BSB51915 Diploma of Leadership and Management Marketing Action

Part A – Written or Oral Questions 

1. What possible solutions to workplace issues should you be aware of for the prompt resolution of these issues?

The workplace issues need resolving of conflicts at an immediate manner. The possible solutions which can be used are:

• Acting immediately: audience of conflict is a way of resolving them beforehand.
• Meeting with people who are part of the workplace issues: this way the clear understanding of the issue can be achieved before any intervention. Understanding different people's perception will help in focusing what is significant for everybody and would make it easier to come to a common ground (Berdahl and Moon, 2013)
• Decision whether to mediate or looking for other people’s help: one must be aware of whether the issue can be mediated I would require help of a third party. 

2. How can you establish rapport?

Rapport is a two way connection among individuals so for building a rapport the great communication is necessary which must include:

• Smiling,
• Shaking hands firmly,
• being sincere,
• looking into the eyes of other person, ‘
• Holding one's head up. 

When a person deals with people from different cultures then for building rapport it is important to look for what is acceptable and what is not. For example shaking hands is acceptable at a few places and not acceptable at other places (Kieckhaefer, Vallano and Schreiber Compo, 2013). One must communicate in an effective manner for building rapport. Diversity must be appreciated and it is important to keep in mind that each person is unique and brings a different attribute to the workplace. There is the need of mutual respect and being mindful while using words and sentences.

3. Fill in the table for remedial action with your own examples. 

4. Give some tips for networking introductions. 

The networking introductions are important. When a person gets connected to other person it takes around 30 seconds of making a perception about the other person. The tips for networking introductions are as below: 

• Smile – it brings enthusiasm and makes a person more welcoming, therefore making win-win networking events 
• Shaking of hands – genuine and a firm handshake is important for networking
• Saying the full name- what is important to introduce oneself with the first and the last name so that the person doesn't get confused even if the first name is a common one. 
• Introducing what one does and not the job title – in networking introductions generally people ask what the person does. In case the work is not self explanatory or the person is unemployed then it can be a tricky answer. Person must not tell about the job role rather tell about the problem solved by him. 
• Being brief – introduction must be shortened sweet so that other important topics don't get ignored (Sparke, 2001). 
• Understanding when is own turn to listen – once person introduces himself it's time to focus attention on the other person and listen carefully about what he does and how he introduces himself

5. Give some ideas for maintaining relationships through networking. 

The relationships can be maintained through networking by following below steps:

• Making a list of valuable expert contacts.These are persons who have to be respected and valued and one would desire to work with proficiently in the and one must keep list of these people with whom one has to stay in touch with. LinkedIn can be used for maintaining such connections (Steijn and Schouten, 2013).
• A calendar entry has to be maintained for regular reviews and catch-ups on a regular basis.
• Using the networking for resolving the issues of people and allowing them to discuss their accomplishments and their challenges.

6. Name four important leadership skills.

The four important leadership skills are:

• Self-awareness and improvement of emotional intelligence
• Delegation, supported by answerability (Lawson, 2006)
• “Dual-vision” which is the capability to have visualization for where one is heading and the visualization for what is approaching ahead
• Looking for assistance

7. How can you help to ensure confidentiality?

The Privacy Act 1988 has a set of ideologies known as the National Privacy Principles (NPPs). These ideologies give descriptions of individual and responsive information as below:

• Personal Information– details or a judgment (together with information or an outlook making element of a database), if accurate or not, and if documented in a material structure or not, regarding a person whose individuality is obvious, or can sensibly be known, as of the information or judgment
• Sensitive Information– private details of a person’s ethnic or racial basis, political judgment, spiritual beliefs or relationships, health standing (either bodily or emotional), disability, philosophical beliefs, membership of a professional or trade association, membership of a trade union, sexual likings or practices, or criminal past etc.

8. What is Eisenhower’s urgent vs. important principle and give an example of how you can use it?

"Eisenhower Principle" was used to appropriately organize the employee workload and preferences. The principle suggested that the great time managing is being successful and well-organized. So, time has to be spent on things that are significant and not only the ones that are insistent. The urgent and important acts must e distinguished as below:

• Importantacts have a result that brings achievement of the goals, either professional or personal.
• Urgentacts need instant consideration, and are generally linked to achieving someone else's wishes. These are usually the ones we focus on and they need consideration as the costs of not handling them are urgent.

Eisenhower's Urgent/Important Principle assists in quickly identifying the acts that have to be focussed on, and the ones one’s that have to be ignored.

