Meet with a union representative (your assessor) to receive and discuss the results of the survey. Anticipate possible resistance by this stakeholder and promote your plans to gain acceptance. Ask for additional input to help you revise your change management communications strategy. 4. Draft revised communications plan and overall project plan (from Assessment Task 2) in consideration of barriers identified through consultation process (with your assessor acting as a union representative) and those identified in risk analysis provided in Appendix 3.
They can make a formal grievance complaint if they’ve tried solving a problem by talking to manager but they’re not satisfied. The employer should put their grievance procedure in writing. Worker should be able to find this in their: company handbook human resources (HR) or personnel manual HR intranet site employment contract Their employer’s grievance procedure should include these steps:
Before implementing risk controls, you need to assess the potential effectiveness and possible consequences. You should then suggest a realistic and acceptable time frame for implementation of controls and ensure that deadlines are complied with. Employees should also be consulted as they might have good ideas of what can be done to reduce the likelihood of injury or damage. Also when controls are to be implemented, organizations should communicate proposed plans to affected employees via a form of specific training, staff notices or the revision and a public workplace statement of revised standard operating procedures. It is important to identify and implement WHS procedures and instructions to keep aware of Possible hazardous occurrences, and to be on top of workplace WHS.
They also expect a professional level of service. Choose a product that might be sold to customers. Conduct some research to establish what customer expectations are in terms of quality, time and cost specifications. How would you market the product to the customer taking these expectations into account? Activity 2.2.docx Detail the methods and procedures that might be used by an organisation to communicate with customers to identify and agree on product/ service specifications.
Considering alternatives to our problem, I started by examining the facts. These included reports from quality control, accounting, the loss prevention department, and our legal department. I also had to take into consideration for additional production costs, time, and repackaging or replacement of the whistles for this order. I then identified who the stakeholders were in this issue. Those who are going to be affected by the three alternatives are; the customer, consumers, government regulators, our employees, and the company as a whole.
Dealing with the fear of change and anxiety is important to help open employees to change. Personnel are given information that helps them to become aware of why changes necessary. The 2nd phase is ‘change’, which deviates from the norm within an organization. This type of change can include many items such as implementing new technology, changing leadership, changing products, and how patients are serviced, or policies and procedures. The staff will be given information Re: training sessions and the plan to ensure staff are aware and prepared for the changes to come.
2.2 – Explain where to get additional support and advice about how to resolve such matters. To get additional support and guidance on conflicts and dilemmas would be to talk to your manager or outside agencies, the internet or other members of staff at your workplace. 3.1 – Describe how to respond to complaints. Complaints must be handled seriously and professionally, all complaints are investigated and appropriate action is taken on any concerns that are raised. 3.2 – Identify the main points of agreed procedures for handling complaints.
1)." Allen 1998 "Supervisors develop an effective training program by assessing training needs and designing training programs to meet those needs (para. 13)." Â An effective orientation and training program needs to incorporate the employee's job function. By breaking down what is required of an employee and assessing what skills the employee already has one can implement an orientation and training program that will benefit the company as well as the
If changes need to be changed, the facility should oversee the change. From an ethical standpoint, a health care employee should lead by example. Employees need to learn by viewing the administrator, supervisors, and co-workers following the rules of general ethics and privacy regulations. The punishment should also be handled by the supervisors. Facilities should set the guidelines for punishment and make it known across the entire facility, but if a supervisor recognizes the violation, they should handle the punishment, and making human resources aware of a possible violation.
Your supervisor will ask you about the problem and any steps you have taken to deal with the situation. Your supervisor should listen with an open mind, gather all relevant facts and act promptly and fairly. Your supervisor should follow up to ensure that the corrective action has been taken and the cause of the grievance properly addressed. Should you be unwilling to approach your direct supervisor because the grievance concerns them, you can speak with someone else – either their manager or a Contact Officer. Step 3 If the problem is not resolved you may be required to notify senior management or the employer (usually in writing) as to the nature of the grievance, with a request for a meeting to further discuss the problem.