Communication

Well 2

Scenario 1

First, let’s identify both employees. We will call employee A, John who has sent a memo identifying employee B William, as an offensive employee. John is in violation of the code of conduct when he sent an e-mail filled with criticism about William. His misuse of the e-mail form of communication sets him up for disciplinary action. He failed to follow the chain of command when it comes to reporting such an incident. His first communication should have been to his immediate supervisor detailing the offensive behavior. This would have prevented William from being labeled for something that has not yet been confirmed by the management staff.

It is the management’s opinion that John should be reprimanded for his actions. Failure to follow the chain of command breaks down the morale of the team. An open-ended e-mail memo which has not been substantiated could have easily been about any other employee. Each member of the team, undoubtedly, has been made to feel that it could have been one of them that such a report could have been given. John’s irresponsible behavior could have caused an escalated incident where William could have retaliated. Fortunately, this did not occur. But, nonetheless, this is a very serious matter that requires immediate disciplinary action.

On the other hand, William has been observed by management making loud noises and carrying on loud conversations in his cubicle. Furthermore, the supervising staff has investigated the matter and found that he has been leaving trash in his cubicle and in the hallway. This behavior cannot be tolerated by management. It impedes teamwork and the overall smooth operation in the workplace. These distractions have affected the performance of his peers. Leaving trash in the cubicle and in the hallway violates keeping the workplace in good repair and order. His annoyance to others cannot be...