BSBLDR502 Lead and manage effective workplace relationships
Homework Task 1: Written questions
Provide answers to all of the questions below:
1. Identify five ways in which workplace systems and policies and procedures can assist in building effective relationships.
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.
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.
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.
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.
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.
7. Explain the value of consulting with employees on topics such as workplace issues, innovation, diversity, work health and safety, and professional development.
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.
Homework Task 2: Policies and procedures development project
Complete the following activities:
Carefully read the following scenario.
| Accountancy Victoria is based in Footscray, a suburb of Melbourne, and provides accountancy and bookkeeping services for a range of clients. Accountancy Victoria was established by two Directors who are the Senior Accountants for the company. Other staff employed are: three accountants, a bookkeeper and an Officer Manager. The company is expanding due to the demand for accountancy services and will employ a further three senior accountants in the next 2 months, as well as an Officer Manager and Client Services Coordinator. You have recently been appointed as the General Manager of Accountancy Victoria. Your role is to manage the day to day operations of the company. The first task you have been allocated is to establish formal systems and processes for a range of areas, as currently most of the company’s systems and processes are informal. To start the process of creating formal systems and processes, you have been asked to develop systems and processes for workplace communication, consultation, as well as a Code of Conduct and dispute resolution processes. Each document must be written in clear and concise English, be professionally presented, grammatically correct and error free. The document should also be written according to the Style Guide and be of approximately 2 pages. |
1. Develop a Code of Conduct.
| The purpose of the Code of Conduct is that the staff at Accountancy Victoria are aware of, and follow, the standard of behaviour expected of them in relation to their fellow employees, as well as clients. Use the Internet to identify and review staff Codes of Conduct from other, similar organisations. Your staff Code of Conduct must be in your own words and include:
|
2. Develop Workplace Communication and Consultation Policy and Procedures.
| Your policy and procedure should describe the mechanisms that will be used for internal communications, as well as how staff can provide input into a range of workplace related matters. Your research could include a review of other workplace communication or consultation policies and/or procedures. The document you develop must be in your own words, and about two pages long. The policy and procedures should include, at a minimum, the following information:
|
3. Develop Dispute Resolution Policy and Procedures.
| The dispute resolution policy and procedures need to be established so that all staff are aware of what dispute resolution procedures are in place. The dispute resolution policy and procedures need to address the following:
Ensure that you review the link provided under “Required” to ensure that your policy and procedures considers relevant legislation. |
4. Send an email to staff (your assessor).
| The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style. The email should provide a clear and simple summary of the attachments and invite staff to provide feedback. You know that some staff will be concerned about the implementation of these new procedures and processes. It is important that you explain the need for these documents and why they will be a key part of building a strong, respectful and supportive work environment. As the staff have varying levels of education and the bookkeeper’s first language is not English, ensure your email is written in plain English so as to be easily be understood by all recipients. The staff (your assessor) will provide you with feedback, which you should incorporate into your documents. Attach the following to the email.
|
5. Revise your workplace documents.
| Update your code of conduct and policies and procedures, incorporating feedback that you have received from staff. Save these documents as:
|
6. Send an email to staff (your assessor)
| The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style. The email should summarise the feedback that was provided and how this has been incorporated into the revised documents. As the staff have varying levels of education and the bookkeeper’s first language is not English, ensure your email is written in plain English so as to be easily be understood by all recipients. Attach the following to the email:
|
Homework Task 3: Networking and professional development project
1. Identify networks and professional development opportunities.
| Research at least three networks that may be relevant to yourself in the role of General Manager of Accountancy Victoria. This could be an association for managers or a local business network. It could also be a Facebook Group set up specifically for managers. You will record these networks/events in the next part of the assessment. For each of the networks that you have selected, identify events provided by the network over the next 12 months. Identify at least 4 events that are of interest to you in the role of General Manager of Accountancy Victoria and that would be of benefit to the team and/or company. Bear in mind that when you complete your networking and professional development plan, one of the opportunities that you identify must be a networking opportunity that you participate in and report on as part of this assessment task. This networking opportunity can be something as simple as identifying and reviewing a relevant LinkedIn group or participating in a free webinar. You should also include at least three other professional development opportunities that will assist you to develop and maintain your skills to ensure effective internal and external workplace relationships, Make notes to use in your Professional Development and Networking Plan. |
