Q:1 Was the response of the HR representative
at the end of the case appropriate? If you are
the HR department, how are you going to deal with Mr. Brighton one of
the senior partners in this case?
Ans. According to my viewpoint, the decision of Mr. Green, who was HR
representative was not good at all. He is
required to be taken into consideration both parties but he had given special
importance to Mr. Brighton while he was taking a decision and convince Ms. Scarlett to give little stress on
that situation which she had faced due to
Mr. Brighton. If company appoints me as
HR department then firstly, I must have taken a complaint made by Ms. Scarlett and then seriously act upon the situation,
view the laws related to sexual harassment policy, taken the case promptly and
have taken quick strict decision at
the time of the first complaint made by Ms. Scarlett to avoid such
type of offense in future.
Q:2 What are the main sources of conflict in
Ans. There are various sources of conflict in
this case, such as male-dominated society
as well as voting on seniority basis where the decisions can be biased as in
this company partnership business model
was used where majority voting was by senior partners. Moreover, In male-dominated society, women suffer every time like women has to face sexual
harassment and they have to listen everyone before taking final decision as well as they faced bad treatment by others as Ms. Scarlett faced by
the people in her organization by her boss Mr. Brighton and HR representative
Q:3 What is the role conflict between the HR
representative Mr. Green and Mr. Brighton?
Ans. The role conflict between the HR
representative, Mr. Green and Mr. Brighton is the situation that directly influences
both the parties such as when HR representative Mr. Green asked Mr. Brighton
not to worry about the complaints which were
made by Ms. Scarlett. Moreover, the words used by Mr. Green to Ms. Scarlett was
not to take everything in an over-whelmed
manner. So, Mr. Green is the HR representative who directly influenced the
situation on both sides.
Q:4 What is Ms. Scarlett’s conflict response style? The HR
representative? Mr. Brighton?
Q:5 Consider the five styles of conflict management
(forcing, avoiding, accommodating, compromising,
and collaborating). Which one is the most effective in this situation and why?
Ans. The five
styles of conflict management are forcing, avoiding, accommodating, compromising and collaborating
1. Forcing- Forcing is the situation when one make resistance to other parties
actions. It is also known as competing.
2. Avoiding- This is a
situation when low importance is given not only other parties interest but also
to your own interest. In other words, avoidance means behavior either to deny
or resist to involve in a contract. For example when some person tries to
3. Accommodating- Accommodating
is a situation when there is co-operation among team members but every person
works hard to achieve their own goals, motives, and expectations. It is very helpful
to make a long-term relationship with team members because sometimes one person
has to sacrifice his own goals for the benefit of another person.
4. Compromising- Compromising
is the situation when one is trying to resolve the differences to reach the best solution.
5. Collaborating- When there
is a cooperation between parties to reach
a best possible solution.
Q:6 What possible long-term and the short-term solution could be used to solve this
Ans. There are a lot
of solutions which could be used to solve this solution which was not taken by
the head of the HR department(Ms. Green). If we
talk about the short-term solution, he should use the formal investigation,
should act seriously and promptly, should listen to Mr. Scarlett’s views and make
conversation with other colleagues. On the other hand, he should make strategies,
read laws related to sexual harassment and policies related to this policy as
well as should take a strict decision so that these types of problems could not
arise another time.