BHR 3351
Unit VI Case Study
Columbia Southern University
BHR 3351 Human Relations and Development
Unit VI Case Study
There are many actions that should be taken if I were in Rajah’s shoes. First, I would
start by asking the regional manager to write his/her request in email form. I would ask that
he/she clearly state her expectations in the email and ensure everyone within the region as well as
their direct manager is included. Most of the time this should let the regional manager that you
will not be pressured into doing something. If for some strange reason she does email her
request, then Rajah should professionally and politely decline her request. Rajah should state
that not only is the new policy unethical but also that it against his own moral code. Rajah
should further remind the regional manager of the harm the policy could cause with our
relationship with our customers if it ever was ever found out. If the regional manager comes
back and refuses to write her request in an email but is still adamant for Rajah’s team to proceed
then he must take it to the next step. The next step is to contact their direct supervisor. Rajah
may feel he is overstepping the chain of command or defying a direct order, but his regional
manager has left him no other recourse. If Rajah does not feel comfortable contacting their
direct supervisor in fear of retaliation or backlash, then Rajah can research to see if the company
has an OMSBUD. OMSBUD are individuals who are selected within the company to act as a
safe place for concerns and issues to be raised secretly. These individuals are trusted to protect
the employees as well as the company from unethical practices. If all these fails and there are no
more options, then Rajah should start looking for a new employer. Leaders should ever force an
employee to abandon one’s ethical beliefs, it is their responsibility to set the example as well as
enforce the right ethical behavior.
Unit VI Case Study
Columbia Southern University
BHR 3351 Human Relations and Development
Unit VI Case Study
There are many actions that should be taken if I were in Rajah’s shoes. First, I would
start by asking the regional manager to write his/her request in email form. I would ask that
he/she clearly state her expectations in the email and ensure everyone within the region as well as
their direct manager is included. Most of the time this should let the regional manager that you
will not be pressured into doing something. If for some strange reason she does email her
request, then Rajah should professionally and politely decline her request. Rajah should state
that not only is the new policy unethical but also that it against his own moral code. Rajah
should further remind the regional manager of the harm the policy could cause with our
relationship with our customers if it ever was ever found out. If the regional manager comes
back and refuses to write her request in an email but is still adamant for Rajah’s team to proceed
then he must take it to the next step. The next step is to contact their direct supervisor. Rajah
may feel he is overstepping the chain of command or defying a direct order, but his regional
manager has left him no other recourse. If Rajah does not feel comfortable contacting their
direct supervisor in fear of retaliation or backlash, then Rajah can research to see if the company
has an OMSBUD. OMSBUD are individuals who are selected within the company to act as a
safe place for concerns and issues to be raised secretly. These individuals are trusted to protect
the employees as well as the company from unethical practices. If all these fails and there are no
more options, then Rajah should start looking for a new employer. Leaders should ever force an
employee to abandon one’s ethical beliefs, it is their responsibility to set the example as well as
enforce the right ethical behavior.
