Carefully read the following:
Accountancy Victoria is based in Footscray, a suburb of Sydney, and provides accountancy and book keeping services for a range of clients.
Accountancy Victoria was established by two Directors who are the Senior Accountants for the company. Other staff employed are: three accountants, a bookkeeper and an Officer Manager. The company is expanding due to the demand for accountancy services and will employ a further three senior accountants in the next 2 months, as well as an Officer Manager and Client Services Coordinator.
You have recently been appointed as the General Manager of Accountancy VICTORIA. Your role is to manage the day to day operations of the company. The first task you have been allocated is to establish formal systems and processes for a range of areas, as currently most of the company’s systems and processes are informal.
To start the process of creating formal systems and processes, you have been asked to develop systems and processes for workplace communication, consultation, as well as a Code of Conduct and dispute resolution processes.
Each document must be written in clear and concise English, be professionally presented, grammatically correct and error free. The document should also be written according to the Style Guide and be of approximately 2 pages.
Complete the following activities:
1. Develop a Code of Conduct
The purpose of the Code of Conduct is that the staff at Accountancy VICTORIA are aware of, and follow, the standard of behaviour expected of them in relation to their fellow employees, as well as clients.
Use the Internet to identify and review staff Codes of Conduct from other, similar organisations.
Your staff Code of Conduct must be in your own words and include:
· Introduction: purpose of the Code
· Scope: who it applies to
· Details of expected personal and professional behaviour (as a minimum, this should address a range of ethical behaviours, as well as behaviours appropriate to working within a diverse workplace, including expectations in relation to cultural differences)
· Conflict of interest requirements
· Gifts, benefits and hospitality
· Outside employment and consulting
· Use of social media
2. Develop Workplace Communication and Consultation Policy and Procedures
Your policy and procedure should describe the mechanisms that will be used for internal communications, as well as how staff can provide input into a range of workplace related matters. Your research could include a review of other workplace communication or consultation policies and/or procedures.
The document you develop must be in your own words, and about two pages long.
The policy and procedures should include, at a minimum, the following information:
· Purpose
· Scope
· Communication strategies for communicating with staff: type, purpose and frequency. You should include at least four strategies in your policy and procedure.
· Communication protocols for meetings in relation to sending out of agendas and writing up of minutes.
· Consultation process: ways in which staff can contribute to workplace issues (e.g. surveys, suggestion forms, etc.). You must include at least three. Provide specific detail about the consultation mechanism. For example, for a suggestion box indicate the location of the box and how suggestions will be recorded and actioned.
3. Develop Dispute Resolution Policy and Procedures
The dispute resolution policy and procedures need to be established so that all staff are aware of what dispute resolution procedures are in place.
The dispute resolution policy and procedures need to address the following:
· Purpose of the policy
· Scope: who it applies to
· What constitutes a dispute
· Responsibilities of managers in disputes
· Responsibilities of employees in disputes
· The process by which a dispute will be handled.
You may review dispute resolution policies and procedures to guide the development of your document. However, the document must be in your own words.
Ensure that you review the link provided under “Required” to ensure that your policy and procedures considers relevant legislation.
Assessment Task 3 Instructions
Complete the following activities:
1. Identify networks and professional development opportunities.
Research at least three networks that may be relevant to yourself in the role of General Manager of Accountancy VICTORIA. This could be an association for managers or a local business network. It could also be a Facebook Group set up specifically for managers.
You will record these networks/events in the next part of the assessment.
For each of the networks that you have selected, identify events provided by the network over the next 12 months. Identify at least 4 events that are of interest to you in the role of General Manager of Accountancy VICTORIA and that would be of benefit to the team and/or company.
Bear in mind that when you complete your networking and professional development plan, one of the opportunities that you identify must be a networking opportunity that you participate in and report on as part of this assessment task. This networking opportunity can be something as simple as identifying and reviewing a relevant LinkedIn group or participating in a free webinar.
