Lead and manage effective workplace relationships

Lead and manage effective workplace relationships

 

Assessment Task 2: Case study

 

Based on the above case study you are required to;

Part A: Manage ideas and information:

1. Develop detailed strategies you will use to communicate information to the organisational staffs and what process you will follow to ensure all the staffs understand their work responsibilities and desired achievements.

 

Strategies you will use to communicate information to the organisational staffs:

• discuss options: Conducting effective discussion amongst the organisational staff would; generate better clarity on the arrival of organisational issues and the developments of risk management and overall operation management
• make a telephone call: With the involvement of telephonic calls the aspect of immediate connection and making credible contacts with the organisational staff about any sorts of emergences would get an immediate solution.
• organise a meeting: By organising a meeting it would generate better conversations amongst the employees and would give them effective insights into the work, something that would potentially would decrease the employee turnover and would improve employee retention (Mayfield and Mayfield, 2017).

Processes you will follow to ensure all the staffs understand their work responsibilities and desired achievements:

• The aspect of recognising and immediately identifying the element of achievements that are outstanding in nature.
• Realistic promises are to be made to the team members and they are required to be honoured.
• Providing support to the team members in areas where their work might affect the performance and the morals.
• Expected performance standards are to be provided, along with the clear and accurate team objectives to the team members.
• Providing the team members with objectives that are realistic and achievable while making sure that they could possibly be achieved within the given restriction of time and with the available organisational resources (Zaim et al. 2019)
• The aspect of explaining objective to the team members are extremely relevant and necessary for the overall developments of performance
• Along with the store and team policy changes, the adjustments of the team objectives are equally necessary
• The team members are to be courage to provide feedback on all the team objectives and in case they are required to showcase the area of uncertainty
• For the purpose of self-developments and improvements, individuals are to be encouraged and assessed
• Team building and development plans are to contain clear objectives that are also realistic
• Reduction of unproductive friction and inappropriate workplace conflicts amongst the members (Manganelli et al. 2018)
• In order to establish constructive relationship, making effort to participate and collaborate and engage in team members actions are extremely important
• Encouraging the team members to offer ideas and concepts or even organisational take on various matters are equally relevant
• Recognising and appreciating all the suggestions provided by the team members and explaining them in case of the rejection of their proposal

2. Discuss issues related to staff work roles and explain the opportunities that can be provided to encourage their contribution to address these issues. Develop a detailed consultation process and action plan explaining your views.

 

Issues related to staff work roles:

• Low productivity: The aspect of low productivity is something that would collectively decline the organizational productivity, something that would result in poor revenue generation and also the reduction of organizational revenue improvements
• Poor punctuality: The concept of the punctuality is an important aspect where the lack of punctuality affects the working aspect and the on-time deliveries of the projects something that could potentially deteriorate the work qualities
• Lack of team interaction: The lack of team interactions are something that could potentially deteriorate the organisational developments and the overall improvement of the team communications (Methot et al. 2017)

Opportunities that can be provided to encourage their contribution to address these issues:

 

• advice on training and development opportunities: Training and an effective development of opportunities would help create better developments overall and create better performance generation
• opportunity to discuss work challenges: Discussing work challenges effectively with the job opportunity would help improve the work challenges effectively would help improve the work situations effectively
• ensuring adequate resources are applied: The aspect of providing adequate resources would allow the performance aspect to effectively improve and would allow the overall developments to effectively occur (Moon, 2018)

Consultation process and action plan:

• Informal feedback and comments are provided timely and on a regular basis
• Declining aspect of performance would be appreciated and would be provided with feedback and would be brought to attention
• The aspect of providing job coaching is something that is to be provided on time.
• Performance documentation would be conducted in accordance with the performance management effectively would help improve the situation
• Formal feedback sessions are to be provided are something that is conducted effectively would allow the situations to improve

Actions	Start time	End time
Additional training are to be provided	04/06/21	03/08/21
Providing assistance along with the problem solutions would be provided	03/06/21	07/09/21
Short-terms goals improvements would be assessed with the developments of agreements	04/04/21	12/11/21

 

3. Design a survey to identify the outcomes of the consultation processes including the survey purposes and brief explanation of survey participants.

