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Consider someone you have difficulty (or feel uncomfortable) communicating with in the workplace.
Identify a situation where there has been workplace conflict between people that you work with.
As it is very important to ensure proper communication between the staff of different department of the organization named Woolworths limited so that the entire organization can work smoothly, some steps should be followed (Woolworths Online 2017). The staffs should be very clear about what roles they have to perform for the benefit of the organization. They should not get confused if they do not understand their exact roles. The staffs should listen what the leaders have to say, speak up if they face any problems regarding to that, ask questions and provide feedback to their seniors. The staffs have been working hard to adopt these things.
The staffs should not be afraid of approaching the managers and the trainers if they face troubles in understanding their roles. They should maintain a clear and concise communication between the leaders and themselves. The leaders want to bring the best out of the employees so they will be ready to pour the inputs into them (Shockley-Zabak 2014). The managers will boost up them to perform better within the given time. The staffs have to fulfill their duties following the requirements of the organization.
The process of feedback providing is a very important issue in this case. Whenever an employee feels insecure or unsafe in the working environment, he can raise questions or issues to the managers or the Human Resource Department. They should discuss the problem with the employee and sit with him to resolve the issue. If they find any justification about the problem, they will discuss it with their higher authority and then fix the issue by providing feeding the feedback about what decision they have taken. They can arrange for meetings in this case.
It is very important to note that the factors like the cultural diversity, integrity and ethics are very well maintained in Woolworths limited. It is because the organization has a fair amount of reputation all over the world. Their employees are from different countries and they remain like an integrated community. They act on the same page and work for reaching the strategic objectives of the organization (Pieterse, Van Knippenberg and Van Dierendonck 2013).
The ethical policies are a serious issue in this factor because the workers have to maintain some code of ethics in order to avoid discrimination among the members of the organization (Sekerka, Comer and Godwin 2014). The suppliers of the organization should not engage in bribery or any other rough work like that. The workers of the organization are not permitted to incur into debt through recruitment fees, fines or any other things. The workers have the full freedom to leave the workplace after their shift timing is over. The work environment provided to the workers shall be healthy and hygienic. These are mainly the ethical issues that are maintained by Woolworths.
Woolworths are providing over 18 million customers every week and their customer base is growing rapidly. This is because they have ensured an amount of trust in the minds of the customers that they feel Woolworths products are loyal to them (Sousa?Lima, Michel and Caetano 2013). The Woolworths Rewards is the Australia’s most attractive supermarket loyalty program. The customers have understood the loyalty of Woolworths products so they have gained the trust of the customers.
The communication style of Woolwoths group is very much based on the use of the technological factors. The organization’s policies are very strict to some points and this helps the employees to maintain the code of conduct (Shockley-Zabak 2014). The employees communicate with each other with the technologies like using smart phones and laptops. The employees can be tracked using the GPRS technology and their activities can be recorded if they are involved in any unethical works (Chang and Wang 2015). The cultural diversity factors are supported by the organization as well as supporting the LGBT community (Meyer 2015). The customers are given the right to speak up freely if they are facing any troubles or unethical circumstances from the employees of Woolworths. It is appropriate to track the activities of the workers through GPRS systems within the working hours. It is, however, not appropriate to distinguish between the workers of different social sections.
The different teams of the organization are doing their best to retain the competitive advantage over the other rivals. This is an interesting part in the growth of the organization. The team members have to communicate with each other and maintain a healthy relation between themselves (Shockley-Zabak 2014). This is because any dispute between them can disturb the reputation of Woolworths. The team members do not only communicate with each other but also they communicate with the customers, suppliers and members of the other teams. They receive feedbacks from the customers and pass it on to the team members. The team members decide between themselves on how to improve the quality of the products. As the working environment is culturally diverse, the discrimination between the employees depending on their cast, creed or skin color is strictly prohibited by the management (Shockley-Zabak 2014) The leaders like to treat the all sections of the society equally and give everyone the same opportunities along with facilities and remuneration.
The two kinds of external professional networks that are dependent on building valuable professional networks are to focus on introducing self to others and the hierarchy whenever the opportunity comes and secondly, to trying to increase the trust, faith and respect that others have in that individual (Gelfand et al. 2014).
These external networks are very important for the organization, if especially it is Woolworths, to increase their brand reputation and customer relationships (Wang and Feng 2012).
Whenever the opportunity comes for the team members of the food and drinks section, other retail teams to interact with the hierarchy in some party or organization get together; they should readily be introducing themselves to the higher officials and board of directors and other people. This helps to imprint a good impression on their minds and good performance records enhance the way of growth for Woolworths (García-Morales, Jiménez-Barrionuevo and Gutiérrez-Gutiérrez 2012).
