Unit Code: BUSN113

Assignment 3: Learning Journal

Topics
- communicating for impact in the workplace,
- Human Resource Management (HRM) legislative framework
- occupational health and safety

Student Name:

Student Number:

Lecturer Name:

Due Date:

Word Count (excluding reference list): 1466

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Contents
1.0 Introduction............................................................................................................ 3

2.0 Communicating for impact in the workplace .......................................................... 3

2.1 Conceptual Understanding ................................................................................. 3

2.2 Application.......................................................................................................... 4

2.3 Self-reflection ..................................................................................................... 4

3.0 HRM Legislative Framework ................................................................................. 5

3.1 Conceptual Understanding ................................................................................. 5

3.2 Application.......................................................................................................... 5

3.3 Self-reflection ..................................................................................................... 6

4.0 Occupational Health and Safety ............................................................................ 6

4.1 Conceptual Understanding ................................................................................. 6

4.2 Application.......................................................................................................... 6

4.3 Self-reflection ..................................................................................................... 7

5.0 Conclusion............................................................................................................. 7

6.0 References ............................................................................................................ 8

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1.0 Introduction

The purpose of this report is to form a learning journal that covers three topics in
BUSN113. It outlines the conceptual understanding, application and self-reflection of
topics such as communicating for impact in the workplace, Human Resource
Management (HRM) legislative framework and occupational health and safety. It
identifies communication as a critical function in an organisation. While analysing HRM
legal frameworks in the workplace, concluding with the importance of occupational health
and safety within a workplace. Overall, this report shows my knowledge of these selected
topics as a future role as a business professional. Each aspect will be supported by
research studies that are accurate and reliable by using academic business sources.

2.0 Communicating for impact in the workplace

2.1 Conceptual Understanding

Communication is a “critical function in organisations” (Bodunde, Sotiloye, Akeredolu-Ale,

Aduradola & Adebiyi, 2017) as it is the transmission of information. There are two
important components in the process of communication the sender and the receiver
(Tripathy, 2018). The 1949 Shannon and Weaver model states communications begin
when a message is encoded by the sender, which is then transmitted through a channel,
and ends when the receiver decodes the message (Tripathy, 2018). Within a business,
communication can be transmitted through channels such as phone calls, letters, memo,
report and Voice over Internet Protocol (VoIP) conferencing. Using a suitable channel is
crucial within a business as a message can be interpreted differently (Erjavec,
Arsenijević, & Starc, 2018). In addition, communication can happen intra-organisational
or inter-organisational.

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 2.2 Application

Intra-organisational communication flow can be downward, upward or horizontal

(Bodunde et al., 2017). Downward, describes when “the information is from superiors to
subordinates” (Bodunde et al., 2017) for instance feedback and general announcements.
Whereas, when information is from subordinates to superior is an upward flow.
Communication can be horizontal when information is shared at the same level of the
organisation. Additionally, there are three main forms of channels that communication
can occur oral, written or technology aided. In a study conducted by Bodunde et al. (2017)
outlined and compared the effectiveness of internal and external communication channels
and their strategies within two organisations. A specialised university in the South West
of Nigeria and a leading Nigerian finical institution. In their finding, it was evident that both
organisations main channel of communication was oral. For the educational system using
meetings, seminars and workshops whereas for the financial institution using letters,
memos and short message services (SMS). While utilising platforms such as Facebook,
Twitter, Skype and Blogs. These channels made the accessibility of downward flow
between the management and subordinates accessible. As well as an upward flow of
communication is available.

2.3 Self-reflection

As a result of this topic, I have learnt the importance of effective communication in an

organisation and is able to identify communications channels utilised in my workplace. In
relation to ethical consideration that managers should take in communicating downward
is to be mindful of their speech (NEAMȚU, & BEJINARU, 2018). They will need to
consider their tone-of-voice, clothing and gesture when communicating verbally. Their
choice of words should be understood by all team members (NEAMȚU, & BEJINARU,
2018). While addressing the barriers to communication such as interpersonal, linguistic,
physical cultural and organisational. As a result, their message needs to be clear to
minimise room for interpretation (NEAMȚU, & BEJINARU, 2018).

