Bcom Case Study Assignment
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School
University of Texas, Dallas *
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Course
2302
Subject
Communications
Date
Apr 3, 2024
Type
Pages
11
Uploaded by CommodoreNeutron102
Jessica Technology
BCOM 4300.004
─
Afrah Rahman - Amr200014
Fariya Syed - fxs200012
Razeen Zaman - raz200000
Arsh Durrani- axd180073
Aneesh Pulipati - arp190003
1 - Jessica Technology
SUMMARY OF THE SITUATION
This case is focused on Jessica, who recently started working at TechnoloComm. She
was excited to start working there and accepted the job due to its offered perks. She also had a
family member who worked in the same company, so she thought it was the right choice. In her
first week, Jessica enjoyed her job and liked her work. However, one thing that seemed to
bother her was her colleagues; due to the team she worked on, she didn't interact with as many
people, so Jessica went out of her way to make friends with people on her supporting team.
However, unlike her friendly gestures, she was met with stereotypical comments and "jokes"
about her race. Though her colleagues thought it was funny, Jessica was very uncomfortable
and even considered quitting her job due to the treatment.
Due to the continuous disrespectful treatment, she brought this up with her boss, but her
boss took her colleagues' side and brushed off her frustrations. The ongoing mistreatment
continued, and Jessica distanced herself from her colleagues. Her boss took notice of this, and
though Jessica's boss had not cooperated with Jessica when she first brought up the issue, he
did not want to lose her as an employee. To make things right, he brought up the problem with
the team and asked them to discuss it with her and make things right. The next day Jessica's
team brought up this matter with her, however, they were met with an uncooperative Jessica,
who brushed off the subject entirely. This situation was built up due to miscommunication, bad
leadership, and unfair treatment.
2 - Jessica Technology
ISSUES
Identification of the leadership and communication problem(s) and
analysis of the reason for the problem(s)…The “what” and the “why”
Issue #1: Lack of Respect for different people in the workplace
Jessica states that she is ethnically different from the majority of her workplace and
acknowledges that she is a minority. Jessica is experiencing her coworkers saying disrespectful
remarks regarding her hispanic heritage in the office. Her coworkers made fun of the area she
lived in which was mostly hispanic. Jesssica feels that their teasing is inappropriate and
offensive towards her culture.
Diversity without inclusion: One of the reasons this problem is occurring is due to
diversity but lack of inclusion. According to Forbes, Diversity without inclusion is when there are
people from different backgrounds working together but they do not feel as if they are being
included in the group in a respectful manner. Many workplaces have people from different
minorities that work there but they do not have the same opportunities as everyone and the
environment does not feel belonging . Jessica is different from the majority of her workplace due
to her ethnicity and hearing comments which are separating her from the group does not make
her feel included.
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3 - Jessica Technology
Communication with culture differences: Another aspect this issue tackles is not
understanding cultural differences within coworkers. Cultural differences within people are due
to many reasons such as different ethnicity, nationality, religion, socioeconomic status, beliefs,
values. These various components distinguish people and their mindsets. According to
Leaders.com it is important to understand and respect people’s cultural differences to be a
better communicator at the workplace. Jessica feels as though her coworkers are not respecting
her cultural differences which causes a problem in communication and engagement at the
workplace.
Issue #2: Lack of open and safe environment to share feelings and opinions
Jessica does not feel comfortable sharing that she does not like the comments her
coworkers are making due to the environment not being safe. Jessica believes if she states her
issues she will be labeled as a “troublemaker” and be outcasted. Jessica's co-workers and boss
all tend to believe that teasing is a good thing and it helps Jessica feel included, despite her
feeling that way.
Out-group: According to Sage Publications Out-groups are formed when people within a
workplace have a different opinion or a belief and are excluded from the larger group. Due to
Jessica having a different opinion in the teasing happening at the workplace she is becoming an
out-group member which is impacting the synergy and engagement of the workplace.
