Case: TGIF
Office parties can at times turn out to be a tale of shenanigans and happenings that can really be a pain to the management and especially the HR department. Some of these tales can be damaging to the face of the company, or affect relationships between the companies’ staff (Lett, 2009). Looking at the Quantum software's case, the paper will aim at pointing out a few problems and concerns that arose as a result of the Friday beer bust.
Macro
A concern bill raises the possibilities of employees who are drunk to cause accidents as they head home after the Friday burst. This is a problem that would cause harm to the employee, the other parties involved in the accident and the company. The company would have to take liability for the accident since the employee got intoxicated while still in the extension of work practice (Brown, 2014). Worse still if such an incident got to receive attention from the media, the face of the company would be greatly damaged. This also applies to any other incidences or accidents that could happen during the party. For instance, damage to property through unruly behavior, fights and any inappropriate behavior. It could bring harm to an individual or damage to property. This would make the company to take liability and try its best to keep such stories from reaching the public for the sake of the company's reputation.
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Legal consequence is another problem the company would have to deal with. In the event of accidents or incidents arising during and after the party, for example, vehicle accidents, violence, or harassment of any kind that call for resolution by law, the company without a doubt would have to be dragged in the legal procedure.
Micro
Due to overindulgence, there might arise accidents during the party, a good example is John's fall on the snack table. Some of these accidents may end up being fatal depending on their magnitude, for example, assuming the party is held on the rooftop of a building and a drunken employee accidentally falls off, or trips down the stairs, this could lead to bodily harm that the company might have to take liability of (Brown, 2014). Rowdy behavior and violence are other problems prone to arise as a result of overindulgence.
Actions arising from overindulgence may ruin relationships amongst the staff. For example, Bill already seems pissed by John's behavior, and because of it, he wants the management to find an alternative for the weekly bust or bring it to an end. But the boss will not buy this idea. In the case of a fight, or any other form of violence, the parties involved are likely to develop a strained relationship that extends and may reflect even at the workplace (Brown, 2014). Depending on how one behaves after indulging in alcohol, other employees are likely to judge him/her and create perceptions in mind about him/her.
Causes
The major cause of all these problems is overindulgence in beer by the employees. This can directly be attributed to a person's lack of self-control. Drinking and driving or engaging in activities that need focus and concentration is the major cause of accidents, be it vehicle accidents, accidents within the party, for instance, a drunk employee tripping down the stairs, or even after one gets home. The company too has not set limitations as to what extent one can drink and for this reason, the employees end up having as much as they can.
Systems Affected
The human resource department is usually the most affected department when any of these problems come up. This is because it is the department charged with the responsibility of ensuring every employee is at his/her best behavior (Brown, 2014). It is the department that has to get to the bottom of matters see where the problem started, how to resolve it, ensure it does not become a matter of public interest and come up with disciplinary measures for the victims. The finance department is also not spared in this. In the event of any damages caused linking to the party, the finance department usually has to take up the damage cost. The legal department too from time to time has to come in to help resolve some of the matters that call for legal mediation.
Alternative
In place of the weekly beer bust and in a bid to minimize liabilities arising from this party, the company can opt for alcohol-free parties and hangouts. The beer could be replaced with a barbecue party, or coffee hangouts since most of these problems are alcohol related. The company can organize for outdoor fun activities such as road trips, hiking, and other team building activities for the employee. Not many companies hold weekly parties for their employees, therefore, the management can just decide to go by the norms set by a majority of companies regarding this and just opt to hold these parties occasionally, for example, end year parties. Moreover, the company could decide not to hold any parties at all. Stan can as well decide not to change anything about how the weekly bust is conducted or replace it with any other option. Since, according to him the weekly bust is among the key factors behind the team spirit in the company, and it is part of the corporate culture, thus it is a risk worth taking.
Recommendation
Employers can be held responsible for the behavior and conduct of their employees during work parties. Therefore, it is very important for the management together with the human resource department set up measures that ensure no harm or problem arises during or after these parties (Brown, 2014). It is in this wake that I recommend the following measures to Quantum software Company, so as to ensure that the risks arising during their weekly beer bust are minimized such as that of staff misconduct and other problems that may arise. The management should take note of employees that are likely to have gross misconduct during these parties (Mackin, 2007). For example, in the case of John, having known that he is one who overdoes things at the party, it is necessary to have him closely watched and when things start getting out of hand with him, he can be taken home.
All employees should be briefed on their expected code of conduct during these parties. Let them know particular acts that they should not carry out and have them ask questions they may have about their conduct during the party as well as hear their opinion on the rules you have set for them. A clear policy on the expected standard of behavior should be laid out jointly by both the employers and employee so as to create consent in this and ensure that both parties are fairly put to consideration (Great Britain, 2007). At the same time let them know that they should have a good time at the party. Let them bear in mind that the weekly beer busts are still an extension of work function and that they should show great responsibility while still having fun. The human resource department should provide each employee with a template providing advice on how they should conduct themselves during these parties and let the employers know that any gross or inappropriate behavior is subject to disciplinary action (Peragine, 2007).
During these parties, there should be two or three people appointed by the management to oversee the conduct of people and ensure that nothing gets out of hand. Guidelines should be provided to the overseers on how to deal with disorderly employers during these parties (Brown, 2014). To deal with the issue of excessive consumption of alcohol, the management should limit the supply of alcohol and make sure there are plenty of non-alcoholic options such as soft drinks and water. Alcohol should not be provided for free all through the night. A certain limit should be laid out, or beer should stop being distributed at a certain set time. The management should remain vigilant so as to ensure no staff gets drunk.
Although this is not an obligation to the employee but it would help in minimizing the risk of injury. Staff who feel or look intoxicated and need help home can get in touch with the managers or persons overseeing the party for the arrangement of transport home (Great Britain, 2010). Alternatively, all employees should have a plan jointly prior to the party on how they are going to get home, each one of them this could be by hiring a common means of transport or liaising with a private transport company (Peragine & Hudgins, 2016). Advice should also be issued against excessive consumption of alcohol as well as no drinking and driving prior to and during the party.
If the above measures cannot be applied, then the organization can opt for other methods of keeping the team strong and together, other than the weekly bust. The company may decide to organize regular hikes, coffee hangouts together, or office dinner. This will ensure that the risks likely to arise from the weekly bust are curbed.
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References
Brown, D. R. (2014). An experiential approach to organization development. England: Harlow Pearson.
Great Britain. (2007). Conduct of Mr. David Cameron. London: The Stationery Office.
Great Britain, & Great Britain. (2010). The conduct of Lord Paul: 4th report of session 2010-11. London: Stationery Office.
Lett, C. W. (2009). That's so annoying: An etiquette expert on the world's most irritating habits and what you can do about them. New York: Skyhorse Pub.
Mackin, D. (2007). The team building tool kit: Tips and tactics for effective workplace teams . New York: AMACOM.
Peragine, J. N. (2007). 365 low or no cost workplace teambuilding activities: Games and exercises designed to build trust and encourage teamwork among employees . Ocala, Fla: Atlantic Pub. Group.
Peragine, J., & Hudgins, G. (2016). 365 Low or No Cost Workplace Teambuilding Activities: Games and Exercised Designed to Build Trust & Encourage Teamwork Among Employees . Ocala: Atlantic Publishing Group.
