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BSBLDR402 Lead Effective Workplace Relationships Assignment 2 Answer

Unit of Competency
National Code/TitleBSBLDR402 Lead effective workplace relationships
Assignment 2 Report

Project 1

In organisations which are concerned with continuous improvement and with ongoing business success, managers must build trust-based relationships, develop effective communication systems and processes, share information, base decision-making on consultative processes and provide opportunities for staff to develop the competencies they need. They need to network and they must also be aware of relevant legislation, codes of practices and ethical principles.

Describe at least 10 actions you, as a manager, would take to achieve these things and explain why they are important to an organisation’s sustainability and ongoing success.

(1,500–2,000 words)

Solution:

Being a manager in request to maintain organization's sustainability and ongoing success there are many things that ought to be done. Right off the bat, I would concentrate on maintaining among the workers. Trust based relationships ought to be worked among the representatives. Effective information sharing is a key ingredient for good relationship building. Workplace relationship ought to be based on trust, reliability and consistency. individuals who realize that they can depend on others in a workplace to make the best choice and to do what they say they will do are going to be increasingly secure in their work and able to concentrate on their own work rather than on monitoring crafted by others .sharing information that is reliable, accurate, convenient and adequate is necessary for relationship building and contributes to the achievement of work targets. Information sharing within the organization has an impact on organizational success. The more information individuals have about their organization, its framework and procedure, successes and failures, the almost certain it is that they will contribute actively to continuing success.

             In the same way there should be effective communication framework and procedure ought to be developed. Great communication is the key factor in the success of the business. On the off chance that there is nothing more than a bad memory communication in the organization there won't be appropriate work. The for the most part utilized communication in the organization is composed communication as it is effective way of communicating. The Written Communication alludes to the way toward conveying a message through the composed images. The collected communication is the most common and effective method of business communication. In any organization, the electronic mails, updates, reports, archives, letters, journals, sets of expectations, representative manuals, and so forth are a portion of the commonly utilized forms of composed communication. Such communication is utilized when the information to be transmitted is extensive and includes some perplexing terms that cannot be explained verbally. Also, the organizations maintain their records in writings with the end goal that these can be utilized as a kind of perspective and proof of any transaction anytime later on. Accordingly, it is essential for each business organization to develop effective writing abilities and inculcate this in all its workers.

Characteristics of a sound communication are as follows: 

  1.  It provides us records, references etc., on which important decisions, rest.
  2.  It builds up the legal defences of the organisation through records, letters, instructions etc.
  3.  It promotes uniformity of policy and procedure and builds up proper guidelines for the working of the organisation.
  4.  It builds up the image of the company.
  5.  It makes for accuracy and dependability (Oral communication may be changed or interpreted in different ways. But in written communication the message/information is stated very clearly or unambiguously).
  6.  It is permanent.
  7.  Responsibility can be easily assigned. (One may go back on the spoken words. But not so on the statement in black and white).

             Along with the great communication framework among the representative's there should also be sure social and cultural relationship among the worker's in request to achieve the planned activities. Positive cultural and social environment underpins in achieving the planned results. At the point when there are uplifting attitudes in a workplace, there's a feeling that anything can be accomplished. Colleagues bolster each other and work in tandem, and a large group of other positive results materialize, for example:

  • Increased productivity
  • Greater probability of collaboration and teamwork
  • Improved morale
  • Ability to overcome adversity
  • Willingness to think creatively and try new things
  • Willingness to share information and ideas
  • Lower turnover
  • Increased sense of camaraderie
  • Improved customer service

While the negative cultural and social environment doesn’t just put others in a bad mood – it also has a tangible, measurable impact on how an office function. Here are some of the effects of an unchecked negative attitude: 

  • Lackluster performance
  • Unwillingness to work collaboratively
  • Dismal outlook
  • Unwillingness to try new things
  • Reduced energy levels
  • Depressive feelings
  • Reduced quality of work product
  • Poor customer engagement
  • Difficulty overcoming obstacles