2. Develop a professional development and networking plan.
| Complete the Professional Development and Networking Plan Template for the next 12 months. You will need to complete the plan in full to show the details of the networking events and professional development opportunities you have identified are relevant to the role of General Manager of Accountancy Victoria. In particular, the plan should include the development of skills to address internal and external relationships. The plan should show full details of the networking event, including the name of the event, where it will be held, date and time and the cost of the event. You should also provide a brief description of the expected benefit to yourself (in the role of General Manager), as well as for the team of staff that you are responsible for in the role of General Manager of Accountancy Victoria. |
3. Participate in, and report on, a networking opportunity.
| Participate in a free networking opportunity that you identified in your plan. You will need to obtain evidence that you have completed the activity, such as a certificate of attendance, and email confirming your attendance, etc. After you have participated in the opportunity, complete the Networking Report Template. All of the documents you submit must be in clear and concise English and submitted by the date advised by your assessor. |
4. Send an email to your assessor.
| The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style. It should introduce and summarise the contents of the attachments. Attach your networking plan and networking report to the email. |
Homework Task 4: Managing workplace difficulties project
Carefully read the following scenario.
| It is six months later at Accountancy Victoria. A new intermediate accountant has been employed and there has been some friction. The new intermediate accountant’s name is Ammar and he practices the Muslim faith. One of the senior accountants, Tiffany, has been with the business for three years and always gets along very well with her co-workers, but Tiffany has taken a disliking to Ammar as he refuses to shake hands with their female clients when they come in for meetings. Tiffany and Ammar do a lot of work together and are required to work closely. It has become apparent to everyone in the office that Tiffany dislikes Ammar and believes he is sexist towards females. Ammar has come to speak to you to tell you that he feels Tiffany is being very rude to him, especially in front of clients. He has explained to you that he cannot shake hands with females as direct contact with a member of the opposite sex who are not directly related conflicts with his religious beliefs as physical contact is not allowed. He tells you that it was never an issue at his previous workplace and he is very upset that Tiffany thinks he is sexist and he has had enough. You have told Ammar that you take this very seriously and you would like to help him and Tiffany resolve their differences and you will get back to him shortly about the matter. |
1. Develop an action plan to resolve the conflict.
Before you commence this assessment:
Send the action plan to your assessor. |
2. Meet with Tiffany to discuss the issue.
| Have a meeting with your assessor who will play the role of Tiffany. Provide constructive guidance and support to Tiffany but focus on how it is affecting the workplace and discuss the code of conduct, legislation that governs the issue around equal opportunity and discrimination. At the meeting you must:
|
3. Send an email to Tiffany and Ammar inviting them both to an informal resolution meeting.
| The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style. The email should suggest a suitable date, time and location for the meeting and a summary of what will be discussed. |
4. Conduct the meeting to resolve workplace issues.
| Your assessor will play the role of Tiffany and will arrange another student to play the role of Ammar. You need to act as the facilitator and guide the meeting proceedings in a supportive manner for both parties without bias. Announce the intention of the meeting, and then direct each party to share their thoughts and feelings. Provide guidance, counselling and support to both parties and discuss and confirm the resolutions they have both come up with together before closing the meeting. |
5. Send a follow up email to Tiffany and Ammar.
| The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style. It should summarise the meeting and the solution(s) agreed to. The email should be sent within 1 day of the meeting. |
Q1. Identify five ways in which workplace systems and policies and procedures can assist in building effective relationships
Q2. 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.
Q3. 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.
Problem-solving strategies are helpful to exert regulation upon the working environment. Workplace policies are another important aspect that helps to increase communication between stakeholders and resolve issues. As stated by Boulle and Field (2017), dispute resolution policy helps to establish a better connection between the client and the organisation. On the other hand, grievance policy helps to mitigate issues related to goods and services delivered by firms to their customers or staff. Diversity policy helps in making unity within business areas, and communication policy helps to make communication clear and mitigate issues and foster better work area relationships.
Conflict resolution techniques that are used by the firm to mitigate workplace conflicts as follows
Q4. 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.
