As this was the first discipline after the company's introduction of Dignity at Work programme, utmost care was taken not to punish any employee without proper reason. The decision had to be made after considering the situation of such an incident, the character and the employment record of the accused.
Role-play decided the existence of the employees in the company and their other increments. As a manager I had to make sure both the employees were given chance to express their opinion and the reason for such incident. The strategy of analyzing the employee's record was a commendable action, since it helped in analyzing the reason for the problem and also to know about the character of the employee. (Dubrin, 2008). The company has been supportive to its employees in all the situations and the decisions were made to suit the needs of the employees. This issue was handled by keeping in mind that it should not happen again. The strategy of examining the employee record helped in knowing that the employee's record is clear and he has not made such mistakes before. The major aim of the strategy was to make a decision depending on the employee's response.
The strategy of the role-play was selected after analyzing the employee's future and the company's rules and regulations. The main idea of the strategy was to include the members from the human resource team. ...
The strategy was planned in such a way that the employee was given a chance to explain the situation and to satisfy the members in the role-play. If he was found to be innocent the matter would be solved by simply interacting with both the employees. If the employee was found to be rude and does not accept his fault, the action has to be taken according to the discipline at work programme.
As a manager I had to ensure that the discipline at work programme and its rules had to be maintained. In any case the company's policies had to be respected and the employees had to be treated according to the company's norms. The strategy included the interaction in the discipline interview. Since the decision was based on the employee's behavior at the time of the interview, the management did not have any idea how to resolve the issue.
The interview was conducted according to the planned strategy. The planned strategy included the analyzing of employee's behavior and his approach towards the management's intervention with this problem. The interview was held with the employees, a union member and the important people of the management. According to the strategy, the interaction started with John explaining the reason for such behavior. During the interview the management was able to find that Norman had already been rude to John and this was an outcome of the torture that John experienced for a couple of months. The strategy was planned in such a way that the employees had to interact with the management and explain the reason for the incident.(Dubrin, 2008). The strategy of permitting John to accept his mistake and apologize was a sensible idea, as this will help in resolving the issue immediately. Another important aspect of the strategy was to take