Mr. Doe Is A Manager

The court should take a look at what the partners said like, “she was sometimes overly aggressive” (Nkomo, Fottler, McAfee, 7 edition, p. 57). The judge should rule in favor of Thelma Jones because she is being sexually discriminated. The employer did in fact discriminate unlawfully because you’re not allowed to tell a woman to be more “femininely” just to get a higher position.

It was a great testament to management that this employee felt at liberty to be direct with Liz, there are few companies which can claim the same open door success. This employee did a great job of outlining her concerns but ended up dismissing her entire argument with the statement "You're a hit, you can move on from here." This is a little discouraging because it indicates that Liz's downfall with planning and strategy is being approved and affirmed by her employee base, this is dangerous for a company.

Jackie is a victim of illegal sexual harassment. As a base in the scenario many times Jackie was abused by the manager sexual harass. In the title, VII of civil rights Act of 1964 " sexual harassment is a form of sex discrimination." (Ferrel, O. Fraedrich, J & Ferrel, L pg 74. 2013) As part of the evidence, there are unwanted and unpleasant approaches from the manager where

At stake here are several conflicting values, the concern for a fellow human being, self-preservation, success of the company and the pressure to perform. As VP of the division, I am under scrutiny to deliver substantial results to my president, John Edmonds, to be seen as sensitive to my product managers needs. Lisa Walters, Kathryn’s supervisor, has pressed me for a resource action for boosting staff morale and replacing her with someone who can be more productive. I also feel that Kathryn McNeil is a hard worker who is stuck in a tricky personal situation.

What should Harriet do? Do you think these contacts constitute sexual harassment? What policies and procedures should this company have in place regarding this type of situation? Explain your answer.

Firstly, Ms. Hu should perform a full and fair investigation when the employee is on FMLA leave. If Ms. Hu decides to fire Mr.Guinn she should have proof and well-documented evidence successfully showing that the termination decision was based on his own poor performance and that the process of termination had begun before the employee took FMLA leave. Having record of the employees poor performance can help if they decide to file a lawsuit. The employee can only be fired only if not taking in account of any FMLA use or invocation of FMLA rights.

When terminating an employee, it is justifiable the proper grounds for termination. Terminating employees should not be bias but based off an employee’s performance, capabilities, and complying with companies’ rules and regulations. Wrongful Termination Law and “Uniform Guidelines on Employee Selection Procedures”, is improvised to protect employees from any unjust dismissals by an employer, According to Gerhart, Hollenbeck,

Chapter 3 and 4 talked about if business actions were ethical or unethical. Reading at the begging of chapter three it starts off with a (ethical dilemma pg. 60) Jayla got hired as an intern at the Acme payroll dept. she tried her best to do her very best for that way she can have a full-time job there in the company. later she was hired full time after her graduation she was hired by a man named Deon he was the head of the payroll dept. She notices that one of the workers named Greg had very high number. Gaining three times as much as number 2 she was in ah by his work. She wanted to learn more from him. But she notices weird things going on. She notices Gregg and Deon always going out to eat with Mia all the time.one day Deon going to Jayla and hander her client

Ethical theory will be outlined in relation to the example case with discussion on how the case poses an ethical dilemma in the workplace. Additionally ethical theory will be considered in light of the case with

I recently encountered a situation where a manager was having conflict with an employee. The manager continually wanted to issue a warning to this particular employee and ultimately fire him. I had to stay as objective as I could and analyze the situation with fairness. I denied the issuance of an immediate warning until I had all of the facts. The manager implied that the employee was repeatedly having errors. In addition to the errors, he perpetuated a very negative attitude in the department. This employee was a loan collector and his main responsibility was to make collection calls after reading the notes on the accounts. I reviewed the number of calls he made on a daily basis compared to the other two collectors. I then asked the manager to provide me with the number of errors the other collectors made. In addition to comparing the two, I also had to analyze if the negative impact was having a serious detrimental effect on the department and weigh it against the effect of losing a collector would have on the other employees as well as our delinquency numbers.

We have both male and female employees at our shop, we treat each employee as a Soldier we all have equal responsibilities based of our Job description. Our shop has an open door policy an employee is welcome to come into my office at any time and express a problem or concern, at any time the employee is welcome and encouraged to seek outside help or counsel if they feel it is necessary to the situation at hand. EEO is important and these standards will not be bent or broken under any situation or circumstance. Employee records are maintained and properly stored in my office under lock and key we update these records as needed for example our PAA’s, step increases and contact information. I conduct Safety meeting or safety stand downs a minimum of once each quarter, additionally at the direction of the SMM or J4. Each new employee is orientated to our Shop and is teamed to a veteran employee to ensure he or she is set up for success. Our additional duty binder was up to date and accurate at our last CSDP inspection. Monthly I conduct a meeting with all employees to discuss the facility, upcoming events, and short comings and to evaluate the overall morale of our FMS

Second, Vicky must stop her boss from leading the company into a conflict with the law. Since Wendy knows what consequences might face the company, then it is Vicky’s ethical duty to stop her boss from going through with such a plan. Also Vicky herself may be legally liable if it is ever brought to light that she chose not to oppose the plan.

Stan and John are collaborating on a marketing project to increase the company’s sales. Stan is a harding working employee and struggles busy life at home, he’s now is paired up with John who onthe other hand is at risk of losing his job over the lack of effort on assignments and failure to cooperate with others. The boss believed that pairing the both of them together might provide a chance for John to receive some advice and pick up his act. Unfortunately, this doesn't not appear to be the case, as John continues to do the least work possible over the longest time since the project was assigned. In this situation, Stan will require his relationship management skills to approach the situation properly. In this circumstance, a failed approach would involve a threatening attitude towards John, this would only cause John to shut down in a sense and careless for

From the very start Melissa Richardson has received no support or respect as a manager. In addition, Melissa has never had any managerial experience and has stepped into an office where she is way over her head with problems that she has never faced before. Her first day on the job gave a glimpse of what she was in store for. Her regional sales manager did not show up to introduce Melissa and to get Melissa acclimated to the team. The top sales rep in the company did not respect her and showed up to the first meeting late

Today, employees can be considered as the greatest strength of the company. They are the ones who help build the reputation of the company, it is their job to ensure the success of the business, which is why it is very important to keep them satisfied. A recent statistic shows that an American worker has an average of eight jobs in his career (Rudman, 2003). This stat shows how difficult it is to retain a core strength of a company. In this essay, an analysis of a case study is made. The case includes at first, a discussion between Chip Brownlee and Arch carter, the CEO and lead director of Galvatrens respectively. During this conversation, they discussed a lawsuit that a former employee sent to the company for being wrongfully relieved of his duty. Also in the case study after investigation the board of Galvatrens and their CEO made a meeting in order to tackle the problems and know what really happened. In this essay, it will explain the main ethical dilemmas in the case study, and according to these dilemmas a comparison will be made between utilitarian, libertarian, deontological and virtue ethics perspectives. Finally, as a form of an ethical point of view will be used to be the best solution to solve the dilemma of the recommendation.