For this masimoment, read the below scenario: As the Senior Human Resources Officer, you are approached in your office one day by a young female employee. The employee, Ma. Sally Johnson, has been working for the organization for roughly five months and seems to be happy and well adjusted. She appears to do her job well and has had no complaints made about either her work, or her demeanour You greet Ms. Johnson and ask her how things are going and how you can help her today. She shares with you that she is feeling bullied by her peers and that they have been picking on her since the day she began working with the company. At first, you think that this could not be happening in your workplace; this type of behaviour is counter to your stated organization noms and values so you continue the discussion with some skepticism. Ms. Johnson proceeds to outline what has been said, how the employees have been pushing extra work on her, the manner in which the employee group claims that this is the 'real company orientation,' and the ways in which she is feeling belittled. Me. Johnson names who the alleged bullies are, and produces both emails and social media screenshots to support her claims. It appears that the poor treatment of this employee has been occurring, and although none of the evidence looks to be severe in nature, an investigation is required. Step 2: Begin by outlining the approach that you will take to explore the conflict, Rather facts and investigate the claims. How will you use this information to frame your approach to resolving the issue? Take an organisational behaviour, building approach and clearly outline and describe the step-by step methods and tactics that you will use to resolve this issue. Explain how you will root your solution in workplace norms and valves, linking your solution to proven conflict resolution strategies. Finally, articulate how you will monitor the situation going forward to ensure that the issues: are not recurring with Me. Johnson that reprisals donot ooour