PART A KNOWLEDGE EVIDENCE INSTRUCTIONS Question 1 Research within the Australian workplace context and outline at least TWO workplace relevant legislations that are essential for managing effective workplace relationships For the fourth column of the table, you could think of workplace issues such as employment, discriminations, privacy, equal opportunity, etc (4 marks) Legislation name and year Legislation Internet address Purpose of the legislation Outline how any Australian workplace is affected by this legislation Fair Work Act 2009 https www legislation gov au Details C2017C00323 Intended to provide a balanced framework for productive workplace relations which promotes national economic prosperity and social inclusion for employees under the national workplace system They provide a safety net of minimum entitlements, enable flexible working arrangements and fairness at work and prevent discrimination against employees Competition and Consumer Act 2010 https www legislation gov au Series C2004A00109 Its purpose is to enhance the welfare of Australians by promoting fair trading and competition, and through the provision of consumer protections It governs how businesses must deal with suppliers, competitors and customers, and covers aspects of business such as advertising and price setting Question 2 Explain with your own understanding how organisational systems, policies and procedures can support good workplace relationships especially on the following matters (6 marks) Workplace Issue Explanation on how organisation systems can support on these issue Interpersonal Styles Understanding each individual's interpersonal style helps teams to work together effectively Interpersonal skills are important for communicating and working with groups and individuals in your personal and professional life Communications While all interpersonal skills can benefit people in the workplace, interpersonal communication is key to working as a team and reaching shared goals Your ability to speak clearly, confidently and appropriately for the situation can help you communicate effectively with others Groups of employees who can communicate and work well together have a better chance of success and achieving common goals Being a team player can help you avoid conflict and improve productivity Workplace Consultation To better facilitate the consultation process, employers should take time to effectively plan both the consultation and evaluation processes Planning may include the identification of issues, stakeholders, intend, goals and objectives, and the determination of resources and consultation methods Ongoing monitoring throughout the consultation will help to ensure it is being conducted according to the aims, objectives and methods outlined in the consultation plan An evaluation at the end of the process will also help determine the effectiveness of consultation and can be used as lessons for future consultation processes Cross Cultural Sensitivity Understanding the varied cultures of the workforce and allies associates will result in better communication, unity and productivity in the workplace Being open to learning about the traditions and beliefs of other cultures Being aware of your own culture and how it has influenced you Examining your own biases and prejudices Industry Networking Resolution of conflict at work KNOWLEDGE EVIENCE MARKING TABLE (Trainer Assessor use for assessing marking purposes) The learner will be assessed on the following knowledge evidence and performance evidence Marks allocated Marks received Question 1 Within the Australian workplace context, outline at least TWO workplace relevant legislations that are essential for managing effective workplace relationships 4 Question 2 Explain with your own understanding how organisational systems, policies and procedures can support good workplace relationships especially on the following matters 6 TOTAL MARKS 10 PART B SIMULATED WORKPLACE TASKS Note The organisational details used in this assessment have been mostly sourced (and to some extent paraphrased) from the organisation's website and other relevant external sources Several of the organisational information within this context is imaginary or modified for the purpose creating simulated workplace scenarios Sourced information used here are solely for educational purposes Using the structure and tasks provided in this assessment, you must work towards leading and managing workplace relationships and implementing diversity at your workplace for An enterprise of your choice (within Australia), or Use the simulated organisational context of Woolworths Supermarket You will be working towards performing the following tasks within the simulated work environment or your chosen organisation If you have chosen your own work environment, you will need to arrange and gather several relevant documents from your workplace to analyse review and modify for the purpose of assessment requirements develop processes to manage ideas and information establish policies to ensure organisation's cultural diversity and ethical values provide leadership through own behaviour plan and manage the use of networks to support identifiable outcomes for the organisation develop and or implement processes and systems to manage difficulties SIMULATED CASE ORGANISATION (If not using your chosen workplace) Note The organisational details used in this assessment have been mostly sourced (and to some extent paraphrased) from the organisation's website and other relevant external sources Several of the organisational information within this context is imaginary or modified for the purpose creating simulated workplace scenarios Sourced information used here are solely for educational purposes WOOLWORTHS SUPERMARKET (Simulated Workplace) History and Origins (sourced) Woolworths Supermarkets (is known as Woolies ) is an Australian supermarket grocery store chain owned by Woolworths Group Founded in 1924, Woolworths along with Coles forms a near duopoly of Australian supermarkets accounting for about 80 of the Australian market Woolworths mostly specialises in selling groceries (vegetables, fruit, meat, packaged foods, etc ), but also sells magazines, DVDs, health beauty products, household products, pet and baby supplies and stationery items Woolworths currently operates about 1000 stores across Australia 976 Supermarkets and an additional 19 Metro convenience stores carrying the same logo Woolworths also operates Woolworths Online (at Woolworths com au), originally known as HomeShop , as a click and collect and home shopping delivery service For more information on the organisation and the operations, please visit the organisation's website athttps www woolworths com au Woolworths Group, formerly called Woolworths Limited, was founded in September 1924, originally under the name Woolworths Bazaar Ltd , a play on the internationally renowned F W Woolworth name After discovering the name had not been registered in Australia, and Woolworths had no plans for overseas expansion, the company became Woolworths Limited on 22 September 1924 Following the company's first Bargain Basement opening in the Imperial Arcade, on Sydney's Pitt Street, there was little interest in shareholders to accelerate the brand's growth However, as trading continued and shareholders brought more capital, the dividends paid by the company increased from 5 to 50 after its third year of operation Consumer interest in the company grew after December 1924, as more branches of the store were established across Australia Woolworths stores began selling a variety of goods, claiming the cheapest prices as well as money back guarantees At the forefront of innovation in Australia, Woolworths stores became the first variety store in the world to install receipt printing cash register machines in 1926 Nearly twenty years after the company's establishment, Woolworths had a store in every state in Australia, following the opening of their Hobart store in 1940 With the company and its stores doing successfully, Woolworths began to experiment with expanding their grocery range more stores began stocking fresh fruits and vegetables and a larger range of food As the organisation began to gradually transition to becoming exclusively a grocery store, this saw the creation of the first Big W store in 1955, the brand's department store counterpart Organisational Mission, Vision and Strategies (sourced) The organisational mission is to have Customers put themselves 1st across all their brands To achieve this they have six priorities Customer 1st Team 1st Culture Connected, Personalised and Convenient Shopping Experiences Differentiate our Food Customer Propositions Accelerate Innovation in our Drinks Business Unlock Value in our Portfolio E2E Processes 'Better for Customers' and 'Simpler for Stores' Figure sourced from organisational website It all starts with building a great retail team that listens to customers, team members and suppliers Through their Voice of the Customer programme across their brands, the store teams and Support Office receive daily feedback from the customers Which means the programme team can focus every day on continuing to improve offer and shopping experience for their customers Slogan Branding (sourced) In 1987, Woolworths launched their The Fresh Food People campaign, the fundamental campaign that existed until 2012, when they slightly modified their long running slogan with Australia's Fresh Food People