Diversity Unfair Discrimination Introduction:Discrimination happens when a manager treats one worker differently than another depending on their sex, race, color, nationality, ethnic or national origins, religion, sexual orientation, and age. In the following case, we want to discuss “Diversity unfair discrimination”. Company background and profile:Alshaya Organization is a retail business of the Alshaya gathering of organizations, a family-claimed business that established in Kuwait in 1890. In expansion to its retail activities, Alshaya bunch has property in land, development, lodgings, car and general exchanging, largely focused in the Middle East. In 2006, Alshaya propelled global garments retailer H&M in the Middle East, trailed by various US-headquartered brands hoping to venture into the Middle East. The company's focus:The quality of an organization depends on the caliber of its people. The company’s 53,000 workers shape an engaged and committed group with wide understanding of conveying incredible retail encounters for its clients. By choosing the best individuals, and conveying progressing preparing and improvement open doors for them, the company thinks it guarantees that its clients get phenomenal levels of administration and that its business accomplices know it can secure and support their brands. The story is true and based on one of team member's story:Sarah was working in H&M Brand that everyone knows. It is a brand where you can find what you want with a good price. One day, she was working in the afternoon shift as always. She always does customer service, but on that day, she was doing customer service and cashier. When there were no many people in the cashier, she went to serve people to make them feel satisfied. She called that day the worse day in her life as she remembered. It was around 11:30 pm. She was closing her cashier and was doing the closing for her section "closing her section means to arrange your section as it was before opening the store". She finished everything so; she went to her manager to tell him "she is leaving". He said to her "You cannot leave until all your teamwork finishes their work". She told him "everyone finished their jobs except Shaima (one of the female staff). He told her "You need to go and help her" but she refused because Shaima was jumping around and did not do her work. She waited until the last minutes to do her work, made us help her and left. Shaima always did that for us but on that day, Sarah was very tired. She could not stand on her feet. The manager told her "You will not leave the store until you help her". Sarah said, "No, I will not help her. Sarah said, "Shaima did not care for her work until the last minutes and I am responsible for my section also I worked at the cashier all day". After that, the manager pushed Sarah to her co-work section to help her. Sarah was very angry and she said "Hasbi Allah wa niem alwakil". The manager felt angry too because what Sarah said in front of him at that time. The supervisor tried to calm down the manager. Sarah helped her co-worker but she was also angry because she could not do anything at that time. Before she left the store, the manager had a meeting with everyone trying to fix what happened a few minutes ago. Sarah left the 2 store but she felt unfair discrimination on that day she could not sleep well. The next day, she wanted to stop the unfair discrimination so, she went to the company’s office to talk to the HR manager. During training days, the HR manager whose names Salah talked to us and said, "If anyone has any problem in the work environment talk to us immediately and we will help you to go through it”. Sarah met Salah the next day and she explained to him what happened a day before. They talked around 2 hours. The last thing she remembered that day was the worst thing she has heard ever. He told her to quit the job and she did not need it. When he told her that Sarah was shocked. For seconds her mind could not understand what happened. She did not know if she was guilty or not. Everything turned against her and she could not take her legal right. Critical analysis of the situation: The story has three different parties and perspectives to be criticized and analyzed, the first aspect is the employee’s perspective, the second one is the manager perspective, and the third one is the HR employee’s perspective. The first member of the story is the employee who is perceived as the victim of the unfair discrimination displayed in the story by her manager. She was asked to do extra work for another employee who did not care enough to complete her job although she finished all her work very early to go home and relax because she was very tired. She perceived this command from her manager as an unfair request for her and she refused to do it. She did not have citizenship behavior to do a job that was not required from her in her job description because she was not treated right or fairly at the organization. However, she was threatened and intimidated by her manager when he physically pushed her, and in the second situation with the organization itself represented by the HR employee she faced unfair discrimination as well when they stand with the manager against her and preferred that she resign. The second person to analyze the situation from his perspective is the manager. His request for the employee to do the work of another girl might be analyzed as he wants his team to have a citizenship behavior