Question

Review the discussion question and answer below. Do you agree with the answer? why or why not? Give your opinion.

Discussion Question: In today’s economy, it is inevitable to layoff or communicate negative information with employees. Is it ethical to fire by email and/or text messages? What is your strategy to convey negative messages to employees?

Answer: With today’s economy, and all circumstances going on I feel it is ethical to fire by email and/ or text messages. It may seem unprofessional to relate an important message like that through virtual text but sometimes it is necessary. The preferred option would be firing someone through a company email that is some way professional and involves the company’s server. On the other hand, receiving a text from your manager on your cell phone doesn’t seem right. It would be strongly unfair just to fire someone on the spot, legally they should be given a notice that they will be fired if the issue happens again. “Unless you are covered by an employment contract or state law that stipulates how you can be terminated, there are no restrictions on how an employer can fire you. Most employees in the U.S. are covered under employment at will, which means that they can be fired for any reason or no reason at all. Employers can fire employees over the phone, by paper letter or email, in person -- or yes, even by sending a text message.” (When an Employer Can Fire You By Phone or Email) For example, with everything going on in the world today many employees are being laid off due to the pandemic and they’ve been sent emails on the situation. Circumstances like these should be acceptable because people can’t be in contact at all either so it is a safe option in these conditions. A strategy to convey negative messages to an employee would be better delivered by someone from the management team. Mostly likely to have them sit down with your HR in an office would be recommended. “It's every leader's or manager's least favorite task: delivering bad news. Maybe your company is closing a facility. Or letting people go. Or you have an employee who isn't getting that coveted promotion, or has been denied an overseas posting, or can't take an expensive training course. In any case, your impulse is to soften the blow. After all, you're a caring person, and you'd like to make a difficult situation easier. So you start the conversation by talking about something else. And when it's time to deliver the news, you try to sugarcoat it. That's the wrong approach, according to new research by professors at Brigham Young University and the University of South Alabama. In fact, the worst way to deliver bad news is to beat around the bush. The best way? Rip off the Band-Aid.” ( Need to Deliver Bad News to Employees? Science Says Do This) This article I chose has a better perspective on the topic than I did. I would never think that just “ripping off the band aid” would be the best way to deliver news to an employee.

Answer 1

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If layoffs are inevitable, the ethics can only be followed when workers expect such an operation by email and/or text messages. Subsequent communications from the blue could have an effect on the minds of the workers if the 'firing letter' is sent. You may not have the same experience before and thus may not even consider any work openings on the markets.

My tactic in order to give derogatory messages to workers such as layoffs, etc. will be to approach them in order to strengthen the relationship of the company with those workers. For the effectiveness of workers without any possible reach from the point of view of rebellion, an contact between them, be it in the virtual communications or in person, or a phone conversation in documented form, may be necessary.

The written formal forms of communication are accompanied by oral contact. Instant input and hence the written form of the formal correspondence encourage these drastic steps. This helps to provide encourage. That is why this is my method of engaging verbally with and explaining the reasons for lay-offs with staff before sending them official mail.

The answer is straightforward: yes. While arrogant and unprofessional, it is perfectly reasonable to fire an SMS when you have a contract for work, or when the true reason for the termination, as mentioned below, is unconstitutional. Just shooting by SMS does not give you an case against the boss. Yet if they petition for terminations, you must recognize California's compensation laws. The bonuses that you earn are immediately compensated and due when you are fired.

Any day they don't pay you, there is a one day payment fee, up to 30 days. You can't cover and start paying the fee, so the payment is due after you are released. As such, reading the email, "You're out. Your final report can be picked up" probably won't be punished, even though you haven't obtained it the next day. "You are out, though. Come in tomorrow and have your final exam," might be another good day for you.

Poor news is difficult to generate. This is even more difficult when you don't meet your concept or decision. Maybe you will tell your star artist that HR has declined its bid for an raise or warn workers that they can no longer work from home by the company. Make sure your two ducks are in line as you speak to the team. In particular, you can ask how the decision was made, who was consulted, the other choices and the reasoning behind the final result were discussed.

It is crucial for the manager to make sure she / he has an simple way to perceive the answers. The way it is treated is one of the key factors in how people respond to bad news and accept it. Check the body's voice. Be sure that the nonverbal hints are no more than what you want to telegraph. Managers have a huge effect on the workers. It could cause much frustration, disappointment and unhappiness if they are given 'my boss doesn't think that's right.' When the news is introduced and the decision-making process outlined, ask the person or group to respond. You can hear the worries of them.

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