You have just been appointed as Additional Director General of Central Public Works Department. The Chief Architect of your division, who is to retire in six months, is passionately working on a very important project, the successful completion of which would earn him a lasting reputation for the rest of his life. A new lady architect, Seema, trained at Manchester School of Architecture, UK joined as Senior Architect in your division. During the briefing about the project, Seema made some suggestions which would not only add value to the project, but would also reduce completion time. This has made the Chief Architect insecure and he is constantly worried that all the credit will go to her. Subsequently, he adopted a passive and aggressive behaviour towards her and has become disrespectful to her. Seema felt it embarrassing as the Chief Architect left no chance of humiliating her. He would very often correct her in front of other colleagues and raise his voice while speaking to her. This continuous harassment has resulted in her losing confidence and selfesteem. She felt perpetually tensed, anxious and stressed. She appeared to be in awe of him since he has had a long tenure in the office and has vast experience in the area of her work. You are aware of her outstanding academic credentials and career record in her previous organisations. However, you fear that this harassment may result in compromising her much needed contribution in this important project and may adversely impact her emotional well-being. You have also come to know from her peers that she is contemplating tendering her resignation.
What would be your response to Seema's predicament? What measures would you institute to prevent such occurrences from happening in your organization?
I would meet Seema promptly, expressing my concern, validating her feelings, and reassuring her of her value and my full support. I would guarantee intervention and ensure her safety. To prevent future incidents, I would institute a strict zero-tolerance harassment policy, with clear reporting mechanisms. Regular sensitization workshops on respectful workplace behavior and conflict resolution would be mandatory for all staff, particularly senior members. Performance reviews would also incorporate metrics for team collaboration and respectful interaction, ensuring accountability and fostering a culture of mutual respect.
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Sarvesh Jha
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