What is one of the most difficult issues a manager will have to deal with during his/her career? That issue, in my experience and opinion, is managing ineffective job performance and unacceptable behavior of his/her subordinates. People think managing ineffective job performance and unacceptable behavior by their employees is as simple as handing out disciplinary actions. This paper will expand on the difficult road to managing ineffective and/or unacceptable behavior and techniques, processes and where they can go to receive advice and support. When it comes to managing subordinates who produce ineffective job performance and/or unacceptable behavior, there is more to it than just handing out disciplinary actions. As I learned in my
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This would be the third step in controlling ineffective job performance, which is determining the cause. You might find the employee is a single parent whose child’s school schedule is causing a conflict with their ability to get to work on time. If their duties allow it, you might try modifying their work hours to allow for them to get their children to school and get to work on time. The key is to ensure you allow this standard for all personnel, so as not to be perceived as giving favoritism (Dubrin, …show more content…
As a past military member and current civilian employee working for the United States government, I have had experience in dealing with discipline and managing ineffective job performance. Using the steps for controlling ineffective job performance, I have had to take disciplinary actions against employees to try and motivate them to conform to standards. In the organization I work in, we are taught to carry out discipline in a series of steps. Depending on the deviation and assuming it is not too severe, we will first verbally counsel employees and address their non-conformance to the standards. During the verbal counseling, expectations are readdressed, goals are set and a plan is set to facilitation achievement of the goal (HQ AFPC/DPFFOC, 2005). When an employee continues to fail at meeting the standards, we issue a Letter of Counseling. This is a formal letter, which clearly states the employee’s deviation and what improvement is expected. It also identifies further discipline actions to be carried out should the employee fail to conform to standards. The employee must sign and acknowledge the letter and are provided the opportunity to rebut the letter and provide justification and documentation to support their reason for failing to meet standards. This letter usually helps turn performance around and is enough to catch the employee’s attention however, in some cases the
This would be the third step in controlling ineffective job performance, which is determining the cause. You might find the employee is a single parent whose child’s school schedule is causing a conflict with their ability to get to work on time. If their duties allow it, you might try modifying their work hours to allow for them to get their children to school and get to work on time. The key is to ensure you allow this standard for all personnel, so as not to be perceived as giving favoritism (Dubrin, …show more content…
As a past military member and current civilian employee working for the United States government, I have had experience in dealing with discipline and managing ineffective job performance. Using the steps for controlling ineffective job performance, I have had to take disciplinary actions against employees to try and motivate them to conform to standards. In the organization I work in, we are taught to carry out discipline in a series of steps. Depending on the deviation and assuming it is not too severe, we will first verbally counsel employees and address their non-conformance to the standards. During the verbal counseling, expectations are readdressed, goals are set and a plan is set to facilitation achievement of the goal (HQ AFPC/DPFFOC, 2005). When an employee continues to fail at meeting the standards, we issue a Letter of Counseling. This is a formal letter, which clearly states the employee’s deviation and what improvement is expected. It also identifies further discipline actions to be carried out should the employee fail to conform to standards. The employee must sign and acknowledge the letter and are provided the opportunity to rebut the letter and provide justification and documentation to support their reason for failing to meet standards. This letter usually helps turn performance around and is enough to catch the employee’s attention however, in some cases the