Faculty of Arts, Communication, and Education

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FACULTY OF ARTS, COMMUNICATION, AND EDUCATION

MANAGERIAL COMMUNICATION:

INDIVIDUAL CLASSWORK SCENARIOS

PREPARED BY :

AISYAH IBRAHIM CHEVRIER                                                         133011592

PREPARED FOR :  MS. SHARALA

SUBMISSION DATE : 4 DECEMBER 2015

Based on the scenario, this issue is best handled by using structuring strategy. As a CEO it is not legal and ethical to terminate a worker on a short notice without any apparent reason. Paper works must be prepared in advance which includes any negative performance reviews, complaints from clients or customers and written complaints filed by supervisors. In case the terminated employee decides to file a lawsuit alleging unlawful termination. Since structuring strategy is Influence by the standard and procedure, it is the perfect strategy to be used. When you are firing someone, it is important be honest and firm apart from showing compassion. The strategy is used when clarifying an established structure for a problem. Since, in this case, the senior worker is not being very productive, it is a problem to a company.

Ethical wise, the first thing that an employer must know when terminating an employee is that it should be done in private like most personal discussions between a manager and his employees as no one deserves to be embarrassed during this already-difficult time. The news about the termination should be private and very clear to avoid any miscommunications. Besides that, it should be done politely, considering the feelings of the employee. Be compassionate but honest and treat them with respect and dignity. It is important to show some empathy and let them know that it is not an easy decision to make especially when he is a senior employee as they can be very influential among other stuff members in your organization.

Aside from that, it's important to provide some benefits for the terminated employee in their severance package, which might be a couple of weeks or months of their pay. You can make a big difference in the way an employee feels at the end of a termination meeting if you can help with providing them with information that may help post-termination, such as assisting with job placement if you can, or to provide recommendations. It would be great to have a career transition consultant on-site as well to meet with the employee afterwards. They are more experienced and well trained in providing confidential support you may be ill equipped to offer. Going the extra mile to make the process easier and more dignified can make a world of difference for the terminated employee.

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