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a. An employee who often arrives late.
b. Someone who argues a lot with other co-workers.
c. A worker who doesn’t complete his job tasks competently.
Q. Use specific reasons and examples to support your opinion. Do not use memorised examples.
Ans. As the CEO of a company, it will be a challenging task to terminate an employee’s contract. However, if I have to choose a particular employee from someone who is always late, an employee who argues a lot, or a worker who does not complete his job tasks competently, I will choose the person belonging to the last category.
The main reason for this choice is that competence in performing job tasks is the most important thing for the success of any business. An employee who is always failing to meet productivity standards can have a huge impact on the company’s productivity and profitability as a whole. For example, if a particular software developer is making poor-quality code, it will bring software bugs that waste a lot of the company’s time and resources. It will also affect the company’s reputation if these bugs cause problems for end-users. Owing to this detrimental impact of employee incompetence, termination is the only solution.
On the other hand, issues concerning punctuality and conflicts are less severe. These can be mitigated by taking appropriate actions. It is important to be understanding and supportive of employees who struggle with punctuality due to personal issues. Similarly, if frequent arguments are happening between co-workers, then this can indicate issues within the organisation, such as poor communication or unclear job responsibilities. A CEO can identify these gaps and address them accordingly. However, it is important to note that behaviours such as coming late, having arguments with colleagues, and incompetence can still harm a company’s success. Therefore, instead of resorting to termination, punctuality and conflict issues must be addressed through clear communication, understanding, and proactive management strategies.
To sum up, all of these issues are problematic, but among them, an incompetent employee can pose more significant challenges to the company. Therefore, even after multiple warnings and performance reviews, if there is no improvement, I would most likely let that employee go. Though this decision is difficult to make, it is essential for upholding the company’s performance and standards.
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