FNSINC514 - CS2 - RP (Seeking advice) v1.0

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Swinburne University of Technology *

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FNS50322

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Feb 20, 2024

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FNSINC514 – Apply ethical frameworks and principles to make and act upon decisions (Release 1) Role Play – Conversation (Seeking advice) Role Play – Conversation (Seeking advice) Scenario Instructions Page 1 of 6 © Real Estate Academy Australia Version 1.0 – July 2022 RTO 32426

FNSINC514 – Apply ethical frameworks and principles to make and act upon decisions (Release 1) Role Play – Conversation (Seeking advice) Please ensure you have booked your Role Play Session via the Role Play (Group Session) Bookings area in your dashboard, then read the information below in preparation for your role play in a group session with a trained staff member. In this section, you will participate in a recorded consultation with a company team member. The assessor will be looking at your ability to communicate with the trusted colleague and advisor using rapport building skills, effective questioning techniques to obtain the required information. How to Submit your Assessment: Refer to your instructions for this assessment within your student learner portal. What you need to submit: Your recording must be uploaded as per the instructions in your student learner portal. Page 2 of 6 © Real Estate Academy Australia Version 1.0 – July 2022 RTO 32426

FNSINC514 – Apply ethical frameworks and principles to make and act upon decisions (Release 1) Role Play – Conversation (Seeking advice) Scenario Instructions You have been working diligently to implement the planned downsizing response and determine the most ethical ways to establish a proposed list of the 200 workers to be dismissed. You have concluded that these 200 staff members should be either: ● The latest 200 employees hired by the organisation, or ● The 200 employees with the lowest performance score Prior to settling on this sensitive matter, you are to seek advice from a trusted colleague and advisor to: ● Get his/her opinion ● Identify objections or rationalisations that could be encountered for both options highlighted above ● Discuss the possible responses to these objections You will be graded based on the following criteria: Question Number Assessor Checklist Video recording of the call conversation Assessor Observation (S) Satisfactory (NS) Not Satisfactory 1 Gets his/her colleague’s opinion 2 Identifies objections or rationalisations that could be encountered for both options highlighted above 3 Discusses the possible responses to these objections 4 Implements planned ethical response independently or with the support of colleagues, as required 5 Seeks advice on proposed actions from trusted adviser in the case of highly complex or sensitive matters 6 Participates in verbal exchanges using active listening and questioning techniques when seeking Page 3 of 6 © Real Estate Academy Australia Version 1.0 – July 2022 RTO 32426

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FNSINC514 – Apply ethical frameworks and principles to make and act upon decisions (Release 1) Role Play – Conversation (Seeking advice) advice and conveying information 7 Uses language and concepts appropriate to audience and purpose 8 Identifies changes and developments in ethical considerations and situations relating to own responsibilities, and considers their implications when negotiating, planning and undertaking work 9 Discusses volatile subject matter in a conscientious, accurate and factual manner As the Human Resources Manager of TheBank Corporation, I understand the importance of seeking advice and input from trusted colleagues and advisors when making sensitive decisions like downsizing. I will reach out to a trusted colleague and advisor to discuss the proposed options and gather their opinion, as well as identify potential objections or rationalizations for both options. Here is how the conversation might go: HR Manager/Me: Hello, [John]. I hope you're doing well. I wanted to discuss an important matter with you regarding the downsizing decision we have to make at TheBank Corporation. I value your opinion and would appreciate your input. Colleague: Hello, [Guru]. I'm glad you reached out. I understand that downsizing is a challenging decision to make, so I'm here to help. What specifically would you like to discuss? HR Manager: We have determined that we need to lay off 200 employees, and we are currently considering two options for selecting these individuals. The first option is to dismiss the most recently hired 200 employees, while the second option is to let go of the 200 employees with the lowest performance scores. I would like to hear your thoughts on these options. Colleague: It's a difficult decision indeed. Page 4 of 6 © Real Estate Academy Australia Version 1.0 – July 2022 RTO 32426

FNSINC514 – Apply ethical frameworks and principles to make and act upon decisions (Release 1) Role Play – Conversation (Seeking advice) We need to consider the objections or rationalizations that could arise for each option. For the first option, dismissing the latest hires, one potential objection could be that these employees might not have had enough time to prove themselves and develop their skills. They might argue that it's unfair to judge their performance solely based on their short tenure with the company. This objection could be valid, especially if the recent hires include promising talents who haven't had the opportunity to showcase their potential. HR Manager: That's a valid point, and it aligns with my concerns as well. Now, let's consider the objections or rationalizations for the second option, which is dismissing employees with the lowest performance scores. One potential objection could be that the performance evaluation system might have biases or inaccuracies. Employees might argue that the performance scores are not a true reflection of their capabilities, or that there were external factors affecting their performance during the assessment period. We need to address these concerns to ensure fairness and transparency. Colleague: Absolutely. To respond to these objections, we can take a few steps. Firstly, we should review and validate the performance evaluation system to ensure that it is fair, unbiased, and accurately reflects employees' performance. Secondly, we could provide an opportunity for employees to provide feedback or appeal their performance scores, allowing them to present any mitigating circumstances that might have affected their performance. Lastly, it would be essential to communicate openly and transparently about the downsizing decision, the criteria used, and the steps taken to ensure fairness. This will help alleviate concerns and maintain trust among the employees. HR Manager: Thank you for your insightful suggestions. I believe that by addressing these objections and rationalizations, we can create a more ethical plan of action. Additionally, we Page 5 of 6 © Real Estate Academy Australia Version 1.0 – July 2022 RTO 32426

FNSINC514 – Apply ethical frameworks and principles to make and act upon decisions (Release 1) Role Play – Conversation (Seeking advice) should consider providing support and resources to the affected employees, such as outplacement services, career counselling, and job search assistance, to help them transition into new opportunities smoothly. Colleague: Absolutely, supporting the affected employees during this challenging time is crucial. By implementing these measures and communicating them effectively, we can demonstrate our commitment to treating employees with respect and dignity throughout this process. HR Manager: I appreciate your advice and valuable input. It's essential to consider different perspectives and potential objections to make the best decision possible. I will incorporate these suggestions into the downsizing plan and ensure that the communication plan reflects our commitment to fairness, transparency, and employee support. Colleague: You're welcome, [Guru]. I'm glad I could help. If there's anything else you need assistance with, please don't hesitate Page 6 of 6 © Real Estate Academy Australia Version 1.0 – July 2022 RTO 32426

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