You have just been appointed as Additional Director General of 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 behaviour 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 tensed, 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 record in her previous organisations. 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. (250 words) [UPSC 2023]

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 as well as to retain Seema in the organization?

Roadmap for Answer Writing

Introduction

• Context: Introduce the scenario with Vinod recently appointed as Additional Director General of the Central Public Works Department, focusing on the conflict between the Chief Architect and Seema, a new Senior Architect.
• Thesis Statement: Highlight the ethical issues of workplace harassment and the impact on project success and employee well-being.

Section A: Ethical Issues Involved

1. Workplace Harassment
   • The Chief Architect’s behavior towards Seema constitutes harassment, impacting her confidence and mental health.
   • Source: OSHA defines harassment as unwelcome conduct that creates a hostile work environment.
2. Unfair Competition
   • The Chief Architect’s insecurity leads to a lack of recognition for Seema’s contributions, undermining teamwork.
   • Source: Effective project management relies on collaboration and recognition of all team members.
3. Gender Discrimination
   • Seema’s treatment may reflect gender bias, raising ethical concerns about equal treatment in the workplace.
   • Source: The EEOC emphasizes the importance of gender equality in employment.
4. Suppression of Meritocracy
   • The Chief Architect’s actions impede Seema’s career development, going against the principles of merit-based recognition.
   • Source: Organizations benefit from fostering a meritocratic culture.
5. Abuse of Power
   • The Chief Architect’s use of his seniority to belittle Seema represents an abuse of power, fostering a toxic work environment.
   • Source: The UN Convention Against Corruption highlights the need to prevent power abuse in organizations.

Section B: Options Available

Option 1: Mediation and Conflict Resolution

• Pros:
  • Encourages open dialogue and understanding between Seema and the Chief Architect.
  • Can lead to a more harmonious work environment.
• Cons:
  • Requires participation from both parties, which may not be guaranteed.
  • Potentially time-consuming, affecting project timelines.

Option 2: Training and Sensitization

• Pros:
  • Promotes a culture of respect and inclusivity in the workplace.
  • Proactively addresses potential future conflicts.
• Cons:
  • Cultural changes may take time to implement.
  • Employees may resist or not fully engage in training sessions.

Option 3: Reassign Roles

• Pros:
  • Reduces immediate conflict and allows Seema to work without harassment.
  • Preserves the project’s integrity by retaining Seema’s contributions.
• Cons:
  • Does not address the root causes of the Chief Architect’s behavior.
  • May disrupt team dynamics and project responsibilities.

Option 4: Personal Counseling for Seema

• Pros:
  • Provides a safe space for Seema to express her concerns and regain confidence.
  • Offers support for her emotional well-being.
• Cons:
  • Counseling alone may not resolve workplace issues.
  • Requires additional resources and commitment.

Preventive Measures

1. Implement Anti-Harassment Policies
   • Establish clear policies to prevent harassment and foster respect.
   • Source: The Norwegian Working Environment Act serves as a model for workplace safety.
2. Recognize Merit and Contributions
   • Create a culture that celebrates innovative contributions from all team members.
   • Source: Performance-Based Incentive Schemes can effectively acknowledge employee efforts.
3. Establish Mentorship Programs
   • Encourage knowledge sharing and support between senior and junior staff.
   • Source: Mentorship has been shown to enhance professional development.
4. Regular Feedback Mechanisms
   • Implement systems for routine feedback to identify and resolve issues early.
   • Source: The 360-Degree Feedback process is a valuable tool for maintaining workplace health.

Conclusion

• Summary: Reiterate the importance of addressing the ethical issues surrounding Seema’s situation and the need for a supportive work environment.
• Call to Action: Emphasize the necessity of fostering a culture of respect and inclusivity to ensure project success and employee well-being.