‘SCENARIO 2 Setting: You are the vice president of a relatively large division (80 employees) in a medium-sized consumer products company. Due to the recent turnover of minority staff, your division has fallen behind in meeting the company’s goal for equal employment opportunity (EEO) hiring. Because of a scarcity of qualified minority candidates, it appears that you may fall further behind in achieving stated EEO goals. Although you are aware of the problem, you believe that the low level of minority hiring is due to increased attrition in minority staff as well as the lack of viable replacement candidates. However, the EEO officer believes that your hiring criteria are too stringent, resulting in the rejection of minority candidates with the basic qualifications to do the job. You support the goals and principles of EEO; however, you are concerned that the hiring of less-qualified candidates will weaken the performance of your division. The EEO officer believes that your failure to hire minority employees is damaging to the company in the short term because corporate goals will not be mel, and in the jong term because it will restrict the pool of minority candidates available for upward mobility. Both of you regard your concerns as important. Further, you recognize that both of you have the company’s best interests in mind and that you have a mutual interest in resolving the conflict. Action Alternatives for Scenario 2: Please indicate your first (1) and second (2) choices from among the following alternatives by writing the appropriate number in the space provided. pear Cures 1. You conclude that the whole problem is too complex an issue for you to:hanie ight now. ‘You put it on the “back burner” and decide to reconsider the problemn-at a ater date. ee 2. You believe that your view outweighs the perspective of the EEO officer. You decide to argue ‘your-pasition more vigorously ard hops that your stance wil sway the EEO officer to agree ‘with your view. ein ‘3. You decide to accept tha EEO aticer’s view. You agree to use loss stringent selection ortera . ‘and theréby hire more minority employees. eon 4. You give in fo the EEO officer somewhat by agresing to relax your standards « litte 62. This would alow slightly more mitoty hiring (out not enough to salisty the EEO goal) and cout __ | Salube a Small reduction in the overall periormance of yourscivision, — _ 5, You try to reach 8 consensus that addresses each of your concems. You agree to work bard at tiring more minority appficants and request that the EEQ‘afficer agree tohélpfind > . the most qualified minority candidates available. Se SCENARIO 3 Setting: You are the manager in charge of the financial reporting section of a large insurance company. It is the responsibility of your group to make periodic written and oral reports to senior management regarding the company’s financial performance. The company’s senior management has come to rely on your quick and accurate dissemination of financial data as a way to make vital decisions in atimely fashion. This has given you a relatively high degree of organizational influence. You rely on various operating departments to supply you with financial information according to a preestablished reporting schedule. In two days, you must make your quarterly presentation to the company’s board of directors. However, the claims department has failed to supply you with several key pieces of information that