[Expert Solution]: Case StudyAbu Okari Al-Amin, an…

Case StudyAbu Okari Al-Amin, an African-American man in his mid 20s, was recently hired by the health information department to manage its photocopying, mailing, and office supplies center. In this role Mr. Al-Amin has regular contact with virtually all of the 25 staff members in the department, as well as employees and some physicians from other adjacent departments. Mr. Al-Amin is quite articulate, personable, and knowledgeable in his areas of responsibility. However, his long dreadlocks and Afro-Caribbean clothing style, his playing reggae music on his lunch breaks, and (in the words of one white employee with 25 years of seniority) his using “militant language” seemed to discomfit or threaten some of the staff.However, no real problems surfaced until one of the coders, Ms. Joyce Kim, an older Korean-American woman, filed a complaint with her supervisor, Leah Solomon, against Mr. Al-Amin for using “dirty” language in her presence, including the use of ethnic slurs, and otherwise treating her with disrespect. Ms. Kim also claimed that she smelled what she thought might be marijuana when he was close to her. The alleged incidents took place with no other witnesses toMs. Solomon presented the complaint to Mr. Al-Amin in a one-on-one meeting to give him the opportunity to respondintended. He brushed off the reference to any drug use.Questions1. As the employee’s supervisor, what steps would you take next to resolve this issue?2. Assuming that no proven violations of organizational policy were entailed in Mr. Al-Amin’s behavior, what further actions, if any, should Ms. Solomon take?3. What should be done if there are subsequent complaints about Mr. Al-Amin’s behavior from other staff?