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

PLEASE LIKE THIS ANSWER, IT HELPS ME A LOT. THANK YOU!!!

Do you agree with Toni’s decision? Discuss.

Yeah, I completely support the decision of Toni. Although Bill was wrong and violated the company's money policy, I'm sure he won't do it again because it is in his best interests to keep this position, as he recently finds a lot of family expenditure. In other words, Bill 's job in keeping with the Quick-Stop policies is inspired, like nobody else.

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

I think it may give them a hint that anyone might make a mistake, but a person might deserve another chance if there are no financial repercussions, as in the case of Bill. After all, there is little in the definition of human resources than in people 's strategy. I agree that managers should always note that their actions will have a huge effect on someone's life.

Quick-Stop had a general policy that anyone violating the money-counting procedure could be fired immediately. What would Toni be forced to do if the company had a rule regarding money-counting procedures?

It depends on a statute, I think, very much. For example, if the rule specifies that an employee who has infringed the cash-count protocol should be fired without exception, then Toni will have to fire Bill. Personally speaking, I think Toni will have to do what the law has specified.

PLEASE LIKE THIS ANSWER, IT HELPS ME A LOT. THANK YOU!!!