You Can’t Fire Me! Check Your Policy
- Hattie’s past record was of exemplary performance (Scott, Shad, George 2005). And this commitment to work would serve to show that her recent absenteeism is not her making, and that was it not her illnesses and work-related accidents she probably would maintain her performance (Alfes et al 2013). Therefore her position as a model employee would be considered to redeem her downfall image and even make the management give her support and room for improvement with time
- The management ought to know why employees refuse to work overtime as such information is vital for future planning and determining the suitability of any decision on whether the employees should work overtime under certain circumstances (Alfes, Shantz and Truss and Soane 2013). The information obtained is also important in establishing the employer-employee loyalty, this can be through determining if the reasons can warrant on reasonable grounds not to work or it is for mere malice (Armstrong and Taylor, 2014). As such, this will reduce continued conflicts as the parties have a mutual
- Hattie is riding on the fact that since she was never given a warning, the management did not follow the laid out regulations (Fee, 2014). Assumptions could be that in this case, she took advantage of her supervisor’s failure to give her an official warning, knowing that she could back her arguments using the HR Policy in case she faced any disciplinary measures ( Storey, 2014). On the other hand, the management’s assumption that she could take note of her absenteeism (Scott al 2015) without any formal warning is misguided since this is an outright violation of the set regulations. The rules put in place should be binding guidelines aimed at improving the mutual relationship.
- If I were a member of the complaint committee reviewing Hattie’s case, I would vote against her voting. My reason would be that the required process had not been followed well and that a single case of her failure to show up to work on a Saturday should not override her longstanding service to the institution.
How About a 900 Percent Raise?
- To recruit nurses abroad to work in the U.S hospitals is a good idea because the demand for nurses in the US outstrips the rate at which quality nurses are churned into the industry (Sparrow, Brewster and Chung, 2016). By recruiting from Mexico, the US will be meeting the nursing service demand of its citizens (Aisha, 2004). The US also does not incur the cost of training such professionals who come fully equipped with the requisite skills and knowledge, only to be taken through short technical training. Further, it is in keeping with the goals of the North Atlantic Free Trade Area.
- Given the high demand for nurses, the majority of them will be non-Americans with the diverse cultural background. In terms of language barrier means that those incapable of communicating well in English will not be in a position to communicate and discharge the duties well. Further, as Donna Smith indicates the nurses from Mexico lack some techniques and skills (Aisha, 2004), this can lead to a situation where their workmanship is in doubt making the US nurses preferred more to attend to their fellow citizens rather than those from abroad.
- The measures to have the nurses from Mexico taken through training for the required techniques and language/ communication skills before recruiting them or having them in the US. Further, the US should strive to increase the training of their own nurses.
Aisha, B. 2004. How about a 900 Percent Raise? Mexican Nurses Head North to Cur
Ballooning US Health Care Labor Shortage. Latin Trade 12. No. 7: 30
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