BSBLDR523

LEAD AND MANAGE EFFECTIVE WORKPLACE RELATIONSHIPS

STUDENT ID
MODULE LEADER
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 Table of Contents
ASSESSMENT 1............................................................................................................................3

ANSWER 1....................................................................................................................................3
ANSWER 2....................................................................................................................................3
ANSWER 3....................................................................................................................................3
ANSWER 4....................................................................................................................................4
ANSWER 5....................................................................................................................................4
ANSWER 6....................................................................................................................................4
ANSWER 7....................................................................................................................................4
ANSWER 8....................................................................................................................................5
ANSWER 9....................................................................................................................................6
ANSWER 10..................................................................................................................................6
ANSWER 11..................................................................................................................................6
ANSWER 12..................................................................................................................................7
ANSWER 13..................................................................................................................................7
ANSWER 14..................................................................................................................................7
ANSWER 15..................................................................................................................................8
ANSWER 16..................................................................................................................................8
ANSWER 17..................................................................................................................................8
ANSWER 18..................................................................................................................................9

ASSESSMENT 2............................................................................................................................9

SECTION 1....................................................................................................................................9
SECTION 2..................................................................................................................................13
SECTION 3..................................................................................................................................17

REFERENCES............................................................................................................................20

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Assessment 1

Answer 1

Systems, policies, and procedures in the workplace both ensure and demonstrate compliance
with applicable regulations and an organization's professionalism. They dictate how a company,
its personnel, and its stakeholders behave in a specific circumstance. This contributes to the
organization's seamless and efficient running (Abuatiq, 2021).

Answer 2

 In the general public's opinion, a company will have a more substantial reputation if it
follows its rules and procedures. In turn, this will assist the company in developing
stronger business relationships within the industry.
 It regulates the behaviour of employees in the workplace to limit the number of conflicts
and disagreements that occur there.
 Systems that prohibit harassment and discrimination in the workplace ensure that all
employees are safe and treated equally, hence enhancing workers' capacity to work
together.
 Employees and management aware of their responsibilities enable streamlining internal
processes and cultivating a collaborative culture inside a firm.

Answer 3

 They are responsible for creating workplace behaviour standards, which enhance
interpersonal interactions within the organization.
 When policies and procedures are in place, it is straightforward to identify and remedy
process mistakes. This allows for the elimination of blame and the decrease of confusion.
 Because the policies watch out for the employees and ensure their well-being and safety,
they inspire confidence and pride in the Workforce towards the organization.
 They define the boundaries between different lines of authority, which fosters respect
among coworkers and facilitates the development of their relationships.

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Answer 4

The organization ensures that the company runs according to government regulations and social
norms, and they minimize the legal risk associated with violating rules. Additionally, they
guarantee that the organization conforms to all applicable laws.

Answer 5

Informal settings are often used for professional networking, unlike computer networking, which
is a separate phenomenon. Networking may take place, for instance, at events, in the workplace,
or through business associations. On the other hand, this can also be done officially by
communicating with specific individuals through email, LinkedIn, or other channels.

Answer 6

If confronting your worst fear of entering a room full of total strangers is difficult for you, know
that you are not alone. Networking is something that many people wish to avoid at all costs, even
though this can be incredibly damaging to their success. Continue reading to understand what
networking is, why it is essential to the success of your profession, and how to network
effectively. It is vital to understand what networking is and what it is not to reap the benefits of
networking (Abuatiq, 2021).

Answer 7

To begin with, there is no overlap between professional and computer networking.

In its most basic form, the networking we are talking about entails interacting with new people.
However, your purpose is the difference between networking and simply meeting someone by
chance while out drinking.
In an atmosphere that is more informal but still professional, networking happens regularly. This
can take place in your place of employment or during happy hour. In addition, networking can
take place in events specifically designed for the purpose. The goal is for professionals to work
together to further their careers and achieve their full potential.

