Shayer's Dilemma Case Study Summary

What are Smith’s options and what are the consequences of each? The first option is to say nothing and live with both the talk and the behavior. If Fred decides to say nothing, he will always feel guilty for not doing the right thing. Joe Taylor and Jeff Shayer will not refrain from having disrespectful comments about Nickles. If word gets out about Taylor’s and Shayer’s comments and ended up being investigated by HR, Fred’s name maybe included in the investigation because he was aware of the situation and did nothing about it.

The other option is for Fred Smith to confront his co-workers and demand a change in their behavior which I believe is the best option. Fred needs to confront his co-workers to tell them that Nickles is “cordial, intelligent

Telling Susan Nickles will create a very uncomfortable working environment for Fred and their workplace. Nickles may lose trust on her co-managers, escalate the situation to Human Resources and can create chaos for the entire department. Nickles may also decide to end her partnership with Smith or end her employment at ABC Management Consulting. Fred knows that Nickles is very valuable in the company because of her education and skills.

Should Fred report the situation to upper management? If Fred heard or find out that Shayer and Taylor continue to speak about Nickles in a disrespectful manner after he demanded them to stop doing so, he should report them to upper management. Upper management has all the tools to handle these kinds of situation. They are able to conduct an investigation in a confidential manner to avoid rumors around the office. They are also trained to handle these situations to minimize confrontation between

Yes, the comment made by Taylor to Smith in the men’s room, “You agree with me, don’t you? She’s a fox”, is already a harassment. Sexual harassment does not only pertain to “quid pro quo” in a company. According to US Equal Employment Opportunity Commission, “Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person’s sex. For example, it is illegal to harass a woman by making offensive comments about women in general”. (US EEOC). As a manager, Smith, Taylor and Shayer is also held responsible for their actions even outside of work environment. If the conversation outside of work regarding an individual that they work become uncomfortable, Smith should say something about it to stop the conversation and then remove himself from the