Review The Learning Resources On Leadership Skills

Review The Learning Resources On Leadership Skills And The Role Of Hum

Review the Learning Resources on leadership skills and the role of human resources. You may wish to revisit People First San Diego's website. For this Assignment, focus on the organization’s mission, vision, and diversity and inclusion statement located on the Who We Are tab. Explore the following scenario. Consider how you would address the situation and consult with the human resources department.

You serve as the Director of Clinical Services within the People First San Diego organization. In team meetings, longtime employee Patrice, a woman in her late 50s, is often belittling and condescending toward Bo, another social worker. Patrice rolls her eyes at Bo’s ideas and mutters under her breath. Further, Patrice often needs to be corrected for using the wrong pronoun to describe Bo (who uses “they” and “them”). You are not sure why this dynamic is occurring, but you suspect it has something to do with Bo being young and identifying as nonbinary.

Patrice may see herself as the “old guard” who needs to establish order and police the team. Bo has not voiced any concern about the situation; however, other members of the team have expressed discomfort to you. When you address the comments individually with Patrice, she explains that she doesn’t realize she has been doing it and implies that you are being too “touchy.” The comments and behavior continue, and you are not sure what to do. You decide to consult with the human resources department. By Day 7 Submit a 2-page paper (not including title page and references) in which you: Explain the role of human resources within an organization and how the department supports managers. Analyze the personnel situation within the People First San Diego scenario. What type of conflict is occurring? To what extent does the situation violate the mission, vision, and/or diversity and inclusion statement of the organization or violate the law? Describe how you would address the personnel situation through consultation with human resources.

Paper For Above instruction

The human resources (HR) department plays a crucial role within organizations by overseeing various functions related to personnel management, including recruitment, training, employee relations, compliance, and policy enforcement. HR provides support to managers by offering guidance on handling workplace conflicts, ensuring legal compliance, promoting organization-wide diversity and inclusion initiatives, and fostering a positive work environment. HR acts as a bridge between organizational policies and employee needs, facilitating communication and resolving disputes while aligning personnel practices with the organization's mission, vision, and values (Dessler, 2020).

In the scenario at People First San Diego, a conflict of interpersonal and potentially systemic nature is evident. Patrice is exhibiting behaviors that can be classified as workplace incivility or microaggressions, targeting Bo based on age and gender identity. The subtle belittling, eye-rolling, and dismissive remarks toward Bo indicate a conflict rooted in attitudes, biases, and perhaps stereotypes about nonbinary individuals. This situation can be viewed as a form of relational workplace conflict, which involves negative interpersonal interactions that disrupt team cohesion and morale (Jehn & Mannix, 2001). The ongoing nature of Patrice's behavior, despite being addressed individually, also suggests a failure of organizational norms fostering respectful communication.

The conduct in this case potentially violates multiple aspects of the organization’s mission, vision, and diversity and inclusion commitments. If People First San Diego emphasizes respect, dignity, and inclusivity as core values, then Patrice’s actions undermine these principles by creating a hostile environment for Bo. Furthermore, such behavior may contravene legal protections against discrimination and harassment based on gender identity and expression, as outlined in laws such as the Equality Act and Title VII of the Civil Rights Act (U.S. Equal Employment Opportunity Commission, 2020). These laws prohibit discrimination and harassment in the workplace related to gender identity and expression, making it incumbent upon the organization to intervene and prevent ongoing violations.

Addressing this personnel issue through HR consultation involves a structured and sensitive approach. First, I would request a formal meeting with HR to review the concerns, including the feedback from other team members about discomfort caused by Patrice. The goal is to ensure organizational policies on respectful workplace behaviors and anti-discrimination are understood and upheld. HR can facilitate a conversation with Patrice, emphasizing the organization’s values and legal obligations, and providing her with awareness training on unconscious bias, diversity, and inclusion (Higgins, 2021). It is essential that this interaction is constructive, aimed at behavior change rather than punishment.

Alongside this, HR can implement or reinforce existing policies on workplace civility, diversity and inclusion, and non-discrimination. They can also offer conflict resolution resources, such as mediation or coaching, to address underlying biases and improve interpersonal dynamics. If Patrice’s behavior persists despite these interventions, HR may consider formal disciplinary actions aligned with organizational policies. Furthermore, continuous monitoring and follow-up are critical to ensure the behavior changes and a respectful team environment is restored (Cortina & Magley, 2018). Overall, human resources support is vital in translating organizational commitments into tangible actions that foster an inclusive and respectful workplace while mitigating conflict and legal risks.

References

• Cortina, L. M., & Magley, V. J. (2018). Workplace Incivility and Harassment. Annual Review of Organizational Psychology and Organizational Behavior, 5, 315-338.
• Dessler, G. (2020). Human Resource Management (16th ed.). Pearson.
• Higgins, P. (2021). Diversity and Inclusion in the Workplace: Strategies and Challenges. Journal of Management Development, 40(3), 161-170.
• Jehn, K. A., & Mannix, E. A. (2001). The Dynamic Nature of Conflict: A Longitudinal Study of Intragroup Conflict and Group Performance. Academy of Management Journal, 44(2), 238-251.
• U.S. Equal Employment Opportunity Commission. (2020). Protecting LGBTQ Employees. https://www.eeoc.gov/laws/guidance/protecting-lgbt-employees