             Similarly, the representatives ought to also be aware of the legislation, ethical principles and codes of conduct while working in organization. In the 1980s the introduction to Australia of anti-discrimination, anti-harassment, equal chance and affirmative action legislation caused organization to develop approaches, strategies and programs to secure the privileges of minority gatherings and to advance the interests of recently disadvantaged individuals. There have been some positive results resulting from the legislative changes. Plain discrimination has been genuinely decreased. Politically right language is all the more commonly utilized. Recruitment, selection and promotion processes are generally increasingly equitable. Representatives who are harassed or discriminated against have change. An attention on assorted variety necessitates that the general population honestly examine and question their very own behavior, then work to change inappropriate behaviors. Individuals work best when they believe they are valued. They feel most valued when they see that distinctions are considered. The ability to learn from individuals saw as various is the way to strengthening and the building of effective, mutually interdependent relationships.

        On the other hand, a manager should be capable enough to take care of the issues of the organization. It involves being able to distinguish and define the issue, generating alternative solutions, evaluating and selecting the best alternative and so forth. Obtaining a feedback and responding to it appropriately is an essential aspect of critical thinking abilities too. Here are a few ways to tackle the issues that arises in the organization.

Step 1

Identify the problem:

We should know the nature of the problem so that we can discusses how to solve that. Therefore, we need to identify the problem first. We can do this by analysing the differences between the current situation with the desired situation.

Step 2

Define the desired situation: 

This will involve determining what the company consider the desired situation to be. By analysing the gap between current and desired performance, you can isolate the reason /causes of difficulty. This allows you to determine objective in measurable terms.

Step 3

Collect data and information:

In this step the company will need to gather data and information which can be used to give reliable and valid information in problem solving models. Any decision based on invalid, incorrect or unreliable data is necessarily an unsound decision.

Step 4

Generate alternative:

In step 4, the top-level management of the company will generate alternate solution as possible. They will analyse the problem and respond it to solve it.

Step 5

Select the best alternative: 

Select the best solution under the conditions prevailing at the time. The best solutions is the one which produces the most desirable outcome with the constraints imposed by the factors such as time and available resources.

Step 6

Monitor and evaluate 

Monitoring helps to identify any new problems or issues as they occur, and to interview before the problem or issue becomes difficult to manage. This might mean you have to revisit the problem-solving process and develop new ideas and new plans.

        At last, Manager should act as a role model. A role model manager is one who inspires those who work for him or her, as well as exhibits managerial excellence in many aspects of the business. While having all the traits befitting of a leadership role models are not very common, the seven skills that can help you lead, inspire and garner respect can easily be learned and improved upon.  

  • Present a Positive Attitude: No one is saying that you aren’t allowed to have a bad day now and then, but if you can exhibit strength, calm and perseverance even during stressful times and a good, positive attitude overall, you will instill the same within your employees. A positive team will be better able to troubleshoot problems and overcome adversity in the workplace.
  •  Earn and Build Trust: A role model manager must be trustworthy. Your team won’t feel inclined to show you much respect if you aren’t true to your word and honest with your employees. As The Guardian points out, the characteristics, traits and behaviors of an ideal role model are often personal and may change over time.
  •  Exhibit Integrity: A will make decisions for the betterment of the business and not just for him or herself. Employees will respect a manager that genuinely cares about the business and also those who work within the organization. Give credit where credit is due and take responsibility for your actions.
  •  Lead and Inspire: Take care to always lead by example in a responsible manner, and your employees will follow suit. A good leader motivates his team rather than criticizes them and strives to inspire team members to reach their full potential. Keep in mind that leadership role models don’t come to lead over night. Audit your skills and habits. What do you need to develop? Harvard Business Review suggests acting as an “organizational anthropologist”. Look for a person skilled in the area you need developed and learn from them.
  •  Make Time for Employees: Communication for any organization to run smoothly. Make sure you always have time for employee concerns or questions and offer your advice and wisdom if applicable.
  •  Learn About Your Employees: Your employees are your biggest assets and they have lives outside of the workplace. They have families, interests and occasionally problems that might interfere with their performance. Take time during lunch or after work to get to know them better and plan company activities and outings. Doing so shows that you respect your employees as individuals both in and out of the workplace.
  •  Offer Support and Encouragement: Just as you might have a bad day, so too might some of your employees. Offer support and encouragement by creating a healthy workplace environment and taking the time to understand any problems or difficulties your employees may be having.