 

Dear valued survey participants:

 

Thanks for your time.

HR

Succulent Food

 

 

Q1: How would you rate the quality of performance overall of the staff?

 

Q2: What does the employee do particularly well in terms of the performance?

 

Q3: Did the employee have any areas of improvements?

 

Q4: Have you ever evaluate the performances of the employees?

 

Q5: How do you use communication in terms of performance management?

 

You are then required to:

• Explain how you get staffs involved in the feedback process

 

• The aspect of consultation is something that the colleagues are to be provided with and the standards of performance would be effectively managed
• The aspect of ongoing performance is to be measured and would be effectively managed
• Providing corrective and confirming all the feedbacks are to be provided effectively
• Providing colleagues with all the necessary guidance and provide all the necessary support
• The effective identification coaching and training would be effectively organised within the organisation

 

• Identify types of stakeholders required in this process

 

• clients
• community
• suppliers
• team members
• community organisations

 

• Write an email seeking their support and input

 

From: [email protected]

To: [email protected]; [email protected]; [email protected]; williamhendry@***.com.au; royadam@***.com.au;

Cc: ***@***.com.au;

 

Subject: Seeking their support and input for staff consultation process

 

Dear staffs,

I would like to inform you that I wish to have your support and all sorts of contribution for all the staff consultation process. Please kindly drop email to the office for any sort of further discussion.

 

Kind regards,

____________

• Explain the data analysis methods used to analyse the collected survey results

 

• biographical analysis: With the development of different disciplines biographical analysis is usually derived where the aspect of theoretical sense of social phenomenon and that allows the concept to get theoretically conceptualised
• demographic or geographic analysis: Seeking patterns and all sorts of relationship and connections, are often sought after where the analysis of information interpretation and meaningful patterns have been identified.
• historical analysis: Examining the evidences effectively and collecting all those evidences from the past effectively allows the evidences as the facts of the past

 

• Summarise the survey results

 

In terms of the survey results, the aspect of survey is exceptionally assessed and that states that collecting all the historical information and demographically they have been collected and that the aspect of results has been analysed after the collection (Qian et al. 2019).

 

4. Explain the involved stakeholders or personnel required during the consultation. You are required to discuss any issues occurred and develop a detailed action/implementation plan to address and resolve these issues. You also need to develop an implementation progress monitoring report to ensure the raised issues are resolved on a timely manner.

 

Issues occurred:

 

• disruptive conflict: Technology focused advisory firm, focusing on the market place, and the supply of the critical commentary where the aspect of consulting support has been collected from different vendors, intermediaries and the investors.
• failure to meet strategic or operational objectives: The aspect of failing to meet strategic objectives would reduce the aspect of operational developments and also deteriorated the activities consistently
• productivity below budget: The aspect of productivity is to be maintained especially is something that is to be maintained where the productivity below budget is something that is effectively managed

Detailed action/implementation plan to address and resolve these issues:

 

Required actions	Start time	End time	Responsible staffs
Advice on training and development opportunities	06/07/21	05/08/21	trainers
Support with difficult interpersonal situations	05/06/21	06/07/21	team members
Reorganisation of work practices	05/09/21	06/11/21	internal providers
Visits to other workplaces	08/07/21	03/12/21	consultants

 

 

Part B: Establish systems to develop trust and confidence:

5. Design THREE policies for Succulent Food on handling conflicts, cultural diversity and ethical values.

 

 

