The boss should apply the policy of absenteeism and tardiness, as excessive absenteeism is punish and is clearly mentioned in the employee’s handbook. 4. The boss receives a verbal warning for omitting the application of the policy in question. The fact that is been known, that the boss is not applying the policy because of basing decision in trust, is sufficient evidence to give a verbal warning. This is a stuff case as two individuals are involve and both needs to be correct, but after carefully reviewing each alternative to solve the issue the best alternative is application of the policy in place by the company.
If there is doubt in the employee’s abilities, prudence dictates that the decisions of that employee should be reviewed so that mistakes do not make it back to the client, but it also dictates that the employee must not be fired on the spot. Courage does not apply particularly well to this situation; the person making the decision has little fear to confront. However, one must possess a measure of courage strong enough to allow him or her to go through with the decision to fire the poor performer if it is truly necessary. Temperance applies primarily when an employee makes one large mistake. A person possessing this virtue will not lose their composure and fire the employee immediately.
The ethical issues are most certainly about right and wrong. Although Dave did not break any law,, the ethics of right and wrong state that “An ethical decision should made, not from a personal point of view, but on how it will affect those around you” 3. Who is/was affected? Dave himself was affected, because firstly his exaggerations were compromised when his supervisor found out about his lies, the business itself too was affected in that they may have not hired the appropriate person for the job, and lastly other prospective job applicants (especially those more qualified than Dave) were also affected in that someone who exaggerated their resume go the job. 4. What are the possible alternatives?
So it is important to keep the current employees since they know the business and brand better than new employees. To solve the problem of breaking the cycle, management needs to take a look at what strategies and expectations have not been working. Reassessing the way management is managing is a key to breaking the cycle. Managers may need to take a look at the positions certain employees are in and reevaluate whether or not that is the right fit for that
Feeling angry because of changes imposed from above? Attack the stupidity of your bosses and you will feel better! This move can be self-defeating if it stops you from understanding their rationale and coming to terms with your own resistance to change. If you have healthy self-esteem, you should be able to admit your mistakes if you have low self-esteem you will either be too hard on yourself for even small mistakes, or you will overreact and defensively never admit them! When you anticipate the failure of one of your projects, do you start telling people why it will fail?
The truth about management is not every boss is a manager and not every manager is a leader. Leaders do not necessary have to be managers, but the team will produce better if this was the case. Respect within the chain of command if of up most importance and if this is not the case then employee motivation will suffer drastically. If an employee is forced to manage his manger then moral and motivation will not only go down for that employee but for the entire team and company alike. This will place perceived restriction on the well performing employee and their work either and drive will decrease and cause the organization to fell the effect sooner rather than later.
The best way an organization can reduce the negative impact of layoffs is to avoid them. When layoffs are essential, effective communication of downsizing decisions and plans is vital. Time and time again, organizations make the error of not involving employees in the decision process. Being completely honest and giving employees access to information can help alleviate many of the negative consequences of downsizing (Stewart & Brown, 2012). Downsizing and mass layoffs can be traumatic for those who are laid off and for those who survive the downsizing and remain employed.
With so many people on a board laziness may take in effect and expect others to do the wor... ... middle of paper ... ...uct. Employees are sometimes faced with managers that are unethical and do not want to be categorized as a whistleblower so they stay quiet but they need to be reassured that there are ethical regulators looking out for them and the company. Prioritizing these decisions may help a company thrive and survive longer than the Nortel. This case study has been a prime example of our course and ways to prevent and a business from going under. We have learned from Nortel’s failure and others like Enron that ethical leadership and business practices are what make a company survive.
If the CEO of a company says that his proposal is going to change, in the mind of the employee, they agree to change... ... middle of paper ... ...e to stick with it or else the employees will think they have failed. Empowerment is a good tool to bring out new ideas and thoughts to the organization. It gives employees a sense of self worth and they become more motivated when they have some independence. All in all it is a good idea only if you approach it the way I have explained. A thing to think about is that two minds are better than one when it comes to completing a task.
One disadvantage of punishment occurs when it is not given immediately after an undesirable action is taken or if the individual being punish leave the area in which punishment should be given An example given by Feldman(2005) is an employee who may quit after being lectured by his boss. Threat of punishment for unwanted behavior may be more effective than the actual use of punishment because it leads to anger and resentment which may affect communication and damage goodwill and personal initiative. (Mejia, L.R.G., Balkin, P.B., &Cardy, R.L. 2008) Punishment may have an immediate effect of correcting poor employee habits or behavior but also has the long term effects on employee’s behavior on the job which may damage the business. Assad & Media