You should also include at least three other professional development opportunities that will assist you to develop and maintain your skills to ensure effective internal and external workplace relationships,
Make notes to use in your Professional Development and Networking Plan.
2. Develop a professional development and networking plan
Complete the Professional Development and Networking Plan Template for the next 12 months.
You will need to complete the plan in full to show the details of the networking events and professional development opportunities you have identified are relevant to the role of General Manager of Accountancy VICTORIA. In particular, the plan should include the development of shills to address internal relationships.
The plan should show full details of the networking event, including the name of the event, where it will be held, date and time and the cost of the event.
You should also provide a brief description of the expected benefit to yourself (in the role of General Manager), as well as for the team of staff that you are responsible for in the role of General Manager of Accountancy VICTORIA.
3. Participate in, and report on, a networking opportunity
Participate in a free networking opportunity that you identified in your plan.
After you have participated in the opportunity, complete the Networking Report Template.
All of the documents you submit must be in clear and concise English and submitted by the date advised by your assessor.
Assessment Task 4 Instructions
Carefully read the following:
It is six months later at Accountancy Victoria. A new intermediate accountant has been employed and there has been some friction. The new intermediate accountant’s name is Ammar and he practices the Muslim faith. One of the senior accountants, Tiffany, has been with the business for three years and always gets along very well with her co-workers, but Tiffany has taken a disliking to Ammar as he refuses to shake hands with their female clients when they come in for meetings. Tiffany and Ammar do a lot of work together and are required to work closely. It has become apparent to everyone in the office that Tiffany dislikes Ammar and believes he is sexist towards females. Ammar has come to speak to you to tell you that he feels Tiffany is being very rude to him, especially in front of clients. He has explained to you that he cannot shake hands with females as direct contact with a member of the opposite sex who are not directly related conflicts with his religious beliefs as physical contact is not allowed. He tells you that it was never an issue at his previous workplace and he is very upset that Tiffany thinks he is sexist and he has had enough. You have told Ammar that you take this very seriously and you would like to help him and Tiffany resolve their differences and you will get back to him shortly about the matter.
Complete the following activities:
1. Develop an action plan to resolve the conflict
Before you commence this assessment, read the following guide for employers working with Muslim employees: file:///C:/Users/Brooke%20Lombard/Downloads/Right_Smart_-_Cultural_diversity_in_the_workplace_Muslim_-_employers_checklist_.pdf
Refer to the Code of Conduct, the Workplace Communication and Consultation Policy and Procedures and the Dispute Resolution Policy and Procedures you developed in Assessment task 2.
Develop an action plan that includes a range of appropriate strategies to resolve the conflict between Ammar and Tiffany, ensuring you follow the organisation’s policies and procedures. Think about the issues involved on both sides and how this might escalate to involve other employees or clients. Use the template provided to you.
Send the action plan to your assessor.
2. Meet with Tiffany to discuss the issue.
Have a meeting with your assessor who will play the role of Tiffany. Provide constructive guidance and support to Tiffany but focus on how it is affecting the workplace and discuss the code of conduct, legislation that governs the issue around equal opportunity and discrimination.
At the meeting you must:
· Explain the purpose of the meeting
· Explain to Tiffany what the problem is
· Explain how this behaviour impacts on the workplace and why it is a concern. Ensure that you focus on the issue, not the person.
· Demonstrate your interpersonal and communication skills by:
o Keeping your communication clear and simple
o Listening to Tiffany and confirming and clarifying information shared
o Asking questions to confirm information
o Emphasising Tiffany’s strengths as per the scenario information
· Discuss and agree on a solution
3. Conduct the meeting to resolve workplace issues
Your assessor will play the role of Tiffany and will arrange another student to play the role of Ammar. You need to act as the facilitator and guide the meeting proceedings in a supportive manner for both parties without bias. Announce the intention of the meeting, and then direct each party to share their thoughts and feelings. Provide guidance and support to both parties and discuss and confirm the resolutions they have both come up with together before closing the meeting.