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CMG3701 Assignment 3 (COMPLETE ANSWERS) 2024 (891516) - DUE 31 July 2024
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- CMG3701
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- University Of South Africa
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CMG3701Assignment 3
(COMPLETE
ANSWERS)
2024 (891516) -
DUE 31 July
2024
CONTACT: biwottcornelius@gmail.com
Read the scenario below and answer questions: Mr Hanyane has been a
Grade 10 English educator for several years. The school where he teaches
has appointed a new principal. The principal soon discovers that Mr Hanyane
, absences himself frequently from school. Mr Hanyane never completes leave
forms and has created a pattern of absence, especially on Mondays and
paydays. The principal warns Mr Hanyane once and informs him that he may
be fired. Mr Hanyane continues with his behaviour and ignores the principal.
After an absence of four days without any account of his whereabouts, the
principal calls Mr Hanyane to his office and informs him that he can continue
his leave because he has been dismissed. Question 1: 1.2 Discuss the impact
of poor performance on an educator's employment contract. (13 marks)
In the context provided, the impact of poor performance on an educator's employment contract
can be significant. Here are some key points to consider:
1. Breach of Contract: Poor performance, including frequent unauthorized absences and
failure to complete required administrative tasks like leave forms, constitutes a breach of
the employment contract. Contracts typically outline the duties and responsibilities of the
educator, which include regular attendance, proper documentation of leave, and
adherence to school policies.
2. Legal Implications: Continued poor performance despite warnings and official
communication from the principal can lead to legal consequences. Schools have a right to
expect educators to fulfill their duties effectively and professionally. Failure to meet these
expectations can justify termination of the contract.
3. Impact on Students: Educators have a responsibility to their students to provide
consistent and quality education. Frequent absences and neglect of duties can directly
impact student learning and well-being, which is a serious concern for school
administrators and can justify contract termination in the interest of maintaining
educational standards.
4. Administrative Burden: Poor performance also creates an administrative burden on the
school. For instance, the principal may need to rearrange schedules or find substitutes at
short notice due to unauthorized absences. This disrupts the smooth functioning of the
school and affects overall productivity.
5. Professional Reputation: Continued poor performance can damage the educator's
professional reputation within the school and broader education community. It may affect
future employment prospects and credibility as an educator.
6. Corrective Measures: Before termination, schools often provide warnings and
opportunities for improvement, as seen with Mr. Hanyane. However, if these measures
are disregarded and poor performance persists, termination becomes a necessary course
of action to maintain the school's standards and operations.
In conclusion, poor performance by an educator, as illustrated by Mr. Hanyane's case, can lead to
termination of their employment contract due to breaches of duty, legal considerations, impact
on students, administrative challenges, and damage to professional reputation.
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