Over-reliance on The organisation is Organisation’s capacity to The business is highly dependent on a Contracts are in place to lock-in major suppliers a small number reliant on a supplier deliver services could be small number of suppliers. through long-term service contracts (Contracts of whose failure to supply affected. Register). One supplier of the business provides could impact on the Organisation’s capacity to 30% or more of the product In critical areas arrangements are in place for organisation’s capacity generate income could be requirements. more than one supplier who is capable of to provide services. affected. supplying similar items to the organisation (Suppliers Register). Cash flow be affected. Human Cross cultural Conflict between Loss of reputation and Organisational values not clearly Our model of working with clients and staff is conflict different cultural credibility. defined. underpinned by a commitment of empowerment. practices and beliefs. Loss of clients. Inadequate staff induction training. Staff mandatory training includes cross cultural awareness and cultural sensitivity (Suppliers Loss of Inadequate cultural sensitivity training Register). for Litigation / legal action. Staff Grievance procedure is specified (Documents Inadequate management oversight. Register) Conflict resolution procedure is specified (Documents Register) Mediation processes that provides both parties with opportunities to put forward their views and assist in analysing the problem and looking for solutions is specified (Documents Register). Industrial action According to the Fair Industrial action. Breach of Industrial Awards and Negotiating an Enterprise Agreement. Work Act industrial conditions. Litigation / legal action. A key objective of the Fair Work Act 2009 is action can take several Unfair work practices. achieving productivity and fairness in the Loss of forms. Employees may workplace through the implementation of Breach of the Enterprise Agreement. Lost time resulting from go on strike (i.e. refuse collective bargaining underpinned by simple good the management of to attend or perform faith bargaining obligations and clear rules litigation resulting in loss work) or impose work governing industrial action. of productivity. bans (i.e. refuse to perform all their normal duties). In response to employee
Over-reliance on a small number of The organisation is reliant on a supplier whose failure to supply could impact on the organisation’s capacity to provide services. Organisation’s capacity to deliver services could be affected. Organisation’s capacity to generate income could be affected. Cash flow be affected. The business is highly dependent on a small number of suppliers. One supplier of the business provides 30% or more of the product requirements. Contracts are in place to lock-in major suppliers through long-term service contracts (Contracts Register). In critical areas arrangements are in place for more than one supplier who is capable of supplying similar items to the organisation (Suppliers Register). Human Cross cultural conflict Conflict between different cultural practices and beliefs. Loss of reputation and credibility. Loss of clients. Loss of Litigation / legal action. Organisational values not clearly defined. Inadequate staff induction training. Inadequate cultural sensitivity training for Inadequate management oversight. Our model of working with clients and staff is underpinned by a commitment of empowerment. Staff mandatory training includes cross cultural awareness and cultural sensitivity (Suppliers Register). Staff Grievance procedure is specified (Documents Register) Conflict resolution procedure is specified (Documents Register) Mediation processes that provides both parties with opportunities to put forward their views and assist in analysing the problem and looking for solutions is specified (Documents Register). Industrial action According to the Fair Work Act industrial action can take several forms. Employees may go on strike (i.e. refuse to attend or perform work) or impose work bans (i.e. refuse to perform all their normal duties). In response to employee Industrial action. Litigation / legal action. Loss of Lost time resulting from the management of litigation resulting in loss of productivity. Breach of Industrial Awards and conditions. Unfair work practices. Breach of the Enterprise Agreement. Negotiating an Enterprise Agreement. A key objective of the Fair Work Act 2009 is achieving productivity and fairness in the workplace through the implementation of collective bargaining underpinned by simple good faith bargaining obligations and clear rules governing industrial action.
doc_256_LOGIQC_QMS_Risk_Module_Set-up_Guide_v2.docx