Purpose of workplace code of conduct is to make working harmonious where workers can work with greater capability and interest. As stated by Dhiman et al. (2018), the development of effective organisational culture is another important purpose of workplace code of conduct. Code of conduct fosters a harmonious workplace by ensuring employees growth and development. In addition to this, it helps in developing positive relations between employees where they work with each other and solve issues cooperatively. It basically fosters better communication that in terms, helps to deliver actual messages and eliminate the conflicts.
Q5. 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.
Networking helps in the development of a better working area and helps in the improvement of productivity. The three most important reasons are as follows:
Q6. 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.
Q7. Explain the value of consulting with employees on topics such as workplace issues, innovation, diversity, work health and safety, and professional development.
Consulting with the employee regarding the topic of workplace issues, work health and safety, innovation, diversity, and professional development are as follows:
Q8. 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.
The modern awards require consultation with the employees by employers. This is done only in the circumstances when an organisation is trying to change certain processes, production and policies. As stated by Khalid and Nawab (2018), employee participation is necessary for the engagement of employees with the business process. The step of the consultation process is as follows:
There is a certain requirement needed for the consultation process; these are as follows."
Task 2: Policies and procedures development project
Q1. Develop a Code of Conduct.
Code of conduct is necessary to increase the awareness of employees towards organisational policies and help them to develop a suitable organisational culture. Development of the entire process of code of conducting us as follows:
Introduction
The primary purpose of the development of the staff's code of conduct within Accountancy Victoria is to create ethical responsibility within the staff and provide them with advice regarding ethical standards within the firm. Regulation and control of the behaviour of staff and employees, their operation and working relationship are other purposes of code of conduct within Accountancy Victoria.
Scope
Code of conduct can help to establish a specific set of rules and norms for employees under which they are found to carry their job role. As opined by Dhiman et al. (2018), workplace spirituality and employer’sfulfilment are necessary for the achievement of organisational goals. In this respect, the code of conduct helps to protect the rights of workers and give them a safe working environment.
Details of behaviour
Code of conduct helps to set ethical behaviour of employees such as trustworthiness, politeness, honesty, reliability and security. Professional behaviour such as showing compassion for others, respect towards others, team work, cooperation and unity are also developed with the implementation of code of conduct within an organisational area. As stated by Dwyer and Hopwood (2019), business communication is necessary for the resolution of any type of conflict within a business house. Hence, development of communication skill (Especially cross-culture communication skill) helps to mitigate conflict between staff within Accountancy Victoria.
Conflict of interest requirements
Personal interest is to achieve success in the career while the company interest focuses on the achievement of production goals. It is necessary to mitigate conflict of staff whether to achieve personal interest or company interest.
Gifts, benefits and hospitality
Under the code of conduct, accepting gifts is sometimes ethical within the hospitality services to provide honour to customers. In certain aspects, staff should avoid taking gifts in order to reduce the incidence of impartiality in hospitality services. Under certain aspects, employees and staff have to be more conscious about taking gifts and benefitting from clients.
Outside employment
Employees can consult the matter with outside employees, but they have to be aware of the use of organisational resources. Employees are not accepted to use organisational resources for their personal benefit after all, along with the utilisation of the company's working hours.
Media use
Staff should not use social media to say something about a company that can impact the public image of the company. Social media can be used for relationship marketing and brand awareness only.
Q2. Develop Workplace Communication and Consultation Policy and Procedures.
Organisational policies and procedures are necessary for the development of workplace communication mechanisms, along with the development of the way staff can provide input to work related aspects. Development of policies and procedures are as follows:
Purpose
The primary purpose of the development of communication policy and the procedure is to make employees aware of their responsibility and foster teamwork along with collaboration.
Scope
The policies can be applied to the employees working within the organisational boundary. For example, workers are expected to follow safety procedures while working with difficult equipment or chemicals.
Communication strategies
Different types of communication strategies are used in organisations to develop organisational culture (Gochhayat et al. 2017). Both verbal, nonverbal, face to face communication and written communication processes can be used in the organisation to communicate with different types of stakeholders. Frequency of the communication process would depend upon the needs and requirements of staff. The firm can use four different communication strategies; these are as follows:
Communication protocols
The primary purpose of the minutes of the meeting is to make staff aware of the organisational business process. It helps to keep a good record regarding the business model and make better decisions to achieve success. In the formal meeting, employees are asked to join the meeting process and keep the record for all who are unable to join the meeting. In the minutes of the meeting, employees are given the opportunity to write down all the things discussed in the meeting process. Before taking a meeting, it is necessary to share the agenda that consists of different areas that would be covered in the meeting process. Confirmation of meeting details are sent to the chairperson for approval of the meeting minutes.
