Jacobs’ Contribution to the Company, Case Study Example

Despite the fact that Jacobs’ contribution to the company might very well be enormous, he could ultimately give the company a very bad name simply because of the decisions that he has undergone in the last 10 years. If the company were to decide to look past Jacobs’ actions in this scenario, then Jacobs would start to think that the company would forgive other things of more gravity in terms of the incident. It is because of this reason that the company should without a doubt act now in order to ensure that Jacobs does not commit and cause problems like these in the near future. If the company accepts Jacobs’ problems by stating that Jacobs is just too valuable of an asset for the company, then a lot is being said about the company at hand and the kind of individuals that are managing that company. Consequently, if the public were to hear about all of the things that Jacobs has done, specifically focusing in on the sexual harassment incidents, it goes without saying that there would be a vast majority of people who would stop using whatever products and/or services the company would be offering the public simply because of the fact that individuals do not like to use products from ethically indirect companies. Clearly, this would be an extremely bad thing for the company, so it goes without saying that the company should definitely not see beyond the assault Jacobs has committed in previous years. Although it could also be argued that Jacobs is important to the company, the company should, rather, be focusing on the gravity of Jacobs’ past actions.

Perhaps if the company did not wish to fire Jacobs then a good alternative would certainly launching a full-scale investigation about the actions that Jacobs has employed in recent years. This would put Jacobs on the limelight of the gravity of the decisions he has taken and it would make the company question if they truly want someone of that caliber and character to be part of their company. Ultimately, the company would probably assume that a person like Jacobs could be replaced with someone who is just as innovative and just as creative and someone who does not have a sexual harassment assault charge. Furthermore, the company should also take into account the complaints from other workers. Sure, Jacobs may very well be the best worker at the company, but this means absolutely nothing if other workers decide to leave after the company ignores their complaints and turns the other cheek. Given that Jacobs would not be able to manage the whole company by himself, it would be a given that the company would be set on a timer before it would start to fail in regards to its production, output, and sales. While some might argue that it is a bit far-fetched to assume that a whole corporation could fail simply because of the actions of one employee, it is also fair to assume that the possibilities are certainly plausible. Having an individual such as Jacobs on the company also puts the company on a timer in the sense that if people were to find out about the actions that Jacobs did throughout his time while being a full-time employee at the company and individuals were to figure out that the head of the company knew about this, this would speak volumes about the company. Without a doubt, sales would go down and the company would be forced to reduce or, worst case scenario, completely stop production because of the manner in which there would not be any sales over any given length of time. Therefore, in this case, launching a full-scale investigation that informs Jacobs of his status as an employee of the company would be an excellent idea.

Perhaps the best course of action that could possibly be taken in regards to this incident would be for Jacobs and the employee to try to talk about the circumstances that have been evolving over the past few days. This meeting would have to be supervised, of course, to ensure that it would not get out of hand. However, if Jacobs and the employee could somehow come to an agreement and understand each other’s motives and actions, perhaps Jacobs could still be kept as a valuable asset to the company and the employee would decide not to file an official complaint about Jacobs or decide to quit the job because of the inaction that was taken towards the situation. If the circumstances would indeed be able to cool down over an extended period of time, then it would be best for Sally Barton and other senior manager to set a meeting time and place in order for them to discuss and develop stronger policies regarding sexual harassment and treatment of employees, including clear-cut procedures for handling complaints. Such a meeting would allow for the company to make it clear what stance the company should take when another incident of sexual harassment takes place. In this way, Jacobs would be notified of such an agreement (not only Jacobs but all of the employees in the company should be alerted) and he would be able to acknowledge what is expected from him whilst working for the company. Perhaps a great idea would be to also make every worker sign a an acknowledgement form that certifies that the individual has taken a look at the terms and agreements of the new contract. In this manner, if another unfortunate incident were to take place, no worker in the company would be able to say that they were not aware of such terms and agreements. This would leave no space for questioning and/or doubts and individuals would be able to be held fully accountable for the kind of actions they had enacted when they committed an unlawful action within the constraints of the company.