record the student assessment Outcome

Unit Result Sheet

This form is to be completed by the assessor and is used to record the student assessment Outcome/result for each Unit of Competency. All student submissions (Outlined below) are to be attached to this sheet before placing on the student academic file. Student results are not to be entered into the Student database unless all relevant paperwork is completed and attached to this sheet.

 

Students must complete all assessment tasks as satisfactory (S) to be Competent (C)

 

Student Use

 

Student ID No  
Student Name  
 

Unit Code

BSBLDR523
 

Unit Title

Lead and Manage Effective Workplace Relationships

 

  Assessor Use Only                                                     £ Initial Submission   £ Re-Submission

   
Please attach the following documentation to this sheet Assessment Outcome Re Assessment Outcome
Assessment 1 Written Assessment S NS NA S NS NA
Assessment 2 Project S NS NA S NS NA
Final Assessment Result for this unit:    C     /    NYC

 

Comments:

 

 

Assessor:

I declare that I have conducted a fair, valid, reliable and flexible assessment with this student, and I have    provided appropriate feedback.

Assessor Name:                                                    Signature:                                                              Date:

 

 

Student Declaration:

I declare that I have been assessed in this unit, and I have been advised of my result. I am also aware of my appeal rights.

Name:                                                                    Signature                                                               Date:

 

 

 

 

 

 

 

BLDR523

Lead and Manage Effective Workplace Relationships

 

 

Assessment Tool

 

Assessment Resource Summary
Assessment Type This is a summative assessment, which requires the assessment to be conducted in conditions that are safe and replicate the workplace
Assessment Tasks Assessment Task 1: Written Assessment
Assessment Task 2: Project

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Assessment Cover Sheet

 

Please complete cover sheet clearly and accurately for assessment tasks and other types of evidence you submit for your course. All student assessment tasks submissions including any associated checklists where applicable, are to be attached to this cover sheet.

Student Use

Student ID No  
Student Name  
Unit Code BSBLDR523
Unit Title Lead and Manage Effective Workplace Relationships
Assessment No. 1
Assessment Method Written Assessment
£ Initial Submission   £ Re-Submission 

 

Student Declaration I declare that:
·          These tasks are my own work.

·          None of this work has been completed by any other person

·          These tasks are not plagiarised or colluded with any other student/s.

·          I have correctly referenced all resources and reference texts throughout these assessment tasks.

·          I have read and understood NTCA’s policy on Plagiarism, cheating and collusion and understand that if I am found to be in breach of this policy, disciplinary action may be taken against me by NTCA.

·          I have a copy of my assessment work with me, which I can produce if the original is lost.

Student Signature: Submission Date:

Assessor Use Only

Outcome
Satisfactory      /      Not Satisfactory

Assessor Feedback:

 

 

 

 

 

 

Assessor Name:                                   Signature:                                             Date:

 

 

Student Submission Receipt: Your submission has been received. Please keep a copy of this record.

Student ID & Name: ……………………………….…………………….…..  Submission Date: …………………..…………………………….

Unit Code: ………………………………..……………… Assessment No & Method: ……………………………………..….……..………….

£ Initial Submission   £ Re-Submission

Received By (Name): …………………………………….…. Signature: …………………..……….. Date: …………………..………………..

The results will be updated within twenty-one (21) days from your final submission. Please check your student portal regularly to make sure that your results are updated. If there are any discrepancies, please discuss with the Trainer/Student Support Officer.

 

 

 Assessment Task 1: Written Assessment

Task instructions
Instructions:                                                                                                                         

·         This is an individual assessment.

·         To ensure your responses are satisfactory, consult a range of learning resources and other information such as handouts, textbooks, learner resources etc.

·         To be assessed as Satisfactory in this assessment task, all questions must be answered correctly.

·         Complete a written assessment consisting of a series of questions.

·         You will be required to answer all the questions correctly.

·         Do not start answering questions without understanding what is required. Read the questions carefully and critically analyse them for a few seconds; this will help you to identify what information is needed in the answer.

·         Your answers must demonstrate an understanding and application of the relevant concepts and critical thinking.

·         Be concise, to the point and write answers within the word-limit given to each question. Do not provide irrelevant information. Remember, quantity is not quality.

·         You must write your responses in your own words.

·         Use non-discriminatory language. The language used should not devalue, demean, or exclude individuals or groups based on attributes such as gender, disability, culture, race, religion, sexual preference or age. Gender-inclusive language should be used.

·         When you quote, paraphrase, summarise or copy information from other sources to write your answers or research your work, always acknowledge the source.

Short Answer Questions

Question 1
Complete the table below:

a.       Identify at least two business systems that support the development of effective work relationships

Systems refer to a group of interrelated processes that work together to achieve a certain goal.

b.       Briefly explain how each system supports the development of effective work relationships

Work relationships can be considered effective when employees get along and work well with each other. This can be characterised by good teamwork, lack of conflict between employees, etc.

 
Business System Brief Explanation of How Each System Supports the Development of Effective Work Relationships
a.       Policies and procedures The policies and procedures of the organization include the obligations for the employees for co-employees in the context of their behaviour and relationships that helps in maintaining effective workplace relations (Albrecht et al., 2015).
b.       Employee management system It helps the human resources department in introducing recruits to the existing employees as well as helps in the organization of unofficial events such as outings for the effectiveness of the workplace relations (Jiang & Liu, 2015).

 

Question 2
Bounce Fitness is a premier fitness centre with four centres across Australia. Access the link below to learn more about Bounce Fitness.

Bounce Fitness Homepage

https://bouncefitness.precisiongroup.com.au/

Complete the table below:

a.       Identify at least two Bounce Fitness policies and procedure documents related to the development of effective work relationships. Use the link below to access Bounce Fitness’s policies and procedures:

Policies and Procedures

https://bouncefitness.precisiongroup.com.au/policies-and-procedures/

Policy and procedures support the development of effective work relationships if it outlines requirements that must be implemented during collaboration between employees in the workplace. Requirements must provide guidelines on how effective work can be established and maintained between employees

b.       Briefly explain how each policy and procedure supports the development of effective work relationships

 
Policy and Procedure Related to Development of Effective Work Relationships Brief Explanation of How Each Policy and Procedure Supports the Development of Effective Work Relationships
a.       The policy of employee relations The policy of employee relations in Bounce fitness involves the obligations, expectations, responsibilities, and requirements for the maintenance of positive workplace relations followed by workplace culture in order to meet the goals and objectives of the organization (Obiekwe & Eke, 2019).
b.       Policy of communication The policy of communication includes the standards for the employees related to the conduction of meetings such as dissemination of information for the awareness among employees, participation of employees in the decision-making process, and so on that supports in the maintenance of positive workplace relations (Keyton, 2017).

 

 

Question 3
Answer the guide questions below about interpersonal styles
 
a.      Define interpersonal styles.
Interpersonal styes are referred to the style that needs to be used for interactions with people. In other words, the behaviour of an individual while communicating or interacting with another person is referred to as the interpersonal style. The interpersonal style is impacted by the personality of an individual (Matosic et al., 2016).
b.      Briefly explain the relevance of interpersonal styles to work relationships
The interpersonal style is a significant part of maintaining positive workplace relations. According to the definition, the interpersonal style refers to the behaviour of an individual that impacts the collaboration between the team members in the organization (Matosic et al., 2016). The corporate culture includes the requirement of collaboration among all the employees that is possible with the help of the right behaviour while communicating with others. It helps in ensuring the effectiveness of the teamwork that is a significant part of the organization. It helps in building relations with other people that are crucial for maintaining positive workplace culture in the organization.

 

Question 4
Complete the table below:

a.       Identify at least two communication skills

Communication skills refer to the skills needed to be able to convey information to others effectively and efficiently. These skills can include verbal, non-verbal, and written skills that can be used to facilitate information sharing.

b.       Briefly explain how each communication skill identified can help improve work relationships

 
Communication Skill Explanation on How Each Skill Can Help Improve Work Relationships
a.       Non-verbal communication Non-verbal communication includes body language and gestures that are used while communicating messages also impacts the way in which the message is perceived by other employees (Phutela, 2015). Effective workplace relations in the organization is the diffusion of both words and non-verbal communication.
b.       Active listening Active listening is referred to listening to another person with attention followed by understanding and responding to the question (Jonsdottir & Fridriksdottir, 2020). Active listening plays a significant role in understanding the perceptions of other people involved in the team or department. Collaboration is the key to accomplishing goals and objectives of the business that involve active listening in communication among employees.

 

Question 5
Briefly explain how each concept listed below is relevant to workplace relationships.
 
a.       Consultation
The consultation is defined as the discussion among the people before making decisions. The policies of the workplace include the involvement of each employee in the decision-making process which is possible with the help of consultation as it helps in taking feedback (Armstrong, 2020). The satisfaction among all the employees in the organization is possible with the help of consultation as it allows the input of ideas of all the employees in order to maintain effective workplace relations.
b.       Cultural Sensitivity
Cultural sensitivity includes the respect and understanding of the culture of other employees that helps in eliminating the probability of misinterpretation due to different meanings of the same words in different cultures (Jenifer & Raman, 2015). The misinterpretation could hurt the feelings of other employees followed by the conflict that can adversely affect workplace relations.
c.       Social Sensitivity
Social sensitivity is referred to the ability of an individual related to understand, respect, and perceive the views and feelings of other people is also one of the significant parts of maintaining workplace relations in the organization (Sheleh, 2016).
d.       Networking
Networking is referred to the development of contacts with professionals in order to gain information related to the trends and news of the relevant field (Kishokumar, 2016). Networking in the workplace helps in communicating the ideas and news related to the events and activities of the company that directly impacts support the workplace relations in the organization.
e.       Conflict Resolution
Conflict is referred to disagreements between two employees or team members in the organization. Conflict resolution plays a significant role in addressing workplace issues in order to sustain the workplace relations of the involving parties in the disagreement. Effective workplace relations are the drivers of the progress and growth of the company in the market (Gilin Oore et al., 2015).

 

 

Preliminary Task
Short Answer Question 6 requires you to access legislation applicable to your state/territory relevant to managing workplace relationships.

For your assessor’s reference:

a.       Tick the box of the state/territory that you are currently based on located in

b.       Identify at least one legislation relevant to managing effective workplace relationships that applies to the indicated state/territory

When answering Short Answer Question 6, you must refer to the requirements of the legislation identified below.

 
a.       Indicate the state/territory you are currently based or located in:
Australian Capital Territory South Australia
New South Wales Tasmania
Northern Territory Victoria
Queensland Western Australia
b.       Identify at least one legislation relevant to managing effective workplace relationships that applies to the state/territory you are currently based or located in.
One of the legislations that support workplace relations in the organization of NSW, Australia includes the Fair Work Act 2009. The Fair Work Commission oblige the employers for the functions related to dispute resolution, the safety of employees, enterprise bargaining, and employee termination in order to maintain positive workplace culture and relations among the people engaged in the company (Douglas & Watt, 2018). The purpose behind the implementation of the act includes the introduction of the workplace relations system at the national level for all the organizations for setting the minimum conditions and standards for the workforce related to workplace relations with the help of a legal framework (Creighton & McCrystal, 2017).

 

Question 6
Access the legislation applicable to your state/territory that you identified in the preliminary task and complete the table below:

a.          Identify at least two requirements provided in the legislation that is relevant to managing effective work relationships

b.         Briefly explain how each requirement can be implemented in the workplace to manage effective workplace relationships

 
Legislative Requirement Explanation on How Each Requirement Can be Implemented to Manage Effective Workplace Relationships
a.       The legislative requirement include the illegitimacy of humiliating, offending, intimidating, and insulting others (Australian Human Rights Commission, 2016). The legislation can be implemented by communicating the standards related to the behaviour, appearance, language, and dresses for which they are obligated in order to ensure comfortability among others and avoidance of offending (Reina & Reina, 2016).
b.       The legislative requirement includes the illegitimacy of discriminating people based on race, gender, caste, nationality, age, disabilities, and so on (Australian Human Rights Commission, 2016). The legislation can be implemented by ensuring equality among employees in the context of getting a promotion, appraisals, employment opportunity and so on based on their performance and potential. In addition, favouritism can be removed from the workplace in order to ensure equality of employees across the organization (Creighton & McCrystal, 2017).

