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.


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.

Legacy Editor Changed status to publish November 28, 2023