• Internal Code :
  • Subject Code : BUSN113
  • University : Australian Cathloic University
  • Subject Name : Managing people and organization

Table of Contents

1.0 Introduction

2.0 Communicating for impact in the workplace

2.1 Conceptual Understanding

2.2 Application

2.3 Self-reflection

3.0 HRM Legislative Framework

3.1 Conceptual Understanding

3.2 Application

3.3 Self-reflection

4.0 Occupational Health and Safety

4.1 Conceptual Understanding

4.2 Application

4.3 Self-reflection

5.0 Conclusion

6.0 References

1.0 Introduction

The report aims to cover three topics for BUSN113 by creating a learning journal. It will embody an understanding, implication and self-reflection of the topics like the legislative framework for Human Resource Management (HRM), impact of communication in the workplace and also occupational well-being and safety. It has been identified that communication is an imperative function in any firm. Also, legal frameworks for HRM and occupational health and safety are studied in detail to analyse their importance. Majorly, the report throws light on my knowledge of the selected topics and implication for my role of business professional in the future. Every part of the assignment will be based on reliable and relevant academic business resources.

2.0 Communicating for Impact in The Workplace

2.1 Conceptual Understanding

Communication helps in the transmission of information throughout the organization and thus, it is one of the significant functions for a firm (Bodunde, Sotiloye, AkeredoluAle, Aduradola, & Adebiyi, 2017). Sender and receiver are the two important aspects of communication. As per the 1949 Shannon and Weaver model, the process of communication starts when a sender encodes a message, transmits it through a channel and the process ends when the message is decoded by the receiver (Tripathy, 2018). Various channels that are used in business for communication include phone calls, memo, Voice over Internet Protocol (VoIP), letters and reports. A message can be interpreted variably and thus, it is crucial to select the right channel within the business organization (Erjavec, Arsenijević, & Starc, 2018). Apart from this, communication is also done inter-organisation and intra-organisation.

2.2 Application

The flow of intra-organizational communication can be upward, downward or horizontal (Bodunde et al., 2017). Downward communication takes place when the information flow is from superiors to subordinates and it involves official announcements and instant feedback. Contrary to this, upward communication is the flow from subordinates to seniors. Horizontal communication is identified when it takes place at the same level in the firm. Further, the three main channels for communication are oral, written and technology-assisted. As per the study of Bodunde et al. (2017) effectiveness of communication for internal and external channels has been outlined and also the comparison is made for the strategies within two firms.

These two organizations were a specialised University which can be found in the South West of Nigeria and one famous Nigerian financial institute. Findings stated that oral communication was the main channel within both the organizations. Meetings, workshops and seminars were used in the educational system. On the other hand, for the financial institution, letters, short message services (SMS) and memos were used. Also, platforms like Blogs, Skype, Twitter and Facebook were used. These channels were helpful for both downward and upward communication between the superiors and the subordinates.

2.3 Self-Reflection

The topic helped me to understand the significance of effective communication at the workplace and also, I identified the different channels of communication that are used in the organization. Further, managers should take ethical consideration during downward communication and it should be considered as a mindful speech (NEAMȚU & BEJINARU, 2018). Managers must make sure that their gestures, clothing and tone of voice are appropriate while communicating verbally with the subordinates. Word choice should be such that all the members can understand the meaning (NEAMȚU & BEJINARU, 2018). Various communication barriers like linguistic, physical, cultural, interpersonal and organizational should be taken care of during the communication. Further, the message should be clear so that the scope of misinterpretation can be avoided (NEAMȚU & BEJINARU, 2018).

3.0 HRM Legislative Framework

3.1 Conceptual Understanding

There exist many laws that the management should be aware of and consider in their workplace. Fair Work Act 2009 is a legal framework which encompasses employees' rights and all the aspects of the staff (Kavanagh & McRae, 2017). The act also forms the bases for working conditions in which are regulated in Australia. Issues like minimum wage sitting in the country are increasing and are also resulting in financial consequences (Kavanagh & McRae, 2017). Employers take unfair advantage of their authorities and are involved in unfair practices like underpayment to international students who do not have an English background, young workers and recent migrants to the country (Kavanagh & McRae, 2017). Another aspect covered under the workplace regulation is discrimination related to bullying, victimisation and harassment and Equal Employment Opportunity (EEO) to everyone (BISOM-RAPP, 2018).

