Analysis of the Zero Tolerance Policy - Personal Statement Example

? Analysis of the Zero Tolerance Policy Table of Contents Table of Contents 2 Zero Tolerance Policy 3 Case Analysis 4 Reasons for Termination 4 ’s View 5 Relations between Labor and Management at Applied Devices 6 Works Cited 8 Zero Tolerance Policy The concept of work dynamics and employee behavior within work place has radically changed in recent years. Companies are moving forward with zero tolerance policy in order to address issues related to threat and violence in workplace. The policed has two types of benefits. 1- Clearly defined guideline for expected behavior from employees and also underlined definition of unethical behavior and 2- the policy provides structural framework for company to address issues regarding violence and unaccepted behavior from employees. Zero tolerance policy is multidimensional with respect to requirement for companies. Research scholars defined zero tolerance policy as the framework designed by management of the company in order to prohibit employee behaviors considered as violent and also against the interest of the organization. Any kind of behavior (even jokes pulled by employee) or comments or activity threatening security of other employees will be judged under zero tolerance policy. Many companies terminate people on the ground of zero tolerance policy (Baron, Hoffman and Merri 71). Many academic scholars and also employees raising their voice about internet privacy policy set by employers in order monitor online activity of employees (Bidgoli 341). Companies are monitoring online activities of employees in order to prevent any future violation of rules. For examples the study will use guideline made by a reputed company for monitoring online activity (Jackson, Schuler, and Werner 101). Monitoring personal emails sent by the employee to communicate confidential information to rival companies Draft of the email saved by employees Personal web search made by employees Personal instant message sent by the employee to rival companies Text entered in Microsoft word file by the employee and deleted intentionally in future Case Analysis Simon Pemberton was terminated by Applied Devices on the ground of zero tolerance policy but after analyzing the HBR Case Study it is clear that the basis of the termination is questionable. Simon was helping the company to conduct research on semiconductor technology. Reasons for Termination Case analysis made by Eugene Volokh has pointed out three reasons behind termination of Simon. Simon during his work tenure spent more than or equal to eight hours online in a week doing browsing and emailing not related to company’s work. Simon used to stay late in the office and did online activities after the office time. Simon regularly contacted his friend Martin Ledecky (residing in Jordan) for discussing molecular properties of Silicon. Simon had a tendency to goof up during the working hour although he made up time wasted on goofing up by doing overtime. These are controversial reasons due to their lack of evidence to prove that online activity of Simon is hurting the interest of organization. Author’s View Author of this report do not agree with the zero tolerance policy Applied Devices due to following reasons. Simon used to do online conversation with his friend Martin Ledecky for discussing academic and research related issues. There is no evidence that their discussion was hurting interest of the company. Simon used do online browsing and emails after the working hour hence his activities cannot be judged as wasting of time during work hour. Janet Parker has also pointed out that that Applied Devices needs to conduct proper research on online activity of Simon before terminating him. Janet Parker in the case commentary has mentioned that Applied Devices should have given warning regarding online activity prior to termination of Simon. Jean Halloran in the case analysis has pointed out that the company is showing distrust to employees and suspecting their activity in the workplace rather assuming employees are well intentioned. This shenanigan mindset of that Applied Devices is not only decreasing employee motivation level but hurting productivity also. Michael G. Cherkasky in the case analysis has mentioned that cost of self reliance a creative in order to maintain harmony with zero tolerance policy has become burdensome for many companies. Michael G. Cherkasky has supported view point of Jean Halloran in the case analysis and in accordance to them it can be said suspecting employees every time is not an acceptable behavior from a reputed company like Applied Devices. Applied Devices has not given any opportunity to Simon to present opinion about his online activity in order to defend charges against him. This kind of dogmatic attitude from management is not acceptable Relations between Labor and Management at Applied Devices Analyzing the case study it is clear that there is lack of communication between management and subordinates. Zero tolerance policy is welcomed by employees to prevent their harassment in the office by terminating violent employees from the workplace (Hayes, and Ninemeier 355). Simon was a valuable asset for the company and helping the company in semiconductor research. Termination of Simon is set back for the company and now Applied Devices need to hire new people in place of Simon. Replacing expert employee like Simon is costly affair for the company. Frequent termination of employees without showing proper causes will create environment of distrust between management and employees in the company. Employees of Applied Devices are not clear about zero tolerance policy of the company hence environment of job insecurity arises. In 1999, De Witte suggested that employers should try to avoid creating job insecurity among employees in order to prevent organized labor protest (De Witte 51). The HR department of the company is not supporting employees to communicate freely to management. Employees of the company do not have the right to explain their action after zero tolerance policy implemented. It is possible that ambiguity of the policy might encourage high attrition rate in the company (Fulmer, and Conger 100-110). Study shows that working under fear of termination does not help employees to produce constructive results. At Applied Devices, many of the subordinates are working under job insecurity (termination is sentenced by management to Simon for his harmless online activity) which ultimately discourages them to perform in accordance to their full potential. Works Cited Baron, Anthony, Suzanne Hoffman, and James Merri. When Work Equals Life: The Next Stage of Workplace Violence. California: Pathfinder Publishing, 2000. Print. Bidgoli, Hossein. Handbook of Information Security, Information Warfare, Social, Legal, and International Issues and Security Foundations. Hoboken, New Jersey: John Wiley & Sons, 2006. Print. De Witte, Hans. Job Insecurity, Union Involvement and Union Activism. Farnham: Ashgate Publishing, 2005. Print. Fulmer, Robert, and Jay Conger. Growing Your Company's Leaders: How Great Organizations Use Succession Management to Sustain Competitive Advantage. New York City: AMACOM, 2004. Print. Hayes, David, and Jack Ninemeier. Human Resources Management in the Hospitality Industry. Hoboken, New Jersey: John Wiley & Sons, 2008. Print. Jackson, Susan, Randall Schuler, and Steve Werner. Managing Human Resources. Stamford, Connecticut: Cengage Learning, 2011. Print. Read More