BSBLDR523 Assessment Templates V1.0821

Assessment Templates BSBLDR523 - Lead and manage effective workplace relationships Student ID Student Name First Name: Last Name: Submitting your assessment: Complete all assessment tasks, upload the Assessment Templates, and submit in Moodle for grading. Once your assessment is graded, you will receive an email notification. Check your grades and submission feedback on Moodle. Assessor’s acknowledgement: Please verify each of the following principles of assessment by placing a tick in each box. Refer to the assessor's handbook for further information if required. ☐ Authentic : I am assured that the evidence presented for assessment is the learner’s own work ☐ Valid: I am assured that the learner has the skills, knowledge and attributes as described in the module or unit of competency and associated assessment requirements ☐ Current: I am assured that the assessment evidence demonstrates current competency. This requires the assessment evidence to be from the present or the very recent past ☐ Sufficient: I am assured that the quality, quantity and relevance of the assessment evidence enable a judgement to be made of a learner’s competency Task 3: Part 1, Step 1 Greystone College Australia: BSBLDR523 Assessment Templates Version1.0821 Page 1 of 16

Consultation Record Consultation Record Date: July 6, 2022 Stakeholder name: Santiago Quintero Time: 9:00 AM Stakeholder position: Customer service manager Who was present at this meeting? HR manager Team leader Issues/risks discussed:  Lack of policy and process for communication and consultation  Poor problem solving  Lack of commitment  Lack of skills and knowledge  Low productivity Advice/feedback received: Several topics were discussed, including the implementation of a new communication policy that will address the principles, strategies and policies related to the effectiveness of communication in the workplace. Consultation process used: Following conflict management and escalation processes to address the two identified workplace relationship issues by:  Providing feedback on the consultation processes  Addressing the workplace issues  Providing counselling ,guidance and support to assist two staff members overcome their relationship difficulties Greystone College Australia: BSBLDR523 Assessment Templates Version1.0821 Page 2 of 16

Communication Etiquette Keeping in touch with internal and external stakeholders is communication etiquette. When working at BizOps, you must:  Maintain professionalism at all times, especially in front of clients or other staff.  Always speak in a polite and suitable manner.  If you must interrupt a colleague, excuse yourself to clients. Privacy Although BizOps will make an effort to maintain your communication's privacy, you should be aware of the following:  Your usage of the internet, email, and computers is not private, and BizOps has the right to check for policy and legal compliance.  Any communication that is sent, received, or stored through the BizOps network becomes BizOps' property.  By law, BizOps must keep emails for a certain amount of time in order to use them for commercial purposes (including use in legal proceedings). Forms of communication Internal members of the organization, such as workers, managers, board of directors, union members, etc., are the participants in internal communication. This type of organizational communication takes the form of oral and written. Oral communication takes place through face-to-face conversations, telephone, meetings and speeches. Written communication takes the form of orders, instructions, reports, memos, letters, etc. BizOps offers the possibility to use the intranet for internal electronic communication, increasing the speed and reducing the cost of communication. Application in workplace consultation BizOps business leaders can leverage strategies for collaboration and cooperation with others and play an active role in leading, facilitating and resourcing effective group interactions, decision making and thereby influencing and encouraging directions. Employees perform their tasks to the best of their ability, diligently and capably, cooperating with colleagues and managers and conscientiously. Greystone College Australia: BSBLDR523 Assessment Templates Version1.0821 Page 4 of 16

Application in conflict management The policy assists employees to act with professionalism and integrity in the performance of activities or duties and to use BizOps information, facilities, equipment and funds appropriately, to comply with applicable procedures, regulations and laws and policies relating to the requirements of the code of conduct. Also, to report any suspected violations or non-compliance with this policy, procedures and applicable laws and regulations, and to exercise fairness, justice, appropriate courtesy and sensitivity and consideration to avoid perceived, actual and apparent conflicts of interest. Consequences of breach of this policy BizOps maintains and may review records of Internet usage that might contain details on the email addresses of people with whom workers have interacted as well as whose internet servers (including websites) they have viewed. Except as required by law, BizOps will not divulge any of the information that has been logged or otherwise gathered to a third party. It is the employee's responsibility to use the internet in a way that complies with this policy, and any such employee is responsible for compensating BizOps for any direct losses and reasonably foreseeable consequential damages the firm may incur as a result of the violation of this policy. Any claimed violation of this policy will be examined individually by BizOps. If the alleged breach violates the employee's duty of care to the company (for example, emailing confidential company information to a competitor) or to another employee (for example, posting defamatory, threatening, or harassing comments about another BizOps employee on a social networking website), the employee must be given the chance to respond to the allegation. The firm may take a major violation as cause for dismissal if it is acknowledged or amply demonstrated to the satisfaction of the company. In any other case, a purported violation should be handled as follows:  The employee will first be told of the alleged violation, given the chance to reply to the accusation, and then requested to stop the breach or, if appropriate, fix the breach if their explanation is not satisfactory.  BizOps may disable an employee's access to the internet or provide a warning to the employee with a chance for the employee to reply if the breach is not stopped or fixed.  Depending on the seriousness of the violation, additional disciplinary action, including termination, will be taken if the infringing activity and failure to comply with the BizOps Policies persist. Greystone College Australia: BSBLDR523 Assessment Templates Version1.0821 Page 5 of 16