1. Effective comprehension of diversity and the aspect of strategizing it for further development	1.1 The aspect of developing diversity strategies that would help recognise the diverse environments and then act accordingly to effectively improve the business units and the organisational developments 1.2 With the aspect of designing the strategy, it would help integrate the diversity issues at the organisational environments and would help comply with the organisational policies and regulation, especially in terms of hiring an employee for that matter 1.3 The implementation of the strategies is to comply with the organisational regulations and all sorts of policies while making sure that all sorts of opportunities are explored in a diverse environment 1.4 To enhance the diversity issues and effectively improve the diversity strategies and then help the business to grow eventually would be a credible reason to create strategic developments of diversity
2.  Encouraging and promoting diversity strategy and then effectively carrying it out un the organisational environments	2.1 The progression of all sorts of diversity strategies would be effectively monitored and evaluated and will be reported while ensuring that it is abiding by all sorts of organisational policies and procedures 2.2 Aligning everyday works with the implemented diversity strategy would be encouraged and thoroughly promoted 2.3 Within the aspect of the business units, the implemented diversity strategy would be communicated and promoted while making sure that they are taking care of the audiences needs and organisational requirements (Raja et al. 2019) 2.4 How the implemented diversity stargates are contributing to the organisational developments would also be duly monitored and will effectively be improved for further developments
4. The aspect of orchestrating effective communication within the diverse environment	4.1 The resources that could possibly orchestrate the effective communication would be identified and would be implemented an used in accordance with the organisational policies and procedures 4.2 Ineffective and inaccurate communications are to be recognised and would be adjusted and altered accordingly to meet the needs and the requirements of a diverse clientele and workplace environment 4.3 The target audience for the communications in the diverse environments would be identified and the communication strategies to facilitate diversity would be tailored and implemented accordingly 4.4 The issues in language, literacy are effectively identified and effective communications strategies to effectively facilitating diversity would be implemented (Pitafi et al. 2018)

 

 

You are also required to:

• determine the required communication strategies to inform organisational stakeholders of these new policies

 

• make a telephone call: Conducting phone calls would allow to have a virtual or mobile mode of exchanges when physical exchange is not possible amongst the stakeholders due to distance.
• organise a meeting: The aspect of organisation a meeting would allow the staffs and all of the working individual to come to a same place and then conduct an open conversion efficiently.
• discuss options: having discussion would open a lot of possibilities and would allow the stakeholders to have better insights into organisational aspects.

 

 

• conduct a survey seeking stakeholders’ feedback

 

Q1: How well do you communicate with each other?

 

Q2: How frequent you require to have a medium to effectively communicate?

 

Q3: What do you consider when there is a crisis in communication?

 

Q4: What are the most reliable and effective workplace communication strategies you would consider?

 

Q5: Why do you think effective workplace communication is important and relevant?

 

 

• design a detailed action plan to implement these new policies

 

Required actions	Start time	End time	Responsible staffs
Small group meetings	04/05/2021	03/06/2021	The effective consultations for an overall successful meetings
Training and development programs	DD/MM/2021	DD/MM/YY	The involvement of the trainers
Online and all sorts of credible sources	05/06/2021	7/07/2021	The external providers available within the disciplines of the organisation
Information brochures and templates	09/8/2021	11/9/21	Having team members effectively involved (Stiehr et al. 2018)

 

• monitoring strategies conducted to ensure stakeholders adhere to these new policies

 

• consulting key stakeholders to provide feedback on the strategy: The aspect of consulting with all the relevant stakeholders would allow to have a feedback on the new policy implementation
• analysing profit from commercialisation of intangible assets: Commercialisation of the intangible assets such as brand image, franchise and good will would generate better profits
• applying corrective action where required: The aspect of applying essential actions that would be ab le to rectify would be important

6. Outline all the internal and external stakeholders you can seek consultation with workplace conflicts and explain their contribution of expertise advices. Explain the professional conducts you need to demonstrate to gain trust and confidence from the business stakeholders, and how would you maintain them in the workplace?

