Assessment 1

1. Detail five benefits to an organization for developing and implementing work place policies.

1. Expectations are set

Employers are committed to the values and mission of the company because of policies and procedures. Standard of behaviour and performance of employees are also set.

As a result, expectations are set for employees and defined by the policies and procedures.

2. Accountability of the management

Policies and procedures are implemented to set standard for the employees, also policies and procedures help to set standards for managers of a business as well.

With the help of this, managers get the guidance. This also provides with the transparency to the workforce as well, as they will get to know about the standards expected by their managers and what they can expect in turn from them.

3. Compliance with the law

There is regular review of the policies and the procedures. For example: an employer will be assisted with health and safety policy while communicating about the obligations to provide a safe workplace.

4. Will help in defending against employee claims

An employer can defend against legal clams if he/she is assisted with up to date policies and procedures.

5. Employees must know where to turn for help

Policies and procedures helped the employees to know where they can turn to for help.  Process will be set out by the policies and procedures to know the about the options available for how any grievance can be addressed in the workplace.

2. Explain the purpose of the following Acts and explain why it is important for ensuring effective workplace relationships:
   • Age Discrimination Act 2004
   • Disability Discrimination Act 1992
   • Fair Work Act 2009
   • Racial Discrimination Act 1975
   • Sex Discrimination Act 1984

Age Discrimination Act 2004- The act came into existence on 1st October 2006. The Regulations is applied to all employment and vocational training. It is against the law to discriminate, harass any job applicants, employees or trainees on the basis of their age. The main motive of Age Discrimination Act 2004 is to protect people from age discrimination.

Disability Discrimination Act 1992- It is against the law to discriminate a person because of their disability.  When a person is not treated favorably because of his/her disability, or not given the same opportunity as others, then it is a disability discrimination.

Fair Work Act 2009- The safety of minimum entitlements are provided, it also enables the flexible working arrangements at workplace and also provides fairness at work by eliminating the discrimination.

Racial Discrimination Act 1975-This act ensures that people of Australia from all the backgrounds are treated equally and also have the same opportunities. It is against the law, under this act if anyone is treated unfairly. This act promotes equality as it is unfair to discriminate someone on the basis of their color, race or nation.

Sex Discrimination Act 1984-It is a law that makes it unlawful to discriminate someone on the basis of their sex, marital status, pregnancy.

3. What steps should be used to identify and resolve the problems at workplace and to promote effective workplace relationships.

• Identification of the source of the conflict
• Looking beyond the incident
• Requesting for the solutions
• Identification of solutions both disputants can support
• Agreement

4. What conflict resolving techniques can be used to support effective workplace relationships?

Listen, Then Speak Out

Listening to the employee’s issue is the most important step in resolving the conflicts. One should listen carefully and then speak out.

Gather the Group

As a leader, all the parties should be invited in a meeting to discuss over the issue. A meeting should be arranged for the involved parties. Everyone should be given a chance to speak: to hear their sides and also to understand.

Be Impartial

As a leader, never be impartial to anyone.

5. Explain the purpose of a workplace Code of Conduct and how it can assist in ensuring a harmonious workplace?

Behavioural and ethical standards for employees can be established with the help of code of conduct. Value of the organization can be only established with an effective code of conduct. The main motive of the conduct code is to give the detailed knowledge of what is the most legal and ethical behaviour expected out of the business.

6. Why networking, as well as external contacts leads to a more productive and effective environment at workplace?

Get accesses to job opportunities- new opportunities will knock the door if the business expands their contacts. When the new opportunities like new job openings increase are there when there is active networking.

Interconnected business contacts- more knowledge: Exchange of knowledge can be done through networking broader access to new information can be achieved through wide network of interconnected contacts

Get career advice and support- it is important to gain the advice of experienced peers. Discussion of common challenges and opportunities can help in having valuable guidance.

7. What are the two examples of barriers to effective interpersonal communication and two communication strategies which is implemented at work to ensure effective workplace communication?

