Reprounding Sanchez Case Study

1479 Words 6 Pages
The TSA was created by the U.S in response to the September 11 attacks. It employees over 50,000 employees and an agency tasked with ensuring traveler safety on inbound and outbound flights within the United States. After a 45-minute lockdown caused by TSO Ludo Sanchez, STSO Mina O’Reilly must decide the best method of reprimanding Sanchez that will amend the issue and prevent it from happening in the future. Mina O’Reilly can fire the employee, warn him, or suggest a middle-ground alternative. For each alternative, O’Reilly must consider impact on employee satisfaction, benefit to future operations, and effect on upper-management satisfaction The first alternative is to fire Sanchez. In addition, O’Reilly can suggest one of the following …show more content…
This is a combination of two alternatives, and it has unique pros and cons (Appendix B). The first pro of this option is that it directly solves the issue at hand. Putting Sanchez on probation will allow him to develop a better understanding of his mistake while also making him a more effective employee. In addition, the TSA will not lose an employee who is dedicated to the mission, vision, and core values of the organization. If the O’Reilly decides to fire Sanchez, this sets a precedent that will likely lead to the termination of other employees for making any mistakes. It is possible that other highly dedicated employees are fired. The second pro is that employees are more satisfied knowing that the TSA cares about its employees. If the TSA is willing to dedicate time to individual employees, employees will feel as though they work for a caring organization. As a result, employees are more inclined to be committed to an organization that cares about its employees. A very important criterion is the benefit to future operations, and committed employees are key to the smooth and efficient operation of any organization. This also increases employee satisfaction, another criterion The third pro is the creation of a better relationship between mid-level management and employees. While a two-strike plan puts significantly less pressure on employees to make mistakes, it does prevent the distance between management and employees from becoming too large. If management has the power to fire on the spot, lower level employees will be less inclined to ask them for help or to communicate with them. This creates inefficiencies while also lowering employee satisfaction, both highlighted criterion. The two strike system also implements a rule system that is not too extreme or too lenient. Firing an employee for this mistake can create

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