Human Resource: Tough Conversations with Male and Female Employees

Tough Conversations
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Touch Conversation
The human resource manager in an organization has the most important role of solving conflicts whenever they arise. When unsolved conflicts characterize an organization, the employees consider the working environment unconducive, affecting their productivity. The achievement of organizational goals requires the employees to work in the most conducive environment to facilitate teamwork and peace of mind (Fitzgerald & Cortina, 2018). Therefore, the human resource manager should ensure that the case involving the lady and a male co-worker is solved before it affects the working capabilities of the other employees. The following is a plan of the human resource manager's conversation with the female employee and the male co-worker.
Conversation With the Employee
The employee is experiencing an inconducive work environment and has tried talking to the male co-worker with no result. Therefore, avoiding a conflict would not be applicable in this situation. The best decision would require the human resource management to provide the female employee with an assurance that the matter would be resolved the soonest as possible. The first step of the conversation would require the human resource manager to find out more details regarding the case. An inconducive work environment does not occur overnight, but the situation takes time to develop. In this case, the human resource manager would attempt to know why the male co-worker has been very persistent in asking the lady out. The lady might or might not be at fault. For instance, the previous nature of their relationship would offer enough guidance on where to begin in solving the case. If both employees had a close relationship, the human resource manager would determine whether the lady directed the man into asking her out. Such could have occurred through her behavior or their conversations. Therefore, the employee would be required to provide a witness or an account of how, when, and where the sexual harassment occurred. Once the human resource manager has found out enough details about the case, the conversation will proceed to the next step.
Given that the female worker appears to be the victim of a nonacceptable behavior, the conversation with the human resource manager would come to an end after a plan has been outlined on the way forward. This plan will depend on the cause for the hostile treatment by the male co-worker. If the lady triggered the unacceptable behavior, they would be requested to elaborate their intentions to the male co-worker. If the lady was not the cause of the conflict, they would be assured that the male co-worker would be made aware of the acceptable and unacceptable workplace behavior. The human resource manager would apologize to the lady for the unacceptable experience she has gone through in the organization and remind her that the well-being of employees is one of the management's top priority issues.
Some sexual harassment cases are false, and therefore, the employee should be made aware that further investigations about the case would be carried out. If the case does not have enough witnesse...