Reference no: EM132822485

John is a Supervisor on a loading dock for a worldwide shipping company. He has just taken a course from you, the Director of Human Resources, on 'How to Discipline Employees Effectively'. He is very keen to try out some of the techniques he learned in the course.

After returning to his job the following week, he thinks he encounters a perfect insubordination situation. It is the middle of winter, and the dock is very icy. He asks Trevor Connors, one of the loaders, to move a set of skids from the edge of the dock. Trevor refuses. Remembering some of what he had learned in his course, John says, "Trevor, this is a direct order. You are to remove the skids from the edge of the dock. Failure to do so will result in disciplinary action up to and including discharge!"

Trevor refuses again. John is totally exasperated. He calls you for advice.

You have a choice. You can support John in his quest to manage his employees with some firmness and control, or you can recommend some other course of action. Your credibility will rest to a degree on your response.

QUESTIONS TO ANSWER:

1. Is suspending or terminating Trevor for insubordination in this scenario the correct course of action?

2. What factors, other than insubordination, need to be taken into consideration?

3. What right was Trevor exercising on the dock that day? Did he exercise that right properly?

4. Imagine that you have to write report about this incident for the upper management members of the company. Your report should explain the rights involved, provide a detailed description of the steps that should have been followed, and include a set of recommendations to ensure a case such as this doesn't happen again.