Groupthink: Groupthink Is when people disregard dissenting opinions and consider that
everyone feels the same way, they perceive silence towards a topic is considered agreement. At
Jessica’s workplace Jessica's coworkers and her boss believe that teasing is a good thing and
is a way for Jessica to help feel included when she does not think that way. Jessica's coworkers
have all decided on their own that teasing is a way to make people comfortable while not getting
the opinion of the other people at the workplace.
4 - Jessica Technology
Lack of Communication: Due to Outgroup and groupthink there is a major lock of
communication within Technolocomm. Lack of communication within a workplace can impact the
synergy and workflow which could lead to negative results. In order to maintain a healthy work
environment which is comfortable for all people to do their best work there needs to be good
communication.
Resolving the Issues
Potential Ways to Address the Identified Problems
Looking at the aforementioned leadership and communication problems, we now look for
ways to resolve these issues in an effort to make a positive and productive working
environment.
1.
SCHEDULED MEETINGS FOR DISCUSSION:
a.
Create a systematic procedure for calling meetings so that team members
can voice their opinions. This procedure should make sure that staff
members are at ease sharing their ideas and concerns at these meetings.
b.
Assist in facilitating open and fruitful talks by providing tools and assistance,
such as a professional facilitator, detailed meeting procedures, and a
courteous and secure setting.
2.
OPEN-MINDEDNESS ENCOURAGEMENT:
a.
Provide team members the opportunity to share their thoughts and
experiences. This can be assisted by team-building exercises, workshops, or
discussions.
b.
Encourage listening intently and empathetically. Establish guidelines for
courteous and constructive communication, such as not talking over or
interrupting others, asking clarifying questions, and summarizing the views
of others.
5 - Jessica Technology
c.
Instruction and resources on developing and using empathy,
open-mindedness, and constructive communication should be made
available.
3.
CLEAR DIVERSITY PROCEDURES:
a.
Senior management should receive instruction and materials on how to
enforce and promote the diversity policy. This can involve coaching,
mentoring, or workshops.
b.
Hold senior management responsible for fostering a welcoming and inclusive
workplace. Performance reviews or 360-degree feedback can be used for
this.
c.
Urge senior management to set an inclusive example and act accordingly.
This can involve actively supporting programs for diversity and inclusion,
taking part in diversity-related events, and exhibiting empathy and
open-mindedness in their interactions with staff members.
4.
SENIOR MANAGEMENT INVOLVEMENT a.
Senior management should receive instruction and materials on how to
enforce and promote the diversity policy. This can involve coaching,
mentoring, or workshops.
b.
Hold senior management responsible for fostering a welcoming and inclusive
workplace. Performance reviews can be used for this.
c.
Urge senior management to set an inclusive example and act accordingly.
This can involve actively supporting programs for diversity and inclusion,
taking part in diversity-related events, and exhibiting empathy and
open-mindedness in their interactions with staff members.
5.
REWARD DIVERSITY-FRIENDLY BEHAVIOR:
a.
Create a mechanism for rewarding and praising employees who act in a way
that promotes diversity. This might apply to promotions, incentives, or
rewards.
b.
Encourage staff to raise concerns and report instances of exclusive conduct.
This can be done using an anonymous reporting mechanism or by appointing
a specific individual to deal with these problems.
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6 - Jessica Technology
c.
Provide employees the tools and training they need to change any
discriminatory behavior they may have. Training, coaching, and mentoring in
diversity and inclusion may fall under this category.
6.
EMPHASIZE DIVERSITY AND INCLUSION a.
All personnel should receive frequent training and materials on diversity and
inclusion. Workshops, online classes, and films are examples of this.
b.
Create an environment where employees feel respected and valued for their
distinct viewpoints and experiences. This can be accomplished through
team-building activities, gatherings, or other events.
c.
Promote efforts that celebrate and acknowledge the diversity of the
workforce in terms of diversity and inclusion. Cultural festivals, activities
promoting diversity, and employee resource groups all fall under this
category.