Analysis: It's critical to comprehend the underlying reasons why a person or group is unhappy. For instance, a team member who looks to be suffering with an overwhelming workload may harbor resentment toward another worker who seems to have less work to accomplish. It could also be the outcome of organizational adjustments, reorganizations, or employee promotions. Look for indications of prior conflict and sentiments that may impact them in the employee's relationships with their management and colleagues in the past to assist you handle workplace conflict. Change can make employees feel vulnerable and insecure as they worry about their future career prospects. Therefore, managers should communicate and consult with employees about future changes so that they do not feel alienated and raise grievances. Options for resolution: Options for improving collaboration and communication in the workplace:  Create a conducive work environment  Clearly communicate expectations  Use an online platform to communicate  Work to the strengths of your employees  Encourage team members to brainstorm  Establish communication preferences  Create more inclusive communication channels How you will consult with relevant personnel to determine the best course of action: To guarantee proper decision-making, the team members consult with relevant parties. Annual revenue increases are decided by senior management. The feedback session, email correspondence, newsletters, and video conferencing are examples of the consultation approach. The strategy is carried out by the sales team to achieve the desired outcomes and maintain engagement and motivation. Sales are made via video conferencing through phone and web sources. As a result, customers buy BizOps tools, and then a staffing firm hires the employees. Greystone College Australia: BSBLDR523 Assessment Templates Version1.0821 Page 7 of 16

Action plan for implementation:  Step 1: Establish personal and career development goals  Step 2: Establish work development needs  Step 3: Develop an action plan  Step 4: Make changes on the path to development  Step 5: Reflect on efficacy and update the plan as required Monitor outcomes: We need to measure employee progress to find out how employee development plans are benefiting employees. It is important to find out whether the employee development plans are actually helping employees in their professional growth or not. Conducting feedback surveys and interviews is a useful and effective way to measure results and ensure that employees have the opportunity to contribute to workplace issues. Employee Contribution Process flow diagram: To create a diagram, use SmartArt in Microsoft word or another graphics software Greystone College Australia: BSBLDR523 Assessment Templates Version1.0821 Page 8 of 16

 Unrealistic expectations  Scope creep  Change of direction Analysis: It's critical to comprehend the underlying reasons why a person or group is unhappy. For instance, a team member who looks to be suffering with an overwhelming workload may harbor resentment toward another worker who seems to have less work to accomplish. It could also be the outcome of organizational adjustments, reorganizations, or employee promotions. Look for indications of prior conflict and sentiments that may impact them in the employee's relationships with their management and colleagues in the past to assist you handle workplace conflict. Change can make employees feel vulnerable and insecure as they worry about their future career prospects. Therefore, managers should communicate and consult with employees about future changes so that they do not feel alienated and raise grievances. Options for resolution: Options for resolving issues  Speak to Team Members Individually  Identify points of agreement and disagreement  Develop a plan to work on each conflict It is essential to talk to team members about concerns, listen to them, and come up with different methods to help us reach an agreement by giving them a reasonable opportunity to contribute to the decision making process Action plan for implementation: Develop a step-by-step plan of action to implement solutions to issues within BizOps’ organisational processes, and follow-up methods to ensure implementation. Step 1: Define the problem Step 2: Collect and analyze the data Step 3: Clarify and prioritize the problem Step 4: Write a mission statement for each solution Step 5: Implement the solutions - The action plan Step 6: Monitor and evaluate Greystone College Australia: BSBLDR523 Assessment Templates Version1.0821 Page 10 of 16

