Understanding Business
11th Edition
ISBN: 9780078023163
Author: William G Nickels, James McHugh, Susan McHugh
Publisher: McGraw-Hill Education
expand_more
expand_more
format_list_bulleted
Question
Chapter 11, Problem 5CT
Summary Introduction
To think critically about: The effects of firing an employee have on remaining employees and how would you tell the employee and your other subordinate.
Introduction: Dismissal is the act of requesting or enabling somebody to leave from the organization.
Expert Solution & Answer
Want to see the full answer?
Check out a sample textbook solutionStudents have asked these similar questions
Assume you have a job interview next Tuesday. You have been informed that the interview process will take almost all day. You realize that you will not be able to make it to your work next Tuesday at your current job. How do you proceed with your current employer?
1. Should you tell the truth? If so, would your current job be in jeopardy? Would your employer think you are disloyal and, as a result, not consider you in the future for a raise or promotion?
2. Should you lie? For example, you could tell your current employer that you need the day off because you have to go to the doctor.
3. Should you just wait until Tuesday morning and “call in sick”? Which of these alternatives are legal? Which are ethical? Are you influenced most by the formalist approach (basically mandates that a person should act in a manner that he or she believes that everyone should act) or consequentialist approach (focuses on the consequences of the action rather than the action itself) to ethical…
Your employment contract does not stipulate whether you are an at-will employee or
not. You are most likely:
18
An at-will employee anyway
21
OA contractual-term employee
24
A fully vested employee
--
27
O Without a classification, until you clarify with your supervisor
--
Evaluate 2 medical leave benefits that are offered by the organization to its employees. Explain the advantages or disadvantage of each benefit. Which law favors employee medical benefits?
Chapter 11 Solutions
Understanding Business
Ch. 11.1 - Prob. 11.1AQCh. 11.2 - Prob. 11.2AQCh. 11.2 - Prob. 1TPCh. 11.2 - Prob. 2TPCh. 11.2 - Prob. 3TPCh. 11.2 - Prob. 4TPCh. 11.4 - Prob. 11.4AQCh. 11.5 - Prob. 11.5AQCh. 11.5 - Prob. 5TPCh. 11.5 - Prob. 6TP
Ch. 11.5 - Prob. 7TPCh. 11.5 - Prob. 8TPCh. 11.6 - Prob. 1MEDCh. 11.6 - Prob. 11.6AQCh. 11.6 - Prob. 11.6BQCh. 11.6 - Prob. 11.6CQCh. 11.7 - Prob. 9TPCh. 11.7 - Prob. 10TPCh. 11.7 - Prob. 11TPCh. 11.8 - Prob. 11.8AQCh. 11.8 - Prob. 11.8BQCh. 11.9 - Prob. 11.9AQCh. 11.10 - Prob. 11.10AQCh. 11.10 - Prob. 12TPCh. 11.10 - Prob. 13TPCh. 11.10 - Prob. 14TPCh. 11 - Prob. 1CTCh. 11 - Prob. 2CTCh. 11 - Prob. 3CTCh. 11 - Prob. 4CTCh. 11 - Prob. 5CTCh. 11 - Prob. 1DWSCh. 11 - Prob. 3DWSCh. 11 - Prob. 4DWSCh. 11 - Prob. 5DWSCh. 11 - Prob. 1VCCh. 11 - Prob. 2VCCh. 11 - Prob. 3VC
Knowledge Booster
Similar questions
- What would push you to fire an employee? List five reasons that you believe would justify termination. Describe how you would expect to handle the firing.arrow_forwardgive me answer as soon as possiblearrow_forwardWhat is the difference between resignation and constructive dismissal? Cite any 2 cases for constructive dismissal, briefly stating the facts of the casesarrow_forward
- Discuss the following statement in relation to unfair dismissal; “Capability or qualifications can be a potentially fair reason for dismissal, but not as compared to other employees” cite any 3 cases. Explain the cases-issue, rules, application, conclusion.arrow_forwardCritically analyse the instances in which an employer can dismiss striking employees. Evaluate the fairness of this in your opinion. Focus and formulate your answer under the following headings: • Introduction • Dismissal for taking part in an unprotected strike • Dismissal for misconduct during a strike • Dismissal of strikers based on the employer’s operational requirements • Conclusionarrow_forwardA1arrow_forward
- Read this scenario and answer the questions below Kwaku applied for a job as a Geologist with Search Services, a market research firm and to improve his chances in getting the job, he exaggerated his work experience on his résumé. Based on this résumé, Kwaku was hired. After one year, he received above-average ratings during his annual performance review. Shortly thereafter, his boss met Kwaku's former supervisor and learned the truth. Questions i. When Kwaku exaggerated his experience on his résumé, do you think he believed he would be caught? What effect did this belief have on his behavior? i. If you were Kwaku's employer, would you fire him? Why or why not? If you were another applicant for the job Kwaku applied for, would you be tempted to do the same as Kwaku? Why or why not? ii.arrow_forwardChoices: For the Employer, For the worker/employee, or for another person. 1. Comply with occupational safety and health standards including training, medical examination, and where the necessary provision of protective and safety devices. 