Performance is critical in the success and viability of an organization where non-performing employees are supposed to be laid off which is not always an easy task to be performed by the managers and the supervisors. When an employee is not performing or a part of gross misconduct, disciplinary measures need to be taken where the articles read suggest the use the probation periods to eliminate the absorption of incompetent employees which will be hard to be fired once they survive the probation period (Lunney, 2017) . This is because of the protection they gain once the completion of the probation period which is not available during the period.
Firing affects the life of the person dismissed from duty as well the general opinion of those in the agency. With this in mind, there is a need to be humane enough when firing the individual (Maxwell, 2017) . This can be achieved by illustrating the reasons why they are being dismissed without making them feel demonized. Conversations that follow firing with other employees opens avenues to lawsuits as well as impressions to why they were fired which calls for precise information as what was shared with the individual terminated (Berson & Risher, 2017) .
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Decision made regarding firing should be a repercussion of consistent frank conversation based on non-performance or misconduct. The decision-making process must not be based on emotional impulse, and thus when a supervisor is angry, they should wait until when they are sober to discuss with the employee the decision of their dismissal (Petty, 2017) . Policies should be established to ensure a balance of female representation in the workforce (Katz & Mullery, 2017) .
Personal Opinion
Firing someone is not easy action thou we cannot have incompetent employees for fear of the lawsuits associated with it. If an employee is not performing, there is no point of having liabilities thus the manager should explore all the disciplinary actions from warnings, suspension, retraining and if they do not change, terminating them will be valid.
References
Berson, M., & Risher, H. (2017, November 30). Federal Managers Should Learn From Denver’s‘Peak Performance’ Program . Retrieved from Government Executive: http://www.govexec.com/excellence/promising-practices/2017/11/federal-managers-should-learn-
Katz, E., & Mullery, W. (2017). It's Too Hard To Discipline Or Remove Poor-Performing Federal Employees, Critics Say . Retrieved from Government Executive: https://www.govexec.com/feature/firing-line/
Lunney, K. (2017). OPM’s Guidance on Firing Bad Employees Will . Retrieved from Government Executive: http://www.govexec.com/pay-benefits/2017/01/opms-guidance-firing-bad-employees-will-remind-you-
Maxwell, C. (2017, December 7). The Humane Way to Fire Someone . Retrieved from Government Executive: http://www.govexec.com/excellence/management-matters/2017/12/humane-way-fire-someone/144388/?oref=eig_online_nl
Petty, A. (2017, August 31). Beware Attempting to Fix a Difficult Employee . Retrieved from Government Executive: http://www.govexec.com/excellence/promising-practices/2017/08/beware-attempting-fix-difficult-employee/140656/?oref=eig_online_nl
