The Ethical Considerations Of Nora 's Situation

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Recommended: Approaches to Management Ethics

The purpose of this memo is to analyze a scenario where the performance of a team is being detrimentally impacted by two recent hires. Nora, the manager, believes she has exhausted all options in attempts to correct the issues and is now considering terminating one or both of the employees. However, one of the employees has been employed with the company for years and would lose their pension if terminated. Nora is faced with an ethical dilemma of how to best handle the situation with fairness and minimal negative impact. I believe there are further actions Nora can take to attempt to correct the issue without firing anyone. However, while pursuing alternative courses of action, she must be careful to maintain fairness to all of her employees without harming overall productivity. To accomplish this, we must first review the ethical considerations of Nora’s situation.
Nora is facing a difficult ethical dilemma in her choice to fire or retain two dysfunctional employees. Her attempts to take corrective action to their behavior has failed. Currently, if she doesn’t terminate their employment, they will have a detrimental impact on the other members of her team as well as any projects and tasks assigned to them. Alternatively, Nora can fire both employees; this will, however, likely lead to financial difficulties for one of the employees due to the loss of company pension. As a third option, Nora can retain the employee that has been with the company the longest and fire the other one. This would partially remove the negative impact on the team while preserving the other employee’s eligibility for company pension. However, this would be showing preferential treatment to one employee over another which should be avoided. Nora needs to ...

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...orrective action, there should always be a dialogue with them to ensure their concerns and ideas for improvement are being considered. This can be accomplished by implementing an employee performance improvement plan. After starting the process, it is critical to follow up regularly on their progress. If they are unable to improve in their current position, a good manager should not hesitate to explore options to remove them from the team through either relocation or termination. Although they may be unpleasant, these actions should be viewed as freeing the employee up to pursue a career better suited to their interests and skills. A manager’s duty is to encourage the growth of their employees while protecting the interests of the company and its clients. By pursuing these goals with professional excellence, Nora can ensure the best possible outcome for all parties.

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