 

Question 7
Identify methods that can be used to develop processes for the following situations.

Methods refer to the different ways you can use to develop a process for each of the situations in the guide questions below. Processes for each situation would contain steps or requirements that must be implemented for every instance that each situation is conducted.

 
a.       Identify at least one method that can be used to develop a process for consulting with employees
The conduction of conference meetings can be used for the development of the consultation process in the organization as it will allow the employers or managers to communicate the ideas or the issues in order to gain feedback from the employees that can be used for improving the ideas or solving the issues as well as ensure the involvement of all the employees in decision making (Reina & Reina, 2016).
b.       Identify at least one method that can be used to develop a process for conflict management

Conflict management refers to the process of identifying and resolving conflicts that can arise in the workplace

The method that can be used for conflict management in the organization might involve the policy related to conflict resolution under which the team will be dedicated to solving the reported conflicts between the parties with the help of face to face meetings or group discussions.
c.       Identify at least one method that can be used to develop a process for task issue management

Task issue management refers to the process of identifying and resolving issues that can appear when conducting any given task.

The method that might be helpful for the task issue management includes escalation that involves escalating the identified issue to the seniors followed by upper management in order to resolve them on the high priority as well as under the supervision of high authority of the organization (Reina & Reina, 2016).

References

Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance. https://dro.deakin.edu.au/eserv/DU:30071114/albrecht-employeeengagement-post-2015.pdf

Armstrong, M. (2020). Human resource management practice. Kogan page limited. http://103.38.12.142:8081/jspui/bitstream/123456789/71/1/A%20Handbook%20of%20Human%20Resource%20Management%20Practice.pdf

Australian Human Rights Commission. (2016). Willing to work: national inquiry into employment discrimination against older Australians and Australians with disability (2016). https://apo.org.au/sites/default/files/resource-files/2016-05/apo-nid66558.pdf

Creighton, B., & McCrystal, S. (2017). Esso Australia Pty Ltd v The Australian Workers’ Union: breaches of orders, coercion and protected industrial action under the Fair Work Act 2009 (Cth). Sydney Law Review39(2), 233-244. https://www.sydney.edu.au/content/dam/corporate/documents/sydney-law-school/research/publications/slr-v39v2-creighton-mccrystal-bthc.pdf

Douglas, S., & Watt, G. (2018). Implications of the Fair Work Commission’s modern award review for casuals. The Journal of New Business Ideas & Trends16(2), 30-40. http://jnbit.org/upload/JNBIT_5_Douglas_Watt_16(2)_2018_.pdf

Gilin Oore, D., Leiter, M. P., & LeBlanc, D. E. (2015). Individual and organizational factors promoting successful responses to workplace conflict. Canadian Psychology/psychologie canadienne56(3), 301. https://d1wqtxts1xzle7.cloudfront.net/50768838/GilinOoreLeiterLeBlanc-with-cover-page-v2.pdf?Expires=1642893535&Signature=GsptKQQSsss3Ty0xBNPOcr1-wr72vhSRxhYbp8Ffu-y6n8zCu6A0HYHt9w8IKOr-6~iHbJqID5a8PyBh7HUAHI1Ft7GSuEhCGxIVRzbv0MbFKbG-cUQIHSpsCmhewq4XWwjPQGrZDXr9iDs9x0brj7iJjxjZPL~ekDTUviWc4DTtGjGyIksjichTGac8mCyFRG08Us8rx3mJY0S5ZGn6NXkkBEnCzLdsfDUqjYOkCA4nkoqqZGAOsQvdxVWQikQeqJ1aDJrrbady7ua~rC96~dlDOyCJbwAoLVp-bBcMWxeMuGj8EXkKWa-rjsQkIUmywaBxeS8a8K2VCN1NibTi2A__&Key-Pair-Id=APKAJLOHF5GGSLRBV4ZA

Jenifer, R. D., & Raman, G. P. (2015). Cross-cultural communication barriers in the workplace. Internafional Journal of Management6(1), 348-351. https://d1wqtxts1xzle7.cloudfront.net/40875757/CROSS_CULTURAL_COMMUNICATION_BARRIERS_IN_WORKPLACE-2-with-cover-page-v2.pdf?Expires=1642893237&Signature=Zn8H2dwOi~Wg6DqoFRJd3eOlLU6Vic9lGPlub3Cs4d2L-tuvk94M55mfZF387ppCiWu5syILr073mD7RzrzgvLMNAMjM4LppeS-yMkeaTdiOUMRY4gWbzdRCmlqoYWy-ZtShNgP4WpcFeM7cfxR49F1ddKULpkJfZIBdguslMByZ-isMzs~nQTPOLlFcfZgsEVKHETCkb3rZrpD7D7gEaeBHVCdEWYe7jaguPAwwwYrSr1dgK8AEPjL~9RjgiFZ5Kv-Z2EEGnCg5kVh6-pUdX0JLrOtXD~CnpHChV3ZmYOipoKRWgXRwtYcjvyy6JZLiXG9RHUPLgutmgWYnwb8oPA__&Key-Pair-Id=APKAJLOHF5GGSLRBV4ZA

Jiang, J. Y., & Liu, C. W. (2015). High performance work systems and organizational effectiveness: The mediating role of social capital. Human resource management review25(1), 126-137. https://d1wqtxts1xzle7.cloudfront.net/55058843/jiang2015_for_high_performance-with-cover-page-v2.pdf?Expires=1642892124&Signature=P2jTIJEM6r-HtM8ahzcvFmF2w23uZ2MWs241jKzWDBrPB4RtZLqBaKQEklxVm2zHGaFiGk~dVTsdhh~rhrumDpGhY7ju5vAiz3ag9vK2ZKvsIAMRDguRF5DLnExzlIpZ0FZJbojEauno2YC1CaAi4yb0KLOaBBhXDdI5N8kxaXhzSzMaTHZ3ORKwbri7AxiwDjUFh2jTnhcDriTLWVG8jbRErIxP5taGbFOwwTSoy0stjwMaM53TfcjHXdf9cvFvuYqUfP8JXSo2o7N7OTDLqiPCey~GW3nNGGvYReOsB4GXQ7YyNEtKuuqftdtmPoEPCgTwxDKYP3bweFZ-Sa24Dg__&Key-Pair-Id=APKAJLOHF5GGSLRBV4ZA

Jonsdottir, I. J., & Fridriksdottir, K. (2020). Active listening: Is it the forgotten dimension in managerial communication?. International Journal of Listening34(3), 178-188. https://www.researchgate.net/profile/Inga-Jonsdottir-5/publication/333040849_ACTIVE_LISTENING_IS_IT_THE_FORGOTTEN_DIMENSION_IN_MANAGERIAL_COMMUNICATION/links/5d78d87ca6fdcc9961c00cc3/ACTIVE-LISTENING-IS-IT-THE-FORGOTTEN-DIMENSION-IN-MANAGERIAL-COMMUNICATION.pdf

Keyton, J. (2017). Communication in organizations. Annual Review of Organizational Psychology and Organizational Behavior4, 501-526. https://www.researchgate.net/profile/Joann-Keyton/publication/315501844_Communication_in_Organizations/links/5c0550f592851c6ca1fa33bc/Communication-in-Organizations.pdf

Kishokumar, R. (2016). Influence of social networking in the work place on individual job performance: Special reference to the financial sector in Batticaloa District. International Journal of Engineering research and general science4(6), 22-34. http://pnrsolution.org/Datacenter/Vol4/Issue6/37.pdf

Matosic, D., Ntoumanis, N., & Quested, E. (2016). Antecedents of need supportive and controlling interpersonal styles from a self-determination theory perspective: A review and implications for sport psychology research. Sport and exercise psychology research, 145-180. https://www.researchgate.net/profile/Nikos-Ntoumanis/publication/304149538_Antecedents_of_Need_Supportive_and_Controlling_Interpersonal_Styles_From_a_Self-Determination_Theory_Perspective_A_Review_and_Implications_for_Sport_Psychology_Research/links/59cf5ec4a6fdcc181aca61ba/Antecedents-of-Need-Supportive-and-Controlling-Interpersonal-Styles-From-a-Self-Determination-Theory-Perspective-A-Review-and-Implications-for-Sport-Psychology-Research.pdf

Obiekwe, O., & Eke, N. U. (2019). Impact of employee grievance management on organizational performance. International Journal of Economics and. https://www.researchgate.net/profile/Onyebuchi-Obiekwe/publication/331089642_Impact_of_Employee_Grievance_Management_on_Organizational_Performance/links/5c65516445851582c3e75c34/Impact-of-Employee-Grievance-Management-on-Organizational-Performance.pdf

Phutela, D. (2015). The importance of non-verbal communication. IUP Journal of Soft Skills9(4), 43. http://library.tuit.uz/knigiPDF/Ebsco/8-1106.pdf

Reina, D. S., & Reina, M. L. (2016). Trust and betrayal in the workplace: Building effective relationships in your organization. Recorded Books. https://www.bkconnection.com/static/Trust_and_Betrayal_in_the_Workplace_EXCERPT.pdf

Sheleh, L. (2016). Methodological principles of study of emotional intelligence of employees of internal аffairs bodies. Юридична психологія18(1), 72-82. https://ojs.naiau.kiev.ua/index.php/psychped/article/download/451/453

 

 

 

Assessor Checklist: Assessment Task 1 (Written Assessment)             

Questions Satisfactory
Q1. r Yes    r No
Q2. r Yes    r No
Q3. r Yes    r No
Q4. r Yes    r No
Q5. r Yes    r No
Q6. r Yes    r No
Q7. r Yes    r No

 

 

 

 

 

 

 

 

 

Assessment Cover Sheet

 

Please complete cover sheet clearly and accurately for assessment tasks and other types of evidence you submit for your course. All student assessment tasks submissions including any associated checklists where applicable, are to be attached to this cover sheet.

Student Use

Student ID No  
Student Name  
Unit Code BSBLDR523
Unit Title Lead and Manage Effective Workplace Relationships
Assessment No. 2
Assessment Method Project
£ Initial Submission   £ Re-Submission 

 

Student Declaration I declare that:
·          These tasks are my own work.

·          None of this work has been completed by any other person

·          These tasks are not plagiarised or colluded with any other student/s.

·          I have correctly referenced all resources and reference texts throughout these assessment tasks.

·          I have read and understood NTCA’s policy on Plagiarism, cheating and collusion and understand that if I am found to be in breach of this policy, disciplinary action may be taken against me by NTCA.

·          I have a copy of my assessment work with me, which I can produce if the original is lost.

Student Signature: Submission Date:

 

Assessor Use Only

Outcome
Satisfactory      /      Not Satisfactory

Assessor Feedback:

 

 

 

 

 

 

Assessor Name:                                   Signature:                                             Date:

 

 

Student Submission Receipt: Your submission has been received. Please keep a copy of this record.

Student ID & Name: ……………………………….…………………….…..  Submission Date: …………………..…………………………….

Unit Code: ………………………………..……………… Assessment No & Method: ……………………………………..….……..………….

£ Initial Submission   £ Re-Submission

Received By (Name): …………………………………….…. Signature: …………………..……….. Date: …………………..………………..

The results will be updated within twenty-one (21) days from your final submission. Please check your student portal regularly to make sure that your results are updated. If there are any discrepancies, please discuss with the Trainer/Student Support Officer

 

 

 

Assessment Task 2 – Project

The Practical Assessment is a set of tasks that must be completed in a workplace, or in an environment with conditions similar to that of a real workplace.

