The case study below quastion :- 

Case Study

"Disruptive Behavior"

 

Many types of incidents can happen in the workplace. However, each employer, HR specialist, or supervisor respond differently to these reports, depending on the circumstances of each situation. Not only among different organizations, but sometimes within the same organization, and even in organizations with highly structured, well-thought-out procedures in place, the handling will have to depend on specific factors. 

You have been invited to join EAP team as a post graduate student who is currently enrolled in an Organizational Behavior Course.

The Incident: 

A workplace violence training workshop was conducted at an XYZ company which consists of 330 employees, and has its own training department including a team for an Employee Assistance Program (EAP). The workshop emphasized and recommended that employees must report on any violation for early intervention if any violence occurs in the workplace. 

After two days, Jack who is an employee in the sales department, called the (EAP) member of the workplace violence team for an advice on how to deal with Bill who is an operational senior coworker, and had been hired at a senior professional level six months earlier. 

Jack reported that Bill was in the habit of shouting and making humiliating and demeaning remarks to him and to other coworkers in the office and that Bill was skilled in twisting words around and manipulating situations to his advantage. For example, when employees would ask him for advice on a topic in his area of expertise, he would tell them to use their own common sense. Then when they are done with the assignment, he would make humiliating and cynical remarks about them, and speak loudly about how they had done their work the wrong way, pointing to that they don't' possess sufficient knowledge and skills to do their assignment. At other times, he would demand, very rudely in a loud voice, that they drop whatever they were working on and help him with his project. Jack said he had attempted to speak with his supervisor about the situation, but the supervisor told him not to initiate a problem with Bill and get over the situation. 

Three days after Jack's report, Sally, an employee in Bill's department, approached the (EAP) member of the workplace violence team reporting that Bill used to insult her by, always, calling her "curly fat cat" pointing to that she is an overweight black female. And because he is her direct boss, she was afraid to tell him that calling her "curly fat cat" is hurting her and makes her feel upset and sorrow particularly in the presence of other colleagues. Sally explained that Jack report encouraged her to report against Bill as the situation was becoming worse and started to impact her performance.

 

 

Response to Jack's Case:

The EAP Counselor has met with Jack who described his feelings of being overwhelmed and helpless. The humiliating remarks of Bill were becoming intolerable and he believed that attempts to resolve the issue with Bill were useless. The fact that Jack's supervisor minimized the situation further discouraged him. However, by the end of the meeting with the counselor, Jack was able to recognize that not saying anything was not helping and was actually allowing a bad situation to get worse. He decided to sit with the counselor and address the situation.

Response to Sally's Case:

The EAP Counselor met with Sally who described her feelings of being sorrow and upset and helpless. The humiliating remarks of Bill were becoming intolerable and she believed that can do nothing to resolve the issue with Bill. The fact that Bill is her direct supervisor further discouraged her. However, by the end of the meeting with the counselor, Sally was able to recognize that not saying anything was not helping and was actually allowing Bill to go far with his demeaning remarks to her. She decided to sit with the counselor and address the situation.

Questions for Discussion as Learned in the Course:

1. Which approach do you thing is more effective to handle such workplace situations?
   1. To take a team approach, or
   2. having one manager or department handle them alone? Support your answer.
2. What are the major factors an incident should depend on when responding to, and handling such incidents?
3. Use the three goals of OB to describe Bill's attitude, behavior, emotions, and personality type and depend on your understanding of the what you have learned from OB course until now.

Student's Personal Evaluation:

1. As a member in (EAP) team? How would you handle such situation? What skills do you need to address the situation in a respectful, reasonable, and responsible manner with Jack's supervisor and with the abusive coworker Bill? Do you recommend using assertive statements? Give some examples.

Organizational Evaluation:

1. Does your organization provide a workplace violence training? If YES, does it include communication skills for how to stop a disruptive behavior early on (including skills for convincing unwilling supervisors to act)?
2. If NO, how would your organization have proceeded with a similar case. How would your organization have proceeded with a similar case?

 

 

 

 

After answering the above questions, Analyze the case using the steps provided to you in the case study outline

Questions for Discussion as Learned in the Course:

1. Which approach do you thing is more effective to handle such workplace situations?

 

1. To take a team approach, or
2. having one manager or department handle them alone? Support your answer.

 

-Action number two. To have a single manager or department in charge of them. The thing is, people who do unrighteous things still deserve to be punished privately as the first step. Not reciprocating what they've done may cause them to reflect on their wrongdoings in a more positive light. The supervisor, however, who was stated by Jack who advised him not to initiate a problem with Bill, should not be included for that moment for he also needs to explain. 

The right and professional method to handle things is to have one manager or department handle the matter as the first step. When managed by a team, there are more significant negative consequences, such as damaging the ambiance in the workplace and others who are not involved. If a single manager or department is unable to fix the issue, a team approach can be the next step, likely when many other employees will also report on Bills wrongdoings.

