Analysis of Supervisory Management Case Study: Ethical Implications

This case study examines a scenario of potential sexual harassment in a workplace setting. The case involves Midge Watson and Susan Adams, highlighting a situation where Midge feels uncomfortable due to Susan's physical advances. The assignment analyzes the ethical considerations of same-sex workplace interactions, particularly focusing on the absence of consent. It addresses the responsibilities of the company, Best Fits Sporting Goods Manufacturing Company, in providing a safe environment for all employees, and the role of supervisors in addressing such complaints. The solution suggests that the company's human resources department should investigate the matter, and the supervisor, Mike Polski, should take appropriate action, including a meeting with all parties involved, to determine the facts and take actions based on the company's zero-tolerance policy. The assignment emphasizes the importance of consent and the need to address workplace harassment effectively.

Running head: SUPERVISORY MANAGEMENT
Supervisory Management
Name of the Student
Name of the University
Author Note

1SUPERVISORY MANAGEMENT
Question One
The scenario that has been described in this case study involving Midge Watson and
Susan Adams is definitely a kind of physical advancement without the consent of the concerned
person. Moreover, this is not a straight physical engagement. Rather this a same sex physical
engagement (Kabat-Farr and Cortina 2014). Therefore, the victimized person might not be a
lesbian person as the startled face of Susan suggests. Midge had developed the feeling previously
that something was not right with Susan in her behavior. In this context, the scenario of ethical
considerations of the same sex lesbian physical engagements would have to be considered
(Kabat-Farr and Cortina 2014). This is why it is a kind of sexual harassment at her workplace.
This is not at all an expected thing for Midge. The proposal for dancing might be considered as
something natural but the intentions of Susan were not good at all. Her greeting of Midge by
putting her arms around Midge is not at all acceptable. Any kind of body touching without
consent is a serious activity of sexual harassment.
Question Two
In this context, the company Best Fits Sporting Goods Manufacturing Company does
have a responsibility to provide a safety and security to all their employees irrespective of their
caste and gender (McDonald and Charlesworth 2016). Therefore, it must be said that employee
like Midge Watson does have a very honorable designation within the company but she had been
physically harassed by her female colleague Susan Adams. Her physical advances startled Midge
and she had been completely stunned. She was waiting for her boyfriend to accompany her for
dance but Susan had totally neglected this factor of her boyfriend. She was only thinking about
her pointy of view. The company should take it seriously and present this matter to their human

2SUPERVISORY MANAGEMENT
resource department. They should judge this situation based on their zero tolerance policies and
take strict actions if Susan is proven guilty from her confessions.
Question Three
The supervisor of Midge, Mike Polski did not give much attention to the things that
Midge had complained previously. Now, after the incident she was in utter despair. Then she
wanted to tell everything to Mike Polski. After hearing all the things Midge Watson said, Mike
should call up Susan for her explanations and a meeting should be arranged between Susan,
Midge and their respective supervisors with evidences i.e. the CCTV footages of the incident.
Once Susan is proven guilty she should be fined or higher authorities should take strict actions
against her as per their zero tolerance policies.

3SUPERVISORY MANAGEMENT
Reference List
Kabat-Farr, D. and Cortina, L.M., 2014. Sex-based harassment in employment: New insights
into gender and context. Law and Human Behavior, 38(1), p.58.
McDonald, P. and Charlesworth, S., 2016. Workplace sexual harassment at the margins. Work,
employment and society, 30(1), pp.118-134.