to promote the fact that 96 of fresh produce sold in Woolworths supermarkets is grown in Australia In 2014 they brought the original The Fresh Food People slogan along with a new commercial line up Woolworth Rewards and credit card (sourced) In September 2007, a trial began in central west New South Wales of Everyday Rewards, a Woolworths shopping card that automatically tracks supermarket purchases and stores fuel discount entitlements, thus eliminating the need for shoppers to retain paper coupons previously used for this purpose In addition it allows Woolworths to record purchases made by customers to offer them relevant promotions and for studies in demographics and marketing, hence incentives for customers who register their details This followed Woolworths' announcement that it was planning to launch a general purpose credit card in 2008 Woolworths is expected to offer these credit cardholders reward vouchers redeemable throughout its store network Woolworths subsequently announced that the Woolworths Everyday Money MasterCard would be launched on 26 August 2008 and allows customers to earn shopping cards redeemable at Woolworths group retailers Woolworths stated in June 2008 that well over a million shoppers had taken a card and registered their details In August 2008, Woolworths stated that there were 3 8 million cards on issue, with 2 4 million cards registered Own or Private label brands (sourced) Woolworths has a range of generic or private label brands as follows Essentials A budget label covering everyday household products and groceries Products within this range typically feature a red and white Woolworths logo on the top left corner on the front side of the packaging Woolworths Food Range Woolworths' most populous own brand range, it features food lines in all categories across the store Products in this range feature a green and white logo Customer can become part of a food sampling group called Bunch in order to test foods within this range and provide feedback to make improvements Gold This own brand features premium products which are usually only available around Christmas time, and include products such as Christmas puddings, fruit mince pies and cakes Macro Wholefoods Market Macro features a range of foods that are free from artificial sweeteners, colours, flavours, added MSG and hydrogenated oils Many products in this range are promoted as organic foods Delicious Nutritious This range is collaboration between Woolworths and Australian personal trainer Michelle Bridges The range is exclusively chilled and frozen meals, all of which include 2 3 serves of vegetables, grains and protein, and are all less than 450 calories per serve The Odd Bunch This is a fresh produce brand which features fruit and vegetables, such as carrots, lemons and apples that are oddly shaped or are otherwise imperfect These products are sold at a cheaper price as a compromise to this Other Woolworths Limited supermarkets (sourced) Woolworths used to trade as Safeway in all Victorian locations From 2008, Safeway branded stores have been progressively branded as Woolworths The entire re branding process had been calculated to take approximately five years, ending in early 2013 however some stores still traded under Safeway branding after the expected completion period In June 2017, the last Safeway store in Wodonga closed down and was converted to a Woolworths, ending the existence of the Safeway brand in Australia after 54 years Caltex Safeway also operated in Victoria service stations until they converted to Caltex Woolworths from 2010 In Tasmania, Woolworths traded as Roelf Vos and Purity prior to being rebranded as Woolworths in 2000 In New Zealand, Woolworths trades as Countdown It also operated supermarket brands Foodtown and Woolworths until November 2011, which were rebranded as Countdown Food For Less is a discount supermarket chain located in Queensland and New South Wales Flemings is a group of four supermarkets located in Sydney and the Central Coast There are few of the stores left Woolworths launched Thomas Dux Grocer in two New South Wales locations in 2008 Thomas Dux Grocer stores have a larger fresh food offering than traditional Woolworths stores, along with a larger delicatessen section Commitment to Sustainability (sourced) The organisation mentioned that it recognises the environmental impact it has across the value chain and will work with suppliers, service providers and operations to innovate for a healthy planet It stated that it will move to a circular economy, source environmentally sustainable commodities and respond to climate change In 2018, Woolworths made a historical decision to ban single use plastic bags during checkout, along with Coles It's been reported by the organisation that in the first 3 months following the ban, Australian's plastic bag use dropped by 80 , leading to 1 5 billion fewer bags going to landfill The organisation is also committed to the following other sustainability areas Animal welfare Sustainable seafood Sustainable forestry products Responding to climate change Commitment to customers and community To read more on their sustainable programs, see the links provided Privacy Policy (sourced) Woolworths value the trust of customers and take the protection of their personal information seriously As a result the company encourage customers to read and make sure they understand the updated Privacy policy If there are any questions regarding its contents, customers should contact the Privacy team, whose contact details are contained in the updated policy To read more on their privacy policy, see the links provided Organisational Workplace Diversity (relevant to simulated context) The organisation formally stated that they value diversity across Customers should see in Woolworths' people a reflection of themselves and their communities In this strategy they embrace targets that support diversity and, hand in hand with this aim, tolerance and respect Currently the organisation has set 8 important targets and objectives to reach their diversity strategy These goals are to be aligned with organisational operational goals set by every branch supermarket managers Number Targets and Objectives 1 At least 40 per cent of executive and senior manager positions to be held by women 2 No salary wage gap between male and female employees of equivalent positions on a per hour rate at all levels of the company, with a step change improvement in closing any gaps by 2 years time 3 100 per cent of those responsible for hiring new team members to have completed unconscious bias training 4 Continue the focus on driving cultural diversity, with a commitment that by 2020 the Woolworths Group team will truly reflect the communities we serve 5 Proportion of Indigenous team members to equal Federal Government Employment Parity contract Once achieved, 2 per cent of our Store Operations team members will be Indigenous 6 Proportion of Indigenous graduates to equal Federal Government Employment Parity contract Once achieved, 2 per cent of our Graduates will be Indigenous 7 Achieve Gold Tier employer status in Australian Workplace Equality Index (AWEI) for Lesbian, Gay, Bisexual, Transgender and Intersex (LGBTI) inclusion 8 We are committed to maintaining a workplace that safeguards the health and wellbeing of our people, customers and visitors Relevant Organisational Policies for Simulated Workplace Tasks (relevant to simulated context) Policy Name Document Diversity Policy Employee Relationships and Code of Conduct Corporate Responsibility Strategy Privacy Policy Work Health and Safety Policy Woolworths Wage sheet 2019 Woolworths Supermarkets Agreement The Woolworths People Portal for Sharing Ideas and information (relevant to the simulated context) In order to ensure effective workplace relationships in its workplaces, the organisation has also setup a People Portal where employees (aka Team Members) from any group or classifications can communicate to others and get social The platform is also used to centrally communicate news and provide staff with secure access to policies, procedures and support materials relating to people management processes For details on portal code of conduct, please refer to the additional links Additional research links on the case organisation You are also encouraged to conduct further Internet research on the case organisation for specific tasks that may require review and analysis of existing organisational information For example, organisational mission, vision and objectives can be identified from the organisational website and from the annual reports The following are some links to the organisational information Organisational website https www woolworths com au Performance, Investment and Annual Reports https www woolworthsgroup com au page investors our performance reports Reports Diversity News http crs woolworthsgroup com au news News on workplace diversity and relationships https www woolworthsgroup com au page media Latest News woolworths steps up super contributions for team members on parental leave Sustainability Report https www woolworthsgroup com au icms docs 195398 2018 sustainability report pdf Corporate Governance Statement https www woolworthsgroup com au content Document 2018 20Corporate 20Governance 20Statement pdf Woolworths People Portal for sharing ideas and information https wowpeople woolworths com au content Login Terms and Conditions html CONTEXT SCENARIO You have recently