The assignment instructions are below:
First Part :
(In 200 word each write about the following):
1- Please do the experiential activity "Laying off
workers" at the end of the chapter under Building A Team. Share your
comments here in this discussion thread.
2- Read the information Is it safe (Something to
think about), and reflect on this activity. Share any personal
experiences you might have had with this issue. What is the best way to
stay "in the know" on all the different rules/laws related to hiring,
promoting and firing?
Second Part:
(In the class, I need to respond to the answers of
four students from the first part. To explain it more, my classmates
some of them answered the question. What you have to do is read them,
then respond to it. The respond is like what you think about what he
wrote. Also Like do you agree or disagree with what he wrote, what do
you like about it and what you can add to his opinions and thoughts.
(FYI try to be positive (like agree with him) and also be respectful)
(In 200 word each write a respond about the following):
(from Q1)
1- Although laying off workers is not easy as I
have read from some of the posts, I do believe it is a necessary process
that makes an organization more lean and thus increases profit margins.
In this exercise, I would have chosen Bill Keeney and Charles Thomas to
be put up for lay off. I choose Bill Kenney for the obvious reason that
he is elderly and still has a lot a lot to learn; he has been in the
company for only four months. Although laying off Charles might be seen
as a retaliation attack, he is the suitable candidate because he is
already searching for jobs outside the company. However, if as a
supervisor I did not have to lay off Charles and Bill, I would then go
for reduced work weeks option and keep all the current employees. In
this regard, all the employees would have to work fewer hours each week
which will result into less pay, but the upside is that everyone would
keep their job. To assist the workers about to be laid off worker, I
would ask the management to give them some send off cash as a token of
appreciation. This will help them manage while they are in between jobs.
What I will do to assist the remaining workers to overcome the lay-off
survivor syndrome is that I will try to make know and feel that they are
valued. I will do through team building activities such employee
picnics and hosting holidays for the employees and their families on the
company premises.
(from Q1)
2- Laying off employees is one of the toughest
tasks that a supervisor can be asked to undertake. In the case study,
the two employees that I would recommend to be laid off are Lisa Parks
and Charles Thomas. This is because both of them have received huge
amounts of settlement money in the past or have prospects of the same.
My decision to recommend these purely comes from a philanthropical view
point; these two already have the necessary means to get by even without
salaries. But, if this situation could be avoided, as a supervisor, I
would have probably opted for keeping the two and then not filling
openings that are left by those who resign or retire (attrition). This
will make sure that everyone keeps their jobs and stay happy. But, in
the case that the two employees had to go, I would assist to smoothen
their transition by conducting exit interviews to know what will benefit
most each of the employees that are about to be laid off. Then, I will
provide tailored outplacement plan that will be suitable for each of
them. For the remaining employees, I will help them feel more
appreciated and indispensable to the organization through empowering
them with activities such as delegation.
(from Q2)
3- I found in the IS IT SAFE? Practice 8 differents
case that I need to evaluate from my perspective. The first instance
about hiring a new graduate student to teach first grade in school
unsafe and risky because he or she needs to engage with the environment
before taking the job. Next, a person who has HIV risky to hire because
that will cause infection to the costumers at the restaurant and might
create more diseases. Third, a person who wants to take twelve weeks off
to take care of his or her child is totally safe because if the
supervisor refuses to give this week off, the productivity for that
person will decrease because they will be spacing out and thinking about
his or her child all the time. In the fourth case, it is risky to hire a
woman in the men restroom because she does not can works because she
will not fit in the position. Fifth, I do not be mean in my point of
view, but I think it is risky to employ a wheelchair person in a
building does not have an elevator because that will be an ethical and
it is a waste of time. Sixth, I think it is risky and unofficial because
they need to ask for at least a person who has finished college because
they will be more responsible. Seventh, I think it is safe because the
pilot turned to be 65 years old and that is safe to not permitted him
anymore. On the final example, In my point of view, I think it is safe
to ask for experience in the medical field because that is human life
and it is a huge risk if they displacement on it. With being said,
Sometimes making the right decision will result in many negatives and
vice versa. The decision-making must be under intense study and a sure
thought of judgment and experience. But the decision to employ a person
must have the requirements to employ it.
(from Q2)
4- Hiring competent employees is important because
the quality of the people working in the organization reflects on the
quality of the organization. However, one needs to keep in mind the
safety factor as well, is it safe to employ someone who constitutes a
risk to the quality of work in the organization. Though there are
several legal restraints that restrict employers in the process of
hiring or firing of individuals, I would not risk hiring a waiter who
has HIV because the supervisor has to keep in mind the attitude of the
customers as well. How many of them would like to be served by someone
who has HIV. Therefore, I would not hire him, regardless of the fact
that it is against the affirmative action concept or this issue is
likely to comes under EEOC. On the other hand firing the pilot because
of his age is risky and it is not right, this action is discriminatory,
unless a medical examination proves the pilot is not capable of doing
his job properly, he cannot be removed from his job and the management
of the airline can be sued for wrongful removal. The lady with a small
baby has a legal right to go on leave to look after her infant and the
company cannot force her to work. Finally, the human resources
department can develop a long term hiring and firing policy that takes
the legal and social aspects into consideration, which is not very rigid
and can be changed to suit the changing business environment.
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