Analysis of Scenario
A quality decision-making process is critical for the effective management of employees. The process of decision making involves developing the problem statement, identifying alternatives, evaluating alternatives, and choosing the best alternative, and finally evaluating results. Achievement of desired results leads to the end of the decision-making process, while failure leads back to identifying the problem statement.
Analysis of Scenario
Sophia accepting job offers from other employment agencies while still under contract with the software manufacturing company amounts to an infringement of her employment contract. This action is against the organization’s policies as it impedes organizational performance. A decision, therefore, has to be made on how to react to Sophia’s behavior appropriately.
Identifying Alternatives
The next step would entail involving the stakeholders like the other managers and supervisors to brainstorming possible alternatives. The first alternative that may be considered would be terminating Sophia’s contract and looking for a replacement. The second alternative would be confronting Sophia and demanding to know her intentions. The third alternative would be inviting Sophia to a one on one talk on her inappropriate behavior with a view of understanding her motive and how to make the situation better. The fourth alternative would be simply doing nothing, assuming the situation and not doing anything about it.
Evaluating and Choosing the Best Alternative
The third step is evaluating the alternatives. The first alternative to terminating Sophia’s contract. This action is justifiable given her conduct was a violation of her contract. However, this comes with certain challenges. Losing an enthusiastic employee is risky for the team’s overall performance because finding a perfect replacement is never guaranteed. Sophia may also file a low suite and claim infringement of her privacy while at work, which would add extra costs to the organization.
The second alternative of confronting Sophia and demanding to know her intentions also bears a claim to infringement of employee privacy. The fact that Sophia did not intend the email to be seen means that her privacy was violated. Furthermore, the law demands that employees be informed when they are being monitored. If this action was taken then, Sofia would have no course of argument in pressing the privacy infringement claim.
The third alternative would be inviting Sophia to a one on one talk on the alleged inappropriate behavior with a view of accurately understanding the behavior, her motive, and how to make the situation better. A supportive environment would be created to promote quality communication without a feeling of being intimidated. This approach will help determine all employee concerns and how to solve them in pursuit of motivation. This alternative will have no negative impacts on both parties since the employees is assured that the approach is a solution based and not aimed at punishing.
The fourth alternative involves simply doing nothing, assuming the situation and not doing anything about it. This alternative is the least effective since it will fail to remedy the problem at hand. The organization would be at high risk of having an underperforming employee due to a lack of motivation and losing its critical employee if the details of the email i
Given the above analysis, the best alternative is alternative 3, which is inviting Sophia to a one on one talk on the alleged inappropriate behavior with a view of accurately understanding the behavior, her motive, and how to make the situation better.
Evaluating Results
This approach will help overcome any possible negative impact on the organization. Sophie will be able to explain herself to make it understood clearly. The explanations given will enable the management to understand how to create a motivating work environment for all employees. A discussion with Sophie will facilitate the identification of various employee problems that need to be addressed. This will prevent the organization from not just losing Sophia but also other employees. The organization will save time and money that would have been spent in the recruitment process. Organizational productivity will, therefore, be optimized.