University of Regina: BUS 205 UBER Employee Misbehavior Report

This report examines the UBER case study concerning employee misbehavior, specifically addressing issues of sexual harassment and the HR department's handling of complaints. The report delves into the ethical and leadership failures within UBER, highlighting the misuse of power and the creation of a hostile work environment. It identifies key risks and issues, including the violation of company codes of conduct and the detrimental impact on employee well-being. The report proposes solutions and strategies such as top-down leadership, the creation of an ethical and supportive environment, and the implementation of a zero-tolerance policy, along with disaster management plans. The report concludes with recommendations for improved employee training and HR processes to prevent future misconduct and ensure a safe and ethical workplace. The report also refers to Susan Fowler’s experience at UBER as a key example to support its conclusions.

UBER
Employee Misbehavior
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SystemJP
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Executive Summary
Employs are essential source of managing the operations in an organisation hence they have
capability to understand, describe, and evaluate between right and wrong. Hence, these are
very critical to manage and sometimes can raise issues to the organisation. This report will
discuss a live example of the issue raised in an organisation due to misbehaviour
representation of employees. This report will discuss UBER case study related to sexual
harassment and ignorance of the case by higher authority. This report will use depth analysis
of entire situation and suggest the recommendations to solve the issues in ethical manner.

Contents
Introduction...........................................................................................................................................3
Assessment of the problem....................................................................................................................3
Identification of risks and issues........................................................................................................4
Solution and strategies...........................................................................................................................5
Implementation......................................................................................................................................6
Conclusion.............................................................................................................................................6
References.............................................................................................................................................8

Introduction
The objective of this report is to identify the role of a consultant in an organisation to manage
the challenging issues occurred in form of behavioural mismanagement of the employees.
Misbehaviour includes any act that is against the code of ethics or code of the conduct of an
organisation, this code of conduct include the guidelines that facilitates employees with some
rights of their interest against others and organisation they are working. Section of duties puts
liabilities and responsibilities one need to perform as an employee against others and
organisation to secure the rights of others (Blogger, 2017). Any kind of lack in the fulfilment
of duties or use of rights and authorities in illegal manner affects others working in the
organisation. This report will discuss the case of famous cab service providing organisation
UBER, facing the resistance of working from the engineers department due to an issues. This
report will discuss the role of a consultant to identify the challenges and apply the strategies
useful to control employee’s misbehaviour issues. Following steps are useful for a consultant
in the effective processing of the issue management.
Assessment of the problem
The primary and most challenging step for a consultant is to analyse the issue and fine the
root causes behind the issue. UBER in 2017 faced internal issues in engineers department.
Nature of the issues was very serious as it was related to the issues of dignity and self-respect
of the female employees (Griffith, van Esch, & Trittenbach, 2018). These employees’ made
complaints many times to the HR Department against the sexual harassment by a reputed
professional. The HR department ignored lodged complaints by numerous females just
because culprit was on highest position and organisation was favouring the productivity of
the employee who was a victim. The reason for saving the victim from legal processing was
his excellent profitable performance and this reason was against the code of conducts of the

organisation and its policies. Employee’s misbehaviour includes activities that Workers
might carry out responsibilities that are unpredictable with the necessities of the association
or indulge in activities, which they are not thought to do in the office. In such a kind of
condition, they would be likely to misbehave (Blogger, 2017).
Identification of risks and issues
Sexual harassment at workplace is illegal this practice of misconduct rises in the place of
work due to supremacy changes, hankering, and other reasons. Sexual Harassment includes
of 3 traits such as Sexual characteristics Annoyance, Unwelcome sexy advances, and sexual
force. 70% of female employees have described that have been sufferers of sexual harassment
and the direct method available to the victim is to file a case in the court (Becker, 2020). This
type of misbehaviour generates a very aggressive and an aggressive atmosphere for the
individual and may distress the presentation in the job. Many government procedures are
imposed for Sexual Harassment of Women at the Workplace that deals with the prevention,
anticipation, and remedies of sexual harassment (Griffith, van Esch, & Trittenbach, 2018).
However providing and facilitating the department HR for a huge, money-raking disruptor as
in the UBER can lead many issues. Ignorance of any incorrect behavior because of high
work presentation is not only immoral and unlawful but it can lead a high rate of huge
implications for an organization (Jordan, 2017).
The main issue identified here was critical and it can be divided in tow categories on the base
of its relevancy:
1. Misuse of power by the higher authorities to annoying females causing the offensive
climate by sexual harassment
2. Issues of discriminative and injustice behaviour of Senior in HR department, making
excuses to save the culprit person in the entire case

