It is the desire of all employers to maintain order at the workplace. It is for this reason that most organizations engage the services of supervisors. These supervisors are charged with the responsibility of ensuring that employees comply with codes and standards. The supervisors themselves are also subject to certain standards and regulations that are intended to ensure that they execute their mandate. The role played by supervisors in maintaining order at the workplace is the focus of this paper. This paper examines two scenarios with focus given to the response of the supervisor to different situations.
Bad behavior
This scenario concerns sexual harassment. Sexual harassment has been a cause for concern for many organizations in such countries as India where organizations are facing challenges in their efforts to comply with laws governing sexual harassment (Dwivedi, 2014). These organizations have implemented measures to ensure that no employee endures sexual harassment. In this scenario, sergeant officer Stevens failed to respond immediately to a situation where two male officers were making lewd comments. It is feared that a female officer in the hallway may have heard the two officers. The response of sergeant officer Stevens threatens order instead of enhancing it. The sergeant failed to address a situation that called for an immediate response. Issues of sexual harassment are rather sensitive. When left unaddressed for too long, they can explode and sink the entire organization (Stam, 2012). The sergeant prioritized reporting the incident involving the two males instead of reprimanding them immediately.
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From the discussion above, it is clear that the response of the sergeant was slow, unacceptable and potentially damaging. Instead of being focused on reporting the incident, the sergeant should have instead asked the two male officers to stop making the sexually explicit jokes. The credibility and the morale within the disciplined forces hinges heavily on respect among officers. Recently, it emerged that male American soldiers were taking and sharing photos of their female colleagues while naked (Starr & Almasy, 2017). This scandal tarnished the image of the military and highlights the damage that can result from the failure to reign in on those who perpetrate sexual harassment. The sergeant’s focus on bureaucracy is the specific element of his actions that threaten good order. The sergeant appears overly focused on reporting the matter instead of ending it. While he should be commended for respecting authority and bureaucratic process, he must remember that there are certain situations, like the one described above, which call for wisdom, good judgment and responding immediately to a sensitive situation.
The performance of the sergeant in this situation could be better. As already mentioned, the sergeant should have asked the two male officers to immediately stop making the sexually explicit jokes. The sergeant should then have proceeded to report the matter. Today, victims of sexual harassment are becoming bolder (Richardson, 2016). Gone are the days when they suffered in silence. To ensure that an organization is not ruined by scandals of sexual harassment, there is need for organizations to respond immediately. Their response should involve demanding that perpetrators stop immediately. It is after this that organizations should institute measures to ensure that the sexual harassment is not repeated. After asking the two male officers to stop with their jokes, the sergeant should then have reported the issue. By reporting the issue, the sergeant would be ensuring that appropriate action is taken against the two officers.
The difficult employee
This second scenario involves Officer Smith who is one of the most reproductive officers. The problem is that he does not respond properly to orders and policies. He has been suspended and as a result, his performance has declined. The decision by the sergeant to suspend take disciplinary action that led to Smith’s suspension is undoubtedly wise and called for. It is important to remind officers that they are expected to demonstrate respect for the policies of the organization and the instructions issued by their superiors. Organizations must not succumb to the fear that they could trigger a revolt if they discipline an employee. Employees must never be allowed to hold their organizations hostage. It is true that an organization may suffer a dip in productivity after disciplining an employee. Such an organization should take comfort in the fact that declines in productivity are the necessary price that they must pay. The organization should also remember that the employee who is now less productive after being disciplined stands to lose more in the long run.
While the action of the sergeant in the case above is commendable, it is felt that the sergeant could have done better. He should have fired Officer Smith. This officer has displayed contempt for policies, orders and his superiors. His arrogance has deluded him into thinking that he can manipulate the organization and his superiors by dangling his productivity as some carrot. By firing officer Smith, the sergeant would be making it clear that the rules apply to all employees equally. All employees would understand that even the productive ones can be fired. Leaders often have to make difficult and costly decisions. Making these decisions demands boldness and tremendous courage (Treasurer, 2011). In addition to firing officer Smith, the sergeant could also have reminded the other employees that all policy guidelines and orders are to be executed without question or hesitation. Disciplined forces function well when there is order and respect. All officers must understand that they are subject to certain standards and codes that they must all adhere to. It is also crucial to remind officers that their productivity is not a favor that they offer their organizations. In the same way that they expect their organizations to offer them full payment and other benefits in time, they are also expected to commit fully to their mandate. It is important to exercise caution when sending signals to the employees. The organization cannot appear to be using strong-arm tactics. Authoritarian leadership tends to encourage resentment and employee dissatisfaction (Northouse, 2014). Overall, the actions of the sergeant ensures good order but can be improved through boldness and a strong display of authority. In conclusion, the two scenarios highlight the need for wisdom when managing employee affairs. Organizations must train senior employees on the proper methods for engaging with employees.
References
Dwivedi, M. (2014). New Sexual Harassment Law Difficult to Implement. Retrieved 29 th March 2017 from http://www.governancenow.com/news/regular-story/new-sexual-harassment-law-difficult-implement
Northouse, P. G. (2014). Introduction to Leadership: Concepts and Practice. Thousand Oaks, CA: SAGE Publications.
Richardson, B. (2016). Sexual-abuse Victims Speak out in Video against Transgender Bathroom Laws. Retrieved 29 th March 2017 from http://www.washingtontimes.com/news/2016/may/9/abuse-victims-speak-transgender-bathroom-laws/
Stam, P. J. (2012). A Question of Reputation. London: Tate Publishing.
Starr, B., & Almasy, S. (2017). Nude Photo Scandal Widens as Military looks into more Websites. Retrieved 29 th March 2017 from http://edition.cnn.com/2017/03/10/us/military-nude-photos-scandal/
Treasurer, B. (2011). Courageous Leadership: A Program for using Courage to Transform the Workplace Participant Workbook. Hoboken, NJ: John Wiley & Jones.
