The paper aims to describe an observed issue within BizOps Enterprise. It will define the problem and develop a resolving plan of the conflict with the help of some policies and regulation. Finally, it will mention the importance of policies and regulations for effective workplace management.
a) Issue management process
Symptoms – The issue mentioned in the case study is about BizOps enterprise and the observed workplace harassment. The sign or nature of the issue is discrimination in regards to the age group of Trevor. As in the workplace policy, the EEO have mentioned that employee’s merit will be given the priority, then bullying Trevor for his age is going against the workplace policy.
Facts – Gathering facts from the case study, it is observed that Trevor is being a loyal employee for the organisation. He is serving more than 10 years with equal dedication and performing his responsibility quite well. The particular person who is bullying or harassing Trevor is not mentioned. The root cause of the issue is mooted in the community perception for the people crossing the age of sixty.
Analysis – In the section of rights and responsibilities of the staffs hence it is mentioned that the workplace needs to be free from unlawful discrimination and harassment. Along with this, it will maintain a fair workplace and behavior within the workplace. As per the conflict resolution procedure the conflict needs to be resolved as soon as possible. It will make fair and equitable decision taking care of all the mentioned policies reserved for the employees.
Option for resolution – As per the procedure mentioned in the conflict resolution strategy, the customer service manager needs to inform the supervisor about the mail received from Trevor. Primarily, the supervisor needs to conduct a general meeting with all the staffs not mentioning about any particular person.
Action plan for monitoring the outcome
|Action for the guilty staffs.||After Observing the incident||Conference room||Evaluation of their action after taking the action.|
|Counselling||During the action||Conference room||Progress recording.|
|Feedback gathering from the staffs||After the counselling procedure||Training room||Monitoring the understanding of the staffs.|
|Training of workplace discrimination law and regulation for the remaining staff.||A consecutive day after the training.||Conference room||Reviewing the understanding of the remaining staffs.|
Monitor outcomes – Monitoring the outcomes, the supervisor can take further action and inform the member from Fair Work Commission to take further action.
b) Conflict resolution process
The Issue will be managed by following the mentioned steps –
- Trever will meet the manager or supervisor of the conflict management department.
- He or She will listen the issue from Trevor’s perspective.
- The manager will try to speak with the other team members and listen their perspective for Trevor.
- The manager will conduct a general meeting concerning the anti-discrimination policy to resolve the issue.
Professional Leadership to maintain workplace ethical environment
Ethical leadership is a procedure to maintain trust and honesty for the workplace management. Gumusluoglu, Karakitapoğlu‐Aygün and Hu (2020) defined the term ethical leadership as the central process that promotes mutual respect for values, beliefs, ethics, dignity, and rights. This leadership includes the concepts of integrity, honesty, trust, and fair behavior.
According to the ethical leadership theory, there are several procedures to ensure ethical practices within the organisation. First, it includes setting example which means – ‘Walking the walk as much as it is about talking the talk’ (Walumbwa, Hartnell and Misati 2017). Leaders need to practice is out for the employees for setting proper example for the ethical leadership. Second, communication procedure that includes the ethics.
To resolve the conflict observed within BizOps enterprise, the leader can communicate the procedure of personal adjustment by conducting a general meeting (Yasir and Mohamad 2016). In the terms of psychology, personal adjustment is a well-known process by which a human being maintains an equilibrium while staying in between a group of people. It helps the human being to avoid any kind of arguments or conflict.
Equal employment policy
The policy of BizOps Enterprise provides equal scope of employment with no discrimination in regards to age, disability, color, marital status, race, gender, nationality, and sexual orientation. The organisation is committed to maintain a proper work environment that will be free from any sort of harassment regarding the mentioned consideration.
Action Plan –
The employees need to abide by the following responsibilities –
|Every employee of the organisation is responsible to obey the policy.||On-going|
|The location of the company will take the responsibility to obtain as well as follow the upgraded information regarding the applicability of the local regulations.||On-going|
|The department of human resource management possess the functionality as well as responsibility to ensure proper compliance with the policy and regulation of the company for developing and implementing the findings and progress.||On-going|
|Violation of the policy will be dealt under the Code of the Business principles set by the organisation.||On-going|
|The activities of overseeing and promoting of the policy is ascribed to the CEO to keep accounting for the Executive director as well as the Human Resource department.||On-going|
|The company will publish suitable communicative materials regarding the conferences and training courses also.||On-going|
|The recruitment policy and regarding literature will indicate the equal opportunity promote by the organisation for all the employees.||On-going|
|No particular opportunity will be dined for employees with disabilities or other areas that can promote discrimination.||On-going|
Internal and external networks to support outcomes of customer service
Action Plan with internal network support –
|The suppliers are one of the important internal networks to support consumer service.||It helps to provide better services to the consumers.||By securing positive relationship with the suppliers.|
|The employees||Stronger workplace performance.||The employees will practice healthy communication to support consumer service.|
|The stakeholders||Better relationship with the stakeholders.||The stakeholders will be informed about all the alterations as they belong to the internal consumers.|
|Dealers||Manager material flow for production.||Dealers will be provided with the changed employee policies for better support.|
Action plan with external network support –
|The one-time purchaser||Showing concern from the organisation.||will be contacted for follow up and maintain the consumer organisation relation.|
|The long-term purchaser||Using consumer database for further investment.||will be provided with special discounts for better consumer support.|
|The clients||Management of the assets.||will be informed about the changed policies to make them aware about the employee wellbeing concern.|
|The outsourcing partners||Making the work relevance and united.||will also be informed about the changed employee discrimination policy.|
Outline of some legislation for maintaining workplace relationship
- Fair Work Act 2009
The Fair Work Act is considered to be one of the key statuses for the Commonwealth governing for employment especially for the matured aged staffs. It includes certain terms and conditions about employment that set some rights as well as responsibilities of the workers, organizations, and employers in regards to the job role. The Act regulates a ‘national system’ for both the employees and the employers. Employment regulations often extended for the non-national system of employees also (Poulos 2018).
