Case of the Mysterous Roses

In our workaday lives we interact with people from all walks of life. As individuals some of us set our take in rules to live by, and as professionals we are accustomed a set of guidelines to find. Working in the Human Resources theatre there are many plazas that may occur and we are forced to draw in sticky decisions. This ethics game wile presented some examples that occur in the substantive world. on that point were two scenarios presented, The facial expression of the kabbalistic Roses, and The Case of the Cold Feet.These cases were two difficult to deal with, and allowed the managers use critical sentiment skills to address both situations. The first scenario The Case of the Mysterious Roses there were several ends that arose wizard is when a female employee began receiving roses from a unknown admirer. One problem is that she believed the roses are from a male coworker, which made her uncomfortable. The employee feels the remove to go to her supervisor for a dvice, and sends an email communicateing a underground meeting. In this scenario I am the supervisor, which reveals the different problem.The issue at hand is how I will respond to the request. As the part supervisor I should respond to the request without compromising the integrity of myself or the companion. As the supervisor and witnessing the activities that had taken place entangle confident that there may be a possibility of sexual harassment accusation. In response to the email I felt that she could not give her a firm yes or no answer. The physical exertion allowed me to look at the situation and order my thoughts into perspective and ask myself what is my responsibility as a supervisor.The ethical lens helped me to locate the primary stake holders, though both lens rights and responsibility, and results lens. These lens enabled me to make the decision. I was able to advise Gayle that, I am able to maintain confidentially on any personal matter just if the issue i s work related I may have to report it. I informed Gayle of the keep company policy on sexual harassment and advised her of her rights as an employees. I based my decision on my own professional experience, as my company has a zero tolerance for such behavior.I could not guarantee degree Celsius% confidentially to the employee if there was an employee violating company policy. If I am aware of the situation and do not report it I would be just as guilty. In the cooperate scenario The Case of the Cold Feet there was an issue in reference to an employee falsifying discipline on a report. The issue is brought to my aid and I must take a plan of action by exploitation a different set of lenses, human relationship and reputation lens. The exercise took me through triplex steps to identify how I would give care the situation.In the relationship lens I decided to perform an in place investigation in reference to the allegations. My survival of the fittest did not agree with th e program and I was advised to consider my colleagues reputation and allow him to clean up his act. That made me realize that I need to give others a incident to rectify their mistakes. In the reputation lens I made that decision which allowed me to hold others responsible for their actions. In my professional life I would have given the employee to redeem him or herself before I would involve a manager.In this scenario I believe I thought about it too farsighted and chose an answer based on what I thought someone else wanted. After act in both of these activities I believe that I can make cave in decisions when called up on. Using my critical mentation skills I can think out of doors the box and give others a chance while following company policy. inner harassment is a serious discourtesy and it is a good idea to cook employees to avoid situations such as this.The company that I work for as well(p) as other companies, do not take this matter lightly. In the situation re garding falsifying documents is also a dread with organizations. The company that I work for does not tolerate this type of activity. Our policy states that if an employee is falsifying documentation that is immediate ground for termination. There are many situations that occur at bottom an organization and with the help of a loyal management team and policy to follow the company can be successful.