Case Analysis Question Gender identity is a critical issue in the organizational setting, especially now that there are laws governing and regulating discrimination based on sex and gender. The case raises a key issue on Steve’s transition to Stephanie. In the company, this transition is a new phenomenon. Moreover, gender transition elicits mixed reactions to different stakeholders in the organizational environment. In light of the case, Henrietta has to balance diverse issues, interests, and concerns between Steve and the company. The laws of the state legally protect Steve’s gender identity. For this reason, Henrietta has to integrate Steve’s transition into the larger organizational system.
While this is not easy for Henrietta, she has to get the sales department and the entire organization to approach the matter from an affirmative action point of view. Awareness will serve a central purpose, necessitating that Henrietta works with external parties to get Steve into a system that is characteristic of diverse moral views. Question 2 In the current business environment, stakes are high in relation to accommodating Steve’s transition. Conservatism best describes the company headed by Karl.
On the same note, recent acquisition of CatalCon by LaSalle was still critical to the company’s short-term and long-term operations. The success of the new venture is still subject to the operations of both businesses in the acquisition. The sales department is an important organ in the organization. As the matter stands, Steve and Alex will hardly get along. The customer base is another critical factor. Customer perspectives on gender transition could adversely affect the business. The conservative oilmen described in the case are also likely to differ significantly with the decision taken by the organization.
At the same time, the organization is bound to state legal provisions that shun gender-based discrimination. The juxtaposition in this case places stakeholder relationships at an uncertain position, right from employee relations to the standpoints taken by different organizational stakeholders. Question 3 Workplaces have increasingly become diverse and dynamic. Legal provisions, at the same time, have been swift in protecting employee differences. In the process, organizations have had to comply with new laws, enforcement of affirmative action, and accommodation of diversity in the workplace. As the business environment changes, firms must go to greater extents to accommodate and subsequently protect employee differences.
It is important to note that organizational environments change alongside social, economic, and political changes. In this respect, firms cannot afford to overlook or downplay the dynamism of the external environment. This is because the external environment spreads its impacts to the internal business/organizational environment. Trends in sex and gender-based issues will continue to influence firms in one way or another. In this respect, firms will have to adapt to such phenomenon over time.
Amid this, moral, affirmative action, legal, and diversity issues will remain contentious. However, firms must rise beyond the challenge in a bid to achieve the set organizational goals and objectives. In other words, firms have to get accustomed to employee differences and workplace diversity through accommodating and protecting such differences.