Consensual Relationship Agreements
Write a six to eight (6-8) page paper in which you: Argue for the use of Consensual Relationship Agreements (CRA’s) in your current (or future) workplace Create a counter argument against the use of CRAS in your current (or future) workplace. Ђ Discuss the ethical principles involved in the use of CRA’s Create at least one (1) other option besides CRAS that would address workplace romances Argue for the use of Consensual Relationship Agreements (CRA’s) in your current (or future) workplace My current Job has no policy regarding workplace romance apart from the normal orkplace sexual harassment policy that is communicated to new hires. I strongly believe that if there is a Consensual Relationship Agreement put in place, it would have gone a long way to curb some if not all of the ethical issues the company has had to deal with in the past.
Work place romance has come to stay. It is no doubt one of the ethical issues confronting many companies. Hellriege and Slocum (2011) were right to say that “if you put two individuals with common interests together for 40- plus hours per week, office romance is bound to happen”. Well this sentence talks bout people who are yet to be romantically attracted to one another. However, there are also other people who Join a company when they are already dating or married. Some companies forbid families working together at the same place, let alone couples.
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Since “office romance can Jeopardize your security and put employers and co-workers on edge (www. kellogforum. org, 2011), some companies may decide to offer or deny employment to a prospective employee based on whether their spouse is employed at the same company or not. This is partly because most relationships do not work out for various reasons. It thus becomes more complicated when a relationship involving two employees does not work out. Thus signing a “love document” can become a condition of employment.
Weinstein (2008) believes that “When you lose the game of love at the office, you still have to face the other person day after day’. This is the more reason why “one type of workplace policy that is being adopted is Consensual Relationship Agreement (CRA), (Hellriege and Slocum, 2011). These are “consensual relationship agreement forms that you may be asked to sign” (Delman, 2010). This written contract has specific information for employees hat are romantically involved with each other to acknowledge to their employer.
By allowing CRAS to thrive at my current workplace, the individuals and the company stand to benefit. For examples, couples can motivate and encourage each other to go to work. I know of a couple that used to car pool. They hardly ever called off because they encouraged and complimented each other. These couples among several others competed among each other at the work place regarding their retention and quality. This ultimately made their work fun and increased productivity. Also, the use of s at my current workplace helps strengthen each others consensual relationship.
This happens when couples are put on similar projects, they may be compelled to make up and talk to each other for the common good of the company even if they were initially quarrelling over something. Delman (2010) cautions however though that, “It’s not advisable to chat him up all day’. Thus, leaving your work and talking to your partner can have some consequences. In addition, encouraging the use of CRAS in my current workplace helps the company protects itself against any claims of exual harassment between the parties that declared that they were in a relationship.
In a case that may involve a subordinate alleging acts of sexual harassment against a superior when a relationship fails, “A love contract, signed after the relationship has commenced, can effectively refute such claims as it provides compelling evidence the subordinate employee entered the relationship voluntarily,” (Tyler, 2008) Hellriegel and Slocum (2011) quoting Helaine Olen (Adams Media, 2007) asserts that “if they perceive a conflict of interest or see the relationship s disruptive or potentially disruptive, human resources should step in”.
Create a counter argument against the use of CRA’s in your current (or future) workplace. It is an understatement to think that the use of CRA’s equally has its disadvantages. Notably among the issues that are associated with the use of CRAS in my current workplace is the fact that favoritism becomes the order of the day especially if the relationship is between a superior and a subordinate. Such favoritism includes promotion, travelling, training, and offer of incentives for no work done and can breed animosity between employees. This can disrupt the peace of the company. It can create unnecessary tension.
It can even create a situation where some employees may give themselves up for the sake of enjoying the benefits that other employees enjoy for romantically being involved with a superior. Not all, the use of CRA’s can create unnecessary and unhealthy distractions among employees. This can lead to lack of focus on the Job. Delman (2010) believes that “A lack of focus will decrease your work performance and can result in termination if handled incorrectly’. This is an ethical situation that may be difficult to deal with especially if he perpetrators are both in positions of authority.
However, Hellriege/Slocum (2011) offers a good advice that “managers and employees alike should be involved in the identification of ethical problems and efforts to solve them”. More so, Delman (2010) believes that encouraging the use of CRA’s and allowing employees to openly show their relationship can create a situation of discomfort. The discomfort arises in the event of a break up. It gets even worse when one of the couples begins to date again around the same workplace. It becomes even more complicated when it involves a anager (superior) and a subordinate (employee).
She agrees that “Running into an old flame can change your whole mood in an instant and can be emotionally traumatizing”not exactly what you need when you’re trying to do a good Job at work” (Delman, 2010). In view of this, Hellriegel and Slocum (2011) offer a good advice to remedy a situation like this thus, “leaders must demonstrate their commitment to ethical behaviors and decisions made by other managers and employees”. Discuss the ethical principles involved in the use of CRAS A lot of ethical issues arise out of the use of Consensual Relationship Agreements.
It can take different forms and shapes and nas the ability to attect an individuals’ pertormance. Weinstein ( writes that “that constant reminder of a relationship that didn’t work out is a painful burden to bear, and it can affect how well you are able to do your Job, which is the main, if not sole, reason we’re employed in the first place”. It can also make people quit their Jobs for the simple fact of not seeing their ex partner again at the work place. Even though relationshi