Case Study: Fire or be Fired
Idalisse Vergara
PAD 3003
David Mitchell Ph.D.
6/19/16
The task to fire an employee is a difficult process for leaders to do. This is due to having to inform an employee that they will no longer be receiving a paycheck as well as no official duty to walk up to. This can be despite a clear business justification (Peters, 2012). However, as a manager, there is a need to focus on what is tight for the organization while making such difficult decision.
The southwestern city of Adams is experiencing such as transformation, and there are economic changes as well as change requirements within the city’s politics. The state of the town is not fairing good enough, and this is has manifested by the deteriorating infrastructure …show more content…
Therefore, in a step towards strategizing on his working, he met with Chief of Police William Maloney, who is consequently expected to retire in a few months. However, the city’s mechanism of replacement of the position of Chief of Police is expected to be a person among the ranks of the departments. Josh Peter’s perspective, however, contradicts the criteria and is of a national search process during the replacement of such a post (Peters, 2012). He was therefore of concern to the police union hierarchy as he had made it clear of his independent decision-making process on the basis of community needs. Moreover, he exhibits exclusive authority concerning decision-making process. Therefore, the police chief replacement is the major issue of concern, resulting to those in support of national search as well as those against. However, Mayor Bill Brown was silent on the issue as a mayor's position has a different approach for …show more content…
Therefore, Peter’s objective is in the selection of a qualified applicant to fill the post, with consideration of potential candidates internally as well as externally. In the application process, there was a challenge internal candidate’s applicant for the position qualification. The previous mechanism of selection may have resulted to succession to the post by semi-qualified internal candidates. The difficult task of the application process occurs due to the large applicants, Josh Peter reduced the candidates from seventy to six, three internal and also external (Peters, 2012).
Peter’s selection mechanism further involved the use of professional firm in the evaluation of the finalist. However, there was a significant challenge as the Union also attempted to influence internal candidate selection as they solicited citizens to oppose the involvement of an outside firm. The failure to channel funds for the task thus led to a stop to the idea of an outside firm. After a period of carrying out the interview, John Wilson was Peter’s preference for the post. He was not a member of the police
Idalisse Vergara
PAD 3003
David Mitchell Ph.D.
6/19/16
The task to fire an employee is a difficult process for leaders to do. This is due to having to inform an employee that they will no longer be receiving a paycheck as well as no official duty to walk up to. This can be despite a clear business justification (Peters, 2012). However, as a manager, there is a need to focus on what is tight for the organization while making such difficult decision.
The southwestern city of Adams is experiencing such as transformation, and there are economic changes as well as change requirements within the city’s politics. The state of the town is not fairing good enough, and this is has manifested by the deteriorating infrastructure …show more content…
Therefore, in a step towards strategizing on his working, he met with Chief of Police William Maloney, who is consequently expected to retire in a few months. However, the city’s mechanism of replacement of the position of Chief of Police is expected to be a person among the ranks of the departments. Josh Peter’s perspective, however, contradicts the criteria and is of a national search process during the replacement of such a post (Peters, 2012). He was therefore of concern to the police union hierarchy as he had made it clear of his independent decision-making process on the basis of community needs. Moreover, he exhibits exclusive authority concerning decision-making process. Therefore, the police chief replacement is the major issue of concern, resulting to those in support of national search as well as those against. However, Mayor Bill Brown was silent on the issue as a mayor's position has a different approach for …show more content…
Therefore, Peter’s objective is in the selection of a qualified applicant to fill the post, with consideration of potential candidates internally as well as externally. In the application process, there was a challenge internal candidate’s applicant for the position qualification. The previous mechanism of selection may have resulted to succession to the post by semi-qualified internal candidates. The difficult task of the application process occurs due to the large applicants, Josh Peter reduced the candidates from seventy to six, three internal and also external (Peters, 2012).
Peter’s selection mechanism further involved the use of professional firm in the evaluation of the finalist. However, there was a significant challenge as the Union also attempted to influence internal candidate selection as they solicited citizens to oppose the involvement of an outside firm. The failure to channel funds for the task thus led to a stop to the idea of an outside firm. After a period of carrying out the interview, John Wilson was Peter’s preference for the post. He was not a member of the police