Forestry Business Plan

Week 8
Name of Student
Institutional Affiliation
Running head: WEEK 8
Issues that may Arise
As explained in the case, the XYZ Corporation terminated the manager before the management conducted any investigations to determine whether the allegation was true. Consequently, several issues may arise due to the termination. First, the manager may revenge against the employee who caused the mess up and the organization for failing to investigate the matter. Moreover, depending on the manager’s action, the XYZ’s reputation may be at stake. In particular, the company may end up losing its market reputation for firing an employee based on unconfirmed allegations.
What the Company Needed to Do Differently
Indeed, it was unethical for XYZ Corporation’s senior executives to terminate the manager before the executive investigated the matter. On the contrary, the management needed to examine the matter in details to determine the validity of the allegations. They should have reviewed the source of the email and provided the manager with an opportunity to defend himself. Additionally, UBC Human Resource (n.d.) recommends for such an investigation to be conducted fairly and objectively. The aim should be to determine, to the best of the employee’s ability, the facts surrounding the said misconduct (UBC Human Resource, n.d.).
The Proposed Step-By-Step Breakdown of Investigation Process
First, the organization needed form a team of investigators to evaluate the incident. The group should consist of individuals who have no stake in the outcome of the case but have the ability and skills to investigate objectively without bias (SHRM, 2018).

This may require the organization to hire external experts if an internal investigation is not possible.
Next, the investigators should create a strategy for the investigation. According to SHRM (2018), a complete plan should cover the sources of evidence and information, an outline of the issue, a process for retention of documentation, and the interview questions that aim to unfold critical details. Additionally, the plan should include a procedure for developing a witness list.
During the investigation, the manager must be provided with a chance to defend himself. However, he may be requested to go on leave until the investigation is completed. The final decision should be made based on the findings.

References
SHRM. (2018). How to Conduct an Investigation. Society for Human Resource Management. Retrieved from https://www.shrm.org/resourcesandtools/tools-and-samples/how-to-guides/pages/howtoconductaninvestigation.aspxUBC Human Resource. (n.d.). Discipline in the workplace. The University of British Columbia. Retrieved from www.hr.ubc.ca/administrators/employee-relations/discipline-in-the-workplace/.