What Do We Do with Howard

What do we do with Howard? Synopsis spook Pierson had recently been ap omened as a project engineer. As project engineer for one of Agrigreens plants, he is responsible for the operation of the plant examine group. For some fourth dimension now Tad had been awargon of some surgery, safety, and conflicts with personnel within the group. These issues place to be escalating in frequency and are causing Tad advert regarding the safety of the employees, the yield schedules, and possible carry dones that he might admit to take. Agrigreen, Inc. s a troupe that manufactures a verity of agricultural fertilizer. With plants located in the western United States and Canada, Agrigreen employs certified surveyors to en genuine quality and safety of each project. Eighteen days ago, Agrigreens survey crew was composed of temporary drafting personnel or project engineers. Howard Lineberry, a lead surveyor had been assiduous with Agrigreen for eighteen age. Over his tenure he had been sup ervised by tail fin different motorcoachs, and had three surveyors participators. Howards score oer the years has ca employ multiple safety and production issues.He has too had conflicts with the engineering staff, his managers, and almost everyone he worked with. Mel Cutler, a surveyors helper, after being employed by the comp some(prenominal) for only a few years was assigned to assist Howard. 5 years into this grant, Mel began to notice occupations due to Howards preeminence keeping order. These problems contri exactlyed to the production and safety issues with several projects. Later Mel began to notice that Howard was taking an excessive make sense of eat breaks, coming to work late and leaving early.He also find Howard taking naps on the job. When the opportunity presented itself, Mel accepted a part- beat assignment away from Howard. This reassignment resulted in a juvenile surveyors helper being assigned, Vince Adam. Vince, an impressible young high school gradu ate, took on several of Howards inappropriate habits. Tad is mentioned that the functioning, safety, and personnel issues in the plant survey group is getting out of control and is considering what action(s) that he should take, if any, at this point to intervene and correct the parts. determination of Fact 1One of the key issues of concern that Tad faces is the escalating quality of work being performed by Howard. Howards uneconomical work addresses in his note keeping and prison term management has ca occasiond issues in both production as well as safety violations on the job sites. These continual issues have personify Agrigreen in both tautological man power to rebuild and delays in production. By examining Howards work process Tad can better understand what c both for to be done and work toward eliminating these errors. Recommendation 1Howards performance at work is a product of suffer management and poor attitude.When Howard was low gear employed, his manager, Jerr y Givens now retired, supervised with an iron hand. His management style can best be described as Theory X. Jerry took a command-and-control approach to management ground on a negative view of Howards knowledge, skills, and ability. (Hellriegel & Slocum younger , 2008) He told Howard what to do and how to do it. Upon Jerrys retirement, the next manager, Paul Jackson, designd the Theory Y approach to management. He took on an empowering approach with Howard. This is w here(predicate) the problem truly began.Howard, with his new found freedom took it upon his self to improve the process by working directly with the project engineers. Howards efforts increased the tempo of the work which called for a number of last minute requests and frequent changes in work schedules. By not having an establish plan of action in place, errors were made which cost the company fourth dimension and money. Over the years, Howards performance issues escalated and upon several attempts by differen t managers, he refused to change. Tad has his work recognise out for him.Regardless of how Howard may feel, Tad is still his boss and he is at that place to work for Agrigreen. Howards performance is not acceptable in any manner. While the failures of the previous managers to confront Howard about his performance problems have cost the company money it is now up to Tad to correct this issue. In doing so, there are a few things Tad should keep in mind. First, Tad should have a plan of action as to how he is going to confront this issue. With this plan of action, Tad should set define epoch as to the expected behaviors and outcomes expected in Howards performance.Next, Tad call for to meet with Howard and be specific in defining the poor performance that occurred in the past, and remind Howard when each error occurred. Tad also postulate to be specific as to the plan of action and the established time frame to correct these errors as well as the consequences of non conformance. T ad take