...Employment-At-Will Doctrine Employment-at-will doctrine Summary The employment-at-will doctrine is a legal doctrine that gives employers the ability to fire employees “for a good reason, a bad reason, or no reason at all” (Halbert & Ingulli, 2012, p.46). This doctrine was developed in the 19th century under the theory that it would be just as fair for an employer to terminate an employee for any reason, as it would be for an employee to resign from employment at any time. There have been a few exceptions to this doctrine, but because they are so broad, the conditions under which an employee can claim their termination is unlawful is difficult to prove. According to the Bureau of Labor Statistics, there are three exceptions to the employment-at-will doctrine. These address terminations that do not seem just although they technically comply with the doctrine requirements (Muhl, 2001). The first exception is a termination that undermines an action that would be beneficial for society, or is a violation of a State’s public policies. The next exception prohibits employee termination after an implied contract has been established from written assurances, a company handbook, policies or behavior. Finally, an implied covenant of “good faith and fair dealings” between employer and employee is an exception that is the least used among the 50 states. In certain cases, such as those protecting financial service sectors and federal employees, whistleblowing is not a legal ground...
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...Learning Team Reflection MGT/521 September 14, 2015 Sandra Griffin Learning Team Reflection Stephanie Ledford - Introduction Henry Lehman, a German immigrant, founded a small grocery store in Montgomery, Alabama in 1844. Then in 1850 along with his two brothers they founded Lehman Brothers. Lehman Brothers started as a general merchandising business and evolved into a commodities broker (Investopdeia Staff, 2009). The American Civil War would prove to be an early challenge, followed by the Great Depression in the early part of the 20th Century. The swift development of railroads across the United States was an advantage the Lehman Brothers were able to utilize and led the company to serve as financial advisors and underwriters for the railroad companies. In 1920, Robert Lehman became a partner and moved into a leadership role. He centered his leadership role on the belief that consumption was the key versus production. Because of this firm belief, Lehman Brothers prospered with financing for airline and motion picture companies. The age of electric in the 1950’s, capital market growth in the 1960’s, the rise of international business in the 1970’s, and the focus of mergers and acquisitions in the 1980’s helped Lehman Brothers grow as a company. From the outside, it appeared that Lehman Brothers was performing well as a company. The bubble burst for the company in 2008 when the subprime mortgage lending crises hit the United States. Lehman Brothers filed bankruptcy on...
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...Employment at Will Doctrine Kristen Harrison Leg 500 February 4, 2014 Elaine B. Wilson EMPLOYMENT AT WILL DOCTRINE The Employment at Will Doctrine The employment at will doctrine was developed in the late nineteenth century, as a default employment contract which was assumed to give employers and employees equal ground to develop wages, benefits, and employment agreements. The employment at will doctrine continues to prevail in all American jurisdictions except Montana. An employer can terminate an employee for a good reason, a bad reason, or no reason at all (Bagenstos, 2013). The employment at will doctrine is void if reason states that it is specifically forbidden by some external source of law, such as an antidiscrimination statue (Bagenstos, 2013). Employees formed unions during the industrial revolution, in order to toughen their negotiating power against large corporations, which fired employees at will to keep labor cost low and profits high (Muhl, 2001). Before employees formed unions the working conditions were unethical, and favored the employer who could fire the employee at will (Muhl, 2001)The 1960’s was where Federal legislative protections started to play a major part in protecting employees. Title VII of the 1964 Civil Rights Act put a damper on the unethical treatment of employees by their employers. The Federal legislation protected employees from illegal discharge based on...
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...Ethical Hazards: A Motive, Means, and Opportunity Approach to Curbing Corporate Unethical Behavior Original work statement “I, Mulembe), verify that this article review is solely my own work and creation and it has been prepared solely for credit in this class, and that this review, including the “main issue of the article” section has been written in my own words.” Article Citation Pendse, S. (2012). Ethical Hazards: A Motive, Means, and Opportunity Approach to Curbing Corporate Unethical Behavior. Journal Of Business Ethics, 107(3), 265-279. doi:10.1007/s10551-011-1037-0. Retrieved from http://ezproxy.bellevue.edu:80/login?url=http://search.proquest.com/docview/1523896341?accountid=28125 Main issue of the article This paper is about unethical business behavior and the factors that can encourage one to participate in it. Ethics refers to standards of wrong or right in relation to responsibilities, benefits or obligations to others and society in general. They set standards or guidelines for acceptable beliefs and interactional behavior. The Enron, WorldCom and Tyco financial debacles devastated many investors and employees and brought a lot of unwanted attention and questions about business ethics. The improprieties in their accounting books revealed to the world the crooked unethical accounting practices practiced by some seeming reputable organizations. Wondering why the Enron and WorldCom executives got involved in the scandal, the author of this article...