In a nutshell, as a manager of the company I would do all the above-mentioned things in order to achieve success of the business.

Project 2

About 10 months ago you received promotion to a supervisory position. It was an internal appointment and you were promoted ahead of two of your peers. One of them has taken the decision well and you still have a good working relationship with them. The other has become very remote and difficult to work with.

They do no more than is necessary, and performance levels in their section have dropped since your appointment. You have heard from one of the other employees that the person takes every chance to criticise you and your decisions and they have turned a number of employees against you. The drop in performance is affecting the productivity levels within the organisation. You have made a couple of tentative approaches to this person to discuss the issues, but they are very non-committal and say that you are ‘imagining all this rubbish’.

You have received written statements, volunteered by two staff, identifying instances where this person has been critical of you and one instance where they overrode an instruction given by you—although this was a fairly minor incident. You have promised not to disclose the identity of the people involved, and this means you have to be very careful about how you use the statements, because the section is quite small (eight people).

Your manager has noticed that relationships appear to be strained in this section and has asked you to address the performance issues and to report back on the results.

You will need to conduct a formal performance evaluation and counselling session in order to address the problem.

Write a report for your manager outlining:

  • at least five steps you will take, with detailed reasons for your choice of actions
  • the identity of any other person/s who should be involved; explain why and when they should be involved
  • at least three actions you could take, and why you will take those actions, to follow up the counselling session
  • how you will monitor the success of your counselling and performance assessment actions
  • an explanation of at least two actions you will take if the counselling is not successful (with detailed reasons)

(1,000–1,200 words)

Answer:

Respected Manager:

We are exceptionally mostly aware about the hugeness of workplace association. People will in general work even more effectively together when there is an individual fragment to their relationship. Partnership deals with annoying issue and furthermore need the whole business to develop. On contrary, if the masters are not taking an interest with one another it impacts the execution of the whole business. An equivalent condition is happening in our business.

As you realize my headway isn't running honourably with a part of the staff. Their lead towards me has changed ever by then. Beside my few undertakings to deal with the issue and make the incredible relationship this individual is treating me with complete abhor, despite turning antagonistic and moreover not following my course. I comprehend this has unfavourably impact the aftereffect of business.

However, I will still try to handle that envy and make a business to progress. I am planning to take the following five steps in coming days:

  • Manage the inconvenience maker envy can drive a couple of individuals to continue gravely. I am needing to address them mindfully. I will tell them covertly that I have seen a split among us and had to know where it is starting from. Thusly I can ask them to talk earnestly without initiating presentiveness. If basic I will highlight how their lead is hurting the gathering as a rule execution. I will offer to arrange on coming up ordinarily charming courses forward.
  • Appreciate their work-on the off chance that they give some smart thoughts or perform great work I will supplement their endeavours. They may progress toward becoming partners, needing to be related with a developing clout.
  • Give them a cause to realize their esteem they may feel that the association needn't bother with them. I will disclose to them that they are as comparable individual from the gathering as me or you. I will impact them to feel that association needs and respects them and their extraordinary work. I will impact them to comprehend that their action is likewise significant and viewed as our own
  • Include them-there may be a desire since they may have gotten a handle on left. Thus, I will make them fell included. I will connect and recognize them

You as a director can associate and talk with them. They respect you and will likely listen to you. You can explain the situation and impel them to do extraordinary work. You can suggest them that they likewise can get raised in case they start to work extraordinary by changing their lead. I figure your consideration will help as they can comprehend their lead isn't unnoticeable by the organization and the organization may blame him for the reason of fall of association's development which may risked his action.

