Assessment Task 1
Leading
effective workplace relationships
Procedure
1. Read the
scenario and business information in Appendix 1 of this assignment, Coffeeville
employee handbooks, plans and risk management strategies Coffeeville, Coffeeville
other business documentation provided by your assessor.
Scenarios of Coffeville been read.
2. Form a
team assigned by your assessor.
The team has
been formed
3. Plan and
prepare materials for your team to hold a workshop meeting:
a. set the
time and date for the workshop: the time and date of the holding of this
workshop is dated 1 February 2019
b. prepare
the agenda: interview time per individual, contradiction and inconsistency
between interviewed
Follow-up
discussion that needs time
c. approved
the task for team members to contribute to the workshop; as an example,
give the
problem to each member of the team to focus on research.
Note: During
the workshop meeting, each team member should take
responsibility
to lead the discussion and resolution of at least one topic.
Fears her career is threatened by another person also has the potential
to make someone "crush". People who tend to be perfectionists and
feel more ability in the areas of work could also be oppressors. Another
contributing factor is stress. Pressure from the office to show high
performance makes them suppress subordinates or coworkers.
4. Read and analyse demographic data and OHS staff in Coffeeville Annex 2.
4. Read and analyse demographic data and OHS staff in Coffeeville Annex 2.
Of the
Coffeville Staff Demographic Data to watch out for men and women related to
health and salvation is the work of Australian and Indonesian Staff
5. Conduct
research and analysis in relation to the scenario to identify potential
solutions; for example, using PEST analysis tool to consider the risks which
are political, economic, social or technical.
Instinctively, humans have a habit of imitating the behaviour of others
so that the amount and type of the necessities of life will be greatly
influenced by the social environment. Someone who lives in a high economic
environment will be encouraged him to adjust to the social environment even
associated with oppression
6. Law
research, regulations and standards that apply to the scenario; for example,
with regard to:
a. recruitment
and induction: The employment agreement is an
agreement made between the workers / employees and employers or employers. The
agreement contains work requirements, rights and obligations of both parties.
b. industrial
relations and working conditions, including the right responsibility around
flexible work arrangements: Flexibility is necessary to get the attention of a
comprehensive, namely employment policies that respond to the development of
industrial technologies that have an impact on companies who use more machines,
compared to power skilled labour in the production process, thereby reducing
employment opportunities for unskilled labour
c. Health and
safety: the company is obliged to check the health of the body, mental state
and physical abilities and new workers who will be transferred to a new
employer, in accordance with the properties of the work presented to workers,
as well as regular health checks. Instead workers are also obliged to wear
personal protective equipment (PPE) and correctly
d. equal
opportunity and anti-discrimination: any
distinction, exclusion, or preferential treatment on the basis of race, colour,
sex, religion, political beliefs, national or social origin that results negate
or reduce the equality of opportunity or treatment in employment or occupation;
e. issues relating to the environment .:interactional grounding on the
environment (basic to interactive environment) . control over every interaction
on the environment (a tool of control), medium human interactional order with
another human being, in relation to the environmental life
7.
Participate in a team workshop meeting to solve the problems outlined in the
scenario:
a. lead
portion of your meeting and use your initiative to improve
problems and offer
solutions regarding recruitment needs, unskilled or
inexperienced
staff. :
Provide
opportunities for employees to channel ideas and growing company that is
willing to accept ideas and ideas of employees, the award is a token of
appreciation given by the company to its employees. With the award to
outstanding employees, it will make employees more motivated to become better.
The company will not develop without the employees who have the skills and high
working interest.
b. do with
integrity, respect, and empathy to build and maintain involvement, make sure
that you communicate information and ideas in a professional manner and in
accordance with the needs of your audience (for example, sensitive to cultural
diversity and social and specifically what it needs) and in accordance with
organizational requirements for the behaviour: see someone with individual
psychological characteristics that affect a person's ability and help him to be
able to function morally
c. noted in
the discussion: the discussion would be better if the core noting topic
d. agreed as
a team on a plan of action: action plan team would be better if it encountered
an agreement
e. Detailed
meeting minutes .: encounter perfect to be done to complete.
