Wahyu_BSBLDR523_Task1

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University of Technology Sydney *

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MANAGERIAL

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Management

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Nov 24, 2024

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1. Identify five ways in which workplace systems and policies and procedures can assist in building effective relationships. - They help employees know what is expected of them with respect to standards of behaviour and performance. - They set rules and guidelines for decision-making in routine situations so that employees and managers do not need to continually ask senior managers what to do. - They help you to adopt a consistent and clear response across the company to continually refer to situations involving employee interaction. - They allow you to demonstrate good faith that employees will be treated fairly and equally. - They allow you to have an accepted method of dealing with complaints and in place to help avoid favouritism. 2. Workplace policies and procedures are often based on legislation and regulations. Discuss the purpose of each of the following Acts and for each Act explain why the Act is important for ensuring effective workplace relationships. • Age Discrimination Act 2004 The act guarantees the people are not treated unfairly in a number of areas, including education, because of their age. It also provides a positive discrimination that is about that help people in a particular age who are experiencing a disadvantage due to ages. Age Discrimination helps with an effective relationship in the workplace because all people must be treated equally that can lead to a positive and diverse culture in the organisation. • Disability Discrimination Act 1992 This offers everyone in Australia immunity from disability-based discrimination. It also encourages everyone to be involved in implementing the act it share in the overall benefits for the community and the economy that flow from participation by the broadest range of peoples. A disability discrimination happens when people with a disability are treated less fairly than people without a disability, also happen when peoples are treated less fairly due to the relatives, friends, carers, co- workers or associated of person with disability. It is important to an organisation because it all levels of peoples can be treated equally which will lead company to a diverse and good culture. • Fair Work Act 2009 Fair Work Act is the primary law regulating the relationship between employee and employer in Australia. This offers a guarantee of minimum entitlements, allows for flexible work conditions and workplace equity and avoids discrimination against workers. In addition, it can also lead to an effective relationship by ensuring that the conditions are known and minimal.

• Racial Discrimination Act 1975 The aim of racial discrimination is to encourage equality before the law of every citizen, regardless of race, colour, national or ethnic origin, and to make discrimination against persons unlawful on the basis of their race, colour, descent, national or ethnic origin. Organization is important because all people need to be treated equally that can help a workplace to be more positive and efficient. • Sex Discrimination Act 1984 The aim of this act is encourage equality between men and women and to remove discrimination the grounds of sex, marital status, pregnancy, dismissals, family responsibilities and the elimination of sexual harassment at work, in the educational situation, in the provision of goods and services, in accommodation with a successful partnership in the workforce due to all the people must be treated fairly to lead company for a better future. 3. Explain how effective problem-solving and conflict resolution strategies, policies and procedures techniques can support the identification and resolution of workplace problems, thus maintaining effective workplace relationships. - Identify problem and issues in organization : Be clear on the problem and set the targets to be achieved - Understanding employees : Listen carefully to the employees and find the best solutions that will most satisfy the employees - Solutions : Taking a brainstorming - Evaluate solution : Estimate and analyse each solution in order to get the best answer. - Agreements on the solutions : Note down all the options in details and consequences - Monitoring and evaluation : Have contingency plans for imminent future problems, track and assess the agreement’s implementation 4. Explain the purpose of a workplace Code of Conduct and how it can assist in ensuring a harmonious workplace and the way in which staff interact and communicate with each other. A code of conduct in the workplace is intended to serve as a detailed description of what is the most legal and ethical conduct required of the company. It can help to enhance the organization’s code values, everyone has to abide by certain behavioural standards, such as respectful communication or respect for cultural differences, and thus a harmonious workplace is ensured.

5. Many workplaces encourage their staff to build networks both internally and externally to the organisation. This may be through online networks, such as LinkedIn, or by engaging with the community and other services or business that may be of benefit to the organisation. Furthermore, professional development processes encourage staff to meet new people by attending conferences, training sessions and other events. Discuss three reasons why networking can lead to a more productive and effective workplace environment. - An external contact will help the company connect to the business community so that every time the company needs outside helps solve the problems they know who to ask. - By building a strong network within the organisation will help everyone find information and data that they need, ensure that everyone can get help when they ask and increase their chances of knowing if new development is important. - One of the benefits of decreasing tension and conflict is coordination. Indeed, when employees are cooperative rather than competitive, a more favourable working environment can be created that can help boost productivity and retention. 6. Not everyone is the best at communicating or interacting with other people. A workplace will consist of people from different backgrounds and cultures, those with different life, education and work experiences, those with varying abilities and needs. Some organisations have in place a variety of systems and supports for its staff. These may relate to staff wellbeing/ employee assistance programs, training in soft skills such as communication and interpersonal skills, diversity training, and so on. Explain how these types of processes can assist staff to work more effectively together. - Employees from a variety of backgrounds can offer a variety of abilities, skills and experience that can support organisation and work performance - Language skills of a variety of groups may be useful for dealing with customers with languages other than English or for trading outside the world 7. Explain the value of consulting with employees on topics such as workplace issues, innovation, diversity, work health and safety, and professional development. Consulting with employees offers significant benefits. Good practise company acknowledges the value of obtaining opinions and views from workers on regular basis, whether through meeting with individuals, associations, or employers, or combination of all three. That is because employee understanding and engagement in decision-making consistently contributes to:

