a. Ethical Issues Involved in the Above Case

1. Workplace Harassment:

• The Chief Architect’s disrespectful behavior towards Seema constitutes workplace harassment. This includes public humiliation, disparagement, and verbal abuse. Such actions are unethical as they create a hostile work environment and adversely affect an employee’s mental health and performance.
• Recent Example: The #MeToo movement has highlighted numerous instances of workplace harassment, emphasizing the need for respectful treatment and policies to protect employees.

2. Professional Integrity:

• The Chief Architect’s insecurity and subsequent actions reflect a lack of professional integrity. Instead of embracing collaborative improvement, he is undermining Seema’s contributions due to personal insecurities, which is unethical and unprofessional.
• Recent Example: Google’s handling of the employee walkout against sexual harassment claims revealed the importance of maintaining professional integrity and addressing grievances transparently.

3. Emotional and Psychological Impact:

• The emotional toll on Seema, including stress, anxiety, and loss of self-esteem, is a significant ethical concern. Employers have a responsibility to ensure the emotional well-being of their employees and to foster a supportive work environment.
• Recent Example: Corporate mental health initiatives, such as those by Microsoft and SAP, highlight the increasing recognition of mental health in the workplace.

4. Impact on Project Outcomes:

• The Chief Architect’s behavior risks compromising the project’s success by potentially driving Seema to resign. This could lead to a loss of valuable input and negatively impact the project’s completion and quality.
• Recent Example: NASA’s Mars Climate Orbiter failure due to internal conflicts underscores how team dynamics and collaboration are crucial for project success.

b. Options Available to Complete the Project and Retain Seema

1. Address the Harassment:

• Immediate Intervention: As a leader, you should address the harassment by having a private conversation with the Chief Architect. Clearly communicate that his behavior is unacceptable and that respect for all team members is a fundamental expectation.
• Recent Example: Starbucks’ response to racial bias incidents included training and policy changes to foster a respectful environment. Similarly, implementing such measures can address and rectify harassment issues.

2. Provide Support to Seema:

• Counseling and Mentorship: Offer Seema counseling services and mentorship to help her regain confidence and manage stress. Reinforce her value to the team and provide assurance that her contributions are recognized and appreciated.
• Recent Example: LinkedIn’s Employee Assistance Program (EAP) provides support services to employees, which can help them deal with workplace issues effectively.

3. Foster a Collaborative Environment:

• Encourage Teamwork: Promote a culture of collaborative problem-solving and inclusive decision-making. Facilitate regular team meetings where all contributions are valued and acknowledged, reducing personal insecurities.
• Recent Example: Microsoft’s cultural transformation towards a more collaborative and inclusive environment has improved team dynamics and productivity.

4. Implement Training and Development:

• Training Programs: Introduce training sessions on professional behavior, team collaboration, and conflict resolution. This can help prevent future issues and enhance the overall work environment.
• Recent Example: IBM’s diversity and inclusion training has been effective in addressing workplace issues and fostering a positive culture.

5. Monitor and Evaluate:

• Continuous Monitoring: Regularly monitor the work environment and team dynamics to ensure that issues are promptly addressed. Implement a system for anonymous feedback to identify and resolve any emerging problems.
• Recent Example: Google’s internal survey system helps track employee satisfaction and address issues before they escalate.

In summary, addressing the harassment through direct intervention, supporting Seema, fostering a collaborative work environment, implementing relevant training, and monitoring progress are key strategies to retain valuable employees and ensure project success.