8. Gather
feedback on your performance as a leader in the meeting. Get at least two other
members of your team to complete a copy of a list of observations (Annex 3) :The easiest way to give positive
feedback is when you see employees doing things right and you comment. We train
managers we work to make it a practical thing (praising employees) at least
once every week. Grateful for the work that has been done often create employee
repeating the positive behaviour
9. Please
send all submissions in accordance with the specifications below.
All data have
been made according to the specifications requested.
Assessment Task 2
effective
working relationships lead
1.
give three examples of how work
relationship and cultural and social living environment can support or hinder
the achievement of planned results.
Rules of the Game: Namely the rules in the company (the ropes), any matters which should be
studied by the new employee to be accepted in the organization.
Climate: That feeling that explicitly can be felt from the physical state of organization
and interaction among employees, interaction superiors and subordinates, as
well as interaction with customers or other organizations.
Embedded Skills: That particular competence of the members of the organization in
completing its tasks, and the ability to deliver expertise from one generation
to another.
2.
Explain three techniques to develop a positive working
relationship and build trust and confidence in the team, including
interpersonal styles, communication, consultation, cultural and social
sensitivity, and networking.
·
Develop a positive attitude
·
Treat
everyone with respect
·
More
active heard
3.
Describe three methods and techniques to communicate
information and ideas to three types of stakeholders.
Stakeholder 1: Your manager
Develop relationships outside of
work, Working together for a great purpose, Say thank you
Stakeholder 2: Members you
team: The level of communication
within and between groups become more comprehensive and effective, even in
unfavourable environmental conditions .A stronger commitment towards new goals. The creation of greater autonomy at the level
of the manager.
Stakeholder 3: External
clients: Do
not be selfish, to know them better, do not underestimate the value of a person
with whom you are in touch
4.
Describe the impact of laws and policies on labour
relations.
Provide two examples.
Maintaining Quality of Work, Maintain Production
Quality and Correction to: a) Diversion Method, b) and c Standard Deviation)
Speed (Speed) Works.
5. Line of three methods of problem
solving.
a.
Action
(Act It Out)
This strategy demanded to see what was in trouble and
make connections between components in the problem becomes clear through a
series of physical witnesses or object manipulation. The use of object
manipulation so that the relationship between components in the problem becomes
clear.
b. Make a drawing or diagram
This strategy is used to simplify the problem and
clarify the relationship. To make a picture or diagram, no need to make detail
but quite related problems.
c. Looking for patterns
In principle, the strategy of looking for this pattern
has been known since elementary school. To facilitate understanding of the
problems, students are often asked to make a table and then use it to find
patterns that are relevant to the problem.
6.
Explain three methods to resolve conflict in the
workplace.
self-introspection. That no man is perfect
Evaluating the parties involved. It's important for us to know the parties
involved ..
do Identify the source of the
conflict. As written on the conflict does not
appear out of nowhere. Sources of conflict should be tried
7.
Explain three methods of managing poor performance.
Specificity: Employees need a specification. Specific
information complete with the procedures of good and very helpful directional
stability performance.
Consistency: The information should not contradict
each other. For example, the regular assessment of good, but the annual
appraisal bad. Inconsistencies like this can be unsettling and disturbing
performance.
The time is right: Feed in oppositely immediately
given, so that employees are motivated fix
8. Explain how to monitor, analyse,
and introduced two way increase work relationship
A good salary job safe compact co-worker Respect for the job
Assessment Task 3
1.Read bullying scenario and poor work performance in
the event MacVille in Appendix 1 .:
Scenarios of oppression has been read
2. Gather information about at
least two cases of bullying in the workplace in Australia, and
resolution method. Create a portfolio (no more than 5
pages) information
about the details of the incident and the resolution
that occurred in these cases. As
part of the collection of your information, you should
contact at least one external
people / organizations to seek information about
conflict resolution.
