hire fire cause apparently you can’t get it

Firing/Discipline Interview

John B. /Spread Trade


  • On what basis would you consider firing someone? Would you ever consider a second chance?  I fire for poor performance or misconduct.


  • How do you discipline your employees? Verbal warning, written warning and then fired.


  • What type of action would merit disciplinary action? Poor performance or misconduct.


  • When you are considering disciplining or terminating an employee, do you first investigate and/or take into consideration outside influences (employee health/mental health struggles, family issues, etc) that may be contributing to the employee’s performance issues at work? Yes, and we tried to be helpful problem resolution, sometimes more than we should.


  • What kind of concessions are you willing to make in order to help an employee with certain disabilities (ADD, depression/anxiety,) succeed at their job? At what point do you say enough is enough and let someone go due to their inability to meet the job expectations? One of our employees was always stressed and having trouble. Turns out she was going under from taking out  loans with Check City. We covered the debt, she relaxed and was able to do her job. She worked another year for use and was a good employee.


  • Do you have a certain number of warnings that you give before terminating an employee? Three step process above listed. Verbal, written, fire.  Do you always make sure that they know what the next step in the disciplinary process is,  and that they know specifically what they need to improve on in order to keep their job? Yes and yes. We had clear cut assignments and frequent evaluations/reviews for each employee. We also held daily meetings for overall company directions, goals and ideas/needs/assignments.


  • When it comes to tardiness, how many times of an employee being late to work will they be given a warning?  and how many times will it lead to termination? We had flexible schedules as long as the work got done before the deadline. Employees set their own schedule.  Poor performance, inability to improve was cause termination.


  • If an employee continues to cause a hostile work environment despite having seniority will they be terminated. Misconduct was grounds for firing.


  • Concerning warnings, does a warning related to being late have the same standards to one causing damage to equipments, ect?  Misconduct was grounds for firing and accidents we worked with.


  • Do you give opportunities to the employee to “turn their act around”, and if so how long? Yes, but again, three strikes your out. Educated to expectation at hiring. Frequent review /evaluation of performance. Employee is ultimately responsible to make a change in his behavior/performance.


  • Can an employee that was fired still get a good recommendation from that job for another? Is it ok for that to be brought up in an interview? Yes, but we were always honest. So our company was sales. A person could be a really good worker, be there on time, do assigned tasks well, be a team player and be a poor salesman. He would get fired for poor salesmanship. But we would recommend him based off of other strengths and work ethic.


  • Do you agree in an space where “tattling is tolerated?” or if one person tells that person has to pick a bad habit as well and work towards it.  No tattling at all. 1st.  talk to the person you had an issue with, work it out. 2nd come to manager and the 3 of you work it out.  3rd will be a written warning for the one causing trouble. Could be the one with the grievance he can not let go. We were performance driven. If you have an issue with someone, but that person does their job and we have no qualms with them, maybe it is your inability to be a team player causing the issues.


  • Do you do any routine education on important policies and standards of behavior in hopes of keeping employees informed about expectations and thereby decrease the need for discipline events? We hired a stickler to explain the rules and handbook to employees when they got hired. If we saw something twice, we would educate to the expected standard in the employee handbook, at the next  morning meeting.


  • Do you have any retraining tools for employees who want to do better, but need assistance to get better at a specific weakness? We were constantly coaching and motivating. But we  mainly hired skilled/accomplished salesman.

What was your first firing or discipline  like and how does that compare to your current skill set in this arena? What did you learn that made you more effective in this difficult time?  The first time I fired someone was emotional and a major motivation for changing how I fired people after that.. I learned: 1. Be consistent  2. If you are going to fire someone, have a reason and put it into writing. 3. Be formal 4. When you hire have clear cut expectations, policies and frequent evaluations. That way, all along, an employee knew where they stood. No surprises

week 16- still dumb as hell and opinionated as ever! utter and complete lack of grace!

