PISCO Model - Case Study Example

In attempting to highlight the ethical dilemma in leadership with regards to decision making raised in the given case study, it is imperative to elaborate the basic concepts underlying the framework of the study. In practice, decision making is primarily concerned with approving the course of action to be taken in pursuit of certain goals to be achieved and is mainly practised at the top management level within large organisations (Kleynhans et al 2007). Decision making is mainly influenced by the leadership style which is the way managers ought to lead people in the organisation. On the other hand, ethics are regarded as moral principles that often guide leaders in particular to make a distinction between something that is good or wrong in the process of dispensation of their job (Carrell et al 1995). Thus using the PISCO problem solving model going to be highlighted below, the study would attempt to critically analyse the dilemma facing Lael Matthews in selecting the ideal candidate to promote among three managers. Problem According to Edward (1985), the PISCO model is comprised of steps that seek to identify a problem, input to the cause of the problem, solution, choice as well as operational goal of the choice made. In this case, the two major problems facing Lael Matthews include race and gender related issues which are seen as impediments in the efforts by the management in their efforts in appraisals especially for promotional posts to senior positions within large and often reputable organisations. For instance, Liz is an African American and a female at the same time which would raise eyebrows once she is given the opportunity to grab the position given that she would be the first person to hold such a high post within the organisation. Indeed, she has the energy to perform but due to her circumstance whereby her race is looked down upon, she could not rise to higher level expectations. Compared to Liz, Roy is privileged to have attained higher qualification from a prestigious private college and has been in the company for a long period but comparatively, his energy is lower than Liz. At the same time, Quang is intense but can only be hampered by virtue of her race as well as gender. She also has links to upper management which can give her unfair advantage over others. Therefore, in making an informed ethical decision about the right candidate to promote, the above issue ought to be objectively considered in order to come up with a capable candidate who has the capacity to perform the task. Input Liz’s predicament like any other African American is designed and is a direct result of the system which is unjust in terms of fairness in its working conditions among the working class. African Americans are to a greater extent victims of discrimination by virtue of their race and the system has not allowed them to prove their capability. According to the case study, “Liz would be the first African American female manager at this level,” should she be fortunate enough to be promoted to that level which in the eyes of those considered to be superior would be impossible given that they would be particularly interested in maintaining the status quo. In this regard, the best solution would include creating a level playing field which is neither influenced by gender nor racial rhetoric which has directly resulted in deliberate undermining of other equally capable people the opportunity to prove that they too can also do the same tasks that are often ‘reserved’ for the privileged in society. However, the other input leading to the problem involving Quang is that she is Asian hence may not have the opportunity to be treated equally with the whites. However, she has strong links to people in the upper management levels which can offer an unfair advantage to her over other candidates which also need to be correctly rectified. From the look of things, Roy enjoys lavish privileges in the company compared to other candidates vying for the same post. This can be supported by the following statement drawn from the case study, “the next day seemed very long and was punctuated by the announcement that Roy’s son was getting married to the vice president’s daughter.” Instead of being treated as a family hence private affair, the implication is that it would be more of a company affair. Solution The best solution would include the creation of a situation whereby all workers holding the same qualifications being treated as equal regardless of gender or race where discrimination would not be used as a tool to suppress the potential of other deserving workers. Another probable solution would be to offer incentives that motivate all the workers to perform to their maximum capacity regardless of their colour. Basically, no worker should be discriminated or disadvantaged as a result of gender, race, creed or belief. Basically, “a SWOT analysis is a useful instrument for helping managers to identify internal strengths and weaknesses of a business and external opportunities and threats facing it,” (Strydom J. 2000 p 31). SWOT stands for strengths (S), weaknesses (W) while on the other hand the external environmental factors are regarded as either opportunities (O) or threats (T). This analysis is very important to managers as it allows them to focus on key strategic issues based on the notion that an effective strategy fully utilises the strengths and opportunities of a business and strives to minimise the weaknesses and threats. The table below shows the SWOT analysis of each of the suggested solution above. Solution Strength Weakness Opportunity Threat Equality No one would feel inferior to another person at the same level. Others may take advantage to sabotage the organisation. High chances of growth with equity. Undeserving & less productive workers may unfairly benefit from the system Motivation A happy worker is very productive. Some greed elements may still not be satisfied High chances of staff retention and attraction of equally skilled workers. Incentives given may not be satisfactory in some instances. Discrimination Creation of a peaceful working environment Incompetent workers may tend to be difficult to manage Less conflict at workplace Others may deliberately undermine authority Table 1, SWOT Analysis The rationale behind the outlined strengths lie in that they would all produce positive results for the betterment of the organisation where there would be mutual understanding among all the workers from the racial divide. On the positive side as well, the opportunities would bring about growth to the organisation where there would be less conflict and likely chances of retaining skilful workers. On the other hand some of the weaknesses of the solutions proposed above may include a situation where undeserving workers may benefit from the system while their contributions are below capacity. The major threat may be the deliberate attempt by other workers to undermine the authority of the organisation. Choice From the above assessment of the probable solutions to the issues raised in the case study, the most appropriate one would be the one which includes the creation of a situation whereby all workers holding the same qualifications are treated as equal regardless of gender or race where discrimination would not be used as a tool to suppress the potential of other deserving workers. In this case, Liz would get the opportunity of getting the promotion after a fair, unbiased as well as objective consideration of all the circumstances surrounding the candidature of all the three people. In all fairness, the other two candidates, Roy and Quang enjoy unfair advantage where they have close ties with the superior powers within the organisation. African Americans have for quite a long time been discriminated against hence if this barrier is removed, Liz can also prove to be competent as well given that for quite some time she has been operating under unfair conditions where she had little recognition for her efforts. Operation The most viable operational goal would include all of the following steps discussed below. First and for most, there is need to identify workers with the same qualifications and skills and group them into one category regardless of their race or gender. Secondly, there is need to formulate policy which would treat these people as equal and this policy would remove both racial and gender barriers. Once these barriers have been removed, an element of inferiority complex would also have been removed where all workers from a different racial divide would treat each other as equal. Having removed the barriers that may affect equality, then there would be need to create and establish a level playing field where there would be no other elements within the workforce who will unnecessarily enjoy unfair advantages over others. The forth step would involve the implementation of the policy. However, this ought to be a process not to be treated as an overnight event which can be suddenly implemented as there would be likely chances of resistance especially from the long time beneficiaries of the unfair and unjust system. The final step would involve monitoring progress made over a period of time as well as changes that may need to be put in place. References Carrell, R. et al (1995), Human Resources Management: Global Strategies for managing a diverse workforce, 5th Edition, Prentice Hall, USA. deBono, Edward (1985). Six thinking hats. New York; Little, Brown and Company Kleynhans R. et al (2007), Human Resource Management: fresh perspectives, Prentice Hall, S.A. Lamb, C.W. et al (2000), Marketing, Oxford University Press, SA Strydom J. (2004), Marketing, 3rd Edition, Juta & Co Ltd, S.A Read More