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...ENSR International 1) What are the pros & cons of organizing around geographies? Service lines? Industries? Clients? The company ENSR is a multinational company with having its offices all around the world. As the clients of the company have dispersed geographically therefore; there is a high need for the company to expand more in geographical terms. Organizing around geographies would help the company to have different and vast exposure with respect to the clients however; it will also require company resources that include the money and time of the consultant. This is a major reason why ENSR always tries to make their business around geographies. Furthermore, organizing around service lines would help the company in efficiently utilizing the company’s resources with respect to desired level of expertise. Moreover, organizing around industries and clients will be helpful in securing clients more efficiently but with a greater level of expense. Moreover, the key accounts program will also help the company in securing relationships with potential and existing customers of ENSR. 2) How could the BDO solution look like in detail? Who would do what? How would the new organization chart look like? Which problems would be solved, which not? Business Development officers are the ones who are engaged in developing relationships with current and potential clients of the company. The business development officer solution was initially implemented in the 90s era as a part...
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...Business Ethics Reflection Business Ethics Reflection In today’s world there are so many situations where an individual may have to stop and think about which decision would be the best to make, obviously the best choice and ethic choice is to do the right thing in any situation. However the situation may be that doing the right thing may not have the best result for the person, but this really depends on the situation. When concerning making ethic decisions most people do the right thing without thinking because that is how they were raised. Most people do not think about how they were raised depends on how they make their decisions, but it really does. If you are used to making good decisions because of how you were raised, you will most likely continue to make those decisions, but if you grow up making bad decisions you will most likely continue on that path of the bad decisions. As in a workplace ethics are very important because there are tons of issues that come up in workplaces everyday. Ranging from pay-related issues, family and so on. What many people do not realize is that many of these problems are closely related to person’s morals, which is what they think is right. People will make decisions based on what they are comfortable with because they are so used to making the same choices otherwise. A few years ago I had worked at a Burlington Coat Factory, I enjoyed working there after I had become...
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...“Inside Job” Movie review -Deepshikha Dubey SYBCOM (Hons) Roll number-1071 ‘I nside job’ true to its title, is an exasperating documentary about the actual causes and consequences of the financial crisis of 2008. Directed by Charles Ferguson and narrated by Matt Damon, the movie is not a piece of muckraking or breathless support. It rests its infuriation on proper reason, research, figures and careful argument. Several interviews of eminent personalities from political, financial and academic backgrounds, along with news clips and aerial shots of New York, Iceland, London and other disaster areas — are all in there! Though dealing with a very complex issue, the movie has beautifully dealt with the topic and made it much easier for common man to understand the reason behind the nerve wrecking recent financial crisis that hit USA and then the world’s economy. The film is divided into five main parts, covering a wide scope- Who, what, when, why, how… it is all answered! Unlike most other documentaries that have been released over the past several years, ‘inside job’ bases its arguments on numbers and facts and doesn't just emotions. The first part of the movie- “How we got here?” Takes the viewers back to history in the 1930s when US had a strong financial system. The regular banks were local businesses and were not allowed to mess around with the depositor’s money. The investment banks were private partnerships and thus did not make risky investments...
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...Institute of Technology, Blanchardstown Dublin 15. Word Count 13582 Words General Business –BN101 Strategic Service Marketing 16th December 2014 Table of Contents 1.0 Introduction 1 2.0 Week 1 1 3.0 Week 2 1 3.1 1 4.0 Week 3 1 4.1 1 4.2 1 4.3 1 4.4 1 4.5 1 4.6 1 5.0 Week 4 2 5.1 Week 5 and Week 6 2 18.0 Conclusion 2 Bibliography 3 Appendices 1 Introduction In this reflective journal I am required to reflect on strategic service marketing. I am reflecting on 3 dimensions lecture reflection from material that I study in lecture class, employee reflection myself as an employee in service industry how can I reflect on this matter and consumer reflection myself as consumer of services. Week 1 16 of September 2014 In this lecture im going to reflect on some quotations about service Strategic services without process is little more than wish list- Robert Filek. I understand this that services cannot exist without the practice. In order to do services an organisation need to put in process A satisfied customer is the best business of strategy of all- Michael leboeuf Customer need to be satisfied after receiving a service. A customer satisfied is very healthy to be business , business will prosper. The more pleased customers the better for the business. The goal as a company is to have customer...