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- Attraction and development of skill and good workforces - Better informed decision making and effective execution of ideas - Workplace best able to handle transition 8. Explain the requirements under Modern Awards to consult with employees, including the circumstances in which consultation is required and the steps that must be taken by employers in consulting with employers. Most modern awards include a compulsory consultation provision allowing employers to meet with worker and their representatives in situations where the employer intends to make significant changes at work. The clause requires consultation where the employer has decided to introduce significant changes in the production programmes, organisation, structure or technology that are likely to have a significant impact on employees or where the employer proposes to change the regular roster and working hours of the employees. - Employers shall immediately consider matters posed by workers and their representatives in connexion with the changes. - -Employers shall inform employees and their agent who may be affected by the proposed changes. 9. List five different ways an employer may choose to consult with employees.  holding formal consultations or meetings  having health and safety as a regular topic at departmental or management meetings  sharing information on notice boards, your intranet and through e-mail alerts  adding information to pay slips by printing messages on them or using inserts. 10. Describe a general process for conflict management.  Step 1: Define the source of the conflict.  Step 2: Look beyond the incident. Improve Your Management Skills:  Step 3: Request solutions.  Step 4: Identify solutions both disputants can support.  Step 5: Agreement. Related AMA Courses, Seminars, and Workshops. About the Author(s) 11. List four ways an employer must manage the tasks and responsibilities of employees.  make sure that work areas, machinery and equipment are kept in a safe condition.  organise ways of working safely.  provide information, instruction, training and supervision of employees so they can work safely.  make sure that employees are aware of potential hazards. 12. Discuss how a manager can address cultural and social sensitivities in their team to ensure

inclusivity and be mindful of diversity 1. Get training for global citizenship First, you should build the cultural knowledge of your employees. You can hold training classes to teach them about different cultural practices. These classes should be framed in a way that allow your employees to learn how to deal with working in an increasingly diverse global economy and society. And if your company does a great deal of business in China, for instance, get some formal training from someone who has worked in China. In a business setting, formal training will cover things you need to be aware of when it comes to business. It’ll also address topics such as communication, business etiquette, negotiation skills, and marketing skills. You can also sign up for DeakinCo.’s Global Citizenship credential , which shows you how to promote cultural literacy and awareness in the workplace. 2. Bridge the culture gap with good communication skills Good communication skills are important when dealing with different cultures. How you communicate to others, both verbally and non-verbally, can be a deal maker or deal breaker. It’s great if your employees know the language of the country you have business with, but they can still be effective communicators if they have a thorough understanding of the local culture, and work alongside a skilled translator. On the other hand, if you have foreign customers and employees who don’t speak English very well, tell your other staff members to stick to the point, use short sentences, and avoid humour and colloquialism. You can also have your English-speaking employees ask foreigners to further clarify what they’re telling them or asking for, whether it’s via email, phone, webcam, or face-to-face. This will prevent any misunderstandings and mistakes. 3. Practice good manners Wherever you are in the world, it’s always good to have manners. In some countries, saying “please” and “thank you” is an important and crucial part of business conversation. It shows you’re polite, respectful, and caring, and this will be sure to open doors for you and your business. Plus, informality can be inappropriate in some countries. You should also tell your employees not to address a foreign customer by their first name at the initial contact, and to allow the customer to take the lead. 4. Celebrate traditional holidays, festivals, and food Celebrating diversity can help increase cultural literacy, awareness, and acceptance. Start by including the holidays and festivals of other cultures in your company email or news bulletin, and then celebrate them at work when appropriate. This will show your employees that you recognise and accept their cultures. You could also host a staff dinner or an international food day with cultural awareness as the theme, and have your employees bring a traditional dish from their homeland. By introducing your staff to other traditions, you’ll increase their sensitivity to cultural differences. They’ll also be able to learn words in another language that they can hopefully use when communicating with foreign colleagues and customers. 5. Observe and listen to foreign customers and colleagues Another way to help your employees become more culturally aware is to tell them to observe and listen to foreign customers and colleagues. If they’re in a foreign country, they should look at how those around them conduct themselves and their business, and then follow suit. And if they listen more than they talk, they’ll learn more quickly. Moreover, it’s important to observe the attitudes and behaviours of foreign customers and colleagues, and know the underlying logic and set of values that shape their actions and behaviours. Even though these behaviours may seem odd, confusing, or even annoying at first, your staff will be able to respond to cultural differences in a calm and rational way. This can help to prevent cultural conflict. 6. Pay attention to differences in culture You can also help your employees be more culturally sensitive by telling them to pay attention to differences in a foreign customer’s culture. This way they won’t bother them on national or religious holidays, and they’ll know not to bring up or discuss politics or religion if it might get them into trouble. You should also tell your employees to do some research on a foreign customer’s local customs and etiquette before working with them. Some cultures don’t like talking about pricing upfront, so your employees will need to customise the way they discuss their estimate for a project. Also, the ‘hard sell’ is a turn-off in some countries. For instance, in Australia you’re more likely to get a better reception by making a self-deprecating introduction, instead of a self-promotional one. 7. Be aware of different time zones

When contacting foreign customers and meeting deadlines, tell your employees to be aware of the different time zones. This includes keeping note of business hours and lunch hours where the customer is located. By paying attention to time zones, they can avoid contacting a customer when they’re finished working or, worse, when they’re asleep. They’ll also know whether to say “good morning”, “good afternoon”, or “good evening”.

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