This has been too much fun. Let’s take a look at a fresh scenario through the lens of the ETHICAL decision-making model. The scenario below comes to me from a relative, who experienced it firsthand in their workplace.
Scenario
Vincent works for a small business office as one of the lone professionals in the service-oriented business. The rest of the medical staff have certifications needed to perform medical services, but don’t have college degrees. This has resulted in some friction when it comes to pay, leave (vacation, sick days), and work from home policies. The owners, both medical doctors, are reluctant to deal with the friction or take any action on it. Vincent’s main conflicts come from his interactions with Richard, the office manager. Richard appears to resent Vincent’s work, which encompasses some of the aspects Richard was traditionally responsible for. What’s more, Richard immediately jumps to conclusions about Vincent and his motivation for bringing up issues in the workplace.
This has resulted in Vincent needing to document instances where Richard has been less than professional in the workplace. In spite of repeated conversations with the owners, Vincent doesn’t feel supported and thinks Richard is getting away with unprofessional, even hostile, behavior that undermines the sense of belonging and community in a small business.
What should Vincent do?
ETHICAL Response
Here’s the ETHICAL decision-making model, a Perplexity Spaces take on the situation:
Here’s the response formatted in a markdown table where each letter of ETHICAL is explained and applied to the situation:
| ETHICAL Step | Explanation | Application to Vincent’s Situation |
|---|---|---|
| Engage stakeholders | Identify all parties involved or affected by the decision | • Vincent (professional employee) • Richard (office manager) • Owners (medical doctors) • Other medical staff with certifications • Patients/clients of the medical practice |
| Think emotionally and logically | Consider both intuitive feelings and logical aspects of the situation | Emotionally: • Vincent feels unsupported and frustrated • Richard appears threatened by Vincent’s role • Owners may feel overwhelmed by conflicts Logically: • Conflict affects workplace morale and patient care • Documenting unprofessional behavior is necessary • Owners' inaction may worsen the situation |
| Harmonize perspectives | Integrate diverse viewpoints on the issue | • Acknowledge unique contributions of each role • Recognize factors for compensation and policies • Understand change can be threatening • Consider owners may need support in conflict resolution |
| Investigate options | Explore main alternatives and compare them | 1. Continue documenting issues and pressing owners 2. Seek mediation with Richard 3. Propose comprehensive review of roles/compensation 4. Look for employment elsewhere 5. File formal complaint about hostile work environment |
| Collaborate on recommendations | Propose solutions together | 1. Request formal meeting with owners 2. Suggest implementing clear organizational structure 3. Propose third-party HR consultant for policy review 4. Recommend team-building activities 5. Suggest regular staff meetings for open communication |
| Authorize decision | Determine who has final say and basis for decision | Vincent should request a formal meeting with owners to discuss the situation comprehensively, prepared with documentation and proposed solutions |
| Launch implementation | Execute the decision and monitor its effects | 1. Schedule meeting with owners, provide agenda 2. Present concerns and solutions professionally 3. Offer assistance in implementing changes 4. Continue documenting issues and follow up 5. Consider other options if situation doesn’t improve Obstacles: • Continued resistance from Richard • Owners' reluctance to make changes • Potential backlash from other staff |
Conclusion and Recommendation
After applying the ETHICAL decision-making model to Vincent’s workplace conflict, it’s clear that the situation is complex and involves multiple stakeholders with varying interests and perspectives. The ongoing friction between Vincent and Richard, exacerbated by the owners' reluctance to address the issues, has created a challenging work environment that potentially impacts the quality of patient care and the overall success of the medical practice.
The analysis reveals that while Vincent has taken appropriate steps by documenting unprofessional behavior, a more proactive and collaborative approach is necessary to resolve the conflict and improve the workplace atmosphere. The recommended course of action balances the need for addressing the immediate issues with the long-term goal of creating a more harmonious and productive work environment.
Final Recommendation:
Vincent should take the initiative to request a formal meeting with the owners, armed with:
- Documented instances of unprofessional behavior
- Specific examples of how the conflict affects workplace efficiency and potentially patient care
- A proposed plan for improving the situation, including:
- Clearly defined roles and responsibilities
- Standardized policies for pay, leave, and work-from-home arrangements
- Regular team meetings and communication channels
- Potential engagement of a third-party HR consultant or mediator
By presenting this comprehensive approach, Vincent demonstrates leadership and a commitment to the practice’s success. If the owners remain unresponsive or if the situation does not improve after a reasonable time frame, Vincent should be prepared to explore other employment opportunities that value his professional contributions and provide a more supportive work environment.
This approach gives the current situation the best chance for improvement while also protecting Vincent’s professional interests and well-being in the long term.