Case Study : Kathryn Mcneil

Introduction

The case of Kathryn Mc Neil deals with the issue of separation in the workplace regarding the nonperformance of a single mother whose work was suffering because of the tremendous additional burden of raising a child. The case was written in 1994 but in the intervening years significant decisions have been made by the law (in the US) protecting the rights of the single mother. The debate is no longer exclusively about professionalism versus corporate responsibility but the new phenomenon of a third gender in the workplace.

History

The primary figure in the case is Charles Foley, VP of a computer retailing firm Sayer Micro World and the case is to be analyzed through his perspective. Foley, together with his Director Lisa Walters, hired Kathryn McNeil a 37-year-old product manager to run the IBM division. McNeil has been unable to work as many hours as the other product managers due to her status as a single parent of a six-year-old boy. The company was recently acquired and the new management was demanding a quick turnaround resulting in all the employees working 13-14 hour days. Although McNeil appears to be doing her best to fulfill both her parental and professional responsibilities, her immediate supervisor insists that McNeil has not been able to complete her share of the work and Foley must decide whether or not to fire his employee.

Responses

The primary response of Foley was to delay his decision and hope it sorts itself out. He was faced with an ethical dilemma and was one of the few people in the company who could understand McNeil's struggle as he was married and had children of his own.

Walters believed in through professionalism or giving preference to the company over a personal life or the bottom line and she cared little about the work-family balance that is a growing issue in the already deteriorated family structures of today.

McNeil was a contentious employee who had proved herself in the past and had gotten positive feedback and commendations from her clients group - IBM. When she was hired, she was not given the entirety of her job requirements and the changing ownership of the company put additional burdens on her job profile.

Problem

McNeil was not able to perform to expectations due to her family obligations and had to face constant pressure from Walter who together with the rest of the team were proven to be working longer and with better results than McNeil. But due to a lack of awareness, flexibility and certain tolerance measures within the company she was subjected to discrimination and the threat of termination.

This treatment originates from the following:

(a) The company neglected to acknowledge McNeil's apprehensions at the time of her hiring.

(b) The assumption of staying longer in the office reflecting the performance of a person.

(c) Interference in McNeil's day to day performance by the use or abuse of power.

(d) Tarnishing the image of McNeil's without her defence.

Ethics

In a precedent-setting decision in 2000, the state Supreme Judicial Court of Massachusetts upheld a superior court ruling in Carmichael Vs. Wynn & Wynn noting in the text that "discriminatory animus was a factor in the decision not to hire a pregnant woman."

This has started a series of litigations by the "third gender" who has, till date, been denied her capacity to chose and function both as pillars of the family and working professionals. The organization has to recognize the role of working mothers in the larger interest of society and make the minimum adjustments of a flexible work schedule and child care facilities or compensation. This, only to the betterment of society and prevent the broader consequences in the future.

The question of termination is justified in this case as there is some effect on McNeil's performance and when put on probation, she would have to make the choice between her professional and family life. But McNeil was clearly an above average performer and mentioned her family priorities during her selection process and furthermore, was not given the adequate support by her superiors.

Conclusions

Mothers

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