Question

Toni Berdit is the Washington, D.C. – area supervisor for Quick-Stop, a chain of convenience stores. She
has full responsibility for managing the seven Quick-Stop stores in Washington. Each store operates with
only one person on duty at a time. Although several of the stores stay open all night, every night, the Center
Street store is open all night Monday through Thursday but only 6:00 a.m. to 10:00 p.m., Friday through
Sunday. Because the store is open for fewer hours during the weekend, money from sales is kept in the
store safe until Monday. Therefore, the time it takes to complete a money count on Monday is greater than
normal. The company has a policy that when the safe is being emptied, the manager has to be with the
employee on duty, and the employee has to place each $1,000 in a brown bag, mark the bag, and leave the
bag on the floor next to the safe until the manager verifies the amount in each bag.

Bill Catron worked the Monday morning shift at the Center Street store and was trying to save his manager
time by counting the money prior to his arrival. The store got very busy, and, while bagging a customer’s
groceries, Bill mistook one of the moneybags for a bag containing three sandwiches and put the moneybag
in with the groceries. Twenty minutes later, Toni arrived, and they both began to search for the money.
While they were searching, the customer came back with the bag of money. Quick-Stop has a general
policy that anyone violating the money-counting procedure could be fired immediately. However, the
ultimate decision was left up to the supervisor and his or her immediate boss.

Bill was very upset. “I really need this job,” Bill exclaimed. “With the new baby and all the medical
expenses we’ve had, I sure can’t stand to be out of a job.”

“You knew about the policy, Bill,” said Toni.

“Yes, I did, Toni,” said Bill, “and I really don’t have an excuse. If you don’t fire me, though, I promise you
that I’ll be the best store manager you’ve got.”

While Bill waited on a customer, Toni called her boss at the home office. With the boss’s approval, Toni
decided not to fire Bill.

A. Do you agree with Toni’s decision? Discuss.

B. What signal might the decision not to fire Bill give to other store managers?

C. Quick-Stop had a general policy that anyone violating the money-counting procedure could be
fired immediately. If the store had a rule that violations of the money-counting procedure must be
fired, what would be some of the steps that Quick-Stop should have in place for Toni to conduct a
successful termination meeting?

Answer 1

Answer 1:

Although, Quick-Stop has a comprehensive policy that anyone violating the money-counting procedure could be dismissed quickly. However, the final decision was given up to the supervisor and his or her direct boss. Yes, I am agreed with Tony's decision to not fire Bill. Bill has accepted his mistake and his intention was not wrong. The money bag was replaced by mistakenly. The company has not faced any losses due to bill actions. He should have given another chance to become an excellent store manager.

Answer 2:

The decision not to fire Bill may have a positive and even a negative effect depending on people's viewpoints. This incident suggests that Managers should not, on their first mistake, fire or threaten their faithful and hardworking workers. Without punishing Workers, they should be warned first of their mistakes. It is also important to test the employee 's conduct and actions from the day they entered the company before making these decisions. It is also likely, on the contrary, that the workers may assume that the managers are biased against a few individuals. They both started searching for the capital. As they were looking, the client returned with the money bag. Until making a huge decision, managers should take all these considerations into account so as not to disrupt the relationships within an organization. He could work hard for the organization and has worked for the organization for the past few days already. Giving an equal opportunity to prove his ability and correct his mistake often contributes to building confidence in the organization.

Answer 3:

As per company policy, Toni would have shot the BILL, but it is always best to take a second senior opinion before taking a strict action as if a similar case had arisen beforehand. Let 's discuss measures Quick-Stop should have for Toni to hold an effective termination meeting. Be polite and kind to the employee and keep calm no matter how the employee responds. Instead, be compassionate and polite, refrain from arguing with the employee. Conduct the private meeting and keep it brief. Focus on the actual reason for termination. Be clear on the reason for their termination, make sure the employee won't draw their conclusions on the reasons for the termination. Communicate the message behind that decision during the meeting. Stop addressing something that is not important to the reason for termination, remain on the spot during the ending meeting. Review the separation and release agreement, which usually goes hand and hand with severance, if necessary. Report the termination meeting and any statements made by the employee, keep this report in the employee's record.

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