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HUREM 11quiz1

This document contains a written warning for Lynecia Jackson regarding a disciplinary violation at her workplace. The warning cites complaints from coworkers about Lynecia's arrogant and disrespectful attitude, including a rude phone call with Neal Coleman and spreading false information about Betty Rolander. The warning puts Lynecia on notice that further violations will be closely monitored and could result in suspension or termination. The company hopes this warning will improve Lynecia's conduct and sees her as an asset, if changes are made.

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Juanito Libron Jr
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193 views2 pages

HUREM 11quiz1

This document contains a written warning for Lynecia Jackson regarding a disciplinary violation at her workplace. The warning cites complaints from coworkers about Lynecia's arrogant and disrespectful attitude, including a rude phone call with Neal Coleman and spreading false information about Betty Rolander. The warning puts Lynecia on notice that further violations will be closely monitored and could result in suspension or termination. The company hopes this warning will improve Lynecia's conduct and sees her as an asset, if changes are made.

Uploaded by

Juanito Libron Jr
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Libron, Juanito Jr A.

BM601 – HUREM

11 Quiz 1

ANSWERS:

1. What are the issues mentioned in the case?


 The issues mentioned in this case is Betty was bothered by Lynecia’s arrogant and
abrasive manner of dealing with other people. When looking through her personnel
life, Betty discovered that Lynecia’s previous manager had a similar concerns,
although no one had taken strong action. Betty traced her problem back to the
company reorganization that had taken place about a year ago. At that time, the
centralized secretarial support system in the headquarter’s building had been
replaced by a decentralized system.
2. If you are Betty, how would you have responded to the complaint of Neal Coleman about
Lynecia?
 If I’m betty, I have apologized to Mr. Coleman and indicated that would look into the
problem immediately. I should have called Miriam to apologize and hear directly
from her what happened. And I should also make a note or memo of this
conversation and kept it in a working file.
3. Are Lynecia’s actions and treatment toward betty considered insurbordination? List all the
reasons that might fall under insubordination.
 There are two problems with this. What is insubordination, and is she guilty of it? To
begin with, insubordination is commonly considered to indicate a refusal to submit
to lawful authority. Lynecia does not appear to have refused to do tasks that have
been assigned to her. Instead, she is despised and causes conflict. While she may
not be strictly insubordinate, her behaviors in spirit appear to be insubordinate.
Second, Betty has no proof that Lynecia has been talking behind her back. She only
knows ths through word of mouth. Lynecia, on the other hand, disrupts meetings
and tries to persuade others that Betty is ineffectual. Again, there is some confusion
here. Even though her activities are legally not insubordinate, she is certainly
disrupting the workplace.

Direction: Given all the information from the case study of betty and Lynecia, prepare a
written diciplinary using format in 11 Handout 2.
Re: Warning for disciplinary violation

Dear Ms. Lynecia Jackson

This letter is to serve a warning notice to you for the incident that happened between you, Ms.
Lynecia Jackson and to your co-worker Mr. Neal Coleman and Ms. Betty Rolander. We got to know
about your arrogant, disrespectful, and aggressive attitude towards your co-worker. We receive
multiple and different complaints from other employees that pertaining to your attitude problems,
and the recent incident was the bad manner phone incident with Mr. Neal Coleman and the rude
attitude and spreading false information of Ms. Betty Rolander behind her back. This type of
workplace misbehavior is inexcusable and unacceptable, and we want you to know that.

Our company policy is developed with the goal of making the workplace and business structure
liberal, disciplined, and safe for employees of various levels. As a result, we expect every employee
to respect and obey company policies to avoid unpleasant management implications.

We’re putting you on notice because you’ve been discovered breaking the company’s disciplinary
policies. During this time, your interactions with coworkers, subordinates, and superiors will be
extensively monitored. If you commit another disciplinary violation, you will face severe
consequences.

In any scenario, our organization maintains the right to suspend or terminate your job without
warning.

Having said that, we anticipate a quick change in your conduct because we still consider you to be
an asset to our company. We hope to see good outcome because of this.

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