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3.0 HRM Legislative Framework

3.1 Conceptual Understanding

There are numerous laws that management needs to comply with and be aware of. Legal
frameworks such as the Fair Work Act 2009 which is there for employees right that covers
all aspects of employing staff (Kavanagh, & McRae, 2017). The Fair Work Act of 2009
forms the bases of working conditions regulated in Australia. Standards such as minimum
wage sitting is a rising issue within Australia that is resulting in increasing financial
penalties (Kavanagh, & McRae, 2017). Employers abusing their authority and unethically
underpaying young workers, international students from non-English backgrounds and
recent migrant to Australia (Kavanagh, & McRae, 2017). The role of the Fair Work
Ombudsman is to “promote harmonious, productive and cooperative workplace relation”
(Kavanagh, & McRae, 2017). Another workplace regulation in place is the Equal
Employment Opportunity (EEO) and discrimination relating to issues such as harassment,
bullying and victimisation (BISOM-RAPP, 2018).

3.2 Application

This is a rising issue within America receiving 7 609 sexual harassment charges in the
financial year (F.Y.) of 2018 (‘EEOC charges down, harassment claims jump’, 2019).
Harassment is identified as unwanted behaviour. Cases addressed in ‘EEOC charges
down, harassment claims jump’ (2019) explores racial and sexual harassment in the
workplace. One of the cases states the use of racial slurs within organisations as a
continuing issue for employers. According to court the use of the N-word once can cause
an unfriendly work environment, regardless of the context. An African American assistant
manager reported that a team member used the N-word in conversations with her.
Leading to her to file a complaint to HR resulting in a little to no outcome. After multiple
complaints, both staffs were transferred to a different store. With the constant changing
dynamic of society norms, employers will need to adapt to them. The controversial debate
of whether being bias against LGBT employees is a form of sex discrimination. Is currently
being argued in the Supreme Court in America.

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 3.3 Self-reflection

Consequently, with this new knowledge, I have become socially aware of my rights and
responsibilities as a worker in Australia. From an ethical perspective, these frameworks
are in place to protect both the employer and employee to work in a harmonious,
productive and cooperative workplace (Kavanagh, & McRae, 2017). Organisation should
have policies and systems to avoid discrimination in the workplace (Beemer, J. M. (2017).
Ethical precautions that organisations should take is creating an effective, straightforward
anti-discrimination and anti-harassment strategy, training employees frequently on
organisation policy and the anti-discrimination laws, conducting prompt, thorough internal
investigations and conducting investigation using a clearly defined process (Beemer, J.
M. (2017).

4.0 Occupational Health and Safety

4.1 Conceptual Understanding

The framework of Occupational Health and Safety (OHS) identifies and control health
safety risk. With the goal of reducing potential accidents while aiding legal compliance
and improving overall efficiency (Chavan, & Shah, 2017). Hazards include physical,
biological, chemical and psychological. This policy is compulsory for an institution of more
than five staff. Tools that are utilised to improve OHS are reporting incidents and near-
misses (Conghua, Lijun & Walters, 2019). With the purpose to look at the broad issues
impacting OHS.

4.2 Application

Beacon is an excellent example of a company that works on improving all areas of

potential hazards. With the core values of “rock star customer service, operational
excellence, and have fun” (‘Healthy, Safe, and High Functioning: Beacon’s quest to serve
every Alaskan’, 2019). All contribute to their OHS policy. Their employees are an asset
to their organisation, therefore reinforcement of their policy and culture is crucial to their
role. Recruitment for the role includes service of remote medical, safety solutions, clinical
services, and training options. These are the required skills of employees completed

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training is done to ensure employees their rights and understand Beacon service. The
psychological health of the employee is sustained through holiday parties, family-friendly
events which shows their appreciation of their staff. There are onsite professions to
provide medical service to their staff. Overall, Beacon is a company that puts their
employee’s safety as a focus for their business. Through the unitisation of Occupational
Health and Safety. Which has shown great improvement and loyalty within their company
with its lowered rates of accidents.

4.3 Self-reflection

Subsequently, this topic has expanded my understanding of my rights and responsibilities

regarding Occupational Health and Safety. I’m aware of the services available at my
workplace and how to obtain information about health and safety. The use of OSH
indicators can influence social sustainability through employment benefits, and income
distribution. As well as impact the environment development while effecting people’s
customs and social culture (Jiangdong, Jingdong, Fei, Chaoyang & Shuiping 2016).
Overall, the implantation of OHS in the workplace can predict and prevent a potential
hazard. This is important to mining as an analysis of indicators can minimise the rate of
accidents.

5.0 Conclusion

In summary, this report has formed a learning journal that covered three topics in
BUSN113. As it outlined the conceptual understanding, application and self-reflection of
the topics communicating for impact in the workplace, Human Resource Management
(HRM) legislative framework and occupational health and safety. It recognised
communication as a significant function in an organisation. While it analysed HRM legal
frameworks in the workplace, concluding with the importance of occupational health and
safety within a workplace. Overall, as a result of this report, I have gained new
understandings as a future role as a business professional, while utilising academic
business sources to complete the research.

