Case study one human resource
management
1)
Mr. Demur
was a well educated and experienced sales representative for the Michigan
section of the Trenton Company (Combs, 2014). Due to his skill and performance
at the Michigan branch of the Trenton company leadership suggested that he
apply for a position in a newly open section of the company in the Midwest as a
operations manager; with the hopes that this would be a catalyst to advance Mr.
Demur career (Combs, 2014). Mr. Demur was interviewed and accepted the position
from Clive Jenkins the facility director of the Kansans city division (Combs,
2014).
The day after Mr. Demur was hired he was
invited to a church service by his new supervisor, Mr. Jenkins (Combs, 2014). During
the outing it was discovered by Mr. Demur that several of the employees
attended this church (Combs, 2014). Mr. Demur was also promised by several
staff members, to be assisted with the transition to his new work assignment
and location.
According to the United States laws, listed on the U.S equal
employment opportunity commission, it is not illegal for a superiors invite
subordinates to religious services, as long as the subordinates employment is
by no means implied or evaluated by attendance or observance of religious
practices that the superior engages in ( U.S equal opportunity commission,2014).
Harassment occurs when the behavior of anyone is deemed by an employee as
undesirable or offensive (Gomez- Mejia, Balkin, & Cardy, 2012). Mr. Demur
accepted the invention to church and by his own statements admitted to
accepting the job offer partially because, Mr. Jenkins and the other church
members stated they would help him with is transition into the new assignment
(Gomez- Mejia, Balkin, & Cardy, 2012).
Mr. Demur upon arriving to his new
location began participating in the church of international spirituality
(Combs, 2014). Many of Mr. Demur co-workers had questions about his religion
when the noticed him reading pamphlets about it in the break room (Combs,
2014). Many of his co-workers according to Demur called it sorcery and witchcraft
(Combs, 2014). Mr. Demur did his best to clarify his religious beliefs (Combs,
2014). Mr. Demur then asks his
supervisor, Mr. Jenkins for time off from work during a busy time to complete
his religious training (Combs, 2014). Mr. Jenkins complied with his request
but, made the comment “he would have to look into this so called religion” and
that the religious pamphlets he was living around the office were disturbing
other employees (Combs, 2014). Mr. Jenkins did grant his request for time off
(Combs, 2014).
Upon return to the company after his
religious sabbatical Demur, went to speak with the human resource department
because, his new religion requires he change his name (Combs, 2014). He made
the comment to Ms. Ford the head of human resources, about the comments of his
co-workers and supervisor, she told him to “ignore them” and his name change
would not be a problem and would occur (Combs, 2014).
Upon return to his office Demur found it
decorated with offensive items and pictures (Combs, 2014). When he brought this
to the attention of the leadership he stated, his boss, Jenkins he laughed,
dismissed it, but said he would handle problem.
The harassment continues over the next
several months and it was tolerated by Demur, because he did not want to be
labeled a trouble maker (Combs, 2014). Finally when several books that where
highly offensive to Demur were left on his desk he made the head of Human
resources, Ford aware of the situation and she stated she had no idea this situation
was occurring (Combs, 2014).
The
head of human resources then met with all the leadership and communicated to
all the staff, of the conduct that was expected by the employees of Trenton Company
and the consequences for breaking company policy (Combs, 2014). Ford then
followed up with Demur several times after the occurrence and he had no further
complaints (Combs, 2014). Then Demur applied for a promotion under Mr. Jenkins
and he gave the promotion to a member of his church (Combs, 2014). Demur felt
this was discrimination and filed a complaint with the Equal employment
opportunity commission for discrimination, which was headed by Dixon (Combs,
2014).
Once
the employee files a suit the company must establish a prudent reason as to why
a decision was made and this burden of proof is placed on the employer (Combs,
2014). If the employer fails to provide burden of proof punitive or
compensatory damages can be given to the defendant to make amends for physical
and mental wounds (Gomez- Mejia, Balkin, & Cardy, 2012). It is best for all
parties involved to strive to solve diversity issues escalate to the point of
involving EEOC.
Abuse in the work environment occurs
whenever a person is physically or mentally discriminated against because of
age, sex, ethnic origin or religion
(Tehrani, 2012). Work
place violence has many negative consequences for a company to include:
financial compensation, decrease employee productivity, increases use of sick
days, poor customer service and poor staff retention (Tehrani, 2012). Bullying
at work occurs when repeated negative behaviors are directed at another worker
(Tehrani, 2012). These behaviors can occur purposely or subconsciously and
still be defined as aggressive behavior (Tehrani, 2012). Some examples of
inappropriate conduct in the work environment include humiliation, criticism,
ridiculing and demeaning comments (Tehrani, 2012).
As
the director of human resources, Ms. For has a responsibility to assist in
establishing and communicating, the culture of the company as well as clearly
articulate to all employees the rules, culture, expectations, policies, conduct
and procedures (Tehrani, 2012). It is important that all guidelines establish
by a company are current and follow the law (Gomez- Mejia, Balkin, & Cardy,
2012).