To be assessed for this unit of competency, you must demonstrate your skills and knowledge to lead and manage effective workplace relationships.

Wherever possible, this assessment must be completed in your own workplace, including the gathering of evidence.

Where a current workplace is not available, you must conduct your practical assessment in an environment where conditions are typical of those experienced in a workplace. The environment must provide you access to all the resources required to complete this assessment.

If you don’t have access to a suitable workplace, discuss with your assessor any adjustments required to the tasks to conduct a simulated workplace assessment.

 

IMPORTANT!

§  All signatures/initials in your submissions, including yours, must be handwritten and dated. Submissions with signatures/initials must be scanned.

§  The Supervisor/Assessor/observer who completes and signs your evidence submissions must provide their real name, contact number, and email address for your assessor’s reference.

§  Should you encounter issue or concerns regarding your assessment, contact your assessor.

 

 

Workplace Supervisor/Assessor/Assessor Instructions

Dear Workplace Supervisor/Assessor/Assessor,

Thank you for allowing and assisting the learner to complete this project in (please tick at least one):

r  the workplace.

r  a simulated workplace environment.

This project requires the learner to lead and manage effective workplace relationships.

The learner will discuss with you the requirements they must complete and the resources they need to access in the assessment environment for this project.

 

Your Role as the Learner’s Supervisor/Assessor/Assessor

There are activities in this project that will require your involvement. This includes:

§  providing the learner access to the resources required for this project.

§  participating in the activities included in this project, including:

o   observing the learner as they complete these activities,

o   signing the learner’s submissions,

o   providing feedback on the learner’s performance, and

o   providing guidance to the learner as they complete these activities in the selected assessment environment.

§  testifying that the learner has completed these activities in accordance with the workplace standards, policies, and procedures, and in accordance with the requirements of this project.

§  being contacted by the learner’s training provider through a phone call or email to further verify that the learner has completed the activities included in this project to a satisfactory level and to verify the authenticity of the learner’s document submissions.

Discuss any queries about the project and associated requirements with the learner. If the learner cannot answer your questions about the project, please contact the learner’s assessor/training provider.

 

 

Project Assessment

Project Overview

This project will require you to lead and manage effective workplace relationships.

The project is divided into four parts:

1.       Establish Effective Workplace Relationship Processes

2.       Manage Task Issues

3.       Manage Workplace Conflict

4.       Review Management of Workplace Relationships

Tasks and activities in this project assessment require you to have access to a workplace or a similar environment.

Read the instructions in this project carefully before proceeding.

 

Resources Required for Assessment

Resources you need to access to complete this assessment are outlined in the Resources Required for Assessment section of this workbook and in the task overview of each part of the assessment.

 

Forms and Templates

Assessment forms and templates are provided in each task in this Project Assessment, unless otherwise specified.

If you are currently in workplace, you may use similar forms and templates used by your organisation to complete the assessment. However, all requirements specified in the task must be included in your submissions.

 

 

Part 1. Establish Effective Workplace Relationship Processes

Task Overview
This part of the project requires you to identify and develop processes to establish effective workplace relationships. Specifically, you are required to:

§  Identify required processes for workplace collaboration according to organisational policies and procedures

§  Develop consultation processes for employees to contribute to issues related to their work role

§  Develop processes for conflict management according to organisational policies and procedures

§  Develop process for escalated issues or refer to relevant personnel

 

Resources Required:

To complete this project, you will need access to the following:

§  A workplace that will allow you access to:

o   Workplace documentation, including:

·         Organisational policy and procedures:

–          At least two related to workplace collaboration

Policies and procedures related to workplace collaboration would set the necessary processes that should be following during events of workplace collaboration between various employees.

–          At least two related to conflict management

–          At least one related to task issue management

·         Organisational policies on:

–          Diversity

–          Ethical Conduct

 

 

Task 1.1 Identify Workplace Collaboration Processes

 

ASSESSMENT INSTRUCTIONS
1.       Access and review your organisation’s policies and procedures for ensuring workplace collaboration.

Workplace collaboration refers to when at least two people come together to work towards a common goal. During this time, each individual shares their skills and ideas to reach the common goal.

Policies and procedures related to workplace collaboration would set the necessary processes that should be following during events of workplace collaboration between various employees.

2.       Locate the Organisational Collaboration Processes template provided within this workbook. Use this template to record policies and procedures in your organisation relevant to workplace collaboration.

3.       Complete the template:

a.       Identify at least two of your organisation’s policies and procedures related to workplace collaboration.

Relation to workplace collaboration is established if the policy and procedure document contains a requirement that will guide employees on the proper behaviour and practices to implement during each instance of workplace collaboration.

b.       Record the title of each identified policy and procedures related to workplace collaboration.

c.       Identify at least one process from each policy and procedure that must be implemented during workplace collaboration for each policy and procedure document.

Processes identified in this task will be used in Task 2.2.

4.       Have your Supervisor/Assessor sign the Supervisor/Assessor Declaration Form at the end of the Organisational Collaboration Processes document. This is to ensure that all responses are in line with your organisation’s requirements. Supervisor/Assessor’s signature must be handwritten.

5.       Submit the completed Organisational Collaboration Processes to your assessor.

 

 

Organisational Collaboration Processes

Completed by Center Manager
Workplace/Organisation Bounce Fitness
Date Completed 24 Januray 2022

 

Policy and Procedure 1
Title of Policy and Procedure Communication policy and procedure
Process for Workplace Collaboration The process that needs to be implemented under the communication policy and procedure include handling issues escalated by the employees. The process of handling issues is included in the importance of information dissemination accurately and accessibly among the employees of Bounce Fitness which is part of communication policy. The process identified in the policy is implemented according to the standards and legislations of the organization.

 

Policy and Procedure 2
Title of Policy and Procedure Policy related to code of conduct for the employees
Process for Workplace Collaboration The process that must be implemented in the code of conduct for employees includes the obligation related to the appropriate language, dressing, and behaviour used in the organization based on the standards determined by the higher authority of Bounce Fitness.

 

SUPERVISOR/ASSESSOR DECLARATION

By signing here, I confirm that I have reviewed the Organisational Collaboration Processes document develop by the learner, whose name appears above, and confirm that the requirements in the document are in line with the organisation’s requirements.

Supervisor/Assessor Name:  
Workplace/Organisation Name:  
Signature:  
Date signed:  

 

Task 1.2 Develop Processes for Consultation

 

ASSESSMENT INSTRUCTIONS
1.       Access the Consultation Processes template provided within this workbook. Use this template to record the processes you will develop in this task.

2.       Complete the template by developing the following processes to be followed when consulting with employees.

Outline the following:

a.       At least one process that will allow employees to contribute to the discussion during a consultation.

Contribution refers to how employees can actively participate in the discussion held during each consultation. Methods for employee contribution can include, but are not limited to, the following:

§  Employees providing feedback on the topic being discussed

§  Asking for ideas from employees on areas for improvement

b.       At least one process for facilitating the employees’ contribution gathered to make a decision

These can include, but are not limited to, the following:

§  Determining how to facilitate the employees’ contributions

§  Ensuring that each decision made is not biased to just one employee’s contribution

c.       At least one process for providing feedback on the outcome of the consultation.

Include the following in your process:

§  At least one communication method to be used to provide the feedback

Method for communication can vary and can include, but are not limited to, the following:

o   Conducting a meeting

o   Sending an email

 

§  Identify at least two kinds of information you will include in your feedback

Feedback provided refers to the results of a discussion that is held between a mediator (e.g., manager) and each party concerned in the discussion. 

Information that must be gathered and reported can include, but is not limited to, the following:

o    How well the employee receiving feedback performed based on the result of each discussion

o    How the employee can further improve their performance

Processes developed in this task will be used in the later tasks.

3.       Submit the completed Consultation Processes document to your assessor.

 

 

Consultation Processes

Completed by Center Manager
Workplace/Organisation Bounce Fitness
Date Completed 24 Januray 2022
Process for Employee Contribution
Me: Hello everyone, the purpose of conducting the meeting is due to the gap of communication, the batches allocated to the team remain unattended two times this month.

Me: I have been monitoring the performance of your team however, I found that some of you have no idea regarding the situation or status of the batch timings that have been assigned to the team.

Team members: We are sorry sir.

Me: Please do not worry, I am here for discussing the solution from you that have been raised in your team.

Team member 1: Sir, according to my opinion we need to conduct regular meetings at the end of the day in order to discuss all the issues related to the batches.

Me: That is a good idea, I appreciate your involvement. I need other solutions too from other team members.

Team member 2: Sir, the reason behind the miscommunication or lack of communication is lack of important details and information related to the batches are not being shared, however, I propose that each day needs to be completed with the help of concluding mail including all the details related to the status of the batch, and other details that might be very important for the attending our clients.

Me: That’s a good idea.

Process for Facilitating Employees’ Contribution
Me: I have analysed the previous incidents such as some of the batches remained unattended and this happened due to lack of communication between two trainers.

Me: I believe that we must conclude the day with the mail that needs to be shared with each employee that includes allocation of trainers on the batches in order to eliminate the lack of communication.

Me: According to our policy of communication, important information needs to be disseminated among the employees in order to ensure awareness. I need to you get back to the work and I will monitor your performance against the responsibilities and attendance for attending batches.

 

Process for Providing Feedback on the Outcome of Consultation
From: Manager

To: Team members

Subject: Feedback on the consultation outcome

Hello everyone

Hope you all are doing well. I have been monitoring your performance for two weeks and all the batches have been attended in the last few weeks however, I have noticed that most of the time batches are attended by one trainer. I need you to allocate the days on which trainers need to attend the batch. In addition, I need you to allocate based on the speciality such as some batches need trainers of yoga speciality and some needs exercise speciality. One of the complaints is also received from the client that they have been provided with the services of yoga however, according to their personalized pack, they have opted for the gym. Please take care from the next time and in case of any question please feel free to contact.

Thanks and regards

Manager

 

Task 1.3 Develop Conflict Management Processes

 

ASSESSMENT INSTRUCTIONS
1.       Access and review at least two policies and procedures about conflict management in your workplace.

Conflict management refers to the process of identifying and handling conflicts that arise in the workplace.

2.       Access the Conflict Management Processes template provided within this workbook. Use this template to record the processes you will develop in this task.

3.        Complete the template:

a.       Identify each organisational conflict management policy and procedure you accessed

b.       Based on your review, determine the requirements that must be met whenever conflict management is being implemented

c.       Outline at least two processes for conflict management based on the policies and procedures reviewed:

§  At least one process on how to identify the existence of a conflict

Ensure to include the following:

o   At least one method to identify the existence of conflict (e.g., consultation with team members)

Conflict refers to disagreements or arguments between employees that often leads to a strain in workplace relationships

o   At least two kinds of information to collect to identify the conflict

These can include, but are not limited to, the following:

·         Who are involved in the conflict

·         When did the conflict occur

 

§  Identify at least one person you intend to gather information about the conflict from (e.g., will you include witnesses or only those involved in the conflict?)

§  At least one process on how to resolve conflicts identified

Ensure to include the following:

o   At least one opportunity for all involved employees to meet to discuss how to resolve the conflict

o   Who will make the final decision on how to resolve conflict

o   At least one step to ensure that all parties concerned agree with the decision

Processes developed will be used to complete later tasks.

4.       Have your Supervisor/Assessor sign the Supervisor/Assessor Declaration Form at the end of the Conflict Management Processes template. This is to ensure that your processes are in line with the organisation’s requirements. Supervisor/Assessor’s signature must be handwritten.

