Complaints Solution by HR
Student’s Name
Institutional Affiliation
Course Number
Course Name
Due date
Complaints Solution by HR
Fights or quarrels in the working environment, especially learning institutions or companies, are very common. For example, some leaders could be harassing other workers or the older workers harassing the new ones. Leaders should have the procedure or plan to handle these situations in case they occur. To show how this can be solved, I will compose an arrangement for the discussion I would have for the job where a female representative came to me upset since she felt a male collaborator was making a hostile workplace by over and over asking her out on dates much after she said “no.”
On the off chance that I was the Human Resource manager of an organization, I would know to deal with this circumstance of complaint between workers. This is after a female partner or representative came to me upset since she felt a male associate was making a hostile workplace by over and again asking her out on dates after she said “no” . For example, I would assure the employee that the information she provided was utterly confidential to the Human Resource manager but would be subject to investigation. So from this, it would behoove her to be completely forthcoming and honest because of this a serious allegation. I would find out the time which all these activities had started and the duration this has been going on. Additionally, I would request to know if there were witnesses who could substantiate her claim.to handle this case, it would be vital for me to gather as much information as I can. I could do this by talking to both parties involved, as well as talk to other associates (Blake, 1983).
In my investigation, I would speak with the male associate in question and advise that an associate who felt that he was creating a hostile environment was accusing him of inappropriate behavior. This could ease the situation or make the working environment for the lady to be smooth. I would advise him of the organization’s harassment work free policy and ask him if he could recall any associate(s) who would say this about him. After this, I would wait to see if he would freely provide a name and ask him to explain any scenarios leading up to why this associate would feel this.
If the associate freely provides the name of someone else other than the accuser, I would gather more information and talk to that individual as well to see if this is a reoccurrence of inappropriate behavior. This could help the company since some people would fear to air the views. If he doesn’t name a person, I would bring up the claim and ask him to explain what occurred. If he confirms the application and there were no other incidents related to this matter, I would put place the associate on a final and advise that he is not to do this again and not retaliate in any way against the accuser. If he denies and some witnesses can substantiate the accuser’s claim as well as other people who came forth about similar incidents with this male associate’s attention, I would move to place the associate on a final. If management has spoken with this associate before about prior behavior incidents, I will move to terminate the employment of the male associate base on previous corrective actions against our policy (Namie, 2003).
References
Blake, D. R. (1983). U.S. Patent No. 4,397,867. Washington, DC: U.S. Patent and Trademark Office.
Namie, G. (2003). Workplace bullying: Escalated incivility. Ivey Business Journal, 68(2), 1-6.