Employer needs to give a warning and if he or she repeats the offense, a second and third warning must be given. We cannot simply ignore employee who “disappear” from work. Make an effort to find out whether they have quit or whether they are dealing with some personal emergency which would excuse their absence. Theft If you catch any employee stealing company property, including cash, you need to take firm action. The Industrial Courts has no sympathy with employees who steal from their employers.
In Lamya’s case the reason given by the company has minimal effect on the interests of the company. b. In Omani Labor law, Article (40): The employer may dismiss the worker without prior notice and without end of service gratuity in cases such as the employee assumes a false identity, or if he resorts to forgery to obtain the employment or if he commits a mistake which results in a heavy financial loss to the employer. c. In Lamya’s case, her dismissal from the company was an unfair dismissal and therefore she is entitled to file a complaint in the ministry of Manpower. The Labor Code provides that “if the court finds that the worker’s dismissal or termination of service was subjective or contrary to law, it will be sentenced that either the employee will get back to work, or to force the employer to pay a fair compensation to the employee”.
Borowski tried to explain what an employee – employer relation is, he pointed it out that employee-employer usually have an “adversarial” relation which is full of tension and mistrust and that is no way to conduct a business. He uses various principles and examples which we are going to discuss further, but the main principle which he applies is the Kant’s Categorical Imperative. Kant’s Categorical Imperative: A categorical imperative indicates a total, categorical requirement that must be obeyed in all state of affairs and is acceptable as an end in itself. It is best known in its first formulation: “Act only according to that maxim whereby you can, at the same time, will that it should become a universal law.” Kant say that every human being is a rational being and this fact entitles everyone the same level of respect, humans are not to be used as means but as ends if this relation is implied on the workplace it defines a workplace relation which is not hostile, according to Kant; in order to make business morally acceptable, all people are to be treated with mutual respect because they deserve
But many of these programs fail to meet their objective and do real damage. The article discuss on what would be the managers do? What specific steps would they follow to adopt a program that help employee take greater responsibility and contribute more to the goals of organization? The program fails is because of the superior judge his subordinate terms of his personality traits like mental alertness, integrity initiative, adaptability, common sense, job interest as looking at the appraisal process is note the difference between causes and results of a person’s behavior. The article says about the objectives of performance appraisal as 1) The appraisal procedure should not stop at an examination of past but move on to the preparation of some plan for future action based on what learn on
Herzberg argued further that eliminating the causes of dissatisfaction (through hygiene factors) would not result in a state of satisfaction; instead, it would result in a neutral state. Motivation would only occur as a result of the use of intrinsic factors. Empirical studies (Kinnear and Sutherland, 2001; Meudell and Rodham, 1998; Maertz and Griffeth, 2004) have, however revealed that extrinsic factors such as competitive salary, good interpersonal relationships, friendly working environment, and job security were cited by employees as key motivational variables that influenced their retention in the organizations. The implication of this therefore is that management should not rely only on intrinsic variables to influence employee retention; rather, a combination of both intrinsic and extrinsic variables should be considered as an effective retention strategy. Based on a review of the literature, many studies have investigated employees intentions to exist, for example Eskildsen and Nussler (2000) in their research suggested that employers are struggling to be talented employees in order to maintain a successful business.
Prevents an employee from setting up a competing business whilst still employed. Also prevents an employee from competing for a set period of time and within a defined geographical area once they have left the employer. Other restrictions include attempts to encourage other employees to leave and work in a competing business. Finally, the clause states that any breaches will entitle the employer to seek legal redress, including damages for any loss. 16.
Not respond strategy can be useful when the organization feels little responsible, doesn't have a direct blame for the crisis, or inappropriate response might result a severe consequence (McLaughun, Cody & O'hair, 1983). However, some researchers believe that the no response strategy only useful when the public has strongly favorable feelings of the organization (Smith, 2002). Furthermore, McDonald et al. (2010) found that no response strategy is useful for moderating anger and negative word of mouth, and it can increase sympathy, loyalty and positive attitude towards the organization. However, there are some studies argues that when an organization chooses not to respond to a crisis, it can also lead to a negative result, due to the consumers perceive the organization as lack of concern (Hegner et.
Classification of Grievance in terms of effected parties; • Individual grievances – grievance effecting single individuals. • Group grievances – Several employees faces the same grievance. • Union grievance – case filed by the union on behalf of a group of individuals. • Policy grievance- case filed by the union on behalf of the whole union in collectivism. Differentiation of Complains from Grievance If the management has not violated anyone's rights, there is no grievance but a real complain; Here are some types of complains: • Personal troubles and requests for advice • Complaints about fellow workers • Complaints about government agencies and local bodies • Complaints against management not covered by the contract • Borderline cases • Complains against the
The turnover rate has affected by the employee separation. Discharging the employees from the company without a reasonable reason is becoming very common in the society. However, some employers can terminate their employees at any time for any reason as long as no agreement existed to prohibit such action. There are two types of separation of employment, such as voluntary and involuntary. It is important to assure that the
Question 1 A dismissal should not only be done for four reasons but should be affected in accordance of the four procedure of section 188 The Labour relations Act together with the code of good practice, Dismissal dos provide some set of guidelines for employees to follow them in order to guide them before dismissing an employee. For the dismissal to be fair, the employer should determine whether the employee has failed to meet the certain requirements needed for performance. Is the employee aware of the performance standards that where required. E.g. Employees should set realistic performance targets for employees and provide them with the resources necessary to meet these targets.