Effective Communication Barriers:

The use of jargon

Emotional barriers and taboos- It is difficult for some people to express their emotions. Topics that are difficult are not only limited to politics, religion, disabilities, sexuality and sex, racism

Effective Communication Strategies at workplace:

1. Give Your Undivided Attention. Offer full attention to people when in the meeting conversation gets devalue when there is lack of focus leading people to tune out.

2. Take Time to Listen. Conversation should not be monopolized. After some time, Avoid fluff and fillers and be frugal with the words. After an important point take a pause to take question.

 

8. Explain benefits of implementing adversity policy and procedure to an employer.

Doors are opened for business with the help of language skills

There’s always an obstacle when there is language barriers and cultural differences. When a company hires people from different culture and language it helps a company to work on a global level.

Talent pool grows

A wider range of candidate can be attracted with a company who embraces diversity. The chances of finding candidate increases as the number of applicant rises for each vacancy.

9. What is the value of consulting with employees on workplace issues?

If employees are clear about their duties, obligations and rights then they can perform better. It is important for the management to communicate with the employees, and they also need to exchange the information for effective working at a workplace.

10. Explain the requirements under Modern Awards to consult with employees,

For systematic and well managed consultation process, it is to require to consult with the employees for ensuring the employees that they have right to information under Modern Awards.

According to Fair Work Act, employees must get consultation under following circumstances:

1. Change in the way of work process or system.
2. Identification of hazards, and evaluation of risk arising from workplace.

iii. When changes are made in the workplace, which might affect the employee’s health.

The steps of consultation process are as follows:

Step 1: Providing information about the topic and the consultation process to employees.

Step 2: Communicate with employees and ask for their feedbacks.

Step3: Maintain the records and review the conversation and then discuss it with the employees or the representatives.

Assessment 2

1. Develop a Code of Conduct

Introduction

Most of the companies promotes the values that includes integrity, honesty and trust. Code of conduct is as importantas the code of ethics. Employees need to follow the written rules and principles, is the main purpose of code of conduct.

Scope

The scope is the effective implementation of the accountancy Victoria. Code of conduct also helps in assisting the vendor fellowship. Stakeholders and management.

Details of expected personal and professional behaviour

Encouragement of ethical behaviour at work helps in building a strong team and also helps in raising the productivity. It helps in maintaining reputation for strong values.

Clear expectations are set

Code of Conduct of Accounting Victoria organisation should define employee’s expectation. This includes how employees interact with each other and customers as well.

Reward good behaviour

Ethical behaviours, such as when an employee’s put his/her personal interest behind to do best for the client, they should be rewarded and be an examples for others.

Training

Holding workshops and regular training should be provided on how to ethically solve the problems.

Conflict of interest requirement

• Personal interests conflict with Accounting Victoria, should be avoided
• In order to find an appropriate solution, immediately inform the Line Manager about any conflict of interest.
• As soon as considering serving on the board, inform our Line Manager.

Gifts, benefits and hospitality

• Entitlement culture should be created
• Opportunities should be presented with the potential of escalating into bribery.
• Reporting of all reportable gifts and benefits that are accepted while on the official duty.

Use of social media

• Answer question of the people– whether it is directly related to your business or not
• Take part in the conversation on a particular topic
• Genuine and relevant comments should be left on the selective blogs
• Promotion of other’s businesses and cause

2. Develop Workplace Communication and Consultation Policy and Procedures

For Accountancy Victoria is really important that the employees must have all communication between the company and employees, so Consultation and Communication enables Accountancy Victoria to meet organization and also have the legal requirements which is based on the consultation and it also ensures that  all workers should have a genuine opportunity which can effectively participate in decision making on the matters which are highly affected to their health and safety. To do effective this document, the meeting is going in 11^th May 2021 at 5:30pm, to discuss any point in the Code of Conduct. After feedback from workers, it was agreed that:

The Accounting Victoria is committed to a high level of pro‐active Work Health and Safety (WHS) management in line with the organisational vision of recognition as a leader in Human Resource Management. In order to facilitate that this organization is quite dedicated towards the provision of the communication and the consultation system which also allows the following:

• To the provisions that are quite and clear and also have all the information about WHS that are relevant to the workers, and also have their representatives and the duty holders so far as is quite reasonably practicable.
• There is a provision of systems which also facilitates the worker for their participants and their representations.

