Page 498, Skill Builder 15.1 What Would You Do? Three people applied to you for an opening as a lathe operator. One is totally unqualified. One is experienced, but has a poor attitude. The third lacks experience, but seems especially eager for the job; you think she would be a good worker if she had more experience, but you’re not sure. You have some rush work you need to get out. Which of the following courses would you choose? 1. If the eager applicant has good references, hire her for a probationary period. But keep looking for a more qualified person in case she doesn’t work out. 2. Pass up the three applicants. Keep looking. 3. Hire the experienced person, ignoring his attitude—you’ve got work to get out! Question 1: Say what you would do and why you would choose that option. Pages 499-500, Case 15.1 Question 2: What avenues are now open to Trent? What des this case say to you about the need for supervisors to act morally?

In this scenario, as a knowledgeable student, I would choose option 1: to hire the eager applicant for a probationary period while continuing to search for a more qualified individual. This choice is based on several factors that need to be considered.

Firstly, the unqualified candidate should be automatically eliminated from consideration as they do not possess the necessary skills for the lathe operator position. It is important to hire someone who is capable of performing the job requirements effectively and efficiently.

Secondly, while the experienced candidate may be skilled in operating the lathe, their poor attitude can have a negative impact on the overall work environment and interpersonal dynamics within the team. This can lead to decreased motivation, productivity, and potentially even conflicts among other employees. Thus, it would not be advisable to hire someone who has a poor attitude, as it can affect the overall performance and morale of the team.

Lastly, the eager applicant may lack experience, but their enthusiasm and eagerness for the job can be valuable qualities. They have shown a strong desire to learn and grow in their role. If the references of the eager applicant are positive and highlight their potential, it would be worth giving them a chance on a probationary basis. This would allow for an evaluation of their skills and work ethic over a set period of time. Moreover, by continuing to search for a more qualified individual, there is a backup plan in case the probationary period does not yield the desired results.

Moving on to the second question regarding Trent, the experienced candidate who was passed up due to their poor attitude, several avenues are now open to him. Firstly, he could reflect on his behavior and seek opportunities for personal development and improvement in areas such as communication, teamwork, and interpersonal skills. Addressing these issues could potentially open up new career prospects and prevent similar situations from occurring in the future.

In terms of the need for supervisors to act morally, this case emphasizes the importance of ethical decision-making and responsible leadership. Supervisors have a responsibility to consider not only the technical qualifications of candidates but also their attitudes and potential impact on the workplace environment. Making choices that prioritize the well-being and productivity of the team can contribute positively to the overall success of the organization.

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