Should organizations take steps to retain employees with performance or discipline problems, or just fire them? Explain why. In the explanation, discuss how the value of personal development applies to this question. Please use 2 references© BrainMass Inc. brainmass.com March 22, 2019, 12:34 am ad1c9bdddf
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Should organizations take steps to retain employees with performance or discipline problems, or just fire them? Explain why. In the explanation, discuss how the value personal development applies to this question.
One of the major issues that all organizations face is dealing with poor performers in the workplace. No company is exempt from this. Unfortunately, these employees are generally a small percentage of the total workforce; however, they can consume a large majority of management and HR's time (Whithenshaw, 2011).
In order to successfully maintain a productive and cooperative work environment, managers in an organization have to determine what their strategy is going to be for handling these employees and their various issues as it relates to poor performance and disciplinary situations in the workplace (Aguado, 2010).
To help develop a strong working strategy for dealing with poor performance and disciplinary situations, organizations have to completely understand and abide by the many laws and regulations that are abundant in today's litigious society, especially in regards to terminating ones employment. In addition, there is very clear human resource research and data that shows it is better for an organization to put in place steps to help correct performance issues and also have a progressive disciplinary system that allows the employee and the company an opportunity to correct behaviors and retain the employee as opposed to 'just firing them' if they have an issue (Aguado, 2010). In fact, in the United States, employment laws in every state, even right to work states, protect employees in almost all cases from instantaneous termination if the company does not have clear policys, standards, expectations, and documentation to support such actions. In other words, the organization needs to have steps that are in place to help retain the employees who meet retention criteria, and try this approach first except for the cases of blatant misconduct or other situations such as work place violence or theft where the employee should be terminated instantly (Aguado, 2010).
So, for performance issues, the company needs to have a clear set of expectations for each job and a training program that supports employees and their ability to be successful in their day to day objectives. In addition, the company needs to train its supervisors to provide clear guidance and one on one feedback regularly that helps ...
Recruitment, selection, and placements are examined. The solution discusses the value of personal development which applies to the question.