Next person whose commitment may help is the accompanying sidekick who didn't get progressed too anyway recognized my headway whole heatedly. I figure he can interface him and explain him better as the two of them are in a comparable case. He can admonish him how he euphorically recognized this decision of the organization and the accompanying should do in like manner. 

When I must recognize that partner is neglecting to meet desires, I can't hold up to go to most exceedingly horrendous from terrible. I should ensure that I have formal correspondence among boss and the partner. A couple of stages for effective coordinating are said underneath:

  • Inform to the administrator about his execution and have a training exchange: I can accommodate boss about each relevant knowledge about the representative like the date, area of gathering in the private room, not in the tea or coffee room. Along these lines, there will make certain outcomes from more preparing or teaching to refocus.
  • Do homework: I will take into the considered that labourer. I will accumulate all the applicable report like representative's position portrayal, month to month target and any past coordinating sessions which finds the methodology and the historical backdrop of dialog and his execution
  • Create an execution design: because of reliable gathering with that labourer, he will start to develop his execution. That individual likes to be tried, so set some target that could be centred around making change. After this, I will give the activity or execution want to the manager and that under execution labourer of certain timeframe. 

Counselling a struggling employee is the most challenged work for a supervisor or a manager. To monitor a success of my counselling and performance action, I will follow following tips:

  • Don't hold up too long: I will begin the activities to get change in his execution at the earliest opportunity. Right off the bat, I will distinguish this desire or issues concerning why he is doing the underperformance. After this I will begin meeting with him. 
  • Follow a procedure: I will arrange to make change in his execution. I will make a procedure of activity, discourse or plan that progressions him in positive way. 
  • Keep it convenient: unscheduled gathering probably won't be successful. Activities and meeting should influence to transform him inside 1-2 weeks, if not I should begin next activity. I will make an objective that worker will begin great execution inside 30 days. If not, I will screen, consistently propose or meeting with him

From the above activities, on the off chance that it isn't achievement, I will begin the accompanying activities to get change in his execution; 

  • Firstly, I will talk about this in a gathering with a colleague or with other boss and I will give last cautioning. 
  • If he isn't changed or not starting great execution, I will prescribe to the board to shake him from the activity claiming in case he doesn't work legitimately, and don't endeavour to get transform, he is incredibly ruinous for the business, so it is better approach to shake him from this activity

It is wonderfully hard to get change this sort of under performance claiming for this situation individuals realize what to do anyway they are not doing an immediate consequence of someone. Along these lines, the better ways aren't to allow to come this circumstance.

Answer

Lead effective workplace relationships

Project 1

Describe at least 10 actions you, as a manager, would take to achieve these things and explain why they are important to an organisation’s sustainability and ongoing success.

Many companies nowadays are involved in the continuous improvement process. This is known as the continuous attempt to enhance the profitability of the organisation, productivity and efficiency by applying the proven process that is called as PDCA cycle (Rajapathirana and Hui 2018). Therefore, the continuous improvement processes and systems are set to shape the corporation, company or non-profit as well as enjoys an effective production for small efforts and huge profit margin in order to manage the sustainability along with the ongoing process that is expected to be done. 

Relationship between the employees and the employers and employees, customers and staff are very important for the organisation. Trust is built through the actions of the employees but not with the words. Effective communication is significant to any organisation along with this; it can further help the organisation in various ways. Guillaume et al. (2017) stated that effective communication further helps to acknowledge the clear expectations for the employees and the customers both. For the employees, the clear expectations will further convey how the performance will affect the company and provide them with a primary indication of what they need to perform in order to gain positive feedback.

Trust-based relationships

Some efficient ways by which the employees can build trust among each other are: 

Be supportive and honest 

It is important for the leader to build trust in an organisation. The leader should tell the truth no matter what the situation is, the leader should understand what the employees need to communicate and know the facts while being more considerate of their sensitive feelings and efforts (Ford et al. 2017). 

