Bismillah hir rah manir rahimA case study on “ Firing my best salesperson” Submitted by: Fatema tuz zohora Nusrat salma Nusrat Hossain Tahmina Akter R-152444 R-152453 R-152439 R-152448 Course title: Human Resource Management & OB Course code:MGT-5304 Submitted to: Mohammad Jonaed kabir Associate professor & coordinator of IIUC Submission date:22.08.2015 . PART 1 Introduction . A problem usually has a unique. An important point to be emphasized here is that a case is not a problem. On the other hand. the student must deal with the situation described in the case. correct solution. a challenge."1 In learning with case studies. correct answer in the case study method. an opportunity. To put it simply. . A case is usually a "description of an actual situation. Students or trainees are required to analyze the prescribed cases and present their interpretations or solutions. and large group or class discussion. commonly involving a decision. used as a training tool in business schools and firms. a decisionmaker faced with the situation described in a case can choose between several alternative courses of action. small group discussion. and each of these alternatives may plausibly be supported by logical argument. in the role of the manager or decision maker facing the situation. The case study method usually involves three stages: individual preparation. there is no unique. a problem or an issue faced by a person or persons in an organization.Case study Documented study of a specific real-life situation or imagined scenario. supported by the line of reasoning employed and assumptions made. It also helps students to make more informed decisions about their career choices. This serves to improve their communication and interpersonal skills. interesting information about real business situations. organizations. This provides students the flexibility and confidence to deal with a variety of tasks and responsibilities in their careers. and deal with the issues managers face. Cases provide students with an exposure to the actual working of business and other organizations in the real world. Cases reflect the ambiguity and complexity that accompany most management issues. in a given problem situation. Managerial decision-making involves integration of theories and concepts learnt in . Case studies reflect the reality of managerial decision-making in the real world. Case studies provide an integrated view of management. Case studies expose students to a wide range of industries. students must also be able to understand and deal with the different viewpoints and perspectives of the other members in their team. Cases improve the students ability to ask the right questions. in that students must make decisions based on insufficient information. with no risk to themselves or the organization involved. By providing rich.Importance of Case Study Cases allow students to learn by doing. Cases studies strengthen the student's grasp of management theory. by providing real-life examples of the underlying theoretical concepts. functions and responsibility levels. Their ability to identify and understand the underlying problems rather than the symptoms of the problems is also enhanced. They allow students to step into the shoes of decision-makers in real organizations. When working on a case study in a group. they breathe life into conceptual discussions. The case method exposes students to this reality of management. Recently a top sales person under John named Bob Pullock got noticed stealing from company by inflating expense reports and overstating sales. So considering all these circumstances John is to solve this disciplinary problem.different functional areas such as marketing and finance. . John identified there might be some extenuating circumstances such as family pressures. Summary Greg Johns is a sales director for International widget industries(IWI). After that Jhon was told to redress the situation. Part 2 . Is your decision ethically and legally right? .Why should you do it? 3.How would you do it? 4.What should you do now? 2.Problems Identification 1. This is achieved by not only giving the warning to the employee but sending a copy to the personal department to be inserted in the employee’s permanent record. Written warning: The written warning becomes the part of the employees official file. usually taken only if the prior steps have been implemented without the desired outcome. Demotion: If suspension has not been effective and management wants strongly avoid dismissing the problem employee. 2. 6. Oral warning: The mildest form of discipline is the oral warning. Dismissal: Dismissal should be used only for the most severe offenses. The manager should begin by clearly informing the employee of the rule that has been violated and the problem that this infraction has caused. 5. demotion may be an alternative A demotion is a constant punishment to the demoted employee. Suspension: Suspension or layoff would be the next disciplinary step.Developing Alternative Solutions Alternative Disciplinary actions: 1. It may be only feasible alternative when the employees behavior is intolerable. . Pay cut: By cutting the pay of the problem employee and saving the investment the organization has already made in that person is rather a wise decision. 