PLEASE meet the required word limit for EVERY question! Thank you! Question 1: List two (2) areas of the legislative and regulatory context of an organization and briefly describe what they involve (...

PLEASE meet the required word limit for EVERY question! Thank you!
Question 1:
List two (2) areas of the legislative and regulatory context of an organisation and briefly describe what they involve (50-100 words).
Legislative Context:
Workplace health and safety is an important requirement, which ensures physical and mental of employees are being taken care of. This is done to make working conditions favourable for them. Environment acts in today’s times are mandatory for organisation to follow. This is stressed to reduce carbon footprint and greenhouse effect (von Ahlefeld Nisser, 2017).
Regulatory Context:
Audit are of many types and it is one of the regulatory requirement. It is done to check the authenticity of records and documents and report any discrepancies. Sexual harassment is unwelcome promise or rewards, which are offered for implicit or explicit sexual overtones. It is duty of organisations to keep a check on such acts and address it if any issue arises out of it (von Ahlefeld Nisser, 2017).
Question 2:
Define the following terms in relation to an organisation: approx. (150-200 words).
· Mission
· Purpose
· Values
· Objectives
· Strategies
Mission:
It is a compact statement, which states the reasons for existence of an organisation. It directs and communicate the purpose to employees and different stakeholders such as vendors, customers and shareholders of the organisation (Mauri, 2019).
Purpose:
The purpose of the organisation focuses on the work it is involved. It is tool to know the importance of the work. It connects the business to a meaningful legacy. It is a cause, which differentiates the contribution of work in the society (Mauri, 2019).
Values:
These are written principle, which directs the culture in the organisation. It acts as a moral compass for employees and organisation. It guides decision making, which is acted by standardised leadership. It is accompanies by code of ethics, which helps in practicing values.
Objectives:
These can be short term and long term, which helps in designing policies and distribution of resources accordingly. It guides the optimum utilisation of human resources (Mauri, 2019).
Strategies:
It is a brainstormed plan, which unites mission, purpose, values and objectives to design a route to achieve them. It involves setting goals and priorities, determining actions to achieve the goals and mobilising resources to execute the actions. It involves activities such as strategic planning and strategic thinking. They also open up scope for evaluating them (Mauri, 2019).
Question 3:
Identify and explain three (3) techniques that can be used to cultivate collaborative relationships and partnerships (50-100 words).
Communication:
The channels of communication need to quite efficient so that expectations can be delivered both ways. The interface need to be nurtured and should be strong enough to deal with the raised issues (Akhtar, Khan, Rao‐Nicholson & Zhang, 2019).
Innovation:
When creative space is given due importance then a virtuous circle of collaboration and equal partnership is created. It helps the team to put forward and challenge their ideas at the same time.
Cohesion:
A sense of community and inclusion in decision making create positive relationships at workplace. The daily huddle will help in avoiding duplication of effort and increase healthy competition (Akhtar et al., 2019).
Question 4
List and describe three (3) data collection methods (approx. 50-100 words).
Observations:
This method takes human behaviour into consideration for the collection of data. There are four ways to it namely:
i. Complete observer,
ii. Observer as a participant,
iii. Participant as an observer and
iv. Complete participant
Surveys:
Surveys are designed with the help of questionnaires, which can have open ended and close-ended questions. These questions can have multiple choice options or subjective answers to select with (Liu, Lattemann, Xing & Dorawa, 2019).
Interviews:
These are limited to small groups of topics in a vast subject for collection of data. The interviews can be structured or unstructured. It is a qualitative research technique also.
Question 5
Identify and explain the type of analysis that can be used to analyse the eternal content of the business environment (approx. 150-200 words).
PESTEL analysis can be used to analyse external business environment. Political, economic, social, technological, environmental and legal environment constitutes external environment. Political environment consists of government policies, labour laws, tax laws, political stability, foreign trade and investment policies, lobbying activities, competition regulation, special tariffs, trade union and agreements and trade restrictions. Economic environment consists of growth rate, interest rate, currency exchange rate, stock market inflation, budget deficits and availability of credit, GDP, unemployment rates as well as disposable income (Collinson & Liu, 2019).
Social environment comprises of population, health index, mortality rate, lifestyle, social classes exist in the society, per capita income, equality, age distribution, crimes, religions and beliefs, ethics, purchasing power, living standard, cultural barriers and safety. Technological environment is made of changes, awareness, innovation and incentives in the technology. Environmental deals with pollution, climatic change, recycling, carbon footprint, greenhouse effect, natural disasters and policies related to the same (Collinson & Liu, 2019).
Legal environment consists of copyright, patents, discrimination laws. Antitrust laws, consumer protection acts, data protection and education laws. It offers people with professional insight into the external factors affecting their organisation. These factors are macro in nature. It is a strategic framework, which breakdowns opportunities and risks, into fragments so that assessment can be easier for the company.
Question 6
Explain what emotional intelligence is, including and its relationship to individual and team effectiveness (approx. 100-150 words).
Emotional intelligence stands for handling emotions at workplace to manage work pressure and stress created out of it. It is also useful in facing challenges, resolving conflict and empathising with others. It relates to individuals as it make them balanced in their approach, they are change agents in the organisation, they are not perfectionists but they are empathetic towards others. They are curious and gracious personalities. EQ is important in organisation because they deal not only in work but also in people (Al-Ali, Singh, Al-Nahyan & Sohal, 2017).
In organisation teamwork and those who give due weightage to EQ they are successful teams. There are three conditions, which are essential to a group’s effectiveness: trust among members, a sense of group identity and a sense of group efficacy. To fulfil these conditions EQ norms that are attitudes and behaviours need to become habits. The result is engagement in given tasks. Teams help in better development of EQ in team members.
Question 7    
Identify and explain the stages in the effective management of change and organisational transformation (approx. 300-350 words).
Change management process is time consuming and continuous in nature. The reason for change can be any such products, technology or ideas. It helps in organisational transformation by making substantial changes in the way business process operates within the system. There are three factors, which support change management process: Change management models, change management processes and change management plans.
i. To introduce change management in the organisation is it important to identify what changes are likely to be initiated. It is very important to focus on clarity of goals. This will in turn, help to recognise resources and employees who will be responsible for facilitating the process (Van Tulder & Keen, 2018).
ii. The stakeholders need to be taken in confidence while executing change management. This is again crucial for the success of the plan, as these people will bring this change into new normal. As they have expectations and experiences across the spectrum to meet with.
iii. The plan for change need to be designed with beginning, route to be taken and the destination to be reached.
iv. The data and resources, which are studied and required for the evaluation of the plan, need to be kept ready. These can be referred at any point of time for clear reporting.
v. Communication is being referred as golden thread of the system because success of plan depends on it (Van Tulder & Keen, 2018). Providing clear and open lines of communication throughout the process is a critical element in all change modalities. The methods advocate transparency and two-way communication structures that provide avenues to vent frustrations applaud what is working and seamlessly change what does not work.
vi. Any kind of risk, resistance from employees or stakeholders need...