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Solution.docx

Offices often serve as second homes to many people, offices should be a safe place both psychically and emotionally. Colleagues serve as a family because a lot of time is spent with them and that time should be quality and productive for each other’s well-being. A recent incident rose some questions about the safety of the workplace for employees. Miss Susan Robert from IT department had an emotional meltdown during office timings where she could not contain her negative emotions and her expression of emotions was not appreciated by her supervisor Mr. Daniel Gilbert. He called her out for his expression of negative emotions and called her to leave her bad emotions at home. While doing so he himself depicted negative emotions but this created a warning alarm among all other employees. While all employees felt sympathetic for the humiliation she had to face by her supervisor, employees also deduced that if a similar situation arises and they are the targeted person, their emotions will be dismissed as easily and they also will be humiliated by their supervisor in front of their colleagues. One emotional incident has put in light some of the gaping areas in human resource practices of an organization where there is no pre-defined rules and approaches on how to handle such a situation.

The solution

First, it is important than Mr. Robert Gilbert amends his wrong-doing by asking for forgiveness to Miss Susan Robert. Also, I am important that he does it in front of the whole department just like he did his first action in front of everyone. It will not only heal some part of Ms. Robert’s humiliation but also rebuild the confidence of the rest of the staff. Should be made compulsory to run a background check before invalidating someone emotions. As in this case, it was later discovered that Miss Robert lost a family member in a car accident a few days ago and it was the primary reason for which she could not contain her emotions inside her. So starting from now it should be made compulsory to first inquire why someone had shown negative emotions.

The secondary solution is a long term solution with a proactive approach. This solution has its origin in the Human resource department. While recruiting, Human resource department looks for the most skilled person as they do not pay such consideration to general human traits. From now make it compulsory for Human Resources Department to consider the emotional capacity of candidates during hard times as an important factor. The recruiters must consider handling a challenging situation like the above incident as a key skill. Also once hired these employees must be trained to have an open mind towards others emotions whether they are positive or negative and don’t invalidate other emotions by calling them too sensitive. Such candidates must be preferred who are more open and respectful towards all genders, races, ethnicities, religions, and nationalities. The overall organizational culture also needs to be open towards accepting emotions and their expression as ‘normal’. Human beings cannot be devoid of emotions because it is emotions who make humans, without them humans are moving robots.

Providing a solution for this incident is very important because studies suggest that mental health disorders are one of the leading causes of death in the 21st century and these disorders originate from inappropriate handling of human emotions so it is the ethical and moral duty of every origination to ensure the well-being of its employee and save them from emotional disorders. The world is becoming a global village, every organization has employees from different ethnic backgrounds, cultures, regions, and religions if we cannot respect them and their culture, it simply represents our moral downward trajectory. Women constitute almost half the population of the world. They are hardworking, passionate and very professional in their work. It is high time we stop seeing them as a lesser gender and start seeing them as our equal.

The actual process

Acceptance of Emotions Policy

The organization needs to introduce a new policy which deals with emotional expression at the workplace. Expression of emotion should be allowed and appreciated as long as it does not hurt or harm fellow employees. This new policy must be implemented across the board where people should be encouraged to be human and don’t act like machines and robots. The overall organizational culture must be open towards the complete range of human emotions (Chignell, 2018).

Hiring emotionally intelligent people

Human resource department needs to re-evaluate their recruitment criteria by adding a new Must have ability to handle such a situation which is challenging emotionally. Along with described skills and expertise, such people should be hired which who are open to cultures, ethnicities, regions, and religions and have an understanding of mental disorders and how to handle them.

Training for emotional openness

Once hired, the Human Resource Department needs to conduct such training where emotional intelligence must be taught to employees. New and current employees must learn that every human has emotions, no human can be devoid of emotions. These emotions are part of the person you are willing to work with. No person can separate his emotions from his private professional life. The on and off job training must include this attribute in them. Employees must learn to respect each other as human being, not a man or woman or black and white.

Conclusion

As a firm, we are family and we hold collective responsibility for each other’s well-being including the well-being of the emotional health of our employees. We need a commitment to having empathy for human relations and be kind towards each other. Human emotions need to be understood and resolved rather than condemned. (Cherry, 2019) Human emotions must be respected and most importantly viewed as ‘normal’ rather than bashing and demeaning someone for having them. Because everyone has emotions. No human can be devoid of them. Hence expecting someone to act like a robot and leave emotions at home is irrational and insane.

References Cherry, K. (2019). The Purpose of Emotions. Retrieved from Very well Mind: https://www.verywellmind.com/the-purpose-of-emotions-2795181 Chignell, B. (2018, February 13). The important of Emotional Intelligence in the Workplace. Retrieved from CIPHR: https://www.ciphr.com/features/emotional-intelligence/#