SWOT Sample

Treton Communications, Inc. Lisa Duhon Kaplan University GB520-01- Strategic Human Resource Management Dr. Steven V. Cates October 11, 2016 Treton Communications Strategic Management “What even happened to Marshawn DeMur, is a prime example of work place harassment. Understanding strategic management, analyzing the situation and coming up with a recommended strategy, can assist with elimination of future situations as this example. “Strategic management is the process by which organizations attempt to determine what needs to be done to achieve corporate objectives” (Mello, 2015). Trenton Communications, Inc., is a great example of a successful organization which has achieved corporate objectives and goals, as they continue to grow by employing 30,000 employees globally, acquiring gross revenue of $20 billion, as well as opening new facilities. Analysis of the Situation Treton Communications is a large, public telecommunications company, which has continued growth allowing many employees the opportunity to advance into supervisory and management positions. Taking this into consideration, Marshawn DeMur decided he would like to apply and relocated into his new position at a new facility located in the Midwest. Mr. DeMur is an African American and although his boss and counterparts assured him they would make his transition as comfortable as possible through work and their church fellowship, Mr. DeMur, of course, veered towards his own religious beliefs, which was with a religious organization made of predominately African American members. Since Treton Communications is Mr. Demur’s employer and are and equal employment opportunity employer, with a anti-discrimination, diversity and harassment policy in place, Mr. Demur had not reason to feel he needed to be cautious about his private life an beliefs and therefore was open with his new religious conformity. His counterparts and boss, however did not adhere to the policy as they jokingly violated Mr. Demur’s rights. Major Issues The major issue for Mr. DeMur is that he had to file a formal complaint the HR, due to the constant harassment he has endured due to his religious beliefs. The actions of Mr. DeMur’s co-workers and boss are clear acts of discrimination and harassment. Human resources must step in to assist with resolving several issues, as well as which elements of law are important. These clear acts of discrimination and harassment are: Inappropriate behavior from his supervisor such as how he questioned him about his religion, inappropriate comments, as well as how he responded to DeMur’s request for assistance with how his office was decorated, time off, and name change. Inappropriate behavior from counterparts to include perceived bias, inappropriate conversations, decorating his office with African symbols, leaving notes, prayer and African books in his office. Blatant discrimination and harassment. Clear indication by the supervisor that he was overlooked for a promotion, based on his beliefs and not conforming to his supervisor’s church and beliefs. Human Resources lack of action with first report. The HR team did not handle the first report from DeMur appropriately. As soon as human resources found out the DeMur’s counterparts were question him about his religion, HR should have immediately sent out an email blast that Treton Communications is harassment free and respectful workplace with their policy attached. As mentioned in Northwest Territories, (2016), “The government endeavors to have a workplace free from personal harassment, sexual harassment and the abuse of authority.” The website further elaborates that harassment includes any improper comment, conduct or display directed to another. This notification alone would have allowed Demur’s counterparts to understand that they were in fact violating his rights. When human resources was contacted a second time, as it was clear that his workplace had now become a hostile environment, and investigation should have commenced as well as mandatory diversity training. Recommended Action The recommended action plan defiantly involves, education and training. There are several potential courses of action. As read in Diversity in the workplace, (2016), employers have to manage increasingly diverse work forces. Due to the fact that Treton Communications is such a large organization with many employees, they should have been prepared and aware of the need for diversity training in new facilities. Taking into consideration what has happened at DeMur’s location, Treton Communications should mandate diversity workshops in all of their facilities and within new hire orientations for future employees as well as set in place a continued education plan for discrimination harassment with the sexual harassment classes, which should already be in place due to the amount of employees they have. The next recommendation is a full investigation into the fact that Mr. DeMur was overlooked for the promotion he applied for. Taking into consideration the actions of obvious discriminatory behavior from his immediate supervisor and the fact that the position was filled by someone from his supervisors church as opposed to promoting, DeMur who was more than qualified, seems pretty obvious, DeMur was alienated. It is obvious that DeMur’s supervisor needs to be reprimanded immediately. Finally the Human resources department needs an overhaul, at least at this particular location. There need to be clear guidelines on how to immediately handle complaints. According to Hastins, (2011), everything that should be avoided was actually done. First when DeMur spoke with his supervisor about his office decoration, the supervisor should not have joked about the incident to others, rush to judgment or take sides, nor ignore the complaint. Summary Based on the actions of Trenton Communications, a formal EEOC complaint could be filed. As such the compliance officer will need to conduct a complete investigation with all counterparts and DeMur’s immediate supervisor. Treton Communications has over 30,000 employee’s world-wide and diversity training needs to be incorporated at all levels in all facilities. A strong human resources strategic action plan utilized throughout the facilities, as well as overseeing continued education plan can help Treton Communications avoid future situations such as what has happened with Maalick. References Mello, J. (2015), Strategic human resource management. Boston, MA: Cengage Publishing. Northwest Territories. (2016). Discrimination/harassments. Retrieved from http://www.hr.gov.nt.ca/handbooks-agreements/excluded-employees-handbook/discriminationharassment SHRM. (2016), Strategic Resources. Retrieved from https://www.shrm.org/resourcesandtools/tools-and-samples/hr- Sussex, T. (2013), 5 ways to create a positive work environment . 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