There are key elements related to the Council’s consultation and the communication system as follows:

• Procedures for the communication and consultation
• There is a survey process for WHS Employee

Communication strategies

Communication strategies can be verbal, nonverbal, or visual. It also led in integrating all the strategies that have been chosen together, these strategies will help in achieving the great success.These strategies also help the business to meet the requirements of the employees and also helps them to gain the proper knowledge of their workplace.

Organization has to review the consultation with the help of the related workers and the subject of areas in which they are experts and can do their tasks within.

• In order to identify the opportunities which can led to the continuous improvement the effectiveness of the policy and the procedures need to be supported.
• Adherence to this policy and the supporting procedures and take appropriate action where non‐ compliances are found

Communication protocols

• Always encourage the participation of the employee.
• Integrate interests;
• Broaden perspectives and change attitudes;
• Improve decision-making; and
• Always motivate and commit the participants according to their course of action.

Responsibilities

• Management is accountable for checking that adequate resources are identified and provided to enact this policy and supporting procedures effectively.
• These supervisors and the managers are also responsible for bring these policies and the procedure in the attention of the workers who are affected and also monitoring them by supervising their activities
• Both supervisors or the managers are responsible to keep a track or checking that all the staff had proper training to do the activities according to these policies and the procedures.
• Staff is accountable for adhering to the requirements of this policy and supporting procedures, and reporting any inability to do so to management at the earliest opportunity

Consultation process

• Open meetings where stakeholders are invited to come to an open meeting or a series of meetings
• Surveys where stakeholders are invited to complete a survey (paper or online type)

Always focus on the groups which can help in selecting the cross selection if the stakeholders

3. Develop Dispute Resolution Policy and Procedures

Puropose

Good work relationship and wellbeing of the staff is the main concern of the company. The following procedure is to be followed:

Scope: Completion of his/her probationary period.

• Calculating services
• Security of employment
• Assistance in education
• Staffing

Procedure

It is the right of the employee to be accompanied or two members of the professional staff are represented.

After the application of this policy, human resource is available.

The reason which gave rise to the disputes should be summarised and signed by the employees.

English can be used by the employees.

No technical error shall affect the validity of the dispute.

4. Send an email to staff

To: Staff

From:

Subject: Regarding workplace documents

I would like to state that all the relevant workplace documents, code of conduct, workplace communication and consultation policy have been attached with the mail. Kindly go through it ones and share your reviews

Regards

General Manager

Revised Dispute Resolution Policy and Procedure Plan

Purpose of the policy

Supporting a mechanism can help in effectively resolving the issue, disputes as well as the misunderstanding in a workplace is the main aim of the dispute resolution policy.

The policy will help in reflecting the goal of the business in relation to making sure that the employees are taken care very well.

Alternative dispute resolution (ADR) gives the opportunity to work to the parties who are in disputes. It is cost effective and faster than going to the court, as it saves time and cost.

The main motive of dispute resolution is the exchange of information.

Scope:

• Completion of his/her probationary period
• As a member of regular and academic staff, has been hired by the university.

What contributes a dispute?

Descent between two or more parties is known as dispute. Disputes can take place due to many reasons. The most common reason for a dispute is money, property, family relations and many more.

It is the responsibility of the employer to have a clear and written procedure.

Manger’s responsibility in dispute:

Managers should make sure that employees are being addressed effectively.

It is the role of a manager to communicate in an effective manner and must respect the employees. Conflicts will be presented with the help of managerial responsibilities.

Employee’s responsibility in dispute:

It is the responsibility of the employee to make sure safety and well being of the employees.