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Answer 8

 Combat Age Discrimination by (2004 Act)

This Act's principal objective is to raise awareness that persons of all ages and genders
have the same fundamental rights to be treated equally under the law. This Act was
signed into law to achieve this objective. It eliminates the immoral practice of age
discrimination prevalent in our society. The Age Discrimination in Employment Act of
2004 (ADEA), enacted in 2004, protects candidates and employees at least 40 years old
from age-based discrimination in hiring and promotion. When employees are assured that
their age will never be a barrier to their professional growth, it is much simpler for them
to establish fruitful working relationships. Ensuring that workers of all ages enjoy the
same legal safeguards is crucial.
 Act to Eliminate Discrimination Against Disabled Individuals Adopted in 1992
The Handicap Discrimination Act (DDA) of 1992 prohibits discrimination based on a
person's disability in various realms of public life, including work, education, the
provision or use of facilities, the renting or purchasing a dwelling or unit, and public
access. These include employment, education, and the condition or use of facilities.
 The Act for the Elimination of Racial Discrimination of 1975 Fair Work Act
Under certain conditions, the Racial Discrimination Act (RDA) outlaws racial
discrimination in Australia. To eliminate any potential opportunity for interpretation, the
RDA even trumps the laws of individual states and territories. The Organization That Is
the RDA: The bear's responsibility for the.
 1984 Act against Sexual Discrimination
The federal Sex Discrimination Act of 1984 prohibits discrimination based on a person's
gender, marital status, pregnancy, or desire to become pregnant. Additionally, the
legislation outlaws discrimination based on a person's sexual orientation. You are at risk
of getting fired. They clarify what the organization expects from its employees regarding
behaviour and performance (Hossain et al., 2020).
 Discuss the objectives of each of the following pieces of legislation and explain why each
is crucial for fostering productive working relationships in the workplace. The Fair Work
Act is one of the Commonwealth's critical pieces of legislation regulating the

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 employment of mature workers. It specifies the terms and conditions of employment and
the rights and responsibilities of employees, employers, and employee groups in
connection to such jobs. One of the rights protected by the Fair Work Act of 2009 is the
right to a safe and healthy workplace. The right to engage in industrial activities and not
to be subjected to unlawful discrimination.
 The Australian Human Rights Commission is responsible for management (AHRC).
The President's Commission has the duty of investigating complaints. This contributes to
developing relationships with employees in multicultural workplaces, which is essential
for maintaining employee respect. The obligations of your family require you to leave
your job. You will be harassed sexually. It is necessary to convey to everyone that
workplace discrimination must be regulated and punished.

Answer 9

Supporting employees is essential for ensuring employee engagement and maintaining employee
health in this day and age when talent retention must contend with a highly competitive global
job market and the "loyalty problem" faced by millennial employees. This problem is caused by
the millennial generation's tendency to switch jobs frequently.

Answer 10

Skills development in communication Instead of assuming that everyone possesses the same skill
level, it is necessary to provide ongoing training to each team member to facilitate effective
communication, which is the most critical aspect of effective teamwork. Being able to
communicate successfully demands not just speaking fluently but also having good listening
abilities. This training will teach employees to respect others by paying attention to their
coworkers. This is a fantastic approach for creating trust and will be introduced to employees as
part of this training.

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Answer 11

Every workplace has its own set of difficulties. Still, if there is an efficient employee support
system, it will be much simpler for employees to reach their full potential and fulfil their roles to
the best of their abilities. They will collaborate to advance their respective professions and agree
to assist one another in enhancing their individual performance in the interest of achieving more
tremendous success overall (Hossain et al., 2020). Amid a tough challenge, it may be of the
utmost importance to reassure employees that the company will continue to work toward
improving their working circumstances, even in the face of the fact that these improvements may
take longer than initially anticipated by Cletus, 2018).

Answer 12

Through the utilization of employee consultation, the relationship that exists between
management and staff members can be considerably strengthened and improved. The law
requires employers to provide opportunities for employee input on workplace-related issues
available to their staff members to comply with the law. In addition, it helps develop essential
judgments that can be used in commercial settings.

Answer 13

Consulting may facilitate smoother decision-making, minimize opposition to implementing any

change, and uncover prospects for individuals in terms of their opportunities for professional
progress. It increases the likelihood that any novel ideas will work effectively when put into
action in the real world. The active participation of workers in health and safety consultations is
beneficial to the workplace and provides several advantages. It promotes a better contribution
from personnel to health and safety by offering a clearer understanding of options, which
minimizes the number of incidents and days lost due to illness. This is achieved by the provision
of a more precise grasp of options.

