Contemporary Management Capabilities: CEO Harassment Report Analysis

This report analyzes a critical incident involving a company CEO accused of sexual harassment by former subordinates. The report delves into the situation, examining the allegations' virality in the media and the CEO's denial. It assesses the situation from a business management perspective, considering the impact on the company's reputation and employee trust. The report explores the application of leadership theories, particularly transformational leadership, to address workplace harassment and foster an ethical environment. Recommendations include providing the CEO a chance to prove his innocence, implementing a zero-tolerance policy, appointing a female presiding officer, and conducting a thorough investigation. The report emphasizes the importance of communication, ethical conduct, and maintaining stability within the workplace. The conclusion highlights the need for effective leadership and a multi-faceted approach to handling such sensitive situations, including considering the perspectives of all parties involved and consulting with the CEO's previous organization for additional information. The report aims to provide insights for senior management to determine appropriate actions, including potential termination or appointment of a new CEO if the allegations are substantiated.

Running head: MANAGEMENT
Management
Name of the Student
Name of the University
Author note

1MANAGEMENT
Table of Contents
Introduction......................................................................................................................................2
Discussion........................................................................................................................................2
Assessment of the Respective Situation......................................................................................2
Analysis of Response to the Respective Scenario of Workplace Harassment............................2
Recommendations........................................................................................................................3
Conclusion.......................................................................................................................................4
References........................................................................................................................................5

2MANAGEMENT
Introduction
The report throws light in analyzing and understanding the situation which has been
faced by the CEO of the company regarding the sexual harassments by the two subordinates of
the previous company wherein he was employed as COO. In addition, it has been noticed that the
respective scenario of the CEO has been gaining high popularity and becoming viral in online
and media. However, the CEO of the organization is constantly denying the scenario and he is
not guilty of such allegations that have been made on him.
However, the stories of both the girls have been taken separately and the details were
consistent and unique in nature. The main aim of the research report is to analyze whether the
allegations which have been made on the CEO is true with the help of the key personal
competencies through the perspective of leadership. Through the respective recommendation, it
will be helpful for the management in deciding whether to terminate and appoint a new CEO for
the company if CEO is found guilty of his acts.
The scope of the research paper will be analyzed through the detailed analysis of the
situation and solving the issue effectively without many difficulties. In the main body, the
situation is needed to be analyzed in a depth manner with the usage of the respective theory for
receiving the effective solution.
Discussion
Assessment of the Respective Situation
As the business manager of the company, I feel that after hearing the stories of both the
ex-employees who were being harassed by the CEO of the company is absolutely true and there
is no mixture of stories in it. As the two employees were being separately asked regarding their
incidents, their stories were unique and different from one another. As a manager of the
company, I feel that two of the employees cannot be lying thoroughly regarding such incidents
and in such scenario, the guilty one is the Chief Executive Officer of the company. Moreover,
such news have been becoming viral in the different social media channels that is impacting the
reputation of the company to a large extent and in such case, the female employees who are
presently working in the company may not be able to gain trust on their superiors or peers if
there is no action being taken in the respective scenario.
Analysis of Response to the Respective Scenario of Workplace Harassment
The management needs to take tough action and call against the CEO of the organization
as he is guilty of doing so. With the help of the transformational leadership trait, it will be helpful
in deterring the workplace harassment through facilitating the moral and ethical workplace
environment. It can be done with the help of the efficiently managing stress along with employee
conflicts through addressing self-worth of the different followers present in the company. In the

3MANAGEMENT
respective scenario, the CEO needs to be provided with a chance in the respective company for
proving himself not guilty. As the company’s brand image and reputation is at stake, therefore,
the board members need to understand and listen to both the parties for judging the entire
situation and take the final call regarding the matter. The board members need to implement the
democratic along with situational leadership prospects as it will be suitable in judging the entire
situation and gain proper insights in solving the matter in an appropriate manner.
Recommendations
There are different recommendations which can be implemented by the company for
understanding the respective situation in a more detailed manner which are as follows:
There should be a span of six months which needs to be provided to the CEO for proving
himself not guilty of his past deeds. As there are female employees working in the company,
there should be proper zero tolerance policy applicable in any kind of scenario whenever anyone
feels that they are not being treated properly. There should be women presiding officer needed to
be appointed immediately in the organization who will be taking care of the female employees
along with their grievances as the company cannot take chance in such scenario. In the mean
while, the investigation will be taking place, it will be helpful for understanding and pursuing the
new incidences (Stewart, 2019). For instance- There can be other instances of sexual harassment
and in such scenario, it is highly essential for deciding whether it can be tackled on the course of
current and previous investigation (Terosky, 2016).
In addition, keeping the workplace stable is the second element as knowing such kind of
news can be creating chaos in the working atmosphere which can be impacting the performance
of the employees (Siaw-Asamoah et al., 2020). It is the duty of the management to maintain
stability and there can be changes in the schedules of the working times among the employees
which will be suitable for managing the entire situation in a suitable manner. It will be helpful
for the board members to take the closer view on the situation and improve it effectively as well
(Shafique & Loo-See, 2020).
In addition, making the decision in case of the handling the sexual harassment at the
workplace is the critical aspect. In such scenario, there should be proper ethics which is needed
to be maintained by the company and the employees which will be suitable for making the
employees and the employer aware regarding the same (Shafique & Beh, 2017). The ZTP will be
impacting the performance of the CEO or any other male employees present in the organization
and there can be termination in such case as well. As a leader, it is their sole responsibility to
judge the entire situation by keeping in both the parties as he or she is highly responsible in
solving such complex matters (Nyariki et al., 2017). With the help of democratic leadership
approach, it will be proving to be highly effective in handling such situations in the workplace as
everyone should be deserving an appropriate chance to judge and take care of the needs as well
as grievances of each and every person (Kollenscher, Popper & Ronen, 2018).

