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Question: Discuss about the Lead and Manage Effective Workplace. Answer: Introduction The present assignment has the distinct purpose to propose apt strategies and methods those will work in favor to have a proper communication and information flow within an organization. The aim will therefore be conducted by developing helpful feedback procedures, formulating communication strategies and explaining the significance of systems and policies for procuring apt work relationships. A business organization could not achieve its mission until it possesses complete participation from its employees and management. Therefore, it should be taken into consideration that without having a convenient communication and information flow structure within an organization, it is difficult to acquire active engagement from the workforce. On the other hand, an effective communication is required for the management to make plan, organize schedule, thereafter motivate, and control the subordinates. Thus, the aspect of communication should be regarded as one of the potential premises to cove r for win organizational goals. For the present concern, the study is going to focus on the current scenario of JKL industries. JKL industry is planning to bring new changes for modifying each of the segments of their operational workflow, which are sales, rentals and service. Therefore, it is understandable that there is an essential need for a strategic framework for each of the components of the operational overflow of JKL industries. The proposed groundwork would chiefly concern the desired changes by the JKL authorities and the main purpose of this framework would be to communicate the desired changes to every individual of the company. Sales division Issue Organisational response to address the issue Division Communication Strategy What is the rationale for this strategy Resources required Decline in sales New clients in the pipeline Sales meeting Foster teamwork and share best practices. Share information Foster a strong sales culture Whiteboard Power point Lack of retail sales Solely focus on the premise of retail sales. Alongside, the enterprise has decided for entirely restructuring its culture and operational activities. The company requires sharing the information by practicing the bottom up method. In this case, the company needs to use whiteboards and news bulletin board. It will provide the opportunity to the workforce to share their opinions. With the help of their opinions, it would be easy for the organization to make improvements that are more fruitful. E-mails, Whiteboard and Bulletin board Lack of focus on the main to acquire forklifts and various kinds of small trucks The authorities have decided to buy them from a convenient supplier from the overseas. JKL enterprise needs to organize frequent meetings with the workforce in time of taking decisions regarding the negotiation. Meeting or face-to-face interaction helps to communicate the new changes more easily. Any kind of confusion or uneasiness regarding the proposed change would have the chance to be mitigated immediately. E-mails, which will be required to inform the employees about the schedule time of the meeting. Table 2: Communication strategy for the sales division (Source: As created by the author) The rental division Issue Organisational response to address the issue Division Communication Strategy What is the rationale for this strategy Resources required Rapid decline for the last three years for the reduced cost of the vehicles JKL has decided to exit the market for rental market in order to completely concentrate on the retail sale Meeting at the month end with a PowerPoint presentation With the help of a Power Point presentation, the authorities would have the opportunity to clear the view or any piece confusion in the minds of the subordinates. Projector, Screen Fruitless investments JKL has decided to possess their own retail market and has intended to recruit people from the rental section The company would share the information with the help of individual team leaders. Additionally, there should be a meeting with the individuals working in the rental section. A direct interaction will help the management to assure the working individuals in the rental section about job security. It will support to reduce any chance of internal conflicts or mutiny. E-mails Table 2: Communication strategy for the rental division (Source: As created by the author) Service Division Issue Organisational response to address the issue Division Communication Strategy What is the rationale for this strategy Resources required Rental market will shut down JK has decided to recruit people from the existing workforce and organize frequent meetings Business meetings and gain feedbacks after the consultation There will be less possibilities for employee disappointment Emails, Whiteboard Table 3: communication strategy for the service division (Source: As created by the author) Considering the issues identified by the internal management, it can be said that the leadership design of JKL is lacking and immediately requires modification. However, a handful of communication strategies have been proposed which now requires a feedback procedure with proper design to ensure the progress of those strategic ideas. Issues Ideas Feedback procedure The decision of shutting down the rental division To select employee from the existing workforce of the rental section Restructure the employee group for the proposed retail store and implant strong punishment for the violation of the bullying, workplace harassment and anti-discrimination policy (Guillaume et al. 2013). Gain feedbacks from individual interviews and from the sent by individual employees and managers Improper flow of information Implementation of bottom up system by respecting JKLs desire to abide the Privacy Act 1988 Random field survey, suggestion box and personal mails (Morden 2016) Lack of convenient leadership Implementing transformational and transactional leadership Direct conversation with the employees (Cornelissen 2014) Lack of internal communication due to lack of interpersonal skills A new framework for controlling internal communication training session to grow cultural sensitivity Suggestion box abiding zero tolerance policy under the anti-discrimination and workplace harassment regulation Network issue Organizing meetings in terms of increasing awareness and bring out new ideas Suggestion box and personal mails and annual meeting Table 4: Feedback procedure (Source: As created by the author) After taking concern about the individual issues as reviewed by the internal management and the consultant of JKL enterprise, a handful of strategic policies and systematic procedures can be considered. Most important to denote in this sense that the most possible procedures and strategies would be justified keeping in mind about the communication, interpersonal skills and conflict resolution. At the same time, while formulating the strategic procedures, networking issues and problem in the ground of socio-cultural sensitivity will also be addressed with significant amount of priority. The most disappointing issue pointed out by the internal management seems to be the inefficient leadership and reluctant attitude in case of maintaining accountability of both the managers and the work force. Therefore, it can be said that JKL enterprise immediately requires to change their leadership styles for supporting the development of a fruitful work place relationship. As per the code of ethics of JKL industry, the management is