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Answer 14

Boutique Build Australia is committed to the notion that every person, regardless of who they are
or where they come from, deserves to be treated with respect and dignity. Because we want
everyone who works for or with our company to feel as though they can realize their full
potential here, regardless of who they are or how they appear on the outside, we make a
concerted effort to foster an environment that is accepting and tolerant of people of all
backgrounds and orientations.

Answer 15

We are conscious of the significance of ensuring that the diversity of our clientele and the
communities we serve is adequately reflected in our workforce composition. In addition to
differences in socioeconomic status, the concept of race and ethnicity, gender, language, age,
sexual orientation, religion, socioeconomic status, physical and mental aptitude, modes of
thought, experience, and level of education are all components of Boutique Build Australia's
multifaceted diversity.

Answer 16

Increasing our levels of creativity, adaptability, productivity, and competitiveness are all possible
thanks to the strategic management of variety. The open opportunities at the recruitment
boutique Build Australia are being competed for by individuals who come from a wide array of
cultural, linguistic, and national backgrounds. This provides us with necessary information that
assists us in better comprehending the requirements of our customers.

Answer 17

They are very conscious that racial prejudice, ageism, sexual prejudice, and any other form of
discrimination are problems that affect our company and society as a whole. Boutique Build
Australia is committed to eliminating cultural stereotypes within our organisation and the
broader society. This effort extends beyond our walls and into the larger community. We have
precise reporting mechanisms for any form of discrimination or harassment, as well as follow-up

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procedures designed to prevent similar situations from occurring in the future. Our diversity
advocates come from all levels of the company, from top management down to the shop floor.
Their efforts serve as the primary impetus for our commitment to diversity in the workplace.

Answer 18

The diversity champions come together to form a diversity committee, which is responsible for
ensuring that our diversity policy is reflected in both the day-to-day operations of the organization as
well as the strategic direction that it is moving in. This committee is accountable for ensuring that our
diversity policy is expressed in both the day-to-day operations of the organization as well as the
strategic direction that it is moving in. Every single employee is expected to have completed
diversity training. Participants in diversity training are provided with an increased understanding of
the issues connected with diversity and instruction in the skills necessary to manage variety in the
workplace.

Assessment 2

Section 1

Answer 1
a. Overview of the organization
Boutique Build Australia Pty Ltd is an organization that builds personal houses for the
designer. The company is located in Sydney, Australia.
b. Values and Goals of the organization
The values of the organization are to provide a quality amount of exposure to the
designers of Australia and promote them throughout Sydney and surrounding the
metropolitan.
c. Describing the job role
 Managers must ensure that they do the following: • they identify, prevent, and
deal with potential problems before they become official complaints.

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  They are familiar with the ideals of communication and information sharing with
their staff and volunteers, and they have made a commitment to putting those
concepts into practice Hossain et al., 2020).
 Every decision about employment rules takes into consideration the consequences
it will have on the individual and the effects it will have on the business as a
whole. As soon as a complaint is brought up, it is given immediate attention in the
most efficient manner that is feasible.
 Nobody who works for or volunteers with the organization ever needs to worry
about being intimidated since they are always treated with respect.
 Employees are responsible for ensuring that they make every effort to settle any
problems as quickly as possible through the medium of their immediate
supervisor and other internal channels. This responsibility includes ensuring they
make every effort to resolve any issues as quickly as possible.
 Before taking the process to a higher level, employees and managers should
provide guidance, counseling, mentoring, coaching, and other services of a similar
nature to limit the potential for further conflict and problems in the future.
 Every participant must maintain the utmost confidentiality concerning any
information at all times.
d. Contribution of the job role towards organization's growth
Identifying, designing, and implementing general HR strategies and solutions to achieve
agreed outcomes in organizational design, organizational change, performance
management, Workforce and strategic planning, and other generalist HR activities,
including effective negotiation and staff consultation (Cletus, 2018).

e. Job role applies value and goals of organization

○ Expert help evaluating and implementing human resource policy, including

change management, HR planning, industrial relations, retention, performance
management, workplace health, and organization development and
transformation.

