Case Study 14

Name
Institution
Course
Date
Case 14 A
1.
The hospital administration was justified in disciplining the doctors and nurses because they had damaged the reputation of the hospital. By posting the slurs and derogatory information about their clients on social media, the employees were much aware that the information would go public. Having their photos in uniform clearly showing the logo and the name of the hospital was assurance that anyone who came across the post would identify from the institution the bloggers were from. This had a direct impact on the reputation of the hospital as the patients will feel uncomfortable to visit the hospital (Morley, 1). They also broke the code of conducts by posting derogatory information against the mentally ill, homosexuals and economically disadvantage thus discriminating them. Due to these facts, the office administration had the right to take disciplinary action since passed the Millhaven test that for a disciplinary action to be taken against an off-duty employee conduct, “the conduct of the griever harms the Company’s reputation or product” (Morley, 12).
2.
Consequently, if I were the supervisor I would have persuaded the doctors and nurses to pull down the posts in order minimizes future damage by anyone who would visit their pages in future. If the employee decline to do so, I would use the necessary means such as requesting the office administration to seek legal means in which the employees would be order to delete the posts.

3.
Contrarily, the case was still not an example of an effective disciplinary action as the employees were to return to the same place and to serve the same clients. Having posted the information on the social network meant that the information was already in public domain. The hospital clients might have accessed it, and anyone of the minority group mentioned in the posts would no longer feel comfortable being served by the same people who are discriminating against them. This would hurt the reputation of the hospital as it would be seen to have condoned the actions of those doctors and nurses by reinstating them to their positions. An effective discipline would be to discharge them and then issue a public apology to those who were affected.
Case 14 B
1.
Conflict in the workplace is mostly unavoidable. In the case of Eco Landscape, it is evident that there have emerged two types of conflict. The first one is the personality clash. In as much as Alex does his personal work during work hours, he does not want to accept that he is the problem that is causing the project to delay. He, however, dismisses the claims by the other two designers by terming them as lazy and always late on the projects (Farrel, 1). He terms them as poor in planning and sloppy in their work. He does not want to accept the blame even if he is the reason and points the finger at his colleagues.
2.
Simultaneously, the another type of conflict is the interdependence conflict. For the project to be completed in time, all the three designers have to cooperate and rely on each other’s inputs. Failure by Alex to cooperate is causing the project to delay, and that’s why the other two designs are blaming the delay on Alex since he is not doing his part (Farrel, 1).
3.
In conclusion, it is evident that there is personality clash among the employees of Eco Landscape. To solve the conflict, Janet should use the mediation process to ensure that the employees are in good terms with each for maximum cooperation (Farrel, 1). The easiest way is to call for a group meeting and give each of them time to talk and air their grievances. Without taking any sides, Janet should remind them of the importance of their teamwork to the project and how they have succeeded previously due to maximum cooperation with each other. However, Janet should also call Alex in private and warn him of the previous incidences that she had witnessed earlier.
Work Cited
BIBLIOGRAPHY Farrel, Angelina. “5 Common Workplace Conflicts Every Small Business Will Encounter.” YSF Magazine Website, 2014. http://yfsmagazine.com/2014/02/06/5-common-workplace-conflicts-every-small-business-will-encounter/.
Morley, Hicks. “Off-Duty Social Media Posts by Employees Can Be Cause For Discipline – Including Discharge.” Ontario Municipal Human Resources Association (2015): 2.