joined the simulated organisation (or work within the organisation of your choice) as the People and Culture Manager for Woolworths Supermarket head office Your job role has numerous responsibilities and you are to manage the workplace relationships, implement harmonious work culture and implement diversity Currently there are some relevant systems, policies procedures that are in place (see the linked documents) for the organisation but based on the predicted goals and objectives of the company, you will need to improve on these systems, practices and policies to ensure that the goals are being met Refer to the simulated organisation information (especially the sections on Organisational Workplace Diversity The Woolworths People Portal for Sharing Ideas and information and Relevant Organisational Policies) to identify the future goals of the organisation You are being advised by the management (company's Director, People and Culture) to redesign and ensure all strategies relevant to managing workplace relationships are in place according to recent legislations and best practices To do this you will research and apply relevant legislation, regulation and business policies on diverse workforce develop processes to manage ideas and information provide leadership through own behaviour plan and manage the use of networks to support identifiable outcomes for the organisation develop and or implement processes and systems to manage difficulties Various stakeholders in this context (for the simulated organisation Woolworths Supermarket) Workplace Relationship Manager You Director, People and Culture Your trainer Stakeholders, Specialists, Team members, and External People Your fellow learners PART B STRUCTURE MARKING TABLE (Key elements required for the assessment Trainer Assessor use for marking purposes) STRUCTURE CONTENT MARKS ALLOCATED MARKS RECEIVED 1 MANAGE IDEAS AND INFORMATION 1A Ensure strategies and processes are in place to communicate information associated with the achievement of work responsibilities 6 1B Develop and implement consultation processes to ensure employees have the opportunity to contribute to issues related to their work role 8 1C Facilitate feedback to employees on outcomes of the consultation processes 4 1D Develop and or implement processes to ensure that issues raised are resolved promptly or referred to relevant personnel 8 2 INTEGRATE DIVERSITY INTO WORKPLACE AND ESTABLISH SYSTEMS TO DEVELOP TRUST 2A Develop and review workplace policies, procedures and planning in accordance with the scope of diversity Monitor and review workplace processes to guide implementation 12 2B Review existing policies, plans and procedures to identify areas where diversity can achieve positive impact 4 2C Gain and maintain the trust and confidence of colleagues and external contacts through professional conduct Consult with management and teams to champion the diversity implementation 8 2D Adjust own interpersonal communication styles to meet the organisation's diversity and ethical environment and guide and support the work team in their personal adjustment process 6 3 MANAGE WORKPLACE NETWORKS AND RELATIONSHIPS 3A Use networks to build workplace relationships providing identifiable outcomes for the team and the organisation 10 4 MANAGE DIFFICULTIES TO ACHIEVE POSITIVE OUTCOMES 4A Develop and or implement strategies to ensure that difficulties in workplace relationships are identified and resolved Establish processes and systems to ensure that conflict is identified and managed constructively in accordance with the organisation's policies and procedures 12 4B Provide guidance, counselling and support to assist co workers in resolving their work difficulties Develop and implement an action plan to address any identified difficulties 12 TOTAL MARKS 90 Important Note You must provide screenshots of using an online collaboration platform for tasks 1A, 1B, 1C, and 3A Assessment tasks starts from next page TASK 1 MANAGE IDEAS AND INFORMATION In TASK 1, you are required to Ensure strategies and processes are in place to communicate information associated with the achievement of work responsibilities to all co workers Develop and or implement consultation processes to ensure that employees have the opportunity to contribute to issues related to their work role Facilitate feedback to employees on outcomes of the consultation processes Develop and or implement processes to ensure that issues raised are resolved promptly or referred to relevant personnel 1A In this task, you will ensure strategies and processes are in place to communicate information associated with the achievement of work responsibilities to all co workers Scenario After your first term, your director has told you to review the policy (within the simulated workplace Employee Relationships Code of Conduct or a Code of Conduct Employee Handbook from your chosen workplace) and identify any issues and find areas for improvement AREAS FOR IMPROVEMENT IN EXISTING PRACTICES Employee Relationships Code of Conduct (use bullet points, at least four improvements) DIVERSITY AND INCLUSION To ensure a high and utmost level of respect for every employee in terms of diversity and inclusion Working in a diverse organization is no joke, thus, we should ensure that the CULTURE of INCLUSIVENESS and RESPECT are the guiding principles on everything that we do SAFETY, HEALTH, AND WELL BEING To give high and strict emphasis on the safety, health and well being of every employee and various stakeholders SAFETY and SECURITY must be PRIORITIZED Employees are encouraged to attend various training in terms of Occupational Safety and Health (OSH), Business Continuity Management System seminar, and Health Risks related seminars PURPOSE, VALUES, AND WAYS OF WORKING in Woolworths To build and strengthen purpose, values, and ways of working in Woolworths that ensures motivation, productivity, and longevity This effort will help minimize the turn over rate of employees, hence, satisfying EMPLOYEE RETENTION RATE USING SOCIAL MEDIA PLATFORMS To promote the rightful, responsible, and appropriate ways of using social media platforms in addressing and escalating complaints and relevant issues that may affect the brand We want to cultivate and flourish SOCIAL MEDIA ETIQUETTE and ACCOUNTABILITY We should draw the line on where to properly escalate any social media related issues Scenario The next step is to communicate the new information (four improvements) in regards to employee work responsibilities and code of conduct to all team members of the organisation using the new INTRANET Collaboration System that you have created for every employee For this task you will need to open one account in one of the online communication platformsBitrix24 (or any other) to send a notice message to All team Members (use another learner's account to send message) on the new code of conduct along with the existing codes to ensure that they are aware of work responsibilities COMMUNCIATION OF WORK RESPONSIBILITIES CODE OF CONDUCT Paste Screenshot 1B In this task, you will develop and or implement consultation processes to ensure that employees have the opportunity to contribute to issues related to their work role Scenario Using the same INTRANET Collaboration System (e g Bitrix24) you have chosen for the organisational communication and consultation, you are now required to get feedback and ideas from your organisational team members on their work roles For this task you will need to request two of your team members (fellow learners) to give their opinions, ideas or concerns about the new code of conducts or the existing codes of conduct that are in effect Such ideas, concerns could be supporting new team members, accommodating team members from other religions or culture, assisting during peak times, supporting hand during manual handling, etc Look into the code of conduct for more areas CONSULTATION WITH TEAM MEMBERS ON WORK RELATED ISSUES Paste Screenshot of first Team Member's opinions, ideas or concerns Paste Screenshot of second Team Member's opinions, ideas or concerns 1C In this task, you will facilitate feedback to employees on outcomes of the consultation processes Scenario Based on the comments, concerns and ideas provided by your team members in regards to the code of conduct and work roles, you are now required to provide feedback to them and address those concerns they have highlighted You will be using the same INTRANET Collaboration System (e g Bitrix24) you have chosen previously to provide feedback to your team members and address their comments, concerns and ideas in your feedback message FACILITATE FEEDBACKOF WORK RESPONSIBILITIES CODE OF CONDUCT Paste Screenshot of your feedback to Team Members 1D In this task, you will develop and or implement processes to ensure that issues raised are resolved promptly or referred to relevant personnel Scenario Based on the issues, concerns and ideas identified by your team members and your feedback to them, you will now create an action plan to address the issues raised EMPLOYEE RELATIONSHIPS AND WORK ROLES QUARTERLY ACTION PLAN Month Issues, Concerns, Ideas, Tasks, or Goals for the month Actions on Issues Deadline Responsible Person September October November December Process Implemented by Position Date TASK 2 ESTABLISH SYSTEMS TO DEVELOP TRUST In TASK 2, you are required to Develop and review workplace policies, procedures and planning in accordance with the scope of diversity Establish