1. What did you actually learned from the unit.
There was no unit topic. I have zero’s where work was turned in and lates where accomodations were not honored. Turn in missing work was the only activity. I did it, all already. Do I submit again and hope to get a grade? How do you not get all your points on a blog? THey are my own feelings on the subject for pete sake. Blog did not even work consistently in the first month or more.
2. Discuss your feelings/experiences from the team activities? Did it change your opinion on the subject? If so, how? If not, why? This has been an extremely frustrating time for me. How do people become professional students? In all honesty the group is what helped me keep going. I wanted to quit early on, but they were encouraging.
3. How you will utilize the information learned in your nursing practice. I do not want to be a leader. I can barely keep some semblance of a life together. I am not consistent and have no plans to pine away my energy becoming consistent. I am happy I learned some of these skills. There might even be one or two of these skills I will choose to learn more about in the future. For real though, either the topic or the teacher bring out the passive aggressive in me, brutally strong and unrelenting. It was one of the reasons I wanted to drop the class, but alas…IT WAS REQUIRED!
4. Your personal feelings about the material covered. It is over, it’s done, YIPPEE and HORAY! Part of me wishes I could have been more successful at it. Que evil maniacal laugh/cackle. The other part of me is like, damn just be done already!
Grace is my stretch goal….stop laughing.

Risk Managament Week 15?


Risk Management-  https://www.ecri.org/documents/secure/risk_quality_patient_safety.pdf

*Safety  *Risk  *Insurance  *Acquisition  *Quality of Care Measures  *Zero Events  *Compliance * Root Causes  *Resolve Problems  * Patient Satisfaction  *Improved and Integrated Data Collection

Well I learned I would need to certify and pass an exam to be in continuous quality management or risk management.  I learned that Joint Commission has a whole section on this task. Core Performance data can be found on the net. An invitation extended by Joint Commission.

What will I take to my practice- not sure- I really wish this topic had been taught  in stead of introduced. Karie Minaga-Miya’s presentation was good, but dates back to 2013 I am sure things have changed since then. I have dealt with her as a patient and do not feel she is honest or forthright, but does cover the hospital’s ass. And that apparently is her job as she explained.

The team activity did not change my mind. Some of the opinions were ludicrous to me. I get that risk management is a necessary evil, and is to limit loss. If you cause the loss you pay for the loss, in my book.

This unit was a good eye opener. I think it could have been done way more informative. Way better than go read about it. Kind of a lazy lesson plan in my mind. I would have liked current information and how it actually works or is monitored. Who regulates this BS position set to limit patient recoup and  while covering the hospital’s money.

I do believe in event reports or patient safety reports being confidential to help prevent further injury or mishap. I think this is a great educational tool. I do see that Florida is fighting this. That is to bad. I think root cause is critical to patient safety and high standard of care.

If I screw up, testifying against me will be policy, standard and a another nurse in my position or the like.   




Week 14

Week 14- Motivation

1- The most interesting thing I learned about motivation this week is that unless the means of motivation mean something to those you are trying to motivate, it will not work. you have to find out what they want in order to motivate them.

  1. I feel like this unit is the five languages of love in group proportion. I feel like there is far more to motivation than we learned in this unit. For quite some time I have wondered what makes people tick or do what the do. Why do some come from wealth and work hard while others snub their nose. WHy do some come from poverty, violence or deplorable situations and become amazingly accomplished people while others either or feed the cycle of wretched violence,atrocious poverty and moral decay of society.  How do you motivate a fatty to exercise or eat better? A diabetic to maintain better control of their numbers or a smoker/drinker to quit? Again a question for a time that I am not sure will ever exist in my life again- free time.
  2. How you will utilize the information learned in your nursing practice? Another thing that did not come up in this unit is how to use or control group motivation. Yes I want my group of fake employees from  the assignment to have better moral and performance. But what happens when they out pace my leadership skills. Accomplish a goal- set a new one or work on a stretch goal. Do I just keep learning new skills hoping to outpace the people I lead? Never wanted to lead anyway, but If I had to, I feel like I should be prepared.  

