Creative Writing: Workplace Dating: Problems and Solutions

Pages: 4 (1403 words)  ·  Bibliography Sources: 1+  ·  Level: Master's  ·  Topic: Careers  ·  Buy This Paper

SAMPLE EXCERPT:

[. . .] employee rights…" (Boyd, 325). Boyd goes on to explain that it is a violation of individual rights when employers try to "legislate love" by creating rules that attempt to govern romance.

However, Boyd goes on to point out that the "most disruptive" relationships in the workplace are usually those that have a "hierarchical" dynamic -- that is, when there is a relationship between a supervisor and a subordinate a "power imbalance" can result (1058). When two people fall in love, they "exchange resources," which include socioeconomic factors and "personal/sexual factors" like sex, affection, and basic companionship, Boyd writes on page 1058.

But when the two people (one a supervisor, the other a subordinate) fall in love in the workplace, they tend to exchange employment-related resources, such as: a) salary increases; b) promotions; c) favorable task assignments; and d) other "career enhancements" (Boyd, 1058). The dynamics in the workplace when a supervisor is dating a subordinate can take a negative turn, Boyd continues on page 1058 because coworkers might be wary of the relationship, and with good reason.

For example, coworkers might believe that the person with greater power could "exploit career resources" so that he or she might gain "personal resources"; or, the couple (and everyone in the workplace will know that there is an ongoing romantic relationship because the grapevine is a powerful source of information at work) may be perceived as "forming a power coalition in the work team" (Boyd, 1058). Team members might fear that they are "no longer on an even playing field" when one of their team members has formed a relationship with the supervisor of that particular team. Also, in workplace romances like this one the subordinate has been known to receive more promotions, have more power in general, and because of these perceived benefits work group members have been known to "attempt to restore equity and fairness by…acting on the couple" (through complaints to upper management about the relationship, by blackmailing the couple or even sabotaging the couple's relationship) (Boyd, 1059). The bottom line for the subordinate, Boyd continues, is that he or she usually "suffers deleterious consequences," like termination or transfer (1060).

Section Three: Strategic Planning: Recommendations and a Plan

What could the Adult & Child Center do to implement a less draconian guideline for situations when a supervisor and subordinate are involved? In the peer-reviewed journal Human Resources Management the authors offer "organizationally sensible Recommendations that HR managers can adopt" in order to manage both the risks and rewards of workplace romance (Pierce, et al., 2009). Workplace romances should not be prohibited "…unless they cause work disruption," or unless they involve infidelity on the part of one of the parties in the romance (Pierce, 450). However, "Direct-reporting supervisor-subordinate romances should be prohibited," Pierce presents on page 452. Recommendation: However, when a romance does evolve between a supervisor and a subordinate, instead of firing one or transferring both, they should be given a chance to re-evaluate their relationship in terms of ceasing any interaction (overt or subtle) within the workplace.

A strategic plan for implementing the changes: The way in which the ACC organization can alter its tough rules is through training of the HR department. HR leaders should be trained to provide counseling for workplace romantic partners. That is, before any punitive action is taken against a supervisor / subordinate couple, the two should be brought into a private session with the trained HR person and provided with counseling. But again, first the HR person in charge needs to be trained to handle these cases delicately and professionally, so the couple in question believes they are being treated fairly. And if the relationship continues, and causes disruption at all, or any distractions for the organization, then the tougher sanctions (transfer or firing) should be put in place.

Works Cited

Boyd, C. (2010). The Debate over the Prohibition of Romance in the Workplace. Journal of Business Ethics, Vol. 97, 325-338.

Jones, G.E. (1999). Hierarchical workplace romance: an experimental examination of team member perceptions. Journal of Organizational Behavior, Vol. 20, 1057-1072.

Pierce, C.A., and Aguinis, H. (2009). Moving Beyond a… [END OF PREVIEW]

UAE Abuse the United Arab Emirates' Successes Research Proposal


Taking Care of the Elderly Term Paper


Ethics in Management Research Proposal


Consensual Relationship Agreement Case Study


Poverty and Education Term Paper


View 46 other related papers  >>

Cite This Creative Writing:

APA Format

Workplace Dating: Problems and Solutions.  (2014, May 28).  Retrieved August 20, 2019, from https://www.essaytown.com/subjects/paper/workplace-dating-problems-solutions/9973013

MLA Format

"Workplace Dating: Problems and Solutions."  28 May 2014.  Web.  20 August 2019. <https://www.essaytown.com/subjects/paper/workplace-dating-problems-solutions/9973013>.

Chicago Format

"Workplace Dating: Problems and Solutions."  Essaytown.com.  May 28, 2014.  Accessed August 20, 2019.
https://www.essaytown.com/subjects/paper/workplace-dating-problems-solutions/9973013.