管理学案例分析
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ANALYSIS OF CASE
Class: one
Name: Wang Dan
ID Number: w0973103
Due date: may 24th
Background Information:
This case happened in the Denver Mint, and it is a federal workplace where heavily guarded against intrusion. It seems like this workplace is very safe , but actually it’s not.
The complaint first began in 1997, a woman found the atmosphere completely hostile toward females. But she was retaliated. Then similar things happened in 2001, when a female employee found some sex magazines in her male colleague’s office when she was cleaning and the same things happened on her a couple months later. She complained but nobody response her. Another female employee filed a claim of retaliation and sexual harassment with the facility’s EEO officer in 2000. In 2003, the 71 women filed the petition alleging a hostile work environment but EEOC still take no action .And sexual harassment still happened in 2004 and 2005.
Finally, the U.S. Mint and the female employees who had filed the class complaint reached a proposed settlement and pay the females $8.9 million. ①
QUESTION 1: What HR problems were evident at the Denver Mint?
The most evident problem in this company is the hostile work environment to the female. It includes three detailed problems. First, the male workers put some pornographic magazines in the office, offered to pay the female worker for sex and even propositioned the female. These all offend the females, it means like the females don’t get a good work place, when they complain about it ,they never get the correct treatment, and what they have is the reprisal for their complain. Second, after the females filed petition, the hostile situations still continued. It means that the Denver Mint doesn’t think much of it. The failure management of this situation is the second problem of the HR resource. Another HR problem is the lack
of equal employment opportunities. Denver Mint favored the male staff and any female staff that filed complaints it took longer to act on it and also favors ruling. Further, not only that any female employee that went further with the complaint was either dismissed or had her duties reassigned. Like the female staff that was required to work at home and had all her duties reassigned just because she filed an EEO charge claiming discrimination. The other example is that of the highest ranking woman at Denver Mint. This represents unfair dismissal and discrimination of women who are the minority at Denver.
QUESTION 2: Some business use a zero-tolerance policy-unacceptable and detrimental behavior is not tolerated under any circumstance. Is a zero-tolerance policy an appropriate response for combating sexual harassment? Why or why not?
I think the zero-tolerance policy an appropriate response for combating sexual harassment. “A zero-tolerance workplace safety policy is designed to address issues that directly affect the safety of employees and the operation of the company. It is understood that violating a zero-tolerance policy results in termination of employment.” ②Codes of conduct are a useful litmus test of the quality of management.
A responsible work culture which tackles the sexual harassment should be stricter, because it can create a better environment for the worker especially the female worker, and it is a good way to make the individuals lose their job for the caution.
Maybe someone will say that this is too strict, but what we are talking about is the sexual harassment and even the women’s rights. Cause sexual harassment is another form of sex discrimination. And after all, the happening of sexual harassment is due to the abuse of power, no matter physical or position in the office. It should be banned, so the zero-tolerance policy is indispensable.
According to my survey, the Denver Mint is the world's largest Mint. In 2003, 32 plant workers said the factory ence appears pornography; women are forced to accept from the male employees and managers of sexual discrimination and sexual harassment. ③It happened in the 2003,the year after several female workers complained. But apparently, the situation didn’t change but became more serious---the open reading of pornography. In this case, the zero-tolerance workplace safety policy is very necessary. It can create a safe and