Carter Cleaning Company
Carter Cleaning Company:
Chapter 6
6.22
Polygraph testing in some situations can raise some legal issues, and especially as a small company you want to avoid them. Perhaps they could consider using some available “pencil and paper” honesty tests that are available. Normally these have been shown to be reliable and cost efficient. If you look at the costs for such a test they are very viable for a small company like the Carter Cleaning Company, and they have shown to be controversial.
6.23
Better background checks are recommended to eliminate potential thieves. Some firms chose to contract this out to a private security agency (Cost may be an issue to Jennifer. However, the company can quickly check to see if savings from reduced theft would offset the cost of an outside agency. As part of the job preview, Carter must explain that the jobs in her company are worth keeping; dishonesty and theft will not be tolerated. Further company policies regarding theft should be clearly showed to new and existing employees.
6.24
Getting rid of employees for theft should include the involvement of proper authorities and should only be done when there is absolute proof of the theft and who committed it. Such an action will also send a message to the other employees that we will not tolerate theft of company resources. While many employers are hesitant to prosecute employees for theft, developing evidence with police and through the courts can be beneficial in providing future employers of the individual with truthful and factual information.
Chapter 7
7.26
The company has an inadequate, unstructured way of interviewing and hiring. Jennifer could utilize a structured interviewing guide for better results and to create a more structured way of interviewing and hiring.
7.27
She should educate managers in the potential pitfalls that come up in the interviewing process as outlined in the text, and provide opportunity for practice with mock interviews in the
Chapter 6
6.22
Polygraph testing in some situations can raise some legal issues, and especially as a small company you want to avoid them. Perhaps they could consider using some available “pencil and paper” honesty tests that are available. Normally these have been shown to be reliable and cost efficient. If you look at the costs for such a test they are very viable for a small company like the Carter Cleaning Company, and they have shown to be controversial.
6.23
Better background checks are recommended to eliminate potential thieves. Some firms chose to contract this out to a private security agency (Cost may be an issue to Jennifer. However, the company can quickly check to see if savings from reduced theft would offset the cost of an outside agency. As part of the job preview, Carter must explain that the jobs in her company are worth keeping; dishonesty and theft will not be tolerated. Further company policies regarding theft should be clearly showed to new and existing employees.
6.24
Getting rid of employees for theft should include the involvement of proper authorities and should only be done when there is absolute proof of the theft and who committed it. Such an action will also send a message to the other employees that we will not tolerate theft of company resources. While many employers are hesitant to prosecute employees for theft, developing evidence with police and through the courts can be beneficial in providing future employers of the individual with truthful and factual information.
Chapter 7
7.26
The company has an inadequate, unstructured way of interviewing and hiring. Jennifer could utilize a structured interviewing guide for better results and to create a more structured way of interviewing and hiring.
7.27
She should educate managers in the potential pitfalls that come up in the interviewing process as outlined in the text, and provide opportunity for practice with mock interviews in the