Employee performance is vital in ensuring the success of an organization. Often, good working relationships and conditions contribute to excellent employee performance. However, there are cases where employees tend to act contrary to the organizational conduct. In such a situation, managers and supervisors are required to take the necessary course of action and rectify the behavior for effective performance. This paper discusses a scenario that involves Isaac, a senior social work employee in a psychological facility, and the appropriate course of action taken on him.
Scenario
Isaac has been working in the ABS facility for the last ten years. He is the senior social worker responsible for overseeing other social workers in the facility. In the recent past, employees have been complaining of harassment and disrespect from Isaac. Majority of the complaints highlight that Isaac often abuses his subordinates, calling them lazy. He is also said to shame employees when they make mistakes, making them feel worthless. Finally, Isaac misuses his position as a senior employee. Often, he uses interns to do his work while spending time on social media and sleeping in the office.
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Corrective Action
As a manager, I should deal with Isaac's problem to ensure that he is respectful to his subordinates and that he performs his duties effectively. Three steps of corrective action will be utilized; providing oral warning, written warning, and taking disciplinary action on Isaac since the behavior is persistent ( Bugdol, 2018) .
The first step involves giving oral warning to the employee. In the case of Isaac, I will schedule a meeting with Isaac to determine the root cause of his behavior. The meeting will be between the two of us to ensure the employee's privacy ( Fransis, 2018) . During the meeting, I will give Isaac a chance to express and react to the complaints received from the subordinate staff about his behavior. Since Isaac is a member of the employee union, I will request him to be accompanied by a union representative during the meeting.
During the meeting, I will make sure to remind Isaac that this is the first and oral warning of his conduct. I will take the chance to describe to him the actions as well as tell him of the ethical behavior that the organization considers acceptable. I will also provide Isaac with the written code of ethics, which will be used as a point of reference. The copy ensures that the employee is aware of the rules and regulations, both orally and in writing. Besides, I will be sure to state to Isaac the immediate consequences in case he failed to demonstrate the required behavior and improvement after the warning. For future reference, all discussed issues are put in writing. Each participant will be issued with a copy of the written notice. Isaac, the Union representative, and the manager will be issued with a copy of each ( National Labor Relations Board, 2016) . Isaac will be released and expected to behave accordingly.
A written warning will be issued to Isaac. The letter will provide a detailed explanation of Isaac's performance and behavior of concern. Also, the notice will outline the work rule that the employee has violated, previous actions, and the supervisor's conclusion on the same. In this case, it will be mentioned that Isaac had previously received an oral warning but failed to change accordingly, thus leading to the second warning. According to Fransis (2018), it is also prudent to include the expected behavior in the warning letter so that the employee can easily understand what is expected of them and the violation they commit through their actions. The effects of Isaac's behavior as a senior employee will be outlines in the written warning.
The next course of action will be identified in the letter; this is a disciplinary action. Among the options available for the manager in the case of Isaac is sending the final letter in which the last step will be included. This may entail suspending the employee without pay. Isaac would be required to cease working in the entity for a given period with the hope that he will have changes his behavior by the time he resumes his position as a senior social work official. Other options for the management include the demotion of the employee to a lower working-class or reducing the employee's pay but within the level.
Conclusion
In an organization, it is the responsibility of every manager to ensure that employees behave in the right and correct way. Often, supervisors and managers are faced with employee challenges. These may include indiscipline and lack of performance. As a leader, managers are required to come up with the practical corrective actions to ensure that rectifies the issues. Often, the management choose to use the three steps corrective actions where the employee receives an oral warning from the supervisor or the manager, the second step is issuing the employee with a warning letter, and eventually publishing a final message that identifies the course of actions. The management may choose to demote the lower their pay or suspend them without payment, depending on the severity of the employees' actions.
References
Bugdol, M. (2018). The Role and Tasks of Management. In A Different Approach to Work Discipline (pp. 189-235). Palgrave Macmillan, Cham.
Fransis, L. D. (2018). Assessment of Legal Instruments in the Management of Employees’ Discipline in the Public Service Commission (Doctoral dissertation).
National Labor Relations Board (Ed.). (2016). Decisions and Orders of the National Labor Relations Board (Vol. 358). Government Printing Office.
