BSBLDR502 Assessment 1: Leading And Managing Effective Workplace Relationships Essay.

Part 1: Developing Comprehensive Policies and Procedures

This assessment is to be completed in addition to the learning and assessment activities you complete in class. This assessment is designed to assess the knowledge and skills you have to lead and manage effective workplace relationships. If you are not sure about any aspect of the assessment or would like to discuss your particular needs, please speak to your trainer/assessor. Your trainer/assessor will tell you the date you need to submit your assignment. All parts of the assignment will be given to you at the same time. You need to complete all parts and submit them together by the due date. This will be in the last week of classes for the unit.

This assignment is to be completed using the “Canterbury Renovations” case study. It is included in the “Additional Information” section. The checklist and scope of submission table will identify the records that you are required to prepare and submit (as a single submission). Your assignment must be typed (in Arial 12 point type on A4 paper) and attached to the front page of this assessment document, which you need to complete as an Assessment Cover Page. Make sure you keep a copy of your assignment before you submit it to your assessor. BSBLDR502 Assessment 1:

Assignment, v1, March 2017 © Apex Institute of Education Page 6 of 12 Part 1. You are currently working as a senior manager with Canterbury Renovations. Established in 1998, Canterbury Renovations is a well-established kitchen renovation company with 5 office staff, 16 installers and 12 factory staff. Over the past month the company has won 3 tenders for large developments. This growth requires the company to expand dramatically, and will include at least double the human resources currently employed. ?Task 1 Worried about how the growth will impact quality, the CEO has asked you to develop a comprehensive set of policies and procedures that cover:

• Staff consultation

• Internal communication

• Cultural diversity within the workplace

• Continuous improvement (including encouraging staff participation)

• Staff complaint and conflict resolution

• Maintaining company ethics

• Encouraging and maintaining effective and harmonious workplace relationships Once developed, you are to arrange a meeting with your assessor, who will role-play your CEO. The purpose of this meeting is to explain and gain approval for the implementation of your policies and procedures. You must be well prepared for this meeting, as your supervisor will be asking you detailed questions, and reasons for your proposal. Your CEO (your assessor) will be available by appointment for further information as required. Remember, your CEO is a very busy person, and expects you to be prepared for any meetings. This means knowing what you want to ask, and be specific on your needs.

Part 2: Implementing the Policies and Procedures

Your CEO will only answer or respond to questions asked by you. You must submit evidence as per the ‘Checklist and Scope of Submission’ given after every task. Part 1. Checklist and Scope of Submission Before you hand in part 1, make sure you have completed all the tasks and have included all relevant information. You must demonstrate that you have:

• Detailed policies and procedures as outlined above

• Presented and gained approval for your policies and procedures with our CEO / Assessor BSBLDR502 Assessment 1: Assignment, v1, March 2017 © Apex Institute of Education Page 7 of 12

Part 2. Following Assessment 1, you are to prepare for and implement your new policies and procedures in part.

?Task 1 Your implementation will encompass running a meeting for your team in which you:

? Explain and discuss your policies and procedures in detail to 2 team leaders within your company

? Ensure each team leader understands the new procedures and how they will be implemented (including their role in this process) It is important that you are prepared for this session, ensuring you:

? prepare for the session to ensure everything is covered

? develop and provide relevant documentation / supporting materials to your team Your assessor will observe you running the meeting. Meeting Context

? Each meeting will consist of yourself (running the meeting), and at least 2 other classmates, who will role-play the team leaders. Things to consider whilst performing this task:

? Be organised - prepare and plan for the session thoroughly.

? Know your position .

? Know your company

? Arrange access to all required documentation for this process

? Be prepared to ask questions

? Be prepared to be asked questions Things to consider whilst role-playing an employee:

? Be prepared

? Act professionally throughout the process

? Be prepared to ask questions when you require more information

? Answer all questions to the best of your ability

? Make sure that by the end of the session, you are fully aware of the new policies and procedures, along with the actions you would need to perform to implement them. Remember, you will be required to both run the meeting, and role-play a team leader (during another students assessment), so be sure to perform at your best at all times.

BSBLDR502 Assessment 1: Assignment, v1, March 2017 © Apex Institute of Education Page 8 of 12 Part 2. Checklist and Scope of Submission Before you hand in part 2, make sure you have completed all the tasks and have included all relevant information. You must demonstrate that you have:

Part 3: Addressing Prejudices and Difficulties

? Submitted your meeting plan

? Provided copies of documents to employees

? Conducted the meeting Part 3. For this task, your assessor will role-play an employee who is having trouble accepting the diversity of your workplace.