3.2 Application

The issue is rising and it is evident that America has recorded 7609 cases of sexual harassment in the financial year 2018 (‘EEOC charges down, harassment claims jump’, 2019). Harassment can be defined as any behaviour which is unacceptable. The cases recorded in ‘EEOC charges down, harassment claims jump’ (2019) were related to sexual and racial harassment at the workplace. One of the cases was related to sexual slurs at the workplace which is also an enduring concern among the employers. Further, it is also identified that the use of N-word only once can create a hostile environment irrespective of the context of the uses. In one case, an African American assistant manager said that one of the team members used N-word while having a conversation with her. Complaint made to the HR resulted in little or no outcome which led her to multiple complaints and then both the staff were transferred to different stores. Constantly changing society dynamics demands from employers to adapt themselves to the changing needs. In the Supreme Court of America, it is being argued that whether the bias against LGBT employees is a kind of sexual discrimination or not.

3.3 Self-Reflection

The study of the topic helped me to become more aware of the responsibilities as well as rights as an Australian worker. These frameworks can be seen from an ethical perspective that they safeguard both the employee and the employer and facilitate the to work harmony resulting in a cooperative and productive workplace (Kavanagh & McRae, 2017). In order to avoid discrimination in the organization, there should exist policies, procedures and systems (Beemer, 2017). Effective and clear anti-discrimination and anti-harassment policies, frequent training of the employees on policies of the organization and anti-discrimination laws and conducting internal investigation frequently with clear processes and objectives will act as ethical precautions for the organization (Beemer, 2017).

4.0 Occupational Health and Safety

4.1 Conceptual Understanding

With the help of a framework for Occupational Health and Safety (OHS), the risk of human safety can be identified and controlled. The goal is to reduce potential accidents at the workplace along with legal obedience and complete efficacy improvement (Chavan & Shah, 2017). The types of hazards can be chemical, physical, psychological and biological. The policy should be there for an organization with more than a staff of five people. The tools that are used to improve the framework are near misses and reporting the happenings. The goal is looking at the wide issues that impact the framework.

4.2 Application

One of the admirable examples of a company that takes care of all the areas of potential threats is Beacon. The core values of the company are “operational excellence, rock star customer service and have fun” (‘Healthy, Safe, and High Functioning: Beacon’s quest to serve every Alaskan’, 2019). It also contributes to the company's policy of Occupational health and safety.

The company considers its employees as its assets and therefore, it is essential to reinforce the policy and culture. Recruitment is done for the roles of safety solutions, training options, remote medical and clinical services. Training is given so that the required skills can be acquired by the employees and also they can understand their rights and services of the company. Beacon ensures the psychological health of its employees by organizing holiday parties and events which are family-oriented and thus, shows its appreciation towards the staff. Beacon puts employees’ safety at the focal point of their operations and it also has onsite professionals to make available medical services to the staff. Thus, OHS led to enhanced loyalty and great improvement among the workforce and has also resulted in trifling rates of accidents.

4.3 Self-Reflection

Afterwards, the topic of health and occupational safety has increased my understanding of my rights and responsibilities. Moreover, now I am more knowledgeable about the services which are available at my workplace and I also know to obtain information for the same. This area of study can also alter social sustainability by way of income distribution and sustainability in society. Furthermore, customs and social culture will also get impacted along with an impact on environmental development. It can be summarised that the implantation of OHS can reduce workplace accidents by predicting and preventing them.

