Team 3 D1

Panu Suksirivong 202300040

Phatsita Thanakiatjirakij 202300038
Supisara Sukma 202360093
Sonam Choki 202370470
Katherine Trinidad 202460765
Elkin Bautista 202300064
Nuttamon Nukornnawarat 202271364
Lapasrada Wantawong 202360161
Phollawat Siwapornsombat 202360228
Siu Chi Li 202262259
Bruna Rodrigues 202460617
Nathali Sanchez 202374751
Jessika Lopez 202460372
Paola Carolina Almanza Cerra 202460808
1.what are different types of risks that may be associated with
pursuing a complex issue in the workplace

1. Financial Risk: Investing resources, such as time, money, and manpower, into tackling a complex issue without
guaranteed returns can pose financial risks to the organization.

2. Reputation Risk: If the approach to addressing the complex issue fails or causes unintended consequences, it may
damage the organization's reputation among stakeholders, including customers, investors, and the public.

3. Operational Risk: Implementing changes to address a complex issue may disrupt existing workflows and processes,
leading to operational inefficiencies or even temporary shutdowns.

4.Technological Risk: Utilizing new technologies or systems to tackle complex issues can introduce technical challenges,
such as system failures, data breaches, or cyberattacks.

5. Human Resources Risk: Complex issues often require the cooperation and coordination of various teams or
departments. Issues such as conflicts, resistance to change, or talent shortages can hinder progress.

6.Supply Chain Risk: Dependencies on external suppliers or partners to address the complex issue may expose the
organization to risks related to supply chain disruptions, quality issues, or geopolitical factors.

7. Market Risk: Changes in market conditions, such as shifts in consumer preferences, economic downturns, or
competitive pressures, can affect the success of initiatives aimed at resolving complex issues.
1.what are different types of risks that may be associated with
pursuing a complex issue in the workplace

LOW MEDIUM HIGH EXTREME

1. Financial Risk: X

2. Reputation Risk: X

3. Operational Risk: X

4.Technological Risk: X

5. Human Resources Risk: X

6.Supply Chain Risk: X

7. Market Risk: X
 2. Five barriers to effective decision-making
1. Information Overload
Too much information can be as problematic as too little. When decision-makers
face an overwhelming amount of data, it can lead to analysis paralysis, where
making a decision becomes increasingly difficult as one struggles to sift through
all available information to find what is relevant.
2. Lack of Relevant Information
On the flip side, insufficient information can also impede decision-making. When
decision-makers lack critical information about options or potential outcomes, they
may make poor choices due to an incomplete understanding of the situation.
3. Emotional Attachments and Biases
Emotions and personal biases can significantly impact decision-making. Decision-
makers might have personal stakes in certain outcomes or might be influenced by
their preferences, prejudices, or emotional responses, leading to decisions that are
not objective or in the best interest of the organization.
2. Five barriers to effective decision-making
4. Time Pressure
Under tight deadlines, decision-makers may feel pressured to make quick
decisions without thoroughly considering all aspects or alternatives. This
rush can lead to suboptimal choices because there isn't enough time to
analyze information properly, seek additional inputs, or evaluate the
consequences fully. Time pressure can compromise the quality of decisions
and lead to mistakes that could have been avoided with more deliberate
thinking.
5. Lack of Clear Objectives
Without clear goals or objectives, decision-making can become aimless and
ineffective. Decision-makers need to understand what they are trying to
achieve to make decisions that align with the strategic goals of the
organization. Unclear objectives can lead to confusion and decisions that do
not contribute to the overall objectives.
 3. What is a brief and feedback register? Describe and
explain its use
A brief and feedback register is like a communication tool that makes messages short and clear while giving the other
person a chance to respond. Briefness means keeping things simple and to the point without adding extra details.
Feedback is when the other person shares their thoughts or reactions with you, like asking questions or giving suggestions.
Use and Benefit:
● Clarity: Keeping messages short helps emphasize the main points, which lowers the risk of confusion or misunderstanding.
● Efficiency: Short messages save time for both the sender and receiver, enabling faster communication exchanges, particularly
in time-constrained situations.
● Effectiveness: Getting feedback helps assess how well the communication worked. Constructive feedback from the recipient
lets the sender tweak their message for better understanding or impact.
● Relationship Building:Using a brief and feedback-centered communication style fosters stronger relationships
between people or groups. It demonstrates a mutual appreciation for open dialogue and a willingness to have a two-
way conversation rather than just one person talking.
4. What are the requires for the development and presentation of a
brief and feedback register? Please provide a detailed summary.

1. Define objectives by clearly defining the objectives of the brief and feedback
register.

2. Identify stakeholders by determine who will be involved in the development and

use of the brief and feedback register.

3. Select format and tools by choosing the format and tools that will be used to create
and present the brief and feedback register.

4. Define key information by determining what information will be included in the brief
and feedback register.

5. Establish communication channels by deciding how feedback will be collected

and communicated.
6. Set guidelines and procedures by developing guidelines and procedures for
using the brief and feedback register. This may include instructions for updating the
register, providing feedback, resolving issues, and escalating concerns.

7. Training and support by providing training and support to those who will be
using the brief and feedback register.

8. Regular review and updates by scheduling regular reviews of the brief and
feedback register to ensure that it remains accurate and up-to-date.

9. Presentation: when presenting the brief and feedback register, focus on

clarity, brevity, and relevance.

10. Seek feedback: by actively seeking feedback on the brief and feedback
register itself.
 5. Bodies required to seek approval and implement
solutions

Internal Bodies:

Management Team: This includes executives and senior managers who hold decision-making authority within the organisation.
They are responsible for setting strategic goals and allocating resources, so their approval is essential for implementing any
significant solutions.

Board of Directors: For larger organisations, the board of directors provides oversight and governance. They often need to
approve major decisions, especially those that have significant financial or strategic implications.

External Bodies:

Regulatory agencies like Fair Work Commission (FWC): FWC is responsible for administering Australia's workplace relations
system, including setting minimum wages, employment conditions, and resolving disputes between employers and employees. It
oversees collective bargaining, unfair dismissal claims, and industrial action to promote fair and productive workplaces.

Australian Competition and Consumer Commission (ACCC): The ACCC promotes competition and fair trading in Australia to
benefit consumers, businesses, and the economy. It enforces competition and consumer protection laws, investigates anti-
competitive behavior, and educates businesses and consumers about their rights and obligations.