Module 4

Determined Outcomes - Module Introduction

  • Focus on determining outcomes component

  • Explore developing outcome options for individuals, work groups, and organizations

  • Learn about making recommendations and finalizing outcomes

  • Application of concepts to the Morgan case study by Professor Brecker

Overview of Videos in Module Four

  • Videos to watch:
      - Overview of Determining Outcomes
      - Introduction to Developing Outcomes
      - Outcomes for the Individuals Involved
      - Outcomes for the Workgroup and Organization

  • Reference to materials in the Morgan case study for outcome development

Morgan Case Study Reference

  • Linked Spreadsheet:
      - Row one: Findings
      - Row two: Conclusions
      - Row four: Relevant factual information
      - Rows twenty-six to seventy-six: Additional background information
      - Rows twenty-seven to twenty-nine: Confirmations about supervision not impacting findings

  • Key Spreadsheet Takeaway:
      - Framework for thinking through outcomes in the Morgan case study

Determining Outcomes Component

Holistic Approach

  • Holistic approach involves:
      - Considering all individuals involved, work groups, and the organization
      - Finalizing outcomes involves reviewing, debriefing, and decision-making with stakeholders

  • Required actions may include:
      - Remedial actions to address issues
      - Preventive actions to avoid recurrence of similar issues

  • Coordination with managers, experts, and other departments is encouraged

Developing Outcomes

  1. Important Considerations When Developing Outcomes:
       - Obligation to Investigate:
         - Organization must take appropriate actions when a complaint may lead to a serious policy violation
         - Actions include both remedial (immediate fixes) and preventive (future improvements)
       - Focus on Multiple Outcomes:
         - Investigators often focus on one outcome which can be ineffective for preventing issues
         - Develop a minimum of three outcome options for consideration
         - Explore upsides and downsides for each option

  2. Considerations for Potential Outcomes:
       - Identify biases, political environments, and risks
       - Understand organizational handling of similar situations
       - Evaluate practicality and impact on all parties involved in the investigation
       - Justify reasons for selected and unselected options
       - Outcomes apply to:
         - Complainant
         - Respondent
         - Other involved individuals

Specific Outcome Options

  • Types of outcome options can include:
      - Corrective actions (e.g., disciplinary measures up to termination)
      - Management changes (e.g., transferring responsibilities)
      - Compensation adjustments
      - Counseling and mentoring for behavioral reinforcement
      - Training and development sessions
      - Referrals to employee assistance programs

  • Review conduct severity, policy violations, and previous complaints when assessing individual outcomes.

  • Outcomes for work groups may include:
      - Training or educational sessions on policies
      - Meetings to manage structural changes
      - Addressing potential backlash against complainants

Organizational Recommendations

  • Organizational outcomes should address:
      - Training gaps and education on policies
      - Revising existing policies to prevent future issues
      - Actions to minimize similar occurrences across the organization

Recommendations and Finalizing Outcomes

Factors in Making Recommendations

  • Each organization has distinct processes for recommendation review and finalization

  • Engage manager and stakeholders in the recommendation process

  • Be prepared to justify each option and discuss insights with the decision-makers

Structure of Recommendations Meeting

  1. Preparation:
       - Identify participants and clarify meeting lead
       - Organize information for discussion

  2. Opening the Meeting:
       - State the investigation's purpose and aim for fairness in outcomes
       - Summarize issues, policies, individuals involved, and the process

  3. Finalizing Outcomes:
       - Explain findings and recommendations
       - Discuss suggestions from decision-makers
       - Agree upon final outcomes while prioritizing confidentiality

Debriefing the Morgan Case Study

Recommendations for Individuals, Work Group, and Organization

  • For Jesse:
      - Explore corrective actions such as counseling and documenting in employee file
      - Recommend one-on-one sessions with HR professionals focused on policy awareness

  • For Morgan:
      - Discuss options for professional development and mentoring
      - Address concerns regarding perceptions of complaint raising

  • For the Work Group:
      - Alex, the manager, to monitor group dynamics and conduct individual meetings
      - Communicate policy training and stress non-retaliation
      - Address email etiquette policies and the need for professional behavior

Organizational Action Items

  • Reinforce policy training for all staff related to respectful conduct

  • Assess reporting structures and ensure clarity in procedures

  • Develop strategic education focused initially on the work group before rolling out organization-wide

Meeting with Decision Makers

  • Communicate findings regarding Jesse and Morgan in the context of the investigation

  • Discuss next steps for fostering a cooperative work relationship

  • Document resolutions for Jesse, including counseling and a positive framework moving forward

  • Follow up on ways Jesse and Morgan can nurture their working relationship post-investigation

Module Wrap Up

  • Recap key learnings on determining outcomes through a structured approach to developing options and making recommendations based on the case study and broader implications in organizational policies and practices.