- Age Discrimination Act 2004
The Age Discrimination Act of the year 2004, was set by the Parliament of Australia. It prohibits the discriminatory activities by the workplace that is related to age. It also includes many areas to take into consideration that includes employment, accommodation, education and provision for different consumer goods as well as services. The Act includes few exemptions that includes religious organizations, positive discrimination, and charitable organizations (Poulos 2018).
- Disability Discrimination Act 1992
The Disability Discrimination Act 1992 (DDA) was generated against the unlawful discrimination and relate behavior with a person with special needs. It includes the public life, the field of employment, education, accommodation, and accessing any public accommodation (Akhtar 2014). The responsibility also posed to the Australian Human Rights Commission.
- Racial Discrimination Act 1975
Racial Discrimination Act 1975, is the statute that was passed by the Parliament of Australian that prohibits unlawful behavior with certain group or race of people. It also comes under the vigilance of Australian Huma Rights Commission (Albers and Shlonsky 2020).
- Sex Discrimination Act 1984
The Sex Discrimination Act 1984 refers to the Act where the Parliament of Australia restricts any kind of discriminatory activity towards the group of people with the preference for sexism, homophobia, biphobia, transophobia, and relationship related status (Cao et al. 2018).
Role of Policies and regulation in creating effective work relationships
The BizOps Enterprise is suffering the conflict related to the age discrimination. The younger generation tend to possess a sympathetic nature to the older generation. It is mooted within the community perception. As a common human being, the employees of the organisation also use to see the people over the age group of 60 get retired and perform volunteer services within the community. Hence, the younger generation forget to acknowledge that the older generation possess more experience than them. Hence, it is important for the leaders to make the employees again introduced with the policies and regulations set by the government of the Australia. Reorienting the employees with the policies and regulations will help them to understand their fault. They will be able to acknowledge their mistake and behave properly Trevor and other elderly people survive within the community. Hence, the policies and regulations play a greater role to promote equal opportunities for the employees of the organization. There are different benefits of implementing the right policy and its responsibilities to resolve any kind of conflicting situation within the organisation. Not only resolving, it also helps to create a set of ideologies that establishes the corporate image of the organisation in front of the consumer world.
Along with this, there are different benefits of policies and regulations for making an effective workplace culture. It helps to manage the ideologies and information associated for the achievement and work responsibilities. The policies and regulations also aid the strategic planning as well as the operational planning for assuring effective communication appropriate to the audience. The consultation process helps to develop and implement the employees as well as opportunities and assess the feedbacks associated with it. Along with this, the policies and regulation help to establish systematic confidence and trust for assuring the integrity, respect and empathy within the entire workforce. Finally, trust as well as confidence for colleagues and consumers need to maintain with the help of competent performance. Apart from this, policies such as anti-discrimination helps to manage the networks and maintain a chronological development of the organisation. Moreover, the policies and regulations provide a guideline for the Human Resource professionals to resolve issues within the workplace. As it can be seen in the case of Trevor, the Human Resource manager or the consumer support service manager identified that it is a case of age discrimination. The problem occurred due to the remaining gap between the present generation and the older generation. In this regard, the HR manager can take help of the Age Discrimination Act developed during the year of 2004 (Poulos 2018). No matter what the size of the organisation conflicts are common and there should be a kind of adjustment problems between two generation. Hence, the policies and the regulations encourage the employees to develop professional relationship with each other. In this regard, the role of leadership plays an important role to motivate the team members to abide by the norms and regulations for own and organizational benefit. It is the responsibility of the leader to keep a mutual understanding while resolving any situation in near future.
As a conclusion, it can be said that, following the Age Discrimination Act 2004, the issue of Trevor can be resolved. The management need to be strict in regulating the policy and procedure to avoid such issues in future.
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