and or implement policies to ensure that the organisation's cultural diversity and ethical values are adhered to Establish where diversity integration meets the needs of the enterprise and diverse persons Monitor and review workplace processes to guide implementation Review existing policies, plans and procedures to identify areas where diversity can achieve positive impact Gain and maintain the trust and confidence of colleagues and external contacts through professional conduct Consult with management and teams to champion the diversity implementation Ensure work teams incorporate diversity processes into work activity Adjust own interpersonal communication styles to meet the organisation's cultural diversity and ethical environment and guide and support the work team in their personal adjustment process Promote and model inclusive behaviours 2A In this task, you will develop and review workplace policies, procedures and planning in accordance with the scope of diversity and also establish and or implement policies to ensure that the organisation's cultural diversity and ethical values are adhered to Establish where diversity integration meets the needs of the enterprise and diverse persons To work on this task you will need to review your chosen organisation's policies or the simulated workplace's ( Woolworths Diversity Policy and the Code of Conduct documents linked in organisation information) policies to identify areas of improvement to include best practices to your policies to meet organisational diversity and ethical values REVIEW, DEVELOP AND IMPLEMENT WORKPLACE POLICIES, PROCEDURES AND PLANNING IN ACCORDANCE WITH THE SCOPE OF DIVERSITY AND ETHICAL VALUES Summary of the review on existing diversity policy Identified two new improvements to include on existing diversity policy Develop two new organisational ethical values Identified four new (diversity and ethical) improvements to include on existing diversity policy and establishing diversity needs are met IMPLEMENTATION ACTION PLAN Diversity and Ethical Code Value Diversity Needs fulfilled (Enterprise or diverse person) Responsible role and deadline Communication and Consultation Platform Equal opportunity for all To provide equal opportunity in recruitment and selection when hiring team members John (Area Manager, Requirement) INTRANET Collaboration System (e g Bitrix24) 2B Based on previously identified four new improvements, you will now highlight which areas will have positive impact based on your four new improvements to the policies, practices and procedures REVIEW TO IDENTIFY AREAS WHERE DIVERSITY CAN ACHIEVE POSITIVE IMPACT Improvements you suggested previously Description on how your newly implemented improvements will impact the diversity of your organisation 2C In this task, you will gain and maintain the trust and confidence of colleagues and external contacts through professional conduct Consult with management and teams to champion the diversity implementation Ensure work teams incorporate diversity processes into work activity Scenario By now you have integrated the processes to diversity and building relationships into your workplace operations At this stage, you are now required to gain and maintain the trust and confidence of colleagues and stakeholders To do this you will need to create some forms of incentives, rewards, and recognitions for championing diversity and work relationships in you workplace You will now send a formal Email communication to inform everyone on incentives, rewards, and recognitions for championing diversity and work relationships The incentives, rewards or recognition that you want to provide is up to your discretion and on best practice (For example, you may want to mention that employees will get one bonus point for each time they assist another new team member which will count towards the employee of the month award) Include at least three types of incentives, rewards and recognition in your email and mention how the teams should incorporate diversity into their work processes for these awards GAIN AND MAINTAIN TRUST AND CONFIDENCE OF COLLEAGUES AND STAKEHOLDERS Subject Incentives, rewards, and recognitions for championing diversity and work relationships To ALL TEAM MEMBERS Effective from Dear All, 2D In this task, you will adjust own interpersonal communication styles to meet the organisation's cultural diversity and ethical environment and guide and support the work team in their personal adjustment process Promote and model inclusive behaviours Scenario Based on what you have designed and implemented in regards to diversity and workplace relationships, you as the people and culture manager also need to adjust your own interpersonal communication styles to be a role model in promoting ethical values and diversity You will now need to explain on what improvements you will make to your own interpersonal communication styles to accommodate those new changes ADJUSTING OWN INTERPERSONAL COMMUNICATION STYLES TO PROMOTE NEW CHANGES IN DIVERSITY AND ETHICAL VALUES Your explanation You may wish to use bullet points TASK 3 MANAGE WORKPLACE NETWORKS AND RELATIONSHIPS In TASK 3, you are required to Use networks to build workplace relationships providing identifiable outcomes for the team and the organisation 3A In this task, you will use networks to build workplace relationships providing identifiable outcomes for the team and the organisation Scenario Due to some previous workplace related issues and difficulties that you have experienced before, you have now decided to create a better workplace environment where information is open to everyone in the organisation and where team members can learn from pone another within the workplace network and community As you have already implementedthe INTRANET Collaboration System (e g Bitrix24 used for Simulated Workplace), you will now send a friendly message using the online collaboration system to all team members to encourage them to share knowledge and work related information to help out each other in difficult work situations USE NETWORKS TO BUILD WORKPLACE RELATIONSHIPS Paste screenshot of your message to Team Members TASK 4 MANAGE DIFFICULTIES TO ACHIEVE POSITIVE OUTCOMES In TASK 4, you are required to Develop and or implement strategies to ensure that difficulties in workplace relationships are identified and resolved Establish processes and systems to ensure that conflict is identified and managed constructively in accordance with the organisation's policies and procedures Provide guidance, counselling and support to assist co workers in resolving their work difficulties Develop and implement an action plan to address any identified difficulties 4A In this task, you will develop and or implement strategies, processes systems to ensure that difficulties in workplace relationships are identified and resolved To do this, you will need to create a conflict resolution procedure for the workplace so that when team members have personal or group conflicts, they will be able to refer to this procedure for resolution IMPLEMENTED STRATEGY CONFLICT RESOLUTION POLICY PROCEDURE Summary and brief of your developed Conflict Resolution Policy List the step by step Conflict Resolution Procedure (At least 6 steps) Responsible department for conflict resolution 4B Now that you implemented strategies, processes systems to tackle workplace difficulties, you have addressed the workplace difficulties You are, however, thinking of creating an action plan to address difficulties and provide guidance to individual cases such as the one below Scenario Ahmed works as the senior baker in one of the stores Based on Ahmed's history of employment over the last ten years, he has been quite reliable, never late (except medical reasons) and gives 100 on the job Ahmed has also received numerous Employee of the Month awards In the last year the store has appointed a new store manager named Boris who likes to boss around and use authoritarian management style but is not specifically biased When the Baking Supervisor left the job, Ahmed asked Boris for a promotion but the store manager is refusing to provide him with a definitive answer This has been going on for 3 months and the store is still left without a banking supervisor Ahmed has now filed a conflict resolution application to the head office When contacted with the Boris, he mentioned that he is still observing for the right person internally to promote but at the same time also looking for an experienced supervisor to hire from outside You have now decided that you will work on this conflict resolution template for the workplace and provide guidance, support and resolution through this conflict resolution action plan template Please fill the template and provide your guidance on this situation CONFLICT RESOLUTION ACTION PLAN TEMPLATE Participants 1 Identify the participants in the conflict and what you hope to achieve Conflict Participants Name Role Name Role Problem Preferred State Common Ground Your guidance, counseling and support recommendations Options for Resolution 2 Brainstorm and list the options available to resolve the conflict and identify a residual consequence for each option Options for Resolution Option Consequence 1 2 Resolution 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PART A: KNOWLEDGE EVIDENCE INSTRUCTIONS Question 1. Research within the Australian workplace context and outline at least TWO workplace relevant legislations that are essential for