The dispute will be handled by the following process:

It is the term which is referred to the various process which is helpful in resolving the conflict or any other dispute.

6. Send an email to staff

To:  The Staff mambers

From: General manager

Subject: Regarding the modification and revision of the documents

Dear staff members,

I am sending this email to you to inform you that on the basis of your feedbacks regarding the,

• Code of Conduct
• Workplace Communication and Consultation Policy and Procedures
• Dispute Resolution Policy and Procedures

We have modified and made the changes as preferable for you, in all these documents. On the basis of your feedbacks, better communication strategies has been introduced. Codes of conduct are made more flexible and easier to follow and disputes are resolved in much better way in this new procedure plan.

So, I want you all to go through these revised documents once and share your further thoughts and views regarding it.

Thank you

With regards.

Assessment 3

Professional Development and Networking Plan notes:

Details of Professional development and Networking opportunity

Participating in professional organization

Cost: $8000

Expected benefit to self:

Enrolling in formal degree programs, courses, or workshops

Expected benefit to team:

Certification, persuation or education programme through educational programme

Approaches to professional development

Cost: $4000

Expected benefit to self:

Prioritizing the technology, new development in your field to be learned, and improvisation in existing skills.

Expected benefit to team:

Improvisation in confidence, organizational goals to be supported, increment in role satisfaction, leadership and management skills needs to be improved.

Increment in duties and responsibilities:

Cost: $5500

Expectation to self:

Essential reference tool is provided to candidate

Expectation to team:

Clarity, alignment and expectation is provided to execute the work.

2. Develop a professional development and networking plan

Professional Development and Networking Plan

Year: 2021-22

Details of Professional development and Networking opportunity	Type	Date/s	Cost	Expected benefit to self	Expected benefit to team
Participation in professional organizations	Formal training/course  Industry networking events  Subscriptions  Conferences in industry sector	8th May 2021	$8000	Higher Internship and job opportunities.   Enrollment in formal degree programs, courses, or workshops	Pursuing certificates, accreditation or other credentials through educational programs
Approaching to professional development	Formal training/course  Industry networking events  Subscriptions  Conferences in industry sector	9thSeptember 2021	$4000	Improve knowledge and skills in order to facilitate individual, school-wide, and district-wide improvements for the purpose of increasing student achievement.	Effective skill-based training allows participants to learn conceptual information or necessary behaviors, practice learning the new information or behaviors, and receive feedback on their performance.
Skill Based Training	Formal training/course  Industry networking events  Subscriptions  Conferences in industry sector	10thDecember 2021	$3000	Keeping up with technology, systems, processes   Learning about new developments in your field   Improving existing skills	·         Improves confidence. ·           ·         Supports organisational goals. ·           ·         Increases job satisfaction. ·           ·         Improves leadership and management skills. ·           ·         Improves customer service and sales skills. ·           ·         Creates mindset shift.
Increased duties and responsibilities in networking area	Formal training/course  Industry networking events  Subscriptions  Conferences in industry sector	11th May 2022	$5500	Provides candidate with an essential reference tool in issues of disputes with their employees.	It provides clarity, alignment, and expectations to those executing the work and keeping our plant running.

 

3. Participate in,and report on,a networking opportunity

Networking report

Title: participating in professional organizations and networking events

Date: 13-09-2021

Time: 11:00 Am

Duration: 3 hours

1. For the enhancement of skills and abilities of the members, entities are organized which are engaged in these activities. Participation in professional association is a mean to enhance the morale of the individual as well as the organization.

1. The thing I like most about the network activity is: job opportunities and higher internship same.

1. Higher rate of cost and expenses is the least thing which is not liked by me.

1. New development in the field are learned and prioritize learning the new technology

1. Improvisation in technology, supporting the goals of the organization, increment in job satisfaction, improvisation in leadership and management skills.

