Employment-at-Will Doctrine



Employment-at-Will Doctrine

Scenario 1

The main issue in this case seems to be the general attitude of the employee, and her relation with the boss. She seems to have formed a negative outlook towards her boss, and feels as she is being underrated. In this scenario the best option can be to conduct an open discussion with her and the boss, so that a positive professional relationship can be formed. The employee's ability might not be the real factor that is negatively influencing her learning abilities. Her attitude and the relationship with the boss seem to be the primary reason for her inability to learn.

Step 1

Conduct an open and casual discussion with her and the boss, so that they can form a positive relation. Jennifer will be able to openly discuss her dilemmas; hence the real issues will be resolved.

Step 2

Provide a refresher training exercise for Jennifer, to highlight the company cultural values and the importance of intercommunication/conflict resolution.

Step 3

After analyzing her previous trainings and her learning results; formation of a new training exercise. The training exercise will be prioritized to focus on the skills Jennifer has issues with the most, and through continuous performance monitoring, plan further training exercises.

Scenario 2

The behavior and attitude of the employee seems to be the primary issue in this case as well. The employee for some reason is showing irrational signs of anger outbursts and general frustration. As a manager, my primary concern will be the unprofessional attitude shown by the employee, but I will also be adequately concerned regarding the health of the employee (Patterson, 2011). As per the Employment at Will Doctrine, the employee is showing a blatant disregard for the company policies, and as she has been warned in the past aswell; the company has grounds to fire the employee (Muhl, ...