DOCTOR, BEATRICE

DUROJA, PATRICIA NAOMI

LAQUIHON, RHEAN KEITH

ADMIN PRAC

Group activity. Submit answers in soft copy before class schedule for synchronous discussion.

1. At this time of pandemic, identify new and effective ways to manage higher levels of
stress that many people are experiencing.

It is important to be able to learn how to refocus our energy when we experience stress.
Since we’re all working and learning remotely, which implies hours on a desk in front of a
screen, one way to manage stress is to keep our bodies moving. This is not only good for us
physically, but also allows us to clear our head. We recommend stretching, yoga, and taking
short walks.

Another way to deal with stress is to set boundaries. This is in terms of our schedules
and the times we make ourselves available. When we do not allocate even just a few minutes
for us to gather our thoughts before tackling work/school problems, we would not effectively
solve them. We recommend allotting some quiet, no gadget time, to be more effective during
the times we actually have to work on something.

2. As fourth year students, what are your individual preparations in order to cope up with
different workplace challenges/ issues.

As a student who has no work experience, the best thing to prepare to cope up with
workplace issues or challenges when I’m a worker from a certain company is to learn how to be
my own person. I should not be reliant on anyone because co-workers and the workplace can
be unpredictable. I do not want to get caught up in unnecessary dealings that would hinder me
from performing my job.

However, the closest scenario we have in university to a workplace would be

participating in organizations. These help you develop skills in problem-solving, may it be
disagreeing with a fellow org member, or trouble with a project or an event. It’s important to
have a good sense of solving problems because once we’re off to work, we are expected to be
professional enough to deal with whatever may come our way. Highly emotional situations such
as being faced with challenges/issues (even in school organizations) are starting to teach us
that if all else fails, a clear head focused on solving the issue will prevail.
NAME OF GROUP MEMBERS: DOCTOR, DUROJA, LAQUIHON

TITLE OF CASE: CASE 9: They Came From Docu-Max

I. Problem Identification

Two of the installation technicians who were assigned by the Docu-Max Corporation
have been harassing Beverly at her desk while they were working. Mary, Beverly’s supervisor,
has observed for the past two days that these technicians have been staying at Beverly’s desk
and yet she did not take any action. Mary was only made aware of the situation when she
overheard it from a conversation between June, Beverly’s co-worker, and another of their co-
workers.

II. Alternative Courses of Action

1. There should be interviews conducted from both companies/all parties involved. The
information gathered from these interviews would be useful for evidence or proof. This is
the proper proceeding when dealing with sensitive issues like this.
2. To avoid sexual harassment and other workplace issues, it is best that the company
conduct town hall meetings to reiterate the laws and company rules on sexual
harrassment. This would send a message that harrassment of any form is not tolerated
in the workplace and that victims are empowered to reach out to superiors to ask for
help.
3. Both companies should strengthen their sexual harrassment identification and response
through training and counselling. The training would allow their employees to avoid
further issues regarding this sensitive topic. This will not only teach them what sexual
harassment is, but it would also teach them the applicable laws, compliance
requirements, and, especially, what types of actions and words are appropriate or
inappropriate in the workplace. The counselling would allow victims to recover from the
disgraceful acts of harassment they have experienced. Counselling for harassers may
also be provided to help them reflect on what they have done and help them how to right
their wrongs.

III. Recommended Action/ Solution

We recommend that the company would consider ACA #1 and #3, in that same order. E
believe that ACA #1 would address the current issue Beverly is facing. Conducting interviews
with the companies and parties involved would help gather statements, information, and
evidence. But, this should be done in connection to ACA #3 because ACA #3 would provide
long-term solutions to harassment and other related issues in the workplace and not just
address this one issue alone.

IV. Implementation Plan

 From Mary’s (Beverly’s supervisor) perspective, she should follow the policies and
protocols of their company regarding sexual harassment in the workplace as to avoid further
issues about unfair treatment. From there, she could interview Beverly, when she is ready to
talk about it, and the technicians from the Docu-Max Corporation, separately. If, for some
reason, their stories do not match, Mary can use other sources, such as witnesses, security
cameras, and other helpful sources. All of these should be documented to prove that Mary did
her part with tangible evidence. From the Docu-Max Corporation’s perspective, they should also
do their own interviews, if allowed by the other company. From there, they can decide what to
do whether Beverly decides to press charges against their technicians.

Sexual harassment trainings can be organized similarly to seminars or other trainings

held in the office. The companies may separate the groups by batch, gender, department, etc.
to avoid overcrowding the training, and to help the employees focus more on the topic at hand.
The main objective of the training is to prevent sexual harassment, but it also typically includes
courses of actions for managers if an employee makes a complaint, and guidance for the
employers on how to write company-specific sexual harassment policies. The company could
invite speakers from government agencies or special organizations such as the Department of
Labor and Employment (DOLE), Philippine Commission on Women (PCW), or Men Opposed to
Violence Everywhere (MOVE). Training will be conducted every six (6) months.

We would also propose that the HR Department of the company would monitor and
create reports on whether the training is effective and is being manifested. This would also hold
employees accountable.

Counselors/therapists can be provided by the companies for their employees, provided

that they have a preference of which gender will the employees be more comfortable to talk to.
This way, employees will trust the company more if they give them the option and opportunity to
talk to someone to help their recovery. The counselling and therapy sessions would be for free/
covered by employee insurance.