In the case of Jerry Tarkwell's options, the expert I agree most with is
Cheryl Wang, while I also found great value in Mary P. Rowe's suggestions.
Taga's assessment of the situation focuses on the situation in Japan rather
than the case itself, while the other two do not appear to make suggestions
Wang's suggestions are particularly helpful, because firstly they
acknowledge the shortcomings in Jerry's approach. Furthermore the author
suggests ways in which these shortcomings can be remedied both in the long
term and the short term. I would then recommend that most of Wang's
suggestions be incorporated, in combination with those made by Rowe.
Specifically, I agree with the viewpoint that Jill should not be
forced into action. Most importantly, she should be assured of
confidentiality, since this appears to be her greatest concern. I would
therefore firstly follow Wang's suggestion of giving the name of an expert
to Jill. This expert should then help Jill to empower herself to truly
handle this in a way she can be happy with. I also like Rowe's suggestion
that she attempts to handle it privately by writing a letter to the
Jill, and indeed the other employees, need to have a closer
relationship of trust with her company. To cultivate this, I would suggest
a company-wide seminar on sexual harassment, and a company policy of non-
tolerance, as well as confidentiality for victims. The investigation
policy should be implemented only if none of the other tactics work.
It is important that Jill and others like her be empowered by
management, rather than being victimized further. This is something all
the experts appear to agree on to some degree. Several options should then
be made available to her, while she and all other employees in the company
should be made aware of the these options.
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