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 6.0 References

Beemer, J. M. (2017) ‘Business Owners Must Take Steps Now to Prevent Discrimination
in the Workplace’, Workforce Solutions Review, 8(2), pp. 25–26. Available at:
<https://search-ebscohost-
com.ezproxy1.acu.edu.au/login.aspx?direct=true&db=bth&AN=123643013&site=ehost-
live&scope=site>

BISOM-RAPP, S. (2018) ‘What We Know about Equal Employment Opportunity Law After
Fifty Years of Trying’, Employee Rights & Employment Policy Journal, 22(2), pp. 337–
354. Available at: <https://search-ebscohost-
com.ezproxy1.acu.edu.au/login.aspx?direct=true&db=bth&AN=134871453&site=ehost-
live&scope=site>

Bodunde, H, Sotiloye, B, Akeredolu-Ale, B, Aduradola, R & Adebiyi, A 2017, ‘Comparative

Analysis of Communication Strategies of two Selected Organizations in Nigeria’,
Proceedings of the European Conference on Management, Leadership & Governance,
pp. 61–68, viewed 26 May 2019, <https://search-ebscohost-
com.ezproxy2.acu.edu.au/login.aspx?direct=true&db=bth&AN=122433063&site=ehost-
live&scope=site>

Chavan, S. and Shah, P. (2017) ‘Occupational health & safety assessment: A primer’,
Paintindia, 67(11), pp. 138–139. Available at: <https://search-ebscohost-
com.ezproxy1.acu.edu.au/login.aspx?direct=true&db=bth&AN=126642543&site=ehost-
live&scope=site>

Conghua Xue, Lijun Tang and Walters, D. (2019) ‘Occupational Health and Safety
Indicators and Under-Reporting: Case Studies in Chinese Shipping’, Relations
Industrielles / Industrial Relations, 74(1), pp. 141–161. Available at: <https://search-
ebscohost-
com.ezproxy1.acu.edu.au/login.aspx?direct=true&db=bth&AN=136122896&site=ehost-
live&scope=site>

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‘EEOC charges down, harassment claims jump’ (2019) HR Specialist: New York
Employment Law, 14(6), pp. 1–5. Available at: <https://search-ebscohost-
com.ezproxy1.acu.edu.au/login.aspx?direct=true&db=bth&AN=136268961&site=ehost-
live&scope=site>

Erjavec, K., Arsenijević, O. and Starc, J. (2018) ‘Satisfaction with managers’ use of
communication channels and its effect on employee-organisation relationships’, Journal
for East European Management Studies, 23(4), pp. 559–578. doi: 10.5771/0949-6181-
2018-4-559.

‘Healthy, Safe, and High Functioning: Beacon’s quest to serve every Alaskan’
(2019) Alaska Business Monthly, 35(4), pp. 58–61. Available at: <https://search-
ebscohost-
com.ezproxy1.acu.edu.au/login.aspx?direct=true&db=bth&AN=136280972&site=ehost-
live&scope=site>

Jiangdong Bao, Jingdong Zhang, Fei Li, Chaoyang Liu & Shuiping Shi 2016, ‘Social
benefits of the mine occupational health and safety management systems of mines in
China and Sweden based on a fuzzy analytic hierarchy process: A comparative
study’, Journal of Intelligent & Fuzzy Systems, vol. 31, no. 6, pp. 3113–3120. Available
at:<https://search-ebscohost-
com.ezproxy1.acu.edu.au/login.aspx?direct=true&db=bth&AN=120088624&site=ehost-
live&scope=site>.

Kavanagh, M. and McRae, E. (2017) ‘Protecting vulnerable workers amendment to Fair

Work Act’, Governance Directions, 69(4), pp. 241–243. Available at: <https://search-
ebscohost-
com.ezproxy1.acu.edu.au/login.aspx?direct=true&db=bth&AN=122939564&site=ehost-
live&scope=site>

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NEAMȚU, D. M. and BEJINARU, R. (2018) ‘Ethical Leadership Prespectives in
Organizations’, USV Annals of Economics & Public Administration, 18(2), pp. 79–88.
Available at: <https://search-ebscohost-
com.ezproxy1.acu.edu.au/login.aspx?direct=true&db=bth&AN=134418007&site=ehost-
live&scope=site>

Tripathy, M. (2018) ‘Assertiveness - A Win-Win Approach to Business Communication’,

IUP Journal of Soft Skills, 12(2), pp. 48–56. Available at: <https://search-ebscohost-
com.ezproxy2.acu.edu.au/login.aspx?direct=true&db=bth&AN=130776569&site=ehost-
live&scope=site>

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