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Performance and Appraisal
I don’t think that Allisha should support Lani’s suspension because she did not intentionally break the rules. Every situation she was caught in had a reasonable explanation. These were unintended mistakes, so the best thing that Allisha would do rather than suspending her Lani should be coached to correct those actions. The written warning also has not followed the right procedures because there is no valid argument; Lani can later challenge the legitimacy of this disciplinary process, which might challenge the organization. The suspension is only allowable if the previous process of continuous discipline failed to solve the problem (Hayes and Ninemeier). The action to suspend Lani seems not to be well documented because it is not signed, and Allisha should therefore invalid it. Lani’s performance results from forces beyond her control in such a case. Lani should be referred to an effective external and internal assistance program for employees.
Michelle has an unsettled dispute with Lani and wants her to be suspended without following the right procedures; Michelle even admits that Lani hates her, indicating that something is going on. I don’t think that when Lani failed to notify her during his son’s emergency is a probable cause for writing off; it is understandable that she was caught off guard and did not have time t notify her supervisor. When Michelle finds If I were Allisha, I would meet with Lani and reason with her by telling her the implications of being late and finalizing an oral warning process. Allisha should also listen to Lani as an employee of that organization and be encouraged to talk, explaining, and exploring Lani’s behavior. Allisha will then commit to supporting Lani.
Work Cited
Hayes, David K., and Jack D. Ninemeier. Human resources management in the hospitality industry. John Wiley & Sons, 2009.