Question

Jonathan had spent his weekends and summers working at Pizza Hut throughout his teen years, as well as, in college. He had been mentored by a boss he greatly admired, who taught him the value of hiring a diverse workforce. Over those formative years, Jonathan had many opportunities to work with and befriend, people who had a variety of disabilities. After years of hard work, followed by a series of promotions, Jonathan had become a Medical Office Administrator and decided to pattern his leadership style after his boss at Pizza Hut. He wanted to make sure that his office represented “real” people who could reach out to the patients who would be coming into his office.

Susan, a 26-year-old intellectually disabled woman, had worked in Jonathan’s office for a year. She had become a valuable asset to the staff as a clerical assistant with her duties of, greeting the patients, sorting the mail, running errands, and sometimes answering the phones when the office became busy. Marcus, a Medical Administrative Assistant, liked Susan well enough but found himself becoming frustrated with her because he felt like she was underfoot and slowed him down. In addition, he took his job seriously and believed any mistakes Susan made, reflected poorly on him.

During a particularly busy afternoon, the waiting room was full, and the phones were constantly ringing. Trying to keep his composure and not let the hectic situation get the best of him, Marcus finally had had enough of trying to delegate tasks to Susan and deal with restless patients. He shouted across the office into the back area, “I could use a little help in here! Can I get someone to help me who’s working with a full deck!?” Susan feeling embarrassed, began to apologize to Marcus for “messing everything up.”

Hearing this public exchange, Jonathan could hardly contain his own anger and called Marcus into his office.

1. Should Jonathan fire Marcus for his insensitivity towards Susan? Why or why not?
2. What laws are currently in place that deals with diversity in the workplace?
3. Should Susan be moved to another area, or let go herself for not being able to adequately handle the tasks she’s been given? Why or why not?
4. What should Jonathan do to ensure that his ideas of diversity are followed in the office?

Answer 1

Jonathan has the power to fire Marcus for his behaviour towards Susan, but it may not solve the problem and it will increase the problem situation. Also, Jonathan is a person who had got enough experiences with handling people and had a soft coroner towards Susan it will be easy for him to solve the situation in another way. He may talk with Susan regarding the issue and also find the best solution with Marcus and Susan and how to strengthen Susan in this problem situation etc can be discussed.

Title VII Civil Rights Act (1964)

Pregnancy Discrimination Act

Americans with Disabilities Act (1990)

ADA Amendments Act

Age Discrimination in Employment Act (1969)

Equal Pay Act (1963)

Employment and Reemployment Rights Act

Civil Rights Act (1991)

Rehabilitation Act (1973)

Genetic Information Non-discrimination Act (2008)

These are the some of the laws related to diversity in work place, it mainly focuses against the discrimination of the work force and everyone getting equal chance for the performance of the task.

Susan don’t want to move from the area to another, because that will again make her self-esteem down and she feels that she is not capable of doing anything. So it is not the solution for the problem, the solution should be more or less focusing on Susan to make her more empowered and self-reliant and produce her maximum capacity

Jonathan can make the people to aware of the laws of work force diversity and the change focus should be the benefits of the client in its best manner. Everyone should be working their maximum capacity and if had any issues the other person should support him rather than making degrade her/him.