Be quiet sometimes

The leader should give a chance to all the employees to put their views and ask a question in each of their doubt.  The leader should communicate with the employees to know what issues they are facing in the organisation, and further try to solve them accordingly. 

Build accountability

If the leaders identify their mistake and accept them, then the employees will see them as credible and will further inspire them. The leaders can further motivate honest dialogue along with this foster accountability by developing the processes that become the initial part of the culture, such as evaluation in each project (Methot et al. 2016). 

Base decision-making on consultative processes 

The decision-making process is defined as one of the most crucial aspects of the small business. The consultative process entails asking individual people for the thoughts as well as enables them time to focus on the issues as well as solve with the best solutions. Solaja et al. (2016) stated that in order to make the proper decision, the first step is to understand the decision that has been made. The second most crucial step is to gather the entire information as the advanced decision-making needs an evaluation of the data and information that an individual can further collect. The third step is to analyse each alternative to develop several options related to the decision that has been taken.  Analysing each negative and positive factor can be helpful to eliminate that which decision is the wrong one. The main goal of this step is to determine the options that provide the individuals with the best chance of success and a chance of failure. 

Opportunities for staff to develop the competencies 

Competency-based assessment is not an emerging innovation, but it is defined as an efficient practice to adopt. The competencies of the employee have been proven the essential tool for the HR professional toolbox. The competencies of the employee are defined as the list of behaviours and skills that are used to develop the performance of the organisation (Yang and Caughlin 2017). 

Effective communication in an organisation 

Communication is defined as one of the crucial functions of management. It further develops managerial effectiveness as well as induces the individual elements in an organisation to improve a cooperation spirit. It becomes a crucial factor in the effective performance of the management. 

The development of effective communication is essential for the manager to resolve issues, build trust, increase corporate and workforce productivity. Communication is termed as the incorporation of procedures that are established to convey or share information (Greenaway et al. 2015). With time, the concepts of well-build communication have been linked to persuasive communication. The important feature of an efficient communication system is the key to productive interaction. The chief characteristics or principles of an efficient communication system are integrity and clearness of the message to be transferred or conveyed. The adequate medium is used to convey the message effectively and the uniformity as well as the reliability of the information in achieve. The effective communication fosters adequate feedback or response for strengthening weak areas. The written communication also adds to the characteristic of effective communication, where all the concerned individuals have similar information. It offers a long term record of interaction for future use. In leading effective communication, it is essential to be well-known about the audience to whom information is meant. The information to be conveyed needs to be clear in communicator mind as if the idea is not comprehended, and one may never convey it to another individual. For addressing semantic barriers, the information or message needs to be communicated in the concise, understandable and easy language (Thompson 2018). The signs or expressions selected for interacting message needs to be adequate in understanding and reference of the recipient. The main characteristic of effective communication is that it is complete. It means the receiver has every message or information required to take action or process work. The consideration and courtesy harmonize each other within effective communication. The courtesy would mean respecting the beliefs, culture or values of the receiver with crafting messages that are genuinely unbiased or polite. Effective communications in the situation of the culture of envy or conflict within the workplace also involve improved relationships. The process of listening attentively and providing quality feedback fostered individual or staffs within the organization to feel understood and heard (Thompson 2018.). The prioritization of effective communication is likely to allow the manager to increase engagement. It would ultimately enhance satisfaction among team members functioning in the workplace. With enhanced communication, the employees or team members would be able to depend on each other. This enhanced segmentation of staffs would foster positive relationships and feeling between teams that leads to developing work experiences as well as morale. Thus, effective communication skill plays a critical part in nurturing positive experiences about work for overall staffs within the workplace.

Basis of decision-making 

Communication is defined as the core of decision-making. It further supports the management to take vital decision made in the company that mostly relies on the quality and amount of the information present in the management. The quality of information mainly relies on efficient communication, along with the quality of communication in the decision-making process.   

Proper coordination and planning 

Communication is supportive in coordinating and planning the main activities of the business. If the communication systems are good, then the useful suggestions will further come from the subsidiary to the experts. Therefore, the involvement of the employees is now proved to be more essential for getting the task completed, and can also effectively be secured through the help of the media of communications.   

