Zero Tolerance - Essay Example

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This article is about zero tolerance policies in the work place. Zero tolerance policies refer to strategies that allow for meager compromise on consequences of certain work place mistakes (Punch, 2007). This may relate to scenarios such as violence, harassment…
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Zero Tolerance
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Download file to see previous pages In Simon’s case, he had participated in contravening a company’s internet policy (Gerson, Parker, Volokh, Halloran, Cherkasky, 2006). Simon had utilized the company’s intranet to communicate with an unauthorized personality out of the network. The violation was gross since the company had sculptured clear conditions about the policy. This included clear indication of the relevant consequences. The management had notable controls in the same situation. To begin with, it laid a clear policy. This policy indicated that it banned use of the company’s internet and intranet in communication under unstated uses. The company also stated that unwarranted internet use and e-mailing could result into the termination of employment. In addition, the company employed strategic measures of terminating Simon’s tenure. The management made an indirect approach of firing Simon. This would be followed by an explanation of the act that led to the tenure termination. There are controlling and coordination skills that are necessary in this situation. To begin with, it is vital that the company harnesses a proper communication channel. This is a system whereby each employee has adequate information about the company’s policies. In this perspective, the company can invest in an automatic e-mail system that updates on company’s policies and the consequences of breaching the provisions. Besides, meetings, between the management and employees, should be regular for physical information and discussion. In certain instances, zero tolerance policies might be stringent. In this sense, discussion can modify the policies to suit multiple scenarios. It is crucial that employees design and agree to zero tolerance policies. This would absolve the management from blame in cases of grim consequences to employees. The solution that the company employed had particular details. The management strove to strike a vital point in terminating Simon’s tenure. Companies would usually employ sane and rational employees. This means that it could apply formal means of communicating with an affected employee (Brooks & Dunn, 2009). Such communication would take the letter or e-mail method for information. Simon could not have possessed the option of not leaving the company. The use of guards was an informal sense of terminating Simon’s employment. It is devoid of modern managements skills since it seeks to be autocratic oriented. This is because the guards could have employed forceful means in case of resistance by Simon. Element of force is evident from the communication between the security officers and the management. The management was monitoring Simon’s reaction for an additional strategy. However, the company had a proper strategy of informing Simon. To begin with, this demonstrates of zero tolerance on certain violations. It also highlights that the other employees should educate themselves of company’s policies. However, the company can utilize other strategies. This pertains to drawing the same sense on a company’s reputation. The vital element in zero tolerance policies should regard their intentions. Zero tolerance policies should seek to highlight the sense of certain behavior. This is different from the focus of merely humiliating employees. Policies should concentrate on processes rather than the consequences of the same. In this view, the company could have employed an alternative strategy of terminating Simon’s benefits. Termination of benefits could achieve the orientation of the breach. In case of an internet’s condition, Simon could have been barred from the connection. Besides, the company could lock Simon from accessing certain information. Additionally, ...Download file to see next pagesRead More
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