The Jonson & Jonson Company believes, among of the key areas of focus which directly influence its success is the status and capacity of its employees. The company ensures this by prioritizing its employee wellness through both wellness programmers and policies governing inter-employee interaction. The human resource manager Mark Simpson just received information from a supervisor that an employee had physically assaulted another eight days ago. Mark is now required to act swiftly and in the most appropriate way.
Facts
The company top priority area for its success is the capacity and conduct of its employees
The company penalty for violence of employees is termination of employment contract
The existence of Employee Assistance Program mandates the helping of employees with personal, physical or mental problems with the aim of keeping them employable.
Up to 80% of terminated employee contracts are due to personal factors other than technical factors
Tom Philips was sponsored into the work force through the Adult Recreation Centre before joining in J & J Maintenance department.
Analysis/Discussion
The target of Mark Simpsons’ actions and decision is to ensure order and safe work environments are maintained within the company. The result should assure employees that the corporation has their interest and desires at heart and will respect policies that protect them against violent behavior within its area.
1. First, Mark should suspend Tom Philips immediately as a pending action preceding further investigation of the case. After proper investigation, then shall the proprietor be penalized before reinstating to work? The alternative outcome may also be employment termination.
Since violent behavior in the workplace has been highly condemned by both human rights and company policies, a formal communication should be made to Mr. Tom Philips immediately stopping his service to the company. The proper summoning of the subjects may also be carried out to hear both sides of this story and also determine the victim's views on the actions to be taken.
Pros
This will effectively relieve pressure from the administration. Thus, they will have ample time to analyses and actively investigate the issues leading to Tom’s violent behavior. This will also reassure other employees of the administration concern on for their safety as it takes precaution to protect them from violators. This option further gives the human resource manager the opportunity to offer assistance to Tom as the termination of the contract or punishment can be done in a more reasonable and humane manner. Both sides will be given a chance to voice their concerns
Cons
A small time bound suspension may be taken as an offending move to other employees who may feel that violence may now re-occur due to the light penalty bounding its consequence. This also so reveals the weakness of the administration going against the policies of the organization by bending some of the rules.
2. Instant termination of employment. Mark Simpson should act as fast as possible and fire Tom in line with the strong position of the company on acts of violent behavior.
Pros
This would show authority and strict concern with regards to the safety of employees. Employees will feel safer as this act will show clear intolerance to violent behavior within the work environment. This will strongly discourage future possibilities of such conducts by employees if they at least want to keep their jobs.
Cons
This may result in the loss of a highly valuable employee due to a misunderstanding or temporary mental status. Also, this option dismisses the possibilities of evaluating the concerns of the victims involved.
Recommendation
Adopt the first plan as the best option to handle this case. It holds the most options for solving the case in a just way.