Solution and strategies
Issues found in the organisation were related to exclusion of Code of conduct of the
organisation and misuse of power to force a girl for sexual relations (Carrie, 2017).
Consultant based on the report of identified evidence presented the findings reports and
fixings in the meeting and suggested the best mean to solve the issue and to handle the cases
possible to arise in an organisation (Larcker & Tayan, 2017). It is very significant for experts
in organisations to perceive that no individual coddle in Misbehaviour and there is a in fine
fettle working environment in the organisations. The consultant to the boards of directors
suggested following steps;
 Top Executives and Leaders have to lead by Illustration
It is very significant that the top executives and leaders should lead from the façade. They
would guide the workers and tell what is estimated of them. The employees informed about
significance and meaning of good behaviour (McGoogan, 2017).
 Ethical and supporting environment
Creation of an Ethical Climate for employees this essential can help to reduce the stress and
lead satisfaction. Climate shall essentially help to reduce workplace behaviours (Wong,
2017).
 Develop an organisational policy
Implementation of structured guidelines is for company underlining the zero tolerance for the
employees and towards the workplace misbehaviours. This Zero Tolerance policy maintains
that there is congruence maintained in the workplace.
 Develop a Disaster Strategy

The organization must have an emergency plan in direction to counter to misbehaviours. The
top management must precede necessary steps in increasing a crisis plan so that all employee
will come to be acquainted with what is to be done in case of a crisis or major problem occurs
in the organisation (Bull Schaefer & Crosswhite, 2018).
Implementation
After identification of important strategies implementation and evaluation of these strategies
is required to ensure this managers are essential to look at the method HR section handles
information of wrong behavior (Weiling, 2018). The stages must be flawless so they can be
steady for every condition. Steps should contain:
 A fact-finding inquiry to institute the legality of the complaint
 A list of HR-suggested activities grounded on designations of the inquiry
 A presentation of discoveries and endorsements to leadership
 Track from side to side on particular activities to take with the member who was
reported
 A report of the actions HR department took against the culprit
No part of the suggested strategies is related performance reviews or supporting to the
employees on the base of power as employee presentation must not affect the enquiry at all
(Spott, 2018).
Conclusion
Based on detailed analysis of UBER case study, and issues faced by the employee as sexual
harassment this report concludes that this issue is leading the misbehaviour in the
organisation. Susan Fowler’s practise at UBER is a key example of why HR sections are so
vibrant to both employee experience and organizational achievement. Employees hang on an

organisation to confirm that their work atmospheres are nontoxic and organizations are
subject to avoid illegal act and backlash. With a little said, effective preparation, and
teaching, can confirm effective control over the misbehaviour of employees.
If everybody in the organization knows the rules, workers who do action wrongly can’t claim
unawareness and workers who meet it won’t have to astonishment whether or not they have
dregs to report. Employees should also recognize how to file and report behavior that disrupts
company strategies Offer managers and management with supplementary training about
obedience information, how to counsel employees, and the process drawn for conduct
inquiries.

References
Becker, P. A. (2020). Work Alienation and Disengagement: Sexual Harassment and Uber.
The Palgrave Handbook of Workplace Well-Being, 1-27.
Blogger, G. (2017, June 29). When Top Employees Misbehave. Retrieved March 19, 2020,
from www.bamboohr.com: https://www.bamboohr.com/blog/top-employees-
misbehave/
Bull Schaefer, R. A., & Crosswhite, A. M. (2018). Top Management Team Crisis
Communication After Claims of Sexual Harassment. Management Teaching Review,
148-171.
Carrie, J. (2017). Uber CEO Travis Kalanick resigns following months of chaos. technology,
21.
Griffith, D. A., van Esch, P., & Trittenbach, M. (2018). Investigating the mediating effect of
Uber's sexual harassment case on its brand: Does it matter? Journal of Retailing and
Consumer Services, 111-118.
Jordan, J. M. (2017). Challenges to large-scale digital organization: the case of Uber. Journal
of Organization Design, 11.
Larcker, D. F., & Tayan, B. (2017). Governance Gone Wild: Epic Misbehavior at Uber
Technologies. . Rock Center for Corporate Governance at Stanford University Closer
Look Series: Topics, Issues and Controversies in Corporate Governance No. CGRP-
70,, 18-3.
McGoogan, C. (2017, March 20). Uber president resigns after six months amid multiple
controversies. Retrieved March 20, 2020, from He Telegraph (Online):

http://www.telegraph.co.uk/technology/2017/03/20/uber-president-quits-six-months-
amid-multiple-controversies/
Spott, P. (2018). UBER: A Case Study in Strategy, Leadership and Change. The College of
St. Scholastica.
Weiling, W. (2018). Suspension of Operation in London―Crisis Management Analysis of
Uber. Psychology, 522-526.
Wong, J. C. (2017). Uber’s ‘hustle-oriented’culture becomes a black mark on employees’
résumés. The Guardian.