December 06, 2005

Would you rehire Tom Mendola?

This is a difficult question to answer. It sounds like the family really needs the money, and the father is to ill to hold a job. His mother has to stay at home to care for the other nine children, so you hate for fire someone who has 11 other people depending on him. That being said, Tom needs to be let go. He is a bad employee to have at any company. Not only does he lose interest in his work very quickly, but he keeps co-workers from working to their potential. This is a dangerous kind of employee to have working for you. Even though you want to help Tom out because his situation is so bad, you have to let him go because you are running a business. Even though I feel he should be fired, the company does have a responsibility to the community, so helping Tom could be a benefit to the image of the company.

December 05, 2005

Jonah Creighton

The Jonah Creighton case is an interesting one. Jonah finds an element of discrimination within the companies’ foreign offices. He tires to bring it up to his superiors, but nothing seems to be getting done. The question was asked in class when he should have brought it up initially. I think Jonah should have brought it up the minute he found out about it, which would have been February of 1990. If he did not do it then, he should have done it when he got back from his trip to Australia. When it comes down to what he should have done, I think it was pretty obvious that the company he was working for had some racists working in upper management. Not only were they informed of the injustices that were going on, but they were given a plan on how to research it and still did nothing. I think Jonah needs to realize that working for this company is in conflict with his morals, and that this is not the place for him. He has put in five solid years there, and that should be enough to give him experience and a solid recommendation from the company, but he should definitely leave the company.

December 04, 2005

Firing Someone

Firing someone is probably the hardest part of being in charge. The best advice you can get about this is if you cannot deal with it, do not take a position that would require you to do so. In other words, do not own your own company if you do not want to have to fire someone. The article we read gave us some helpful hints about the correct way to fire someone. The biggest thing they stressed was to be prepared. By being prepared, you can avoid a lot of the potential problems that can happen with someone who is unhappy about being fired. Being prepared includes having written documents regarding the reason for firing, having a final paycheck, and having security ready in case the situation gets bad. The article also said that firing should be the last option, and that you should try to work with the employee to try and make things work. I disagree with this because if someone is not doing what they are hired to do then they should be fired.

Fear of Feedback

I do not understand why there is all of this research on the fear of feedback. These studies cover all of the different ways people deal with negative feedback, and how that can be detrimental to their success as an employee. These articles never really go over the root of the problem. The big issue here is why the relationships between managers and employees are so bad that the feedback is taken personally. If managers were properly trained in simple areas like communication skills, and relation building then there would be no reason to worry about this fear of feedback. That being said, I know that the relationships are difficult to build, but I believe it is essential to a successful company. Just a side note, the worst way to deal with negative feedback is by brooding.

Performance Appraisals

We had a section on performance appraisals in our HR simulations. As a group, we decided to have our managers appraised by the people they manage. When we got our results back, the managers were angry that we had chosen to let workers appraise their superiors. I am not sure why they were mad because it is the only way to get a comprehensive performance review. If an individual only gets feedback from their superiors they will not really know how effective of a manager they are. There is also the idea of self-appraisals. We chose to do this as well, but I did not want to. I think doing a self-appraisal can be extremely beneficial to you personally, but I do not believe that it should be included in your performance review for the company.

Smart Goals

I have a serious issue with the smart goals. I agree that a goal must be specific, measurable, aligned, and reachable. These are all necessary to have a useful goal. I do not feel that ALL goals must have a time constraint. There are some goals that do need to have an element of time because they would not work otherwise, but some do not need this. If there is a goal that I wish to accomplish before I die, and it is specific, measurable, aligned, and reachable then I believe it is a useful goal. In class, this concept of a goal before I die was shot down.

November 06, 2005

Ethics in the Business Environment

It seems that a lot more companies are stressing ethics within their companies. This is not surprising since the general public has been losing faith in large companies since Enron. I see this as a wise investment for companies if they want the public to have a positive image of their company. There are a lot of different methods for this type of training, such as classroom or internet. I think any kind of training of a matter this serious is best done face-to-face. I believe the message is accepted and understood better that way. That being said, I know companies are very large and spread out in some cases, and that internet training is the only way it can be done. I do not think that all this training is necessary. If companies were less focused on fooling the public, and a little more ethicsto begin with, they would not have to waste their money.