Problem of Aggressive Work Environment, Sexual Harassment and Poor Leadership: Measures to Solve These

This article discusses the problem of aggressive work environment, sexual harassment and poor leadership faced by Uber. It suggests measures to solve these problems such as establishing a proper complaint procedure, creating and communicating the anti-harassment policy, and developing staff programs on sexual harassment. It also discusses how to improve poor leadership and management.

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Organisational management

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Problem of aggressive work environment, sexual harassment and poor leadership:
measures to solve these
Uber is facing several problems such as aggressive work environment, poor leadership, and
harassment of female and male employees. The problem of aggressive work environment can
be solved by separating the passive from the aggressive. It can start the direct conversation
with the aggressive workers in order to understand why they are adopting this approach. By
providing them the logical response, it can overcome from this issue. Besides this, it can also
identify the problem with the person who behaves aggressive at the workplace. After this, it
will be feasible to look at the situation by knowing when and where problem is happening.
After knowing this, organization can look at the person feeling when they behave
aggressively (Noe, Hollenbeck, Gerhart and Wright, 2017). This will help in developing the
strategy to manage the behaviour properly. Uber can also come with a plan such as changing
the way of taking with person. Focusing on their best interest can also solve the problem of
aggressive behaviour to some extent. Staff should also be informed the effective way of
coping up with the aggression by some means of guidelines. In this way, by responding
appropriately the problem of aggressive work environment can be solving easily.
Sexual harassment is one the major problem in today’s workplace. Organization can take
several measures to solve the issue of sexual harassment. By establishing a proper complaint
procedure and by encouraging all the employees to feel comfortable in complaining for any
problem can solve the issue. Besides this, it is also essential to create and effectively
communicating the anti-harassment policy that are made in the organization. It is also quite
essential for the organization to quickly do investigation of such problems when they occur.
Disciplining the worker who has committed the harassment can also solve the problem. If any
action taken by the harasser is not considered appropriate, it is essential to document the
reason why. It is true that harassment complaints are taken to be serious. Therefore, it is
significant for the organization to take every complaint of the organization as serious matter
(Carbo, 2017). Investigation of each complaint is also necessary to solve this issue.
Organization also sometimes faces this problem by assuming that the person who is making
complaints is oversensitive. In this way, by stopping this assumption, organization can solve
the issue to some extent. Organization can also start the staff development programs on
sexual harassment at work environment. By making sure, that all the supervisors and

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managers understand their responsibility in order to provide the harassment free environment
can solve the issue. On harassment policy, it is also feasible to conduct the training program
for employees so that they will understand the side effects of adopting such measures. Taking
actions to eliminate the discriminatory posters, jokes, photos and email prove to be essential
at the work environment (Scarduzio, Sheff and Smith, 2018).
Poor leadership is one of the essential problems that are required to solve for smooth
functioning of the organization. Communication is one such skill that is essential for the
effective leadership. Therefore, in order to solve the poor leadership problem, a leader is
required to learn how to communicate properly. Workplace psychology can also be sued in
order to apply the psychological practices as well as principles to the work environment. By
using this, organization can assess the environment of workplace and identify the areas that
are required to improve. In this way, by identifying the poor leadership problem, it can adopt
the several strategies on order to overcome from it (Fisher, 2019). A leader can also learn
from the experience well. It can explore its leadership skills into the challenging projects that
will give the leader unusual problems to solve as well as practice the situations from several
perspectives. It is also true that great leaders have interpersonal skills. For overcoming from
the issue of poor leadership, it is required for a leader to listen quietly by ensuring open
communication in an effective manner. A leader can also learn to tap into the motivation that
gives passion and energy. It will help in solving the problem of poor leadership as well as
inspire the other people through their difficult time (Sosik & Jung, 2018).
Poor management is also one issue that comes from the company culture. It is true that
manager is not able to bring out the best in its employees if top level management does not
provide the enough resources to reward, encourage and value employees. In this regard,
Taylor theory of scientific management is helpful. It said that it is essential to scientifically
train and develop the individual worker. It also states that corporation with the workers helps
in overcoming from the poor management.

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References
Carbo, J. A. (2017) Understanding, defining and eliminating workplace bullying: Assuring
dignity at work. United Kingdom: Routledge.
Fisher, C. (2019) How to Solve poor leadership skill problems. [online] Available from:
https://smallbusiness.chron.com/solve-poor-leadership-skill-problems-42032.html [accessed
5/03/2019].
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M. (2017) Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Scarduzio, J.A., Sheff, S.E. and Smith, M. (2018) Coping and sexual harassment: How
victims cope across multiple settings. Archives of sexual behavior, 47(2), pp.327-340.
Sosik, J. J., & Jung, D. (2018). Full range leadership development: Pathways for people,
profit, and planet. United Kingdom: Routledge.