Consultation process
Three most important consultation mechanism are as follows:
Q3. Develop Dispute Resolution Policy and Procedures.
Dispute resolution is necessary within the organisational context to achieve success and mitigate issues. The process is as follows:
Purpose
The purpose of this documentation is to make stakeholders aware of the importance of resolution of work-related problems.
Scope
Employees and volunteers can apply the dispute resolution to achieve organisational success and establish better relationships. Employees and volunteers are expected to follow all the rules and policies to mitigate issues in a proper manner.
Constitutes of dispute resolution
Dispute resolution refers to the specific set of processes used to mitigate any form of claim, disputes, negative outcome and conflict between parties (Fair Work Ombudsman, 2021).
Responsibility of the manager
Responsibility of staffs
In the dispute situation, employees turn into supervisors that allow them to easily identify and analyse the issues. They apply the internal process of dispute resolution by fostering better communication instead of using external methods of communication to resolve disputes.
The process
Under the Fair Work Act 2009 (F.W.F.W. Act), dispute resolution has several stages; these are as follows:
Q4. Send an email to staff (your assessor).
Date: 2nd February 2021 Subject: Required feedback from employees regarding the summary of new process and procedure Dear employees, This is to inform you all that management has changed workplace policies, system and procedure for better handling of workplace operation. It is necessary to inform you all that development of code of conduct would create ethical responsibility within the staff. In addition to this, an explanation of personal and professional behaviour is necessary to handle different types of operation processes by employees. Workplace policies and consultation processes are important not only to manage ethics and moral value of a firm, but it is also required to introduce organisational change. Implementation of a proper communication system would help to mitigate any form of disputes and conflicts. Hence, all the employees are requested to provide feedback regarding the implementation of new procedures and policies within the firm. Best Regards and Thanking You, General manager Accountancy Victoria |
Q5. Revise your workplace documents.
As per the feedback provided by staff and employees code of conduct, workplace communication strategies, consultation policy and procedures and dispute resolution procedures have been updated.
As per the updated code of conduct, employees can receive gifts and benefit from clients. In addition to this, both non-verbal and verbal communication have been incorporated so that in certain cases where it is not possible to communicate verbally, nonverbal can be carried out. Under the consultation process, employees would be given first priority to take part in the organisational decision-making process. In the dispute resolution process, digital technology (like CCTV footage) can be used as proof against any type of issues. Leaders are also given the responsibility to handle the disputes along with the manager.
Q6. Send an email to staff
Subject: Required feedback from employees regarding the summary of new process and procedure Dear employees, This is to inform you all that management has changed workplace policies, system and procedure as per the feedback provided by staff. Feedback has been provided to incorporate nonverbal communication policies within new procedures. In addition to this, employees have been required to accept the firm to take any type of gift and benefit from clients under certain instances. These two aspects have incorporated. In addition to this, the role of leaders has been implemented in the dispute resolution process who know better staffs than managers. Employees value have incorporated, and it has been implemented for staffs to take part directly in the organisational decision-making process. Best Regards and Thanking You, General manager Accountancy Victoria |
Q1. Identify networks and professional development opportunities.
As a general manager, it is substantially important to engage in networking. Networking is relevant to the general managers as these events significantly help in identifying new career opportunities and building a successful career plan. As a general manager, it is essential to consider engaging in networking as professional networks can act as a powerful tool for the operations of businesses. There are certain events that are necessary for managers to attend. Different types of networking can be,
Personal networking
Personal networking can be considered as a process of developing relationships with people or groups with whom a person has similar interests. Personal networking is mainly encouraged by large organisations. These events help in improving the social skills of business professionals.
Operational network
The businesses engage in operational networking to ensure cooperation and coordination among the people who have to trust each other for conducting daily tasks. These events are beneficial for creating an effective relationship with the employees. Effective organizational relationships can be created through these events.