High productivity at a reduced amount of cost

Efficient communication among the employees and employers plays a critical role in obtaining the maximum amount of product with the minimum amount of costs. Guillaume et al. (2017) stated that communication would further make the staff members feel more interested and more secured while doing the work.  

Morale building 

Communication in any industry is defined as the basis of morale building. Under an efficient system of communications, it is proved convenient for the staff members to bring the further grievances to get a proper adjustment and notice of the management. Morale building also helps the employees to satisfy the social and personal needs as well as stimulates the enthusiasm and job interest. 

The manager should have the potentiality to resolve the issue that is arising in the organisation. It further involves differentiating as well as defining the problems, creating any kind of alternative solutions, selecting and evaluating the best alternative along so forth. Gathering the feedback as well as responding to the problems appropriately is a crucial part of the abilities of thinking (Rajapathirana and Hui 2018). The managers can further tackle the issues that take place in an organisation by some steps, such as:

Step 1

Identifying the key issues and pinpoint the significant areas for further actions

The leaders need to understand the attitude that is present, which further highlights the problems that are required to be solved. The advanced techniques of statistics support to know where to begin the improvement towards the specific outcomes. This further allows the organisation to target individually towards the critical areas.  

Step 2

Establish a baseline

If the leaders are serious about the efficient communication, then the leaders will further need an initial baseline from which to measure success and progress, which basically comes from a centre of the assessment of areas covered by issues (Methot et al. 2016). 

Step 3

Making effective and smart decisions

The communication measurement can analyse if the employees have understood and received the initial messages that the leaders want to deliver. The results can be supportive for the leaders to modify as well as focus on future communications, which further reinforce to the employees and take proper actions to the feedback. 

Step 4

Check to ensure that audience needs are achieved 

The communication measurement can find whether the employees have understood and received the primary messages that the leaders want to deliver. These results can be supportive for the individuals to focus and modify future communications, while it also reinforces to the employees that further take actions on the feedback (Yang and Caughlin 2017). 

Step 5

Leverage the resources of communication 

With the correct data, the individual can focus on understanding how the communication is performing in different divisions, geographies or functions or the level of employee, as well as use the result to leverage the resources of communication.  

Step 6

Demonstrate the commitment to change

If the leaders are serious about developing the communications, the act of measuring is known as the symbol of change along with this. It will be further valued by the staff members. The leaders should be aware of measuring without the commitment to be effective in supporting the change; the individual need to focus on the data to show progress (Methot et al. 2016). 

Step 7

Driving the accountability 

In this last step, it has been assumed that if managers and leaders know they are being judged on the efforts of communications. They will further start paying attention to when and how they involve the employees.

Project 2

At least five steps you will take, with detailed reasons for your choice of actions 

The employees in the workplace are the key source of productive organizational performance; however, the culture of criticism and increase in politics at work decreases efficient business growth. A supervisor within the organization is responsible for the actions of small employee groups and productivity (Bonner et al. 2016). The supervisory to be the manager of administration have an important task to concern with controlling and orchestrating work irrespective of performing it nonstop. In order to decrease the politics and culture of envy at work, the following steps are necessary-

Transparency: It needs to be maintained at every level to decrease envy or politics. The staffs should be aware of the objective and goals of the company as well as strive hard to accomplish the same. The organization policy needs to be same for all.

Maintaining decorum of work: The politics and culture of envy do not profit any individual in the longer run. The staffs need to focus on personal work irrespective of interfering within colleague's work. It is important that activities of backstabbing and mocking others must be strictly restricted by the HRM department.

Communication: An effective communication is key to decrease the chance of envy and politics at the workplace. The information needs not to be mislead, and staffs should not be played with words and transfer information in their desired form.  It is important that HRM executive is loop while communicating roles and responsibilities at the workplace.

