Leadership Ethics and Diversity - Case Study Example

? Leadership Ethics and Diversity Case In dealing with Michael Mammone, a patient of bi-polar disorder working in the reception department of Harvard University the Executive Leader was required to formulate an intervention policy. The intervention policy would be formulated focusing on accommodating Michael in the workplace and rather not terminating him on discriminatory grounds. The Executive Leader can work in appointing an arbitrator who would endeavor to obtain potential information from Michael pertaining to the history of the bi-polar disorder and treatment obtained thereof. Herein the Executive Leader dealing with the problems can relate the diagnosis of Michael’s psychiatrist with the psychiatrist appointed by the company that in turn would help the company in understanding the level of development happening side-by-side documenting such. Again the Executive Leader could have also worked in helping Michael get leave on medical grounds. This policy would have helped the company in reducing the level of disturbances gained owing to the behavioral conducts of Michael and similarly would have helped Michel in leading a tension and stress free life being way from the workplace. However adequate privacy should be held pertaining to the medical information of Michael gained in the course such that it does not lead to any kind of embarrassment. Thus rather than treating him to be disabled the acts should work in understanding how to ease the situation for Michael and thereby effectively accommodate him in the concern (Harvey and Allard, 2008, p.265). This stance would have helped Harvard from countering any Discrimination Suit such that Michael would have felt to have been cared for by his superiors. Again the above case would have helped in gaining Michael back to work with effective treatment conducted. Case 2 The Executive Leader duly appointed would have worked to make the passengers understand and honor the religious sentiments of the Muslims through rendering of examples in which an activity conducted would have affected the latter’s religious sentiments. Justification of the religious sentiments of the Muslim cab drivers would have helped in abolishing the mental conflicts pertaining to the same between the cab drivers and passengers. The Executive Leader must endeavor to enhance the religious position and sentiments of both the parties to the issue and also must act in enhancing the number of cabs not driven by Muslim drivers in the region (Harvey and Allard, 2008, p. 265). Case 3 In this case the Executive Leader should have worked in creating an intervention program to treat Brown’s problem of Sleep Apnea to effectively increase his efficiency at the workplace rather than working on termination standards. Thus firstly the Executive Leader would work in identifying the level of psychiatric ailment pertaining to Brown through the assistance of a psychiatrist appointed by the company. This psychiatrist can work to evaluate the history and the medical help gained till now at the personal level by Brown. Such intervention process coupled by steady documentation would help the company management gain adequate knowledge of the present condition of the Sleep Apnea aliment of Brown. Depending on such knowledge the company can adequately change the work environment for Brown by temporarily putting Brown on leave or relocating him to other departments. The Executive Leader must also work in getting feedback and information from time to time relating to the level of revival gained in by Brown through such medical interventions carried out. Feedbacks can be gained both at the personal and at the medical level by consulting with Brown and the psychiatrists respectively. This intervention process needs to be carried on till the time the psychiatrists consider him fit to rejoin the duty of ‘Emergency Dispatcher’ (Harvey and Allard, 2008, p.265). The above intervention program carried out by the Executive Leader would help in enhancing the level of commitment and loyalty of Brown towards the organization and also would have helped the concern in avoiding from the issue of terminating Brown. Again the above program would also have reflected on how the organization gains effectiveness in embracing people suffering from physical disabilities with normal people. Jeanne McNett and the Cases Relating to the first case reflecting the situation of Michael Mammone suffering from bi-polar disorder behaving in a disorderly fashion and terminated by the organization on discriminatory grounds Jeanne McNett would have categorized the same on Deontological front. The Deontological front requires the inclusion of diversity in the workplace such that it asks to render the same type of treatment to different types of individuals existing at the workplace. Again where the through the Deontological mode the organization would operate on a diversity tolerance process the use of the Teleological approach can be made to focus on the ambit of the managerial implementations carried out. Thus herein the organizational managers should work in effectively carrying out programs to properly accommodate the person in the workplace through medical intervention rather than terminating him. Finally the third approach of Caring that works more on an emotional and non-rational front can also be taken by Jeanne pertaining to the case for such involves reflecting a general love for humanity not influenced by discrimination. This thought put in place would have made the managers in the concern have enhanced understanding of the medical help required by Michael (Harvey and Allard, 2008, p. 265, 254). Pertaining to the second case of the Muslim cab drivers refusing to take passengers possessing liquor products and thereby creating a conflict of interest with the latter the same can be dealt in by Jeanne McNett in terms of the Caring Approach. Herein the passengers need to understand and honor the religious mindset of the cab drivers so as to understand the reason for which the cab drivers restrain them from hoarding the cabs. Tolerance of other religions and thereby the beliefs related to the same also amount for honoring the cause of humanity. Again the Teleological ramifications can also be pursued in this case owing to the strategic implementations carried out in highlighting cabs driven by Muslim drivers. Similar rational implications can be carried out in through the increase in the number of cabs thereby helping to reduce the existing level of conflicts (Harvey and Allard, 2008, p. 265, 254). Finally for the third case relating to the Sleep Apnea problem of Brown and the consequent termination conducted all the three approaches pertaining to Deontological, Teleological and also the Caring approach would have been taken by Jeanne. The first approach or the Deontological approach would have been taken into consideration such that the situation highlights a sense of discrimination being pursued in terminating Brown for his physical inability to stand the workplace hardships. Working on the Deontological approach the organization would be preached to honor the existence of diversity pertaining to the difference in the ability of the different individuals. Secondly focusing on the Deontological approach the use of the Teleological approach can be considered in the formulation of an effective implementation plan involving the process of medical intervention. Herein like the first case the incorporation of consultation rendered by psychiatrists both at the company and at the personal level by Brown needs to be taken and effectively documented to gain an enhanced understanding of Brown’s situation. Changes observed both physically and based on the consultation gained must be duly documented and privacy maintained to help Brown effectively revive. Similarly the other Teleological approaches also deals in helping Brown gain temporary leave from the workplace and only join on becoming fit as would be mentioned by the psychiatrists. Finally the case could have been also dealt on a Caring approach for incorporating a humanitarian face in dealing with the problems faced in by Brown rather than terminating him from his duties (Harvey and Allard, 2008, p. 265, 254). Reference Harvey, C., and Allard, M., 2008. Understanding and Managing Diversity (4th Edition). New Jersey: Prentice Hall. Read More