5.0 Conclusion

It can be concluded that a learning journal has been developed in the report in which three topics are discussed. The three topics are the significance of effective communication at the workplace, the legislative framework in the area of Human Resource Management (HRM) and Occupational Health and Safety (OHS). Conceptual understanding, application and self-reflection of all the three topics have also been presented. It is recognised that communication plays a significant role in an organization. Along with this, legal frameworks in HRM and their importance have also been analysed with a focus on OHS. Overall, the learning journal helped me to gain insights in different areas which will be helpful in my future role as a business person along with the utilization of academic business resources in the research.

6.0 References

Beemer, J. M. (2017) ‘Business Owners Must Take Steps Now to Prevent

Discrimination in the Workplace’, Workforce Solutions Review, 8(2), pp. 25–26.

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BISOM-RAPP, S. (2018) ‘What We Know about Equal Employment Opportunity Law

After Fifty Years of Trying’, Employee Rights & Employment Policy Journal, 22(2), pp.

337–354. Available at: <https://search-ebscohost-com.ezproxy1.acu.edu.au/login.aspx?

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Bodunde, H, Sotiloye, B, Akeredolu-Ale, B, Aduradola, R & Adebiyi, A 2017,

‘Comparative Analysis of Communication Strategies of two Selected Organizations in

Nigeria’, Proceedings of the European Conference on Management, Leadership &

Governance, pp. 61–68, viewed 26 May 2019, <https://search-ebscohostcom.ezproxy2.acu.edu.au/login.aspx?direct=true&db=bth&AN=122433063&site=ehostlive&scope=site>

Chavan, S. and Shah, P. (2017) ‘Occupational health & safety assessment: A primer’,

Paintindia, 67(11), pp. 138–139. Available at: <https://search-ebscohostcom.ezproxy1.acu.edu.au/login.aspx?direct=true&db=bth&AN=126642543&site=ehostlive&scope=site>

Conghua Xue, Lijun Tang and Walters, D. (2019) ‘Occupational Health and Safety

Indicators and Under-Reporting: Case Studies in Chinese Shipping’, Relations

Industrielles / Industrial Relations, 74(1), pp. 141–161. Available at: <https://searchebscohost-com.ezproxy1.acu.edu.au/login.aspx?

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‘EEOC charges down, harassment claims jump’ (2019) HR Specialist: New York

Employment Law, 14(6), pp. 1–5. Available at: <https://search-ebscohostcom.ezproxy1.acu.edu.au/login.aspx?direct=true&db=bth&AN=136268961&site=ehostlive&scope=site>

Erjavec, K., Arsenijević, O. and Starc, J. (2018) ‘Satisfaction with managers’ use of

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(2019) Alaska Business Monthly, 35(4), pp. 58–61. Available at: <https://searchebscohost-com.ezproxy1.acu.edu.au/login.aspx?

direct=true&db=bth&AN=136280972&site=ehost-live&scope=site>

Jiangdong Bao, Jingdong Zhang, Fei Li, Chaoyang Liu & Shuiping Shi 2016, ‘Social

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China and Sweden based on a fuzzy analytic hierarchy process: A comparative

study’, Journal of Intelligent & Fuzzy Systems, vol. 31, no. 6, pp. 3113–3120. Available

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Kavanagh, M. and McRae, E. (2017) ‘Protecting vulnerable workers amendment to Fair

Work Act’, Governance Directions, 69(4), pp. 241–243. Available at: <https://searchebscohost-com.ezproxy1.acu.edu.au/login.aspx?

direct=true&db=bth&AN=122939564&site=ehost-live&scope=site>

NEAMȚU, D. M. and BEJINARU, R. (2018) ‘Ethical Leadership Prespectives in

Organizations’, USV Annals of Economics & Public Administration, 18(2), pp. 79–88.

Available at: <https://search-ebscohost-com.ezproxy1.acu.edu.au/login.aspx?

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Tripathy, M. (2018) ‘Assertiveness - A Win-Win Approach to Business Communication’,

IUP Journal of Soft Skills, 12(2), pp. 48–56. Available at: <https://search-ebscohostcom.ezproxy2.acu.edu.au/login.aspx direct=true&db=bth&AN=130776569&site=ehostlive&scope=site>

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