Healthcare and Medicine Reference
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idea to test workers after they've been involved in staff development pre-
sentations to see if learning has been achieved and at what level. This
gives the supervisor who developed the training program a way of know-
ing whether the program is doing what it was intended to do.
With official unemployment rates at over 8% and some analysts saying
that, when you add the underemployed and those who have given up
looking for work, it's over 18% of the workforce, many workers have
begun to anticipate that dreaded feeling of being told that their services
are no longer needed. Anyone who has experienced a termination knows
it has severe emotional and physical consequences including depression
and small to large persistent physical ailments. How can you terminate
someone, especially someone you've known for a long time, and help
them retain their dignity and optimism for the future?
McCarter (2003) believes that a mistake new manager's make is that
they anguish too long over terminating a poorly functioning worker
because they realize that firing anyone is bound to have a depressing
impact on the morale of the other workers who might worry that the
same thing will happen to them. As a way to avoid this, she suggests that
supervisors make every effort to assure well-performing workers that they
have nothing to worry about. Frost (2001) suggests that frequent perfor-
mance appraisals need to be done so that a running record of job perfor-
mance can be used. Often, organizations have no clear policy about
absenteeism or tardiness and while it constitutes a serious problem, the
organization doesn't have a specific consequence.
Doyle (2012) reports that over 250,000 workers are wrongly termi-
nated each year. Even if a job is considered “employment at will” where
the employer can fire a worker without a reason, workers still have rights
if discrimination is involved, public policy is violated, or if an organiza-
tion's guidelines for termination are incorrectly followed. They also have
rights if a company terminates them because they are a whistle blower or
refuse to commit an illegal act when asked to do so by an employer. If
you question whether a termination will be done correctly, immediately
check with your state and federal departments of labor to see if a possible
termination violates state or federal law. If it does, workers have a legal
case against the employer and it may lead to reinstatement or a very nice
settlement that tides him or her over while they look for work.
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