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Imagine that Alice has been employed as a hospital admitting representative for six years. She has consistently received good performance evaluations. However, over the course of the past three months, her manager has received complaints from patients that she has been rude and unprofessional. Her manager has told HR that she should be fired immediately. What would be your first action upon receiving this request? Be sure to respond to at least one of your classmates' posts.
Paper For Above instruction
Upon receiving a request from a manager to fire an employee based on recent complaints, my initial response would be to conduct a thorough investigation prior to any termination action. Although the manager provided complaints regarding Alice’s behavior, it is essential to validate these claims through objective evidence and an impartial review process. An immediate termination without proper investigation could lead to potential legal repercussions, especially if the employee’s performance history has been consistently positive (Cascio & Boudreau, 2016). Therefore, my first step would be to gather detailed accounts of the complaints, including any documented incidents, and interview relevant parties, including Alice herself. It is vital to ensure that the complaints are substantiated and not merely based on subjective perceptions or isolated incidents.
Furthermore, it would be prudent to review Alice’s overall employment history, performance evaluations, and any previous disciplinary actions to determine if this recent behavior represents a pattern or an isolated issue. If the complaints are substantiated, I would recommend implementing a structured performance improvement plan, which includes specific behavioral expectations, training, and regular follow-up. This approach ensures fairness and provides Alice an opportunity to improve while also addressing the concerns raised. An approach rooted in due process not only enhances legal defensibility but also aligns with ethical HR practices focused on fairness and employee development (Noe et al., 2020). Thus, my first action emphasizes thorough investigation, clear communication, and a structured response framework before considering any disciplinary measures or termination.
References
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