Two
international human rights organizations (HAM) blasted Australia rated
deliberately been ignoring the inhumane treatment suffered by some 1,200
refugees, including women and children, in the South Pacific island, Nauru. Research Director of Amnesty International Australia's
Anna Neistat said failure in dealing with inhuman treatment of those detained
in Nauru, apparently part of a deliberate plan to frighten migrants hoping to
reach Australia by small boats.
"The findings in Nauru is a systematic and
deliberate irregularities. I'm not saying individual cases, but this pattern. I
think it is quite clear and in fact the Australian Government did not try hard
to hide it, "said Neistat.
The refugees said they were afraid, angry, and
desperate. "People here do not have life. We just survived. We actually
like the living dead, "said one refugee woman told the researchers.
Senior advisor Child Rights Division of HRW,
Michael Bochenek, said the refugees suffered routine torture of locals and poor
health services so it always feels suicidal including a 10-year-old child.
Australia did the shipping policy of
forced families with children, children who are unaccompanied, male, or female
to Nauru since September 2012 through a memorandum of understanding between the
two countries. Australia ready to bear all the costs for the detention and the
submission process asylum migrants. The Australian Government has spent
approximately US $ 314 million on operational costs in Nauru in 2015, or about
US $ 350,000 per person per year.
the second case
Sexual crimes against children not only in
Indonesia, but also in Australia. The results of investigations carried
Institution Royal Commission into Child Sexual Abuse Responses to Australia
(RCIRCSA) uncovered thousands of cases of sexual abuse inflicted on children in
Australia. Of the 41 770 cases of sexual harassment were investigated about
4,000 cases occurred in Catholic institutions, such as Catholic schools or
boarding schools, orphanages, churches, and others.
Data revealed by the Royal Commission last week
is certainly very hurting a heart. So, naturally when the Australian community
was shocked, because in their country turns out there are tens of thousands of
children who are sexually abused. In the results of investigations revealed,
more than 1,800 people unexpected as sex offenders with an average age of 10.5
years of age victims for girls and 11.5 years for boys.
Courage Royal Commission openly reveal
investigative work is reaping appreciation from many quarters. Apart from being
uncovered "iceberg" cases of child sexual abuse in Australia are very
large in number, the commission also dare reveal the dark side of religious
institutions which have tended to be sacred.
Not only in Australia, in any country when
casessexual harassmentoccurred at religious institutions, many people tend to conceal it.
There is no courage to disclose publicly, as it will damage the reputation of a
religious institution. But the Royal Commission conducted this time is really
unexpected.
With the number of victims interviewed
witnesses as many as 8,000 more and the investigation period of about 5 years,
found the Royal Commission would be accountable. The results of this
investigation difficult to argue, because the data are comprehensive and
include examples of sexual harassment cases were found in the field.
The resolution must be done to accept asylum seekers
for the first case.
The second case is arresting the perpetrators of
sexual abuse and give him a prison sentence to be a deterrent
3. Complete details of the problem of performance in
the first half of conflict resolution form a plan (Appendix 7).
Its been answered in Table number 6
4. Meet with your assessor to determine and assign the
role to play the role (Jas, Ed).
The essence of this case is Jas rebuke because with
inappropriate attitude ED due to the effects of drunken carousing. Even ED has
posted a picture on Facebook to satirize Jas. Jas so offended.
Jas: Hey Ed, you are really outrageous even beyond the
limit
Ed: What do you mean, huh?
Jas: You're right that's indecent to upload photos to Facebook?
Ed: Then you angry? It's worth you get
Jas: you're so drunk. However, should your brain
Ed: for what? Feel it occasionally let me know I have
to tell ignorance flavour
Jas: please delete the photo on Facebook embarrassing
Ed: Okay because you're already begging. I will not
continue this debate
5. Carry out role-play. During role-play, Discussing
the issues and demonstrate maybe measures, including support for colleagues,
and:
a. refer to you for social
discussion, ethical and business standards
b. discuss policies and
procedures(five extracts of MacVille simulation
Business: Appendix 2 to 6)
c. make a decision about an
action, such as referrals to other personnel and
the time frame.
a. refer in discussions to social, ethical and
business standards
Shu: You know the business standards also ethical
values that exist in the company Macville?
