Where Should the Axe Fall? Is it on Daviss or Steeles Position? (Essay Sample)

Where Should the Axe Fall? Is it on Davis’s or Steele’s Position?
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Simmons, the Savannah Mills Company president, is in dilemma as he plans to retrench one of his managers among the two, Warren Davis and Barry Steele. Psychology is expected to play a critical role when the employee to be relieved of his/ her duties is hard to point out. Davis is a long-time employee as is seen as part of the company given his impressive history whereas Steele is relatively a late comer, but he has impressed his superiors within a short period of time. Steele is seen as having a promising future in the company.
Simmons’ choice will result into company breaching its contract with affected employee and unfortunately lead to a reverberated negative feeling across remaining workforce. The company will be at risk of experiencing cases of diminished loyalty, commitment and might have adverse effects on organizational citizenship behaviors (Thomas & Feildman, 2012). In that respect, he has to select the one who will have least consequences because one of them has to go.
In a scenario where Davis’s position is eliminated some possible outcomes are evident. In line with the psychological contract principle, Davis has maintained loyalty and trustworthiness for about for more than 25years and probably since his childhood. He grew up in the company. He is strongly attached to the promises and expectations of the company (Thomas & Feildman, 2012).
According to my assessment, Davis needs a little guidance for him to deliver and perform efficiently. Now, if he is eliminated what will be the effect on his fellow workmates? Clearly he may have a good chain of followers given his long stay at the company and according to Thomas and Feildman (2012) he might have developed very strong bonds. Other workers may feel betrayed, unfair treatment of their colleague and it might make some to believe that despite their efforts they might be eliminated in the future in the same fashion. This reduces their trust on the company and might begin to look for other jobs, just in case (Thomas & Feildman, 2012).
Steele is full with future promises and accomplishments within a relatively short period of time. He has brought change into the company’s financial affairs. In a short – term perspective this progress will be curtailed and thus the company might fail to realize profit prospects. He really satisfies the company’s promises and expectations of him. But he seems to be committed on only his job description and works tirelessly to greatly improve it. He exempts himself from civic and out – of – job company’s affairs. In critical examination he might be self – centered. If Steele position is eliminated the remaining companies labor force may perceive that innovations, satisfaction of promises and talent is not valued by the company and thus lead to laziness and lowly motivated (Thomas & Feildman, 2012).
Davis expresses more organizational citizenship behavior than Steele. In support of this claim, Davis has been very much reliable and dependable although with a good number of years to proof it. He does any assignment asked of him without any reservations. He has demonstrated altruism working even at the out –of – work – time for the good of the company (Thomas & Feildman, 2012)...