Justine M. Palaypay
Marjorie G. Tinao
Reyciel A. Ongoco
BSA I-A
Submitted to:
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Case No.VI: You’re Fired!
strong nucleus of talented, hardworking men, we’ve had to fire several of them.
As company president, the job of firing a man rests on my shoulders --- the part
How do I fire an unsuitable employee without bruising his ego and without
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The manager’s responsibilities are to:
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PROBLEMS
General Problem:
ego and getting involved in explanations which can start unnecessary arguments?
Subordinate Problems:
2. What are the essential factors that the manager should consider upon
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Causes of the Problem:
The company president should explain in full detail and clear elaboration or
clarification the terms of the firing matter which is a necessary or operational act to
strong business.
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b. Transfer offers or job recommendations.
The president may offer recommended options of job opportunities and tell
him humbly of the other possible hiring which may be occupied only if a particular
employee will be fired from his current employment in the said business or
company.
According to the by-laws, every employee has his own rights either in and out
of the job to claim or enjoy any privileges if and only if supported by an allowance
from the business entity. Hence, it is of good reasoning that the manager should
know these matters concerning his employees and may use these privileges to make
every employee to think that getting out of the job is not a total loss. Moreover, these
firing process. The manager may allow implementation of particular terms and
conditions that would ease the hardship of firing an undesirable employee however
without too much loss in the entity’s side such as a calculated increase in money
receivables of the employee, or might at least be expressed even not in the form of
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Specifications on How the Problem/s could have
been Avoided
The best way to avoid the risk of acquiring inefficient and unsuitable employees
is to regulate and maintain a good, strict standard since the period of hiring. Without
the accommodation of not-so-good employees, the need to fire inefficient workers will
not be a good deal anymore! Getting the best employees will require effective criteria in
the admission of workers. The manager, in behalf of the higher chairs of the entity,
and efficient and so the business operations shall reflect them. Areas during the
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b. Intact and good manager-employee relationship via special
programs
The closer and the tighter the mutual relationship between the manager
and the worker, the easier they could understand each other in any possible situation
within the business. Therefore, good relationship and bond is significant. This could be
achieved through special programs that are meant to fulfill the purpose of strengthening
the bond among staff workers and the managers, as well. Taking it from other
thing would be achieved, the manner of firing an employee will not be almost a problem
to a manager.
This target could be seen especially during the period of Human Resource
Development, that is, the fundamental pillars of good management. It refers to the
updating of the personnel’s knowledge and attitudes with the end in view of improving
the individual status of the employees is also influenced greatly since it is equally
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important to the individual worker from the point of view job satisfaction and earning
power.
At this point, the manager should implement a policy that will be effective
for the sake of controlling the occurrence of this problem. The policy could be
that:
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***
In support of the said policy, the following entries indicate details of the areas to
Detailed Proofs
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Selection of the best qualified
Appraisal of performance
“If the subordinate fails to achieve his objectives, the manager tells him briefly
in very specific terms what he did wrong and how he honestly feels about it. The
manager should also remind the subordinate how he values him and that he thinks
that the manager end the meeting by shaking hands or touching the subordinate in
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a way that makes it clear that he supports his success in the organization and that
analyze the training needs, formulate the training objectives to give direction to
program, review and evaluate the results of the training programs and methods of
training, and modify the training program and the methods of training in the light
of the evaluation.”
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