which means “ The behavior that is not part of an employee’s formal job requirements, and that contributes to the psychological and social environment of the workplace” (Robbins and Judge, 2015) ,and to have a group cohesion which means “the extent to which members of a group support and validate one another at work” (Robbins and Judge, 2015) . However, the way he asked the employee was wrong. He obviously used his power that has been given to him by his position and gender to push the 3 girl and threaten her, which showed the action of incivility. His position as a manager made him think he can do that to her and it could be because he is a man and she is a woman, which made him feel he has a power over her due to social empowerment for men, which shows unfair gender discrimination. The third part to analyze is the organization point of view represented by the HR employee. He was in a position to fix this situation by his knowledge of the discriminatory policies for the organization but in the other side he preferred to look at the employee from the surface level and judge that she does not need the job and she should quit the job. He lacks emotional intelligence to know that the employee was in need for his help and support in that situation and she was really shocked by the manager’s reaction. This organization in this situation shows the lack of perceived organizational support, which is “the degree to which employees believe the organization values their contribution and cares about their wellbeing” (Robbins and Judge, 2015). In addition, the HR employee would fix this situation by using the diversity management and change the employee team or try to fix the situation between her and her current manager. OB Concept that fits in this case and Recommendations :- In such case the best concept of OB fits in solving this problem is an effective diversity program. The manager should be taught about the legal framework for equal employment opportunity and encourage fair treatment of all people regardless of their demographic characteristics. Concentrating on the deep-level diversity prevents a lot of problems and one of them is in this case. Also the manager should be taught how a diverse workforce will better able to serve a diverse market of customers and clients. A happy employee means a happy customer. The program encourages personal development practices that bring out the skills and abilities of all workers, acknowledging how differences in perspective can be a valuable way to improve performance for everyone. (Robbins and Judge, 2015) Such workshops must be periodically presented to reinforce their effects. They have to be customized to participants’ needs. They should be practical, experimental and related to participants’ lives. 4 Fair treatment for all people Developing skills of all workers Advantages of diverse market Effective Divercity Program Practical workshops Periodical workshops Conclusion: In conclusion, having diversity include age, gender and race on organization make everyone aware about the needs and differences of others. So this will lead to reduce turnover, increases productivity, understand and respect the unique biographical characteristics of each other. Moreover, Effective diversity program can influence individuals, groups and the organization. First one is the individual impact; it is a great opportunity for both genders to growth by working together towards a common goal using diverse sets of skills, knowledge and abilities that increases their loyalty and productivity. Second one is the group impact; the program will increase creativity and problem solving by having different minds thinking together from dissimilar background, experiences and perspective that will lead to better performance and results. Third one is organization impact; healthy and positive environment will increase citizenship behavior and will decrees stress and withdrawal behavior. Finally, managers should support and help the employees by understand their needs and try as much as they can to provide it and make them happy. In addition, they must manage difficult situations by have solutions to any problems, because it will reflect in their performance and this will affect the company. Lessons learned from case study: 5 1. HR department must solve this problem based on policies and regulations of the labor law and save employee’s right. 2. Management should prevent any discrimination that might happen in the company. 3. Manager should be fair and treat both employees equally. 4. If there is complaint coming from any employee, it should be considered. 5. Good management provide healthy and satisfy environment for their employees. 6. The company should do investigation to this case to avoid any similar situation may happen in the future. 7. What happened to the employee can affect her or his emotion and may do not want to work anymore. References: ● Main. (2018). Designing Effective Diversity Programs. [online] Available at: https://www.td.org/newsletters/atd-links/designing-effective-diversity-programs [Accessed 11 Apr. 2018]. ● Alshaya.com. (2018). Alshaya. [online] Available at: http://www.alshaya.com/en/ [Accessed 11 Apr. 2018]. ● MIHNATI.COM. (2018). Alshaya - About Us. [online] Available at: https://www.mihnati.com/EN/company/alshaya-company/about [Accessed 12 Apr. 2018]. ● Robbins, S. and Judge, T. (2015). Organizational behavior. 16th ed. Boston: Pearson. 6
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