Dissatisfied Employee Essay

Table of Contents Question 1 : What are the reasons for tardiness/lateness of employees in an organization? Question 2 : What is the impact on productivity when employees get late to work? Question 3 : What course of action would you suggest to the General Manager to control the behavior of such groups in the organization? Question 4 : Do you agree with the way the Chairman reacted with regard to the situation? If so why? Question 5 : If you were the Chairman, what course of action would you take remedy the situation?

Question 1: What are the reasons for lateness/tardiness of employees in an organization? There are many reasons as to why or even what may cause an employee to arrive late on a daily basis or develop tardiness at work. Some of the main reasons as to why it may occur could be due to a lack of consequences or rewards available and given to an employee. If an employee reports late to work a time to many and this goes unchecked it may create an illusion to the other employees that punctuality is not acknowledged by the company and the other employee may also follow in becoming late.

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When talking about rewards, if there are incentives given to employees for punctuality and attendance it would encourage the employees that arrive late to begin to report to work on time but if there is no motivation provided by the company to get their employees to work on time it would be of no use. Another reason for lateness or tardiness of an employee could be because he or she is dissatisfied with the company or is having internal problems within the organization which is demotivating the employee to report to work on time.

Some of this dissatisfaction maybe caused due to disputes with his or her colleagues, or the work load handled by the employee too much instead of this work being delegated to some of the workers too and having to deal with the stress load due to this factor. On the other hand another reason could be due to the individual having over-confidence in job security (thinks that he or she is indispensible). If the employee develops over-confidence in job security then there would be no doubt about losing one’s job and would take the rules and regulations of the organization quite lightly.

Question 2: What is the impact on productivity when employees get late to work? When an employee arrives late to work on a daily basis or even if it is rarely, it affects the productivity of the company in a great manner. For starters the duties and the work to be carried out and completed by the individual would get held up. This could even result in causing some of the other employees work to be delayed. That is, if their work is followed after or is dependent on the work of the employee that is late to work.

By this occurring all the work that is supposed to be completed and handed in on a specific date would get delayed resulting in the statistics and other information to be incorrect. Arriving late to work would also affect the moral and mind set of the other employees who do report to work at the correct time. If the issue is not dealt with the other employee may start to feel that it is unfair that one may arrive late and not be penalized while they come on time and is sometimes loaded with that employees work so that it would be completed on or before the due date for their work.

This would create problems within the organization which may affect the teamwork of the employees and the peace that is kept between the employees. Negative attitudes would tend to be directed towards the individual that arrives late that may even cause disputes amongst the employees creating an unpleasant environment to work in. When a negative work environment continues to exist the employees may begin to lag in their work, loose interest and enthusiasm to work and may even lack a sense of belonging to the organization causing he productivity of each individual employee to decrease which would sum up to the decrease in productivity of the organization. Question 3: What course of action would you suggest to the General Manager to control the behavior of such groups in the organization? As the General Manager of the company, Amarasiri has a certain amount of power/authority over the employees of the organization. Even though, he should be sensitive towards his employees and the problems that they may be facing at work.

Since he recognized the group that was causing all the disputes and problems at work concerning the other employees at work as well as their lack of punctuality and their arrival to work, he should not take it lightly nor should he be very stern with the issue and the individuals. At first he should try to analyze the group and try to understand as to why they have been behaving the way they have.

Could it have been due to job dissatisfaction issues or because they are over-confident about job security or any other personal issue they are facing. Then he should try his best be able to help out with or sort the issue out for them if they are willing to cooperate. If he is able to get through to the group and help them with any difficulties they are facing if any are existing then he would surely be able to communicate properly and freely with them to understand that they have certain rules and regulations to follow.

If there is no way to get through to the individuals and communicate the important facts that are to be passed to them and they are not willing to cooperate with any supervisors or follow the proper rules and regulations then he should lay down a preliminary warning for the group informing them of the consequences that they would face if they do not change their working behavior. If this too does not seem to work to make sure they know for certain the General Manager is serious with what he is saying a minor punishment should first be given.

Question 4: Do you agree with the way the Chairman reacted with regard to the situation? If so, why? In my opinion I think the decision and the action the Chairman took during the first event where the General Manager and the he had to converse about the problem was quite appropriate as it was quite a practical decision to deal with the situation. If he did over react and been stern with the General Manager in the situation he was in and with what he was feeling the General Manager may have had a harder time dealing with the situation.

With the Chairman only advising the General Manager on trying a different approach instead of ordering him to and making him much more stressed he let the General Manager try his method and learn from his mistakes. In the second event where the General Manager – Amarasiri had returned with the letter of resignation was a very delicate situation to deal with but here again I think it was handled quite well by the Chairman.

He did not make a fuss about the fact that Amarasiri returned with his letter of resignation, instead he kept calm and took the time to understand what his General Manager was going through and put himself in Amarasiri’s shoes. He spoke to the General Manager and made him understand that he was making a hasty decision and should take some time off from work and clear his head and come back to work refreshed instead of leaving his job. Question 5: If you were the Chairman, what course of action would you take to remedy the situation?

If I was the Chairman of this company I would pay more attention to my employees and their needs and put in more effort in dealing with problem the organization would be facing due to its employees. I would first discuss the problem with the General Manager, and then try to figure out as to why the employees are grouping up like this and acting up against the company. After this I would decide on what decisions and what course of action could be taken in order to deal with the issue concerning the employees.

To help out with the matter there are many things that can be done in order to get the employees back in order. For one, holding a meeting to discuss certain matters will be held so that it would be a method of communicating out concerns about the employees that report to work late and theirs to us, there will be two-way communication. If the issue continues even after this meeting the next thing that would be done is to introduce a fool-proof system to record each employee’s arrival and departure from work such as a finger print scanner or a punch card system that cannot be changed through arassment towards other employees. This way once the time is recorded and cannot be changed a five percent deduction from that salary could be deducted as a penalty for arriving late to work. List of References * DeLonzor D, Never Be Late Again: 7 Cures For The Punctually Challenged, Post Madison Pub, 2003 * Shapiro D, Lateness: a book of poems, Overlook Press, 1977 * Gualco D, The Good Manager: A Guide for the Twenty-First Century Manager, iUniverse, 2010