to focus on the performance required for the job and make sure that he reiterates the guidelines that have been outlined for the workplace. Tad should consider Howards character and how he handles feedback.Regardless of how Howard has been performing, Tad should always be clear and straightforward during his confabulation with Howard. He ineluctably to focus on the performance which Howard has control. At the completion of this meeting, Tad should check Howards accord to avoid any miss conferences. later on the meeting with Howard, Tad should catalogue this meeting from his notes. He should document the issue and the action that has been taken to correct or eliminate the problems. After summarizing this meeting a copy of Tads report should be given to Howard and the airplane pilot placed in Howards file.Finally, timely feedback should be given to Howard as Howard works on improving his performance. Should Tad note that Howard needs additional training, he should ch eck with the human resource surgical incision for additional training classes, or set Howard with a mentor. Tad should score that confronting Howard about his poor performance is not going to be easy. further once he has a plan of action in place, he pull up stakes fine getting Howard back on track is utmost better for the company than having to replace him. (Busines & heavy Reports, 2006) The above action is how we handled an employee in our glumice who was a poor per power. I was set as her mentor, and working one-on-one with her I had to re-train her in our processes to ensure that she had a full(a) understanding as to what was required in performing our job. After a brief three months, she is now producing high quality of work. As a reviewer, this young ladys work is spot on. She is now off corrective action and is no longer in jeopardy of losing her job. Finding of Fact 2The next issue Tad faces is Howards attention.Over the years of Howards tenure, he had become c omplacent. He has been increasingly taking additional snack breaks, arriving to work late, leaving work early, as well as rejoin asleep on the job. For years, under the previous management, Howards actions have been over looked. Tad had witnessed several of these company violations, and has also noticed Vince Howards accomplice has been following the same pattern as Howard. Recommendation 2Identifying attendance issues are not a simple process. There may be underlying issues which could be the agitater of Howards absenteeism.Tad needs to first query the companys policy and gain a full understanding of what he can and cannot do to resolve the issue. Tad also needs to consult with the human resource department as well as the healthy department to understand and educate himself on the potential legal issues that also are involved. Once Tad had educated himself, he needs to approach Howard to determine if there are underline reasons for the continuing attendance issues. It depends on why the Howard is late, absent, or taking frequent breaks will drive the action that Tad needs to take.During Tads conversation with Howard, if it is ascertain that the reason for this attendance problem is caused by some type of focal point issues, violence and or family problem Tad may need to abduce Howard to the Employee Assistance program (EAP) for assistance. If the reason is medical, Tad may suggest Howard use the benefits allowed to him under the Americans with disability Act (ADA) or the Family and medical Leave Act (FMLA). Should the outcome be something else, Tad may need to take a different approach. (Vikesland) A good approach is to advocate with Howard of the important of keeping time and punctuality epoch driving down feather the corporate policy and procedures. A carrot-and-stick approach is a time-tested method of dealing with attendance issues. Through this approach, Tad can use a combination of reward and punishment. As with the plan of action, Tad create d for the production issue, he may wish to either add the attendance issue to the original plan, or write a separate plan of action. Also, Tad should use the same method of communication, documentation, and feedback with this issue as e does with the production issue. (Nayab, 2010) I work with a person who appears to have an attendance problem. This person comes in at various times during the day. I cannot a test to when she leaves as Im already on my way home while she is still in the office. At times, Ive noticed that she takes two sometimes two and a half hour smoke breaks. The issue here is we are exempted employees. Since this person sits next to me I talk with her a coarse deal, so I know her attendance problem is mostly test related. I have told her about our EPA program, but she has opted not to take good of their services.Finding of Fact 3The final issue may appear to be one of the hardest for Tad. This is the moral of the plants surveying group. For years, Howards mo ve errors and attendance has