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MGT351.15 Case 2 Group 7
MGT351.15 Case 2 Group 7
Case 2
Group Number: 7
Q.1 What would be the advantages and disadvantages to Jennifer’s company of routinely
administering honest tests to all its employees?
Answer: There are some advantages and disadvantages to conducting regular honesty tests on
employees:
Advantages: An honesty test can help identify thieves in the workplace by focusing on
employees' behavior and performing symbolic assessments.
Disadvantages: The honesty test is contentious. It does not demonstrate an employee's honesty or
dishonesty, whether he intends to steal or not, because this is not an exact science. As a result,
developing and implementing an honesty test takes time.
Q.2 Specifically, what other screening techniques could the company use to screen out
theft-prone and turnover-prone employees, and how exactly could these used?
Answer: The other screening techniques the company could use to screen out theft-prone and
turnover-prone employees and how these could be used are:
Then the grant of bonus and promotion by the company will motivate the workers not to quit the
job and these grants will motivate them to stay loyal to the company and work hard. Alongside a
well-detailed job description should be provided to hire the right person for the job, so that the
chances of turnover prone will be reduced. For working as an employee, job environment plays
an important role because employees do select their respective working place. Thus, Jennifer
should ensure the workplace for the employees to be safe and flexible. Doing all these, the
workers will be pleased to work with the company and not be willing to quit. All these
techniques will be costly and time consuming for the company but it will bring a long-term
benefit to Jennifer and her company.
Q.3 How should her company terminate employees caught stealing and what kind of
procedure should be set up for handling reference calls about this employees when they go
to the other companies looking for job?
Answer:
In general, employee have broad authority to fireside employees at any time for any reason,
as long because the firing does not violate an employment agreement and does not collect to
outlawed discrimination. If Jennifer wants to fire an employee who caught by stealing, they
must tread extremely carefully. It’s a workers crime is to risk a defamation lawsuit –
company can be lose if it has not laid the proper groundwork. They can follow below those
structure:
Proper Investigations
Avoiding Coercion
Gather evidence
Checking CCTV and secrets recording for prove
Firing the Employee
Notify the police
Termination without explanation
Follow company's disciplinary process.
Report the employee's theft to the police and insurance company.
How the termination meeting is to be conducted depends heavily on the strength of the
evidence. If all the signs point to theft but we don’t have any proper evidence it’s not means
we can't terminate the employ, it’s a company law to terminate employ for some reason.
The procedure need to take to handle referral calls are given below:
Inform them about their felonious act as they try to depict themselves as honest
Using social media, employees can hamper company’s image. So the company need to
clarify all of these statements
There are lot of database which help to record employee’s performance. They can keep it
so that they can use it to inform about their activities
Clarify about the employee’s job performance it will bring out his/her poor performance
and felony
Tell the reason of termination properly
Need to tell that they didn’t give the permission to give them as reference
Providing the copies of report which was recorded for their felonies or evidences if
necessary
Clarify about their habits of stealing
Clearly tell about the experiences to handle this sort of employees. It will clear about the
background of them
Try to show the fact there is no written prove that these employees are referred to the
company they are pursuing to have a job.