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...“I Met My Goal, Now Where is My I-Pad” The effects rewards have on motivation and job performance T. Burt GM 591:Leadership and Organizational Behavior 06/19/2011 Literature Review Schermerhorn, Hunt, Osborn & Uhl-Bien (1997) defined motivation as the forces within an individual that account for the level, direction, and persistence of effort expended at work. They examined both the content theories, and process theories of motivation. They gave a detailed description of each theory which explains how the needs of individuals lead to motivation. There was an examination of intrinsic and extrinsic rewards and the pros and cons of each were discussed. Rollins (1987) examined the pros and cons of pay for performance. He concluded that the many pay for performance programs fall short of the model standards. Many organizations have a budgeted amount for merit increases and therefore they do not always fully compensate an employee for their performance. For those organizations that do not agree with pay for performance they must come up with other ways to motivate employees Kurland (1995) challenged organizations to look at how rewards could lead to unethical behavior. In some instances employees may try to beat the system in order to receive a reward. As was the case with Sears Roebuck and Company whose employees were charging employees so they could receive a higher commission. Leonard...
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...compensation systems, benefits, comparable worth, compensation policies INTRODUCTION This report is to review Compensation and all related information to better understand the advantages and disadvantages of different compensation systems. Compensation and or the benefits worker's get are a reflection of the organization's value of the worker’s worth, and to the position or the duties required to accomplish the job duties. Compensation could and should provide motivation for the worker or applicant to perform to the best of their abilities, not simply clock in and clock out. WHAT IS COMPENSATION The meaning of compensation is as followed, a fundamental component of employment and a critical issue for management and policies set in place. It traditionally refers to wages of employment, to include base pay or salary, bonus or incentives, benefits, and non-cash compensations. Organizations need to set and communicate clear principles by which workers are paid. In the least, they should ensure compensation policies adheres to employment standards and legislation. Some compensation elements governed by regulations are Minimum wage, holiday pay rates, overtime pay, payment methods and times, deductions, equal pay, and vacation pay. Also, many companies adopt compensation principles that ensure fairness and equity in pay rates and salary administration, and transparency in compensation practices. COMPENSATION POLICIES: An effective...
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...Reflection Journal #4 Leo Vodovozov Diversity in the Workplace Professor Tamu Chambers November 24, 2014 | | Introduction to self-assessment in diversity workforce Did you know, in United States; individualsstill legally are fired based on their sexual orientation in 29 states and their gender identity in 35 states? With that said, after completing my exercise in Pie Chart and Diversity Questionnaire (in Canas and Sondak, Chapter 11), I’ve came to realize that in our society we are very prejudices towards people as of this moment, some may not even realize their actions and the effects of the smallest thing can do to another person. There is constant discrimination everywhere we look at; it is almost as though society is incapable of evolving away from it. Discrimination is a very hard barrier to break. To discriminate means to "distinguish between one another; to make a difference in treatment or favor on the basis other than individual merit. "Everyone at some point in their life experiences some form of discrimination that might be on the basis of their race, religion, age, or sex. Discrimination is currently viewed from many different angles. Because of this, I have decided to discuss one types of discrimination, which is equal employment opportunity discrimination. Throughout this paper, I will attempt to answer several questions. Such questions are as follow, what is equal employment opportunity discrimination and whom does it affect? What did I learn...