When the time comes for maintain the relationship of trust and faith between the customers, suppliers, employees and the hierarchy officials, it is indeed crucial to develop the workplace relationships between them (Venkataramani, Labianca, and Grosser 2013). The development of the workplace relationship mainly depends on the teamwork between the employees, helping each other, gaining each others’ trust, working on achieving the same goals for the benefits of the organization (Park and Shaw 2013). Here a chart can be formed in order to show how these workplace relationships can be developed in Woolworths.
Month | Plan |
July, 2017 | The employees must learn to behave with each other in a friendly and cordial way. |
August, 2017 | The employees have to organize some programs by which they can know about each other more. |
September, 2017 | The employees have to be conscious about the customer preferences and have to work according to that only. |
October, 2017 | The leaders must encourage the employees to develop their working skills that would help to benefit Woolworths on a large scale (Lazaroiu 2015). |
November, 2017 | The employees have to co-exist in anyway. They must return the favors which were done to them by the other team members. |
December, 2017 | The employees must introduce themselves to the hierarchy officials and come to their notice. |
January, 2018 | The employees of one department should establish their contacts with other departments of Woolworths. |
February, 2018 | The employees should update their senior officials about the tasks assigned to them and provide its results to them. |
March, 2018 | Employees should learn to take the responsibilities on their shoulders and try to improve their working skills continuously. |
April, 2018 | All the staffs should behave with their seniors and colleagues with respect. They should not get involved in disputes with them (Manzoor 2012). |
June, 2018 | Employees must learn to respect each other and maintain the code of ethics. They should not get too familiar with anyone. |
July, 2018 | Finally, all of them should develop a judgmental power for judging a situation properly and take stern actions to confront them. |
The one person I had conflict with in the workplace was the Security Manager Mr. Paul. He used to interfere in my works very often despite having told not to. This would impact in my performance as well as my team’s performance.
Chang, M. and Wang, Q., 2015. Application of wireless sensor network and gprs technology in development of remote monitoring system. Indonesian Journal of Electrical Engineering and Computer Science, 13(1), pp.151-158.
Clegg, S., Mikkelsen, E.N. and Sewell, G., 2015. Conflict: Organizational. In International encyclopedia of the social & behavioral sciences. Elsevier Science.
García-Morales, V.J., Jiménez-Barrionuevo, M.M. and Gutiérrez-Gutiérrez, L., 2012. Transformational leadership influence on organizational performance through organizational learning and innovation. Journal of business research, 65(7), pp.1040-1050.
Gelfand, M.J., Leslie, L.M., Keller, K. and de Dreu, C., 2012. Conflict cultures in organizations: How leaders shape conflict cultures and their organizational-level consequences. Journal of Applied Psychology, 97(6), p.1131.
http://www.wowlink.com.au/cmgt/wcm/connect/12bb7080433d314dbfc3bfa521a80a40/19.04.16+Ethical+Sourcing+Policy.pdf?MOD=AJPERES
Lazaroiu, G., 2015. Employee Motivation and Job Performance. Linguistic and Philosophical Investigations, 14, p.97.
Manzoor, Q.A., 2012. Impact of employees motivation on organizational effectiveness. Business management and strategy, 3(1), p.1.
Meyer, D., 2015. Violence against queer people: Race, class, gender, and the persistence of anti-LGBT discrimination. Rutgers University Press.
Park, T.Y. and Shaw, J.D., 2013. Turnover rates and organizational performance: a meta-analysis.
Pieterse, A.N., Van Knippenberg, D. and Van Dierendonck, D., 2013. Cultural diversity and team performance: The role of team member goal orientation. Academy of Management Journal, 56(3), pp.782-804.
Sekerka, L.E., Comer, D.R. and Godwin, L.N., 2014. Positive organizational ethics: Cultivating and sustaining moral performance. Journal of Business Ethics, 119(4), pp.435-444.
Shockley-Zalabak, P., 2014. Fundamentals of organizational communication. Pearson.
Sousa?Lima, M., Michel, J.W. and Caetano, A., 2013. Clarifying the importance of trust in organizations as a component of effective work relationships. Journal of Applied Social Psychology, 43(2), pp.418-427.
Venkataramani, V., Labianca, G.J. and Grosser, T., 2013. Positive and negative workplace relationships, social satisfaction, and organizational attachment. Journal of applied psychology, 98(6), p.1028.
Wang, Y. and Feng, H., 2012. Customer relationship management capabilities: Measurement, antecedents and consequences. Management Decision, 50(1), pp.115-129.
Woolworths Online. (2017). Woolworths Supermarket - Buy Groceries Online. [online] Available at: https://www.woolworths.com.au/ [Accessed 12 Jul. 2017].
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