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Questions: 1) Importance of fixing or firing underperforming employees.2) Authors view on fixing or firing an employee and justification.3) Thing to remember in counseling underperforming employees and putting them on an effective performance plan.4) Ways for underperforming employees rationalize their performance.5) Three different perspective the managers consider before terminating an employee who underperform.6) Applying the lessons from the book to my own performance. Answers: 1) Importance of fixing or firing underperforming employees It has been observed that the managers of the organization may find it difficult or challenging to deal with the employees who are underperforming. In order to deal with the context, different analyses have been done. The author Steven Shaer has provided a number of strategies, theories and some practical facts in improving employees performance. It is evident that high employee turnover could hurt the bottom line of the company. In addition, Shaer (2013, p.123) commented that it could cost double of an employees salary to hire and train a new employee. Moreover, on the other hand, Shaer (2013, p.165) opined that firing an employee could damage the morality among the exiting employee of the organization. The author Steven Shaer has also stated that the cost of employee turnover for any business is always greater despite of the level of wages paid to the employees who are leaving or joining the organization. Furthermore, in order to reduce the turnover cost of the company it is essent ial for the organization to develop the workplace policies such as management support, consultation with the employees and defining the terms of policies. On the other side, there have been different reasons based on which the organization takes the initiative to fire the employees as it could be difficult to work with the employees who do not cooperate in developing organizational performance. For example, it can be stated that, there are some employees who order other employees to do their tasks. They could create difficulties for others in the workplace. In addition, the author Steven Shaer has mentioned that some of the employees within the organization could always perform poorly and they become clueless for their action. Thus, it is necessary for the organization to fix and fire employees based on the situations cropped up. 2) Authors view on fixing or firing an employee and justification On the context of firing or fixing an employee, the author Steven Shaer has been given a critical but positive opinion. The author stated pointing the managers of the organization that they have to deal with tough employees. The managers might face the situations where they have to coach the employees whose performances are not up to the standard. However, some other situations could appear where not all efforts put by the managers are enough. Thus, the best technique needs to be let the employees go rather spending more time on them. Nevertheless, the author thinks that firing an employee could tarnish the morality of other remaining employees. Moreover, it could increase the turnover rate of the organization, which in turn could damage the image of the company in the industry. Therefore, the author thinks, the organizations need to implement some motivational strategies to retain and develop the performance of the employees. The motivational strategies such providing them rewards, promotion based on performance, involving them in decision making and problem solving. The author concludes this context stating fixing an employee is better than firing the employees (Shaer, 2013, p.173). 3) Thing to remember in counseling underperforming employees and putting them on an effective performance plan In this particular context, the author has mentioned about different things such as building a relationship based on mutual trust, getting the agreement exploring alternatives, handling to excuse, proving feedback etc (Shaer, 2013, p.171).It is observed that establishment of any coaching relationship is usually rooted in managers daily contact with the staffs. Thus, it can be added that without a certain of trust implementing a better coaching meeting could be impossible as mentioned by Shaer (2013, p.11).In addition, by exploring the ways, the issues could be solved quite easily by motivating the employees in identifying alternative solutions. 4) Ways for underperforming employees rationalize their performance There have been multiple ways the employees could undertake to rationalize their performance in an organization. The employees could develop their practice of working and work performance through teamwork. While working in a team, the employees could get multiple opportunities while working in a team. The employees get the opportunity to share knowledge and information. They gain the ability in making decision, solving problems and dealing with difficult situations. In addition, there have been different situations where the employees find it difficult to manage time for the tasks and they end up underperforming. In addition, the management of the company usually provides coaching for the employees who underperform. Based on the information provided in coaching, the employees could identify their weak area and find suitable situations. 5) Three different perspective the managers consider before terminating an employee who underperform Before terminating an employee, the manager of the organization needs to consider a number of things such as considering whether the employee fails unprotected status. For example, the manager needs to consider whether the underperforming or affected employees fail into the category, which is protected by federal laws. The managers of the company need to be aware of the fact that employees are not terminated due to their race, age, citizenship religion, sexual orientation, etc (Shaer, 2013, p.109). On the other side, the managers need to consider possible retaliation allegations. For example, other employees may file complaint regarding work violation, discrimination, etc. In addition, the manager also needs to consider protecting confidential information about the organization and its management as stared by the author. For example, the information could be about employees, clients. It could be harmful for the organization if any employee removes or utilize any information. Lastly, the managers need to confirm whether the affected employee has adequately been paid for the tasks they performed. Shaer (2013, p.160).stated that the company must pay for the tasks performed until last date of terminating. 6) Applying the lessons from the book to my own performance The book fixes them or fire them provided a great assistance to my own career. There are certain lessons with respect to fixing and firing an employee within an organization. The lessons help me to analyze the situation while terminating or retaining an employee. Before firing an employee I would consider the things such as the reason for terminating or retaining and any possible outcome that could affect the organization later. While firing an employee, being a manager of the company I would investigate the reason for his/her poor performance. Based on the reasons, I would implement the necessary steps. For example, if an employee is underperforming due to lack of involvement in meeting, discussion, decision making, then I would provide the assistance required for their improvement. Reference List Shaer, S. (2013). Fix them or fire them.: Challenger Press.