You have just been appointed as Additional Director General of the Central Public Works Department. The Chief Architect of your division, who is to retire in six months, is passionately working on a very important project, the successful completion of which would earn him a lasting reputation for the rest of his life.A new lady architect. Seema, trained at Manchester School of Architecture, UK joined as Senior Architect in your division. During the briefing about the project, Seema made some suggestions which would not only add value to the project, but would also reduce completion time. This has made the Chief Architect insecure and he is constantly worried that all the credit will go to her. Subsequently, he adopted a passive and aggressive behavior towards her and has become disrespectful to her. Seema felt it embarrassing as the Chief Architect left no chance of humiliating her. He would very often correct her in front of other colleagues and raise his voice while speaking to her. This continuous harassment has resulted in her losing confidence and self-esteem. She felt perpetually tense, anxious and stressed. She appeared to be in awe of him since he has had a long tenure in the office and has vast experience in the area of her work.You are aware of her outstanding academic credentials and career in her previous organizations. However, you fear that this harassment may result in compromising her much needed contribution in this important project and may adversely impact her emotional well-being. You have also come to know from her peers that she is contemplating tendering her resignation. (a) What are the ethical issues involved in the above case? (b) What are the options available to you in order to complete the project and to retain Seema in the organization? (c) What would be your response to Seema’s predicament? What measures would you institute to prevent each occurrence from happening in your organization? Case Study: (20M, 250 words) [GS-4: Ethics, Integrity & Aptitude]

Introduction:

The scenario under consideration involves two proficient architects dedicated to enhancing departmental efficiency. Despite sharing a common goal, their conflicting methods have ignited a contentious situation.

Main Body:

(a) Ethical Issues:

• Workplace Harassment: Seema faces harassment from the Chief Architect, creating an adverse work atmosphere.
• Professional Jealousy: Chief Architect undermines Seema’s credit, displaying professional jealousy.
• Loss of Confidence: Seema experiences a decline in confidence and self-esteem.
• Gender Discrimination: Instances of inequality and gender discrimination become apparent.
• Abuse of Power: Chief Architect exploits power and seniority, exacerbating the situation.
• Weak Organizational Culture: The organization’s culture permits such behavior without intervention.

(b) Options for Resolution:

• Mediation: Facilitate a mediation session between Seema and Chief Architect to address differences and foster a positive working relationship.
• Conflict Resolution Training: Provide training to enhance communication and interpersonal skills of both architects.
• Support for Seema: Offer emotional and psychological support through counseling or mentorship.
• Accountability: Hold Chief Architect accountable through a disciplinary process, emphasizing a harassment-free workplace.
• Transparency and Recognition: Ensure Seema receives due recognition internally and externally to counter attempts to undermine her work.
• Preventing Future Incidents: Implement an anti-harassment policy and training program with clear consequences to prevent future incidents.

(c) Response and Preventive Measures:

• Immediate Action: Address Seema’s situation promptly, offering counseling, support, and a safe space to express concerns.
• Mediation and Conflict Resolution: Initiate mediation between Seema and Chief Architect for a respectful work environment.
• Mentorship: Assign a senior mentor to guide Seema, boost confidence, and navigate workplace challenges.
• Anti-Harassment Policy: Establish a clear policy outlining expected behavior, reporting mechanisms, and consequences.
• Regular Feedback: Promote open communication and regular feedback sessions between employees and supervisors.
• Performance Evaluation: Base evaluations and promotions on merit, contributions, avoiding favoritism or seniority.
• Transparency: Maintain transparency in project contributions and recognition to prevent credit appropriation and jealousy.

Conclusion:

By implementing these measures, the aim is to foster a work environment that is respectful, inclusive, and supportive, valuing each employee’s contributions and well-being. This proactive approach seeks to prevent the recurrence of such issues within the organization, ensuring a harmonious workplace.