PART A: KNOWLEDGE EVIDENCE INSTRUCTIONS

Question 1. Research within the Australian workplace context and outline at least TWO workplace relevant legislations that are essential for managing effective workplace relationships. For the fourth column of the table, you could think of workplace issues such as employment, discriminations, privacy, equal opportunity, etc.(4 marks)

Legislation name and year

Legislation Internet address

Purpose of the legislation

Outline how any Australian workplace is affected by this legislation

Fair Work Act 2009

https://www.legislation.gov.au/Details/C2017C00323

Intended to provide a balanced framework for productive workplace relations which promotes national economic prosperity and social inclusion for employees under the national workplace system.

They provide a safety net of minimum entitlements, enable flexible working arrangements and fairness at work and prevent discrimination against employees.

Competition and Consumer Act 2010

https://www.legislation.gov.au/Series/C2004A00109

Its purpose is to enhance the welfare of Australians by promoting fair trading and competition, and through the provision of consumer protections.

It governs how businesses must deal with suppliers, competitors and customers, and covers aspects of business such as advertising and price setting

Question 2. Explain with your own understanding how organisational systems, policies and procedures can support good workplace relationships especially on the following matters. (6 marks)

Workplace Issue	Explanation on how organisation systems can support on these issue
Interpersonal Styles	Understanding each individual's interpersonal style helps teams to work together effectively. Interpersonal skills are important for communicating and working with groups and individuals in your personal and professional life.
Communications	While all interpersonal skills can benefit people in the workplace, interpersonal communication is key to working as a team and reaching shared goals. Your ability to speak clearly, confidently and appropriately for the situation can help you communicate effectively with others. Groups of employees who can communicate and work well together have a better chance of success and achieving common goals. Being a team player can help you avoid conflict and improve productivity.
Workplace Consultation	To better facilitate the consultation process, employers should take time to effectively plan both the consultation and evaluation processes. Planning may include the identification of issues, stakeholders, intend, goals and objectives, and the determination of resources and consultation methods. Ongoing monitoring throughout the consultation will help to ensure it is being conducted according to the aims, objectives and methods outlined in the consultation plan. An evaluation at the end of the process will also help determine the effectiveness of consultation and can be used as lessons for future consultation processes.
Cross Cultural Sensitivity	Understanding the varied cultures of the workforce and allies / associates will result in better communication, unity and productivity in the workplace. Being open to learning about the traditions and beliefs of other cultures. Being aware of your own culture and how it has influenced you. Examining your own biases and prejudices
Industry Networking
Resolution of conflict at work

KNOWLEDGE EVIENCE MARKING TABLE

(Trainer/Assessor use for assessing & marking purposes)

The learner will be assessed on the following knowledge evidence and performance evidence	Marks allocated	Marks received
Question 1. Within the Australian workplace context, outline at least TWO workplace relevant legislations that are essential for managing effective workplace relationships.	4
Question 2. Explain with your own understanding how organisational systems, policies and procedures can support good workplace relationships especially on the following matters.	6
TOTAL MARKS	10

PART B: SIMULATED WORKPLACE TASKS

Note: The organisational details used in this assessment have been mostly sourced (and to some extent paraphrased) from the organisation's website and other relevant external sources. Several of the organisational information within this context is imaginary or modified for the purpose creating simulated workplace scenarios. Sourced information used here are solely for educational purposes.

Using the structure and tasks provided in this assessment, you must work towards leading and managing workplace relationships and implementing diversity at your workplace for

An enterprise of your choice (within Australia), or
Use the simulated organisational context of Woolworths Supermarket.

You will be working towards performing the following tasks within the simulated work environment or your chosen organisation. If you have chosen your own work environment, you will need to arrange and gather several relevant documents from your workplace to analyse review and modify for the purpose of assessment requirements.

develop processes to manage ideas and information
establish policies to ensure organisation's cultural diversity and ethical values
provide leadership through own behaviour
plan and manage the use of networks to support identifiable outcomes for the organisation
develop and/or implement processes and systems to manage difficulties

SIMULATED CASE ORGANISATION(If not using your chosen workplace)

Note: The organisational details used in this assessment have been mostly sourced (and to some extent paraphrased) from the organisation's website and other relevant external sources. Several of the organisational information within this context is imaginary or modified for the purpose creating simulated workplace scenarios. Sourced information used here are solely for educational purposes.

WOOLWORTHS SUPERMARKET (Simulated Workplace)

History and Origins(sourced)

Woolworths Supermarkets (is known as "Woolies") is an Australian supermarket/grocery store chain owned by Woolworths Group. Founded in 1924, Woolworths along with Coles forms a near-duopoly of Australian supermarkets accounting for about 80% of the Australian market. Woolworths mostly specialises in selling groceries (vegetables, fruit, meat, packaged foods, etc.), but also sells magazines, DVDs, health & beauty products, household products, pet and baby supplies and stationery items. Woolworths currently operates about 1000 stores across Australia: 976 Supermarkets and an additional 19 "Metro" convenience stores carrying the same logo. Woolworths also operates Woolworths Online (at Woolworths.com.au), originally known as "HomeShop", as a "click and collect" and home shopping delivery service. For more information on the organisation and the operations, please visit the organisation's website athttps://www.woolworths.com.au/.

Woolworths Group, formerly called Woolworths Limited, was founded in September 1924, originally under the name "Woolworths Bazaar Ltd.", a play on the internationally renowned F. W. Woolworth name. After discovering the name had not been registered in Australia, and Woolworths had no plans for overseas expansion, the company became "Woolworths Limited" on 22 September 1924. Following the company's first "Bargain Basement" opening in the Imperial Arcade, on Sydney's Pitt Street, there was little interest in shareholders to accelerate the brand's growth. However, as trading continued and shareholders brought more capital, the dividends paid by the company increased from 5% to 50% after its third year of operation.

Consumer interest in the company grew after December 1924, as more branches of the store were established across Australia. Woolworths stores began selling a variety of goods, claiming the cheapest prices as well as money back guarantees. At the forefront of innovation in Australia, Woolworths stores became the first variety store in the world to install receipt printing cash register machines in 1926. Nearly twenty years after the company's establishment, Woolworths had a store in every state in Australia, following the opening of their Hobart store in 1940. With the company and its stores doing successfully, Woolworths began to experiment with expanding their grocery range; more stores began stocking fresh fruits and vegetables and a larger range of food. As the organisation began to gradually transition to becoming exclusively a grocery store, this saw the creation of the first "Big W" store in 1955, the brand's department store counterpart.

Organisational Mission, Vision and Strategies(sourced)

The organisational mission is to have Customers put themselves 1st across all their brands. To achieve this they have six priorities:

Customer 1st Team 1st Culture
Connected, Personalised and Convenient Shopping Experiences
Differentiate our Food Customer Propositions
Accelerate Innovation in our Drinks Business
Unlock Value in our Portfolio
E2E Processes - 'Better for Customers' and 'Simpler for Stores'

Figure sourced from organisational website

It all starts with building a great retail team that listens to customers, team members and suppliers. Through their Voice of the Customer programme across their brands, the store teams and Support Office receive daily feedback from the customers. Which means the programme team can focus every day on continuing to improve offer and shopping experience for their customers.

Slogan & Branding(sourced)

In 1987, Woolworths launched their "The Fresh Food People" campaign, the fundamental campaign that existed until 2012, when they slightly modified their long-running slogan with "Australia's Fresh Food People" to promote the fact that 96% of fresh produce sold in Woolworths supermarkets is grown in Australia. In 2014 they brought the original "The Fresh Food People" slogan along with a new commercial line-up.

Woolworth Rewards and credit card(sourced)

In September 2007, a trial began in central west New South Wales of Everyday Rewards, a Woolworths shopping card that automatically tracks supermarket purchases and stores fuel discount entitlements, thus eliminating the need for shoppers to retain paper coupons previously used for this purpose. In addition it allows Woolworths to record purchases made by customers to offer them relevant promotions and for studies in demographics and marketing, hence incentives for customers who register their details. This followed Woolworths' announcement that it was planning to launch a general purpose credit card in 2008. Woolworths is expected to offer these credit cardholders reward vouchers redeemable throughout its store network. Woolworths subsequently announced that the Woolworths Everyday Money MasterCard would be launched on 26 August 2008 and allows customers to earn shopping cards redeemable at Woolworths group retailers. Woolworths stated in June 2008 that "well over a million" shoppers had taken a card and registered their details. In August 2008, Woolworths stated that there were 3.8 million cards on issue, with 2.4 million cards registered.

