Paige was recently dismissed from her job in a hardware store.She had often been late for work,and she was so unresponsive to customers' needs that the store had received several complaints about her.Furthermore,she frequently complained about policies and procedures.A week after Paige's dismissal,the store's manager learned that Paige intended to sue the company for wrongful dismissal.She was saying she had complained of management's misdeeds,so the company retaliated.How should the human resource department have prepared the company for this situation?
A) by using a single well-trained rater to evaluate each employee and by having upper-level managers review those evaluations
B) by dismissing poor performers quickly,rather than raising false hopes with coaching and training programs
C) by basing the performance management system on measurement of employee traits,not behaviors
D) by setting up a performance management system that documents employee performance problems
E) by setting up a performance management system that provides evidence of management's misdeeds

Question

Quizplus · Accepted Answer

The best way the human resource department could have prepared for this situation is by setting up a performance management system that documents employee performance problems. This system would provide evidence of Paige's poor performance, including her lateness, unresponsiveness to customers, and complaining about company policies. By having documented evidence of Paige's performance issues, the company would be able to defend itself against her wrongful dismissal claim. Additionally, having a performance management system in place would help identify performance issues early on, allowing for coaching and training programs to be implemented to help employees improve before drastic action, like termination, becomes necessary.

Paige Was Recently Dismissed from Her Job in a Hardware