Employee Problems and Disciplinary Actions
Employee Problems and Disciplinary Actions are everyday issues that an Human
Resource department has to deal with.
Employee Problems at Work
The purpose of this review is to explain how I as a hospital administrator
would handle problem employees. Most new employee problems could be
corrected before they start their first day of work if they are covered in
the pre-employment interview. Employees get very defensive, and often use
excuses as a way to try and make their mistakes right. In this report, I am
going to cover how I would discipline problem employees. The last topic I
will be covering is a course of action that may or may not be the solution
for dismissal for problem employee’s behavior.
Problem employees are in every organization. They are in government jobs,
private jobs, just to name a couple. The majority of my time in the
workforce has been in a government position. This ranges from the military
to the United States Postal Service, and there has not been one duty station
problem free. Most of the problems I have witnessed all seem to relate to
selfishness. Everyone has a little selfishness about them, its human nature.
However, it’s those that are so selfish that it affects their work, family,
and friends. These type people can be a nightmare to a supervisor, and they
can be a nightmare for employees.
During my review of Using Company Policies as a Shield, it states, “You are
out to get me, or you don’t like me.” These are a couple of the responses
you get out of employees when you try and tell them they are in the wrong.
First, most problem employees can never accept the fact they are doing
something wrong. Secondly, problem employees get extremely defensive if
confronted about mistakes. So how do you handle problem employees who are
this irresponsible? The answer is very carefully. On page 253 of Delivering
Health Care in America 4th edition it states, “Supervisors must address the
results of behavior. Managers should not attempt to infer causation.”
That statement is so very true.
There may be any number of reasons why problem employees behave the way they do.
One of the most frequent reasons would be personal problems at home. Have you
ever heard the saying, “leave your personal problems at home when you come to
work?” That isn’t as easy as it sounds to do. What if the problem employee is
defensive because he or she is constantly abused at home? What if he or she had
a troubled childhood? There are thousands of reasons why he or she may be
defensive. As a supervisor you have to find a way to break the barrier without
crossing a very thin line. On page 253 of Delivering Health Care in America it
says, “Supervisors who suspect that personal problems are behind declines in
performance must approach their employees in a manner that is respectful of their
right to privacy.” Also, as a supervisor I would need to monitor how these
problem employee’s are being treated at work. Another employee could be doing the
smallest of things that sets their behavior off. If after review, I didn’t witness
any of these reasons, then it could be something as little as pure laziness.
Laziness is the number one reason to me that people become defensive. They know
they don’t want to perform, and they know there are consequences for not doing so,
so they get defensive. They will say things like, “this isn’t going to affect my
evaluation is it?”
A problem employee has to be corrected promptly. Most supervisors will let problems
go for too long. Why is this? The mere thought of having to take disciplinary
action is upsetting and unsettling to many managers. This supervisor mindset is
definitely not the course of action to take to correct problem employees. What I
would do to start the discipline process to correct the performance problems is a
one-on-one counseling session. I would respect the employee’s privacy and basically
give them the opportunity to get whatever it is bothering them out. Once we had
discussed the issues and if I felt they needed further counseling, I would recommend
them for a second evaluation with myself and a witness. However, they may just be
lazy and selfish and not want to do great work. If this is the case, I probably
would have that discussion with them letting them know that, yes it is going to affect
your evaluation if you don’t correct your behavior problems. Sometimes you just
have to hold your employees accountable for their actions.
What kind of policies and procedures would I implement for dismissal? From the
initial hiring interview, I would make sure to cover the rules and regulations
prior to agreement of a start date. The employee would sign a document stating
they are aware of the rules and they will understand that if they become a problem,
they will be dismissed. Once the employee is hired they would be on an evaluation
period of twelve months and every three months they would be evaluated on their
performance and behavior. If they receive more than 2 bad behavior evaluations in
a twelve month period they would be considered for dismissal from the company.
References that I used to base my opions are Katz, Paula. “Using Company
Policies as a Shield.” MGMA Connexion. August 2012. Pages 35-37.
Shi, L. & Singh, D. (2008). Delivering Health Care in America: A Systems Approach.
4th Edition. Sudbury, MA: Jones & Bartlett Publishers Inc.
How to Avoid Being Problem Employee.
You have to decide that you are going to be a positive influence in
yours and everyone else’s life that you come in to contact with.
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