5.       Submit the completed Conflict Management Processes to your assessor.

 

 

Conflict Management Processes

Completed by Center Manager
Workplace/Organisation Bounce Fitness
Date Completed 24 Januray 2022
Policies and Procedures
a.       Employee Relation Policy and Procedure
b.       Conflict Resolution Policy and Procedure
Process for Identifying Existence of Conflict
The process for the identification of conflict lies in the policy of employee relations. The communication process involved in the policy includes consultation with the employees related to the issues and conflicts in relation with other people engaged in the organization. The maintenance of a positive workplace environment is a significant part of maintaining the performance of employees that helps in the identification of issues and conflicts among employees engaged in the organization.
Process for Resolving Conflicts
The process involved in the resolution of conflict according to the policy of conflict resolution in Bounce Fitness is enumerated in the following points:

·         Identification of the problems and their root cause to report formally as the grievance.

·         Involving the parties facing disagreement separately in order to understand their perspective on the conflict.

·         Finding the options to solve the problem by ensuring no partiality among the involving parties.

·         Evaluation of the options in order to focus on the interests of both parties. Make the parties find the common ground based on which the option can be chosen for solving the issue.

·         Selection of the appropriate solution and ensuring the agreement from both the parties in order to ensure their satisfaction from the grievance.

·         Documentation of the conflict with the agreement between the parties, monitoring and following up the parties with the help of meetings or mails.

 

SUPERVISOR/ASSESSOR/ASSESSOR DECLARATION

By signing here, I confirm that I have reviewed the Conflict Management Processes document develop by the learner, whose name appears above, and confirm that the requirements in the document are in line with the organisation’s requirements.

Supervisor/Assessor Name:  
Workplace/Organisation Name:  
Signature:  
Date signed:  

Task 1.4 Develop Task Issue Management Processes

 

ASSESSMENT INSTRUCTIONS
1.       Access and review at least one of your organisation’s policy and procedure about:

a.       Identifying issues employees have with their tasks

b.       Addressing the employees’ task issues

2.       Access the Issue Management Process provided within this workbook. Use this template to outline the processes you will develop in this task.

3.       Complete the Issue Management Process document. To complete the template:

a.       Identify at least one of your organisation’s policy and procedures for task issue management that you reviewed.

Task issue management refers to the process of identifying and resolving issues that can appear when conducting any given task.

b.       Develop the following processes based on your review of the identified policies and procedures:

§  At least one process for identifying task issues

Ensure to include:

o   At least one method you intend to use to identify task issues

o   How you intend to use the identified method to identify the task issues

§  At least one process for providing guidance to an employee based on the identified task issues

Guidance refers to the process of providing advice to the concerned employee on actions they can take to address their workplace issues.  

Ensure to include:

o   At least one method to provide the guidance

o   How to identify the content of the guidance to be delivered

 

c.       Identify only one of the following types of processes to develop for addressing task issues:

§  Process for resolving escalated issues

§  Process for referring the task issue to relevant personnel

Relevant personnel refer to individuals within the organisation that possesses the required expertise to handle the issues that will be referred to them.

d.       Develop the process you identified:

§  If you develop a process for resolving escalated issues, include the following:

o   Identify at least one type of issue that will be escalated to you

o   At least one procedure to identify support that you must provide to resolve each issue escalated to you

Support refers to additional activities (e.g., training, workshop session) or resources (e.g., learning materials) that can be provided to employees to assist them in addressing their identified task issues.

§  If you develop a process for referring the issue to relevant personnel, outline the following procedures:

o   At least one procedure for determining the personnel needed that can provide counselling to resolve the issue

o   At least one procedure for referring the issue to the identified relevant personnel

This process can include, but is not limited to, the following:

·         How to contact the relevant personnel

·         How long since the identification of the issue must the relevant personnel be contacted for the referral

Processes developed in this task will be used in Task 2.4.

4.       Have your Supervisor/Assessor sign the Supervisor/Assessor Declaration Form at the end of the Issue Management Processes template. This is to ensure that your processes are in line with the organisation’s requirements. Supervisor/Assessor’s signature must be handwritten.

5.       Submit the completed Issue Management Process to your assessor.

 

Issues Management Processes
Completed by Center Manager
Workplace/Organisation Bounce Fitness
Date Completed 24 Januray 2022
Organisational Policy and Procedure
Contingency planning policy
Process for Identifying Task Issues
The contingency planning policy includes continuity planning and risk rating in order to address the potential issues or threats that could adversely impact the operation of the business. The risks in the business are identified and evaluated based on the risk rating process which involves the likelihood of unlikely, certain, rare, moderate, and likely.
Process for Providing Guidance
The process that is involved in addressing the issues of the task includes continuity planning under which the identified issues or threats are addressed with the help of strategies. The framework that has been used in Bounce Fitness include PPRR involving preparedness, recovery, prevention, and response.
Process for Addressing Issues
Type of Process: Contingency Plan
Process Developed
One of the issues that might hinder the tasks of the organization include the lack of finances for upgrading or maintaining equipment used in the business. The issue can be addressed either with the help of taking business loans from the financial institutions or contingency budget of the organization is identified as the risk can be used for fulfilling the requirements of business in order to meet the demands of the customers. The contingency plan could support the employees in addressing the identified issues while operating the business. The steps involved in the issue management process involve identification of the issue followed by its tracking, analysis and resolution by reviewing all the relevant information and documents on the particular issue.
SUPERVISOR/ASSESSOR DECLARATION

By signing here, I confirm that I have reviewed the Issue Management Processes document develop by the learner, whose name appears above, and confirm that the requirements in the document are in line with the organisation’s requirements.

Supervisor/Assessor Name:  
Workplace/Organisation Name:  
Signature:  
Date signed:  

 

Task 1.5 Identify Policies for Diversity and Ethical Conduct

 

ASSESSMENT INSTRUCTIONS
1.       Access the Diversity and Ethical Policies template provided within this workbook.

2.       Complete the Diversity and Ethical Policies template.

To complete the template:

§   Access at least two workplace documents relevant to the following:

o   Diversity

o   Ethical conduct

§  Identify the following policies in the documents accessed:

o   At least one policy for diversity

o   At least one policy for ethical conduct

§  Record the identified policies in the Diversity and Ethical Policies template

a.       Ensure that while writing each policy, you are using appropriate:

§  Vocabulary

These can include, but is not limited to, the following:

o   Avoid the use of jargon or technical language

o   Use short and simple words

§  Grammatical structure

These can include, but is not limited to, the following:

o   Words are capitalised correctly

o   Punctuations are used properly

§  Conventions

These include, but are not limited to, the following:

o   Some words are correctly abbreviated

o   Proper spelling is observed

Responses in this task will be implemented in Task 2.1

3.       Have your Supervisor/Assessor sign the Supervisor/Assessor Declaration Form at the end of the Diversity and Ethical Policies template. This is to ensure that all responses are in line with your organisation’s requirements. Supervisor/Assessor’s signature must be handwritten.

4.       Submit the completed Diversity and Ethical Policies template to your assessor.

Diversity and Ethical Policies

Completed by Center Manager
Workplace/Organisation Bounce Fitness
Date Completed 24 January 2022
Policy on Diversity
Diversity Policy for Bounce Fitness

Diversity vision: The company is focused on recruiting as many diverse people as they can to maintain a competitive advantage and effective workforce. The diversity policy is focused on the recognition of people from various diversity based on caste, colour, religion, sex, and so on. In addition, the organization ensures equality among the people by encouraging and supporting diversity for participating in workplace activities.

Recruitment of diverse workforce: Involvement of diverse workforce in the organization ensures understanding and serving the market efficiently due to different perspectives.

Promotion and career advancement: The people in Bounce Fitness are provided with opportunities for career advancement as well as promotion based on their performance and suitability for the position.

Practices: The practices for spreading knowledge and awareness related to diversity in the organization include diversity workshops, education for assistance, flexible arrangements for work, and communication.

Policy on Ethical Conduct
Code of Ethics

The code of ethics in Bounce Fitness includes ethics, morality, and professionalism among the practices and behaviour of people while interacting with others irrespective of their situation, condition, and position.

Responsibilities and relationships with clients: The employees of Bounce Fitness are obliged for maintaining confidentiality for the clients’ data according to privacy laws. In addition, personal relations with the clients that could harm professionalism as well as integrity are prohibited for the employees. Moreover, the rights of the client include fair prices, safety, dignity, autonomy, and privacy.

Professional integrity: The advertisement of Bounce Fitness must not be misleading, vulgar, sensational, and false. The company is focused on equality among the people irrespective of their diversity. The employees of the company have the responsibility of maintaining professionalism, positivity, dignity, and respect while interacting with others to ensure positive workplace relations. The employees of the company are provided with pieces of training and induction programs for ensuring personal development.

Professional Standards: The clients of Bounce Fitness are attended to and trained by professional and well-trained training having competence. The records of the clients must be securely managed and mentioned information for supporting the fitness services. The information and data of the client need to be confidential and discussed with the trusted, authorised and trusted people engaged in the organization.

 

SUPERVISOR/ASSESSOR DECLARATION

By signing here, I confirm that I have reviewed the Diversity and Ethical Policies document develop by the learner, whose name appears above, and confirm that the requirements in the document are in line with the organisation’s requirements.

Supervisor/Assessor Name:  
Workplace/Organisation Name:  
Signature:  
Date signed:  

 

Part 2. Manage Task Issues

Task Overview
This part of the project requires you to manage task issues. Specifically, you are required to:

§  Delegate and confirm responsibilities for fulfilling work task

§  Collaborate and support team to perform work task

 

Resources Required:

To complete this project, you will need access to the following:

§  A workplace that will allow you access to:

o   At least two team members

o   Opportunity for your team to undertake a task during the period of this assessment

§  The following documents relevant to workplace relationships:

o   Legislation

These include, but are not limited to, the following:

·         Equal Employment Opportunity (Commonwealth Authorities) Act 1987

·         Racial Discrimination Act 1975

o   Regulation

These include, but are not limited to, the following:

·         Fair Work Regulations 2009

·         Work Health and Safety Regulations 2011

o   Standards

These include, but are not limited to, the following:

·         National Employment Standards

·         Industry-based Standards

o   Codes

These include, but are not limited to, the following:

·         Code of Conduct

·         Code of Practice

 

Task 2.1 Delegate Responsibilities for Work Task

 

ASSESSMENT INSTRUCTIONS
1.       To complete this task, you must discuss the task your team will undertake during the period of this assessment.

2.       Seek an opportunity within your organisation for your team to undertake a task for this assessment. Ensure that the task your team will undertake can be completed within the period of your assessment.

3.       Arrange a meeting with your team. Ensure that your team has at least two team members aside from yourself.

4.       Review the completed Diversity and Ethical Principles template from Task 1.5.

5.       Access the following templates provided within this workbook:

a.       Action Plan. Use this to record your discussion with your team members.

b.       Observation Form which outlines all the skills you need to demonstrate in this task. Provide your assessor with a copy of the Observation Form.

6.       Review the instructions here and the skills outlined in the Observation Form. Arrange a time with your assessor to observe you in conducting the team meeting. Discuss all requirements of the task with your assessor and prepare these before the meeting.

Your assessor will complete the Observation Form.

7.       Conduct the meeting. During the meeting, you must:

a.       Discuss the task that your team will undertake

b.       Partially complete the Action Plan by establishing the following with your team members:

§  At least one action item for each team member. Ensure to include one action item for yourself.

§  At least one team member assigned to each action item

§  Planned implementation dates for each action item

§  Expected results for each action item

 

c.       Ensure that all team members understand their responsibilities

d.       Implement the policies identified in the Diversity and Ethical Policies template

e.       Ensure to fill up the Action Plan using appropriate:

§  Vocabulary

§  Grammar

§  Writing conventions

8.       Do not write anything on the following columns. These will be completed in the next task

a.       Date Implemented

b.       Actual Result

c.       Assessor’s Signature

d.       Assessor Declaration Form

9.       Submit your partially completed Action Plan to your assessor.

 

Meeting

Me (Center Manager): We are here with the responsibility of ensuring positive workplace relations among employees of Bonce Fitness.

