Kate has been employed by a well-known manufacturing company for 12 years. She is the only female on her line and the fastest worker. She has been promoted several times through mergers and acquisitions, but has always been looked over for a senior management position. Kate believes she is qualified for advancement but thinks her manager has a problem with her personally. To top it off, Kate did not receive a semiannual or annual review, which would have resulted in a raise. Her coworkers (all males) have urged her to go to management and report what she believes to be discriminatory behavior from her immediate manager.
Now, complete the following tasks:
Discuss a situation you have been in where you felt you were passed over for a promotion, made to feel indifferent, or were discriminated against. Compare and contrast your story with Kate’s.
Compare the possible ethical breaches of Kate’s manager against your own manager’s behavior. Utilize scholarly research on leadership theory as justification.
Compare the possible legal breaches of Kate’s manager against your own manager’s behavior. Utilize scholarly research on leadership theory as justification.
Recommend an approach Kate could have used to manage the negative risk both personally and professionally.
Evaluate the advice Kate received from her coworkers.
Referring to the conflict resolution strategies taught in this course, determine which one is best suited to resolve Kate’s conflict. Justify your position.
In the chart below, evaluate your conflict resolution skills from the past five years. Rate yourself on a scale from 1–5, where 1 represents low performing and 5 represents high performing
(I got hired in as an Assistant Dirctor at a preschool)…
There was a time where I felt I was passed over for a promotion. I got hired with a company, prior to getting hired I was told I would be hired in as an Assistant Director and as soon as I learn about the company and their financial records then I would promote to Director quickly because of my prior years of experience being a Center Director. As Kate felt that she was fully qualified to promote I felt I had the knowledge and ability to promote even though I was knew. I was told to go run a center because the Director is on a Leave of Absence, there is currently no manager but myself and there is a Lead teacher there that has been training with the Director and she has the knowledge of our company policies and financial system. I was simply thrown in this facility I was not properly introduced to the Lead teacher nor all the staff. The District Manager said he would meet me there on my first day and never did, it wasn’t til about a week later and didn’t not define who does what but simply “both of you run the center”.
A month later
I continued to work with the Lead teacher but it wasn’t all that successful. Me and her continuously had disagreements. She took control in every situation and when I asked her questions she would reply that she don’t know because she’s just a teacher. When I asked her to show me how to work the financial system (here and there) she would tell me she doesnt have time it’s too busy. She even made a comment “why did the District Manager bring you over here knowing that you don’t know anything?” I have to train you? That is not my job.” She added” why should I show you when I’m trying to prove myself to the District Manger that I am capable”. This was challenging for me because I would call him and he was never available he told me over rule her. “Win the conversation with her”. So this is what I tried to do but was unsuccessful because I didn’t know how to use their financial record software to keep track of everyones acct. I needed the Lead teacher it was impossible to run it without proper training.
It was a “no win situation”. I tried to talk to my District Manager (Kenny) about the whole situation but he was not very supportive he kept telling me to stop complaining and put my knowledge to practice and how come I keep complaining whereas the Lead teacher doesnt complain and she is a go- getter and a problem solver. He can give her work to do that she has never one before and somehow she manages to get it done without having to be told how to complete it. He made me feel incompetent.
This Lead Teacher (Brandi) was telling Kenny things about me that I wasn’t a team player and I don’t try. It seemed tho as if Kenny took her views rather than mine. He stood in communication with her and set her up for success and me for failure. When I brought things to his attention he took it as Im just a complainer and I cant get along with people. Staff were her friends because she is a teacher so they all were on her side and they turned on me. She didn’t practice good work ethics she had favoritism, she made fun of some children, and violated some company policies, and most certainly didn’t lead by example.
Feeling Stressed
I felt discriminated, incompetent, and unvalued. I did share this with him and he told me “stop playing the victim role, this is ridiculous!” I couldn’t work to my full potential because everything I tried to do to make things better it either wasn’t how they do things there or not good enough, my ideas were all shut down by both Brandi and Kenny.
My goal was to advance and grow with the company as mentioned by Kenny but my performance was not good enough because the center did not show my work according to him.
There was a time where I mentioned that a teacher there had continuous poor performance and needs corrective action he was not on board with that and said I have high expectations when that wasn’t the case it was simply respecting a child’s personal rights and adhering to company policy. When I gave my suggestions he was not on board with it.
I tried hard to get along with Brandi although it was hard. If I didn’t ask her questions and I was on her side agreeing with her ideas then we got somewhere. But if I thought differently and shared my ideas we would have a disagreement. There were times where she would ask me how to word things if she was creating a document or email someone or respond to Kenny through email or phone and I would help because I wanted so much to work together successfully but come to find out she would take all the credit and be recognized in front of me and behind my back (through emails).
Thhis was holding me back from promoting. Because I wasn’t properly trained and the Lead teacher Brandi was trying to prove herself
Brandi had mentioned to me that Kenny came to do evaluations when I wasn’t present and that he would be back to do mine (he never did), but that he promoted her to Assistant Director.
Soon they both were harassing me when he visited the school (humiliation, belittling me, disrespecting me)
About 5months later an announcement was made that Kenny was no longer with the company.(Later to learn he was terminated due to many complaints on his poor performance)
We soon got another Disctrict manager and things were apparently said about me from Kenny and Brandi that I was difficult to work with and uncooperative so I remained an Assistant Director and never promoted even tho I personally met with the District manager informing her of the situation. I told her how much experience, knowledge and ability I have as a Director and the high performance record I had in y past position but that was obviously irrelevant. It makes me feel horrible that I can do so much more but she does not feel that way bout me because of what has been said about me (damage is done already)
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