Strategic network
The strategic network events help businesses to share their strategic thinking with each other. Businesses are also able to know about new ideas in a strategic manner.
The benefits of the chosen events are, such as,
Q2. Develop a professional development and networking plan.
| Details of Professional development and networking opportunity | Type | Date/s | Cost | Expected benefit to self | Expected benefit to the team |
Melbourne Accounting Research Seminar Venue: Deans Boardroom, 198 Berkeley St. Carlton, Vic | Industry networking events | 23rd October 2020, 4 PM- 5:15 PM | $100 |
| The team will be able to gain knowledge about the learning gained from the seminar. |
Management Accounting conference-CPA Australia Venue: Crown Palladium, 9 Whiteman Street, Southbank, Vic | Conferences in the industry sector | 3rd November 2020, 10 AM- 3 PM | $500 |
|
|
Financial and Basic Accounting Principles for Project Managers Venue: Regus – Melbourne 120 Collins Street Level 31 & 50, 120 Collins Street Melbourne, VIC 3000 Australia | Industry networking events | 19th February 2021, 9:00 AM | $ 974.11 |
|
|
Excel Data analysis in Finance Venue: Regus – Melbourne 120 Collins Street Level 31 & 50, 120 Collins Street Melbourne, VIC 3000 Australia | Industry networking events | 22nd March 2021, 9:00 AM | $ 488.70 |
|
|
Q3. Participate in, and report on, a networking opportunity.
Title of networking activity: Melbourne Accounting Research Seminar
Date: 23rd October 2020
Time: 4 PM- 5:15 PM
Duration: 1:15 Hours
1. Provide a brief overview of the purpose of the networking activity.
The purpose of the networking activity was to improve the knowledge of the attendees regarding financial decision making. It is imperative to consider that in financial decision making, data can play a major role. It is important to consider that variable compensation is a significantly important aspect for businesses as variable compensation determines the actual value which a company is providing to the employees based on employee performance. From this networking event, it has been attempted to analyses the role of variable pays on the performance of the employees. Through this networking event, the interdependence of incentives and delegation of decision rights has been discussed. As variable compensation is beyond the annual pays of the employees, it is imperative to consider its effect on the production level. This seminar also attempted to shed light on the relevance of the role of delegation on the compensation provided to the employees.
2. What did you most like about networking activity?
This particular networking activity has been crucial in analysing the relevance of variable compensation and its accounting sides. The event was conducted remotely via Zoom which ensured that all the attendees were able to maintain social distancing. During the session, all the attendees were able to communicate with industry leaders. It is imperative to consider that the subject of the seminar was closely related to accounting, however, it is a highly underrated subject which helped in gaining insights about the relevance of variable compensation. It is essential to consider that people attending this event came from different industries which helped in providing insights about the experiences of people from these industries. It is also crucial to consider that the session significantly focused on discussing the production setting and delegation of decision rights to the employees. The effect of this compensation on the performance of the employees have been discussed as well. From this seminar, it was evident that delegation also plays a major role in the performance of the employees.
3. What did you least like?
The most problematic aspect of the meeting is that the meeting was organized remotely through Zoom. The Zoom meeting helped in maintaining the restrictions regarding social distancing. However, the lack of human interaction was present in the activities. People attending the events could not communicate face to face which reduced the effectiveness of communication. the duration of the seminars was also very short which was problematic as most of the people thought that there are certain areas in which they needed more interactions. The seminar also did not suggest any steps for the organizations to ensure that they are able to strike a balance between delegation and providing compensation to the employees.
4. What benefits did participate in this networking provide to you?
5. What benefits do you believe that participating in this network could provide to a workplace team?
Networking knowledge: This networking event can help the workplace team to create their personal networks. They can also attempt to improve their relations with others based on effective communication. The team can also engage in operational networking.
Engaging in an insightful conversation: Communication is the key to gaining knowledge about the professional world. Hence, for a workplace team, it is beneficial to participate in such events. The workplace team can speak with industry leaders which can help in gaining knowledge.
Academic opportunities: Even if a team is substantially experienced, they need to learn for growth. The workplace team attending this seminar can be helped by gaining insights about the academic opportunities regarding delegation and employee incentives.