Unrelated example- but very intriguing. National geographic has been on for years. I never liked the lions, crocodiles or cheetahs eating innocent animals.  I always wondered how come they do not protect each other. Yes, I was told it does not work that way in the real world or nature. Recently in the news was a story about some rhino poachers. The poachers were out one day and an elephant snuck up from behind and trampled one of the hunters. Lions then came and ate the poacher.  A- Amazing group effort B- What was the motivation of the elephant? Lions eat when they get hungry. But what timing and motivation for all parties to be in the right place at the right time. What group effort! (I may not like nature and run, fight or be eaten; but I never learned to respect a poacher from National Geographic.)

  1. Your personal feelings about the material covered. I feel like I have more to learn about motivation.  I feel like it is far too complex to be covered this easily. I will add that to my bucket list. I also know there is a lot of controversy surrounding motivation and rewarding people. I find reward far more enticing than punishment ever thought of being. But lately I am hearing- if you are already paying them to do their job, expect it to be done really well. Do not offer rewards. People get used to the reward and want to be rewarded for doing their basic job.

I feel like there is another critical piece to motivation. ROAD BLOCKS.   Sometimes, your effort is not enough on its own. Sometimes no matter how much you want something, it is not enough to make it happen. Then what? I know, table it for another free time project. HAHAHAH!

Week 13 – Conflict and not so much motivation

cOnFlicT reSolUtio N

1. What did you actually learned from the unit.

I love conflict resolution learning. I am probably not as good of a listener now as I once was. I would like to have seen conflict resolution, as it relates to nursing in action during this unit.

2. Discuss your feelings/experiences from the team activities? I think my team uses the same sources I do for these activities. Rachel found a different and great article:

obtained the “12 step on how to handle conflict” from this website

https://www.americanexpress.com/en-us/business/trends-and-insights/articles/top-ten-tips-for-handling-the-difficult-conversation/ (Links to an external site.)Links to an external site.

Rachel’s article added a little more flare/detail.

Did it change your opinion on the subject? I feel so much conflict. Personal, spiritual, educational, employment, parenting. I do not think there is an area of my life that is not torn up at present. In fact if there were a picture for this blog, it would be a human silhouette ripped down the middle. Not a nice clean cut or tear. A horizontal tear shearing of layer after layer, to the degree that it would be almost impossible to put back together accurately. 

If so, how? If not, why? The education was good. I need long term solutions and resources. I can not just walk away from everything I do not like in my life or that causes internal conflict. At some point there must be resolution, new skills and resources acquired  and for God’s sake, I need to see some accomplishment or acknowledgement that it is not doable and be able to let it go. This can not be allowed to drag on and on. It is ridiculous. 

3. How you will utilize the information learned in your nursing practice. In the words of my daughter, I will “Grey’s Anatomy it”.  Lego brick it. (Autistic kid does not like to be touched. loves buildings and architecture. When given Lego’s, the kid plays with those and allows his care to continue on as needed. I can be creative when desperate or inspired.

4. You personal feelings about the material covered. “The problem is never what you think it is, the problem is always what the other party thinks the problem is.”

Your fired! BUDGET$?…week 7

Week 7…….YOUR FIRED! 

Well I learned from my interview on firing, you can be fired for more than succking at your job. I learned firing someone can be a slippery slope, document the journey.

From the unit on budget I learned I could be a really good mafia boss. I really did not care who got the ax, as long as the budget was met. After all, in this scenario, I am leadership, not the employee being told to create a Disneyland type experience out of cancer, death, disfigurement or infection. Work like Cinderella, scrimp like like a pauper all while working in the atmosphere of Camp Green Lake.  Oh what a pleasure.

What did you actually learned from the unit. Again, I  can not stand the thought of being a leader. But if I had to do it, I would have to seperate the job from my feelings about employees and their lives.

2. Discuss your feelings/experiences from the team activities? Did it change your opinion on the subject? If so, how? If not, why? this week’s team activity was rough. Although I suspect the instructor set it up that way. There are tender hearts in my group who do not want anyone to lose their job. Suck it up buttercup. Poor management led to over staffing to begin with. 2 nurses with their entourage for every 3 patients. That is a bit excessive.

3. How you will utilize the information learned in your nursing practice. If I were going to be a leader I would take more education on time and budget management. I do not want to lead, period. I an not consistent in any way shape or form, except in my intolerance of poor leadership.  My lack of energy alone, would sink my unit.  My indecision  would bankrupt us. I would add an extra column  on the budget for notes. I will need the notes to remember how and why things were chosen for the year before. 