Recommendations & Action plan
As stated before, Jessica is currently going through some significant inconveniences
at her new job. Therefore after analyzing the whole case, we have found some
recommendations that are some action plans we plan to implement in the company. Our
advice to Jessica would be not to be scared of contacting OSHA; following that, we would
love to implement some action plans into the company, such as implementing new policies
and consequences, training our management, creating an anonymous survey, and
implementing an associate hotline. Let’s dive more deeply into each topic.
Contacting the Occupational Safety and Health Administration (OSHA) can help
someone unheard of in a company in several ways. An article by Society for Human
Resource Management states that OSHA protects employees who report workplace safety
concerns or hazards. This protection can include immunity from retaliation, such as
termination, demotion, or other forms of punishment. OSHA is also responsible for
enforcing workplace safety regulations and can conduct inspections and investigations to
ensure that companies comply with these regulations. If a company is found to violate
OSHA regulations, it can be subject to fines and penalties. If an employee files a complaint
with OSHA, the agency can investigate the complaint and take appropriate action to
7 - Jessica Technology
address any workplace safety concerns or hazards that are identified. OSHA advocates for
the rights of employees and can help ensure that employees are treated fairly and are not
subjected to unsafe working conditions or retaliation for reporting workplace safety
concerns. By reporting workplace safety concerns to OSHA, employees can help raise
awareness about these issues and draw attention to potential hazards in the workplace.
This can lead to improvements in workplace safety and a more responsible and ethical
culture within the company. Overall, contacting OSHA can be an effective way for
employees to raise concerns about workplace safety and ensure they are heard and
protected.
After explaining how employees are safe under OSHA, I would love to understand
the action plans we hope to implement in our company. Our first action plan is to enforce
new policies against discrimination. Companies with diversity policies tend to attract a
more diverse range of job candidates, which can lead to a more diverse workforce. This can
bring new perspectives, ideas, and experiences to the company and help create a more
inclusive culture. A diverse workforce can lead to greater creativity and innovation because
people from different backgrounds bring unique ideas and approaches to problem-solving.
This can lead to new products, services, and business methods. A diverse workforce can
help a company better understand its customers, who are likely to be diverse. This can help
the company develop products and services that meet the needs of a broader range of
customers. Diversity policies help create a more inclusive culture where all employees feel
valued and respected. This can lead to greater employee satisfaction, higher retention
rates, and a more positive reputation for the company. Implementing new diversity policies
can help a company become more competitive, innovative, and successful in today's global
marketplace.
When Implementing the new diversity policies, there need to be consequences for
actions that are not followed. Therefore, our second action plan is to add consequences.
When consequences are clearly defined and consistently enforced, employees are more
likely to take responsibility for their actions and behavior. This can lead to a more
responsible and productive workforce. The threat of consequences can act as a deterrent
for certain behaviors. For example, if employees know that they will be disciplined for
discriminatory or harassing behavior, they may be less likely to engage in such behavior in
8 - Jessica Technology
the first place. When negative behaviors are not tolerated, it can help create a more
positive and respectful culture within the company. This can lead to higher employee
morale and greater job satisfaction. Consistently enforcing consequences for certain
behaviors can help ensure everyone is held to the same standard. This can help prevent
favoritism or discrimination and promote fairness and equality within the company.
Overall, implementing consequences for certain behaviors in a company can help create a
more responsible, productive, and respectful workforce and promote a positive and fair
company culture.
Our next action plan is something we lacked in this situation, being how our
managers were trained. Training can help managers become more aware of the types of
discrimination that can occur in the workplace and how to identify them. This can include
unconscious biases, microaggressions, and other forms of discrimination. Training can help
managers understand their legal obligations to prevent discrimination and create a
workplace free from harassment and discrimination. Training them can also help managers
develop better communication skills, which can help them address discrimination
complaints more effectively and sensitively. The training can help ensure that all managers
know and follow consistent policies and procedures for handling discrimination complaints.
