Ways to Deal With Inappropriate Relationships Between Employees Case Study

Issues

One of major issues the chairman is facing is development of inappropriate relationships between employees. One of regional heads is now less productive as he has let his feeling interfere in the professional affairs. An efficient employee is considering quitting the company and is likely to be less productive due to his psychological state and lack of motivation (Padhmanabhan 55).

It is possible to note that the situation is rooted in ineffective communication. The chairman may face the need to fire an efficient employee. This seems to be quite an easy solution but it is likely to lead to losses for the company as the employees leaving the company often ‘take’ their customers with them. Of course, the company will lose a very promising employee, which is also ineffective.

Alternative Solutions

Apart from firing an employee, the chairman can consider a number of alternative solutions. For instance, the chairman can talk to all employees involved in private. The chairman may explain to Naik that he should address Rao and Aman is only an employee and Rao’s subordinate.

The chairman should also talk to Rao explaining that Naik was only trying to save time addressing Aman and that Naik is not as conservative as Rao is. Finally, the chairman can ensure Aman that he will not loses his job and he should continue working as his work is appreciated.

It is also possible to talk to Rao and Aman only as, after all, this crisis mainly involves these two people. It is even possible to address Rao and make him stop punishing Aman and focus on professional issues rather than some relationships with other employees.

Apart from discussions, the chairman can develop appropriate corporate culture where communication between employees is highlighted in detail. The document will regulate various communication patterns appropriate in different settings. The corporate culture will help avoid similar situations in the future.

The chairman may address HR professionals (or a company) to introduce a set of training sessions. These sessions will focus on development of proper communication patterns and appropriate relationship among employees. Clearly, the training session should also involve particular solution to such conflict situations.

Finally, it is possible to give Aman horizontal promotion. He can be given another (maybe, better post). The chairman can consider placing Aman to Naik’s department.

It may require certain training for Aman. Of course, it is important to make sure that Aman’s clients will remain loyal to the company and Aman will be able to develop within the company. It is also possible to consider moving Rao to another position within the company.

Analysis of Solutions

Recommendations

It is possible to recommend the chairman to consider moving Aman to another position within the company. Since the characteristic feature of the company is employees’ work with their own customers, it can be quite difficult to find another position for Aman.

Therefore, it can be easier to promote Rao who is an effective manager. This will help the company motivate an effective employee and solve the conflict situation. However, this measure should be facilitated by development of the corporate culture that will include particular instructions on communication norms within the company. This will help avoid similar conflict situations in the future.

Works Cited

Padhmanabhan, P. Conflict Management at TKC Consulting. Retrieved from The University of Western Ontario, Richard Ivey School of Business.