Tough Conversations Due Week 3 and worth 160 points. Imagine you are the HR mana

Tough Conversations
Due Week 3 and worth 160 points.
Imagine you are the HR manager at a company, and a female employee came to you upset because she felt a male coworker was creating a hostile work environment by repeatedly asking her out on dates even after she said “no.” What would you do?
Write a plan for how would you approach your conversation with each employee, including the most essential topics to cover. As you write your plan, think about what your goals are for this situation and how each conversation will help you achieve those goals.
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Write a 5–7 paragraph paper in which you:
Write a plan for the conversation you would have with the employee, based on the concepts found in your textbook. What are the most important points you would need to cover in this conversation, and why?
Write a plan for the conversation you would have with the employee’s male co-worker, based on the concepts found in your textbook. What are the most important points you would need to cover in this conversation, and why?
Format your assignment according to the following formatting requirements:
This course requires the use of Strayer Writing Standards. For assistance and information, please refer to the Strayer Writing Standards link in the left-hand menu of your course.
Include at least one reference to support your paper.
The specific course learning outcomes associated with this assignment are:
Create a plan for approaching tough conversations with employees, including a rationale for the most essential topics to cover.
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As an HR manager, I would focus on tough conversations, such as solving issues affecting the work environment. For instance, if a female employee complained to me about a male member of staff creating a hostile work environment by asking her for dates even if she has declined, I would summon the accused to hear their side of the story. Managers should emphasize the role of employees in organizational success (Tarallo, 2020). I would allocate some time to talk with the employee without telling him about the reported issue but on a general topic of workers’ environment and performance. I would like to hear his thoughts on the relationship between an employee’s performance and the work environment. I would introduce the topic of an employee being in a situation of a female employee and listen to his thoughts. I would ask questions to know if he would perform better in an environment where he is being disturbed or in a hostile place. For the topics on working environment, the employee would not know the reason for the conversation, but the goal is to see whether he understands the importance of a good working environment.
Some of the other topics that I would cover with the employee include the impact of intimate relationships and their effects on performance. I would like to hear his thought on that issue. For example, problematic employee behavior might reveal that the worker is not engaged (Tarallo, 2020). I would also include the topic of dates with colleagues, and the question would be how to respond to a decline of a dating meeting. After noting his response, I would introduce the
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complaint from his colleague to capture the response. The main goal in the conversation would be to have the employee understand the importance of enabling and problems of hostile working environments. 
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References
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References
Tarallo M (2020). Effective Strategies for Working with Problem Employees, SHRM