StudentShare
Contact Us
Sign In / Sign Up for FREE
Search
Go to advanced search...
Free

Is It Better to Fix an Employee or Fire Them - Assignment Example

Cite this document
Summary
The paper "Is It Better to Fix an Employee or Fire Them" discusses that generally speaking, to avoid being a candidate of “fixing” or “firing” as an employee it is necessary to understand my job description, expected standards of performance and conduct…
Download full paper File format: .doc, available for editing
GRAB THE BEST PAPER96.8% of users find it useful
Is It Better to Fix an Employee or Fire Them
Read Text Preview

Extract of sample "Is It Better to Fix an Employee or Fire Them"

"Fix Them or Fire Them" assignment Is it better to "fix" an employee or "fire" them? 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 have been unsuccessful (47). Besides, firing incurs cost to the company due to the requirement to fill the vacant positions. However, when fixing is unsuccessful, then termination is the only way a company can be saved. A choice to terminate is available when the employee has already undergone the process of attempted fixing unsuccessfully (43). 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. 2) Key requirements for an effective performance plan. 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. 3) Ways in which underperforming employees rationalize their performance. 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 failures of another department or company politics as the reason behind their underperformance. This is usually a claim made by employees who are at the verge of termination if given an opportunity to explain themselves (58). The third way in which underperformance may be rationalized by employees is the claim that they lack adequate skills for the job (45). The company may consider this lack of skills as requiring fixing through training of termination and seeking a capable employee for the job. Termination is however only possible if the employee is unwilling to learn or had cheated to secure employment. 4) What are the general lessons that Steve Shaer wants you to understand about how to deal with underperforming employees? From this reading, the author aims at expressing a number of lessons that a manager should learn in their decision-making roles. First, that termination of an employee who underperforms and on whom fixing has not worked is the better decision. The reason given for this are that an underperformer does not only cause the company to lose in terms of productivity but also cause demotivation of others who have to work extra hard to cover-up underperformance (46). At the same time, the other workers may underperform on seeing that nothing is done to the employee (45). Secondly, that termination is not the best experience that an employee may want to have. Similarly, a manager and the company are also not pleased with termination. However, it is the best decision through which a company can maintain performance and increase production (47). Thirdly, termination of an employee should take a process. It should be done after a session of counselling to ensure that the employee has been given a real chance to change and that he or she is not surprised by the decision to terminate him or her after there is no change in performance (57). The fourth lesson is that the termination is not a duty that the immediate manager can make a decision on alone. It has to include the whole company, and this should be reflected in the brevity and composure of the termination report and meeting (55). Lastly, although termination increases anxiety on the part of the manager, practice is necessary to ensure that the process does not affect them (77). 5) ways in which the lessons from this book can be applied to own performance as an employee and the lessons that can be taken from this book that will help in performance so that you do not need to be "Fixed" nor "Fired" As an employee these lessons mean that in the current business environment, there is no room for underperformance. Every company wants to get the most out of the employees in the company. Therefore, to retain a place in any employment, an employee needs fully to understand their roles and duties and the level of performance expected of them. On learning this, the employee needs to perform as expected and ensure that they contribute effectively to the progress of the company. To avoid being a candidate of “fixing” or “firing” as an employee it is necessary to understand my job description, expected standards of performance and conduct. Working within these limits will reduce the need for fixing or firing. Further, it is also necessary to understand the job and the responsibilities involved before being employed. This prevents instances where underperformance is related to disinterest. Total words 1010 Work cited Shaer, Steven J. Fix Them or Fire Them: Managing, Evaluating and Terminating Underperforming Employees. s.l: Challenger Press, 2013. Print. Read More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“Case study Assignment Example | Topics and Well Written Essays - 1000 words - 7”, n.d.)
Retrieved from https://studentshare.org/management/1657441-case-study
(Case Study Assignment Example | Topics and Well Written Essays - 1000 Words - 7)
https://studentshare.org/management/1657441-case-study.
“Case Study Assignment Example | Topics and Well Written Essays - 1000 Words - 7”, n.d. https://studentshare.org/management/1657441-case-study.
  • Cited: 0 times

