CASE STUDY 1 Read the case below and answer the questions that follow: [10] John applied for the post of supervisor at Amazing Textiles (Pty) Ltd, a textile factory. At his final interview he made it clear to the HR manager of the company that he had no experience in the textile industry as he used to be employed in the liquor industry. The HR manager nevertheless appointed John in the post of supervisor and the company gave him the undertaking that he would receive training. During the first three months of his employment John received two verbal warnings from Mr Mazibuko, the manager of his section, because two of the company's clients had been complaining about the poor quality of the fabrics delivered to them. When a third customer complained about the poor quality of the fabric and cancelled his orders, Mr Mazibuko reported the incident to the general manager who called John to his office. The general manager impressed upon John the importance of good quality fabrics and informed him that the company could not afford to lose clients because of his failure to ensure the quality of their products. When Mr Mazibuko informed the general manager that this was the third occurrence of this nature, the general manager dismissed John without further ado. John protested and tried to explain that he had never received training and did not know exactly what was expected of him. Mr Mazibuko, however, informed the general manager that a fellow worker had been provided to train John. John requested the general manager to reconsider his decision, but the latter confirmed the dismissal and asked John to leave the company premises immediately. It was later proved that the fellow worker who was supposed to train John was on leave for three weeks at the time of John's appointment and upon his return he spent half an hour with John to show him what he had to do. Question1 (4) John asks you to explain to him if this dismissal can be perceived as with a good reason and/or procedure.