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1、CASE STUDYOffice attractionBackground Karl Jansen, Managing Director at London-based Crawford PLC, has always believed that employees perform better in a relaxed working atmosphere. The staff rule book is slim and hed like to keep it that way. However, recent events have made him wonder whether the
2、company culture has become a little too casual. It could be because staff are working later at night and at weekends, or because fierce competition is causing more stress. Whatever the reason, close relationships between colleagues are definitely becoming more common.Memo URGENT AND CONFIDENTIALFrom
3、 Karl Jansen, Managing DirectorTo Jenny Cunningham, Human Resources Director Date 30 JunePolicy on office relationshipsIm extremely concerned about the growing number of close relationships between members of staff. This is having a very bad effect on both performance and morale.As you know, there h
4、ave been three cases recently where employees have developed personal relationships which seriously affected both their own performance and their colleagues. Furthermore, Ive heard this morning that one of the individuals concerned is threatening the company with legal action.As a result, Id like th
5、e Human Resources Department to review in detail each of the three cases and advise how to proceed. These are:1 The appointment of Tania Jordan2 The re-assignment of John Goodman3 Complaints against Derek HartmanThe details1 Appointment of Tania JordanA few months ago, Karl and two other directors,
6、Marcus Ball and Julia Kovacs, appointed a new manager. There were three excellent candidates. Finally Tania Jordan was selected-mainly because Marcus had argued strongly in her favour. Karl discovered later that she was Marcus sister-in-law. When Karl told him he should have withdrawn from the selec
7、tion process, Marcus said angrily, Listen. I supported Tania because she was the best person for the job.Karl discussed the matter with jenny. They decided to take no further action.2 Re-assignment of John GoodmanA few weeks later, a problem arose in the Finance Department. The Financial Director an
8、d her ambitious deputy, John Goodman, had formed a very close relationship. Unfortunately, the relationship went sour and they had bitter rows in public. Because of these problems, serious mistakes were made in the annual report and the morale of the whole department was affected.Karl and the other
9、directors decided to move John to another department. However, Johns new position is less challenging with little opportunity for promotion. He believes hes been very badly treated by the management and is threatening to take his case to an industrial tribunal.3 Complaints against Derek HartmanA wee
10、k ago, a part-time employee in the General Office, Claudia Northcott, e-mailed Karl asking for a private meeting with him. When they met, he found out that she was representing all the part-time staff in the department. According to her, the Office Manager, Derek Hartman, is showing favouritism towa
11、rds one of his staff, Petra Palmer, and this is upsetting everyone in the office. Karl asked for more details.5.3 Listen to an extract from their conversationSpecific questionsLater on in his memo, Karl asked Jenny and her team to consider the following questions.1 Did we make the right decisions co
12、ncerning Marcus Ball and John Goodman? What further action, if any, should we take in each case?2 If the accusation against Derek Hartman is true, what action should we take?3 Should the company have a written policy on close relationships at work? If so, what should be the main guidelines for staff
13、? What sanctions should there be for staff who dont follow the guidelines?4 How can we avoid someone gaining an unfair advantage from having a close relationship with another member of staff? Are there any specific examples of bad practice that could be written in the policy document?TaskYou are mem
14、ber of the Human Resources Department at Crawford PLC. Discuss the questions in Karls memo and agree what action to take. One of you should take the role of Jenny and chair the meeting.WritingAs a member of the human Resources Department, writer a set of guidelines which could be used as a discussion document at the next board meeting.
