Work Place Issues Strategy of Dealing With Them on Examples

In this essay, I will describe three situations that are likely to come up in my profession, based on what I have learnt about my field of specialization. Each of them presents a certain ethical dilemma or requires an attentive moral decision. I will describe each situation well enough to highlight the likely disagreements that are likely to occur. I will consider the various responses an individual might make in such a scenario, and then analyze the strengths and weaknesses of each response. Then, I will state my own opinion in contrast with these alternatives and offer an explanation why I have adopted it.

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Situation 1

One situation that is likely to come up in my profession is favoritism in the workplace. It is a practice whereby some employees are treated better than others due to aspects that have nothing to do with qualifications or job performance. There is no denying that the playing field among employees is not level in most lines of profession, and chances are that all workers have encountered favoritism at some point in their careers.

Unhealthy favoritism can affect the workplace in several ways. There are numerous negative consequences apart from the likely legal implications. If the management does not treat all workers equally, they are paving the way for a sense of separation and resentment capable of damaging team unity and demotivating the workforce. If all the attention is directed towards particular workers, unique skills sets possessed by others and growth opportunities can easily be overlooked. If bosses do not give other team members a chance to shine, they are not making it possible for the organization to grow; something that cost the business more money in the long term. Also, there is a likelihood that good employees may leave if they get the impression that their talents are not being appreciated.

What some people would do to deal with favoritism in the workplace is speaking up. This strategy is good especially when adopted by victims of favoritism as it lets the management become aware of the problem. Speaking up can work if done diplomatically whereby the affected worker thinks it through, and then does it in a calm, clear and concise manner. However, this strategy can have shortcomings in that it can cause disharmony between victims and favored employee. To accuse the boss, or mention that other employees in the workplace feel that a certain worker is being favored, is likely to backfire.

The strategy I would adopt is not to be angry with the seemingly favored worker. Usually, it is not the workers fault that they are getting special treatment. I would also continue working hard, being professional and give all indications that I care about the team and organizations.

Situation 2

Another situation that is likely to happen in the course of my profession is workplace bullying. This vice usually manifests itself in the form of verbal comments or actions capable of mentally hurting an individual or isolating him or her from the workplace. Usually, it involves a pattern of behavior or repeated incidences that are meant to offend, intimidate, humiliate or degrade a certain employee or group of workers. The behavior can also be perceived as a kind of power assertion through aggression.

While workplace bullying is a kind of aggression, the comments or acts can be both subtle and obvious. Examples include recurring hurtful attacks or remarks, or making fun of a certain employee or work. A notable tactic involves assigning seemingly impossible tasks that cannot be completed within the given time or using the resources available. Also, an employees schedule or working hours can be changed to make it difficult for him or her, or intentional withholding of information needed to get the work done.

The overall health and effectiveness of an organization can be affected by workplace bullying. The behavior can have numerous adverse effects such as absenteeism, high turnover rates, stress, and a higher likelihood of accidents and incidents. Workplace bullying can also result in decreased morale, motivation and productivity, poor customer service, less customer confidence and a negative corporate image.

Some people may take certain measures once they realize that they are victims of workplace bullying. A notable strategy involves confronting the perpetrator. For those that are brave and confident, they can approach the individual or group carrying out the bullying and inform them that their behavior is unacceptable and unwanted. However, this strategy is has a shortcoming in that it goes hand-in-hand with retaliation. Getting back at the bullies makes someone look like the perpetrator, while also confusing those evaluating the situation.

In my own opinion, the best way to deal with workplace bullying is by reporting it. Most organizations have processes for dealing with complaints and resolving disputes. Actions taken may include warnings, mediation processes, and taking disciplinary action against the bullies.

Situation 3

Insubordination is another situation that I am likely to encounter in my profession. This behavior occurs when an employee intentionally disregards or disobeys a legitimate directive from a superior. An employee using abuse language towards supervisors and other superiors can also be termed as insubordination. It can be divided into two categories: reluctance to carry out a certain directive from a superior, and disrespectful attitude and behavior towards superiors. The former may take the form of a verbal or non-verbal refusal, or unreasonable stalling when it comes to completing assigned work. Disrespectful behavior can include cursing, physical or verbal intimidation, arguing or yelling to a su

There are obvious reasons as to why insubordination should not be tolerated. In a workplace setting, workers need to know that it is the employer who is calling the shots. The behavior is clearly unacceptable within an employment relationship, meaning that the superiors should be ready to take appropriate action should it occur.

The most commonly applied strategy of dealing with insubordination involves employers putting into play their usual disciplinary procedures. However, this method does have its own shortcomings as it involves the use of verbal and written warnings as well as suspensions. All in all, extreme cases may require stiffer punishments such as dismissals. Employers are usually not eager to act in matters to do with discipline. On the flipside, ignoring insubordination or delaying disciplinary actions can make employees continue with unacceptable behavior.

The strategy I have in mind has something to do with adoption of a policy for handling insubordination. A policy is does not necessarily have to be in place in order to discipline or dismiss an insubordinate worker. However, it can come in handy if the superiors need to defend their decisions in a court of law. Having a policy in writing and then following it to the letter can help if an employee sues the organization for wrongful dismissal.

References Dastmalchian, A., Blyton, P., & Adamson, R. (2014). The Climate of Workplace Relations (Routledge Revivals). Routledge.

Shaw, W. S., Kristman, V. L., & Vezina, N. (2013). Workplace issues. In Handbook of work disability (pp. 163-182). Springer New York.