Post by stefanieoshea on Feb 26, 2016 1:08:50 GMT
· What assumptions are present in this scenario?
The employer assumes that the employee understand and will adhere to the expectations as required by the job, including hours, meetings, tasks and use of company property. At firing she assumes that the employee willfully did not meet these expectations.
The employee assumes that he is a qualified candidate for the position and that the employee will be pleased with their decision to hire him. When he is brought in for firing he assumes that there are rational reasons for his behavior.
· How would you respond?
I would have responded as the employer did, but I hope that I would have addressed an issue as soon as it occurred instead of allowing issues to stockpile and create a situation in which termination appears to be the most reasonable approach. The employer failed the employee by not addressing issues immediately and working to address and improve the behaviors.
· What would you do?
At hiring I would have spent more time outlining the expectations, putting them into writing and reviewing the employee's confidence in his ability to meet them. I also would have talked about why he felt so confident that he could meet them since he felt as though he could interrupt the employer to ask if he had the job. At firing I would have referred back to the expectations in the hiring and how he did not meet them and did not indicate that there would be any issues at hiring with his schedule, especially around his child.
I would probably also suggest he enroll in CWS' Job Readiness Training class to get some soft skills and time management
· What questions did you ask yourself in coming to your conclusion?
Why did the employer move forward with the hiring without more due diligence in outlining the expectations of the position and ensuring that this employee would be a good fit?
Why did the employee feel that his actions were justified? Is this a bigger issue within the culture of the company or is this an isolated incident?
The employer assumes that the employee understand and will adhere to the expectations as required by the job, including hours, meetings, tasks and use of company property. At firing she assumes that the employee willfully did not meet these expectations.
The employee assumes that he is a qualified candidate for the position and that the employee will be pleased with their decision to hire him. When he is brought in for firing he assumes that there are rational reasons for his behavior.
· How would you respond?
I would have responded as the employer did, but I hope that I would have addressed an issue as soon as it occurred instead of allowing issues to stockpile and create a situation in which termination appears to be the most reasonable approach. The employer failed the employee by not addressing issues immediately and working to address and improve the behaviors.
· What would you do?
At hiring I would have spent more time outlining the expectations, putting them into writing and reviewing the employee's confidence in his ability to meet them. I also would have talked about why he felt so confident that he could meet them since he felt as though he could interrupt the employer to ask if he had the job. At firing I would have referred back to the expectations in the hiring and how he did not meet them and did not indicate that there would be any issues at hiring with his schedule, especially around his child.
I would probably also suggest he enroll in CWS' Job Readiness Training class to get some soft skills and time management
· What questions did you ask yourself in coming to your conclusion?
Why did the employer move forward with the hiring without more due diligence in outlining the expectations of the position and ensuring that this employee would be a good fit?
Why did the employee feel that his actions were justified? Is this a bigger issue within the culture of the company or is this an isolated incident?