Jodie: what is it? Bias you explain?
Shu: ethical code imposed by Macville is Everyone
should be treated with care. even when no fault dismissal must be realized
their behaviour
other people. Then also There is an agreement about
what is appropriate behaviour in the workplace.
Jodie: then how the social field, Shu?
Shu: avoid that His name suppression is the main
thing.
Jodie: such as whether the business standards they
apply Shu?
Shu: has a duty may protect personal data. It is a
very vital thing in their eyes
b. policies and procedures
Jodie: Shu, I want to ask about policies and
procedures that existed at the bias Macville you explain?
Shu: The main point is to have a policy to protect
personal data. Then for the procedure is had limits on your browser's cookies.
Even his email address included IP held secret.
c. a decision on the action
Jodie: You know what action is taken Macville
Shu: action on whether?
Jodie: protection of personal data of course
Shu: they use session cookies that are not permanently
his. Therefore his web will not store personal data
Complete 6.Complete conflict resolution platform
(Appendix 7).
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performance improvement
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Details / background
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initiative session plan
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Step
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timing
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performance Issue
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ignoring the refugees
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seekers looking for the perpetrators
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wait
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bullying
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who wanted political asylum
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spread political asylum
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time
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/ Poor work
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that
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privacy /
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right
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sexual harassment
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sexual harassment
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search for victims of sexual abuse
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minors
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and provide counselling
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Task
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date
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Follow-up:
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providing shelter
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1 january
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further sessions /
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refugees eligible
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2019
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meetings /
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stronger laws
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training
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in protecting children from
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sexual harassment
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potential
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resolution plan
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conflict 1
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lack of government care
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Proactive asylum seekers
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on asylum-seekers
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because they are also human beings who have
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rights
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potential
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details
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resolution plan
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conflict 2
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child sexual abuse
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protect victims of sexual harassment
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for the victims
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and act quickly search for the culprit is
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cover up what happened to them
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the best thing
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7. Write a report on the dispute settlement you The
findings for human resources
manager, including the results and recommendations.
a.
Identify and analyze the difficulties and explained
the planned actions to improve The situation in terms
of organization and the relevant legislation.
No identification is the gold gardening method does require capital to
buy the precious metal first and set up the cash to cover the difference
between the purchase price of precious metals shortage second to fifth. As an
illustration, you buy precious metals weighing 10 grams were immediately
mortgaged. While the difficulty is non-litigation Line or so-called Alternative
Dispute Settlement (ADS) becomes an option for dispute resolution is going on
in the Gold Pawn problem. By scholars, is considered the most effective method
to resolve business disputes because the cost is relatively cheaper than using
the path of litigation.
b. Reflect you own efforts to
guide and support colleagues, improve work in consultation with others,
managing a bad job
performance and manage
conflicts constructive.
plan what will be done,
estimating the processing time, acting Focus on the three most important tasks,
eliminate distractions, do Delegate less important, conduct a review of weekly
exercise regularly
c. Recommend and outline the
process for managing the report bullying or Events MacVille harassment.
Presented to the boss directly;, If settlement is not obtained at the
first level of the grievance should be done at the Institute of bipartite; If
settlement is not obtained at the second level of inquiry shall be forwarded
Unions to settle with the employer; If settlement is not obtained at the third
level of the grievance conveyed by one of the parties to the employee
intermediaries.
d. Recommend network activity for MacVille event to
improve
organizational culture. Creating a Vision and Mission,
is active in communication, develop Standard Attitude To Do, Implementing
Training, do Giving Rewards and Consequences, held a Performance Review
8. Submit all submissions in
accordance with the specifications and within the agreed time period.
Is in conformity with the
specifications and has been done
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