Employee management involves the need to give attention to several aspects of concern especially in connection with legalities of hiring and laying off workers from their respective positions in the organization. In the aspect of ensuring the value of each employee being well given attention to and that of the values of the organization being given practical focus by the employees who are employed in the business. There are instances though that cannot be done away with. Somehow, there are times when issues of performance and competence come into the picture that the need to lay off some individuals from their position becomes necessary.
However, it should be realized that laying off employees should come from both legal and ethical grounds. Defining the intuitive procedures of handling employee status cases involves the need to see through the different options of balancing the approach of evaluating the performance of the individuals involved and how they are actually able to manage themselves to complete the tasks that they were assigned to handle. One point to give focus herein is the fact that releasing decision for laying off employees should not in any way be based on racial differences, religion or any matter that could be considered unethical for a reason. Performance should be the primary basis that must be viewed as the primary source of decision that would put an employee in the position of being released from duty.
In the presentation that follows, an evaluative activity shall be presented in connection with the existing problem in FAST Serve Inc. Naturally, the idea is to define the possibility of three among the staff of the organization to be laid off from their duties. The aim is to practically prove that these individuals are positive candidates for laying off. The process of proving their positional incompetence shall be shown based from the assessment of their record as provided for the case analysis required.
Background of the Case
Fast Serve Inc is a sports gear distributor targeting the American generation Y. Boasting a $25 million market value, it could be sensed that this business is indeed at the peak of its success. It hosts both online and offline marketing approaches that aim to increase profitability chances of the organization. Specifically, it could be recognized that it is through this approach that the organization is able to strengthen its position in the market. However, with the increasing competition in the market, especially involving online marketing, the organization has had to adjust its operations from direct physical marketing to online market influence. With all the adjustments considered, it could not be denied that laying off some individuals who are not up to the task of rigid performance for the new aspect of marketing and operation that the business opts to take becomes a serious issue of concern.
How then should the individuals to be laid off from duty be picked from a number of staff involved in the organization? One particular basis to give attention to is that of the performance of each individual involved. There are three workers to be given focus herein and they are Jenny Mills, Nora Manson and Brian Carter. In the following section, evaluating their records based on some aspects of performance definition and organizational involvement shall be better presented.
Noting the Issues
Legal Issues in Reduction of Workforce Simulation
At present, there is at least 10% reduction of employees in the workforce. This has been basically because of the fact that individual workers today ought to perform accordingly to the growing demand for competence and skills especially involving computer applications that most business organizations use to make an edge in the competition. Not only that, the national economic issues that different countries need to deal with specifically affect the capabilities of organizations to provide the work load that employees need to suffice their financial demands. The incapability of business organizations to redefine employment satisfaction through compensation becomes a crucial stage of concern especially for those organizations facing the tumultuous challenge of economic downfall.
Business entities aim to save as much as they could to ensure that they would be able to get the target annual revenue from the market. Practically, the idea is that business organizations ought to save up on the expenses so as to control the money that is coming in the business. As a result, minimizing the number of employees being hired becomes one of the biggest steps taken by the said entities. In facing the downfall of the economy, business organizations are challenged to keep the organization intact while lowering down the chances of spending too much. Sometimes, there are instances when the business administrators have no choice but to lay off some of its priced employees. Doing so then involves the need to peak the least competent individuals in the team. In this case, it appears that there are three candidates for positional laying off. The three have been chosen due to their incompetent remarks at work during the past two months.
Employment Conflict Management
Even though Carter, Manson and Mills have their own personal characteristics that could prove to be specifically helpful to the organization, it could be observed that the evaluation upon their performance rates lower compared to that of the others that even though they had the edge, their incompetence scores higher than that of the value that they impose as part of the organization. In this regard, deciding upon the issue becomes a conflict of perception with regards performance competence. This is perhaps the primary reason why the evaluation that was rendered scored low specifically because the evaluator had a hard time determining whether or not to carry on a specific strength of an employee compared to that of his or her attitude towards work as reflected in the record for the past two months.
In a concise relative revelation of the decision, Brian Carter was the only one whose release from the company is defined well and specifically decided upon. Manson and Mills’ cases were set aside for further evaluation as the competence of both individuals were less proven to be designated for release from their positions. In this regard, the project fails. However, it should be noted that this occurred because of the fact that the evaluator simply wants to make sure that the employees receive ample consideration especially in connection with the need to scale their competence in possibly giving a boost towards the development that the organization aims to gain in the industry. Somehow, the evaluator did not see a complete and comprehensive reasoning that could support the strength of releasing the two females off from their duties.
Employment Management and Problem Resolutions
Resolving issues of release is seen to be practically handled in the course of actions taken into consideration by the evaluator of the case. Giving Mills and Manson a chance to defend themselves through putting them in probationary period for observance creates a more definite reason for the administration to release them from their duties in case they fail from completing their responsibilities during the allotted time for observation. Through manifesting the need to legally release the employees at a viable cause, it could be observed how this course of decision naturally imposes on the need to create a strong basis for work release on the employees.
Legal and ethical matters concerning employment termination is a serious issue to consider. This especially concerns that of the careful position of the administrators as they impose the release of one employee from his or her work duties. The administrators should ensure that there are no loop holes on any of the cases released as terminating an employee with questionable basis would specifically put the entire organization in jeopardy. Yes, keeping a good track on how the decisions are completed shall render each decision to let go an employee a reasonable move for the administration to take. Assuring that every inch of legality is given proper attention to shall render the decisions effective and definitive of the entire culture of ethical mandate that the organization should embrace. In this case, although two among the three employees were not completely let go, the creation of reasonable grounds for job dismissal has already been established and is expected to protect the organization form any conflicts of employment between the administration and the individuals involved.