Step 3: Being Responsible with the Responsibilities Lens Part 1Act with Courage Just to review...we've determined that you have the following duties owed your stakeholders in this problem:

Duty to notify Human Resources when a claim of sexual harassment has been made.

Duty to treat all people with respect and care as you fulfill your responsibilities as a manager.

Duty to make sure that your employees have the information they need to protect themselves in the workplace.

Duty to keep Gayle's confidence once you make a promise to do so.

In addition to these duties, an ideal option for the Responsibilities Lens will be reversible. The reasons behind your action should be reasons you would willingly accept as ethical if you were on the other side of the decision. Of the six options listed below, one of them is an ethically mature action using the criteria of the Responsibilities Lens, one is ethically acceptable, and one represents an ethically immature action. The other three options define ethical behavior through the perspective of the Results Lens, which we'll explore next.

Best Option: An ethically mature option is one where your reason for acting is consistent with your duties. In addition, the option should treat the other stakeholders with care and respect.

Good Option: A good ethical option is one where you meet your responsibilities to the stakeholders.

Poor Option: A poor ethical option is one where you think only of yourself.

I've made a list of what I think are the possible choices in this situation. Considering your duties to the stakeholders, choose the option that you think is the most ethical using the principles and values of the Responsibilities Lens.

Which option best fulfills your duties?

Option 1

Because you have to take control of the situation, forward Gayle's email requesting the confidential meeting to Carol, the VP of Human Resources. Tell Carol what you've heard and ask her how to handle Gayle's request.

Option 2

Promise Gayle confidentiality in order to avoid conflict. If the situation involves possible sexual harassment, advise Gayle that you'll handle the situation informally.

Option 3

Tell Gayle you'll maintain confidentiality. If she discloses harassment, talk with Bill in order to end the problem as quickly as possible. If he's sending the roses, ask him to stop. If not, begin a formal reporting process.

Option 4

Tell Gayle that you'll do your best to respect her desire for confidentiality and address her concern privately, if possible. Let her know that you can't absolutely guarantee confidentiality until she tells you what the issue is.

Option 5

Promise Gayle confidentiality. If the situation involves possible sexual harassment, tell Gayle how to either file a complaint or confront Bill so she learns how to handle her own problems.

Option 6

In order to be truthful and transparent, tell Gayle that you can keep a personal matter confidential, but that you may have to report a work-related problem. Encourage her to review the Company Handbook before meeting with you.