Own or Private label brands(sourced)

Woolworths has a range of generic or private label brands as follows:

Essentials: A budget label covering everyday household products and groceries. Products within this range typically feature a red and white Woolworths logo on the top left corner on the front side of the packaging.

Woolworths Food Range: Woolworths' most populous own brand range, it features food lines in all categories across the store. Products in this range feature a green and white logo. Customer can become part of a food sampling group called "Bunch" in order to test foods within this range and provide feedback to make improvements.

Gold: This own brand features premium products which are usually only available around Christmas time, and include products such as Christmas puddings, fruit mince pies and cakes.

Macro Wholefoods Market: Macro features a range of foods that are free from artificial sweeteners, colours, flavours, added MSG and hydrogenated oils. Many products in this range are promoted as organic foods.

Delicious Nutritious: This range is collaboration between Woolworths and Australian personal trainer Michelle Bridges. The range is exclusively chilled and frozen meals, all of which include 2-3 serves of vegetables, grains and protein, and are all less than 450 calories per serve.

The Odd Bunch: This is a fresh produce brand which features fruit and vegetables, such as carrots, lemons and apples that are oddly shaped or are otherwise imperfect. These products are sold at a cheaper price as a compromise to this.

Other Woolworths Limited supermarkets(sourced)

Woolworths used to trade as Safeway in all Victorian locations. From 2008, Safeway branded stores have been progressively branded as Woolworths. The entire re-branding process had been calculated to take approximately five years, ending in early 2013; however some stores still traded under Safeway branding after the expected completion period. In June 2017, the last Safeway store in Wodonga closed down and was converted to a Woolworths, ending the existence of the Safeway brand in Australia after 54 years. Caltex Safeway also operated in Victoria service stations until they converted to Caltex Woolworths from 2010. In Tasmania, Woolworths traded as Roelf Vos and Purity prior to being rebranded as Woolworths in 2000.

In New Zealand, Woolworths trades as Countdown. It also operated supermarket brands Foodtown and Woolworths until November 2011, which were rebranded as Countdown.

Food For Less is a discount supermarket chain located in Queensland and New South Wales.

Flemings is a group of four supermarkets located in Sydney and the Central Coast. There are few of the stores left.

Woolworths launched Thomas Dux Grocer in two New South Wales locations in 2008. Thomas Dux Grocer stores have a larger fresh food offering than traditional Woolworths stores, along with a larger delicatessen section.

Commitment to Sustainability(sourced)

The organisation mentioned that it recognises the environmental impact it has across the value chain and will work with suppliers, service providers and operations to innovate for a healthy planet. It stated that it will move to a circular economy, source environmentally sustainable commodities and respond to climate change. In 2018, Woolworths made a historical decision to ban single-use plastic bags during checkout, along with Coles. It's been reported by the organisation that in the first 3 months following the ban, Australian's plastic bag use dropped by 80%, leading to 1.5 billion fewer bags going to landfill. The organisation is also committed to the following other sustainability areas:

Animal welfare
Sustainable seafood
Sustainable forestry products
Responding to climate change
Commitment to customers and community

To read more on their sustainable programs, see the links provided.

Privacy Policy(sourced)

Woolworths value the trust of customers and take the protection of their personal information seriously. As a result the company encourage customers to read and make sure they understand the updated Privacy policy. If there are any questions regarding its contents, customers should contact the Privacy team, whose contact details are contained in the updated policy. To read more on their privacy policy, see the links provided.

Organisational / Workplace Diversity(relevant to simulated context)

The organisation formally stated that they value diversity across. Customers should see in Woolworths' people a reflection of themselves and their communities. In this strategy they embrace targets that support diversity and, hand in hand with this aim, tolerance and respect. Currently the organisation has set 8 important targets and objectives to reach their diversity strategy. These goals are to be aligned with organisational operational goals set by every branch/supermarket managers.

Number	Targets and Objectives
1	At least 40 per cent of executive and senior manager positions to be held by women.
2	No salary wage gap between male and female employees of equivalent positions on a per hour rate at all levels of the company, with a step change improvement in closing any gaps by 2 years time.
3	100 per cent of those responsible for hiring new team members to have completed unconscious bias training.
4	Continue the focus on driving cultural diversity, with a commitment that by 2020 the Woolworths Group team will truly reflect the communities we serve.
5	Proportion of Indigenous team members to equal Federal Government Employment Parity contract. Once achieved, 2 per cent of our Store Operations team members will be Indigenous.
6	Proportion of Indigenous graduates to equal Federal Government Employment Parity contract. Once achieved, 2 per cent of our Graduates will be Indigenous.
7	Achieve Gold Tier employer status in Australian Workplace Equality Index (AWEI) for Lesbian, Gay, Bisexual, Transgender and Intersex (LGBTI) inclusion.
8	We are committed to maintaining a workplace that safeguards the health and wellbeing of our people, customers and visitors.

Relevant Organisational Policies for Simulated Workplace Tasks(relevant to simulated context)

Policy Name	Document
Diversity Policy
Employee Relationships and Code of Conduct
Corporate Responsibility Strategy
Privacy Policy
Work Health and Safety Policy
Woolworths Wage sheet 2019
Woolworths Supermarkets Agreement

The Woolworths People Portal for Sharing Ideas and information(relevant to the simulated context)

In order to ensure effective workplace relationships in its workplaces, the organisation has also setup a People Portal where employees (aka. Team Members) from any group or classifications can communicate to others and get social. The platform is also used to centrally communicate news and provide staff with secure access to policies, procedures and support materials relating to people management processes. For details on portal code of conduct, please refer to the additional links.

Additional research links on the case organisation

You are also encouraged to conduct further Internet research on the case organisation for specific tasks that may require review and analysis of existing organisational information. For example, organisational mission, vision and objectives can be identified from the organisational website and from the annual reports. The following are some links to the organisational information.

Organisational website -https://www.woolworths.com.au/
Performance, Investment and Annual Reports -https://www.woolworthsgroup.com.au/page/investors/our-performance/reports/Reports/
Diversity News-http://crs.woolworthsgroup.com.au/news/
News on workplace diversity and relationships -https://www.woolworthsgroup.com.au/page/media/Latest_News/woolworths-steps-up-super-contributions-for-team-members-on-parental-leave/
Sustainability Report -https://www.woolworthsgroup.com.au/icms_docs/195398_2018-sustainability-report.pdf
Corporate Governance Statement -https://www.woolworthsgroup.com.au/content/Document/2018%20Corporate%20Governance%20Statement.pdf
Woolworths People Portal for sharing ideas and information -https://wowpeople.woolworths.com.au/content/Login/Terms_and_Conditions.html

CONTEXT & SCENARIO

You have recently joined the simulated organisation (or work within the organisation of your choice) as the People and Culture Manager for Woolworths Supermarket head office. Your job role has numerous responsibilities and you are to manage the workplace relationships, implement harmonious work culture and implement diversity.