2. Comply with the provision of this R.A. 110591 and in any regulations issued by the secretary of labor and employment. 3. Provide where necessary, for measure to deal with emergencies and accidents including first aid arrangements.arrow_forwardFran Jefferson supervised the Training Department of Metro Bank. One of her star employees, Judy Martin, surprised Fran one day with a job posting application. Judy wanted to transfer to another department where the employees made more money (in higher evaluated jobs) and supposedly did less work. In the ensuing discusion, Fran leanred that Judy was very unhappy with the merit increase she had recently received. Judy believed she could earn more money in the open position, which was three grades higher that the position she currently occupied. Judy now functioned more as an administrative assisstant than as the departmental secretary (the position for which she had been hired). Fran knew that the job evaluation in use was valid and up-to-date, and that grade differences between Judy’s job and the open position meant real differences in responsibility, skill, and accountability. Fran did not want to lose Judy. CASE QUESTIONS: How should Fran respond to Judy’s request to transfer? How…arrow_forward
- Topic: Terminations Termination is more associated with legal action than any other employment practice. Review the sections in Chapter 16 on wrongful and constructive discharge and legally safe methods for conducting terminations and apply the concepts to the two discussion topics. Please label your initial response sections as part A and part B. Part A: Wrongful and Constructive Discharge Explain wrongful discharge and constructive discharge, and provide an example of each. Do you believe that employers should be required to follow just cause/due process for terminations? Why or why not? Explain your answer. Part B: Terminations What steps would you take as a human resource professional to ensure that terminations are conducted in a legally sound manner?arrow_forward1. Need a self-explanatory analysis of the following case of Teacher who died as a result of injuries sustained on a picnic. Also include personal thoughts on the case. Workers' Compensation Ronald Wayne Smith was employed by Modesto High School as a temporary math instructor. In addition, he coached the girls' baseball and basketball teams. The contract under which he was employed stated that he "may be required to devote a reasonable amount of time to other duties" in addition to instructional duties. The teachers in the school system were evaluated once a year regarding both instructional duties and non instructional duties, including "sponsorship or the supervision of out-of-classroom student activities." The high school's math club holds an annual end-of-year outing. A picnic was scheduled to be held at the Modesto Reservoir. The students invited their math teachers, including Smith, to attend. The food was paid for by math club members' dues. Smith attended the picnic with…arrow_forwardSelect the correct answer and explain why it is correct. What might the labour board consider if the employer has undertaken a transfer of assets? a. The location of the transferred entity. b. The price associated with a transfer. c. Whether the new management had experience with unions. d. The loyalty of the employees during the transfer.arrow_forward
arrow_back_ios
SEE MORE QUESTIONS
arrow_forward_ios
Recommended textbooks for you
- Understanding BusinessManagementISBN:9781259929434Author:William NickelsPublisher:McGraw-Hill EducationManagement (14th Edition)ManagementISBN:9780134527604Author:Stephen P. Robbins, Mary A. CoulterPublisher:PEARSONSpreadsheet Modeling & Decision Analysis: A Pract...ManagementISBN:9781305947412Author:Cliff RagsdalePublisher:Cengage Learning
- Management Information Systems: Managing The Digi...ManagementISBN:9780135191798Author:Kenneth C. Laudon, Jane P. LaudonPublisher:PEARSONBusiness Essentials (12th Edition) (What's New in...ManagementISBN:9780134728391Author:Ronald J. Ebert, Ricky W. GriffinPublisher:PEARSONFundamentals of Management (10th Edition)ManagementISBN:9780134237473Author:Stephen P. Robbins, Mary A. Coulter, David A. De CenzoPublisher:PEARSON
Understanding Business
Management
ISBN:9781259929434
Author:William Nickels
Publisher:McGraw-Hill Education
Management (14th Edition)
Management
ISBN:9780134527604
Author:Stephen P. Robbins, Mary A. Coulter
Publisher:PEARSON
Spreadsheet Modeling & Decision Analysis: A Pract...
Management
ISBN:9781305947412
Author:Cliff Ragsdale
Publisher:Cengage Learning
Management Information Systems: Managing The Digi...
Management
ISBN:9780135191798
Author:Kenneth C. Laudon, Jane P. Laudon
Publisher:PEARSON
Business Essentials (12th Edition) (What's New in...
Management
ISBN:9780134728391
Author:Ronald J. Ebert, Ricky W. Griffin
Publisher:PEARSON
Fundamentals of Management (10th Edition)
Management
ISBN:9780134237473
Author:Stephen P. Robbins, Mary A. Coulter, David A. De Cenzo
Publisher:PEARSON