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 ○ Proactively handle employee relations, including EEO/diversity case
management.
○ This comprises information that the executive team believes to be essential and
relevant to the interests of the Workforce, such as announcements regarding
critical vacancies in employment, opportunities for training, and other critical
concerns.
○ All contributions for the Staff Bulletin must first be approved by the contributor's
relevant management for them to be considered for, and possibly published in, the
Staff Bulletin. This approval must be obtained before the contributions can be
submitted to the communications officer for consideration.
Answer 2
a. Legislation
Personal interactions (romantic and/or sexual) between people in intrinsically unequal
situations, where one has confirmed or perceived authority over the other, are
discouraged at work.
b. Regulation
● Adapting interpersonal communication style to organization's cultural diversity
and ethics.
● Set clear goals, practice continual communication, and respond quickly to positive
and negative employee behavior.
c. Codes
Code of conduct outlines how employees should act during work hours. It outlines your
expectations for team members' work behavior.
d. Standards
Relevant standards as per industry codes of ethics.

Answer 3
a. Even when members are carefully selected, it is possible that their areas of expertise are
not thoroughly investigated.

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 b. In order to collaborate effectively, a robust and varied community is required. The
process of collaboration suffers when one party possesses an original idea but is afraid of
how others may react to it.
c. There are instances when it is simpler for managers to define goals and deadlines.
Everyone has a more significant stake in the accomplishment of the group's goals when
those goals are chosen by the group itself.
d. The disconnect between work-related communication and personal accountability is
caused by the widespread use of email and messaging apps.
e. Conversations and documents are difficult to find and distribute because they are
dispersed throughout numerous apps.
f. Establish a single aim for both parties, determine the impediments to the common goal,
debate ways to reach the common goal, agree on the best way to resolve the issue, Establish
a standard plan for all sides and discuss approaches to achieve it and Clarify the point of
contention. Different points of view on diversity An effective diversity management strategy
is beneficial not only to individuals but also to teams, our company as a whole, and even our
customers. Throughout the course of their employment, every employee contributes an
entirely unique collection of talents, experiences, and characteristics of their personality to
the table. We recognize this fact. Having a staff that is comprised of such a wide range of
backgrounds is something that is highly valued at every level of our organization.
g. Promotions and other forms of professional advancement. At Boutique Build Australia, we
recognize and commend exceptional work, and we provide advertisements to all of our
employees based on how well they perform in their current roles. Training in diversity
management is offered to all managers so that all employees can be reviewed and handled in
an equitable manner, and so that managers can evaluate employees in a fair way.

Answer 4
a. The documentation for the workplace should include the policies and procedures around
communication.
Email, notes, letters, fax cover sheets, and even brief reports can all be considered forms
of written communication. In addition to this, you will become familiar with the term
FAST, which stands for Format, Audience, Style, and Tone.
b. The following are the components of the performance review policy:

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 ● Evaluations timeline. Employees should be both disciplined and fired. Set
feedback standards. Select the appropriate performance measures. Create a test for
it.
● The work portfolio's policies and processes are presented in the previous section.
● The following are five practices used at Amazon that facilitate relationships in the
workplace.
● Be sociable. Stop by the workspace of a coworker, bring them a cup of coffee, or
make a comment on a post. Avoid rumors. Set limits. Train your emotional
intelligence and your capacity for empathy.
c. The following is a list of the processes that contribute to the upward movement of a
hierarchy inside an organization:
● Determine the decision categories that will be used, such as financial, people,
tool, and technological characteristics and functionalities.
● When designing categories, it is essential for the project manager to keep in mind
the complexity of the organization.
● It is the responsibility of project managers to determine the appropriate functional
escalation methods for each category.
● Individual contributors should be the starting point for project managers.
● Specific decision categories make it possible to hold concurrent talks (both
functional and cross-functional), most typically led by the project manager.
d. Determine the decision-making authority of the project manager as well as the other
contributors. This varies depending on the magnitude of the project and the level of
complexity involved. In order to expedite the decision-making process, it is possible to
use two different communication channels: functional and project.
The management team and the project manager get together to discuss escalations,
categories, and decision-making authority. The management needs to give their approval
before the decision-making power and the escalation mechanisms may be implemented.

