Question

Imagine that you are working in the HR department of your company. You come across the following scenarios in which your input has been sought.

1. Fatima is the mother of a newborn. She is very dedicated to her work but she used to stay for longer hours at work before she had her baby. Now she tries to schedule her work so that she leaves around 5:00 p.m. Her immediate manager feels that Fatima is no longer dedicated or committed to her work and is considering passing her over for a promotion.

2. Abdullah is a married male, while Nasser is single. Your company has an assignment in a branch in Mexico that would last a couple of years. Management feels that Nasser would be better for this assignment because he is single and is free to move.

3. Ahmed, a sales employee has painful migraines intermittently during the work day. He would like to take short naps during the day as a preventative measure and he also needs a place where he can nap when a migraine occurs. His immediate manager feels that this is unfair to the rest of the employees.

Assignment Instructions

• Review each of the scenarios listed above

• Write two paragraphs for each of the three scenarios. In the first paragraph describe the factors that should be considered in evaluating this situation. In the second paragraph include the specific recommendation that you make to the manager who is asking your advice.

• Finally, write a summary of your experience and complete this assignment

Answer 1

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Fatima is the mother of a newborn. She is very dedicated to her work but she used to stay for longer hours at work before she had her baby. Now she tries to schedule her work so that she leaves around 5:00 p.m. Her immediate manager feels that Fatima is no longer dedicated or committed to her work and is considering passing her over for a promotion.

I assume that she wants her immediate boss to play more positions than her work actually requires. In this case, I would measure my workers' past and present results, so I would consider a schedule for work, stay late so work success instead of focusing on recent improvements to their baby over time. If you analyze workers' background and experience and how a baby has changed it, you would only would like to reward the employee, but you would also like to ensure they are preserved and treated as an investment.

When your child has grown up and can spend more time working again, she is possibly willing. If you're a kid to care for I have a two-year-old, you can't always stay late because you can't possibly afford extra childcare if you do. Impression management is a conscious or unconscious process in which people seek to influence other people's perceptions of an person , object or event. I assume that Amy's subconscious boss uses perception control when looking at this concept. The attitude towards her about promotion only changed when she had a baby and couldn't spend more than enough time on her work.

Looking at all of the above, I conclude that Fatima will be the right course of action. Her immediate boss was prejudicial to the idea that she was raised once and not in her work ethic. Since she has always been dedicated to it, I 'd like to recommend that she look at her job and make sure she's there until the end of her shift. I think sexism might be acknowledged if Fatima were to be moved on to her promotion, because she is not late after pregnancy but is still doing the rest of her work well.

Abdullah is a married male, while Nasser is single. Your company has an assignment in a branch in Mexico that would last a couple of years. Management feels that Nasser would be better for this assignment because he is single and is free to move.

I think that the first thing to be considered for the assignment in Mexico is the ability for workers to move over time so that they can have opportunities to return home. After I have identified how employees can be rotated to the job, such as how managers can turn employees over time, I will figure out who was best suited to work there for a long time and benefit the company.First, we have to see if Abdullah has babies, or whether this affects the environment. I don't see why Abdullah couldn't go when his other children are supported and ready to move about as well if there are no children in the picture.

Once these considerations have been considered I will re-examine the credentials of these two candidates. I 'd like to see the responsibility of the person who'd work in Mexico as the face of a company in a different country I 'd like to make sure I chose a staff member who is very happy. The only thing excluding Abdullah (if he did not qualify) is that we did or did not have children. I 'd select the applicant most qualified and able to go and discuss the idea of renting an apartment and making the two workers do a rotation of work again.

Ahmed, a sales employee has painful migraines intermittently during the work day. He would like to take short naps during the day as a preventative measure and he also needs a place where he can nap when a migraine occurs. His immediate manager feels that this is unfair to the rest of the employees.

In this case , I believe that the right to sleep during working day for a disease controlled if only one employee was allowed to go and see a doctor would not be fair for others. Of this reason I would ask the employee if they had a statement on the condition detailing it, if they went to see a doctor to date. I might inquire whether the doctor had prescribed the naps or whether the drug was available whether they went with the doctor with this illness and had the doctor treat them.. I would see if there were any other facilities available to support Ahmed and the others if I could find out the answer to these questions. I would like to make plans for the employee, if he can have a physician's note explaining that it is a disease and naps will help, to take naps in the period specified.

I would ignore the matter if there is no explanation or suggestion from the doctor out of concern that other staff will see the matter as favoritism. I consider having a dim and comfortable zone or break room for each employee if he or she has to rest or feel stressed if the problems continue and I have seen the impact of the work performed by the employees. I would allow breaks to this area if the employees needed.

I have had dilemmas and prejudices I did not foresee, when answering such questions, for instance when it came to Aimee 's scenario, before I finished reading the plot I thought I wanted to agree with her. But I got a little angry at her boss at first because I had personal experiences with my wife and with a boy. I felt it warranted the promotion of her Thinking about these things has made it clear to me that a simple answer isn't always that easy, what can help an employee harm or annoy others.

I believe that every question that has been raised about us can be addressed and resolved, but I believe that it will still be learned. I like to think about the problem and fix the problem I don't really care about the side effects of this problem. Worrying of Ahmed for instance, I know that migraines is terrible and I want one employee to quickly fix the issue by having a 30-minute power nap, but worrying about its wobble-like effects will have a detrimental impact on their colleagues. I need to know more in the future about seeking strategies that work and have the most in mind for the most employees.

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