MAKE A DECISION: How would you describe Randy’s problems in his workplace and what is your recommendation in how to address these issues?
- Other than his temper, Randy is a good employee. As valuable as he is, it’s probably best to encourage Randy to seek counseling and limit his contact with coworkers.
- It is of concern that Randy does not really think he has a problem. He should be required to complete an anger management program while remaining at work under close supervision.
- Randy clearly has some serious problems. He should be suspended until he has successfully completed an anger management program and then return to work as a probationary employee.
- Employers really cannot afford to keep employees who exhibit bad tempers. Randy should be terminated quietly with severance pay and insurance coverage to continue counseling.
Think about the factors that influenced your recommendation for Randy. Why did you choose the option that you did? Include these aspects of Randy’s situation in your response:
- Randy’s personal history with anger and other impulse control issues
- The impact of anger in the workplace, in families, and on society as a whole
- The likelihood that an anger management program will be successful
- The legal and ethical issues posed by the situation and your positions on those issues
please see attached
Expert Solution Preview
Introduction:
In this scenario, Randy is portrayed as an employee with a temper problem. As a medical professor overseeing the education and evaluation of students, I have been presented with four options to address Randy’s workplace issues. Each option carries implications for Randy’s personal history with anger, the impact of anger in the workplace and society, the likelihood of success of an anger management program, and the legal and ethical aspects of the situation. Considering these factors, I will evaluate each option and provide my recommendation.
Answer:
Considering the factors mentioned, my recommendation would be option 2: It is of concern that Randy does not really think he has a problem. He should be required to complete an anger management program while remaining at work under close supervision.
Explanation:
1. Randy’s personal history with anger and impulse control issues:
Randy’s personal history with anger and impulse control issues suggests that he may benefit from professional intervention and counseling. Requiring him to complete an anger management program addresses the root cause of his workplace problems and provides an opportunity for him to develop healthier coping mechanisms.
2. Impact of anger in the workplace, family, and society:
Anger can have significant negative consequences in the workplace, affecting team dynamics, employee morale, and productivity. By addressing Randy’s temper problem through an anger management program, we aim to mitigate the negative impact of his behavior on his colleagues and create a more harmonious work environment. Additionally, it is important to recognize that anger issues can also have detrimental effects on Randy’s personal relationships and society as a whole.
3. Likelihood of success of an anger management program:
While no intervention guarantees success, an anger management program can equip individuals with the necessary tools and strategies to better manage their anger. By requiring Randy to complete such a program, there is a possibility that he will develop healthier coping mechanisms and learn to control his temper. Close supervision at work ensures that he can immediately put the skills learned into practice under a controlled environment.
4. Legal and ethical considerations:
From a legal and ethical standpoint, terminating Randy without providing an opportunity for change may be seen as hasty and unfair. By offering him the chance to complete an anger management program and providing the necessary support and supervision, the organization demonstrates a commitment to supporting its employees’ personal growth and improvement. However, close supervision is crucial to ensure the safety and well-being of coworkers until Randy demonstrates consistent behavioral changes.
In conclusion, option 2, which involves requiring Randy to complete an anger management program while remaining at work under close supervision, appears to strike a balance between addressing Randy’s individual needs, ensuring a positive work environment, and upholding legal and ethical considerations.
