Would You: 1) Fire Jennifer For Providing False Information

Would you: 1) Fire Jennifer for providing false information on the job application, 2) Keep her because she is doing a good job and ignor the other employee who brought this to your attention or 3) find another solution?

You are the Vice President of a medium-sized company, and it has been a long-standing rule that to be eligible for a certain job classification, an employee must have a college degree. An employee, Jennifer, has been working for the company for a year and was hired into such a position based on information supplied on her job application. She currently lacks only 9 credits to complete her degree and is attending school at night. She is also a working mother whose family depends on her job. Although she did not have a completed degree at the time of hiring, her performance has been exemplary, and she is in line for a promotion due to her contributions to the company's profitability. Her college degree status was brought to your attention by a coworker, not disclosed during her hiring process.

Paper For Above instruction

In addressing the dilemma surrounding Jennifer’s employment status and the company’s rule regarding educational qualifications, a balanced and ethically sound approach is essential. The core of the issue revolves around fairness, integrity, employee development, and organizational policies. While the rule mandates a college degree for certain job classifications, Jennifer’s situation presents a complex narrative where rigid adherence might overlook individual circumstances and merit.

Firstly, it is important to scrutinize the basis of the company’s policy. A requirement for a college degree often aims to ensure that employees possess baseline knowledge, skills, or credibility associated with higher education. However, enforceability and fairness must be considered, especially when an employee has demonstrated exceptional performance and potential, as Jennifer has. Her performance has directly contributed to the company's profits, and her current incomplete degree does not necessarily reflect her capabilities or her suitability for a higher position.

From an ethical standpoint, honesty and integrity are vital values in the workplace. Jennifer’s omission of her degree completion status during her application raises concerns. However, it is equally important to recognize her ongoing efforts to complete her education and her personal circumstances—being a working mother attending night classes. These factors showcase her dedication, resilience, and commitment to professional growth. Punishing her for nearly completing her degree might seem overly punitive and could demotivate not only her but also other employees who balance similar commitments.

Legal regulations and employment law also factor into this decision. If the requirement for a college degree is a bona fide occupational qualification (BFOQ), dismissing her could be justifiable. However, if it is a blanket rule without clear justification, discriminating against her might pose legal risks and damage employee morale. Additionally, dishonesty on her application was a factor, but given that she is close to completing her degree and her performance is outstanding, this could be viewed more as an oversight or a case of unintentional misrepresentation rather than malicious deception.

Considering all these factors, the most appropriate course of action would be to find a solution that aligns with organizational integrity while considering her contributions and personal circumstances. A recommended approach is to evaluate whether the degree requirement can be waived or modified in this case, given her proven competence and ongoing education. An alternative could be to offer her a conditional promotion contingent upon her completing the required degree within a specified timeframe. This preserves fairness, recognizes her potential, and maintains the integrity of the company’s standards.

Furthermore, it would be prudent to review and clarify the policy regarding educational requirements. If the company values experience and proven performance alongside formal qualifications, policies should reflect this. Offering opportunities for employees like Jennifer to advance based on merit and current capabilities, rather than strict formal criteria alone, can foster a more inclusive and motivating organizational culture.

In conclusion, the optimal decision balances ethical considerations, legal implications, organizational policies, and individual merit. By providing Jennifer with a clear pathway to meet the qualification requirement and acknowledging her valuable contributions, the company can uphold fairness while maintaining high standards. This approach not only benefits Jennifer but also demonstrates the company’s commitment to fairness, employee development, and adaptive management strategies in today’s diverse workforce.

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