 

Internal stakeholders	Their contribution of expertise advices
Frontline managers	The frontline mangers allows the company management gets conducted almost to the 60% of its total tasks that require to be performed
Board of directors	Hiring the CEO manager of the business and assessing and evaluating all the direction and strategy of the business, effectively
Chief executive officers	To take all the major corporate decisions, and manage all the relevant organisation resources and the operations
External stakeholders	Responsibilities
Legal and business advising consultant	The generally allow the organisational staffs to receive better advises and consultation regarding all the business operations
Local government	Allow to facilitate any sorts of organisational operations with the help of regulations management and policy process
Contractors and suppliers	The contractors are hired and they make sure that the constructions work is well and complete while the supplier supply goods and products efficiently

 

Professional conducts you need to demonstrate to gain trust and confidence:

 

• Dealing with all sorts of internal and external organisational contracts with dignity and empathy or even respect
• In order to maintain and develop effective relationship use of organisational standards and its social and ethical values are necessary
• Acquiring the trust and confidences of the colleagues and customer and even the suppliers with the aspect of competent performance consistently
• In order to meet organisational standards of social and cultural values, use and adjustment of interpersonal styles are really important
• Complying with the organizational policies and regulations, allowing and encouraging the employees to perform accordingly and set an extraordinary example, accordingly

Maintain them in the workplace:

 

• Use of effective actions after identifying the difficulties and all sorts of complication arise to effectively comply with the organisational compliance
• In order to resolve any sorts of emerging work-related complications, guiding the colleagues effectively would improve the resolution
• Consulting with the relevant at workplace personnel bout workplace outcomes and regularly reviewing and improving them
• Effective management of the poor and declining work performance within the organisational process
• Constructive management of the workplace conflicts effectively within the workplace environments

7. Discuss the following barriers to communication in terms of how they could present in the workplace and address how they can be overcome:

• emotions;
• perceptions;
• language

 

Barriers to communication	How they can be overcome
Emotions: Use of emotions effectively would restrain the natural and rational flow of communication and could hamper the process further	The aspect of effective pragmatism and implementation of logic an reasoning instead of using emotions to communicate would be appropriate (Magee et al. 2017)
Perceptions: Use of perceptions to create preconceived notions could be potentially misleading and lead to poor judgements	The aspect of being flexible with one’s own perception would allow the first impression or previously developed perceptions to change and grow with time
Language: Use of inappropriate language could be unnecessary and ruin the flow and developments of good communication	Use of professional languages and parliamentary forms of communications would help improve that situation

 

Part C: Manage the development and maintenance of networks and relationships

8. Identify business network to build workplace relationships and explain their contribution to the organisation. Select TWO networks you would like to attend and email to your colleagues recommending the benefits of them.

 

 

Business network	Their contribution to the organisation
Governments	Government allow the organisation to effectively participate and carry on all of their inter-territorial transactions and business operations smoothly
Colleagues	The involvement of colleagues to effectively develop a working environment would help generate a better and productive organisational environment
Suppliers	The supplier’s constant effort to keep the supply chain of goods and products flowing help the organisation to continue with all of their operations

 

 

From: [email protected] To:[email protected];henryrichard@succulentfoods.com.au; [email protected]; CC: [email protected]   Subject: Social media business networks and professional trade association   Dear staffs, I would like to inform you about the two business networks that I had attended recently and would recommend you all to do the same and subscribe to the business networks for the added benefits and facilities that it could possibly provide to you as well. The two business networks are:   –         Business network 1: (Social media business networks with the suppliers). –         Business network 2: (Government professional trade association).   Please kindly inform and let me now for nay sorts of further clarifications.   Kind regards, Andrew

 

9. Identify both internal and external workplace relationship issues and develop associated action plan to achieve the effectiveness. Develop a progress plan to maintain effective workplace relationships. Your plan should include the required tasks, timeline, staff responsibilities, KPI to measure the effectiveness etc. You can use the project management tool such as Gantt chart to design the progress plan.

 

Internal workplace relationship issues	Action plan
Performance issues	The aspect of providing training and development activities efficiently to the staffs and all the relevant workers who are involved in it is definitely important and required for the overall development of the performance
Bullying	Effective improvements of the system and taking all the necessary preventive measures to avoid any sorts of situations that could possibly escalate any bullying situation at the organisational environment (Li et al. 2019)
External workplace relationship issues	Action plan
The aspect of receiving poor and declining quality of feedback from the consumers	Discussing individuals and effectively analyse the feedback to understand the actual root causes and then address them accordingly would help solve the complications accordingly
Collaborative works to ensure that the meets and the requirements of the consumers are effectively met	Brainstorming and developing different options and ideas to effectively solve any sorts of emerging complications and to address all the necessary concerns effectively

