Plan of action - Maria - Term Paper Example

? Plan of Action - Maria ID Lecturer The scenario under consideration with Maria has caused a great deal of worry for the company because the point that is being raised by her is not essentially true. This is because Maria has not been able to understand that what kind of weakness exists within her fore rather she has concentrated upon the fact that since she is a Latino and a person of color, she is being treated in an unfair manner. One shall believe that this is simply not the case here. This can be proven by the explanations given by the company because it believes very staunchly at how things could be corrected within Maria’s folds and what weaknesses have already been existent of late. Since she believes that she is being hard done by because of her Latin ancestry and that she is from a totally different race altogether, she has made up her mind in a very negative way. She must understand that this is simply not the case and the company asks of her to bring out something totally distinctive and diverse (Gregory 2003). The basic element of shortcoming within her professional undertaking is when she communicates with people, and this is quite visibly something to ponder deep into. Since she cannot communicate with people around her and her accent is not deciphered by people easily, she is being seen as someone who is hard to come by within the relevant scheme of things. This is indeed a very genuine reasoning that the company can give in its own defense, as the perception created by Maria is not acceptable at all. Maria has misunderstood things here. She has put the blame upon the company on a totally different tangent altogether. There is no reason why she should be blaming the company for her poor communication skills and traits that she has been displaying over a period of time. She believes that she is being maltreated as there is a bias within the company but this is not something that has been pondered upon deeply by the people who are sitting within the helm of affairs in the company. Maria must know that any company within the business world exists to satisfy not only the customers but its internal publics as well, which comprise of its own employees who are the most prized possessions that these companies can ever have. When Maria says that the company is treating her in a shabby way, it is the bias which is reflected in her understanding and not the way in which work gets done within the domains of the organization in the long run (Kim 2002). What the company has to do in such a setting is to make Maria realize that she is in the wrong, and that she shall have to be treated fairly no matter what happens. However at the present, Maria has become disgruntled because she believes that she is being hard done by due to her color and Latin ancestry. The scenario could be avoided if the company took a more proactive approach and told Maria where she was lacking before announcing the promotions for the employees. This could have made the entire effort look genuine and there would not have been any resentment whatsoever. One shall see that Maria has had quite a number of problems in her capacity as an employee working for this company. She has been known to have a very difficult to understand accent where people ask her time and again as to what she really means. Apart from this, she is known to be one person who is quite often late and had tardiness issues. She also seems a bit loud and is aggressive on most of the occasions. This has made the task of Maria even more difficult because she does not believe that she is doing anything wrong. However, on the part of the company, there has been a mistake that they did not tell Maria beforehand where she was going wrong, and what she needed to do to set things right within her related domains. Due to her acrimonious activities within the company, she has not been considered for promotion which is indeed reflective of the company policy when it comes to promoting people every now and then. However this is something that Maria needs to take with her chin up. She must not get bogged down due to pressure that has been imposed on her realms. She must stand up and face the difficult times with courage and determination so that she could mend her ways and work upon her communicative abilities to bring in success, not only for the company but also for her own self. There are no individual discrimination areas which are seemingly visible within this scenario. This is because Maria has herself understood such domains more than anything else. She has brought peril at her own bay, and told the company what she thinks of her personality within the light of the company’s rules and procedures. If she felt discrimination happening in the past, it was her duty to make sure her grievances were forwarded to the concerned department within the company and hence addressed. However this never occurred until the company announced the new promotions, which was something totally strange for her. She expected a good amount of incorporation in terms of promotion and increase in salary yet this did not happen due to the manner in which she had conducted herself for a long period of time. Her aggressive approach has made things worse off for her. What is even more difficult to comprehend for the company is the reason why she is late and shows tardiness within her routines all the same. These are some of the important points why she has not been given the much desired promotion on her part. Hence there seem to be no indication of Maria being treated in an unfair and shabby way by the company (Covey 2000). What she believes however is a totally different thing altogether. She thinks that the company has given her a tough time based on her looks and the way she comes from a different ancestry, which is indeed too low to think of any way. She has got no proof of this yet she claims this without any evidence or proof whatsoever. When one evaluates the situation at hand, there seem to be a number of conclusions that seem coming. The first and foremost is the role of the company’s human resource management department which should have been more proactive in its approach at dealing with such a situation to erupt in the first place. Also the shortcomings on the part of Maria are also apparent within this situation. She has made things worse off for her own self. She has not bothered to change the way she delivers words to the people around her and the fact that she has been loud and aggressive has only added salt to the wounds here. There is a good amount of resentment that exists within the fore of this situation that has come about. What can now be done is to find a common ground from where both the company and Maria can grow in a collective as well as an individual fashion. This common ground can only be reached upon if there is a desire to set things right within the realms of the organization, and to find the most apt way to let others be motivated whilst performance of their own respective duties. This must happen on a consistent basis because it touches upon quite a few important issues as far as the proper working ideology of the company is concerned. In the end, it would be sound to suggest that Maria has to change her ways and set things right within her folds so that she could become a better professional than she is at the present. She needs to set things right for her own betterment as well as for the domains of the company that she works for. The role of the human resources management domains within the company is also quintessential to understand here as it sets quite a number of things right in entirety. However if this does not happen, one can expect much more resentment and dismay to surface within the company’s association with Maria as well as many others like her in the future. Therefore the company needs to pull up its socks so that its success could be guaranteed from a long term standpoint. Maria also has to do a lot of catching up since she has to exactly pinpoint why she has been unable to change her accent for the better (Bibby 2008). Also her aggressive and loud attitude has been a compelling one for all and sundry, and this is one aspect which needs to be taken care of by Maria, the sooner the better. All said and done, this situation could have been solved in an amiable way if Maria understood the needs of the company more than her own, so that sanity could have prevailed in the end. References Bibby, C (2008). Should I Stay or Should I Leave? Perceptions of Age Discrimination, Organizational Justice, and Employee Attitudes on Intentions to Leave. Journal of Applied Management and Entrepreneurship, Vol. 13 Covey, A (2000). The Workplace Law Advisor: From Harassment and Discrimination Policies to Hiring and Firing Guidelines: What Every Manager and Employee Needs to Know. Perseus Publishing Gregory, R (2003). Women and Workplace Discrimination: Overcoming Barriers to Gender Equality. Rutgers University Press Kim, P (2002). Genetic Discrimination, Genetic Privacy: Rethinking Employee Protections for a Brave New Workplace. Northwestern University Law Review, Vol. 96 Read More