Have you, as a manager, made dizzy face caused some wayward employee? Been repeatedly warned and warned to work and behave well but is concerned it off. In fact you’ve asked for some senior employees and psychologists to help improve but still it is concerned not shifted from the bad properties. Similarly, steps to rotate in accordance with the interests of employees concerned do not produce good results. Then what do you do? Allowing only or fire him? Here will appear the fight of inner will and the institutional side of humanity.
If employees leave the properties of the ugly, especially rampant, meaning you will face some risks. First, the working atmosphere, especially if there are more than a similar or ill-humored, will be uncomfortable. Horizontal and vertical disputes could happen. Second, the production process can be run is not optimum. Third, the risk was obvious cost issue. Efficiency and effectiveness are not easily achieved. Fourth, finally disrupted the company’s performance.
By considering a variety of risks and their relationship with the company’s goal then you can implement these steps in some respects. First, study the applicable provisions of the employment in particular consideration of the dismissal of employees. Second, consult with management regarding the action to be taken to the employees concerned. And the third discussed the plan with the employee’s dismissal decision.
The steps above are necessary considering the dismissal process is related to one’s rights. But on the other hand every manager must have the heart to propose the dismissal of a person if it turns out after the improvement efforts remained unsuccessful. “Courage” as this is when the manager must have a broader interest priorities. Of course with full consideration of humanity and the provisions of existing institutions.