Mgmt 201

MGMT_201

Module 2/Activity 2.4

1. Was the manager communicating a message to Tom?  What was the message the manager communicated to Tom?

Yes, the Russ did a decent job verbally communicating to his employee his concerns, expectations, and company policy. Russ worked with Tom to adjust his schedule in an effort to help him succeed. The message he was communicating was, “I like the work you do, but we rely on you being here at certain time to get the work accomplished. You need to be trustworthy, and fulfill your end of the bargain.”

The non-verbal, contradictory part that the Russ communicated, was that he only held some to this standard, and others were excused. This told Tom that the manager didn’t take the rules seriously, thus, causing Tom to take advantage. Even though the manager wasn’t following through with all employees, Tom still had the opportunity to do the right thing. Tom could have reported the improper actions he had witnessed, corrected his own behavior, and would have kept his job while the others were fired. Instead, he proved himself to be untrustworthy, and even weakened his own statement, making it look like retribution, rather than an honest observation.

2. Should Tom get his job back?

No, I don’t believe Tom should get his job back, and I also think that the manager, and other employee in question should be investigated. If, there is proof, or truth to the accusations, both should be fired as well. There is no room in a company for unfair treatment, or people who take advantage of the system. If the allegations are backed up and proven, then all three employees are ‘in the wrong,’ and need to be fired. If the company doesn’t take these measures to protect themselves from corrupt employees, they could eventually wind up in a lawsuit situation, which could affect the entire company.

3. What would you do if you were an arbitrator in this dispute?

If I had to arbitrate in this dispute, I would simply...