An essential component of human
resource management is to proactively educate everyone in the company of
acceptable behavior in order to prevent compliance problems in the future (Tehrani,
2012). Ms. Ford must communicate effectively that intimidation,
threats, social exclusion,
physical or emotional violence will not be accepted by the Trenton Company and the consequence will be
immediate termination (Tehrani, 2012). Established standards of performance and
behaviors are set and agreed upon by team members and managers prior to a
incident occurring and are communicate verbally, in actions and writing (Burgher,
Snyder, & Schroeder, 2013). Healthy work environments are created not born.
One area that may have changed the entire
outcome of this unfortunate occurrence is if Ms. Ford would have documented,
and questions Demure about his initial problem and actively listened (Burgher,
Snyder, & Schroeder, 2013). A fundamental quality of strong management is
the ability to actively listen and assist the person in looking for a solution
to their own problem (Burgher, Snyder, & Schroeder, 2013). Support and
consistent follow up and follow through, many have prevented this situation
from escalating (Burgher, Snyder, & Schroeder, 2013). To solve problems
managers must target behavior not people, reward improvements and thoroughly
document, problems, actions and outcomes (Burgher, Snyder, & Schroeder,
2013). Proactively addressing potential conflict can help avoid issue with
employees in the future.
Research has demonstrated that when
leaders support and take an active role in diversity training companies see
significant financial gains (Sabharwal, 2014). Studies indicate having,
different cultures, ages, sexes and beliefs improve a business creativity and
problem solving skill, and in essence diversity is strength. The most successful companies promote
diversity by have mentoring, succession planning, family friendly policies,
creative scheduling and hold all members of the organization accountable
(Sabharwal, 2014). The simple act of communicating diversity is ineffective,
organizational leadership must implement programs that promote diversity and
demonstrate the values that are communicated by leadership (Sabharwal, 2014).
It
is a basic human need to want to be included (Sabharwal, 2014). Research has
proven that the more individuals are around each other the greater trust and
understanding they have for each other (Sabharwal, 2014).By including all
members, especially new employee of a organization into work groups, company
celebrations, access to company information and inclusion into decision making
processes, makes them feel valued and recognized (Sabharwal, 2014). When
individual are satisfied and feel they belong at work research demonstrates
their productivity significantly improves (Sabharwal, 2014). Studies indicate
having individual available to mentor and guide new employees aid in staff
retention, because they have assistance assimilating into a new company
environment and culture (Sabharwal, 2014). Staff turnover, retention,
orientation and training are some of the biggest expenses companies have
(Sabharwal, 2014).
2)
Although Mr.
Demure believed that Mr. Jenkins, indifference to the situation and the other
employees’ harassment was a result of Jenkins not agreeing with Demure
religious choices, this was not proven from the information received in the
case study. Also the case study did not make us aware of the qualifications of
the other candidate selected. The case study does make Mr. Jenkins behavior
appear deplorable but, without adequate facts that may be a misguided
assumption. The Bible warns that Christians should be very careful about making
judgments of others “Do not hastily bring into court, for what will you do in
the end, when your neighbor puts you to shame” (Proverbs, 25:8). Making false
assumptions can have devastating consequences for all parties involved in a
conflict.
Mr. Jenkins did make several errors in
management when handling this situation that could have prevented the situation
from escalating. The first error is not taking the destruction of Mr. Demure
office seriously. This incident should have been reported to human resources
immediately. By seeking the counsel of others that are trained in dealing with
conflict situation could have been managed is a wiser manner “Pride only leads
to arguments but those who take advice are wise” (Proverbs 13:10).
All employees should have been informed
this behavior would not be tolerated and future incidents would result in
disciplinary action. Mr. Jenkins should have followed up with Mr. Demure
several times to assure there were no further problems and documented the
resulting outcome. The second area that Mr. Jenkins failed is that it is illegal
to deny vacation time because he does not agree with someone religious beliefs
(Gomez- Mejia, Balkin, & Cardy, 2012).
As a Christian many things can be learned
from the illustrated scenario. That the behaviors of other can seem malicious
when in fact is directly a result of their lack of maturity and a need for
character development (Tehrani, 2012). Mr. Jenkins passion for God may have
been misguided by trying to force others to accept his beliefs. He may have
felt that he was guiding others to his beliefs, when in fact his actions were
driving other away from God. This is why the Bible tells us “And whenever you
stand praying, forgive, if you have anything against anyone, so that your
father also who is in heaven may forgive you your trespasses (Mark, 11: 25).
This is why we all need to accept Jesus as our savior and into our heart
because no matter how hard we try, as people we may sin even trying to glorify
God.
“God wants us to be eager to serve, not
lording it over those in trusted to you but being examples to the flock” (1
Peter 5:1:4). The one true way to change the world and any culture is through
love (Chapman, 2006). Love base leadership can never be wrong (Chapman, 2006).This
is why God has command us to “Love one another” (John 13:34). As Christians we must continually pray that
God will lead us to help share the gospel. When Jenkins allowed others to
humiliate Demure by vandalizing his office he was a bystander to bulling and
did nothing, this is legally wrong and of greater ethical misconduct due to the
fact he is in a leadership role (Gomez- Mejia, Balkin, & Cardy, 2012). As
Christians we are commanded by God to obey the laws of man “subjection to the
superior or authorities even as we are to God” (Romans 13:12). Servant
leadership requires the leader to place other need in front of their others (Chapman,
2006). The best way to lead others to Christ is by the life you lead, worship
cannot stop at the doors of the chapel (Chapman, 2006).