Currently there are some relevant systems, policies & procedures that are in place (see the linked documents) for the organisation but based on the predicted goals and objectives of the company, you will need to improve on these systems, practices and policies to ensure that the goals are being met. Refer to the simulated organisation information (especially the sections on Organisational / Workplace Diversity; The Woolworths People Portal for Sharing Ideas and information; and Relevant Organisational Policies)to identify thefuture goals of the organisation. You are being advised by the management (company's Director, People and Culture) to redesign and ensure all strategies relevant to managing workplace relationships are in place according to recent legislations and best practices. To do this you will:

research and apply relevant legislation, regulation and business policies on diverse workforce
develop processes to manage ideas and information
provide leadership through own behaviour
plan and manage the use of networks to support identifiable outcomes for the organisation
develop and/or implement processes and systems to manage difficulties

Various stakeholders in this context(for the simulated organisation Woolworths Supermarket)

Workplace Relationship Manager - You
Director, People and Culture - Your trainer
Stakeholders, Specialists, Team members, and External People - Your fellow learners

PART B - STRUCTURE & MARKING TABLE

(Key elements required for the assessment. Trainer/Assessor use for marking purposes)

STRUCTURE & CONTENT	MARKS ALLOCATED	MARKS RECEIVED
1. MANAGE IDEAS AND INFORMATION
1A. Ensure strategies and processes are in place to communicate information associated with the achievement of work responsibilities	6
1B. Develop and implement consultation processes to ensure employees have the opportunity to contribute to issues related to their work role	8
1C. Facilitate feedback to employees on outcomes of the consultation processes	4
1D. Develop and/or implement processes to ensure that issues raised are resolved promptly or referred to relevant personnel	8
2. INTEGRATE DIVERSITY INTO WORKPLACE AND ESTABLISH SYSTEMS TO DEVELOP TRUST
2A. Develop and review workplace policies, procedures and planning in accordance with the scope of diversity; Monitor and review workplace processes to guide implementation	12
2B. Review existing policies, plans and procedures to identify areas where diversity can achieve positive impact	4
2C. Gain and maintain the trust and confidence of colleagues and external contacts through professional conduct; Consult with management and teams to champion the diversity implementation	8
2D. Adjust own interpersonal communication styles to meet the organisation's diversity and ethical environment and guide and support the work team in their personal adjustment process	6
3. MANAGE WORKPLACE NETWORKS AND RELATIONSHIPS
3A. Use networks to build workplace relationships providing identifiable outcomes for the team and the organisation	10
4. MANAGE DIFFICULTIES TO ACHIEVE POSITIVE OUTCOMES
4A. Develop and/or implement strategies to ensure that difficulties in workplace relationships are identified and resolved; Establish processes and systems to ensure that conflict is identified and managed constructively in accordance with the organisation's policies and procedures	12
4B. Provide guidance, counselling and support to assist co-workers in resolving their work difficulties; Develop and implement an action plan to address any identified difficulties	12
TOTAL MARKS	90

Important Note: You must provide screenshots of using an online collaboration platform for tasks 1A, 1B, 1C, and 3A. Assessment tasks starts from next page.

TASK 1: MANAGE IDEAS AND INFORMATION

In TASK 1, you are required to:

Ensure strategies and processes are in place to communicate information associated with the achievement of work responsibilities to all co-workers
Develop and/or implement consultation processes to ensure that employees have the opportunity to contribute to issues related to their work role
Facilitate feedback to employees on outcomes of the consultation processes
Develop and/or implement processes to ensure that issues raised are resolved promptly or referred to relevant personnel

1A.In this task, you will ensure strategies and processes are in place to communicate information associated with the achievement of work responsibilities to all co-workers.

Scenario: After your first term, your director has told you to review the policy (within the simulated workplace - Employee Relationships Code of Conduct or a Code of Conduct/Employee Handbook from your chosen workplace) and identify any issues and find areas for improvement.

AREAS FOR IMPROVEMENT IN EXISTING PRACTICES

Employee Relationships Code of Conduct: (use bullet points, at least four improvements)

DIVERSITY AND INCLUSION - To ensure a high and utmost level of respect for every employee in terms of diversity and inclusion:
Working in a diverse organization is no joke, thus, we should ensure that the CULTURE of INCLUSIVENESS and RESPECT are the guiding principles on everything that we do.
SAFETY, HEALTH, AND WELL-BEING - To give high and strict emphasis on the safety, health and well-being of every employee and various stakeholders.
SAFETY and SECURITY must be PRIORITIZED.
Employees are encouraged to attend various training in terms of Occupational Safety and Health (OSH), Business Continuity Management System seminar, and Health-Risks related seminars.
PURPOSE, VALUES, AND WAYS-OF-WORKING in Woolworths - To build and strengthen purpose, values, and ways-of-working in Woolworths that ensures motivation, productivity, and longevity.
This effort will help minimize the turn-over rate of employees, hence, satisfying EMPLOYEE RETENTION RATE
USING SOCIAL MEDIA PLATFORMS -To promote the rightful, responsible, and appropriate ways of using social media platforms in addressing and escalating complaints and relevant issues that may affect the brand.
We want to cultivate and flourish SOCIAL MEDIA ETIQUETTE and ACCOUNTABILITY.
We should draw the line on where to properly escalate any social media-related issues.

Scenario: The next step is to communicate the new information (four improvements) in regards to employee work responsibilities and code of conduct to all team members of the organisation using the new INTRANET Collaboration System that you have created for every employee. For this task you will need to open one account in one of the online communication platformsBitrix24 (or any other) to send a notice/message to "All team Members" (use another learner's account to send message) on the new code of conduct along with the existing codes to ensure that they are aware of work responsibilities.

COMMUNCIATION OF WORK RESPONSIBILITIES & CODE OF CONDUCT

Paste Screenshot

1B.In this task, you will develop and/or implement consultation processes to ensure that employees have the opportunity to contribute to issues related to their work role.

Scenario: Using the same INTRANET Collaboration System (e.g.Bitrix24) you have chosen for the organisational communication and consultation, you are now required to get feedback and ideas from your organisational team members on their work roles. For this task you will need to request two of your team members (fellow learners) to give their opinions, ideas or concerns about the new code of conducts or the existing codes of conduct that are in effect. Such ideas, concerns could be supporting new team members, accommodating team members from other religions or culture, assisting during peak times, supporting hand during manual handling, etc. Look into the code of conduct for more areas.

CONSULTATION WITH TEAM MEMBERS ON WORK RELATED ISSUES

Paste Screenshot of first Team Member's opinions, ideas or concerns.

Paste Screenshot of second Team Member's opinions, ideas or concerns.

1C.In this task, you will facilitate feedback to employees on outcomes of the consultation processes.

Scenario: Based on the comments, concerns and ideas provided by your team members in regards to the code of conduct and work roles, you are now required to provide feedback to them and address those concerns they have highlighted. You will be using the same INTRANET Collaboration System (e.g.Bitrix24) you have chosen previously to provide feedback to your team members and address their comments, concerns and ideas in your feedback message.

FACILITATE FEEDBACKOF WORK RESPONSIBILITIES & CODE OF CONDUCT

Paste Screenshot of your feedback to Team Members

1D.In this task, you will develop and/or implement processes to ensure that issues raised are resolved promptly or referred to relevant personnel

Scenario: Based on the issues, concerns and ideas identified by your team members and your feedback to them, you will now create an action plan to address the issues raised.