 

Gantt chart for progress plan:

 

Required tasks	Start time	End time	Staff responsibilities	KPI to measure the effectiveness
Small group meetings	06/07/21	12/09/21	Board members are responsible for conducting group meetings for further clarification and better open-ended communications (Khazanchi et al. 2018)	21% of higher duties and then effectively performing the same in the end
Training and development programs	04/08/21	11/12/21	Effective working within the team would improve the aspect of performances are some of the most relevant aspect of staff responsibilities	15% of the reward recognition amongst the employees are needed
Online and all sorts of credible sources	04/07/21	09/09/21	Union or employees’ group and having representatives would help acquire all the relevant sources needed for the organization overall	10% of the salary progression would be used to have an effective measurement of performances
Information brochures and templates	09/11/21	08/03/22	Credible management of the templates and effective consistency in the same would be necessary (Kang and Sung, 2017)	7% of learning and developments accordingly

 

 

Assessment Task 3: Project

This project is due by the unit ending date according to your timetable.

Read the following scenarios and answer the required questions:

Part D: Manage difficulties to achieve positive outcomes

 

Scenario 1:

An employee lost his unfair dismissal application when he failed to notify his employer about a serious machine malfunction. The employer told the Commission that the employee had been shifted around to various jobs within the company because his disenchantment with his job meant he could not integrate with the various work teams within the business.

He had been counselled but had been given a final warning after the machine malfunction incident. The employer was commended for his perseverance.

 

Scenario 2:

An employee was reinstated after being sacked for refusing to do up his top button and tie firmly because it gave him migraine headaches. He supported this claim with a medical certificate.

 

 

1. Discuss the identified work conflicts and explain required strategies resolve these issues for the above TWO scenarios. With your identified strategies you need to include implementation methods, responsible staffs and expected outcomes.

 

 

Scenario 1:
identified work conflicts	required strategies	implementation methods	responsible staffs	expected outcome
The aspect of customer satisfaction consistently getting jeopardized and the emergent complaints are testimony to that	Effective mentoring and then ensuring all sorts of trainings and programs are being provided to the consumer handling team members to effectively acknowledge the shortfalls and then working on them smoothly to potentially come up with a credible improvement how the consumer services are provided within the disciplines of the organization (Hershcovis et al. 2018)	The aspect of constructive feedback would allow the consumer support team members to effectively improve their standards and quality of services	One of the most responsible staffs would be in this case the team leader, for handling the consumer and providing services	With the aspect of constructive feedback and the involvements of the student, it would improve the consumer services eventually
Scenario 2:
identified work conflicts	required strategies	implementation methods	responsible staffs	expected outcome
The consistent refusal to follow the provided guidance or the organisational directions	With the consistent implementation of training and mentoring activities it could be improved	The aspect of questioning and listening would help improve the situation much better and	One of the most responsible staffs in this case would be the manager	The aspect of productivity improvements would be the desired outcomes for the aspect of implement training and mentoring to those who were not initially eager to receive directions and abide by any sorts of rules and regulations

 

 

2. Develop detailed procedures explaining how you would identify workplace conflicts. You are then required to explain options to manage the conflicts, addressing how they meet with organisational policies and procedures. Your options should include how to seek and provide feedback from stakeholders to resolve the conflicts.

 

Detailed procedures explaining how you would identify workplace conflicts:

 

• Recognising all sorts of physical actions that could possibly trigger negative reactions amongst others
• Identifying the needs and the requirements of the other individuals
• The capability to respond and immediately recognise someone’s requirements, effectively
• The probable cause of all kinds of conflicts would be recognised
• Recognising the potential conflict and its probable reasons to effectively restrain it from any sorts of escalation
• Identifying the situations or reactions that could potentially impose threats upon the other workers and take appropriate actions accordingly
• Identifying the suitable resources and then taking actions accordingly to potentially manage conflicts at workplace

 

