Question

Read the following article from Unit II’s Required Reading (located in the Unit II Study Guide): Lytle, T. (2015). Confronting conflict. HR Magazine, 60(6), 26-31. Retrieved from https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx? direct=true&db=bth&AN=103708484&site=ehost-live&scope=site After reading the article, analyze the scenario provided below, and discuss in your case study paper. In your case study, be sure to address the following items: Begin the discussion by identifying which of the scenarios you chose. Include a brief statement that identifies your style of conflict management. Use the information provided in this unit to develop a process to resolve the conflict. Describe how you would handle the workplace investigation for the chosen scenario. As a result of a merger, the organization decided to decentralize its human resource management (HRM) functions and create area human resource (HR) generalists across the United States. One of their responsibilities is to handle all employee relations issues. You report directly to the senior vice president of HRM in the corporate headquarters in New York, and there is a dotted line reporting relationship to the vice president of field operations in your area, which is located in the Midwest. You just arrived at your new location for this position about six days ago. Armed with the information you have learned in Units I and II and aided by your own experience and ability to research, please read the scenarios below, and select one for this assignment. Please answer the questions, and follow the guidelines presented. Scenario #1: It is Sunday evening, and you receive a phone call from an employee, Ellen, who lives several states away. However, she lives and works in your area of responsibility. Ellen is emotional and states that she can no longer tolerate her young coworker being sexually abused by the manager in their three-person office. She gives you the coworker’s name and phone number, and she tells you that the young woman wants you to call her later that evening when her husband w ill be asleep. As requested, you call the coworker, Tammy, and she states that she is afraid of losing her job. Tammy is emotionally upset and says that she fears that if her husband knows about what the manager is doing, he w ill confront him at the office, and there may be violence. Tammy informs you that the manager has a violent temperament and is prone to explosive outbursts. Based on your knowledge of employment law, conflict management, and investigation procedures, what would be the best way to handle this situation? For example, what laws are involved? Where do you start? Who do you notify? When do you start? What do you tell the coworker (Ellen) and the employee (Tammy) who made the complaint? In this situation, you are the employee relations representative for the organization. What is your role in the investigative process? Describe the steps you will take to investigate this employee complaint.

Answer 1

This kind of harassment situation I have already gone through in one person life

The Tommy did not do anything wrong. She just needed to report to the nearby police station.

The organization there must be a system pertinent to all protests of sexual badgering, in this way it is fitting that each time a man feels that he has been the question of sexual provocation, he will be told with respect to what is the substance of that method that ought to be in the interior direction and make utilization of it. I would enlighten that chief that until the point that the moment that this circumstance is settled that he or she should contact the administrator being alluded to and educate him that he will be put on administrated leave until the point that further notice.

I will educate the chief that this protesting will be coordinated through the most ideal channels and that the association will finish a full examination concerning this issue and that conceivably the police will investigate this circumstance as a criminal show.

In the system of work control isn't appropriate if not to the specialists of the organization itself, accordingly if this happens in the dissected cases those influenced should depend on other legitimate control in the event that it truly bodes well, such as, if there is some sort of wrongdoing they can interest the prosecutor's office or the criminal courts, or on the off chance that it is a common offense that damages regular folks, it can speak to the common courts, yet as to the determination of the issues in labor matters, since the tenets are not specifically pertinent to them, the significant method would not be the one to complete all the examination, the procedure and every one of the directions that I said with respect to the examination of sexual badgering.

I would continue noting any request that I can from the chief before hanging up the phone. When I am finished speaking with the head of the chief rebuked for wrong doing I would then call the lawful division to exhort them about the circumstance. I would disclose to them that the chief is being determined to administrative leave for the present and that Tammy will record a police report.

From the work perspective what can be acquired by the casualty of a procedure like this is the individual who has been unionized and authorize as in charge of the provocation is terminated with no privilege to pay. Presently, from the common or criminal point of view, on the off chance that it is proper, any individual confronting a circumstance like this may in the long run require that he be remunerated in the harms or be punished if they were realities that they had criminal attributes. That is, from the work perspective, the reason for the end of the agreement is the most extreme endorse that can be acquired by a unionized as a sexual harasser, paying little heed to what the influenced gathering could do in different territories.

After some time I think it has advanced toward that path on the grounds that there are instruments that permit it, the law, the experts, the businesses, so I have the inclination and recognition that an ever increasing number of casualties have more prominent motivation to be explored.

This kind of harassment situation I have already gone through in one person life