1 Benefits for developing and implementing workplace policies and procedures
Workplace policies and procedures provide benefits and opportunities in an organization. Well-Documented workplace policies and methods tend to solve numerous issues in an organization such as harassment, health and safety, internet issues and social media considerations. The benefits to the workplace while developing workplace policies and procedures are
- Helps employees to know the standards of behaviour in an organization
- Provides guidelines and rules for routine activities
- Helps to adopt clear response and consistent solution to continue with employee interaction
- Allows good faith so that employees are treated equally in respect to job opportunities and performance
- Avoids misunderstanding among employees and senior-level and deals with complaint while avoiding favouritism
Workplace policies and procedures tend to engage employees to perform better and gain effective results. Standards and rules of the organization are mentioned in workplace policies and procedures which represent everyone working in an organization. Therefore it helps to create an environment where diversity is accepted, and equal opportunity to every individual working in an organization is provided with health care facilities and other benefits. Business such as construction, chemical management, space entry, etc. needs safety measures so that employees work in an environment that is safe in terms of providing technical standards to control the occupational hazards in the organization. This is a good idea to engage employees and provide assistance to employees while identifying the needs and considering effective measures for workplace benefits.
2 Purpose of Acts
Age Discrimination Act 2004
Age Discrimination Act 2004, directly and indirectly, thinks the age of individuals working in an organization. The purpose of the Act is to address the case of age discrimination in terms of raising awareness among people about fundamental equality and rights of law in terms of specific Act. The proposed Act is an integral part of the policy that prioritizes and responds to the ageing population with an economic and social contribution to make the community stronger and clear the problem of employees working in an organization. Age discrimination Act works to engage workers to focus on equality concepts and ensure discrimination against workers, commission agents and partners. The objects of the Act are eliminating discrimination against a person on the ground of age in work, access to premises, education, disposal of land, services, commonwealth laws, facilities and other programs in an organization. Age Discrimination Act 2004 explains the importance of non-discrimination in the workplace. The Act is essential for ensuring effective workplace relations as it helps employees to recognize the importance of equality and fair treatment provided to people. Appropriate benefits are addressed in certain age with the experience and skill of people. The Act promotes acceptance in the workplace, which creates an environment of respect and trust and helps build relationships with employees and employers. Negative stereotypes of older employees are changed when the Act is enacted in the workplace.
Disability Discrimination Act 1992
The purpose of the Disability Discrimination Act 1992 is to treat disabled people equally in an organization and provide similar opportunities for the people. To treat people equally and fairly is the major aspect that employees consider while gaining knowledge about Disability discrimination Act in an organization. A person is disabled when the partial or total loss of body function is addressed, people with disease or illness, presence of organisms with capable illness, malfunction, disorder malfunction and disorder process. Disability Discrimination Act 1992 includes intellectual, physical, neurological, sensory and learning disability of people working in an organization to which the presence of the disease is addressed, and employee is treated equally in the workplace. The Act covers the disabilities that people had in the past, have in the present and may have in the future. It is unlawful to discriminate an individual because of a disability. Section 8 of the Disability Discrimination Act states that it is unlawful to discriminate any person because of disability. Strict actions are taken when it is addressed in an organization.
The DDA is essential for ensuring productive workplace relationship as everyone in the workplace is treated equally, and work opportunities are provided to every individual based on the fair conditions. International human rights are addressed in the Act while focusing on the rights of persons with disabilities and obligations relating to non-discrimination. The primary inclusion of international covenant and political rights are discussed in the DDA to protect people from disability in public life. Disabled people face problems in employment, accommodation, education, services, etc. Therefore, the inclusion of a disabled person in the law is necessary.
Fair Work Act of 2009
Fair Work Act 2009 and Fair Work Regulations are the significant legislation in Australia regarding fair treatment to employees in an organization. The employee-employer relationship is maintained while implementing the Fair Work Act 2009 in an organization. A safety and minimum entitlement are provided in the business with working arrangements at work that helps in prevention of employees against unfair practices. The Fair work Act of 2009 allows the Fair Work system to be implemented in the organization while engaging in Fair Work Amendments. The standards of the Fair Work Act are provided in detail with regulations for employment services while gaining an impact in the industries and focusing on similar treatments provided by every individual. Some rules and regulations outline the Fair Work Act 2009 with regards to the national workplace relations system. The primary purpose of the Fair work Act 2009 is to provide a balanced framework for every employee at a workplace that promotes economic prosperity and social inclusion of Australians. This is essential in terms of good practices to be adopted at the workplace with subjective and unbiased perspectives.
Fair Work Act 2009 is essential for ensuring effective workplace relationships as it tends to provide equal treatment for employees at the workplace with specific standards and practices mentioned in the Act. The Act offers terms and conditions, sets rights and responsibilities, provides compliance, provides administration, etc. These are the top provisions that help and proves to be a guideline for employees and employers at the workplace with guaranteed safety and minimum terms and conditions.
Racial Discrimination Act 1975
The purpose of the Racial Discrimination Act 1975 is to protect people from offensive behaviour such as colour, race or ethnic. It is unlawful for an individual working in an organization to discriminate employee or employer based on colour or race. The Act reasonably focuses on providing equal treatment to every individual working in an organization whether, race, colour or nationality. The Act presents human rights for every individual to make complaints to Human Rights if there is any unlawful activity in an organization. Criminal offence is entirely a different perspective while not measuring it in the Racial Discrimination Act 2975. The Act is implemented to protect employees on hearing of people about colour discrimination. Racial Discrimination Act 1975 is essential for ensuring effective workplace relationships as it helps to maintain equality at the workplace without discriminating any individual based on colour, the race of nationality.