Monitor outcomes: We need to measure employee progress to find out how employee development plans are benefiting employees. It is important to find out whether the employee development plans are actually helping employees in their professional growth or not. Conducting feedback surveys and interviews is a useful and effective way to measure results and ensure that employees have the opportunity to contribute to workplace issues. Conflict Management Process flow diagram: Use SmartArt in Microsoft word or another graphics software Task 3: Part 2, Step 1 Screenshot of your Moodle Forum invitation Greystone College Australia: BSBLDR523 Assessment Templates Version1.0821 Page 11 of 16

(Conflict management and consultation) prejudice, discrimination, bullying and harassment. These types of conflicts can cause lasting personal harm. While the use of conflict resolution skills can help manage these situations, it is important that this type of behavior is documented and dealt with at a higher level. Encourage collaboration and discussion - Points to raise - Outcomes to achieve Points to raise  Communicate the expectation for collaboration  Highlight individuals' strengths  Foster honest and open communication  Promote a community working environment  Invest in collaboration tools Outcomes to achieve  Encourage problem solving  Employee productivity rates increase  Team collaboration increases the organization's potential for change Task 3: Part 2, Step 3 Notes 1. Effective implementation of new processes can positively affect company growth, efficiency and productivity. However, it is important to encourage staff members and managers to implement new processes and to follow a process implementation framework that facilitates and streamlines the transition. 2. At BizOps Enterprises, we believe that equality is a basic right that must be upheld in all facets of working life. BizOps is dedicated to upholding the dignity and respect of every employee, and it makes a concerted effort to ensure that all of its interactions adhere to anti-discrimination, workplace health and safety, and equal employment opportunity laws. BizOps works hard to make sure every employee feels secure and welcome at work. 3. Leaders must ensure appropriate leadership for the BizOps enterprise and how these styles can be flexible and adaptable to situations to support BizOps missions and directions. Different leadership styles can influence workers differently across organizations. Therefore, leaders must adopt appropriate leadership styles that involve each staff in the decision making of a BizOps enterprise. In addition, leaders must represent the organization in a Greystone College Australia: BSBLDR523 Assessment Templates Version1.0821 Page 13 of 16

positive way in the media and in the community, creating goodwill and building relationships with the media, the community and the organization itself. Task 3: Part 2, Step 4 Email template To: Team members From: Santiagoq@gmail.com Subject: Update Of Consultation Good Day, I am sending this email in order to update some of the topics covered in a consultation conducted to implement the new communication policy in the organization. Leaders must ensure appropriate leadership for the BizOps enterprise and how these styles can be flexible and adaptable to situations to support BizOps missions and directions. Different leadership styles can influence workers differently across organizations. Therefore, leaders must adopt appropriate leadership styles that involve each staff in the decision making of a BizOps enterprise. In addition, leaders must represent the organization in a positive way in the media and in the community, creating goodwill and building relationships with the media, the community and the organization itself. Thank you for your time, Warm regards, Santiago Quintero BizOps Santiagoq@gmail.com Greystone College Australia: BSBLDR523 Assessment Templates Version1.0821 Page 14 of 16

Task 3: Part 3, Step 2 Feedback Evaluation Feedback evaluation Summary of feedback Self-reflection Leadership style Did you provide clear expectations? Did you set standards for work? Did you make the team feel connected to the business? Did you provide a good role model for behaviour? Within the feedback received, the participants highlight that the appropriate norms were established, however the discussion was prolonged and they point out that the topic should have been more punctual and should have been more decisive. I think it is important to learn how to manage time by creating an agenda and distributing it before conducting a debate, so that only specific topics are addressed and the discussion is not extended, thus boring the audience. Communication Did you explain the information clearly? Did you show empathy? Did you motivate and encourage employees? Regarding the comments received, I believe that the communication was handled in a clear way as the feedback highlights the excellence in the management of the processes, the social awareness and the detailed explanation given to each process. The information was researched in detail in order to deliver a clear report to the audience. In addition, empathy was handled comprehensively as we had to strengthen the aspect of cultural diversity in order to teach by example. Achieving outcomes How did outcomes match your plan? Were employees happy with outcomes? Were the outcomes clear? In the comments the explanation of Trevor's responsibilities is appreciated, as well as the delineation of his roles, however the staff continues to emphasize that they should have more inclusion and say in the organizational issues that inhibit the development of their potential. It is important to initiate an interaction and personnel management plan that will help us to improve the results and to include each employee in a satisfactory way, taking into account their opinions, suggestions and skills. Areas of improvement What can you improve on for future workplace relations leadership?  Make employees feel valued  Promote work-life balance  Provide training and opportunities to upskill Greystone College Australia: BSBLDR523 Assessment Templates Version1.0821 Page 16 of 16