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Case study - Assignment Example

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From this reading, the author feels that it is far much better to fix an employee before making a decision to terminate the job contract with an employee. It is for this reason that he describes that the termination of employment should always come after counselling sessions…
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Download file to see previous pages However, the author also notices that there are situations that fixing may not be a good option, when the employee shows disinterest in the duties and underperforms, this may affect the other employees performances and the department or company’s position (46). In this case, firing is the better option.
An effective employment termination plan should include these three key things. First, the plan should have a way that prevents the employee from seeking delay or postponement of the process by seeking help from the authority above the immediate manager or to other departments (52). This is avoided by having the communication about the termination received and supported by the supervisors above you and other departments such as human resource approval. Secondly, the plan should include activities immediately to secure the companys assets that were under the employee (53). This is done through change of passwords, repossession of rights and materials and escorting of the terminated employee to make sure he or she leaves the compound as fast as possible. The third requirement of the plan is to have administrative support and presence in the termination process (55). This helps to have a witness and to indicate that the decision has been made with the involvement of all the administration.
Underperformance in any business is costly and brings the company down in an effort to reach their goals. This is the main reason the managers should always monitor the employees’ performance and make decisions related to fixing or firing employees. Some employees however may try to rationalize their underperformance. First, the underperforming employees may appear to follow the example of another employee who underperforms and the company or the manager does nothing about it (46). They, therefore, feel that the level of performance demonstrated by this employee is acceptable. Secondly, the employees may use the ...Download file to see next pagesRead More
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