Me (Human Resource Manager and Manager): I need both of you to support me in improving the workplace relations in order to maintain positive workplace culture as well as increase the efficiency in the business operation of Bounce Fitness.

Team members: We understand sir and we will do our best.

Me: Thank you, mates.

Me: In order to maintain positive workplace relations, we need to ensure their collaboration. Manager, I need you to work on the arrangements for off-site picnics and collaborative meetings for ensuring the participation of all the employees followed by their collaboration in fulfilling business objectives.

Manager: Sure sir, I will do my best to improve team collaborations among employees.

Me: Thank you.

Me: Now, the second thing that supports workplace relations include the policies and procedures of the organization. Human Resource Manager, I need you to review and monitor the adherence to the procedures and policies among the employees in order to minimize the risk of rising conflicts among employees.

Human Resource Manager: Sure sir, I will monitor them and take all the necessary actions.

Me: Thank you both of you.

Me: In addition, I will be conducting consultation sessions in order to identify the conflicts among employees that could affect their collaboration as well as relations. I need you both to complete your part so that we can manage workplace relations. Thank you for your time.

 

Action Plan

Completed by Center Manager
Workplace/Organisation Bounce Fitness
Date Completed  
Team Task Improvement in workplace relations.
Action Item Person Responsible Planned Implementation Date Anticipated Result Date Implemented Actual Result Assessor’s Signature
Managing team collaboration and conducting off-site picnics. Manager 25 January 2022 Improvement in the collaboration among team members by maintaining positive workplace relations.      
Monitoring the behaviour of employees and analysing their adherence to the procedures and policies. Human Resource Manager 15 February 2022 Ensure adherence to the policies and procedures of the organization among employees      
Identifying the conflicts in relations of the employees by conducting consultation sessions. Centre Manager 20 February 2022 Minimization of the conflicts among employees      

 

ASSESSOR DECLARATION

TO THE ASSESSOR

By signing in the spaces provided below, you are confirming that you have observed the learner, whose name appears above, demonstrated the skill requirements outlined above.

Assessor Name:  
Position:  
Signature:  

 

Observation Form (For Assessor’s Use Only)

Learner Name:    
Name of Workplace/
Organisation:
   
Date of Observation:    
Did the learner demonstrate the following during the meeting with their team members? Yes No Comments  
1.       Delegate responsibilities to each team member    
2.       Ensure that each team member understands their responsibilities

Did the learner:

§  Ask each team member to repeat their responsibility to ensure they remember

 

 

 

 

 

 

 

 

   
§   Allow team member to ask questions or clarifications regarding the delegated responsibility  
3.       Engage team members to participate

Did the learner:

§  Ask each participant for their opinion on the topic being discussed

 

 

 

 

   
§  Ask each participant to share their views and opinions  
4.       Motivate team members to participate

Did the learner:

§  Explain what the team can learn from the task

 

 

 

 

   
§  How they can help the organisation by completing the task  
5.       Adapt personal communication style to build:  
a.       Trust  
Did the learner:

§  Reassure team members that they will answer all questions or clarifications the team can think of to the best of their abilities

       
§  Maintain a cheerful tone while conversing with team members  
b.       Positive Working Relationships
Did the learner:

§  Greet the participants (e.g., ‘Good morning’ or ‘how are you?’)

 

 

 

 

 
§  Provide words of encouragement (e.g., ’I know it might be a bit difficult but I know you can do it!’)
6.       Encourage the team to collaborate

Did the learner:

§  Had the team discuss with their peers

 

 

 

 

 
§  Support the team members to answer their team member’s questions if they would like to
7.       Implement the requirements identified in the Diversity and Ethical Policies template

Did the learner:

§  Implement the Policy on Diversity?

 
§  Implement the Policy on Ethical Conduct?
OVERALL FEEDBACK TO LEARNER
 

 

 

 

 

ASSESSOR DECLARATION

By signing here, I confirm that I have observed the learner, whose name appears above, perform/demonstrate the skills outlined in this Observation Form during the meeting.

I further confirm that the information recorded on this Observation Form is true and accurately reflects the learner’s performance during this task.

Assessor Name:  
Signature:  
Date signed:  

 

Task 2.2 Perform the Work Task

 

ASSESSMENT INSTRUCTIONS
1.       Access and review the following documents relevant to workplace relationships:

a.       Legislation

These include, but are not limited to, the following:

§  Equal Employment Opportunity (Commonwealth Authorities) Act 1987

§  Racial Discrimination Act 1975

b.       Regulations

These include, but are not limited to, the following:

§  Fair Work Regulations 2009

§  Work Health and Safety Regulations 2011

c.       Standards

These include, but are not limited to, the following:

§  National Employment Standards

§  Industry-based standards

d.       Codes

These include, but are not limited to, the following:

§  Code of Conduct

§  Code of Practice

2.       Arrange a time to meet with your team members to implement the action items identified in Task 2.1.

3.       Locate the Observation Form provided within this workbook. The Observation Form outlines all the skills you need to demonstrate during this task. Provide your assessor with a copy of the Observation Form.

 

4.       Review the instructions here and the skills outlined in the Observation Form. Arrange a time with your assessor to observe you in implementing the action items. Discuss all requirements of the task with your assessor and prepare these before meeting with your team members.

Your assessor will complete the Observation Form.

5.       Review the organisational processes for workplace collaboration identified in Task 1.1.

6.       Implement each action item identified in the Action Plan from Task 2.1.

During the implementation of each action item, you must:

a.       Implement the processes identified in the Organisational Collaboration Processes from Task 1.1.

b.       Actively encourage your team members to work together to complete the team’s task

c.       Provide support to your team members should they require it.

Support provided can include, but are not limited to, the following:

§  Advice on how they can perform better

§  Point out performance areas they can improve on.

7.       Complete the following columns in the Action Plan after implementing all action items:

a.       Date Implemented

Record the actual date each action item was implemented.

b.       Actual Result

Describe if the team was able to achieve each anticipated result for each action item implemented

8.       Have your assessor sign the Assessor Signature column for each action item implemented and the Assessor Declaration Form in each Action Plan. Assessor’s signature must be handwritten.

9.       Submit the completed Action Plan to your assessor.

 

Meeting

Me (Center Manager): Hello, I need you to tell me the status of your preparation regarding the tasks that were assigned to you for the improvement of workplace relations.

Human Resource Manager: Yes sir, I have been reviewing all the policies and procedures and monitoring employees however the issue that I am facing is making them understand that policies and procedures need to be followed.

Me: No worries you are doing well. You can conduct workplace activities such as training and induction programs for encouraging them to follow policies and procedures. In addition, you can also educate them related to their responsibilities and duties while working in Bounce Fitness.

Manager: Sir, I have informed and invited the employees however, some of them are not interested in attending such activities such as a picnic. In addition, I have been conducting collaborative meetings but some of the employees have not attended any of the meetings.

Me: Please do not worry Manager, I need you to tell them that these are compulsory meetings and communicate the importance of such meetings. In addition, you are doing well too as I have seen the improvements in the team collaborations.

Me: I need you to implement the tasks delegated to both of you so that we can accomplish our goal of improving workplace relations.

Team Members: Sure sir, thank you for your support. We are on it.

Me: Thank you.

Completed Action Plan

Completed by Center Manager
Workplace/Organisation Bounce Fitness
Date Completed 26 February 2022
Team Task Improvement in the workplace relations.
Action Item Person Responsible Planned Implementation Date Anticipated Result Date Implemented Actual Result Assessor’s Signature
Managing team collaboration and conducting off-site picnics. Manager 25 January 2022 Improvement in the collaboration among team members by maintaining positive workplace relations. 25 January 2022 The collaborative meetings have resulted in the improvement of teamwork and offsite picnics have motivated the employees for contributing in their works effectively based on their performances  
Monitoring the behaviour of employees and analysing their adherence to the procedures and policies. Human Resource Manager 15 February 2022 Ensure adherence to the policies and procedures of the organization among employees 18 February 2022 The monitoring of adherence to policies and procedures among employees has resulted in the identification of requirements for training among employees.  
Identifying the conflicts in relations of the employees by conducting consultation sessions. Centre Manager 20 February 2022 Minimization of the conflicts among employees 20 February 2022 It helped in the reduction of workplace conflicts followed by improvement in the performance of employees and positive workplace culture.  

 

 

Observation Form (For Assessor’s Use Only)

Learner Name:  
Name of Workplace/
Organisation:
 
 

Date of Observation:

 
Did the learner demonstrate the following during the team’s task? Yes No Comments
1.       Support their team members to complete the team task

Did the learner:

§  Provide assistance when a team member showed signs of difficulty in completing their task

 

 

 

 

 

 

 
§  Answer all questions or clarifications directed to them without being irritated
2.       Play a lead role during the team task

Did the learner:

§  Instructing team members on how to do the task well

 

 

 

 

 

 

 
§  Receive reports from team members then makes a decision based on the information received
3.       Adapt personal communication style to:
a.       Model behaviours
Did the learner:

§  Refrain from complaining or saying negative things about the task to avoid team members doing the same

 

 

 

 

 
§  Provide positive feedback to team members doing well to encourage others to follow their lead
b.       Support others
Did the learner:

§  Reassure team members that they are doing well

 

 

 

 

 
§  Give suggestions on how a team member can better perform a task or action (e.g., ‘I think it would easier if you did it like this’)
4.       Demonstrate facilitation skills

Did the learner:

§  Instruct team members to begin their tasks

 

 

 

 

 
§  Present any additional information needed for team members to complete their tasks

 

ORGANISATIONAL REQUIREMENTS
TO THE ASSESSOR:

The learner will provide you with a copy of the signed off Organisational Collaboration Processes before conducting the task. Use this as reference when confirming the skill requirements for this section.

Did the learner demonstrate the following during the meeting? Yes No Details of Observation
1.       Implement the processes identified in the Organisational Collaboration Processes document?  

 

 

 

 
OVERALL FEEDBACK TO LEARNER
 

 

ASSESSOR DECLARATION

By signing here, I confirm that I have observed the learner, whose name appears above, perform/demonstrate the skills outlined in this Observation Form during the team’s task.

I further confirm that the information recorded on this Observation Form is true and accurately reflects the learner’s performance during this task.

Assessor Name:  
Signature:  
Date signed:  

 

Task 2.3 Identify Task Issues

 

ASSESSMENT INSTRUCTIONS  
1.       To complete this task, you must meet with each team member to discuss their task issues based on their performance in Task 2.2.

2.       Arrange a time to meet with each of your team members individually.

3.       Review the Issue Management Processes developed in Task 1.4

4.       Locate the Observation Form provided within this workbook. The Observation Form outlines all the skills you need to demonstrate in this task. Provide your assessor with one copy of the Observation Form for each meeting you will conduct.

5.       Review the instructions here and the skills outlined in the Observation Form. Arrange a time with your assessor to observe you in conducting each meeting.

Your assessor must complete one Observation Form for each meeting observed.

6.       Implement the process for identifying task issues developed in the Issues Management Processes in Task 1.4.

Identify at least one task issue for each team member based on the team’s task in Task 2.2.

7.       Access the Meeting Minutes provided within this workbook. Secure one copy of the Meeting Minutes for each meeting you intend to conduct with each team member.

8.       During each meeting, you must:

a.       Record at least one issue identified for each team member.

Discussion points can include, but are not limited to, the following:

§  Area that the team member had difficulty performing

§  Area that the team member feels they need more training on

 

b.       Implement the procedure developed for providing guidance to team members from Task 1.4. Provide at least one guidance for each task issue identified.

Discussion points can include, but are not limited to, the following:

§  Advise each team member on practices they can implement to address issues

§  Inform team members about minor changes they can implement to their work to improve their performance

c.       Discuss how each task issue identified will be addressed.

