Consider yourself the Boss of a small Company. The company revised and updated the compliance policy. Now one of the employees refused to attend training course arranged by the employer and that led to incompetent in his job, Causing injuries to a person in the workplace.
Questions:
Who would you invite into your office and what information would you require? (400 words)
How frequently you suggest that Enterprise policies and procedures be updated. (400 words)
Prepare a long- and short-term action plan to address the situation. (700 words)
Sample solution
Dante Alighieri played a critical role in the literature world through his poem Divine Comedy that was written in the 14th century. The poem contains Inferno, Purgatorio, and Paradiso. The Inferno is a description of the nine circles of torment that are found on the earth. It depicts the realms of the people that have gone against the spiritual values and who, instead, have chosen bestial appetite, violence, or fraud and malice. The nine circles of hell are limbo, lust, gluttony, greed and wrath. Others are heresy, violence, fraud, and treachery. The purpose of this paper is to examine the Dante’s Inferno in the perspective of its portrayal of God’s image and the justification of hell.
In this epic poem, God is portrayed as a super being guilty of multiple weaknesses including being egotistic, unjust, and hypocritical. Dante, in this poem, depicts God as being more human than divine by challenging God’s omnipotence. Additionally, the manner in which Dante describes Hell is in full contradiction to the morals of God as written in the Bible. When god arranges Hell to flatter Himself, He commits egotism, a sin that is common among human beings (Cheney, 2016). The weakness is depicted in Limbo and on the Gate of Hell where, for instance, God sends those who do not worship Him to Hell. This implies that failure to worship Him is a sin.
God is also depicted as lacking justice in His actions thus removing the godly image. The injustice is portrayed by the manner in which the sodomites and opportunists are treated. The opportunists are subjected to banner chasing in their lives after death followed by being stung by insects and maggots. They are known to having done neither good nor bad during their lifetimes and, therefore, justice could have demanded that they be granted a neutral punishment having lived a neutral life. The sodomites are also punished unfairly by God when Brunetto Lattini is condemned to hell despite being a good leader (Babor, T. F., McGovern, T., & Robaina, K. (2017). While he commited sodomy, God chooses to ignore all the other good deeds that Brunetto did.
Finally, God is also portrayed as being hypocritical in His actions, a sin that further diminishes His godliness and makes Him more human. A case in point is when God condemns the sin of egotism and goes ahead to commit it repeatedly. Proverbs 29:23 states that “arrogance will bring your downfall, but if you are humble, you will be respected.” When Slattery condemns Dante’s human state as being weak, doubtful, and limited, he is proving God’s hypocrisy because He is also human (Verdicchio, 2015). The actions of God in Hell as portrayed by Dante are inconsistent with the Biblical literature. Both Dante and God are prone to making mistakes, something common among human beings thus making God more human.
To wrap it up, Dante portrays God is more human since He commits the same sins that humans commit: egotism, hypocrisy, and injustice. Hell is justified as being a destination for victims of the mistakes committed by God. The Hell is presented as being a totally different place as compared to what is written about it in the Bible. As a result, reading through the text gives an image of God who is prone to the very mistakes common to humans thus ripping Him off His lofty status of divine and, instead, making Him a mere human. Whether or not Dante did it intentionally is subject to debate but one thing is clear in the poem: the misconstrued notion of God is revealed to future generations.
References
Babor, T. F., McGovern, T., & Robaina, K. (2017). Dante’s inferno: Seven deadly sins in scientific publishing and how to avoid them. Addiction Science: A Guide for the Perplexed, 267.
Cheney, L. D. G. (2016). Illustrations for Dante’s Inferno: A Comparative Study of Sandro Botticelli, Giovanni Stradano, and Federico Zuccaro. Cultural and Religious Studies, 4(8), 487.
Verdicchio, M. (2015). Irony and Desire in Dante’s” Inferno” 27. Italica, 285-297.
Sample Answer
Sample Answer
Addressing Non-Compliance and Workplace Incidents in a Small Company
Inviting Relevant Parties and Gathering Information
As the Boss of a small company facing an employee’s refusal to attend a crucial training course and subsequent incompetence leading to workplace injuries, it is imperative to address this issue promptly and comprehensively. In this scenario, I would invite the following individuals into my office for a discussion:
Invitees:
1. Non-Compliant Employee: The employee who refused to attend the training course and whose incompetence resulted in workplace injuries.
2. HR Representative: To provide insights on the company’s policies, procedures, and disciplinary actions related to non-compliance.
3. Safety Officer: To discuss the specifics of the workplace injuries, their impact, and recommendations for prevention in the future.
Required Information:
1. Employee’s Perspective: Understanding the reasons behind the refusal to attend the training course and addressing any underlying issues or concerns.
2. Training Records: Reviewing documentation related to the training course invitations, reminders, and the employee’s responses.
3. Incident Reports: Examining details of the workplace injuries, their severity, impact on the injured individual, and any corrective measures taken post-incident.
Frequency of Policy Updates
Regular updates to enterprise policies and procedures are essential to ensure alignment with legal requirements, industry standards, and organizational changes. I recommend updating policies and procedures at least annually or more frequently if significant regulatory or operational shifts occur. Additionally, conducting periodic reviews by key stakeholders, including HR, legal counsel, and department heads, can help identify areas requiring revision or enhancement.
Long- and Short-Term Action Plan
Short-Term Action Plan:
1. Immediate Training Remediation: The non-compliant employee must undergo mandatory training to address knowledge gaps and enhance competence in their role.
2. Performance Improvement Plan (PIP): Develop a PIP outlining specific objectives, timelines, and support mechanisms to help the employee improve performance.
3. Incident Investigation: Conduct a thorough investigation into the workplace injuries, identify root causes, and implement corrective actions to prevent future incidents.
4. Communication Plan: Communicate transparently with employees about the importance of compliance, training requirements, and the company’s commitment to a safe work environment.
Long-Term Action Plan:
1. Policy Review and Enhancement: Conduct a comprehensive review of compliance policies and procedures, updating them to incorporate lessons learned from this incident.
2. Training Program Enhancement: Revise training programs to ensure they are engaging, accessible, and aligned with employees’ learning needs and job requirements.
3. Performance Monitoring: Implement regular performance evaluations and feedback mechanisms to track employee competence and address deficiencies proactively.
4. Safety Culture Promotion: Foster a culture of safety through ongoing training, communication, and employee engagement initiatives to prioritize workplace safety and compliance.
By addressing non-compliance issues decisively, updating policies regularly, and implementing tailored short- and long-term action plans, the company can mitigate risks, enhance employee performance, and create a safer work environment conducive to productivity and well-being.
This comprehensive approach aims to address the immediate challenges posed by non-compliance and workplace incidents while laying the foundation for sustained improvement in employee performance, safety practices, and policy adherence within the organization.