Section 2

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Answer 1:

Identify… Staff members Additional information

…staff members to whom Human Resource officer Conveying work or activity to the
you will delegate work tasks Operational Manager participants
to (at least two):

…staff members who will Learning and training Listening to the delegates and do
participate in consultations manager the task in accordance.
regarding work relationship Operational manager
issues (at least two):

…staff members who will Human resource officer Seeing the task in according to the
participate in conflict task requirement.
Operational manager
management relating to
workplace relationships (at Learning and development
least two): manager

Answer 2

Occasion 1 Occasion 2

To who will you Human Resource Operational manager

delegate work to? officer

What To calculate the To take care of the

work/responsibilities participants number rules and regulation
will you delegate and according to the check during the occasion.
confirm for each list.

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 identified staff To evaluate the To conduct a peaceful
member? number as per Gender and organized meeting
and Age. session.

How will you Confirming Confirming

delegate the work responsibilities over responsibilities over
tasks and confirm the mail. mail.
responsibilities Confirming task over Confirming task over
(twice, on separate phone call phone call
occasions)?

How will you adapt To build trust, the To build trust, the
your communication communication should communication should
style to build trust be face-to face. be face-to face.
and ensure positive
working
relationships?

Answer 3

Occasion 1 Occasion 2

How will you · Providing Conduct regular

support each team checklist for discussion on the
member? task. employee’s progress.
· Place a team Having regular
project informal discussion on
schedule on the topic.
the office
notice board.

How does your Develop policies that Make sure you are
support follow the are inclusive of aware of any

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 policies and diversity. Examine the unconscious biases you
procedures related workplace policies you might have.
to diversity? already have in place Help more people
through the perspective understand how critical
of diversity... it is to eliminate bias
Examine the advantages by spreading the word.
offered to employees
again. Consider looking
at the current employee
benefits through the
perspective of diversity
as well.

What information Task should be done on Task must be done as

should be conveyed the basis of the per the instruction.
as you support the instruction.
team member?

Answer 4

Occasion 1 Occasion 2

How will you By hosting a team Meeting with

facilitate consultation brainstorming session individual participants
and collaboration on on a monthly or of the task on a weekly
two separate weekly basis. basis, and get update
occasions (e.g. host a of the task
team brainstorming
session, set up a
suggestion box, meet
with individual staff
member for coffee
and chat)?

How does your They are aware of, and When making any
facilitation follow the dedicated to, the decisions about
collaboration and principles of employment policies,

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 consultation communicating and the consequences that
processes established information sharing those policies will
in Section 1? with their employees have not just on the
and volunteers, and person but also on the
they are also able to business as a whole are
recognize, prevent, and taken into
handle any problems consideration.
before they become
official grievances.

Section 3

Answer 1

Occasion 1 Occasion 2

How will you The occasion will be The occasion will be

monitor the motored by observing motored by observing
outcomes for each the activities of the the activities of the
occasion (e.g. delegate person delegate person
follow-up
discussion, survey,
observation etc.)?

Summarise the Observing process are Observing process are

outcomes of always tuff. Cause one always tuff. Cause one
monitoring efforts. need to analyze all the need to analyze all the
segments of the task as segments of the task as
per the requirement. per the requirement.

Answer 2

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 Occasion 1 Occasion 2

How will you Over skype interview An oral interview of

communicate the or a verbal interview the outcome will be
outcomes? will be conducted shown.

Answer 3

Occasion 1 Occasion 2

How will you seek Within five working The senior should
feedback? days, the senior issue a written and
management must oral decision within
meet with the five working days
employee to discuss after the discussion.
the complaint.

Evaluate the • If an employee is • HR may call a

feedback: unhappy with a meeting to facilitate a
superior's decision, he resolution.
· What did
or she can appeal
you do well? within five working
days to HR.
· How can you
improve your
leadership
style?

Identify at least one Boutique Build The specifics of each

area for improving Australia maintains the instance may be
future workplace right to take any unique, and the level

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 relations leadership disciplinary action of disciplinary action
in your deemed necessary for that is taken may also
organization. any behavior that it vary, depending on
considers to be aspects such as the
disruptive or seriousness of the
inappropriate. offense, whether or
not it has been
committed previously,
the employee's track
record of performance
on the job, and the
effect that the
behavior had on the
organization.

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