?Task 1 Scene: You have recruited Samantha ("Sam") recently to replace Johnny who have resigned from the job. Whilst Sam has not had a lot of experience, she is making an effort to both fit-in and pull her weight. Alan - (your assessor) - is not happy that Sam is on his team. He is used to meeting his targets, but with Sam, this is not as easy as it once was. As a result, Alan has been fairly abrupt with Sam in all communications, which is making Sam very uneasy. Team Specifics Johnny - 45 year old Caucasian male, 22 years experience in the tyre industry. Alan - 43 year old Caucasian male, 12 years experience in the tyre industry Sam - 31 year old new immigrant from England, 3 months experience in the tyre industry You are to meet with Alan,

? Identify any prejudices at play

? Develop an action plan for Alan help address difficulties

? Coach Alan on how to deal with any prejudices (implement the plan) You should refer to diversity policy and complaint procedures developed in Part 1 Part 3. Checklist and Scope of Submission Before you hand in part 3, make sure you have completed all the tasks and have included all relevant information. You must demonstrate that you have:

? Completed action plan

? Participated in the role-play BSBLDR502 Assessment 1: Assignment, v1, March 2017 © Apex Institute of Education Page 9 of 12 Additional Information: Case Study - Canterbury Renovations Our Vision Our vision is to be acknowledged as an industry leader in kitchen renovations, by building or renovating quality, inspirational, cost effective and sustainable kitchens; safely and on time Our Mission We understand that the best kind of builder is one who treats its customers like partners. Someone who is willing to listen to your specific needs and requirements. That’s why we consider good advice and good service to be just as an important part of our business as the quality of the products that we produce. We will continuously improve our service to customers by:

? being responsive to their needs

? producing only high quality kitchens .

? remaining cost effective

? remaining approachable

? embracing innovation. Our People To foster a culture of mutual respect, by recognising and rewarding individual and team performance, while providing secure employment, career progression and personal development opportunities, in a safe and healthy working environment. Our Values

? To always meet or exceed the requirements of the building code

? To always use the best people, materials, tools and building techniques

? To always exceed our customer expectations

? To respect that our workplace is our clients home - work cleanly, work quietly, work efficiently

? To conduct ourselves with the highest level of honest, ethics and respect to our clients

? To be accountable for our actions and inactions

? To reward our people for finding better ways to solve problems

? To be fully committed to what we do

Part 1: Developing Comprehensive Policies and Procedures

Task 1

 Development of a comprehensive set of policies

Policies and procedures are highly crucial for any organisation since it helps the organization to provide appropriate guidance to its employees. Policies and procedures endorse as well as ensure the well-being of all staffs, volunteers and their families. If policies and procedures are well thought and adequately implemented, shared understanding and agreement will develop among the employees of the Canterbury renovation. This, in turn, will enhance the productivity of the mentioned company without hampering its quality of services.

Policies and procedures developed for Staff consultation

Policy statement

The Canterbury Renovations values the contribution of its employees. The company is committed to provide opportunities of participation to staffs in any decision making process through staff consultation.

Individual Staff consultation

1. The manager, as well as the supervisor of the company, will consult directly with the employees on day-to-day matter which will impose a positive impact on the engagement of the employees (Pearce 2014).
2. Employees will be encouraged to raise the concern they have about their workplace or employment to their supervisors.
3. In places where an employee feels that his or her concerns are not being looked upon, he or she may approach the staff representative who will not only provide advice to the employee but will also assist him during the meeting organised for his or her concern.

Work area consultant

1. In issues related to the work area, the staff representative will first assess the issue and if the issue seems to be appropriate, he will assist the employee during the meeting (Christopoulos, Horvath and Kull 2012).

Policies and procedures for internal communication and cultural diversity in the workplace

1. All the employees of the organisation will be provided with relevant information and will keep informed about the relevant development.
2. Canterbury Renovation will continue developing and trialling new intercommunication channels, platform as well as tools to enhance collaboration and information sharing among the employees.
3. The employees of the organisation are encouraged to share information about their activities with their colleagues and peers. Canterbury renovation expects that this will be done through the tools and channels designed for internal communication and in compliance with this and other relevant policies and procedures (Ghai and Vivian 2014).
4. Canterbury renovation will ensure that a diverse, creative and flexible environment is created within the workplace that supports acknowledges, values and encourages cultural diversities and assist in assessing and understanding a range of cultures.
5. The company will provide effective training as well as education to its employees so that they develop the capability of responding sympathetically, justly and sensitively to the cultural context of other people.