responsible for supporting the core competencies of the company along with ensuring and establishing convenient risk management procedures. On the other hand, the work force is accountable in helping their superiors for accomplishing the action plan made on behalf of the risk management program. Communication and consultation In terms of communication and consultation, it has been identified that there is zero use of modern communication technologies, which is continuously being accompanied by the ineffective communication among managers and workers. Additionally, there is lack of employee engagement and practice of consultation from the part of the management. Therefore, along with the existing policy of JKL such as the grievance policy and the policy for performance management, the company essentially needs to implement transformational and transactional leadership. In transformational leadership, the management works hands in hands with their subordinates to identify any required changes through the aspect of inspiration (Kumar et al. 2014). In other words, transformational leadership is one of the most effective kinds for empowering and motivating the work force. On the other hand, transactional leadership helps in conducting proper supervision for acquiring fruitful group performance (Landis et al. 2 014). The existing issue of poor employee engagement and lack of sense of the subordinates regarding the organizational goal could be mitigated if the enterprise would prefer to engage the senior management in adopting two of these leadership styles. With the help of transactional leadership, the management could enhance the quality of workforce productivity (Landis et al. 2014). It is because leaders following this particular style generally motivate their subordinates by reward or punishment. On the other side, with the style of transformational leadership, the management could increase the volume of awareness about the organizational vision and mission among the workers (Kumar et al. 2014). However, on the part of having adequate amount of consultation, the transformational leadership will work in favor, as by working with the workers, the management will be able to make interpersonal relationship with them (Tyssen et al. 2013). Hence, it will foster the activity of consulting or mitigating any conflict among the employees. It should be kept in mind that consultation is considered as one of the helpful procedures for making the workers responsible enough for accomplishing the organizational goals. Therefore, there is no better way than motivation and reward to make the work force empowered (Krylova et al. 2016). That is why a convenient policy will be to implant a leadership style combined with transformational and transactional attributes with the procedure to give incentives and encouragement in terms of reward and motivation (Belleflamme et al. 2015). Conflict resolution and increase of interpersonal skills One of the main identified issues by the internal management is there is the requirement of bottom-up flow of information within the JKL industry. Additionally, there is lack of interpersonal skills and increasing amount of cultural conflict in the organization. According to the internal management, along with the diversity issue, there is the issue of emotional intelligence. Hence, the organization should consider implementing the bottom-up management procedure as it is regarded as the best system for encouraging employees to participate in the decision making process. In this process, information from the top level flows smoothly to the last bottom of the organization and the bottom line employees at the same time get the opportunity to include their opinions to reach to the milestone (Eyre 2016). On the other hand, there is the issue of interpersonal skills among the employees of JKL. Interpersonal skills are required in a business organization to facilitate the communication and interpersonal bonding with each other. The cause of this serious problem in JKL is possibly the outcome of the passive aggression and lack of cultural sensitivity. It is easy to assume that JKLs existing policy to avoid workplace harassment and victimization is probably not being carried away properly. That is the reason for which there is the need to have a management procedure that can help to increase self-awareness among the employees (Martin and Nakayama 2013). It will work on favor if the senior management would start by focusing on the current problem rather than initially improving the personalities of the subordinates. For improving the interpersonal skills along with reducing the issue of cultural insensitivity, a new training session could prove helpful. The procedure can run smooth if JKL will hire a trained workplace consultant and thereafter will take a test on employees on cultural sensitivity. In this case, the senior management needs to play a responsible role in monitoring interaction among the workplace and then take notes whether they are making improvements or not (Young 2014). In this way, the organization can improvise the interpersonal skills of the workers as after the training session, it can be expected that the employees could break down their wall of passive aggression due to inappropriate opinion about different culture and race (Guffey and Loewy 2012). Network issue resolution According to the report noted by the consultant, there is lack of awareness and understanding in both internal and external network opportunities about the purpose and advantage of the networking opportunities. In this context, one ground should be improved initially and that is the lack of use of modern communication tools. In this case, JKL could consider implanting a particular training segment in a weekly manner for the employees to educate them about the internal and external network options. It could be perceived in this sense that, possibly the senior management of JKL plays little role in identifying the network advantages and communicating them to the employees due to their own reluctant attitude. It also seems that their ignorance is finding bliss with the improper communication strategy. Therefore, along with providing a platform for guiding employees for increasing consciousness regarding the network facilities, there is the requirement of quarterly base meetings between the management and the workforce (Cornelissen 2014). The main agenda of that meeting will be to give the employees a fair platform where they will be able to provide their own opinions and feedback regarding the provided training and professional issues. Quarterly meetings between these two groups will provide opportunities to both of the groups to identify new scopes regarding the internal and external networks alternatives (Chang 2016). Conclusion The entire assignment ahs focused on to three different segments and has brought out different results at the same time. From task one it has been found that the company is going to concentrate on the retail market and desires to shut down the rental market. Additionally, the company will recruit people from the existing workforce. On the other hand, from the last two tasks it has been identified that the enterprise requires transformational and transactional leaderships following a bottom up information flow procedure. On other hand, the assignment most importantly concluded that there is need of training sessions to educate employees about cultural sensitivity and interpersonal skills. References Belleflamme, P. and Peitz, M., 2015.Industrial organization: markets and strategies. 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