Reflect before you fire, stoopid!

I have done some research, and, it seems evident to myself that a substantial number of managers think about discipline as soon as they feel angry. This is just psychology, and, this might indicate that a good number of business organizations lack management psychology mentoring, although associations such as the Malta Employers' Association would provide such common sense guidelines based on knowledge of management at least this is what they purport on social media. Yet, there is the minority of cases which does not appear to go through this rational thought, and, some managers still stick to a very simplistic "firing strategy" when things get out of hand. Is this management strategy too simplistic and liberal and how bad does it impinge on the reputation of an organization? Scaremongering is not in fashion, get out of the habit! It is worth highlighting different measures in performance management that might be considered for regulation and discussion. a) education has different terminology than managers of firms. Business tends to make the maximum use of flexibility, and, how is the social risk insured? b) there is six months of probationary period, during which time the employee feels at the mercy of the employer. Training is not provided in 80% of the time even in knowledge-based jobs such as technology jobs and this appears unfair towards the employee. A manager had been interviewed in a research and offloaded the responsibility of training and education upon the employee, but this argument is not valid for company-specific knowledge as the interest of organizational knowledge bears upon the company, and, there is no transferable skill involved. There is also cost and risk involved in firing (not to mention handovers, risk of retaliation from aggrieved employees and so on), and, does your organization provide severance packages or does it simply leave people out in the dark and how well does the social security mechanism protect the individual? It is strongly felt that the usual dealing based on sharing responsibility does not completely meet the social responsibilities of your decisions and although by no means should every manager commit to being socially responsible to the point of covering every financial aspect of the employee to have his employment terminated, there should be a social policy in place that permits some level of comfort. The risk of individual competition increases as people become more individualistic, possibly depressed and experience negative periods in life, where negative thoughts of revenge crop up to one's fears, and whether this is realistic or just a matter of projection, it is still a double-edged sword. In any case legal officers will find the first and easiest disclaimer, including those working for the public and private sector, this is why they hire lawyers. Internet