It is true that challenges usually disrupt business operations. They make it difficult for firms to serve their clients and engage in uninterrupted production. However, it is important to recognize that while most of their impacts are damaging, challenges also offers businesses opportunities for growth. When confronted with a difficult situation, a firm is forced to creatively find solutions. Consequently, the firm is able to rid its systems and processes of inefficiencies that could result in serious operational hurdles. One of the most common challenges that firms face involves how to handle sexual assault perpetrated by high-ranking executives. If an organization fails to address this problem in good time, its reputation as well as its operations could suffer irreparable harm.
Summary of Problem
In the recent past, there have been news reports of survivors of sexual harassment and violence in the workplace coming forward (Smith, 2019). These reports have emboldened more victims to share their experiences. The business problem occurred at one of the organizations for which I have worked. It involved some members of the company’s top management who were accused of involvement in sexual harassment. For example, one of the managers faced allegations that he had groped a number of his female employees. Another manager was accused of failing to take action when he received reports that sexual harassment was prevalent at the company. When the firm’s clients received reports of the cases of harassment, about a dozen announced that they would end their business relationship with the company. Others threatened to follow suit while many more demanded action. The company was confronted with the challenge of deciding between letting go of its senior managers who had led it through years of impressive growth or staying quiet and allowing the culture of harassment to become entrenched.
Delegate your assignment to our experts and they will do the rest.
Possible Solutions
There are various tools that companies confronted with the same challenge that my organization faced can adopt to find solutions. Cost-benefit analysis is one of these tools. Essentially, this tool allows firms to conduct an evaluation of different alternatives and implement the option that presents the greatest gains while minimizing adverse effects (Van Aken, Berends & Van der Bij, 2012). Using this tool, two solutions become evident. One, the company could have chosen to fire the managers implicated in sexual harassment. This solution would present a number of benefits. The benefits include enabling the firm to regain the trust and confidence of its clients. Additionally, the company’s financial position would be secure. Employees would also feel that the firm is committed to safeguarding their wellbeing. When a company demonstrates a dedication to its employees, it experiences high levels of performance, satisfaction and loyalty (Sharma, Kong & Kingshott, 2016). Therefore, it could be expected that by firing the perpetrators of sexual harassment, the company would challenge its employees to perform better and become more committed. However, this solution also comes with some costs. As already noted, the managers accused of committing harassment have spearheaded efforts to solidify the firm’s performance and financial health. By firing them, the firm could compromise its financial standing.
The second solution that the cost-benefit analysis would yield is concerned with taking no action. While this solution seems rather odd and dangerous, it should be understood that it presents the firm with numerous advantages. One, it will enable the company to keep its top-performing managers. As a result, the firm’s performance will be secure. However, the costs associated with this solution far outweigh its benefits. These costs range from diminished employee performance, the establishment of a toxic culture of sexual harassment and lost business. A summary of the costs and benefits of the two solutions is given in the table below.
| Solution | Costs | Benefits |
| Fire errant managers | Lose top performers |
Restore client confidence Boost employee satisfaction, performance and loyalty Create a zero-tolerance environment |
| Do nothing |
Embolden perpetrators Establish toxic culture Lose clients Tarnished image |
Maintain top performers |
Decision Making Process
Challenged with the task of developing a solution to the problem that the company faced, I would adopt a decision-making process that is founded on virtue ethics. Basically, virtue ethics is a model that is used to resolve ethical dilemmas and it challenges individuals to focus on moral and character development instead of the consequences of their actions (Provis, 2010). Using this decision making process, one is able to opt for the alternative that enables them to do the right thing. Virtue ethics is important as it encourages individuals to uphold such values as honesty, respect and dignity even if the decision that they make has disastrous consequences.
Comparison of Results
The cost-benefit analysis method and the virtue-ethics approach that I would adopt yield different results. After comparing the costs and benefits of the two solutions, the firm decided to take no action and instead focus on minimizing the backlash that would result from its decision. It forced the victims to pledge to remain quiet and failed to take any action against the perpetrators. In response, a number of the employees filed cases but after relentless pressure from the company and empty promises of action, the employees eventually abandoned their quest for justice. There is no question that the decision that the firm made was in violation of its obligation to protect its employees. Today, companies are being urged to implement policies through which they declare that they will tolerate no form of sexual harassment or violence (Entis, 2018). The approach that I proposed would lead the company to fire the managers charged with sexual harassment. This is because this approach encourages individuals to uphold moral values. In the dilemma that it faced, the company had to balance its business interests with its mandate to protect its employees. While it is important for the company to create value for shareholders through profitability and strong performance, it is difficult to ignore the fact that the firm also has an obligation to its employees. The latter mandate is far more pressing and using the virtue ethics approach, the firm would protect the employees by terminating its managers.
Best Decision Making Method and Solution
The academic community is in agreement that when handling sexual harassment cases, firms should prioritize the rights of the victims. For example, McDonald, Charlesworth and Graham (2014) encourage firms to develop protocols through which they prevent sexual harassment and take stern action against the perpetrators of this vice. I am confident that the decision resulting from my approach is the best solution to the business problem that my organization faced. In addition to enabling the firm to stand with its employees, the decision also secures the firm’s business interests as it persuades its clients that the company is committed to rooting out sexual harassment. It is true that this decision means that the firm will be forced to terminate its best performing managers. However, this cost will be offset by the improvements in employee performance and satisfaction. Furthermore, the firm’s image will be protected while its relationships with its clients remain secure.
In closing, sexual harassment remains a serious challenge for many firms today. Across the US, thousands of employees are subjected to various forms of sexual harassment. Many firms are reluctant to take action because they fear poor performance. The cost-benefit analysis method enables firms to identify solutions to this problem. However, the virtue ethics approach is far more effective as it challenges companies to align the solution that they implement with their values and principles. It is hereby proposed that firms should take all necessary steps to establish a culture of safety and respect for all employees.
References
Entis, L. (2018). How companies can build better sexual harassment policies. Fortune. Retrieved April 21, 2019 from http://fortune.com/2018/09/07/how-companies-can-build-better-sexual-harassment-policies/
McDonald, P., Charlesworth, S., & Graham, T. (2014). Developing a framework of effective prevention and response strategies in workplace sexual harassment. Asian Pacific Journal of Human Resources, 53 (1), 41-58.
Provis, C. (2010). Virtuous decision making for business ethics. Journal of Business Ethics, 91 (suppl 1), 3-16.
Sharma, P., Kong, T. T. C., & Kingshott, R. P. J. (2016). Internal service quality as a driver of employee satisfaction, commitment and performance: Exploring the focal role of employee well-being. Journal of Service Management, 27 (5), 773-97.
Smith, L. (2019). Women ‘stood up’; now it’s time for men and companies to follow. Entrepreneur. Retrieved April 21, 2019 from https://www.entrepreneur.com/article/327960
Van Aken, J., Berends, H., & Van der Bij, H. (2012). Problem solving in organizations: a methodological handbook for business and management students. Cambridge: Cambridge University Press.