The identity of any other person/s who should be involved; explain why and when they should be involved 

The workplace conflict is frequent in the organization of a diverse workforce, and avoiding them may be costly for a business to develop. The unaddressed conflicts nearly waste 8 hours of organization in gossiping and other unproductive actions. The acknowledgement of the reason behind conflicts at workplace may need the involvement of HR professional. HRM or HR-professional involvement is important to mitigate issues prior to or after any conflicts turns to be face-off within departments that decrease teamwork as well as screaming match within colleagues (Metz 2019). In accordance with conflict administration and HR, executives suggest that human resource needs to involve within work conflicts at the time the staffs are threatening to give-up over the issues. The training and recruiting are expensive; it is sometimes cheaper to work-out the solutions. In the situation of disagreement increasing, individuals getting personal with the dignity or respect between staffs is lost the involvement of HR professional is important. The conflicts are influencing organizational success and morale of employees. The HR professional in addressing conflicts require to set-up the new system that utilizes checklists to depict the contribution of all individuals.

At least three actions you could take, and why you will take those actions, to follow up the counselling session

The process of thinking in a creative way is one solution to resolve employees fighting over promotions. The Human Resource professional may provide to conduct in-house or counselling session. It is important that counselling sessions are lead with empathy. A counselling procedure is cooperative approaches, where a trained executive helps an individual recognize the source of concern or difficulties that she or he is experiencing (Cowie and Pecherek 2017). In the follow up to counselling session the following steps are essential to be practised at workplace having issues of envy or conflicts between staffs-

Initial disclosure: The main aim of counsellor needs to be encouraging self-disclosure and client’s fear. The counsellor implements rapport with potential counselee depending on respect, mutual purpose and trust. Effectiveness of counselling session is achieved by encouraging the staffs to receive some sense of relief through the procedure of talking about their issues. 

Detailed exploration: In here, the counsellor’s role is to help clients or staffs enhance new perspective and awareness that may lead to development, more effective explanation of the goal and coping (Cowie and Pecherek 2017). As the staffs continue to disclose their intimate feelings and thoughts, the counsellor, as well as counselee, becomes aware of deficiencies within counselee’s capability to deal with life situations. 

Commitment to actions: The counselling procedure progressed with goal setting. The procedure of specifying goals confirm that counsellor and staffs know accurately where they lead in the third phage. The selective reflection is utilized significantly during staffs has started to give insight into her or himself. 

How you will monitor the success of your counselling and performance assessment actions 

The monitoring of the effectiveness of performance assessment and counselling actions is important to confirm that a productive approach has made long-lasting influence or difference in staffs or client's lives. The counsellor needs to utilize monitoring assessment spreadsheet called 'Outcome star'. It utilizes a common scale of points to recognize the level of problems of the staffs. This would allow the counsellor to gauge the success of employee and counselling performance along with making a plan for them. The evidence-dependent practices and examining the efficacy of the counselling modalities in response to the success of performance assessment activities is beneficial (Miller 2017). Another way to monitor counselling effectiveness is gauging the occurrence of particular target attitudes or behaviour. In case of workplace conflict and culture of envy within the organization, the behaviour of staffs towards another colleague with respect, increase teamwork, as well as the culture of appreciation, is likely to depict the effectiveness of counselling procedure.

An explanation of at least two actions you will take if the counselling is not successful 

In the circumstances of counselling to be failure or unsuccessful, the following activities are mandatory-

Seeking outside-help: It is important to address or mitigate the conflicts at work in a speedy manner and at the local level. It is critical that outside help is taken from the attorney, arbitrator or mediator. In the situation of the HR department not having training or time to facilitate the conflict resolution assistance is required. The HR manager requires retraining that may not achieve in-house.   

Brainstorm solutions: In here, every option needs to be looked within a positive manner. Every possible alternative for solutions must be summarized, making sure that every party are agreeing on the next stages (Honebein 2018). The feeling of envy and conflicts are inevitable, and employees are human beings as well as come from varying backgrounds. In such a situation, it is important that counsellor bring every person together through increasing practices of teamwork and team-based incentives or recognitions. 

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