hotseat
Nayara Moraes
Case #2
January 24, 2015
MGMT 4680 004
Diversity: Mediating Morality
After finding out Daniel’s sexual preferences, Bob expressed both discomfort and disapproval, and refused to continue to work with Daniel as a result of this revelation. In the video, the three of them, Syl, Daniel, and Bob met again to discuss how they can meet the project’s objectives without taking the problem farther.
Daniel believes that Syl is not encouraging the organization proactively prevent discrimination. Discrimination is define in the book as “occurring when employment decisions about an individual are due to reasons not associated with performance or are not related to the job” (pp.99). Then that is clearly happing with Bob’s feelings towards Daniel. However, accordantly to law Daniel is not being discriminated against. Syl is trying to fix the situation, in order to finish the project in time, however she should be taking an affirmative action, to correct the situation. Affirmative action is also define in the book as, “an artificial intervention aimed at giving management a change to correct an imbalance, an injustice, a mistake, or outright discrimination that occurred in the past” (pp.99).
As a manager in this situation, I would do completely different from Syl. I do not think she was encourage flexibility in workplace at all. She seemed very willing to let Bob change the staffing of the project simply because he was uncomfortable around a gay man, and that only enforces discrimination and postpone the real problem. I would try to challenge Bob on this belief, by making him realize they have been working together fine in the past and a negative interaction should not take place only because of Daniel’s homosexuality. Furthermore, I would empower Daniel to challenge discriminatory behavior. Syl power cut him and enforced that her solution was the appropriate one, when Daniel tried challenge discriminatory behavior. If Syl allows and forgives this action, it
Case #2
January 24, 2015
MGMT 4680 004
Diversity: Mediating Morality
After finding out Daniel’s sexual preferences, Bob expressed both discomfort and disapproval, and refused to continue to work with Daniel as a result of this revelation. In the video, the three of them, Syl, Daniel, and Bob met again to discuss how they can meet the project’s objectives without taking the problem farther.
Daniel believes that Syl is not encouraging the organization proactively prevent discrimination. Discrimination is define in the book as “occurring when employment decisions about an individual are due to reasons not associated with performance or are not related to the job” (pp.99). Then that is clearly happing with Bob’s feelings towards Daniel. However, accordantly to law Daniel is not being discriminated against. Syl is trying to fix the situation, in order to finish the project in time, however she should be taking an affirmative action, to correct the situation. Affirmative action is also define in the book as, “an artificial intervention aimed at giving management a change to correct an imbalance, an injustice, a mistake, or outright discrimination that occurred in the past” (pp.99).
As a manager in this situation, I would do completely different from Syl. I do not think she was encourage flexibility in workplace at all. She seemed very willing to let Bob change the staffing of the project simply because he was uncomfortable around a gay man, and that only enforces discrimination and postpone the real problem. I would try to challenge Bob on this belief, by making him realize they have been working together fine in the past and a negative interaction should not take place only because of Daniel’s homosexuality. Furthermore, I would empower Daniel to challenge discriminatory behavior. Syl power cut him and enforced that her solution was the appropriate one, when Daniel tried challenge discriminatory behavior. If Syl allows and forgives this action, it