3. This temporary layoff from the job for specific period of time 4. What should you do now? The salesperson should be fired. the inquiry officer suggest to fire him. Issuing a show -cause latter: Then Show-cause notice will be issued by the manager as I am convinced that there is sufficient prima facie evidence of employee’s misconduct. . the employee concerned should be issued a charge sheet. the explanation furnished by the convicted emplyees is not satisfactory.How would you do it? (A)Disciplinary procedure: Framing a charge and issuing a latter: As the employee committed an act of misconduct that requires disciplinary action. Consideration of explanation: On getting the answer for the letter of charge served. Passing the final order of punishment: Disciplinary actiondismissing the problem employee is to be taken as the misconduct of the employee is proved.deliberate and willful violation of the employer's rule.Why should you do it? Because his actions represent gross misconduct. 2. 3.1. Forming a fall pledge inquiring committee: As the process of inquiry is over and the findings of the same are recorded. including customers and coworkers. Have phone number ready for medical or securities emergencies. d) Listen Continue the interview until the person appears to be talking freely and . (C)Termination interview For dismissing the employee termination interview must be conducted.(B)Factors to be considered before taking Disciplinary Action Undermining the Employee's work history and extenuating factors( family pressures). Guidelines in the textbook for a termination interview include: a) Plan the interview carefully Make sure the employee keeps the appointment time. give the person a moment to get comfortable and then inform him or her of my decision. Describe the situation gently rather than attack the employees personally. b) Get to the point As soon as the employee enters. the human resource file and a release announcement (internal and external) prepared in advance. c) Describe the situation Briefly explain why the person is being let go. Allow 10 minutes as sufficient time for the interview Have employee agreements. Termination interview is the interview in which an employee is informed of the fact that he or she has been dismissed. Because no company can tolerate stealing on the part of its employees. his presence with my company will have a corrosive effect on all that he deals with. Never inform the employee over the phone. If I cannot trust the salesperson. factors include seriousness of the problem and implications for other employees have been considered. Be available at a time after the interview in case questions or problem arise. First.reasonably calmly about the reasons for his or her termination and the support package. access to office support people and the references will be handled 4. So Decision to dismiss the salesman involves normative judgments and morality for his misconduct(stealing from the company) . e) Review all elements of the severance package Describe severance payments. right or wrong. benefits. better or worse. Second. they always involve normative judgments which implies that something is good or bad. Ethical decisions are characterized by two things.Is your decision ethically and legally right? Ethics refers to the principle of conduct governing an individual or a group. which is society's accepted standards of behavior. ethical decision also always involve morality. (f) suspension without wages and subsistence allowance for a period not exceeding seven days (g)censure or warning.legal justification: Punishment for conviction and misconduct (Conditions of service and employment (Chapter 2 sec -23)Bangladesh Labor Law 2006 (1) Notwithstanding anything regarding lay-off. (3) A worker who is dismissed under sub-section (1) or removed as a measure of punishment under sub-section (2) (a) shall. or he is found guilty of misconduct under section 24. namely: (a)Removal. or gratuity. in consideration of any extenuating circumstances. (d)Withholding of increment for a period not exceeding one year. if any. retrenchment. be awarded any of the following punishments. discharge and termination of service as provided elsewhere in this Act. a worker may be dismissed without prior notice or pay in lieu thereof if he is(a) (b) convicted for any criminal offence . grade or scale of pay for a period not exceeding one year. (2)Any worker found guilty of misconduct may. whichever is higher. if his continuous service is not less than one year. Provided that no compensation shall be payable if the worker is dismissed for misconduct as specified in sub-section (4) (b) . (c)Stoppage of promotion for a period not exceeding one year. (b)Reduction to a lower post. instead of being dismissed under sub-section (1). (e)fine. be paid by the employer compensation at the rate of fourteen days wages for every completed year of service. (j) Falsifying. including conduct or discipline. (f) Habitual breach of any law or rule or regulation applicable to the establishment. (d) Habitual late attendance. (c) Taking for giving bribe in connection with his or any other worker’s employment under the employer. damaging or causing loss of employers official records. (g) Riotous or disorderly behavior in the establishment. or any act subversive of discipline. is acquitted on an appeal. (5) If a worker who is dismissed from service under sub-section (1) (a). . tampering with. approved by the chief Inspector. he will be reinstated to his original post without back wages or to any new post suitable to him. (b) Theft. So.(4) The following acts and omissions shall be treated as misconduct (a) Willful insubordination or disobedience. I made decisions that involves ethics based on what is legal. whether alone or in combination with others to any lawful or reasonable order of a superior. he shall be paid compensation at the rate payable to a person on discharge excluding the compensation already paid to him for his dismissal. fraud or dishonesty in connection with the employer’s business or property. (h) Habitual negligence work. and if such reinstatement is not possible. (i) Habitual breach of any rule of employment.