Questions HR Practices


Questions:HR Practices

Questions:HR Practices

Adastardly act or plain business hardball

a.The termination Mitchell Hall was a hard business decision, but therewas no law broken. This is because fair work practices have beenapplied when arriving at the decision to terminate the salesman. Bestor fair work practices require that the employer should determine themagnitude of the problem leading to termination and give the employeean opportunity to change. Failure on the part of the employee to makesignificant change can culminate in a fair termination. In thecurrent case, Mr. Hall was given an opportunity to improve hisperformance by being put on probation for one year.

b.There is no reason to believe that the court will rule in favor ofMr. Hall because the termination was based on proven underperformanceand fair work practices were applied. This implies that the decisionto terminate Hall was not based his age. From the case, Hall alsoaccepts that he had failed to improve his poor paperwork andorganization.

Thecase of the fast hand

Brookscannot successfully bring a claim for sexual harassment against theLawrence. To succeed in making a claim of a sexually hostileenvironment, Brook should prove that he suffered unwanteddiscrimination based on his sex the harassment was pervasive orsevere the harassment affected his conditions, terms, or privilegesof the work environment the harassment would affect a another personof the same sex in a detrimental way and the management is aware ofthe harassment and has done nothing to stop it (Schwartz, 2014).Although Brook states that he has been hearing Lawrence makeoffensive talks, he acknowledges that the employer has never made anysexual advances to him. Therefore, a claim a hostile work environmentmay not stand the test of Title II.

Whatdid I do?

1.The main issue could be the fact that Mat Dehay, the new supervisor,exceeded the roles of a supervisor according to the labor agreementsbetween the employers and the crew. Although the case does notoutline the outline provisions of the labor agreement, crew membersstopped doing their work and stirred at Mat when he started pouringgasoline into the tank. The decision by crew members to stop theirmachines and the union steward to approach suggest that Mat couldhave violated provisions of the labor agreement.

2.The best action for Mat to take is to avoid confrontations with theunion steward and take time to read the labor agreement. If Mat getsto understand provisions of the agreement, he will know how to engagewith the crew and understand his mandates as the supervisor.

Whatthe hell is going on here?

1.T-Jo will prevail if she goes ahead and execute the threat ofreporting the matter to the human resource department. T-Jo’s claimof prejudicial statement is correct because other employees onlycommented on her clothes stating that they were un-lady like. Thedetermination of what lady’s clothing should look like is based onpreconceived ideas that may vary from one person to the other. Inaddition, the company had allowed employees to use their common sensein deciding what to wear. This implies that T-Jo’s attire wasappropriate and lady-like as long as her common sense told her that.

2. The human resource manager, T-Jo’s problem should be handledthrough dialogue. Since the female employees and T-Jo differs on thedefinition of what constitutes a lady’s attire, it will beimportant to remind them that the company gives the freedom to decideon what to wear for the dress-down Friday as long as it is decent intheir own opinion.

3.The organization did not do wrong to allow employees by allowing thedress-down Friday. It was appropriate to give employees the freedomto wear what they liked in at least one day in a week. This mightincrease their happiness and the sense of belonging to the company.

4.The company should review its dress-down Friday policy and try todefine what a descent wearing is and limits that employees should notexceed. However, a matter of deciding what constitutes lady’sclothing should be left to the discretion of individual employee.

Thepressure is there

Marvinneeds an advice on how to deal with the mediocre employee. In thiscase, the HR should consider the possibility of including thetroublesome employee in the list of those who will be affected by theanticipated force reduction program. From the case, it is evidentthat the company has given Tom enough opportunities to improve andget serious with his work, but all in vain. Therefore, Tom should beretrenched in the forthcoming force reduction exercise as long as hedoes not put maximum efforts to help the company achieve its goalsand he is not willing to change for the better in spite of beinggiven opportunities to do so.


1.Management by objective is an appropriate approach because it helpsmanagers in developing result-oriented philosophy. This means that amanager who uses management by objective works towards pre-determinedgoals as opposed to those who manage by crisis. In addition,management by objective improves the process of planning (Raj, 2015).This is because it allows the participation of all stakeholders inmaking objectives, which makes the process of planning morerealistic. Moreover, management by objective improves employeemotivation as well as commitment because they are given anopportunity to take part in the process of setting goals for theorganization. Therefore, management by objective makes the work ofthe manager easier while benefiting employees and the organization atthe same time.

2.Managers feel that employee motivation is an enigma because it is notclear exactly what motivate workers. Different theories have been putforward with each one of them suggesting different factors. Inaddition, the observation that employees can be motivated by onefactor for a while and then feel dissatisfied after sometimes makesthe issue of employee motivation more complex to comprehend.


Raj,R. (2015). Advantages of management by objectives. RituInc.retrieved May 6, 2015, from

Schwartz,A. (2014). Whatconstitutes a sexual hostile work environment?Massachusetts: Massachusetts Continuing Legal Education.