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...parties will it to continue. That is, either party is free to end the relationship at his or her will. Moreover, the relationship may be terminated at any time and for any reason. United States employment law has traditionally been governed by this doctrine. One of the most widely quoted expressions of this doctrine comes from a case heard before the Tennessee Supreme Court: Payne v. Western & Atlantic R.R. Co. (1884). The majority opinion in the case reads in part: John posted a rant on his Facebook page in which he criticized the company’s most important customer. As an employer, I do not have legal grounds to fire John. Since this is John’s first offense, I will reprimand him by giving him a warning. I am supporting this action with the utilization of the exception “implied contracts of employment”- this simply states: “We do not dismiss employees without giving them a chance to correct their behavior.” However, I will make adjustments to our company’s policy in our handbook to cover this type of behavior. He depicted a very negative image of our company with his ranting on social media, and that will be listed as a violation of our code of conduct. Any further disciplinary action can lead up to termination. Jim sent an email to other sales people protesting a change in commission schedules and bonuses and suggesting everyone boycott the next sales meeting. In this scenario, as an employer, I do not have the legal grounds to fire Jim. However, I will meet...
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...Implementation of Issues 12 References 13 Executive Summary Case Summary Donald Franklin, a profound farmer and businessman, founded the organic and dairy Renfield Farms in Maine in 1964. Franklin was a passionate businessman, who developed a strong business culture that cultivated continuous innovation, healthy living, and producing nutritional and wholesome food products. Due to these stimulating values, Renfield Farms grew from a local to a nationwide dairy supplier, known for its strong brands and ideals. However, after Franklin retired in 2002, the company began facing many difficulties. Renfield Farms’ successors were not as inspiring as Franklin and could not measure up to his leadership skills. Renfield Farms was obviously in bad shape due to declining sales and consumers losing trust in the company’s product brands. Something had to be done. Marie Jackson was an external hire, who was appointed as the company’s new CEO in 2013 in order to revitalize Renfield Farms’ unsatisfactory performance. Though a strong leadership with a great vision for the company, Jackson faced many oppositions, predominately overcoming employees’ resistance to change and their lack of innovation determination. However, Jackson’s resiliency and strong vision for Renfield Farms allowed her to overcome these challenges and put the company back on a positive performance track. Major Issues After the retirement of Donald Franklin, major issues arose which mainly centered on company culture...
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...THE KING COMPANY BACKGROUND The King Company experiences many of the difficulties common in today’s business climate. In response to declining sales, the company must transform itself from a strategy of expansion and high profit to one of cost containment and staff reductions. The case discusses the organization and provides details of the human resource department. Also presented are e-mails from various staff members. The e-mails identify specific problems that need to be addressed by the HR department and provides a look at King’s overall culture. You may find the tone of some e-mails to be unprofessional. This is a good lesson for us all--As much as we enjoy informality in the workplace, all documents and correspondence— including e-mails—can be retained and are discoverable in litigation. Managers must be cautious in their writing because inappropriate language may be impossible to defend in court. Employees In the Case: Amera, Argonta---Accounting employee Andreas, Gary---employee on workers’ comp Call, Jake---Compensation & Benefits Manager Dean, Don---C.E.O. Dugas, Karla---Benefits Coordinator Folkner, Meg---Supervisor, CAD Design Grant, Alan---Current HR Director Honduras, Margo---Previous HR Director Jones, Lyle---Production Employee Madison, Charles---Senior V.P. Petersen, Matt---Production Supervisor, Team 3 Planky, Burt---fishing buddy Putt, Tonia---CAD Designer Rey, Dave---Production Foreman Sanders, Tomas---Design Manager ...
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...Transforming ATena heath care companies into high performance culture GM591 Leader ship and organizational behavior instructor : Bob Bustretsky ,Ph.D Email : carolinebabiker@yahoo.com August ,26,2008 Introduction Aetna Inc. is a diversified healthcare benefits company as well as one of the largest managed care companies in the U.S. It offers traditional and consumer-directed health insurance products and related services, including medical, pharmacy, dental, behavioral health, group life, and disability plans, and medical and healthcare management services. Among its historical highlights: It insured the Manhattan Project and also the lives of the first seven American astronauts in 1963.Aetna and its employees know that business success and community success are inseparable. Aetna carries with it a legacy of civic responsibility and an ingrained culture of caring deeply. Aetna’s approach to philanthropy is grounded in the philosophy that a prosperous economy has as its foundation a stable society. Aetna was the corporation reviewed in my OCI paper. Aetna has a great diversity culture . It have difficulties with innovation in their culture . They must use better technology to provide greater customer service and feed back . Training their workers on how to organize their customer...
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