Beliefs and values, norms, folkways, and mores, and subcultures are the basic elements of an organizational culture (Fottler, Ford, & Heaton, 2010). I feel that an employee should be fired if they do not meet the organization’s organizational culture. We all know that every individual has his/her own beliefs; however, if the person does not match the beliefs and values of the organization, problems can arise. If an organization says that they are focused on their consumers and when the employees interact with consumers they are rude and inconsiderate, the consumer may not return.
I worked in a nursing home as a CNA for almost two years. Our patients all were elderly and had Down’s syndrome. Our organizational culture was to treat each patient with dignity and respect, as well as giving each patient their right to privacy. We were all trained on these beliefs, as well as all of the HIPAA rules. Our facility hired a young girl to work the floor as a CNA as well. I caught her making fun of one of our consumers with one of her friends. I turned her in, and she was fired on the spot, no questions asked.
Like I stated before, I do believe that an employee should be terminated if they do not meet the organization’s culture. I also believe, however, that if the employee is trained properly, they should have a chance to get their attitudes in check. Once given that second chance, if they still do not meet the organization’s culture, then they should be terminated. I personally do not see any issues arising due to this policy being taken into effect. If there were problems, then they will be addressed one on one with the employees.
References:
Fottler, M. D., Ford, R. C., & Heaton, C. P. (2010). Achieving Service Excellence: Stategies for Healthcare. (2nd Ed.). Health Administration
