How should you handle this problem?
Generally, human progress can either be grouped as automatic or inevitable. Each step focused on achieving justice must consider different factors like suffering, sacrifice, dedication, and most important struggle of all individuals involved in a team. As a nurse manager, one of my most important responsibilities is listening to any concerns presented by employees and developing strategies and measures to address these concerns. Based on the issue presented by Betty Smith, which relates mainly to discrimination in the workplace, I will need to focus and depend on the use of the Employment Non-discrimination Act, commonly known as EDA (Castaño et al., 2019). This issue will ensure effectiveness in solving the issue as it relates mainly to the fundamental American right. All employees within an organization must be treated equally in their respective working environments. It will also be important to use the Civil Rights Act of 1964 in solving this problem. However, to ensure effectiveness and positive outcomes in dealing with and solving the issue, it will be important to understand the nature of Betty Smith’s issues and focus on different possibilities and strategies to ensure her rights, and those of other employees will not be infringed again. Besides, this will also help the organization avoid possible future lawsuits and, most importantly, increase the performance and productivity of involved employees (Germano, 2019.
Is the personnel evaluation an appropriate time to address the petition?
I believe my evaluation offers the best chance and best time for addressing the petition presented. One of the main reasons can be related to the fact that organizations are always provided with opportunities related to employees’ commitments and dedication. Betty Smith is mainly the organization’s unit clerk. For the past four years, her role and responsibilities toward the organization have been important (Sobelsohn, 2018). Her complaints related to opportunities the organization provides to employees based on gender offer a good opportunity for the organization to understand the issue and, most importantly, address it in the best way possible. Logically, it will be important to use the coffee break to address the petition, with the primary objective of helping her understand how best one can gain opportunities within the organization and, most importantly, matters related to training and promotion opportunities in general (Bucăţa & Rizescu, 2017). As a result, this makes my evaluation the best time to ensure effectiveness and positive outcomes in addressing the current issue and, most importantly, in ensuring satisfaction for Betty Smith and other employees.
Outline your plan and explain your rationale
To achieve positive and desired outcomes in dealing with and solving the discrimination case problem presented by Betty Smith, I will focus mainly on five important steps to address the problem before it becomes much worse.
The plan’s first step will involve ensuring the organization develops a reliable, compliant mechanism and strategies that will consider and respond to employees that may also be feeling the same way as Betty Smith.
I will also focus on developing corporate awareness that will limit and prevent possible discrimination-related cases or behaviors relating to the issue presented by Betty seriously is also important as it will show concerns to other employees in consideration of the organization’s desire and goal to address any issue that may arise.
Providing employees with a chance for personal complaints will also promote general efforts and impacts of addressing the issue.
Provide communication to Betty and other employees considering specific actions the organization will take to ensure effectiveness and positive outcome in solving the issue.
Generally, in this case, the rationale is mainly focused and related to the understanding of human progress, which cannot be categorized as either automatic or inventible. Specific measures must be considered to ensure effectiveness and positive outcome in dealing with different issues like the one Betty Smith is currently facing.
References
Bucăţa, G., & Rizescu, A. M. (2017). The role of communication in enhancing work effectiveness of an organization. Land Forces Academy Review, 22(1), 49-57.
Castaño, A. M., Fontanil, Y., & García-Izquierdo, A. L. (2019). “Why can’t I become a manager?”—A systematic review of gender stereotypes and organizational discrimination. International journal of environmental research and public health, 16(10), 1813.
Germano, N. A. G. D. C. (2019). Afro-descendants’ experiences in Portuguese workplaces: perspectives on subtle discrimination and HRM practices in managing diversity (Doctoral dissertation).
Sobelsohn, D. C. (2018). Ending employment discrimination. In Everyday Activism (pp. 105-122). Routledge.
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