 

 

1. What are the major factors an incident should depend on when responding to, and handling such incidents?

 

The major factors are the following:

 

- The first is Bill's concern, in which he claims that Bill had a history of yelling and making embarrassing and disparaging statements to him and to his other office mates and that Bill twist words and manipulated circumstances to his benefit. Demanding aggressively and loudly just to get the attention of others to help him.

 

- The next stop is Sally's, where she was humiliated by Bill by insulting her appearance.

 - Bill's bravery in reporting the incident he experienced also encourages Sally to do the same.

 

-Another major factor is the response of the supervisors, wherein Jack stated that he attempted to speak with his supervisor about the incident, but the supervisor advised him to not start a fight with Bill and to move on. 

 

-Bystanders or the present colleagues who witness the various act Bill have done. The witness is considered a major factor for they primarily saw the incidents.

 

-Bill's side is also an important factor to include

 

All of the aforementioned factors should be considered while responding to and resolving such an incident. In order to settle the dispute and ensure that it is handled appropriately and without prejudice.

 

 

1. Use the three goals of OB to describe Bill's attitude, behavior, emotions, and personality type and depend on your understanding of the what you have learned from OB course until now

 

 

 Understand, Predict, control

 

As was shown, Bill has an anger problem since he shouts and humiliates others. He may also have an inferiority complex because he is a senior professional level six, yet he decided to demand rudely rather than ask for assistance in a calm and professional manner. Bill's manner of communication with others is regarded as unprofessional. By understanding the scenario, what was said was primarily from the perspective of the victims, with really no indication of Bill's point of view. It is also critical in OB to assess not only one side of the case's behavior, but both. Like where these attitudes are coming from. Does he have more than 2 victims? Is there enough evidence of the case reported?

 If the behavior is not resolved, it may worsen, causing a ruckus not just between the victims and Bill, but also among the management, and the company's operations may be disrupted. Other employees' thoughts may be influenced, such as what happens if Bill loses control. Bill may also believe that his safety is in threat. There are numerous things that could occur within the company. Different behaviors and coping mechanisms are embodied by different persons. 

It is critical to comprehend employee interactions in order to improve performance and achieve organizational objectives. Control is crucial in Billl's situation. Controlling Bill's emotions, as well as assessing and correcting the problem, can help the organization gain better control over the conundrum and prevent it from reoccurring.

 

 

Student's Personal Evaluation:

1. As a member in (EAP) team? How would you handle such a situation? What skills do you need to address the situation in a respectful, reasonable, and responsible manner with Jack's supervisor and with the abusive coworker Bill? Do you recommend using assertive statements? Give some examples.

 

-It will be the prudent thing to do to embody critical and analytical skills, as well as handle the problem professionally and in accordance with company policies and procedures. Analyzing the circumstance will result in a clearer issue and solution, as well as an assessment of both parties' willingness to be honest and cooperative will give a better view of the problem.

In this case, assertive statements might be useful since it is critical for Bill to recognize what he's doing and how it affects not only the employees but also their performance. Beating around the bush things isn't always beneficial, efficient, and effective. It is indicated that both victims recognize that "not saying anything was not helping and was actually allowing a bad situation to get worse."

 

The following is an example of an assertive statement that can be used:

 

1. May I know your side and the reason behind you doing this thing and executing such behaviors?
2. When you treat your colleagues with such arrogance, it saddens not only them but also the management.
3. Are you aware of the effects of your attitude towards your co-workers as of the moment?
4. I'll listen and give importance to what you have to say, and your explanations should only be truthful.
5. Is there a deep reason why you execute such unacceptable behavior?

 

However, before expressing assertive statements, make sure we maintain eye contact, are aware of our posture and body movements, our timing, and the content of our statements.

 

Organizational Evaluation:

1. Does your organization provide workplace violence training? If YES, does it include communication skills for how to stop a disruptive behavior early on (including skills for convincing unwilling supervisors to act)?

 

-Yes. 

-Yes for it as it is said prevention is better than cure. Convincing the immediate management involved like the supervisor that early prevention of executing disruptive behavior is crucial for the whole company. It's far better to communicate and deal with it early on to avoid more difficult-to-assess and-resolve problems.

 

2. If NO, How would your organization have proceeded with a similar case?

 

-NO.

Our organization will take full responsibility for resolving the issue by speaking with each of the people involved independently and listening to their perspectives. The next step is to deal with it by allowing both parties to present and talk with each other about the issue. It's also crucial to understand where those attitudes come from and what drives him to do such vile acts, as well as what motivates the victim to disclose it after more than one incident.

 

If the issue is resolved, it will not put an end to the organization's actions. Thus, monitoring will be incorporated to see if there is an improvement or positive progress. 

Step-by-step explanation

Answer includes an explanation. Note that I answered the last questions both YES or No because I am not aware of what will be your answer. 

So you that you can have an answer for both. Just disregard the other one if your answer Yes or No.