Q. 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.
(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?
(c) What would be your response to Seema’s predicament? What measures would you institute to prevent such occurrences from happening in your organization ?
Question from UPSC Mains 2023 GS4 Paper
Model Answer:
Ethical Issues Involved:
1. Workplace Harassment: The Chief Architect’s behaviour towards Seema is a clear case of workplace harassment. His actions are causing emotional distress to Seema and affecting her productivity and self-esteem.
2. Professional Jealousy: The Chief Architect’s insecurity and fear of losing credit for his work is leading to unprofessional behaviour and is creating a hostile work environment.
3. Lack of Respect: The Chief Architect’s disrespectful behaviour towards Seema is not only unethical but also goes against the basic principles of a professional workplace.
4. Gender Discrimination: The Chief Architect’s behaviour could also be interpreted as gender discrimination, as he is targeting Seema, a female employee.
5. Compromise on Quality: The Chief Architect’s personal issues are causing a potential compromise on the quality of the project.
Options Available:
1. Mediation: A formal or informal mediation session could be arranged between Seema and the Chief Architect. This would provide a platform for both parties to express their views and concerns, and a resolution could be reached.
2. Sensitization Training: The Chief Architect could be made to attend a sensitization training which would help him understand the impact of his behaviour on his colleagues.
3. Reassignment: If the situation does not improve, the Chief Architect could be reassigned to another project, and Seema could be given the responsibility of the current project.
4. Counseling: Seema could be provided with professional counseling to help her regain her confidence and deal with the stress.
Response to Seema’s Predicament:
1. Assure Support: As the Additional Director General, I would assure Seema of my full support and take immediate steps to address the issue.
2. Address the Issue: I would have a frank discussion with the Chief Architect about his behaviour and its impact on the team and the project. I would make it clear that such behaviour is unacceptable and will not be tolerated.
3. Create a Safe Environment: I would take steps to create a safe and respectful work environment where every employee is treated with dignity and respect.
4. Implement Policies: I would ensure that policies against workplace harassment and discrimination are in place and are strictly enforced.
Preventive Measures:
1. Regular Training: Regular sensitization and awareness training sessions should be conducted for all employees to prevent such incidents.
2. Grievance Redressal Mechanism: A robust grievance redressal mechanism should be in place to address any complaints of harassment or discrimination.
3. Strict Policies: Strict policies against workplace harassment and discrimination should be implemented and enforced.
4. Regular Monitoring: Regular monitoring and review of the workplace environment should be done to ensure that it is safe and respectful for all employees.
In conclusion, the situation calls for immediate action to protect the rights and well-being of Seema while also ensuring the successful completion of the project. The actions taken should also serve as a deterrent for any such behaviour in the future.