Implement the process you developed for resolving task issues from Task 1.4.

§  If you developed a process for resolving escalated issues:

o   Identify if the issue is within the scope of your role

o   If it is, implement procedure for identifying support to be provided

§  If you developed a process for referring the issue to relevant personnel:

o   Identify the personnel relevant to the issue

9.       Have each team member sign beside their name in each Meeting Minutes after each meeting.

10.   Access the Task Issues Action Plan provided within this workbook. Complete the following sections of the Task Issues Action Plan based on your meeting with each team member:

a.       Action Item

Identify the support or relevant personnel identified based on your discussion recorded in the Meeting Minutes.

b.       Planned Implementation Date

Record the date you intend to implement each action item. Ensure to follow the identified time frame in the Issue Management Process from Task 1.4 since the date recorded in the Meeting Minutes from this task.

c.       Anticipated Result

Identify what you intend to achieve after implementing each action item

 

Do not write anything on the following sections. These will be completed in the later tasks after each action item has been implemented:

a.       Date Implemented

b.       Actual Result

c.       Assessor’s Signature

d.       Assessor Declaration Form

Do not submit the Task Issues Action Plan yet. You will submit the completed Task Issues Action Plan after implementing all action items by Task 2.4.

11.   Submit the following to your assessor:

§  At least two completed Meeting Minutes

Number of submissions for the Meeting Minutes must correspond to the number of team members you have in the team. However, at least two Meeting Minutes must be submitted.

 

Meeting Minutes

Date: 21 February 2022 Time: 10:00 am Location: Meeting room of Bounce Fitness
Purpose of the meeting Issues in improving employee relations
Facilitator Center Manager
Notetaker Manager
Attendees

Please sign beside your name after the meeting.

Human Resource Manager

Center Manager

Manager

 

                                                                   Agenda Item 1 Identify Task Issue
Discussion Lack of awareness among employees related to policies and procedures of Bounce Fitness
·         The reason behind the infringement of the policies and procedures includes a lack of knowledge and information among employees.

·         The requirement of training and induction program was discussed in the meeting.

·         The employees will be provided with training sessions on the policies and procedures. In addition, the digital copies of the policies and procedures need to be sent by Human Resource Manager on their work mails.

 

 

Agenda Item 2 Provide Guidance on Task Issue
Discussion The reluctance of employees for attending collaborative meetings and workplace activities.
·         Teamwork is a significant part of enhancing workplace relations that can be improved by conducting collaborating meetings as well as other workplace activities.

·         Employees need to be encouraged to participate.

·         The team meeting must involve their opinion and facilitate the decision making based on the suggestions provided by them.

 

 

 

Agenda Item 3 Address Issue
Discussion Various unreported workplace conflicts
·         Some of the employees are reluctant for reporting their conflicts and some of them do not have information related to the process for reporting the conflict.

·         Regular consultation needs to be conducted for the identification of workplace conflicts.

·         Team consultation for understanding the root cause of the conflicts.

·         Conduction of induction program for educating employees related to the way of reporting conflicts to the management or human resource department officially.

·         Addressing the grievances on the priority within seven days of the report.

·         The process of reporting conflict to the management need to be communicated via mail including the policy in digital form.

 

 

 

Task Issues Action Plan

Completed by Center Manager
Workplace/Organisation Bounce Fitness
Date Completed  
Action Item Planned Implementation Date Anticipated Result Date Implemented Actual Result Assessor’s Signature
Training for policies and procedures of Bounce Fitness 22 February 2022 Awareness for the procedures and policies of Bounce Fitness among employees      
Induction Program for the process of reporting conflicts 23 February 2022 Reduction of conflict among employees by increasing the formal reports of existing workplace conflicts      

 

ASSESSOR DECLARATION

TO THE ASSESSOR

By signing in the spaces provided below, you are confirming that you have observed the learner, whose name appears above, demonstrated the skill requirements outlined above.

Assessor Name:  
Position:  
Signature:  

 

Observation Form (For Assessor’s Use Only)

Learner Name:  
Name of Workplace/
Organisation:
 
 

Date of Observation:

 
Did the learner demonstrate the following during each meeting with each team member? Yes No Comments
1.       Engage team members to participate

Did the learner:

§  Begin meeting by first asking team members how they are to help them get comfortable

 

 

 

 

 
§  Ask each participant for their opinion on the topic being discussed
2.       Adapt personal communication style to build:
a.       Trust
Did the learner:

§  Reassure team members that they will answer all questions or clarifications the team can think of to the best of their abilities

 

 

 

 

 
§  Maintain a cheerful tone while conversing with team members
b.       Positive Working Relationships
Did the learner:

§  Greet the participants (e.g., ‘Good morning’ or ‘how are you?’)

 

 

 

 

 
§  Provide words of encouragement (e.g., ’I know it might be a bit difficult, you can take your time’)

 

ORGANISATIONAL REQUIREMENTS
TO THE ASSESSOR:

The learner will provide you with a copy of the signed off Issues Management Processes before conducting the task. Use this as reference when confirming the skill requirements for this section.

Did the learner demonstrate the following during the meeting? Yes No Details of Observation
1.       Implement the Process for Identifying Task Issues      
2.       Implement the Process for Providing Guidance      
3.       Implement the Process for Resolving Issues      
OVERALL FEEDBACK TO LEARNER
 

 

ASSESSOR DECLARATION

By signing here, I confirm that I have observed the learner, whose name appears above, perform/demonstrate the skills outlined in this Observation Form during each meeting.

I further confirm that the information recorded on this Observation Form is true and accurately reflects the learner’s performance during this task.

Assessor Name:  
Signature:  
Date signed:  

 

Task 2.4 Address Task Issues

 

ASSESSMENT INSTRUCTIONS
1.       To complete this task, you must implement each action item identified in the Task Issues section of the Task Issues Action Plan from Task 2.3.

2.       Locate the Observation Form provided within this workbook. The Observation Form outlines all the skills you need to demonstrate in this task. Provide your assessor with a copy of the Observation Form.

3.       Review the instructions here and the skills outlined in the Observation Form. Arrange a time with your assessor to observe you in implementing each action item. Discuss all requirements of the task with your assessor and prepare these before the meeting.

Your assessor will complete one Observation Form.

4.       Implement each action item you identified in the Task Issues Action Plan from Task 2.3.

5.       Complete the following sections of the Task Issues Action Plan after implementing all the action items:

a.       Date Implemented

b.       Actual Result

6.       Have your assessor sign the Assessor’s Signature column for each action item implemented and the Assessor Declaration Form in the Task Issues Action Plan. This is to confirm that you implemented each action item based on your responses in the Task Issues Action Plan. Assessor’s signature must be handwritten.

7.       Submit the following to your assessor:

a.       Completed Task Issues Action Plan

 

CompletedTask Issues Action Plan

Completed by Center Manager
Workplace/Organisation Bounce Fitness
Date Completed 28 February 2022
Action Item Planned Implementation Date Anticipated Result Date Implemented Actual Result Assessor’s Signature
Training for policies and procedures of Bounce Fitness 22 February 2022 Awareness for the procedures and policies of Bounce Fitness among employees 22 February 2022 The infringement of the workplace policies and procedures have been reduced.  
Induction Program for the process of reporting conflicts 23 February 2022 Reduction of conflict among employees by increasing the formal reports of existing workplace conflicts 23 February 2022 The conflicts among the employees have been minimized and workplace environment and relationships have been improved across the organization.  

 

Observation Form (For Assessor’s Use Only)

Learner Name:  
Name of Workplace/
Organisation:
 
Start Date of Observation:  
End Date of Observation:  
Did the learner demonstrate the following during their implementation of each action item? Yes No Details of Observation
  Comments
1.       Demonstrate facilitation skills.

Did the learner:

§  Explain to the team members how each task issue will be resolved

Observed by:

Initials:

Date observed:

 
§  Provide instructions on what each team member must do to resolve their task issues     Observed by:

Initials:

Date observed:

 

2.       Adapt communication style to support others.

Did the learner:

§  Reassure team members they are doing well

 

 

 

 

 

 

Observed by:

Initials:

Date observed:

 
§  Give suggestions on how a team member can better perform a task or action (e.g., ‘I think it would easier if you did it like this’)     Observed by:

Initials:

Date observed:

OVERALL FEEDBACK TO LEARNER
 

 

ASSESSOR DECLARATION

By signing here, I confirm that I have observed the learner, whose name appears above, perform/demonstrate the skills outlined in this Observation Form during the implementation of action items.

I further confirm that the information recorded on this Observation Form is true and accurately reflects the learner’s performance during this task.

Assessor Name:  
Signature:  
Date signed:  

 

 

Part 3. Manage Workplace Conflict

Task Overview
This part of the project requires you to review how you manage workplace relationships. Specifically, you are required to:

§  Identify and address issues in workplace relationships according to processes established.

§  Monitor and communicate feedback to employees on outcomes of the consultation processes

Resources Required:

To complete this project, you will need access to the following:

§  A workplace that will allow you access to:

o   At least two team members

o   At least two other employees – at least one employee must be in conflict with each team member

o   Additional resources required to resolve the identified conflicts

 

The following tasks require you to identify and manage workplace conflict. If there is no opportunity to identify and manage conflicts in your workplace or organisation, you may choose to simulate the following tasks. You must complete this part first before proceeding to Part 4.

Discuss with your assessor how you intend to complete this part of the assessment.

 

Supplementary Resources Required for Simulated Workplace Assessment:

If you are completing the following tasks as simulated workplace tasks, you will need access to the following:

§  At least four volunteers to play the following roles:

o   At least two team members

o   At least two employees involved in conflict with each team member

§  A safe environment to conduct the role play activity

 

Task 3.1 Identify Conflicts

 

ASSESSMENT INSTRUCTIONS
1.       To complete this task, you must identify each of your team members’ conflict with someone within the organisation.

2.       Review the process developed for identifying conflict in the Conflict Management Processes in Task 1.3.

3.       Locate the Observation Form provided within this workbook. The Observation Form outlines all the skills you need to demonstrate in this task. Provide your assessor with one copy of the Observation Form.

4.       Review the instructions here and the skills outlined in the Observation Form. Arrange a time with your assessor to observe you in conducting the meeting. Discuss all requirements of the task with your assessor and prepare these before the meeting.

Your assessor will complete at least one Observation Form for each time you implement the process for identifying conflict.

5.       Implement the process for identifying the existence of conflict in the Conflict Management Processes document from Task 1.3 for each team member.

Ensure to:

a.       Use the method identified in the process to identify the existence of the conflict

b.       Gather information about the conflict from the people identified

6.       You must secure at least one evidence for each time you implemented the process developed to identify each team member’s conflict. Evidence must contain the types of information about each conflict as identified in the process developed.

This can include, but is not limited to, the following:

§  Meeting Minutes

§  Interview notes

7.       Submit the following to your assessor:

§  At least two evidence of implementing the process developed to identify each team member’s conflict

This can include, but is not limited to, the following:

o    Meeting Minutes with each individual met

o    Interview notes

 

 

Evidence 1: Meeting Minutes

Date: 20 February 2022 Time: 12:00 PM Location: Meeting room of Bounce Fitness
Purpose of the meeting Consultation for conflict identification
Facilitator Center Manager
Notetaker Manager
Attendees

Please sign beside your name after the meeting.

Team member

Team leader

Center Manager

 

                                                                     Agenda Item 1 Identify Conflict
Discussion  
Center Manager: Hello, hope you are doing well.

Team member: Yes sir, I am good.

Center Manager: I am monitoring your meetings and I have noticed that you are skipping meetings for five days. Is there any issue that you would like to share with me?

Center Manager: Please be assured this would be confidential and I will surely help you as each employee need to be present in the meeting and I do not want anyone to face any issue.

