Study Case Manage people performance
1. In this case it is obvious that the employee is worried more about the child and the problems that were caused by their divorce. Firstly I would have a conversation with the employee, discussing the issue of his/her under performance. Initially my main concern would have been, not to bring the employee in an uncomfortable situation, while discussing his personal matters.
I would try to liberate the employee from most of his responsibilities, giving the time needed for him/her to find a solution for the child. Time will fix up the situation, and the employee can return in the previous condition and level of performance.
2. In this case, we have an employee who refuses to improve him/herself. Once he/she has been given many chances, through training and coaching, as well as verbal and written warnings, it is clear that the employee has to be replaced as soon as possible.
3. You cannot take any further action, unless you have made the reasons of his performance clear. You can consider your options, only after you listen to him.
4. Being drunk at work is not only unprofessional, but also makes employees unable to function properly and may even result in injuries to the drunken employee and others.
As a manager, I can create policies and codes of conduct that the employees agree to follow at all times. One policy of this kind should relate to drug and alcohol abuse, and should be signed by all your members of staff.
In this alcohol and drug abuse policy, it will state that we will not tolerate any abuse of drugs or alcohol in the workplace at all. An employer is actually required by law to refuse any intoxicated staff members access to the workplace.
5. I am opposed to training as a means to correct the personal characteristics of individuals. And in this case the employee’s characteristics do not probably match, with the employee’s responsibility dealing with customers. I will either involve the employee more with tasks that do not include
I would try to liberate the employee from most of his responsibilities, giving the time needed for him/her to find a solution for the child. Time will fix up the situation, and the employee can return in the previous condition and level of performance.
2. In this case, we have an employee who refuses to improve him/herself. Once he/she has been given many chances, through training and coaching, as well as verbal and written warnings, it is clear that the employee has to be replaced as soon as possible.
3. You cannot take any further action, unless you have made the reasons of his performance clear. You can consider your options, only after you listen to him.
4. Being drunk at work is not only unprofessional, but also makes employees unable to function properly and may even result in injuries to the drunken employee and others.
As a manager, I can create policies and codes of conduct that the employees agree to follow at all times. One policy of this kind should relate to drug and alcohol abuse, and should be signed by all your members of staff.
In this alcohol and drug abuse policy, it will state that we will not tolerate any abuse of drugs or alcohol in the workplace at all. An employer is actually required by law to refuse any intoxicated staff members access to the workplace.
5. I am opposed to training as a means to correct the personal characteristics of individuals. And in this case the employee’s characteristics do not probably match, with the employee’s responsibility dealing with customers. I will either involve the employee more with tasks that do not include