Human Resources - Case Study Example

It is worth mentioning in this context that an individual is free to do anything as long as he or she does not violate the nation’s constitution. Oiler’s activities, on this basis, can also be argued as the ones that do not violate the nation’s constitution, which lacked any protection for transgender or even did not provide any legal barrier to such activities. Moreover, Peter Oiler has always been punctual, trustworthy, and an exceptionally productive employee. He has always performed his tasks honestly, without giving the management any chance to make any complaints.

He has always been working hard for the betterment of the organization and was treated as an asset for the company by his peers. There have been no complaints regarding his discipline or manners at the workplace even before his dismissal. In addition to these facts, even his co-workers did not have any complaints either with his work or with his cross-dressing. It should be noted that Civil rights Acts of 1964, Title VII (Equal Employment Opportunities) prohibits any kind of employee discrimination based on color, sex, race and national origin (National Archives, n.d.).

It should be noticed that Peter Oiler was a truck driver in the organization and not the employee of a higher rank; therefore, it can be argued that Winn-Dixie has not only violated the employees’ rights but has also lost one of its loyal and hardworking employees (Texas Woman’s University, 2012). To be precise, the case apparently depicts that the rights of Oiler were violated. Question 2 ‘Employment at-will’ is being followed in many American states by the employers or the organizations to fire their employees and end the employment relationship without any liability, especially in cases which do not involve any defined contract (Texas Woman’s University, 2012).

Such practices have often been observed to impose negative impacts on the employees and often de-motivate them from giving their best to the organization. It may also result in the decline in their productivity for the organization, distorting its image to a certain extent. In this case, after Peter Oiler’s termination, a fear and a doubt have arose in the minds of the Winn-Dixie’s employees concerning their job security and future – they thought that what had happen with Oiler can also happen to any other employee of the organization.

This activity of the organization also raised many questions regarding its trust-worthiness among the employees. It may create tension between the organization and the employees, creating hurdles in the way of the organization to achieve its predetermined missions and objectives. Employees may also stop focusing much on the quality of their performance, which may ruin the overall image of the organization. Even if new ideas are generated among the employees, they may resist communicating them to the management, as they are afraid to lose their job.

Furthermore, people are likely to resist the interference of any other entity in their personal life without liability. If the organization like Winn-Dixie continues to relate one’s personal life with one’s workplace performances, the employees are likely to consider it as a restriction to their personal space, which can affect the company’