Whenever i was working this summer we had someone not show up just because he didn't want to. He didn't call to tell anyone he wasn’t gonna be there and we had to close down the place i was working because someone decided not to come into work. We had another person who wouldn’t show up on time and would leave before it was closing time everyday and each day he made up excuses to leave and why he was late. If I was a boss or manager of a department and i had someone constantly doing something like this I wouldn't let my employ do that either he gets on time and stays till closing or he leaves and that is it. Everyday I would get there 15-20 minutes before i was scheduled so i can get everything cleaned from the previous worker the day before
No matter how rude or disrespectful the employee or student is don’t let them know that you are angry. If they don’t do anything that they are supposed to do, getting angry and upset will only be used against you in the long run. Expect the laziness, at first they are going to try to push buttons in order to make you upset. Don’t let them win.
These are often the same type of employees that have a drinking problem or drug addiction. If the employer failed to document everything pertaining to meal breaks, rest periods, and actual hours worked a viable lawsuit might result. Money hungry employees often look to the legal system as a means of obtaining
that I wanted to pursue a career in the medical field but I was not sure
Difficult people in the workplace come in every conceivable variety. These coworkers would talk constantly, and never listen. Some just have to have the last word; they criticize and compete with you for power, privilege, and the spotlight. Disciplining employees is a necessary part of each organization.
not having any interest in their suggestions to the employee that thinks they were hired
Ralph Porter, who is a production manager at the Slade Company, was concerned of other employees that were dishonest regarding the time card. This paper focuses on the situation, the issues, and alternatives that may be brought up to the attention to end the employees’ dishonest behavior. The author will then evaluate the alternatives and develop an action plan for a better solution. Slade Company was a small but successul manufacturer of metal products with 500 workers. Worker’s felt secured, with no layoffs within the company.
Another factor which can impact on absenteeism is negative work attitude, which the management of the company try to reduce by treating the employee as a human being first and not as “a commodity where you try to squeeze something out” (Davis, 2013). The last factor the be taken into consideration is turnover, which refers to an employee leaving the company. At SAS the turnover is very low 2-3% (Crowley, 2013) and this is due mainly to the vision that the company has, to treat people well. Dr. Jim Goodnight, CEO and co-founder of the company, loves to say "Treat employees like they make a difference and they will”.
This is a normal ethical problem that almost every company has encounter, because every company has employees who work for their company. The employees may use the working time during a normal work day to do other things, such as doing some personal activities, taking long breaks, leaving early, and other stuffs. Since Microsoft is a multinational company, it could be a major problem because some other country may have a different culture and traditions. In those cultures, employer may accept late arrival and leaving early. As everyone knows time is a money for a business. The more time people spend on working, it would result in higher outcomes that will lead to higher profits. The company needs to be very careful when talking about ethics, because people view and define ethic differently. The ethic may be just what is right and wrong. So they have to be open and respect other people ideas and opinions. The possible solution for this problem is to set up a standard rule that all workers must be on time, and have a limit for an excuses. This would make people think more about skipping job, or late to
It could be for tardy, safety violation, negligence, not taking proper breaks, etc. It is important that the employee knows this fact within employee handbook. I strongly recommend that you provide the employee with a copy of your employee handbook on their first day and then once annually thereafter. However, if an employee destroys company property because they failed to follow proper safety procedures... It is very hard to include every type of poor behavior within your progressive discipline policy so making sure that it is understood that the real key is that you cover the idea that an employee will be subject to progressive discipline when they exhibit poor behavior.
My duties as an aide were to, obtained positions of increased responsibilities for clients assigned by agency. Perform a variety of duties as requested by client's, such as; obtaining household supplies and running errands.
Staff behaviors control the performance and capabilities of an organization. Most workers display productive or counterproductive productive behaviors that have effect on workers, clients, and programs. The ability to control these behaviors is a necessary part of delivering exceptional services. Many workers automatically adopt behaviors that fit in with the best interest of the organization. Although these behaviors are common, some employees fail to follow order and create havoc for others around them. Productive behavior allows workers to perform daily functions whereas counterproductive behaviors develop issues that are costly. Good behavior contributes to goals and objectives set by the organization (Britt & Jex, 2008).
Dealing with Unprofessionalism in the Workplace There are many types of unprofessional behavior in the workplace, which include habitual tardiness, absence, harassment or bringing personal issues to the job. These behaviors can cause disruption to the company as a whole, which means they should be dealt with as soon as possible. Depending on what behavior is demonstrated, you have various ways o deal with it. • Disengagement
There are some who are habitually late and always have an excuse, ones that get more outlandish everyday! While there may be times when a person may be late through no fault of their own, an employee who anticipates being late should always call and let the boss or someone, know of their delay.
If staff are absent from work they are not able to carry out the functions for which they have been employed. In many businesses, these functions have to be taken on by someone else - if not, the customer could suffer. Reducing absenteeism is an important feature of human resource management. The extent to which absenteeism affects businesses has been a topical feature. Not only does absenteeism cause problems, but employers are beginning to recognise the effects of 'presenteeism' - staying at work when you are ill or because you believe that in some way your 'presence' will help boost your promotion prospects.
Absenteeism is a serious problem for a company, it not only reduce the productivity buy also make the company lose a lot of money. workplace bullying, employee`s health, workplace condition and Unfairness at work are the common causes of absenteeism. However, there are not just these few causes for absenteeism, the most important is manager should be good at observe and analysis, try the best to find out the reason of absenteeism and take an action to improve it. And the five basic elements of an effective absenteeism control and the Point Contingent rewards may be able to help you. But the managers should keep in mind, in order to have a successfully absenteeism control, the organization should have a comprehensive strategy or use a combined approach to approach the problem not just depend on one or two methods. (Cole & Kleiner, 1992)