CHECK THESE SAMPLES OF Is It Better to Fix an Employee or Fire Them

Collective Bargaining at West University

Under that law a company can terminate an employee without cause, wrong-doing, or explanation; being part of a union would allow for a level of job security that many businesses may be disagreeable with.... However by proving that teaching assistants, RAs, and CDAs are not, actually, employees then the laws regarding unionization and collective bargaining would, simply, not apply to them (McHugh, 2011).... In today's modern society right-to-work states have the freedom and privilege of terminating their staff without any reason or cause, which relieves them of any responsibility to their employees....
8 Pages (2000 words) Case Study

The Role of Trade Unions in the United Kingdom

ith the recent changes in the labor market, trade unions in order to survive and thrive have reasserted the rights of labor in ways that let them recapture the advantage in the battle of ideas.... The paper "The Role of Trade Unions in the United Kingdom" is going to critically discuss the changing trade union agendas and priorities....
17 Pages (4250 words) Literature review

Employer-Employee Relationship

olicies and procedures serve as guidelines and channels of hope to an aggrieved employee or group of employees with specific grievance.... This emphasis on the capability and contributions of the individual helps to create a congenial atmosphere assuaging the aggrieved employee or group of employees right away.... The emphasis is on the fact that the management is willing to lend a ear to an employee, thereby indicating the importance of the employee as an individual in the management's eyes....
6 Pages (1500 words) Coursework

Managing, Evaluating and Terminating Underperforming Employees

The paper "Managing, Evaluating and Terminating Underperforming Employees" answers the questions: Does it is better to "fix" an employee or "fire" them and why?... In addition, trying to fix an underperforming employee could have detrimental effects on the rest of the workers as well as the company's performance (Shaer 48).... When an employee chooses inaction, he or she makes a conscious choice to refuse to work (Shaer 44).... nbsp;… It is better to fire an underperforming employee than to fix them....
4 Pages (1000 words) Assignment

Differentiating Fixing from Firing Employees

According to Shaer, punishment to employees especially by firing… On the other hand, the point made it that it is easier to fix employees than to fire them.... For reasons known to the employer, an employee is entitled to meet various standards among them a certain threshold of In this case, based on the fact that employee training and development programs are expensive to sustain especially if the business has a short employee turnover rate.... ixing an employee involves the provision of counselling and motivation to do their work....
4 Pages (1000 words) Case Study

Employment Law for Business: At-Will Employment

The Fair Labour Standards Act gives another definition to the term “employer”: “ "Employer" includes any person acting directly or indirectly in the interest of an employer in relation to an employee and includes a public agency, but does not include any labor organization (other than when acting as an employer) or anyone acting in the capacity of officer or agent of such labor organization.... defines an employee as “a person who works in the service of another person under which the employer has the right to control the details of work performance....
15 Pages (3750 words) Term Paper

The Concept of Employment by Will

“The employment-at-will doctrine avows that, when an employee does not have a written employment contract and the term of employment is of indefinite duration, the employer can terminate the employee for a good cause, bad cause, or no cause at all”.... Both of them get enough flexibility in selecting the employee and the employer.... hellip; In every state but Montana, employers are free to adopt at-will employment policies, and many of them have....
1 Pages (250 words) Assignment

The Issues on Human Resource Management for Fire Safety

This report "The Issues on Human Resource Management for fire Safety" discusses fire safety management that is not only about responses to emergency calls about fires and dealing with the fires.... It also entails the prevention of fire cases and saving lives.... The same case applies to the fire rescue service organizations.... fire rescue service organizations, therefore, develop projects to ensure that the aims of the organization are achieved....
10 Pages (2500 words) Report
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.
Contact Us