Improving professional knowledge: The workplace team can experience a significant level of professional interaction which can help to improve the professional knowledge of the team members.
Q4. Send an email to your assessor.
Address:
City:
Zip :
Date:
Subject: My networking journey
Dear Sir,
I have identified opportunities for networking events for the next few months which can help me gain knowledge as a general manager. My chosen events have included industry networking events and conferences in the industry. One of the events has focused on suggesting the relationship of decision rights and variable compensation at the workplace. Another event organised by CPA Australia focused on providing insights regarding leadership and technical skills required for bringing positive change. Another event focused on providing insights into the basic knowledge of corporate accounting. The last event has attempted to shed light on the tools and techniques of MS-Excel.
I participated in the networking event organised by the University of Melbourne. The subject of the event was focused on decision rights and variable compensation at the production level. The events have been enriching for me as I gained knowledge about the performance compensation system on the production level of the businesses. I was also able to improve my personal and operational network through these networking events. The said event has also helped me in incorporating changes in my professional and personal lives. The interdependence of variable compensation and delegation helped me in gaining insights into the relevance of delegation. My networking plan and report has been attached to this email.
Best Regards and Thanking You,
General manager
Accountancy Victoria
Task 4: Managing workplace difficulties project
Q1. Develop an action plan to resolve the conflict.
| Issue/Need | Impact on workplace | Actions to resolve | Outcomes | Timelines |
| The issue demonstrates a lack of knowledge among Tiffany and Ammar towards the cultural beliefs of each other. | Could lead to reduced productivity and morale | Cultural and diversity awareness workshop | Increased knowledge among workers towards the cultural backgrounds, beliefs and values of colleagues and increased mutual respect | Every 6 months |
| Could lead to workplace discrimination complaints | Have a formal conversation with Tiffany and notify her politely about the Equal Opportunity Act and how the dispute could potentially affect her performance and productivity in the workplace | Improved awareness of the concerned party towards what the firm’s professional expectations are from her when interacting with other workers | February 13, 2021 | |
| Negative influence on individual performance of Ammar | Setting clear expectations and communicating them to the concerned party | The concerned party will have enhanced understanding of their job role, responsibilities and duties | February 16, 2021 |
Email Inviting Tiffany to a meeting
To: Tiffany
Dear Ms Tiffany,
Please be informed that I have been notified of the differences between you and Mr Ammar and we are taking this issue very seriously. I, as the general manager of the firm, would like to invite you to a formal meeting to discuss the issue and come up with a resolution that could resolve the differences. We appreciate both you and Mr Ammar as individual and loyal employees and would very much like to ensure that the work environment is positive, accommodating and motivational for the both of you. Your attendance is expected on the coming Saturday (February 13 2021) at 11 A.M. in the meeting room and would be very much appreciated.
Best Regards and Thanking You,
General manager
Accountancy Victoria
Q3. Send an email to Tiffany and Ammar inviting them both to an informal resolution meeting.
To: Tiffany and Ammar
Dear Tiffany and Ammar,
Kindly be informed that we wish to hold an informal meeting to come up with a dispute resolution tactic to resolve the individual differences that you have had. We plan to foster better communication along with and among both of you so that all concerned parties get the opportunity to present their sides of the story. I, as the general manager of the firm, would be responsible for mediating the meeting and ensure that we can effectively identify, analyse and come up with a solution for the dispute. You are expected to attend the meeting on 16th February 2021 at 11 A.M. in the meeting room. Your attendance is highly sought for and would be very appreciated.
Best Regards and Thanking You,
General manager
Accountancy Victoria
Q5. Send a follow-up email to Tiffany and Ammar.
To: Tiffanny and Ammar
Dear Tiffany and Ammar,
As per the discussions we have had, we had been able to come up with a solution for the past dispute. As we agreed, the dispute was a result of misunderstanding and the lack of knowledge of you towards each other’s cultures. Seeing how this issue affected both of your performance and productivity and may happen between other staff members in the future, we have decided to host a cultural and diversity awareness workshop half-yearly within the organisation. We hope that this workshop will offer us all with the chance to know each other better and share an effective and positive professional, as well as, interpersonal relationship.
Best Regards and Thanking You,
General manager
Accountancy Victoria
Login
Pages: 4
Words: 890