Assignment 2

1. Did the Personnel Director handle the situation well from the beginning?

Employee complaints are inevitable in a workplace. Heathfield (n.d.) identified miscommunication, unsatisfactory wages, and misusage of company resources as some of the causes of such complaints. Despite the urgency of resolving these objections, managers set them aside as they do not like conflicts (Kelly, 2012). Organizations fail to see that these delays can lead to greater conflicts, which are more difficult to resolve. According to Lawler (2010), workplace conflicts can influence productivity and morale of a company. The parking problem of Jay and Jay attested to this statement as the seemingly small parking issue aggravated and went out of control.

A Personnel Director is responsible for managing the organization’s human resources and personnel and implementing policies that directly involves them. In addition, it is his obligation to act as a mediator when conflicts arise among employees with the sole objective of maintaining industrial harmony (Rao, 2010). However, the actions of Jay and Jay’s Personnel Director did not conform to his accountabilities. The bigger complications that arose from the minor issue are the very manifestation of his mishandling of the whole situation.

The starting point of the now irrepressible mess was the first step that the Personnel Director took – ignorance. Meisinger stated that to ignore a problem and assume it will go away is probably the worst thing a company can do (as cited in Hastings, 2011). He quite often received complaints about the parking issue as based on the case. This statement is an implication of the Personnel Director’s disregard to the executives’ initial complaints. His failure to act upon the problem on a timely manner has shown his inattentiveness to his obligations to the company and its employees.

The Personnel Director addressed the problem only when he grew tired of the repetitive complaints, as based...