Team member: I am sorry for not attending meetings. I feel neglected when I share my opinions in the meeting. One of the members of our team overpowers everyone in the conversation.

Center Manager: Please do not worry, I understand your concern and according to the policy each team member has the right to participate and share their responses. I will invite the team leader and that team member so that we can resolve this issue.

                                                               Agenda Item 2 Other Parties Involved
Discussion  
Centre Manager: Hello everyone.

Center Manager: This meeting is regarding the equal participation and involvement of team members in a team meeting.

Center Manager: Team leader, I have been monitoring the team meetings and I have noticed that many team members are not provided with the opportunity for sharing their opinions.

Team leader: I am sorry sir, some of the team members are not willing to share their opinions.

Center Manager: According to the policies of the workplace, the team members are required to be encouraged to participate in order to make them feel valued and important for the company.

Team leader: Sure sir.

Center Manager: In order to increase their participation, I need you to provide each member with the opportunity of sharing their opinions and ideas for an equal time. In addition, people ensure the decision making facilitated by their suggestions and feedback based on the requirements.

Team leader: Sure sir, I will ensure their participation.

Center Manager: Thank you for your presence.

Evidence 2: Meeting Minutes

Date: 20 February 2022 Time: 12:00 PM Location: Meeting room of Bounce Fitness
Purpose of the meeting Consultation for conflict identification
Facilitator Center Manager
Notetaker Manager
Attendees

Please sign beside your name after the meeting.

Team member

Team leader

Center Manager

 

                                                                     Agenda Item 1 Identify Conflict
Discussion  
Center Manager: Hello, hope you are doing well.

Team member: Yes sir, I am good.

Center Manager: I have read your grievance related to the conflict from one of the team members. Could you please elaborate on the issue so that I can help you?

Team member: Sure sir.

Team member: During the meeting, I was speaking however due to my accent one of the team members asked me the meaning of the single sentence five times and I felt offended.

Center Manager: I understand your concern. Please do not worry I will do all the needful. Could you share the name of the involved member?

Team member: Team member 2

 

                                                               Agenda Item 2 Other Parties Involved
Discussion  
Centre Manager: Hello team member 2.

Team member 2: Hello sir.

Center Manager: I have received one of the complaints about your behaviour with one of your team members. I have consulted him and he said that you asked him the meaning of one statement over five times. Is that true?

Team member 2: I am sorry sir that he felt offended however I was not intending to offend him.

Center Manager: Could you please help me with your side so that we can resolve the issue?

Team member 2: Sir, I find issues in understanding his accent due to which I asked him over five-time because I needed to know his opinion.

Center Manager: Please do not worry. I can understand your issue and I need you to know that according to our diversity policy each employee needs to be respected.

Center Manager: You can ask him after the meeting gets over in order to understand. Or you can also check the discussions in the meeting minutes that have been shared with you.

Team member 2: I am sorry sir. I will take care of my behaviour and I will ensure that no one will be offended.

Center Manager: Thank you for understanding Team member 2.

 

Observation Form (For Assessor’s Use Only)

Learner Name:  
Name of Workplace/
Organisation:
 
Start Date of Observation:  
End Date of Observation:  
ORGANISATIONAL REQUIREMENTS
TO THE ASSESSOR:

The learner will provide you with a copy of the signed off Conflict Management Processes before conducting the task. Use this as reference when confirming the skill requirements for this section.

Did the learner demonstrate the following during the meeting? Yes No Details of Observation
1.       Implement the Process for Identifying Conflict in the Conflict Management Processes?      
OVERALL FEEDBACK TO LEARNER
 
ASSESSOR DECLARATION

By signing here, I confirm that I have observed the learner, whose name appears above, perform/demonstrate the skills outlined in this Observation Form.

I further confirm that the information recorded on this Observation Form is true and accurately reflects the learner’s performance during this task.

Assessor Name:  
Signature:  
Date signed:  

 

 

 

Task 3.2 Meet with Employees Involved in Conflicts

 

ASSESSMENT INSTRUCTIONS
1.       To complete this task, you must meet with your team members and the employees involved in each of the conflicts identified in Task 3.1.

2.       Arrange a time to meet with each of your team members. For each meeting, you must meet with each of your team members and the employees they have a conflict with.

3.       Locate the Observation Form provided within this workbook. The Observation Form outlines all the skills you need to demonstrate in this task. Provide your assessor with one copy of the Observation Form for each meeting you will conduct.

4.       Review the instructions here and the skills outlined in the Observation Form. Arrange a time with your assessor to observe you in conducting each meeting.

Assessor must complete one Observation Form for each meeting observed.

5.       Access the Meeting Minutes provided within this workbook. You will record your discussion with each team member here.

6.       Review the following developed in earlier tasks:

a.       Consultation Processes from Task 1.2

b.       Conflict Management Processes from Task 1.3

7.       During each meeting, you must:

a.       Implement the Process for Employee Contribution developed in the Consultation Processes from Task 1.2.

§  Discuss the information gathered about the conflict that was identified in Task 3.1.

Discussion points can include, but are not limited to, the following:

o   Summary of each party’s point of view regarding the conflict

o   Cause of the conflict

§  Discuss how your team member and the employees involved would like to address the conflict

Discussion points can include, but are not limited to, the following:

o   Compromises

o   Practices each party can adopt to avoid conflict in the future

 

b.       Implement the following processes:

§  Process for Facilitating Employees’ Contribution from the Consultation Processes document developed in Task 1.2.

§  Process for Resolving Conflicts from the Conflict Management Processes document developed in Task 1.3

c.       Identify one action item to be implemented to resolve the conflict. This must be based on what each team member and the involved employees agree on.

8.       Have all attendees sign beside their name in each Meeting Minutes after each meeting.

9.       Access the Conflict Management Action Plan provided within this workbook.

10.   Complete the following section of the Conflict Management Action Plan based on the responses you recorded in the Meeting Minutes:

a.       Action Item

Identify the action item recorded in the Meeting Minutes completed for each meeting.

b.       Planned Implementation Date

c.       Anticipated Result

Do not write anything on the following sections of the Conflict Management Action Plan. These will be completed after implementing each action item in the next task:

a.       Date Implemented

b.       Actual Result

c.       Assessor’s Signature

d.       Assessor Declaration Form

11.   Submit the following to your assessor:

§  At least two completed Meeting Minutes

The maximum number of submissions for the Meeting Minutes must correspond to the number of employees involved in each conflict. However, at least two Meeting Minutes must be submitted.

§  Partially completed Conflict Management Action Plan

 

 

Meeting Minutes 1

Date: 25 February 2022 Time: 12:00 PM Location: Meeting room of Bounce Fitness
Purpose of the meeting Meeting with conflicting parties for resolving conflicts
Facilitator Center Manager
Notetaker Manager
Attendees

Please sign beside your name after the meeting.

Center Manager

Team member

Team leader

 

                                                                Agenda Item 1 Information Gathered
Discussion  
Center Manager: The reason behind the conflict based on the information gathered include that team members are not provided with equal opportunities for sharing their opinions and ideas in the team meeting.

Center Manager: The side of the team member is that he felt neglected due to overpowering team members while responding because of which he is skipping team meetings. The side of the team leader is that some of the employees are not willing to provide their opinions in the decision-making process.

 

                                                                Agenda Item Addressing the Conflict
Discussion  
Center Manager: Team leader, I understand your side however, the purpose of a team meeting in Bounce Fitness include the participation of the employees in decision making.

Team leader: I am sorry sir.

Center Manager: Team member, I understand that you felt neglected however, you needed to talk to the team leader regarding the same instead of skipping team meetings. Please do not worry now all the team members will be provided with the opportunity of sharing their opinions for an equal time.

Team member: Thank you, sir.

 

Meeting Minutes 2

Date: 25 February 2022 Time: 12:00 PM Location: Meeting room of Bounce Fitness
Purpose of the meeting Meeting with conflicting parties for resolving conflicts
Facilitator Center Manager
Notetaker Manager
Attendees

Please sign beside your name after the meeting.

Center Manager

Team member

Team member 2

 

                                                                Agenda Item 1 Information Gathered
Discussion  
Center Manager: The reason behind the conflict based on the information gathered include the misunderstanding caused due to lack of communication and cultural difference.

Center Manager: The side of a team member is that he got offended as you team member asked the meaning of simple sentence five times in the meeting and the side of Team member 2 is that he finds difficulty in understanding your accent due to cultural difference, however, he was not intending to offend you.

 

                                                                Agenda Item Addressing the Conflict
Discussion  
Center Manager: Team member 2, I understand your side however, you need to ask professionally or you can also ask after the completion of the meeting

Team member2: I am really sorry sir.

Center Manager: Team member 1, I understand that you felt offensive however, it was a misunderstanding and he was not intending to offend you.

Team member: Thank you sir for resolving the conflict.

 

 

Conflict Management Action Plan

Completed by Center Manager
Workplace/Organisation Bounce Fitness
Date Completed  
Action Item Planned Implementation Date Anticipated Result Date Implemented Actual Result Assessor’s Signature
Encouragement of employees for their participation in workplace activities 28 February 2022 Increment in the employee participation in the decision-making process of Bounce Fitness followed by the valued feeling among employees      
Educating employees related to cultural diversity with the help of training 1 March 2022 Reduction in the misunderstanding and conflicts cause due to cultural distances.      

 

ASSESSOR DECLARATION

TO THE ASSESSOR

By signing in the spaces provided below, you are confirming that you have observed the learner, whose name appears above, demonstrated the skill requirements outlined above.

Assessor Name:  
Position:  
Signature:  

 

Observation Form (For Assessor’s Use Only)

Learner Name:  
Name of Workplace/
Organisation:
 
Start Date of Observation:  
End Date of Observation:  
TO THE ASSESSOR:

The learner will provide you with a copy of the signed off Consultation Processes and Conflict Management Processes before conducting the task. Use this as reference when confirming the skill requirements for this section.

Did the learner demonstrate the following during the meeting? Yes No Details of Observation
1.       Implement the Process for Employee Contribution in the Consultation Processes document?  

 

 

 

 
2.       Implement the Process for Facilitating Employee Contribution in the Consultation Processes document?      
3.       Implement the Process for Resolving Conflict in the Conflict Management Processes document?      
OVERALL FEEDBACK TO LEARNER
 

 

 

ASSESSOR DECLARATION

By signing here, I confirm that I have observed the learner, whose name appears above, perform/demonstrate the skills outlined in this Observation Form.

I further confirm that the information recorded on this Observation Form is true and accurately reflects the learner’s performance during this task.

Assessor Name:  
Signature:  
Date signed:  

 

 

 

Task 3.3 Resolve Workplace Conflicts

 

ASSESSMENT INSTRUCTIONS
1.       To complete this task, you must implement each action item identified in the Conflict Management Action Plan from Task 3.2.

2.       Locate the Observation Form provided within this workbook. The Observation Form outlines all the skills you need to demonstrate in this task. Provide your assessor with a copy of the Observation Form.

3.       Review the instructions here and the skills outlined in the Observation Form. Arrange a time with your assessor to observe you in implementing each action item. Discuss all requirements of the task with your assessor and prepare these before the meeting.

Your assessor will complete one Observation Form.

4.       Implement each action item you identified in the Conflict Management Action Plan from Task 3.2.

5.       Complete the following sections of the Conflict Management Action Plan after implementing all the action items:

a.       Date Implemented

b.       Actual Result

6.       Have your assessor sign the Assessor’s Signature column for each action item and the Assessor’s Declaration Form. This is to confirm that you implemented each action item based on your responses in the Conflict Management Action Plan.