3)
A
resolution to the conflict in the case study may begin with, Judith Dixon the corporate vice president of
EEO & diversity will require that Demure fill out a written complaint
against his company and superior (Gomez- Mejia, Balkin, & Cardy, 2012).
Then an investigation of all the employees involved in the incident will be
conducted to see if any misconduct has occurred (Gomez- Mejia, Balkin, &
Cardy, 2012). If misconduct is found the EEOC attempts to mediate between the
complaint, the employer, and the EEOC, to meet a resolution that is acceptable
to all parties involved (Gomez- Mejia, Balkin, & Cardy, 2012). If an
agreement cannot be reached then the EEOC may seek litigation (Gomez- Mejia,
Balkin, & Cardy, 2012). After misconduct has been identified the EEOC will
monitor company hiring practices, require annual reports, will examine patterns
in the company for discrimination and will engage in employee education through
EEOC education posters in highly visible areas within the facility (Gomez-
Mejia, Balkin, & Cardy, 2012).
One effective method for solving the
conflict between Mr. Demur and Mr. Jenkins is for Mrs. Dixon to help each
member of the conflicting parties help each other to understand each person
world view. Psychologists define religiosity as a set of attitudes, and accompanying
behaviors (Hoffman, 2013). Studies indicate that most religions have a core set
of values that are the same to include, charity, forgiveness, honesty, and
tolerance (Hoffman, 2013). Dixon may help them to create a better working relationship
by making them aware of the social traits in which they are similar. Due to
unfamiliarity with each other’s worldview, mistrust may occur because of lack
of understanding. It is common misconceptions by many that individual that,
have deep religious beliefs are egocentric, prejudice and conservative
(Hoffman, 2013). Research of different
religions reveals that the teaching in most religions is the opposite of this
misguided belief (Hoffman, 2013).
After an EEOC complaint
has occurred it is important for the company to take a proactive approach to
prevent further conflicts in the future and prevent the company from reputation
damage and expensive litigation (Gomez- Mejia, Balkin, & Cardy, 2012). Suggestions
that may be offered by the EEO from a corporate perspective are to provide
diversity education to all employees (Gomez- Mejia, Balkin, & Cardy,
2012). Another important aspect is t
training leadership about conflict resolution and the promotion of diversity
within the company (Gomez- Mejia, Balkin, & Cardy, 2012). Furthermore it is
important for the company to establish a complaint resolution process that has an
anonymous twenty-four hour helping hotline (Gomez- Mejia, Balkin, & Cardy,
2012). Another suggestion is to have a trained volunteer grievance counsel that
can hear the complaints of fellow employees and come up with agreeable
resolution within the company (Gomez- Mejia, Balkin, & Cardy, 2012).
Furthermore it is important when leadership fills out annual review they are
honest with problems, allowing subordinates the ability to make changes in
behavior through coaching rather than being blindsided later and feeling they
were terminate unjustly (Gomez- Mejia, Balkin, & Cardy, 2012). Finally it
is important that individuals that interview new personal, have an
understanding of questions that can be legally ask during a job interview
(Gomez- Mejia, Balkin, & Cardy, 2012).
Overall research has demonstrated in order for a company to have a
culture of tolerance and diversity strong leadership and zero tolerance for
misconduct can be accepted (Starndmark & Rahm, 2014). That foundation of any company is the
core values in which it was built (Starndmark & Rahm, 2014). Leadership
must reflect these values to all subordinates (Starndmark & Rahm, 2014).
Careful selection, mentoring and training of leaders is important in the
building of a corporation and its success (Starndmark & Rahm, 2014). All
leaders must work continuously to insure that the core values of the company
are upheld in order to protect the business, the people under their supervision
and the community.
.
References
Burgher, K. E., Snyder, M. B., & Schroeder, K. (2013). Creating a
healthy workplace. College and University, 88(3), 35-42. Retrieved from
http://search.proquest.com/docview/1398484464?accountid=12085
Combs, Gwendolyn. Religious
discrimination or racial harassment (PDF document). Retrieved
from lecture notes online website
http://learn.liberty.edu/bbcswebdav/
Hoffmann, R. (2013). The experimental economics of religion. Journal
of Economic Surveys, 27(5), 813-845. Retrieved from
http://search.proquest.com/docview/1496905783?accountid=12085
Sabharwal, M. (2014, June). Is diversity management
sufficient? Organizational inclusion to
further
performance. Public Personnel Management, 43(2), 197+.
Starndmark,
M., & Rahm, G. (2014). Development implementation and evaluation of a
process to prevent and combat work place bullying. Journal of public health, 42(15),
66-73.
Tehrani, N. (Ed.). (2012). Workplace Bullying: Symptoms
and Solutions. Florence, KY, USA: Routledge. Retrieved from
http://www.ebrary.com
Websites
Http://eeoc.gov/laws/types
