assessment 2 BSBLDR502




assessment 2 BSBLDR502

Task 2

Question 1

How would you address the employee’s complaint?

  • Describe at least two pieces of JKL Industries’ policy or procedure that conflict with the team’s behaviour towards the employee.
  • EEO – In Australia, national and state laws cover equal employment opportunity and anti-discrimination in the workplace. You’re required by these laws to create a workplace free from discrimination and harassment.

    Anti discrimination – many individuals experience unfair treatment and racism because of how they look or where they come from. Racial discrimination can also be subtle, creating systemic barriers that lock people out of social and economic opportunities. People cannot be treated unfairly because of their religion or any other difference.

  • Identify the relevance of one piece of relevant legislation.
  • The Racial Discrimination Act 1975 gives effect to Australia’s international human rights commitments and promotes equality between people of different backgrounds. The Act protects people across Australia from unfair treatment on the basis of their race, colour, descent, or national or ethnic origin in different areas of public life. It also makes racial vilification against the law.

  • Describe how policies and processes can help to promote cultural diversity, ethical values and relationship-building.
  • There are many ways that the policies and processes help promote cultural diversity, ethical values and relationship-building for example:

  • Strengthened cultural values within the organisation
  • Improved access to new market segments
  • Lowered absenteeism rates
  • Reduced labour turnover
  • Helped to overcome labour shortages
  • Enhanced service levels and customer satisfaction
  • Improved innovation and creativity amongst employees
  • Improved motivation and efficiency of existing staff
  • Helped to attract and retain highly talented people
  • Describe any changes or additions you would make to JKL Industries’ policies, processes or communications to further promote cultural diversity and ethical values.
  • Make sure that the policy shows communication and transparency. Communicate. Transparency and openness are crucial to diversity consciousness. To gain awareness of different cultural groups, employees should know where their peers come from. This allows them to relate and better understand each other. If an employee or peer celebrates a holiday you’ve never heard of, ask her about it. If an older worker grumbles about how things used to be, don’t dismiss him; ask him instead how he thinks an old idea could benefit a modern workplace. Be inquisitive, and accept questions about yourself without getting defensive or argumentative. Increased transparency leads to increased awareness and empathy.

  • Describe how you would approach the team and any suggestion you would make to resolve the issue fairly and consistent with organisational policy.
  • ......

    assessment 2 BSBLDR502
    Last updated: Feb 2024

    Page 1

    Describe how you would approach the team and any suggestion you would make to resolve the issue fairly and consistent with organisational policy.

    Take discrimination seriously. Don’t accept racist, sexist, ageist or other remarks or acts as unavoidable water cooler fodder. If your workplace facilitates discrimination — even in a small capacity — it will create a breeding ground for larger issues. Take action immediately as employees who regularly get away with discrimination can do a great deal of damage in a short period of time. Once your workplace has fully embraced diversity consciousness, your workplace and everyone in it will benefit exponentially. There is no excuse to allow the discrimination to continue. Make sure that all employees understand the importance of diversity.

    Question 2

    How would you prepare for and approach this meeting?

  • Describe what potential problems you anticipate from the team.
  • There could be many problems that could happen in this meeting, especially if the workers already have anger with each other. Racism and religious hate can cause serious issues that cannot be fixed quickly.

    The employees need to understand how discrimination can be incredibly bad for the team culture and morale. The workers cannot work together if they feel that they are disliked or isolated because of their religion which is very personal.

    There will definitely be some need for time to fix the problem, because the meeting will not solve the problem so quickly. Over time the problem will be fixed and it is important to make sure that both parties understand why discrimination is bad for the JKL industries.

  • Describe how you would confront the team with their unacceptable behaviour, while maintaining trust and avoiding the impression of taking sides.
  • As a member of the office and a coworker, you have a good deal of power. If you are not the one dealing with racist issues firsthand, then make sure you are doing what you can to combat it. If you experience racism in the workplace, before you go to the HR department to take action against this person try and talk with them first.

    If addressing the issue doesn’t seem to work and you have made a true attempt to tell this person how they are offending you, then it is time to take action. No one should have to “deal” with racism in the workplace and this person needs to be told that what they are doing is absolutely wrong and perhaps illegal.

  • Describe your standard or default communication style. What communication style would you consider adopting for this scenario?
  • Analytical

    Quick to think and slow to speak, the Analytic person values accuracy in the details and likes to be right. This is a person who plans thoroughly before deciding to act, is persistent, highly organized, cautious and logical. The Analytical prefers to work alone and has a tendency to be introverted.

    The Analytical person is focused on process, tasks and doing things the right way. They prefer a rational approach, logical thinking, solid documentation and careful planning. The down side is that they can be critical, picky, perfectionistic and stubborn, as well as indecisive. Their tendency under stress is to avoid others.

    For this style I think that driver is better style. Hard-working and ambitious, drivers tend to…


    assessment 2 BSBLDR502
    Last updated: Feb 2024

    Page 2

    You've reached the end of your free preview.

    Want to read all pages?