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Employment At Will Essay

1879 words - 8 pages

Employment-At-Will Doctrine
Student:
Professor: Sliben Dorothy
LEG500: Law, Ethics & Corp. Governance

Describe what steps you would take to address the following scenario involving skills, competence, and abilities: see appendix A
The steps I would take to address the following scenario involving skills, competence, and abilities are:
Arranging/scheduling a separate meeting with the supervisor and the employee.
Motivate both the supervisor and employee to be effective members of their team by setting goals and a reward program
Plan short and long term goals for the employee
Develop professional development training for the employee.
Terminate the employee’s employment ...view middle of the document...

Consequently the Human Resource Department would be contacted to give advice on the legal ramification of the proposed action, and hence the question of the rights of the employee will surface, which will lead me to labor laws.

According to Sentell E. and Robbins, R .( 2008), the doctrine of employment at-will emerged as a major factor in wrongful discharge cases in America during the latter part of the 19th century. This doctrine states that: “the business should have the freedom to discharge or retain employee’s at-will for good cause, for no cause, or even for bad cause, without thereby being guilty of an unlawful act. It is a right which an employee may exercise in the same way, to the same extent, for the same cause or want of cause as the employer. On the whole, in such a situation the employee’s dismissal will be due to just cause.

Describe what steps you would take to address the following scenario involving management, behavior, and performance: see appendix A

I would use the recommendations of Mason L. (1997) on how to deal with or handle anger management in the workplace. John Mason L.(1977) stated: “When someone has an identified anger management challenge, it may be a great management decision to assist their personnel with an anger management program rather than replacing these people or expecting an outside agency to fix the “problem". He recommended the following management behavior to anger management:
Create an anger management program for individuals with clear goals
. Take immediate action: Zero tolerance of anger and violence
. Offer ways to speak out safely about issues to prevent anger and violence (be open to creative solutions)
Identify who is angry
. Identify why they are angry
Find solutions to organizations' culture as it pertains to anger

Create an anger management program for individuals with clear goals

I would create an anger management program for individuals with clear goals. The program would train managers and employees to identify the behaviors that can signal anger challenged co-worker and have a positive system that will report these behaviors to management for further investigation. I would interview reporting staff to determine whether indications warrant further review, interview subject to determine why they may be angry at work. Offer positive solutions for individual stress and anger control.

I would find solutions to organizations' culture as it pertains to anger. I would tackle possible organizational issues that may be creating the stress and anger within the organization and work to solve these challenges. I would train leaders to create a culture of civility. Mason L. (1997) further indicated that leadership comes from the top down and must address the issues with resolve. He suggested that if anger is inbred in an organization's leaders this becomes a difficult but important concern. The costs of anger are too high, in the long run, for an organization to be...

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