A female Hispanic floriculture supervisor, Ana Mendez, has reported to Employee Relations that she has been sexually harassed by Ellis Wilson in which he has created a hostile working environment by frequently stopping by to see her at her worksite and constantly commenting on how sexy she is and pressing her to “just go for a few drinks” on too many occasions. She declares she has rejected his advances and informed him if he did not stop harassing her she would report it to management. He did not stop. Ellis’ position is that he happens to have work and audits to be done in areas where she happens to be. He does not believe any comments complimenting her should be taken as seriously because he is just a friendly type of guy. Ellis does not seem to realize when certain actions can be perceived as sexual harassment.
Employee Relations Manager, Roberto Miranda, discussed the matter with you. You direct Roberto to apply conflict resolution techniques in hopes of keeping the matter from accelerating into a full-fledged EEOC complaint. Smith has informed you he wants this matter resolved quietly and quickly.
Design a conflict resolution that is reasonable, fair to both sides, and results in everyone being educated about sexual harassment in the workplace.
Use headings to appropriately signal the topics and keep your document organized
Use a minimum of three in-text citation sources within your paper and identify them in your APA correctly formatted References page.
Answer preview
In the formation of the conflict resolution plan one thing that must be known to the two is that sexual harassment takes many courses and has some regrettable consequences. As the overseer of the case, the first step would be meeting up with the two of them and getting to discuss the actions that happened before the reporting of the situation. The aim of this would be to get to understand what happened and collect as much information as possible from them. Secondly, I would try to harmonize and come up with a standard solution from both Ana and Ellis. This would involve asking them on separate occasions to come up with a solution that they would feel would work better to end the sexual harassment claims that Ana had presented to the manager. Since this is a solution finding activity not involving the authorities the third step would be that of discussing the ways to be followed to meet the standard solution (Wallensteen, 2015). After the two agree on what to do to prevent such a scenario in future, it would be best to come up with the suitable solutions from the options that they have provided.
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