication procedure will be considered by the entity so that communication
and information sharing can be advanced. It will allow having adequate use of different tools
such as e-mail, intranet posting, conferences, etc. It is cost effective method to have better
opportunities in workplace communication.
It is essential for a entity to have improved focus on consultation with members, stakeholders,
etc. Along with this, communication protocols are also necessary to refer accurately so that
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sustainable values can be taken into account. Through having an adequate consideration of
key measures properly the entity internal communication process can be improved.
Employee’s responsibilities are to support the decision taken by the manager so that
upcoming projects can be accomplished. Relationship co-workers also need to be taken into
account in desired manner. It will boost the opportunity for the entity in diverse manners.
Process of handling the issue requires transparent system policy so that accurate development
can be taken into account.
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It is important that managers should consider their duties and responsibilities by analysing the
situations in an effective and efficient manner by improving thr process of communications
and also assist in allowing that there should be proper understanding of issues.
Feedback provided regarding dispute resolution is that management must consider
application of regulatory values. Also, the consideration of monitoring activities must be
accurate so that long term development can be advanced in desired manner.
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Part B
HR Assistant:
Hello, Welcome Sir.
How are you doing?
Rentals Manager:
Hello, I am doing good
What about you?
HR Assistant:
Tell me what was the urgent matter behind this surprise appointment?
Rentals Manager:
Well, I am here to express views regarding restructure of the business. My team is very much
concerned respecting to the subject and they are not feeling motivated. They feel that they are
not valued by the organization properly and their job is unsecure. Team members at Sydney
branch are extremely angry regarding the decision of restructure of the business. They believe
that restructuring might influence their job security. Also, an employee’s percept that
organization is not providing them adequate opportunity. They are also concerned respecting
to retraining aspects that might be required after restructure of the business.
HR Assistant:
Ok, I think it is very much concerned issue and I feel great that you have visited HR
department for the same.
But I am very much confused why do they percept that restructure might affect their job
security. Have you tried to make them comfortable and clear their issues?
Rentals Manager:
Yes, I have tried to do the same, but they are not ready to listen. My team mates believe that
manager will not provide rental employees an adequate opportunity in respect to retrain. It
means they do not have trust on the organization and they believe that decisions are being just
taken for organizational development that might affect employee’s personal benefit.
Employees also percept that they are being underpaid and their salary are not accurate. They
do not feel motivated in terms of salary that also affects their performance in diverse manner.
I have also noticed that employees are also comparing the salary benefits with other
companies in the same sector. It also influences their morale and they believe that underpaid
issue is critical as employees in same industry are making more money. They are also not
well aware, respecting to pay basis and organization conditions. Also, the conditions are
being getting worse because employees are focusing on conducting the possible strike. It will
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