Policies and procedures for Continuous improvement

1. The company will ensure to regularly access the communication between its employees and management (Pearce, Barbier and Markandya 2013).
2. The management will assure to create the planned and proactive approach to improve the skills of the employees.
3. The Canterbury renovation is committed to maintain a quality management system and continually improving its effectiveness.
4. The company will continue improving its business performance and consumer satisfaction.
5. The management is committed to develop and maintain business documentation which communicates the needed standard of inputs as well as outputs from its vital processes.
6. In order to enhance its overall revenue, the management of the Canterbury Renovation recognizes and values the potential contributions of their partners and suppliers.
7. The company will ensure continuous improvement through strong leadership and active participation of all the employees and managers in the process of improvement (Morel, Palier and Palme 2012).
8. Finally, the management of Canterbury Renovations is responsible for conducting annual reviews of the quality management system in order to ensure its continuing effectiveness and stability.

Policies and procedures for staff complaint and staff resolution

1. Canterbury Renovation is entitled to encourage its employees to raise issues associated with their dissatisfaction in the workplace.
2. The company is entitled to provide the employees with a process that aim to resolve the issue informally where possible while keeping the scope for formal resolution and usage of mediation if required.
3. The management of the company is entitled to ensure that the institution will follow fair, transparent and timely procedures for addressing grievances., complaints and issues in accordance with a principle of natural justice to ensure that all employees are being treated fairly and equally.
4. The management of Canterbury Renovation will ensure that no employees are being disadvantaged or penalised for raising honest issues related to their supervisor or workplace.
5. Finally, the company ensures that the information will be disclosed only to the parties who are directly involved in the issue or complaint (Nederveen Pieterse, Van Knippenberg and Van Dierendonck 2013).

Policies and procedures for maintaining company ethics

1. The company assures that it will never deliberately mislead it consumers and employees and maintain high transparency in every action of them.
2. The company is entitled to keep the commitment it makes to its employees and consumers and in case of any violation, the consumer or the employee has the power to sue the company legally.
3. The company is entitled to follow the ethical rules and regulation for workplaces as mentioned in the Australian legislation even when confronted by professional, personal, social risks as well as any type of financial pressure.

Policies and procedures for encouraging and maintaining effective and harmonious workplace relationships

1. Employees are encouraged to develop as well as socialise professional relationships in the workplace provided that these relationships do not interfere with the effective functioning of the workplace or with the work performance of the employees (Morel, Palier and Palme 2012).
2. Employees who engage in personal relationships that include sexual or romantic relationship should be aware of their professional responsibilities and should assure that the relationship does not raise concerns about bias, favouritism, ethics and conflict of interest.  

Task 3

Action plan for Alan

Considering the fact that Samantha who is a fresher, is trying to enhance her capabilities to improve her performance, it is the responsibility of all the team members and the team lead to cooperate, Samantha, instead of demotivating her. Besides that, demotivating new employees will also impose a negative impact on the productivity of the organisation. Hence in order to eradicate this negative impact, alan should be educated to deal with his prejudice with the help of the following action plan.

1^st step: The exact issue of Alan with Samantha required to understand. For this, an effective face to face meeting was conducted with Alan, where he was able to express all his concerns.

2^nd step: Secondly, Alan was educated about the importance of recruiting fresher employees in the organization under the policy and procedure of continuous improvement in the workplace. Fresher employees, while lack the promptness and efficiency of skilled employees, demonstrate greater loyalty and dedication towards their work compared to that of the experienced employees (Forehand and Kotchick 2016). These interns help the organisation in enhancing its productivity in the long run. Alan was made to understand that it is the responsibility of all the team members to assist a new inexperienced employee so that they can develop their skills. If new employees are treated abruptly, they will get demotivated and may decide to resign. This will impose a negative impact on the organization.

3^rd step: Alan was also educated about the benefits of cultural diversity in an organization under the policy of cultural diversity in the workplace. He was made to understand that Cultural diversity not only enhances the scope of the organization to discover its opportunities in other countries, it also helps the organization to develop innovative ideas.

Reference List

Christopoulos, S., Horvath, B. and Kull, M., 2012. Advancing the governance of cross?sectoral policies for sustainable development: A metagovernance perspective. Public Administration and Development, 32(3), pp.305-323.

Forehand, R. and Kotchick, B.A., 2016. Cultural Diversity: A Wake-Up Call for Parent Training–Republished Article. Behavior therapy, 47(6), pp.981-992.

Ghai, D. and Vivian, J.M., 2014. Grassroots environmental action: people's participation in sustainable development. Routledge.

Morel, N., Palier, B. and Palme, J. eds., 2012. Towards a social investment welfare state?: ideas, policies and challenges. Policy Press.

Nederveen Pieterse, A., Van Knippenberg, D. and Van Dierendonck, D., 2013. Cultural diversity and team performance: The role of team member goal orientation. Academy of Management Journal, 56(3), pp.782-804.

Pearce, D., 2014. Blueprint 3: Measuring sustainable development. Routledge.

Pearce, D., Barbier, E. and Markandya, A., 2013. Sustainable development: economics and environment in the Third World. Routledge.