PCL E-PORTFOLIO PART 2: DECISION MAKING

 

Introduction and Problem Identification: Management Mini case #1

Jane is a newly appointed Payroll Department head at R&S Electronics Service company. Eddie, the General Manager, informed Jane about the strict confidentiality rules regarding employee salaries. Jane was even told that the previous head was fired because of the same reason. Brad is the owner of this company and assured Jane to reach out to him regarding any questions or concerns.

Three months later, Jane starts to have doubts about the large difference between Greg's commissions and those of the other technicians. She hears Brad complimenting Greg on his performance and observes that Brad, Eddie, and Greg get lunch together constantly. Eddie gives Greg a separate stack of high-commission work tickets, telling Jane to keep it confidential and threatening to fire her if she tells anyone. This is when things start to get concerning.

The root of the problem is the possible special treatment that Greg—who is thought to be Brad's brother—may receive. A dilemma of ethics strikes Jane: should she report the unequal distribution of high-commission work, risking penalties and possibly losing her job, or keep quiet about it? Jane's ethical duty to maintain confidentiality and her concerns about possible partiality and unfair treatment within the organization are at conflict with one another.

 

Decision Criteria

1.      Fairness and Equity: Considering the obvious commission differences and any possible partiality shown toward Greg, evaluate the decision's effect on the equal and fair treatment of all service technicians.

2.      Employee Morale: Because workplace culture can be impacted by partiality or unfair practices, take into account how these actions will affect the morale of all employees in the payroll department as well as the larger business (keeping in mind the stakeholder interest).

3.      Probationary Status: Weigh the decision against Jane's future professional growth and job security, acknowledging her probationary status and the possible impact on her career.

4.      Legal Compliance: Consider the decision in regard to the legal obligations you have and any possible consequences that result in discrimination or unlawful termination.

Generate Alternatives

1.      Anonymous Reporting System: Establish an anonymous reporting structure in the workplace so that staff members, like Jane, can voice concerns or report possible problems without worrying about facing consequences. This could promote an environment of openness and justice by allowing staff members to express their opinions without risking their jobs.

2.      Employee Advocacy: Resolution: Develop an employee advocacy program in which a representative selected by the workforce serves as a middle management between the workers and management. While keeping information private, this representative could voice concerns on behalf of the staff, such as possible favoritism. This strategy improves channels of communication and empowers workers.

3.      Open Communication and Transparency: Jane can bring up her concerns about the uneven distribution of high-commission work with Eddie in an honest and open discussion. She may learn the rationale behind the choice and clear up any possible misunderstandings by voicing her worries and asking for clarification.

Evaluate Alternatives

1.      Transparency and Open Communication:

 • Confidentiality (Weight: High): Keeps secrecy by discussing issues directly with Eddie, in line with the significance of confidentiality principles.

• Ethical Behavior (Weight: High): Exhibits ethical behavior by communicating openly and honestly about any possible problems.

• Employee Morale (Weight: Moderate): Promotes an open culture and candidly addresses grievances to have a positive effect on morale.

• Fairness and Justice (Weight: Moderate): Encourages equity by making sure all workers have an opportunity to raise concerns and by requesting clarification in an open manner.

2.      Anonymous Reporting System:

 • Confidentiality (Weight: High): Preserves secrecy through an anonymous reporting system, in keeping with the significance of privacy.

• Equity and Fairness (Weight: Moderate): This area tackles equity by offering a private medium for reporting possible problems.

• Workplace Morale (Weight: Moderate): Raises morale by providing a safe channel for staff members to express grievances without worrying about facing consequences.

3.      Employee Advocacy:

·         Empowerment (Weight: High): By providing a voice and a direct line of communication with management, having a representative gives employee more power. This may help create a workforce that is more engaged and inclusive.

·         Communication Channels (Weight: Moderate): Direct communication between staff members and management may be hindered by the representative acting as an obstruction. To address this issue, the approach would need to be enhanced and feedback should be given on a regular basis.

·         Advocacy skills of the representative (Weight: Low): The influence and abilities of the selected representative may determine how successful the resolution is. If the representative lacks the authority to make a change, struggles may arise.

Best Alternative

Anonymous Reporting System

It is an excellent concept to put in place because it gives workers, like Jane, a private and secure way to express their worries and report problems without worrying about penalties. This system encourages transparency and fairness in the workplace by creating an atmosphere where employees can freely voice their opinions without fear of losing their jobs. It promotes open communication and makes it easier to spot and address possible issues early on. All of these things help to create a positive work environment where employees feel valued, heard, and that their concerns are taken seriously. I know from my personal experience that this is an effective strategy to voice workplace issues confidentially and securely because my workplace uses this method. Even at RRC there are suggestion boxes at different places throughout the campus which help staff and students express their thoughts freely and securely. This proactive approach benefits the organization's reputation and shows a commitment to transparency and accountability, while also improving employee well-being and job satisfaction and complying with ethical standards.