Natalie is a middle level manager in a
cosmetics organization. She went to their human resource management manager to
complain about her fellow middle level manager who is very arrogant. According
to her, to think that he is only a middle level manager he pushes his weight
around as if he owns the organization that he works for.
Upon talking with the Human Resource
Manager, Natalie was asked: Do you have a witness or an evidence to support
your complaint? She said, no I don’t have any. She was therefore told to have
evidence or even a witness and come back.
The next morning expecting to once
again witness his boorish behavior she prepared her smart phone positioned it
in a strategic place and turned on the video. After a few minutes her fellow
middle level manager’s arrogance was on full display again. And it was captured
unadulterated by her strategically placed smart phone.
Therefore, the next day she went back
again to the Human Resource Manager presented her video of her fellow middle
manager’s full display of arrogance. Consequently, his attention was called and
he was asked to explain his unwarranted behavior. He admitted his mistake and he apologized to
those whom he had offended and he promised not to do it again. Accordingly, he
was given a disciplinary action and was suspended for one week.
Evidence matters when it comes to
resolving organizational issues and conflicts. For the simple reason that when
you have an evidence your complaint is already assured of speedy resolution. It
also put an iron clad protection to your complaint.
The evidence will likewise immediately
put the person being complained in a defensive and weaker position. Which will
lead him/her to apologize and accept without question the disciplinary action
that is due to him/her. – Marino J. Dasmarinas
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