This can help ensure that employees are treated fairly and that the company complies with
legal requirements. By creating a positive culture of diversity and inclusion, management
training can help prevent discrimination and harassment from occurring in the first place.
This can foster a more supportive and respectful workplace for all employees. Overall,
training your management can be a proactive and effective way to prevent and address
workplace discrimination and create a more positive and inclusive culture for your
employees.
Our next action plan would allow the associates to express how they feel about their
shift in a form which would be anonymous. The anonymous surveys can help identify
issues within the company that may not have been otherwise identified or discussed
openly. Employees may be more willing to provide honest feedback when they know that
their responses are anonymous. The surveys can provide valuable insights into how
employees feel about their work environment, including their level of engagement, job
satisfaction, and perceptions of company culture. This information can help the company
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9 - Jessica Technology
identify areas for improvement and take targeted action to address specific issues. By
soliciting employee feedback through an anonymous survey, the company can
demonstrate that it values employee opinions and is committed to open communication.
This can build trust between employees and management and improve overall
communication within the company. By demonstrating that it is committed to improving
the workplace and addressing employee concerns, the company can help boost morale
and increase employee engagement. Employees who feel that their opinions are valued are
more likely to feel invested in the company's success. Overall, creating an anonymous
survey can be an effective way to gain insights into employee perceptions and identify
areas for improvement while also demonstrating a commitment to open communication
and building trust with employees.
Our last and final action plan would have us investing in a new department for the
company, which would be investing in a 1-800-AssociateHotline. Associates who feel
comfortable reporting issues to a hotline may be more likely to report issues earlier before
they escalate into more severe problems. This can help the company address issues more
effectively and prevent more significant problems. Hotlines can help ensure that the
company complies with legal and ethical requirements. For example, if an associate reports
a violation of company policies or legal requirements, the company can address the issue
and prevent it from happening again. A hotline can demonstrate to associates and external
stakeholders that the company takes compliance and ethical issues seriously. This can
enhance the company's reputation as a responsible and ethical business. Hotlines can
create a more transparent culture within the company by allowing associates to report
issues anonymously. This can help ensure that concerns are heard and addressed,
regardless of an associate's position within the company. Associates who feel their
problems are being listened to and addressed may be more likely to feel engaged and
committed to their work. This can lead to higher employee morale and lower turnover
rates. An associate hotline can help a company promote a more responsible and ethical
culture, improve compliance, enhance its reputation, and create a more engaged and
committed workforce.
10 - Jessica Technology
REFERENCES
1.
Vaux, R. (2016, October 26).
Diversity issues affecting the workplace
. Small Business -
Chron.com. Retrieved March 26, 2023, from
https://smallbusiness.chron.com/diversity-issues-affecting-workplace-10238.html
2.
Dyson, E. (2022, December 16).
Diversity in the workplace: Workplace diversity:
Managing diversity
. PeopleScout. Retrieved March 26, 2023, from
https://www.peoplescout.com/insights/managing-diversity-in-workplace/
3.
DeVry University. (2022, November 4).
Diversity in the workplace: Insights and strategies
for 2021 and Beyond
. devry.edu. Retrieved March 26, 2023, from
https://www.devry.edu/blog/diversity-in-the-workplace.html
4.
Asare, J. G. (2019, February 4). Diversity without inclusion is useless. Forbes. Retrieved
April 10, 2023, from
https://www.forbes.com/sites/janicegassam/2019/02/04/diversity-without-inclusion-is-usel
ess/ 5.
Baker, C. (2022, June 3). Cross-cultural communication in the workplace. Leaders.com.
Retrieved April 10, 2023, from
https://leaders.com/articles/company-culture/cross-cultural-communication/ 6.
F.Baumeister, R., & D.Vohs, K. (2007, October 3). Encyclopedia of Social Psychology.
Sage Knowledge. Retrieved April 10, 2023, from
https://sk.sagepub.com/reference/socialpsychology/n386.xml