Options to manage the conflicts	How they meet with organisational policies and procedures	How to seek and provide feedback from stakeholders to resolve the conflicts
Reducing the possible impact of conflicts on other colleagues or fellow-workers to have less effect on them	Having the aspect of staff grievances would allow them to have a sort of open platform to voice their views and then effectively	The aspect of acquiring feedback from the supervisors and the colleagues would potentially help have better assessments of the emerging conflicts
Identifying and recognising all sorts of conflicts amongst all sorts of colleagues or workers and in ways conduct an effective assessment of the potential impact	The aspect of customer services would fall under the ethical business and preventive organisational process something that prioritise their consumers	The concept of having reflective behavioural strategies would help improve how the conflicts and behavioural developments are managed
Effectively identifying and then eventually assessing the impacts of workplace conflict upon the organisational integrity or the associated business reputation	The aspect of exchanges is something that falls under the organisational morals and allows the institutions to have an effective business  (Franco-Santos and Doherty, 2017)	Conducting all sorts of performance appraisals both formally conducted and informally conducted

 

3. Outline at least FIVE (5) sources of counselling and support (including both internal and external) you can seek to assist staffs to resolve workplace conflicts, with each identified source you need to explain their contribution and benefits.

 

FIVE (5) sources of counselling and support	Their contribution and benefits
Mediator	The mediator allows the staffs or anybody within the disciplines of the organisation to have an effective discussion mediated by the mediator, something that results in a much more systematic way of listening to each other and then acquiring insights accordingly.
Interpreters	The interpreter helps the personnel and the international associator to effectively comprehend each other in case of the business emergencies and any sorts of transactional complications between the enterprises or business partners (Ford, 2017).
Grievance officers	The grievance officers generally considers the grievances for all the consumers and then effectively conduct an analysis and evaluation to comprehend how relevant and important those grievances are for an effective solution and an overall benefits of the organization.
Team leader	The team leader is responsible for making sure that the team members are effectively indulging in clear conversation something that helps solve any existing workplace conflicts and then finding the right way to go about it to ensure that it does not repeat ever again.
Manager	The manager contributes to the aspect of listening to everybody effectively and then making sure that everyone is given an equal platform to effectively have a fruitful conversation in case of any emerging workplace conflicts (Belwalkar et al. 2018).

 

4. Design TWO (2) action plans to resolve the identified workplace conflicts for the above scenarios. Your action plans should include actions that support organisational policies and procedures, meet legal and ethical obligations, provide for improved outcomes, prioritisation, allocated responsibilities, timelines, KPIs, monitoring and evaluation strategies, opportunities for further improvements and contingency plan

 

Action plan 1:

 

Required actions	Timelines	Responsibilities	KPIs	Monitoring and evaluation strategies
Mediation	03/5/21 – 4/06/21	The organization mediator	Popular for providing quality customer service and satisfy the same by quality management	Effective collection of all the operational is properly stored data efficiently while making sure everything
Assertive training consistently	03/4/21 – 8/09/21	The human resource manager	The provided training hours on average per employee/staff	Ensuring that conducting surveys for the internal and external personnel
Reflective listening	03/6/21 – 4/10/21	The managers/leaders/executive head	Providing performance evaluation score once the employee has joint the companies, and once they are well monitored by the company (Alzghoul et al. 2018)	Effective analysis and reviewing the reports sent from all the relevant organizations.

 

Action plan 2:

 

Required actions	Timelines	Responsibilities	KPIs	Monitoring and evaluation strategies
Counselling	07/6/21 – 3/08/21	The HRM	To potentially reduce number of dissatisfied consumers by at least 27%	Conducting surveys with the personnel both internally and internally while conducting focused groups discussion for the same
Conducting Workable compromise	04/5721 – 6/01/22	The team leader and the executive	By recruiting the overall fee as an extra percentage of the annual salary	Analysing al the feedbacks while identifying the most relevant ones collected from the client, suppliers, the managers and the personnel
Confrontational coaching where mentoring is an integral aspect	02/04/21 – 4/06/22	Team leaders	Having a ratio of internal training versus external training	Assessing and evaluating all the necessary information collected from the management system of the organisation

 

 

 

References

Alzghoul, A., Elrehail, H., Emeagwali, O.L. and AlShboul, M.K., 2018. Knowledge management, workplace climate, creativity and performance. Journal of Workplace Learning.