4. Send an email to your assessor.

To: assessor

From:

Subject: Regarding the overview of networking plan and report   

Respected sir,

 This email is sent to you inform that the company is going to opt for networking activities help full for the organization as well as its professional development

Some of these activities are:

Taking part in professional organization approaching for professional development

Training that are skilled based

Increasing the duties and the responsibilities in the field of networking

Thank you

 

Assessment 4

1. Develop an action plan to resolve the conflict

Action Plan

Issue/Need	Impact on workplace	Actions to resolve	Outcomes	Timelines
Underperformance of the new administration assistant, Tiffany	Tiffany has not been performing to the values as the company expects	offer assistance, such as further training, mentoring, flexible work practices or the roles and the expectations is required to be redefined.	Tiffany performed quite well at her workplace.	2 months
Resolving conflict between Tiffany and other employees	As Tiffany is not performing well, it results the displeasure of other staffs	A meeting to review and discuss the employee's performance	Good relation among the employees	2 months
Picking on the person could de-motivate Tiffany	More low presentation by Tiffany in office	Always talk about the that has been identified and not about the person.	Inspiration to the employee	1 month
There are chances that tiffany might feel that there is discrimination and the racisms	It could lead to legal complications from fair work	Ensure that the performance management is done her background	Conflict resolution	1 month

Meeting date: 20-09-2021

Time: 10:00 AM

Participants: Assessor, Tiffany, Ammar

Meeting

The purpose of the meeting: The aim of meeting is to discuss about the issue of not shaking hands with females by Amar, which is considered sexist behaviour by Tiffany. On contrary, Ammar claims that Tiffany does discriminatory act by not respecting his religious belief.

Explain Tiffany what the problem is: The problem here seems like that Tiffany is not aware about the culture of the muslims. Tiffany is being explained that Amar cannot shake hands with females as it is not allowed in his religion.

How this behaviour impacts on the workplace and why it is a concern?

As our country abides to the Fair Act 1999 Anti Discriminatory Act, People from all the different culture and background should be respected as it is our responsibility to do so. Our company may face: legal consequences, disruption in work, decrease in productivity, failure of project, termination.

Solution: a. experienced staff member for four months are attached with Tiffany.

1. Consulting Tiffany
2. Providing training programme for two months.

 

3. Send an email to Tiffany and Ammar

TO: assessor@gmail.com

FROM:

Subject: Performance meeting

This email is written to inform you that there is a meeting on 17 September 20121 in the meeting room.

Kindly let us know about what are your thoughts about your job and how you think you are doing it , and kindly let us know if you need any kind of help to get progress in your position .

Best Regards,

 

4. Conduct the meeting to resolve workplace issues

Meeting date: 20-09-2021

Time: 10:00 AM

Participants: Assessor, Tiffany, Ammar

Meeting

The purpose of the meeting: The aim of meeting is to discuss about the issue of not shaking hands with females by Amar, which is considered sexist behaviour by Tiffany. On contrary, Ammar claims that Tiffany does discriminatory act by not respecting his religious belief.

Explain Tiffany what the problem is: The problem here seems like that Tiffany is not aware about the culture of the muslims. Tiffany is being explained that Amar cannot shake hands with females as it is not allowed in his religion.

How this behaviour impacts on the workplace and why it is a concern?

As our country abides to the Fair Act 1999 Anti Discriminatory Act, People from all the different culture and background should be respected as it is our responsibility to do so. Our company may face: legal consequences, disruption in work, decrease in productivity, failure of project, termination.

Solution: a. experienced staff member for four months are attached with Tiffany.

 

5. Send a follow up email toTiffany and Ammar.

To: Tiffany@gmail.com, Ammar@gmail.com

From:

Subject: Following up on the meeting

Dear employee,

 This email is being sent for summarization and following up the discussed matters which was already talked in the informal resolution meeting .the meeting is arranged on 20 September 2021, in the conference hall at 10 am

The strategies are found with mutual understanding for overcomingthe problems of conflicts

This meeting will be helpful in resolving the conflicts. Kindly feel free to contact me if there is any issue

Kind Regards,

General Manager