Download BHR 3351Unit VI Case StudyColumbia Southern UniversityBHR 33 and more Lecture notes Accounting in PDF only on Docsity! BHR 3351 Unit VI Case Study Columbia Southern University BHR 3351 Human Relations and Development Unit VI Case Study There are many actions that should be taken if I were in Rajah’s shoes. First, I would start by asking the regional manager to write his/her request in email form. I would ask that he/she clearly state her expectations in the email and ensure everyone within the region as well as their direct manager is included. Most of the time this should let the regional manager that you will not be pressured into doing something. If for some strange reason she does email her request, then Rajah should professionally and politely decline her request. Rajah should state that not only is the new policy unethical but also that it against his own moral code. Rajah should further remind the regional manager of the harm the policy could cause with our relationship with our customers if it ever was ever found out. If the regional manager comes back and refuses to write her request in an email but is still adamant for Rajah’s team to proceed then he must take it to the next step. The next step is to contact their direct supervisor. Rajah may feel he is overstepping the chain of command or defying a direct order, but his regional manager has left him no other recourse. If Rajah does not feel comfortable contacting their direct supervisor in fear of retaliation or backlash, then Rajah can research to see if the company has an OMSBUD. OMSBUD are individuals who are selected within the company to act as a safe place for concerns and issues to be raised secretly. These individuals are trusted to protect the employees as well as the company from unethical practices. If all these fails and there are no more options, then Rajah should start looking for a new employer. Leaders should ever force an employee to abandon one’s ethical beliefs, it is their responsibility to set the example as well as enforce the right ethical behavior. Rajah should blow the whistle on his regional manager because it is the right thing to do. Not only is the one cent policy unethical and against any policy written by the company, but it should be considered stealing. Customers will consider it stealing and this can lead loss of customers and a negative reputation. A company’s reputation can break a company in the blink of an eye. Once the reputation has been tarnished, it can take years for it to be fixed if at all. My opinion on the new policy is that it is unethical, and the regional manager should be reported to their direct supervisor. I would instruct my team to ignore the new policy and any back lash should be directed to me. I would also reach out to my counter parts at other stores and ensure they are not complying with the new policy as we have a greater chance to change the policy if no one is complying. I do believe there is a need for ethics training for all companies. There is not a business today that could not only benefit from ethics training. Every job I have had since I finished college the first time have an annual ethic training that was required yearly as well as part as the on boarding process. It is important for leadership to ensure employees are taking the training seriously. Most consider it boring and proceed to pencil whip it to just “get it over with because they never consider they may be placed in a situation where their ethic would be questioned. Training should be interactive and engaging to ensure all participating is taking it seriously. The training for employees should identify what ethical and unethical behavior looks like. The training should also identify what to do if unethical behavior is found and who to report it too. The OMSBUD man/ woman should be introduced and explained for those who do not know their function. Ethics training should be done annually for all lower-level employees and biannually for leaders and decision makers. The training for leaders or decision makers should be more robust training consisting of a more in-depth examples of real-life unethical situations, what it was, how it was handled and what were the repercussions. Role playing can