Part B – Written or Oral Questions

1. Create an employment satisfaction survey.

Questions that can be useful to understand if the workers are satisfied or not are:

• How significant is your job?
• How difficult is your job?
• In a usual week, how frequently do you experience stress at workplace?
• How well are you salaried for the job?
• How much does your view regarding work affect the colleagues?
• How frequently do the tasks allocated by your supervisor assist you develop professionally?
• How do you see your career growth and opportunities- positive or negative?
• Are you looking for any other job outside the corporation?

2. Summary:

The guidelines include that the employers have to know the roles and duties as per federal anti-discrimination laws and the discrimination at work/ recruiting can be overcome by

• Ways of attracting big pool of candidates
• Knowing the intrinsic needs of the job and creating the selection criteria and announcement to match
• Making necessary adjustments and providing opportunities to disabled and people from all backgrounds.
• not seeking inappropriate personal details from candidates
• Ignoring the personal bias, falsehoods and stereotypes
• Providing same treatment to all candidates

3. Draw a diagram to represent the Lewis model of cultural types.

As per this model, there are three types of cultures:

• Linear-active cultures
• Multi-active cultures
• Reactive cultures

4. What tools can you use to keep track of your workforce and their networking opportunities?

There are so many tools available on Internet for tracking the work force and networking opportunities and  customise tools can also be used for the same. Those available on Internet are –

• Time Doctor: it is useful for keeping track of remote employees because there is an accessibility of screen capturing, needed working hours and everything that can be there for tracking software. 
• The other tool is Road map application for tracking the time of workers and in-house teams. 
• Tickspot is one more tool which helps on managing the project-based works as it tracks time as well as the budget. 

5. How are employees protected against workplace bullying and unfair dismissal?

The fair work at 2009 takes care of the workers in case of unfair dismissal.  There isn't any particular rule regarding bullying at the workplace. The legal implications exist only in case of discrimination with respect to disability, sex, racial category or age. The employees can file a complaint for stopping the bowling and unfair dismissal. This complaint can be filed with the Fair works commission and the workers get a response from the employer for the complaint and there is a need for agreement of jurisdiction hearing in case it is required. 

6. How can you identify conflict in the workplace? Do you have any processes at work to help you manage this conflict? 

While working in teams, conflict will generally occur therefore it is significant to have identification so that the business goals or teams confidence do not get affected. There are different causes because there are different personalities and viewpoints with differing roles in the business.  The conflicts can be due to below reasons:

• Vulnerability: people are  worried of their future, 
• superiority: when people believe they have superior knowledge, skills, qualifications 
• Personal conflicts, there are clashes due to different personalities or due to miscommunication or or differing viewpoints.
• Task conflicts: people have different viewpoints regarding their jobs or tasks to be performed  

For managing the conflicts business can:

• listen to both the parties and know about the issue,
• remain impartial and treat them equally,
• bring them together, 
• mediate,
• find out the resolution,
• document all the steps and formal procedures followed for resolving the dispute 

A few times serious conflict dispute resolution procedure which has

• industrial agreements,
• business policies and guidelines,  
• rules and regulations which are necessary 

7. What is a milestone and what are the responsibilities surrounding different milestones?

The milestones are important tools which are utilised for recognising the particular points with respect to the timings of the project. These can be termed as the significant points of differences and these take place once a specific number of tasks have been accomplished like starting a project, its ending date, external audit, checking of budget, etc.  The responsibilities which are around various milestones are: 

• Once the milestone is achieved what the team has to do next? 
• Responsibility of every task has to be defined 
• Procedures
• How does the milestone affect other goal of the project or business? 
• Who is accountable for the milestone?

References

Berdahl, J. and Moon, S. (2013). Workplace Mistreatment of Middle Class Workers Based on Sex, Parenthood, and Caregiving. Journal of Social Issues, 69(2), pp.341-366.

Hoover medal is presented to president Eisenhower for leadership. (1961). Electrical Engineering, 80(3), pp.223-223.

Kieckhaefer, J., Vallano, J. and Schreiber Compo, N. (2013). Examining the positive effects of rapport building: When and why does rapport building benefit adult eyewitness memory?. Memory, 22(8), pp.1010-1023.

Lawson, K. (2006). Successful leadership skills. Hauppauge, N.Y.: Barron's.

Sparke, M. (2001). Networking globalization: a tapestry of introductions. Global Networks, 1(2), pp.171-179.

Steijn, W. and Schouten, A. (2013). Information Sharing and Relationships on Social Networking Sites. Cyberpsychology, Behavior, and Social Networking, 16(8), pp.582-587.