4. You personal feelings about the material covered. Well, since hospitals are not for healthcare but actually just to make a buck. Budget seems a necessary evil. Kinda like Ursila, Maleficent or Shan yu.

week 6- Ethics


1. What did you actually learned from the unit.

Apparently ethics are like opinions, personal. 

They are intrinsic values we adhere too.

Hospitals are required to have an ethics committee.

Ethics committees have no power other than the power of suggestion.

You can take their suggestion or not.

Two steps to Ethics meeting: 1- gather information 2- work toward a resolution


2. Discuss your feelings/experiences from the team activities? Did it change your opinion on the subject? If so, how? If not, why?

So the activities did not change my mind about the class or ethics. This class was a reminder of why I am tempted to leave nursing. If it is going to be a continual fight to do or be able to do the right thing, somebody should start paying me to fight. It used to be you did the right thing because it was the right thing to do. Now nursing is tied up in money and policy and insurance. 

3. How you will utilize the information learned in your nursing practice. I might sit in on an ethics meeting and see if I like that sort of thing. Ethics puts a tiny spark in me that leadership will never do for me. But at least I know I can take an issue to the ethics committee if one arises.  

4. YouR personal feelings about the material covered. I feel like I go a taste or reminder about ethics. I would have liked more information.  So at some point, when I am not drowning in life/school, I will check it out again. Maybe I will watch in Modern Healthcare for ethics articles. Ethics again surpasses leadership on my  mental future to do list. 

5- What is up with the hidden assignments and missing details? How is that stuff ethical? Can’t you just put all the information in one spot. Can you please just explain yourself and your style, please. For me your class is like ADD met new technology year after year, so now I get the pleasure of guessing  and searching, just to land in a land mine. The one week I turn in for the group and it does not work. That is so messed up. I turn it in on time and it did not work! 


Week 5- Weak 5- Firing and Discipline

Firing and discipline

1. What did you actually learned from the unit.

Do not fire on Friday.

Keep emotions in check while firing someone.

Be nice.

Always have HR present for firing and for discipline as needed.

Always do the paperwork for both discipline and firing.

There are legal ramifications for firing people. 

2. Discuss your feelings/experiences from the team activities?

Coming to a conclusion over best leader was easy and actually so was the employee issue or non issue. Not enough detail to figure out if it was or was not and issue. That problem activity seemed to relate more to drama and trying to get blood out of a turnip. The set up was missing detail. The activity itself did not change my opinion. The group came to many of the same conclusions I did. So that was nice. Something in the reading caught my attention. Listen first. Many leaders do not find a  need to discipline if they listen first.

3. How you will utilize the information learned in your nursing practice.

I feel like the listening can go into my practice wherever I am. Consistently managing other people or their inability just chaps my hide. I love teaching, accomplishing hard work or serving, just do not make me in charge. It requires so much energy from me, it causes instant hate and dissatisfaction to deal with ungrateful or whiny axe grinding babies. I can have opinions, I prefer however to stay in a peaceful state and practice gratitude or grace. The latter of which I have none, but wish to develop at some point.

4. You personal feelings about the material covered.

Again this is a required class. I would not take this job for many reasons. I am not capable of consistency being the biggest reason of all. Number two I am not a red or a blue. I do not care enough about these things enough to have an opinion. The stress from making a choice or having to care makes me angry and sick.  I need a job I can do when my body works for me. That is not leadership.  I accept it.

5. What are you sick of? Disappearing assignments! I know it is there some place I read  it somewhere, but there is no one location with all the complete details to every freaking assignment. Why are assignments for this class like treasure hunts in a land mine?

Week 3- Hiring


Well I hate decision making and this is a required class. I can not ever imagine doing this job, ever…! Plus, I told myself no more mean posts. 

