Bill to apologize to Bill for escalating

Bill and Sarah work together in the
x-ray department  of a large hospital in
a major urban center. Sarah is an overnight x-ray tech under the supervision of
Bill, who is the Radiology Department Manager. They have worked for 3 years and
have gotten along reasonably well. Over the past several months, Sarah has
taken issue with the department work schedule because she feels that other
techs, who are male and have less seniority, are being given more desirable
shifts with easier workloads and better working hours during the daytime. In
addition to this, Sarah had recently referred a family friend for a front desk
receptionist position in the department and had verbally recommended the friend,
who was interviewed but did not get the position,  to Bill. In frustration, Sarah then decided to
make a formal complaint against Bill for discrimination and favoritism to the
hospital’s human resources department. An internal human resources inquiry was
conducted and found that Bill had not committed any discrimination or
intentionally shown any favoritism. There was still some tension and gossip in
their department after this decision however. A follow-up meeting was then
called with Bill, Sarah and a mediator from human resources present in an
effort to try to clear the air between them, so to speak. Bill and Sarah
discussed why Sarah may have originally viewed Bill’s actions this way. Both
Sarah and Bill were able to explain their perspectives of the precipitating
events. Sarah then took the opportunity to apologize to Bill for escalating the
matter with human resources rather than using her labor union’s grievance
procedure first. Bill admitted to what he described as a “slightly
autocratic” management style in running their department and acknowledged
that spending more time listening to employees in the department would help to
keep small interpersonal conflicts from growing into larger disputes.

Bill and Sarah work together in the
x-ray department  of a large hospital in
a major urban center. Sarah is an overnight x-ray tech under the supervision of
Bill, who is the Radiology Department Manager. They have worked for 3 years and
have gotten along reasonably well. Over the past several months, Sarah has
taken issue with the department work schedule because she feels that other
techs, who are male and have less seniority, are being given more desirable
shifts with easier workloads and better working hours during the daytime. In
addition to this, Sarah had recently referred a family friend for a front desk
receptionist position in the department and had verbally recommended the friend,
who was interviewed but did not get the position,  to Bill. In frustration, Sarah then decided to
make a formal complaint against Bill for discrimination and favoritism to the
hospital’s human resources department. An internal human resources inquiry was
conducted and found that Bill had not committed any discrimination or
intentionally shown any favoritism. There was still some tension and gossip in
their department after this decision however. A follow-up meeting was then
called with Bill, Sarah and a mediator from human resources present in an
effort to try to clear the air between them, so to speak. Bill and Sarah
discussed why Sarah may have originally viewed Bill’s actions this way. Both
Sarah and Bill were able to explain their perspectives of the precipitating
events. Sarah then took the opportunity to apologize to Bill for escalating the
matter with human resources rather than using her labor union’s grievance
procedure first. Bill admitted to what he described as a “slightly
autocratic” management style in running their department and acknowledged
that spending more time listening to employees in the department would help to
keep small interpersonal conflicts from growing into larger disputes.

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