Sex Discrimination Act 1984
The purpose of the Sex Discrimination Act 1984 is to focus on equality on the ground of marital status, sex or sexual harassment. The need Sex Discrimination Act 1984 led to recognizing the significant issues for women at the workplace. Women were not provided with an equal opportunity as men, sexual harassment was observed, and unlawful activities at the workplace led to the implementation of the Sex Discrimination Act. The situation is controlled while implementing the Act as there is an equal treatment that is provided at the workplace due to the right to same protection and benefit as per the law. The legislation offers benefits without discriminating on the ground of sex, pregnancy and marital status. The objects that are included in the Act are to give specific provisions based on the elimination of forms of discrimination against women, eliminate discrimination against any person based on a ground of marital status and sex.
Sex Discrimination Act 1984 is a progress in the workplace as it provides gender equality that helps to build a relationship and provide an opportunity for every person working in an organization. Equal treatment to men and women is provided at the workplace. Women’s fundamental rights are safe and fair opportunities is offered to promote the same respect and opportunity for women. Unfair treatments against any individual are reported, which protects workers to encourage personal growth and organizational development. The Act supports a broad range of groups, including men and women with counter discrimination activities while focusing on non-violence activity to overcome discrimination and provide an opportunity for diverse people in Australia.
3 Steps to identify and resolve workplace problems and promote effective workplace relationships
Workplace problems are faced by every individual at work, whether it is about a stressful situation at work, building relationships or engaging in strategies for effective work performance. Therefore, it is essential to identify and resolve workplace problems in the best way and promote effective workplace relations. People tend to face difficulties in the workplace and get afraid of solving the problem, which becomes a significant issue while working in an organization that ensures workplace and personal development. The right thing to do so in this situation is to analyze the problem, take the practical solution and control the situation. There are seven steps to identify and resolve workplace problems to promote effective workplace relations. The functional problem-solving levels are
- Identify the issue
- Understand the interest of people
- List the solutions
- Evaluate options
- Select the best option
- Document the agreements
- Monitor and evaluate
People are born as problem solvers, and the challenge to overcome the problems is faced daily by individuals. However, the issues of the workplace should be solved immediately with an effective solution. In the first step, it is essential to identify the issues at work, such as separating the problems of the workplace, which needs a clear, concise solution. Secondly, it is necessary to understand that the problem should be solved, and people are interested in solving the problem. Critical steps are taken to find the solution and active listening is essential in this step as there are ideas and solutions that people welcome in the business. The differences are put aside, and solutions are listed for effective workplace relations. Among the bundle of options, the best solution is taken into account which provides the contingency plan and monitoring activity on the later stage. Effective problem-solving techniques tend to affect business performance and engage in willingness to address effective solutions straightaway.
4 Effective conflict resolution techniques
Conflict resolution techniques tend to solve problems in an organization while tackling conflict solving methods in an emotional atmosphere and create a safe working environment for teams. Conflict resolution techniques improve the communication of individuals as and when the disputes are resolved immediately. The three conflict resolution techniques are
- Forget about winning
- Look for a root cause
- Encourage communication
Open communication among team members encourages problem-solving attitude among team members to which it ensures effective results in an organization. Problems are addressed while helping people to provide their ideas and the issues that they face in business operations. A manager at this end understands the problem and creates an environment that is best for employees while creating an open environment that helps to share their opinion. Employees feel respected and trusted when there is open communication.
Looking for a root cause is the major technique to which team members should not be blamed in any case. A manager should know how to tackle the situation while concentrating on the positive things and not blame employees for the overall mess created at the workplace. Therefore effective workplace relationships are maintained while not blaming a particular employee and finding the real cause of the problem. Individuals have the right to information; therefore, a manager should find a solution to the situation that may not occur in the future.
Now and then, people concentrate on winning, which creates a major problem among team members productivity. On the contrary, when people work in a team, the major objective should be on being right and considering conflict resolution aspect. Viewing one person in terms of component and enemy may provide failure in the business. It is imported to solve repeated conflicts while managing mutual and respective atmosphere in the business. Employees communication style should address mutual respect among each member for better insights and gain the major accomplishments of the business.
5 Purpose of Workplace Code of Conduct
Workplace Code of conduct builds trust among employees to work in an organization that have rules and regulations which are addressed in the workplace policies and procedures. Trust is the major aspect of the relationship that helps in maintaining the relationship in the workplace. The purpose of a business code of conduct is to provide an atmosphere of commitment and safety in an organization. Therefore, the major aspect of strong cultural foundation is built in the organization while emphasizing on the code of conduct that needs to be followed by every individual working in an organization. The code of conduct builds trust among employees as there is a set of rules that engages a variety of stakeholders with the duties and responsibilities. An effective code of conduct is established by organizations to create value, respect and trust among employees that drive within the actions and underlie decision-making skills.
An ethical framework is built with the code of conduct to which there is a detail description of most legal and ethical behaviour to be performed by employees. The benefits of workplace code of conduct are to enhance the core values of the business, provide a vision, builds reputation, keeps the company strong from violating the rules and regulations and foster an environment that has ethical behaviour and trust among employees. An organization should not think about the burden that it has while implementing the code of conduct; in fact, it is for the good of the company and its employees to have specific consideration and limitations. The set of the foundation are thoughtful and are implemented by the codes and consent. Organizations seek to focus on employees demand and needs while engaging in provisions and the best way to fulfil the objectives of the business.
6 Reasons that networking contact leads to a productive and effective workplace environment
7 Barriers to effective interpersonal communication and communication strategies
8 Benefits to an employer of implementing a diversity policy and procedure
9 Value of consulting with employees on workplace issues
10 Requirements under Modern Awards to consult with employees
References