Belwalkar, S., Vohra, V. and Pandey, A., 2018. The relationship between workplace spirituality, job satisfaction and organizational citizenship behaviors–an empirical study. Social Responsibility Journal.

Ford, D.G., 2017. Talent management and its relationship to successful veteran transition into the civilian workplace: Practical integration strategies for the HRD professional. Advances in Developing Human Resources, 19(1), pp.36-53.

Franco-Santos, M. and Doherty, N., 2017. Performance management and well-being: a close look at the changing nature of the UK higher education workplace. The International Journal of Human Resource Management, 28(16), pp.2319-2350.

Hershcovis, M.S., Cameron, A.F., Gervais, L. and Bozeman, J., 2018. The effects of confrontation and avoidance coping in response to workplace incivility. Journal of occupational health psychology, 23(2), p.163.

Kang, M. and Sung, M., 2017. How symmetrical employee communication leads to employee engagement and positive employee communication behaviors: The mediation of employee-organization relationships. Journal of Communication Management.

Khazanchi, S., Sprinkle, T.A., Masterson, S.S. and Tong, N., 2018. A spatial model of work relationships: The relationship-building and relationship-straining effects of workspace design. Academy of Management Review, 43(4), pp.590-609.

Li, N., Zhang, L., Xiao, G., Chen, J. and Lu, Q., 2019. The relationship between workplace violence, job satisfaction and turnover intention in emergency nurses. International emergency nursing, 45, pp.50-55.

Magee, C., Gordon, R., Robinson, L., Caputi, P. and Oades, L., 2017. Workplace bullying and absenteeism: The mediating roles of poor health and work engagement. Human Resource Management Journal, 27(3), pp.319-334.

Manganelli, L., Thibault-Landry, A., Forest, J. and Carpentier, J., 2018. Self-determination theory can help you generate performance and well-being in the workplace: A review of the literature. Advances in Developing Human Resources, 20(2), pp.227-240.

Mayfield, J. and Mayfield, M., 2017. Motivating language theory: Effective leader talk in the workplace. Springer.

Methot, J.R., Melwani, S. and Rothman, N.B., 2017. The space between us: A social-functional emotions view of ambivalent and indifferent workplace relationships. Journal of Management, 43(6), pp.1789-1819.

Moon, K.K., 2018. Examining the relationships between diversity and work behaviors in US federal agencies: Does inclusive management make a difference?. Review of Public Personnel Administration, 38(2), pp.218-247.

Pitafi, A.H., Liu, H. and Cai, Z., 2018. Investigating the relationship between workplace conflict and employee agility: The role of enterprise social media. Telematics and Informatics, 35(8), pp.2157-2172.

Qian, J., Yang, F., Wang, B., Huang, C. and Song, B., 2019. When workplace ostracism leads to burnout: The roles of job self-determination and future time orientation. The International Journal of Human Resource Management, 30(17), pp.2465-2481.

Raja, U., Javed, Y. and Abbas, M., 2018. A time lagged study of burnout as a mediator in the relationship between workplace bullying and work–family conflict. International journal of stress management, 25(4), p.377.

Stiehr, E.S. and Vandermause, R.K., 2017. Can’t we all just get along? A dual-theory approach to understanding and managing the multigenerational workplace. Journal of Organizational Psychology, 17(2), pp.103-110.

Zaim, H., Muhammed, S. and Tarim, M., 2019. Relationship between knowledge management processes and performance: critical role of knowledge utilization in organizations. Knowledge Management Research & Practice, 17(1), pp.24-38.

 

 

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We boast of having some of the most experienced statistics experts in the industry. Our statistics experts have diverse skills, expertise, and knowledge to handle any kind of assignment. They have access to all kinds of software to get your assignment done.