EMPLOYEE RELATIONSHIPS AND WORK ROLES - QUARTERLY ACTION PLAN

Month	Issues, Concerns, Ideas, Tasks, or Goals for the month	Actions on Issues	Deadline	Responsible Person
September	- -
October	- -
November	- -
December	- -
Process Implemented by: Position: Date:

TASK 2: ESTABLISH SYSTEMS TO DEVELOP TRUST

In TASK 2, you are required to:

Develop and review workplace policies, procedures and planning in accordance with the scope of diversity; Establish and/or implement policies to ensure that the organisation's cultural diversity and ethical values are adhered to; Establish where diversity integration meets the needs of the enterprise and diverse persons; Monitor and review workplace processes to guide implementation
Review existing policies, plans and procedures to identify areas where diversity can achieve positive impact
Gain and maintain the trust and confidence of colleagues and external contacts through professional conduct; Consult with management and teams to champion the diversity implementation; Ensure work teams incorporate diversity processes into work activity.
Adjust own interpersonal communication styles to meet the organisation's cultural diversity and ethical environment and guide and support the work team in their personal adjustment process; Promote and model inclusive behaviours

2A.In this task, you will develop and review workplace policies, procedures and planning in accordance with the scope of diversity and also establish and/or implement policies to ensure that the organisation's cultural diversity and ethical values are adhered to; Establish where diversity integration meets the needs of the enterprise and diverse persons

To work on this task you will need to review your chosen organisation's policies or the simulated workplace's ("Woolworths Diversity Policy" and the "Code of Conduct " documents linked in organisation information) policies to identify areas of improvement to include best practices to your policies to meet organisational diversity and ethical values.

REVIEW, DEVELOP AND IMPLEMENT WORKPLACE POLICIES, PROCEDURES AND PLANNING IN ACCORDANCE WITH THE SCOPE OF DIVERSITY AND ETHICAL VALUES

Summary of the review on existing diversity policy:

Identified two new improvements to include on existing diversity policy:

Develop two new organisational ethical values:

Identified four new (diversity and ethical) improvements to include on existing diversity policy and establishing diversity needs are met:

IMPLEMENTATION ACTION PLAN
Diversity and Ethical Code/Value	Diversity Needs fulfilled (Enterprise or diverse person)	Responsible role and deadline	Communication and Consultation Platform
Equal opportunity for all	To provide equal opportunity in recruitment and selection when hiring team members	John (Area Manager, Requirement)	INTRANET Collaboration System (e.g. Bitrix24)

2B.Based on previously identified four new improvements, you will now highlight which areas will have positive impact based on your four new improvements to the policies, practices and procedures.

REVIEW TO IDENTIFY AREAS WHERE DIVERSITY CAN ACHIEVE POSITIVE IMPACT
Improvements you suggested previously	Description on how your newly implemented improvements will impact the diversity of your organisation

2C.In this task, you will gain and maintain the trust and confidence of colleagues and external contacts through professional conduct; Consult with management and teams to champion the diversity implementation; Ensure work teams incorporate diversity processes into work activity.

Scenario: By now you have integrated the processes to diversity and building relationships into your workplace operations. At this stage, you are now required to gain and maintain the trust and confidence of colleagues and stakeholders. To do this you will need to create some forms of incentives, rewards, and recognitions for championing diversity and work relationships in you workplace. You will now send a formal Email communication to inform everyone on incentives, rewards, and recognitions for championing diversity and work relationships. The incentives, rewards or recognition that you want to provide is up to your discretion and on best practice. (For example, you may want to mention that employees will get one bonus point for each time they assist another new team member which will count towards the employee of the month award). Include at least three types of incentives, rewards and recognition in your email and mention how the teams should incorporate diversity into their work processes for these awards.

GAIN AND MAINTAIN TRUST AND CONFIDENCE OF COLLEAGUES AND STAKEHOLDERS

Subject:Incentives, rewards, and recognitions for championing diversity and work relationships

To: ALL TEAM MEMBERS

Effective from:

Dear All,

2D.In this task, you will adjust own interpersonal communication styles to meet the organisation's cultural diversity and ethical environment and guide and support the work team in their personal adjustment process; Promote and model inclusive behaviours.

Scenario: Based on what you have designed and implemented in regards to diversity and workplace relationships, you as the "people and culture manager" also need to adjust your own interpersonal communication styles to be a role model in promoting ethical values and diversity. You will now need to explain on what improvements you will make to your own interpersonal communication styles to accommodate those new changes.

ADJUSTING OWN INTERPERSONAL COMMUNICATION STYLES TO PROMOTE NEW CHANGES IN DIVERSITY AND ETHICAL VALUES

Your explanation. You may wish to use bullet points.

TASK 3: MANAGE WORKPLACE NETWORKS AND RELATIONSHIPS

In TASK 3, you are required to:

Use networks to build workplace relationships providing identifiable outcomes for the team and the organisation

3A.In this task, you will use networks to build workplace relationships providing identifiable outcomes for the team and the organisation.

Scenario:Due to some previous workplace related issues and difficulties that you have experienced before, you have now decided to create a better workplace environment where information is open to everyone in the organisation and where team members can learn from pone another within the workplace network and community. As you have already implementedthe INTRANET Collaboration System (e.g. Bitrix24 used for Simulated Workplace), you will now send a friendly message using the online collaboration system to all team members to encourage them to share knowledge and work related information to help out each other in difficult work situations.

USE NETWORKS TO BUILD WORKPLACE RELATIONSHIPS

Paste screenshot of your message to Team Members

TASK 4: MANAGE DIFFICULTIES TO ACHIEVE POSITIVE OUTCOMES

In TASK 4, you are required to:

Develop and/or implement strategies to ensure that difficulties in workplace relationships are identified and resolved; Establish processes and systems to ensure that conflict is identified and managed constructively in accordance with the organisation's policies and procedures
Provide guidance, counselling and support to assist co-workers in resolving their work difficulties; Develop and implement an action plan to address any identified difficulties

4A.In this task, you will develop and/or implement strategies, processes & systems to ensure that difficulties in workplace relationships are identified and resolved. To do this, you will need to create a conflict resolution procedure for the workplace so that when team members have personal or group conflicts, they will be able to refer to this procedure for resolution.

IMPLEMENTED STRATEGY - CONFLICT RESOLUTION POLICY & PROCEDURE

Summary and brief of your developed Conflict Resolution Policy:

List the step by step Conflict Resolution Procedure: (At least 6 steps)

Responsible department for conflict resolution:

4B.Now that you implemented strategies, processes & systems to tackle workplace difficulties, you have addressed the workplace difficulties. You are, however, thinking of creating an action plan to address difficulties and provide guidance to individual cases such as the one below.

Scenario:Ahmed works as the senior baker in one of the stores. Based on Ahmed's history of employment over the last ten years, he has been quite reliable, never late (except medical reasons) and gives 100% on the job. Ahmed has also received numerous "Employee of the Month" awards. In the last year the store has appointed a new store manager named Boris who likes to boss around and use authoritarian management style but is not specifically biased. When the Baking Supervisor left the job, Ahmed asked Boris for a promotion but the store manager is refusing to provide him with a definitive answer. This has been going on for 3 months and the store is still left without a banking supervisor. Ahmed has now filed a conflict resolution application to the head office. When contacted with the Boris, he mentioned that he is still observing for the right person internally to promote but at the same time also looking for an experienced supervisor to hire from outside.

You have now decided that you will work on this conflict resolution template for the workplace and provide guidance, support and resolution through this conflict resolution action plan template. Please fill the template and provide your guidance on this situation.

CONFLICT RESOLUTION ACTION PLAN TEMPLATE
Participants
1. Identify the participants in the conflict and what you hope to achieve.
Conflict Participants	Name: Role:	Name: Role:
Problem
Preferred State
Common Ground
Your guidance, counseling and support recommendations
Options for Resolution
2. Brainstorm and list the options available to resolve the conflict and identify a residual consequence for each option.
Options for Resolution:	Option:	Consequence:
1.
2.
Resolution Mediators & Authority
Name	Role	Signature	Date