Appraisals and Disciplining Employees
While writing her recommendation in the hope that she would be transferred from his department, he misrepresented her qualities and abilities. The recommendation is available, and Smith even has a copy. This means that she can use the good recommendation that he wrote to say that by refusing to recommend her for the cost-of-living or Merit pay increase, he is defaming her. Another fact that Trent needs to consider is that by giving Smith a good reference that was untrue, he put another department at risk. This means that if the University’s administration decides looks at the January appraisal and agrees with his evaluation that Smith’s performance was lacking, his ability to oversee a department will be questioned. If he takes this option, he will need to come clean about lying in Smith’s recommendation and show her results in the January appraisal.
However, this will have serious repercussions for him. He could be fired for lying in the recommendation or if the administration takes the side of Smith, for defaming her. Apart from being fired he could also be demoted. The other option that Trent can decide to take is not telling the truth and giving in to Smith’s pressure and recommending Smith for the Merit pay or cost-of-living increase. I do believe they are. Previously employers provided employees with references or recommendations easily but from 1987 things changed and employers started giving basic employee information as recommendations that only contained the employee’s title, their salary, and date of hire (McCord, 1999). The reason for this is that employers were afraid of being exposed to defamation suits filed by employees who could not get employed.
In today’s environment employers are liable for any negligent referrals that they give to employees especially if the misrepresented information about the employee can be used to predict an employee’s tendencies from previous behavior. The new employer can sue former employers for this (McCord, 1999). What are three functions salaries meant to perform? Salaries fall under the category of wages when it comes to compensation. They can be described as a form compensation for services given by employees (Hoare, 2013). Salaries are the most common types of compensation, and they perform various functions. The first function is that they assist in the recruitment of employees (Johnson, 2018). The higher the salary or compensation, the more you are likely to attract highly talented and skilled job applicants.
This, in turn, saves on cost that would have been used in training a new workforce while at the same time maintaining a workforce that is highly knowledgeable. Regular promotions come with an increase in salary. This also helps in retaining employees as they feel appreciated that the company has recognized them. To what extent should employee appraisals be used in salary adjustments? Explain. Ideally, Employee appraisals should be applied in rewarding those whose performance ratings are high by increasing their salaries and letting go or demoting those whose performance is low thereby decreasing their salaries. As a result, an organization spends the right of amount of resources without overspending on talent. The organization is also able to distribute resources by rewarding those who perform well through salary increase and demoting those who perform dismally.
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