December 12, 2006

Letting someone go

Recently at my firm, management let someone go. This employee’s productivity had been declining for weeks, and her personal life seemed to be a growing concern during her workday. Her work had been piling up for weeks, and the lack of production caused problems in other areas of the firm, especially in my area of work. Last week, management decided to let her go. I am only reflecting on this simply because of the technique the boss used to fire her. While the boss could have made an example out of her for the rest of the employees, the boss decided to do it in a private manner, at the end of the workweek. I believe this is the best way to let someone go. I have witness other employees get fired before, and it was an embarrassing event for those employees. By letting her go at the end of the week, the boss was able to save the employee some embarrassment (it’s a long walk to the end of the hallway), and also minimized the gossip that could have followed afterwards.


As we finished the simulation in management, we had to evaluate our teammates on their performance. Although I tried to be honest, I felt my responses were not helpful to the Professor. I found it difficult to evaluate their performance, especially because I felt I was comparing them to myself. While I can acknowledge each team member brought different skills to the simulation, and some team members contributed more than others, I found it difficult to compare each team member and rank the value of their contributions to the team. I believe I need to become more comfortable with peer evaluations, especially because I may find myself evaluating my co-workers later in my career.

Christmas Bonuses

As it nears the Christmas holiday, many employees anticipate a Christmas bonus from their employer. However, I am still beginning my career, and the idea of a Christmas bonus is rather new to me. This is why I found it surprising to hear some of my co-workers discuss the bonus in such a greedy matter. We discussed bonuses in management class earlier in the semester, and we touched on the idea of “diminishing return”. Although the bonus is meant to be an incentive, a reward to boost morale, many employees see it as an expected reward, and may even be discouraged if it is not worth as much. In my particular experience, my co-workers were complaining about the timing of the bonus. They felt they should have received it earlier in the month. Although I rather enjoy the bonus, I think many employees in the workplace no longer appreciate it as a reward. Hopefully, I will continue to appreciate it as I do now.

The Simulation

After finishing the simulation program for management 250, I must admit I was disappointed. At first the program seemed very complex. With so many decisions to make, and such a small budget, our team focused on making the best decisions with the limited funds we had. However, after just a few quarters, we discovered the program was not as complex as it seemed. Our budget seemed to grow every quarter as we our costs continually shrinking. By the last few quarters there were not that many decisions to make. Most of our costs were tied up in programs that were permanent, and we just focused on our hiring costs. Even our safety and quality budgets nearly maxed out. Overall, I found the simulation to be disappointing, and I hope it improves for future classes.

November 09, 2006


Monday’s discussion was based on our dreams. While some of my friends dream about moving to California, Florida, or another state; my dream has always been to live near Cleveland. It’s not because I think Cleveland is great, because it isn’t. I want to live in Cleveland because I want to be a Browns Season Ticket Holder.
I decided to go to a good college so I could get a decent job that would allow me to afford season tickets. While many people are concerned with paying for their children’s future, I’m not. I’ll let them earn scholarships. I’ll spend my money on season tickets. Go Browns.


After reviewing the Jonah Creighton Case, I remembered a client that my firm almost took on last year. He claimed that he was wrongfully fired, and had suffered racial discrimination. After contacting his former employer, we found out that he was rightfully fired, and his claims had no foundation.
Because my firm specializes in wrongful termination law, we see some clients who believe they are wrongfully terminated when they deserved to be fired. I believe it is a great thing that a person can sue a company for unfair practices, but I also believe that this power is often abused, and some companies keep some employees that should be fired so they won’t risk being sued. It’s important to keep protecting employees, but I realize that this system is not perfect

Leaving a Job

Although it can be very difficult to obtain a job, I have found it to be even more difficult to leave a job. After discussing ethics in class last week, my beliefs were reinforced. I was hired by my current firm while I was employed at Taco Bell. After I was hired at the new firm, I realized how difficult it was to quit a job. I decided the best way was to write a professional letter to my manager explaining my reasons, and to notify her two weeks in advance.
I hand delivered the letter, and she read it right in front of me. Although I thought she would be angry, she said she was very proud of me, and that I was very professional. However, she mentioned that she would have been angry if I was leaving to work at McDonalds or another fast food place. I realized then that it was unethical to leave on job for a better opportunity with a competitor.