7.       Submit the following to your assessor:

a.       Completed Conflict Management Action Plan

 

Completed Conflict Management Action Plan

Completed by Center Manager
Workplace/Organisation Bounce Fitness
Date Completed 3 March 2022
Action Item Planned Implementation Date Anticipated Result Date Implemented Actual Result Assessor’s Signature
Encouragement of employees for their participation in workplace activities 28 February 2022 Increment in the employee participation in the decision-making process of Bounce Fitness followed by the valued feeling among employees 28 February 2022 Increased participation of employees in workplace activities and positive workplace culture.  
Educating employees related to cultural diversity with the help of training 1 March 2022 Reduction in the misunderstanding and conflicts cause due to cultural distances. 1 March 2022 Improvement in workplace relations  

 

 

Observation Form (For Assessor’s Use Only)

Learner Name:  
Name of Workplace/
Organisation:
 
Start Date of Observation:  
End Date of Observation:  
Did the learner demonstrate the following during the implementation of each action item? Yes No Details of Observation
  Comments
1.       Demonstrate facilitation skills.

Did the learner:

§  Explain to the team members how each conflict will be resolved

Observed by:

Initials:

Date observed:

 
§  Provide instructions on what each team member must do Observed by:

Initials:

Date observed:

2.       Provide to support others.

Did the learner:

§  Reassure team members they are doing well

Observed by:

Initials:

Date observed:

 
§  Give suggestions on how a team member can better perform a task or action (e.g., ‘I think it would easier if you did it like this’)     Observed by:

Initials:

Date observed:

OVERALL FEEDBACK TO LEARNER
 

 

ASSESSOR DECLARATION

By signing here, I confirm that I have observed the learner, whose name appears above, perform/demonstrate the skills outlined in this Observation Form during each action item.

I further confirm that the information recorded on this Observation Form is true and accurately reflects the learner’s performance during this task.

Assessor Name:  
Signature:  
Date signed:  

 

 

 

Task 3.4 Provide Feedback to Team Members  

 

ASSESSMENT INSTRUCTIONS
1.       To complete this task, you must provide feedback to each team member based on the meetings in Task 3.2.

2.       Arrange a time to meet with each of your team members individually.

3.       Review the following documents:

a.        Process for Providing Feedback on the Outcome of Consultation in the Consultation Process developed in Task 1.2.

b.       Responses in the Meeting Minutes completed in Task 3.2.

4.       Implement the Process for Providing Feedback on the Outcome of Consultation in the Consultation Process developed in Task 1.2.

Communicate the feedback from each meeting regarding the conflict that is relevant to each team member. You must:

a.       Ensure to follow the identified method of communication in the developed process

b.       Discuss the type of information outlined in the process in the context of the meeting relevant to each team member held in Task 3.2.

You must submit evidence that you communicated feedback to your team members at the end of this task. Evidence can vary, depending on the method of communication.

This can include, but is not limited to, the following:

§  Meeting Minutes with each team member’s signature as proof of their attendance

§  Copy of email correspondence with each team member

5.       Submit at least two evidence of communicating the feedback to each of your team members to your assessor

Evidence can vary, depending on the method of communication. This can include, but is not limited to, the following:

§  Meeting Minutes with each team member’s signature as proof of their attendance

§  Copy of email correspondence with each team member

The maximum number of submissions for the evidence of communicating the feedback must correspond to the number of team members you have in the team. However, at least two evidence must be submitted.

Email evidence on the conflict of cultural difference
From: Center Manager

To: Team member and team member 2

Subject: Regarding the feedback on the consultation process.

Hello,

I hope you are doing well. Based on our consultation on the issue and its solution I hope that you must be satisfied. I need you to please visit the meeting room for the feedback process on the further misunderstanding due to cultural differences. The meeting will be conducted tomorrow.

Thanks and regards

 

Email evidence on the conflict of equal participation
From: Center Manager

To: Team member and team leader

Subject: Regarding the feedback on the consultation process.

Hello,

I hope you are doing well. Based on our consultation on the issue and its solution I hope that you must be satisfied. I need you to please visit the meeting room for the feedback process for equal participation in the team meetings. The meeting will be conducted tomorrow.

Thanks and regards

 

Part 4. Review Management of Workplace Relationships

Task Overview
This part of the project requires you to review how you manage workplace relationships. Specifically, you are required to:

§  Seek feedback on management of workplace relationships from relevant stakeholders

§  Evaluate feedback for improvements to leadership style

§  Identify areas of improvement for future workplace relations leadership

Resources Required:

To complete this project, you will need access to the following:

§  A workplace that will allow you access to:

o   At least two stakeholders relevant to workplace relationships managed in Part 3.

Relevant stakeholders refer to individuals that you interacted with during the process of managing workplace relationships during this assessment. Stakeholders can include, but are not limited to, the following:

·         Team members

·         Employees you met with in Task 3.2

 

The following tasks rely on the activities and people involved in the tasks completed in Part 3. Manage Workplace Conflict. If you completed Part 3 as a simulation, you will need to request for the assistance of your volunteers from Part 3 to complete this task.

Discuss with your assessor how you intend to complete this part of the assessment.

 

Supplementary Resources Required for Simulated Workplace Assessment:

If you are completing the following tasks as simulated workplace tasks, you will need access to the following:

§  At least two volunteers to play the roles of stakeholders relevant to workplace relationships managed in Part 3.

§  A safe environment to conduct the role play activity

 

 

Task 4.1 Seek Feedback on Workplace Relationship Management

 

ASSESSMENT INSTRUCTIONS
1.       To complete this task, you must ask for feedback on how you manage workplace relationships from at least two stakeholders.

2.       Arrange a time to meet with at least two relevant stakeholders involved in your management of workplace relationships.

Relevant stakeholders refer to individuals that you interacted with during the process of managing workplace relationships during this assessment. Stakeholders can include, but are not limited to, the following:

§  Team members

§  Employees you met with in Task 3.2

3.       Locate the Observation Form provided within this workbook. The Observation Form outlines all the skills you need to demonstrate in this task. Provide your assessor with one copy of the Observation Form.

4.       Review the instructions here and the skills outlined in the Observation Form. Arrange a time with your assessor to observe you in conducting the meeting. Discuss all requirements of the task with your assessor and prepare these before the meeting.

Your assessor will complete the Observation Form.

5.       Access the Meeting Minutes provided within this workbook. Use this template to record your discussion during the meeting.

 

 

6.       Conduct the meeting with at least two relevant stakeholders. During the meeting, you must:

a.       Discuss the following processes implemented to manage workplace relationships issues:

§  Consultation Processes from Task 3.2

§  Conflict Management Processes from Task 3.2

Discussion points can include, but are not limited to, the following:

§  Discuss how effective each process was

§  Discuss ways to improve each process

b.       Seek feedback on your management of workplace relationships based on your performance during the meeting in Task 3.2:

Discussion points can include, but are not limited to, the following:

§  Areas that you performed well

§  Areas that were not performed well

§  Advice on how you can improve your performance

7.       Have each attendee sign beside their name in the Meeting Minutes after the meeting. All signatures must be handwritten.

8.       Submit the following to your assessor:

a.       Completed Meeting Minutes

 

 

 

Meeting Minutes

Date: 3 March 2022 Time: 10:00 AM Location: Meeting room of Bounce Fitness
Purpose of the meeting Feedback on the performance for maintaining workplace relations
Facilitator Center Manager
Notetaker Manager
Attendees

Please sign beside your name after the meeting.

General Manager

Human Resource Manager

Team member

 

                                                                Agenda Item 1 Processes Developed
Discussion  
·         The process of consultation and conflict resolution involves the conduction of consultation sessions for identifying conflicts, addressing the issues by understanding the views of both the involved parties and finding the middle way in order to ensure the satisfaction of both the involved parties.

·         The process can be improved by consulting with the team members that are not involved in the conflict for finding the root cause as well as validation of the issue.

Agenda Item 2 Feedback
Discussion  
·         The performance in addressing the conflicts can be improved by communicating the mutual goals of the involving parties.

·         In addition, the performance can be improved by reviewing all the relevant documents before conducting the meeting with both the involved members.

·         The consultation process was performed well.

 

 

 

 

Observation Form (For Assessor’s Use Only)

Learner Name:  
Name of Workplace/
Organisation:
 
Date of Observation:  
Did the learner demonstrate the following during the meeting with relevant stakeholders? Yes No Comments
1.       Seek feedback from stakeholders on the performance of processes developed

Did the learner:

§  Discuss what they did well during their implementation of the developed processes

 

 

 

 

 

 

 
§  Identify what they did not do well during implementation
2.       Engage stakeholders to share their feedback

Did the learner:

§  Ask each stakeholder for their opinion on the learner’s performance

 

 

 

 

 

 

 

 
§  Ask each stakeholder to share what should be changed to improve performance
OVERALL FEEDBACK TO LEARNER
 

 

 

 

ASSESSOR DECLARATION

By signing here, I confirm that I have observed the learner, whose name appears above, perform/demonstrate the skills outlined in this Observation Form during the meeting.

I further confirm that the information recorded on this Observation Form is true and accurately reflects the learner’s performance during this task.

Assessor Name:  
Signature:  
Date signed:  

 

 

Task 4.2 Identify Areas of Improvement

 

ASSESSMENT INSTRUCTIONS
1.       Review your discussion during the meeting in the Meeting Minutes from Task 4.1.

2.       Access the Improvement Log provided within this workbook. Complete the template by:

a.       Evaluate the feedback received for your management of workplace relationships from the Meeting Minutes in Task 4.1.

§  Review each feedback received from the stakeholders during your discussion in Task 4.1.

§  Identify feedback for each of the following areas based on your evaluation:

o   Areas that were performed well

o   Areas that need to be improved on

b.       Identify at least two areas of performance that you need to improve on based on the evaluated feedback. Record the identified areas of performance that must be improved on in the Areas for Improvement section.

3.       Submit the completed Improvement Log to your assessor.

 

 

 

Improvement Log

Completed by Center Manager
Workplace/Organisation Bounce Fitness
Date Completed 5 March 2022
Areas for Improvement
1.       The performance in addressing the conflicts can be improved by communicating the mutual goals of the involving parties.
2.       The performance can be improved by reviewing all the relevant documents before conducting the meeting with both the involved members.

 

 

 

Record of Assessment

Assessment Activity Satisfactory Needs more evidence  
Short Answer Questions  
Short Answer Question 1 ¨ ¨  
Short Answer Question 2 ¨ ¨  
Short Answer Question 3 ¨ ¨  
Short Answer Question 4 ¨ ¨  
Short Answer Question 5 ¨ ¨  
Short Answer Question 6 ¨ ¨  
Short Answer Question 7 ¨ ¨  
Assessment Activity Satisfactory Needs more evidence  
  Practical Assessment
  Part 1 Task 1.1 Identify Workplace Collaboration Processes ¨ ¨
  Part 1 Task 1.2 Develop Processes for Consultation ¨ ¨
  Part 1 Task 1.3 Develop Conflict Management Processes ¨ ¨
  Part 1 Task 1.4 Develop Task Issue Management Processes ¨ ¨
  Part 1 Task 1.5 Identify Policies for Diversity and Ethical Conduct ¨ ¨
  Part 2 Task 2.1 Delegate Responsibilities for Work Task ¨ ¨
  Part 2 Task 2.2 Perform the Work Task ¨ ¨
  Part 2 Task 2.3 Identify Task Issues ¨ ¨
  Part 2 Task 2.4 Address Task Issues ¨ ¨
  Part 3 Task 3.1 Identify Conflicts ¨ ¨  
  Part 3 Task 3.2 Meet with Employees Involved in Conflicts ¨ ¨  
  Part 3 Task 3.3 Resolve Workplace Conflicts ¨ ¨  
  Part 3 Task 3.4 Provide Feedback to Team Members ¨ ¨  
  Part 4 Task 4.1 Seek Feedback on Workplace Relationship Management ¨ ¨  
  Part 4 Task 4.2 Identify Areas for Improvement ¨ ¨