Law

Writing a law essay may prove to be an insurmountable obstacle, especially when you need to know the peculiarities of the legislative framework. Take advantage of our top-notch law specialists and get superb grades and 100% satisfaction.

What discipline/subjects do you deal in?

We have highlighted some of the most popular subjects we handle above. Those are just a tip of the iceberg. We deal in all academic disciplines since our writers are as diverse. They have been drawn from across all disciplines, and orders are assigned to those writers believed to be the best in the field. In a nutshell, there is no task we cannot handle; all you need to do is place your order with us. As long as your instructions are clear, just trust we shall deliver irrespective of the discipline.

Are your writers competent enough to handle my paper?

Our essay writers are graduates with bachelor's, masters, Ph.D., and doctorate degrees in various subjects. The minimum requirement to be an essay writer with our essay writing service is to have a college degree. All our academic writers have a minimum of two years of academic writing. We have a stringent recruitment process to ensure that we get only the most competent essay writers in the industry. We also ensure that the writers are handsomely compensated for their value. The majority of our writers are native English speakers. As such, the fluency of language and grammar is impeccable.

What if I don’t like the paper?

There is a very low likelihood that you won’t like the paper.

Reasons being:

• When assigning your order, we match the paper’s discipline with the writer’s field/specialization. Since all our writers are graduates, we match the paper’s subject with the field the writer studied. For instance, if it’s a nursing paper, only a nursing graduate and writer will handle it. Furthermore, all our writers have academic writing experience and top-notch research skills.
• We have a quality assurance that reviews the paper before it gets to you. As such, we ensure that you get a paper that meets the required standard and will most definitely make the grade.

In the event that you don’t like your paper:

• The writer will revise the paper up to your pleasing. You have unlimited revisions. You simply need to highlight what specifically you don’t like about the paper, and the writer will make the amendments. The paper will be revised until you are satisfied. Revisions are free of charge
• We will have a different writer write the paper from scratch.
• Last resort, if the above does not work, we will refund your money.

Will the professor find out I didn’t write the paper myself?

Not at all. All papers are written from scratch. There is no way your tutor or instructor will realize that you did not write the paper yourself. In fact, we recommend using our assignment help services for consistent results.

What if the paper is plagiarized?

We check all papers for plagiarism before we submit them. We use powerful plagiarism checking software such as SafeAssign, LopesWrite, and Turnitin. We also upload the plagiarism report so that you can review it. We understand that plagiarism is academic suicide. We would not take the risk of submitting plagiarized work and jeopardize your academic journey. Furthermore, we do not sell or use prewritten papers, and each paper is written from scratch.

When will I get my paper?

You determine when you get the paper by setting the deadline when placing the order. All papers are delivered within the deadline. We are well aware that we operate in a time-sensitive industry. As such, we have laid out strategies to ensure that the client receives the paper on time and they never miss the deadline. We understand that papers that are submitted late have some points deducted. We do not want you to miss any points due to late submission. We work on beating deadlines by huge margins in order to ensure that you have ample time to review the paper before you submit it.

Will anyone find out that I used your services?

We have a privacy and confidentiality policy that guides our work. We NEVER share any customer information with third parties. Noone will ever know that you used our assignment help services. It’s only between you and us. We are bound by our policies to protect the customer’s identity and information. All your information, such as your names, phone number, email, order information, and so on, are protected. We have robust security systems that ensure that your data is protected. Hacking our systems is close to impossible, and it has never happened.

How our Assignment Help Service Works

1. Place an order

You fill all the paper instructions in the order form. Make sure you include all the helpful materials so that our academic writers can deliver the perfect paper. It will also help to eliminate unnecessary revisions.

2. Pay for the order

Proceed to pay for the paper so that it can be assigned to one of our expert academic writers. The paper subject is matched with the writer’s area of specialization.

3. Track the progress

You communicate with the writer and know about the progress of the paper. The client can ask the writer for drafts of the paper. The client can upload extra material and include additional instructions from the lecturer. Receive a paper.

4. Download the paper

The paper is sent to your email and uploaded to your personal account. You also get a plagiarism report attached to your paper.

GET A PERFECT SCORE!!!

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