Employment-At-Will Doctrine - Research Paper Example

Legally, an organization has the right to terminate the services of an employer if he or she proves incompetent. A manger or an employer has a fundamental role of solving performance issues in the organization. In essence, the best way to handle an employee’s productivity or performance is through creating a performance evaluation system. This system cultivates a culture where collaboration and communication will assist in addressing such problems. In the first case of Jenifer, since she is a new recruit to the company, I will ensure that she receives more training on computer packages even though she has had training already (DelPo & Guerin, 2011).

In addition, as a manager, my responsibilities include ensuring that all employees fully gratify their job descriptions. In this regard, I would institute a probation period for Jenifer, during which her skills, abilities and competence would be evaluated and monitored to fit to the company’s employment environment (DelPo & Guerin, 2011). The results of the analysis during the probation period would mark the conclusion of the work contract or the termination of the employment contract. Since all the employees in an organization were employed through a competitive process of recruitment, they all were hired according to their skills and abilities.

Needless to say, all the employees submitted documents which were too used in the process of recruitment. As a manager, I would also go back to assess the documents submitted recorded during the interview of not only Jenifer but also all the employees. After reviewing the information, I would notify all the employees of a periodical evaluation. This would offer a platform where the employees can express their worries or proposals to enhance the working environment. In addition, this will provide the company with an opportunity to document and evaluate worker’s performance.

As an accounting manager, my role entails ensuring that the firm offers outstanding services to the clients above all when it is about their tax and finance preparations. If after the evaluations Jenifer will not have improved, then I will express my worries regarding her lack of ability to carry out simple computer tasks (DelPo & Guerin, 2011). In the second case, Jenifer seems to do whatever she feels and does not care about anyone else in the organization or whatever they feel. In addition, she seems to express her threat on termination of her employment contract.

Jenifer’s behavior is unacceptable and sustaining such a behavior in the organization may be a virus to the company. Her attitude may not only kill the morale of her immediate team but also the employees around her. This will kill the morale of the employees and result in low worker productivity and performance. In reference to Perry (1997), motivation is an internal driver in the organization whose direction is directed by behavior. As a manager, I would set up measures that addresses and deals with her behavior once it happens.

I would not wait to an hour or a day later or arrange a meeting to discuss that matter. Chances are, this will just worsen the situation. Jenifer acts in such a manner because she feels that she is being criticized and insulted. Giving her time to brood about the argument will only offer her adequate time to give good reasons for her attitude before I can have the