Dismissal Meeting
As Manamela (2000) notes, employers who are conducting dismissals for whatever reason need to be able to prepare for the dismissal meeting, by understanding why the dismissal is occurring and how the dismissal will be communicated to the employee. One of the most important considerations, one that will guide the dismissal meeting, is whether or not the dismissal is "fair" or "unfair" (Earnshaw, Marchington & Goodman, 2000). This means whether the employee is being dismissed for cause, or for another reason such as downsizing or cost savings.
The Dismissal Meeting
For employees who are being let go for disciplinary reasons, the case must already have been documented. Indeed, it is common practice among employees other than new employees that there should have been multiple incidents in the past, at least one of which would have carried with it a formal hearing and punishment. The exception is where the case is sufficiently serious that a single incident warrants dismissal. Thus by this point there is no need for a disciplinary hearing, the decision to remove the employee has already been made, and nothing in the hearing should therefore come as a surprise to the parties involved (DBERR, 2007). Nevertheless, the company must prepare itself for a range of negative emotions, and to describe the dismissal process to the former employee.
Negative Emotions
Very people are enthused to hear that their source of employment has been removed. The company should be so lucky that the employee has already decided that he or she wants to leave. In other cases, anger, defensiveness or shock/sadness are negative emotions that are likely to be experienced at this stage. Defensiveness is a particular barrier,...
Industrial Relations Employment Relationship Industrial Relations and HRM Globalization and Industrial Relations Industrial Relations in United States of America Current Response to Globalization The paper critically examines the effects of global trade expansion on national industrial relations and how USA has responded to the changing business environment to meet its economic targets. In order to understand the impact on the national industrial relations from the rise in global trade we need to study the historical factors and
(2000) "in today's business world, no company is likely to stay on top for too long that doesn't rethink at least some key processes on a regular basis." (p. 33) This is especially true in industrial relations, where the new intersection of previously unaffiliated cultures is leading to opportunities for shared advancement. With effective change management, it may be possible to achieve the optimal integration of the UAE's domestic
You can approach your local magistrate for assistance and the standard Notices to use in a claim. While this is certainly an advantage the factor that is most treasured by the subcontractor is that the contractor is responsible for all the work as well as other aspects in terms of the sub-contractors employers. Furthermore, the contractor is the individual which may be held liable in terms of a lawsuit
" (Spangler, 2003) In this sort of positioning, "the gains and losses will all add up to less than zero," or the original position. For example, in the case of General Motors, the entire company had to be steeply cut, in all of its departments, and in the case of the New York Transit workers, there had to be budget cuts across the board in the New York City government.
(Post-socialist trade unions: China and Russia) China's practice and history of managerial practices All the attributes pertaining to the human resources management inclusive of the personnel recruitment, training, labor relations and also the reimbursements and advantages not only vary from the United States but also differ among the regions of China. (Performance-Enhancing Strategies for China: Lessons from Japanese and American Companies) the pressure of the Chinese cultural values on managerial and
Just as employees need to take criticism constructively, management needs to do the same. When used constructively, criticism is the strongest building block of improvement. This brings up another important part of keeping employees happy, which is making sure that they feel secure. Employees need to know that they can come to management with a complaint, or even to blow the whistle on another employee's misconduct, without fear of being
Our semester plans gives you unlimited, unrestricted access to our entire library of resources —writing tools, guides, example essays, tutorials, class notes, and more.
Get Started Now