Problem Analysis Final Project: Implementation and Evaluation Plan

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Problem Analysis Final Project: Implementation and Evaluation Plan MGT 350: Critical Thinking: Strategies in Decision Making

Problem Analysis Final Project: Implementation and Evaluation Plan Introduction
The problem that learning team B has been analyzing concerns an employee who has been with his organization for 10 years. The employee is considered disabled because he is hearing impaired in both ears. He likes to wander off and speak with coworkers around the building to socialize; disappearing from the department for 30 minutes to an hour each time he leaves. The team has been examining this problem and has decided on what looks to be the best solution, the results of which will be discussed in this paper. Problem Analysis Part IV – The Solution

The first possible solution the team found was to track FMLA leave. According to the Department of Labor (2008), medical issues that qualify include maternity leave, serious illness of spouse or immediate family member, adoption or a serious medical health condition that makes the employee unable to perform the employee’s job. FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to eligible employees for certain family and medical reason (pg. 1). According to Vikesland (1996-2006), the date the employee’s FMLA leave begins is after he has used all his paid leave, not the date the employee makes the request. Failure to comply with FMLA or company regulations concerning this type of leave, including providing proper documentation can resort to disciplinary or corrective actions (pg. 2). The second possible solution the team found was to track performance problems. Most supervisors do not start documenting problems until they are ready to terminate a problem employee. If a supervisor prolongs the process, chances are the supervisor is no longer willing to work towards helping the problem employee improve his performance. This can provide documentation that will serve as...
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