How to Make Better Decisions, Faster

This essay focuses on the Research Director’s case. In this scenario, the problem is that the prejudices that male employees have against their female colleague are interfering with productivity at the workplace. Essentially, the male employees do not like the idea of working for a woman despite her solid qualifications and have therefore decided to sabotage the operations of the organization. The most important issues, in this case, include the obvious gender prejudice at the organization and the slowing down of the process of completing engineering prototype designs because of the resentment of male employees. As the research director, the first step would be to summon all employees and educate them about gender discrimination at the workplace and how it is not only a hindrance to the organization’s performance but also against the company’s human resource policies. The director should teach employees what constitutes gender discrimination and make it clear that it will not be tolerated in the organization. The director should then hold a meeting with all the resenting male employees and communicate the company’s expectations of them. In essence, it should be made clear that any decline in productivity that is motivated by gender prejudice will be met with undesirable consequences including suspension or compulsory unpaid leaves. The director should then demand maximum cooperation from the male employees with their female boss. Indeed, this decision is the right one because it will establish a clear framework for resolving future conflicts relating to gender discrimination. It will also demonstrate the company’s commitment to promoting equality at the workplace and employees who are uncomfortable will ship out as opposed to sabotaging the performance of the organization. Lastly, the decision will ensure fairness and justice for the woman who has deservedly earned her promotion at work. The organization’s employee appraisal policies will be based on performance and not gender.