Dismissal of Employees Issues - Assignment Example

This will ensure that there is fairness in the dismissal of that employee and that the dismissal will not be interpreted as being discriminatory to that employee (Machina, 2008, pp.... Without the employment act, the rights of the employees would be interfered with significantly especially by the organizations which would want to make a profit from the suffering of the employees.... Discrimination Discrimination against employees is not legal according to the labor laws....

The strategic HRM policy should also define the time frame in which the increase of workforce is expected to be done and the job performance of employees checked.... The number of employees hired should be enough to meet the organization objectives.... This report will discuss the key issues to be addressed in developing strategic HRM plans and policies.... However key issues in the organization need to be addressed when developing strategic HRM plans and policies....

nbsp;Human Resource (HR) functions are continually being transformed to redefine the work of HR so as to enable the management to make a strategic focus on the conflicting issues of talent management as well as the organizational capability to compete in the market.... nbsp;Human Resource (HR) functions are continually being transformed to redefine the work of HR so as to enable the management to make a strategic focus on the conflicting issues of talent management as well as the organizational capability to compete in the market....

The paper will highlight the reasons for redundancy, the basic details that the employer needs to have in his redundancy checklist as well as the practicality of redundancyThis research project looks at the reasons and arguments behind the redundancy of employees and the necessity of the process will be evaluated from an employer's point of view.... The redundancy has got to do with the post held by the employee, not issues relating to the personal attributes of the employee, as the delivery of the employee of an employee is a performance concern not a legal provision for dismissal....

Bullying behaviors comprise of abuse, yelling or screaming at someone, psychological harassment, intimidation, allocation of impossible jobs to workers, isolation of employees, and change of duty schedule which is meant to inconvenience certain workers.... Some of the bullying actions used in this company include physical or vocal abuse, screaming, yelling and use of offensive language to the employees, intimidation, isolation of employees, allocating impossible jobs or medial jobs to employees, change of work schedule which is meant to inconvenience certain employees, stealing of ideas and undermining employees work performance....

Organizational justice can be described as how employees perceive fairness and how they react to those perceptions in the context of the organization.... Distributive justice is based on Adam's equity theory and can be defined as perceived fairness by employees as regards to the input-output ratio as compared with the input-output ratio of others.... He described inputs as what employees give towards their job and described outputs as what employees expect in return for their work input....

Consequently, the unfair dismissal of the employee-led to a challenge and an indirect confrontation between the restaurant workers and the management.... In this regard, there was a working go slow where the employees demonstrated clear signs of demotivation and lack of a drive and desire to work as had been the restaurant culture over the years.... As such, this led to declining service quality in the restaurant as well as late orders delivered to the customers, leading to a suggestion box surge with customer complaints on poor services within a week of the dismissal....