1. What did you actually learned from the unit. Maybe hiring is not as bad as dreamed in my nightmares. Well I am not sleeping well, so day terrors I’ll call them.  What if I make a crappy choice in who to hire? Can I take it back or undo it  before stepping into the mess.  It turns out I can google how to hire just like I can google how to fix my dryer, car or fridge. Or I can just work for someone who has an HR department to guide me through it if I ever loose my mind and take a leadership job. There are rules in place for what I can say or ask in an interview and who is protected. I hate racism, agism so on and so forth. My oldest is always saying,  “I have less rights than any other group on the planet.” Turns out he is right.  Usually it highly irritates me when any group feels they are more special than any other group. Today though,  It feels like every word that comes out my mouth in an interview, can be used against me. What ever happened to do and be decent.

2. Discuss your feelings/experiences from the team activities? Did it change your opinion on the subject? If so, how? If not, why? No changes here, my thoughts are  confirmed. I do not need the stress of hiring anyone. It was interesting to learn what was important to others in hiring. Mostly we agreed upon who we would hire and why, from the get go. I think one person started down a different path and was converted by our excellent leadership or time management.

3. How you will utilize the information learned in your nursing practice.  Being open and doing homework on candidates prior to interviews stand out as two skills I could take into any job, even if I dodge the hiring.

4. You personal feelings about the material covered. It was required material. You can not lead if there are no followers. No coaching required if there is no team. No referee needed if there is no goal or rules to follow. There is only so far a one man band can go in corporate America.

week 4 hiring data


    • Week 4- Interview Questions Data
  • Interview Questions
  • Cameron S. with Pizza Hut, dine in restaurant, Arizona
  • What sets one candidate apart from another one? Attitude, work ethic and mannerisms set one candidate apart from the rest.
  • How long does your hiring process take? If I am hiring a team member the process takes at least 3 days. If I am hiring a manager the hiring process could take a week or more. Manager candidate names get run through a state system.
  • Do you have one set of questions you ask for all potential employees or do you switch questions each interview? We had corporate questions and then added our own set of questions to bring out the interviewees traits- I am looking specifically for values, integrity, mannerisms, priorities, how they carried themselves and hygiene. Team member questions are less strenuous than manager questions.
  • When you post a job, typically about how many people do you select for an interview? I select 5-10 candidates to interview per position, usually in waves of 3. After the first two are chosen then I re-evaluate to see how many more I might need to add, if any.
  • What are your absolute deal-breakers when you are evaluating potential employees? Criminal record of murder or other violent predator crimes and disrespect.
  • If you were aware that a candidate had been terminated from their preceding job, what lengths would you typically go to in order to find out if this person is a good fit for your organization? I did not contact the previous employer. I added questions for authority and relationship issues
  • On a scale of 1 to 10 how much does personality weigh over initial skill of the job? I believe that most people can learn these simple jobs, but it would be easier on all of us if they had good personalities.
  • What taboo questions can you think of that potential employees should NOT ask during the interview process? I did not ask any questions in relations to their politics, religion or sexual orientation.
  • When a background check is completed and criminal history (or history of any kind) shows up what really goes through HRs mind? Again, I hire felons who have done time, if the crimes were not murder or child predator.
  • What is the most important training or skill one must possess, to be a highly successful interviewer of potential employees? Social grace and good judgement.
  • If you extended a job offer and later realized it was a mistake or undesirable candidate for some reason, could that offer be withdrawn without explanation?
  •     I never withdrew any job offer, but I did have to let many go at the end of  their first day of work if they could not keep up or learn fast enough.
  • What would make an employee indispensable? Work ethic, respect, values, integrity, social skills.
  • How long is the training process and will it consist of one shift or all of the shifts before settling down into a specific shift? Every position has its own length of training, some people catch on quicker than others.
  • What level of experience is considered during the hiring process, do you only  hire newly graduates or only someone is experienced or would you consider both? I hire both. I figure you have to get your training somewhere and sometimes it is better to get and train a an inexperienced worker. Experienced workers can be good resources and require less training.

If you consider both, someone highly experienced and someone who has no experience, what sets them apart to help with your final decision? I look at how they carry themselves, hygiene, mannerisms, ethics, integrity, personality, priorities and respect. Anyone can be trained if the desire and  work ethic is there.