Within Con Edison I feel everyone deals with many social issues of some sort. We are all individuals that have different lives, however when we enter the work place we have to perform as a team. We have to put our issues to the side and work the best we can. Problems can arise in your workplace if you cannot temporarily forget about your troubles. We are all human and will have good days and bad days; most people tend to wear their emotions on their sleeve. An example of this situation would be; you say hello to Bob in the office and he nearly bites your head off. You know Bob to be a nice person and he has never spoken to you like this before. Bob is defiantly having a bad day. Bob may be dealing with something that has nothing to do with you but you felt his anger. A good manager may see this and may require them to confront Bob.
Con Edison has a training curriculum for all its management employees. It varies from how the employees come into management. Management employees may be hired from the outside, recruited from college or promoted from the workforce. Each avenue is trained differently but with the same goal, to make you the most efficient manager you can be. Some of the courses that are given to our managers that deal with social issues are: building interpersonal relationships, managing workplace conflict, supervisory skills. There are additional course that assist managers to identify problems employees may be having and that may affect their jobs.
Con Edison’s Mission Statement does not mention words relating to social issues. The mission statement is directed to promising good service to their customers, a promising workplace to their employees, fair return to their investors, and to continually improve the company. I believe that the social issue does not belong in the mission statement; however it should be in the HR policies and added to mission statements of each department. My department does not have it own mission statement but does train their management staff on dealing with social issues.