Your five person team works for a manufacturing company based in Pittsburgh, Pennsylvania.

It was founded in 1995 and there are currently 1,000 employees located globally.

For the purpose of this case the following information is true (this information will remain constant for all three discussions):

You retain your own personal demographic factors (nationality, gender, race, age, etc.)

The CEO has an MBA from Harvard, splits their time between Pittsburgh and Phoenix, Arizona and is in the office 3 days a week on average.

The Manager has an MBA from Cal U, runs the manufacturing division, and was hired from an outside company 3 years ago

The HR Manager has an Associates degree in business from Butler County Community College, started their position with the company when it began in 1995 and has been the HR Manager since 2010. Prior to that they were other HR-related positions.

The Lead employee applied for the manager job but was denied the position due to a lack of educational qualifications (they have no advanced degree) but has been with the company for ten years.

The Junior employee started with the company 1 year ago and is currently taking advantage of the tuition reimbursement and training programs to work their way up to management roles.

Both the lead and junior employees work on the manufacturing floor.

Scenario 2: Following a training exercise on the shop floor, the junior employee attempted to complete the procedure using the lead employees guidelines. The lead employee asked the junior employee to wait until they were available to oversee, but the junior employee thought theyd do a test run prior to supervision. While there was nothing stating that they couldnt, their test run resulted in damaged equipment to the cost of $5,000 and the junior employee receiving a minor injury to their hand.

The CEOs MBA is in risk management and it is a passion area for them. They always monitor safety issues and equipment damage closely.

The Manager of the manufacturing division encourages employees to explore and tends to promote innovation and exploration as a key component of their leadership style. However, they now have to come up with a plan for repairing the damaged equipment and managing the employees behavior (or not).

The HR Manager is responsible for filing all claims paperwork related to injuries and investigating any incidents related to safety and/or property damage.

How would you respond form your perspective? Remember, stay in your role!

Please post your initial discussion from the perspective of your role answering the following. Make sure that you act as if you only know what someone in this position might know (for example, if youre the junior employee, would you know all the rules about training? If you didnt witness the incident would you know exactly what happened?) You dont have to play a role of a villain or a hero, you simply need to respond in a manner you feel is justified: My role is Lead Employee, So please respond through the perspective of Lead Employee

1. From your perspective, what are the next steps that need to happen to 1) mitigate this situation and 2) try to prevent further issues/injuries/property damage?
2. From your perspective, is any disciplinary action warranted, why or why not?
3. What policy would you suggest, if you were able, to try and prevent this type of occurrence in the future? Do you feel a policy is warranted? Why or why not?
4. What information is missing from the scenario that would help you make a more informed decision about next steps?
5. Overall, what power do you feel you have over the decision that will be made, if any?