caused issues with the other employees. Mel Cutler was originally assigned to work with Howard as a surveyors helper. A few years ago Mel began working on other projects away from Howard. Now that the temporary assignment is reaching its conclusion, Mel had uttered his concerns with working with Howard. Tad appears to understand, since he has known the original surveyors helper Dan Richards and the same concerns were expressed than.There also appears to be concerns being expressed by the engineering crews. It appears that they do not trust the work that Howard produces, and takes additional time (which cost extra money) to verify Howards findings. As Howards new supervisor, Tad needs to get a clear view of the situation from different perspectives and act on them accordingly. Recommendation 3The plant surveying group at Agrigreen works closely with the project engineers. For some time now, anxiety, frustration, and resentment has been building in role t o the growing problems with Howard.This appears to be the major cause of the low morale and high levels of employee dissatisfaction within the plant. If left undisciplined this issue will only accelerate the problem and the company will lose key personal. When Tad was assigned the group, he knew that there was a continual conflict brewing. He needs to confront this issue judgement on. This can be accomplished by fostering interpersonal communication within the group. Tad needs to become an active listener by paying attention to the concerns of the group withhold holding judgment on those who chose to share their thoughts.He needs to develop open communication between this cross-functional team up. He need to develop clear and specific goals for the team to work through their concerns. As Howards performance and attendance issues are protected by employment laws and regulations as well as corporate ethical policies, the solutions to those issues cannot be shared with the team. F or this reason, the team must learn to work past these issues clear-sighted that Tad is on top of those concerns. (Hellriegel & Slocum Jr. , 2008) Conflict at times can be a good thing.However this is not the lineament with the plant surveying group. Tad will have his work disregard out. He not only has to resolve the conflict within his team, but he also need to understand his own personal issues with Howard. Tad needs to get his team together to work through these concerns. He needs to set the stage by working on an correspondence within the team that the conflict is a mutual problem for all and that it can best be resolved through open communication rather than allowing the issues to fester. Next, Tad needs to get to the underlying issues and/or concerns of the team.He should intercommunicate each team member for their view points and respect their opinions and feelings. He also should express that he will need their cooperation in solving the problems. If the team cann ot reach a common perception of the problem, than the team needs to feat to see the problem from the other members view point. Sometimes brainstorming sessions are a great way of getting to the key factors of the conflict. This session if worked correctly, is a great tool at working through these conflicts and reaching a viable solution. (Conflict Resolution) As for Tad and his interpersonal conflict in reference to Howard, Tad needs to keep his concerns in check while on the job. Now that he is Howards boss, additional training may be needed to improve his interpersonal skills. This is what I believe my former manager should be doing. In working with her for the past two years, it has become unvarnished that she lacks interpersonal skills. Another lady I work with who trained the major of the staff when we first was awarded our contract has more than ten years of experience.When our former manager talks with her, she comes across as demeaning and at time condescending. It is no wonder why she is no longer a manager. I personally feel that she needs to re-educate herself on how to deal with people.Works Cited Busines & Legal Reports, I. (2006, October 12). 8 Rules for Dealing with Poor Performers. Retrieved December 5, 2010, from HR. BLR. com http//hr. blr. com/shitepapers/Performance-Termination/Performance-Employee-Appraisal/8-Rules-for-Dealing-with-Poor-Performers/ Conflict Resolution. (n. d. ). Retrieved December 5, 2010, from Mindtools. om http//www. mindtools. com/pages/ word/newLDR_81. htm Hellriegel, D. , & Slocum Jr. , J. W. (2008). MGMT 362 Organizational Behavior Columbia College. Mason, Ohio Cengage Learning. Nayab, N. (2010, October 10). Strategies for Dealing with Employee time & Attendance Problems. Retrieved November 5, 2010, from brighthub. com http//www. brighthub. com/office/human-resources/articles/90380. aspx Vikesland, G. (n. d. ). How to Deal with Employee Absenteeism. Retrieved December 5, 2010, from Employer-Employee. com http//www. employer-employee. com/absent. html