4MANAGEMENT
On the other hand, there can be instances of false sexual harassment cases in the
organization as well wherein the thorough investigation is highly necessary which will be
involving the accuser and the guilty for knowing whether the complaint is true or false
(Hohmeier, McDonough & Wang, 2017). In such scenario, the written detailed document is
necessary from both complainant and the harasser (Karacay, Ertenu & Kabasakal, 2018). In such
scenario, the both perspectives need to be heard and learnt regarding understanding how the
incident took place, what happened and who was present in the respective aspect. For instance-
In Google, Sundar Pichai, the CEO of the company offered a certain amount to the ones who
were harassed and it is not the appropriate solution as the concerns of the one who have been
faced such situation needs to be heard as they feel that the company officials will be taking strict
action against the ones who have committed the crime (Johnson Jr & Kruse, 2019).
These are the different recommendations which can be offered to the board members of
the company for analyzing and understanding whether the person who is the CEO is really guilty
of the deed which has been committed by him in the last organization. There should be proper
communication and maintenance of ethics for judging the situation in a simpler manner and
coming to the solution within the short span of time (Oswick & Oswick, 2020). As these are the
delicate matters, therefore, the management needs to take the six months prospect in judging the
CEO of the company for understanding his behavior and they can take their decision
appropriately. As there are presences of the female employees in the company, and their trust
should not be broken, therefore, it is highly essential to take in the different actions which will be
suitable for the company and the brand image of the company along with employees (Betancourt
et al., 2017).
Conclusion
Therefore, from the analysis of the different kinds of aspects which should be analyzed in
the respective scenario, it can be inferred that the proper effectiveness while understanding such
delicate situations is the critical approach which is needed to be implemented for the
management of the situation appropriately. There are certain steps which are needed to be
followed from the different sources in the company before jumping into any kind of conclusion.
These can be inclusive of the complainant and the behavior of the harasser to the different other
employees present in the company which will be suitable in understanding and analyzing the
situation effectively and appropriately. When the management will be finding it difficult to come
to the conclusion, there can be consulting done to the complainant as well as the harasser’s
previous organization for gathering the relevant and more information regarding his deeds and
the reasons for understanding why did he leave the job. It will be beneficial in making the
situation simpler and the guilty will be able to catch red-handed. In managing such situations,
proper leadership perspectives are needed to be applied which will be beneficial in understanding
the situation appropriately and come to the solution in a more effective manner in the future.

5MANAGEMENT
References
Betancourt, J. R., Tan-McGrory, A., Kenst, K. S., Phan, T. H., & Lopez, L. (2017).
Organizational change management for health equity: perspectives from the disparities
leadership program. Health Affairs, 36(6), 1095-1101.
Hohmeier, K. C., McDonough, S. L., & Wang, J. (2017). Co-creation of market expansion in
point-of-care testing in the United States: Industry leadership perspectives on the
community pharmacy segment. Research in Social and Administrative Pharmacy, 13(4),
746-753.
Johnson Jr, B. L., & Kruse, S. D. (Eds.). (2019). Educational leadership, organizational learning,
and the ideas of Karl Weick: Perspectives on theory and practice. Routledge.
Karacay, G., Ertenu, B., & Kabasakal, H. (2018). Follower Gender and Authentic Leadership:
Perspectives from the Middle East. In Authentic Leadership and Followership (pp. 33-
58). Palgrave Macmillan, Cham.
Kollenscher, E., Popper, M., & Ronen, B. (2018). Value-creating organizational
leadership. Journal of Management & Organization, 24(1), 19-39.
Nyariki, T. M., Muturi, M., Mwatondo, A., Cheruiyot, M., Oyas, H., Obanda, V., ... & Mugambi,
M. M. (2017). Organizational leadership perspectives in implementation of the One
Health approach: A case of the Zoonotic Disease Unit and core One Health implementers
in Kenya. International Journal of One Health, 3, 57-65.

6MANAGEMENT
Oswick, R., & Oswick, C. (2020). Positive Perspectives on Organizing and Organizational
Change: A Conversation with Gretchen Spreitzer. Journal of Change Management, 1-11.
Shafique, I. and Beh, L.S., 2017. Shifting Organizational Leadership Perspectives: An Overview
of Leadership Theories. Journal of Economic & Management Perspectives, 11(4),
pp.134-143.
Shafique, I. and Loo-See, B., 2018. Shifting Organizational Leadership Perspectives: An
Overview of Leadership Theories. Journal of Economic & Management
Perspectives, 12(2), pp.266-276.
Siaw-Asamoah, D., Dickson, E. D., Hamenoo, E. S., & Waldrop, D. (2020). Communicating
Taboo Health Subjects: Perspectives from Organizational Leadership, Clinical
Psychology, and Social Work. In Transforming Global Health (pp. 193-211). Springer,
Cham.
Stewart, J. A. (2019). Global leadership perspectives–insights and analysis.
Terosky, A. L. (2016). Enacting instructional leadership: perspectives and actions of public K-12
principals. School Leadership & Management, 36(3), 311-332.