Midterm Dilemma #2
As a top supervisor, it is important to utilize and exploit the uniqueness of every employee. In the past, the free seating policy has allowed for a highly diverse company to segregate by age, which in turn defeats the point of having a diverse workforce. I believe that the decision to make assigned seating is a good one, but the way it was implemented was poorly done. While this decision may receive initial backlash, its long-term effects will prove to be invaluable.
The problem with this decision is more so with the way it was handled rather than the decision itself. Allowing employees to freely choose their seating is a great liberty for the employees and something they clearly appreciate. So for the employees to complain is normal. However, I think it is important to give a deeper explanation of why the decision was made in order to keep my employees satisfied. …show more content…
Therefore, I think it calls for a meeting rather than an email. By sending out an email, it may seem like I am being controlling and manipulative. However, by breaking down my decision in in front of the entire staff, I believe people will resppind much more positively.
In my meeting I am going to explain that while both the young generations and older generations may have negative stereotypes about the other, they should know that they have a lot to offer each other. The goal of this decision is for the employees deep level similarities to overcome their surface level diversity. That is, for the employees to see that while they may differ in age, they may find that they have similar goals and feelings about their job, and our organization as a
As a top supervisor, it is important to utilize and exploit the uniqueness of every employee. In the past, the free seating policy has allowed for a highly diverse company to segregate by age, which in turn defeats the point of having a diverse workforce. I believe that the decision to make assigned seating is a good one, but the way it was implemented was poorly done. While this decision may receive initial backlash, its long-term effects will prove to be invaluable.
The problem with this decision is more so with the way it was handled rather than the decision itself. Allowing employees to freely choose their seating is a great liberty for the employees and something they clearly appreciate. So for the employees to complain is normal. However, I think it is important to give a deeper explanation of why the decision was made in order to keep my employees satisfied. …show more content…
Therefore, I think it calls for a meeting rather than an email. By sending out an email, it may seem like I am being controlling and manipulative. However, by breaking down my decision in in front of the entire staff, I believe people will resppind much more positively.
In my meeting I am going to explain that while both the young generations and older generations may have negative stereotypes about the other, they should know that they have a lot to offer each other. The goal of this decision is for the employees deep level similarities to overcome their surface level diversity. That is, for the employees to see that while they may differ in age, they may find that they have similar goals and feelings about their job, and our organization as a