Ferrari Mailing List: Re: Human Resources Question [SPOILER]

[Doug & Terri (dnt]

Micro response: “Verrrrry interesting.” Arte Johnson

 

Short response:  Harry S Truman vs Douglas McArthur

 

Long response:  Ronald Reagan vs Professional Air Traffic Controllers Organization (PATCO).  Now defunct.

 

The only mistake in the stated scenario is not acting swiftly, decidedly, and without vengeance.  “It's not personal, Sonny. It's strictly business.”  Godfather, cr 1972

 

I have a bunch of favorite words – one of them is “simplistic.”  It doesn’t mean “simple.”  It means, generally, oversimplifying a complex issue and drawing the wrong conclusion.

 

My responses may seem simplistic but they are anything but simple.

 

DOUG

I like the impute from our great List.

 

 

From: Ferrari [mailto:ferrari-bounces+dnt=dock.net [at] ferrarilist.com] On Behalf Of Charles Perry
Sent: Sunday, November 27, 2016 2:42 PM
To: DOUG <dnt [at] dock.net>
Cc: The FerrariList <ferrari [at] ferrarilist.com>
Subject: [Ferrari] Human Resources Question [SPOILER]

 

So we have a lot of smart business people on this list. How would you address the following human resources question? You may assume, for purposes of this discussion, that there are no contractual restrictions on your course of action:

 

You have an employee who is a confirmed star on your staff; who brings millions of dollars to the company because of his performance; who is well loved among your customers and who may be difficult, if not impossible, to replace on short notice with an equivalent talent. You have enjoyed a mutually successful relationship with said employee for years. However, said employee has now assumed the opinion that he is no longer an employee but an executive, and has given a very public middle finger to the existing executive staff in the company and made it clear through his actions and words that his own best interests are more important to him than that of the company as a whole. He has clearly violated a clause in his employment contract requiring his cooperation with and execution of executive directives. Your corporate and national culture favor both a clear chain of command and dutiful compliance with assigned job tasks.

 

What do you do with this employee and why?