Reflection On Lack Of Work

First piece of advice I would offer would be to calm down and let’s make a rational decision. How long as the problem been occurring and are there any plans of action to improve the employee? If not, then I would suggest a warning or correction needs to take place. In some cases, a verbal counseling might be the better way to go. This is a great way to talk about, attendance, communication and other behavioral issues. It appears that it could be an emotional feeling that management is feeling, because of the statement that was made about the employee. It is important for that proper documentation is provided and is there any chances that the employee is salvageable. Often time, there can be training implemented that allows management to correct the problem without termination taking place.

You: Under this situation you need to show compassion with the employee and demonstrate to them you’re sincerely concerned.  You need to find a solution by working with them to help resolve this problem that would be

I walked in the doors with wide eyes and walked out with my head spinning. Never in my life had I ever heard such an abundance of curse words and foul language. My co-workers and even my managers portrayed lifestyles that I had not encountered before. At this point I began to question whether this was the right job for me. I became afraid that the behavior of those around me would have a negative influence on me and would cause me to stray from the direction that God wanted me to travel. For a short while I contemplated the idea of giving my two weeks notice. I was not sure that I would have the ability to stay away from and resist all of the behaviors that I had been taught were wrong. Almost every conversation between my co-workers consisted of drugs, drinking, or sex and some would even come to work hung over the next day. These were teenagers my own age who were living lives that were the complete opposite of what I desired. Despite all of this, I made the decision to continue working. At first I chose to refrain from as much interaction with my fellow employees,

I would try to keep the situation light, and explain to Mr. Hartanto that I was responsible for the image of the company. In addition, I would tell him that it was important for me to make decisions that I knew in my heart were the right thing to do. I would tell him that we did not always operate the way that some companies do. I would try to give

cards and flowers at the office. The staff person immediately wrote a letter to him clearly stating

Things went well for a period of time, however, the employee reverted to his negative attitude and it reflected in his work performance as well as had a detrimental effect on others in the department. After a few attempts to coach and mentor him failed as well as written warnings, I ultimately terminated

I no longer wanted to be part of that toxic environment... please understand that I'm in no way criticizing your company or rules, I'm talking about the unprofessional way Fran handles manners and business sometimes. I like to believe that I have integrity; I care about doing the right thing and I don't like when people take complete advantage of their high(er) status, but to keep my job I did what Fran told me to and kept my mouth shut because essentially she was my boss. I had never worked with someone with such superiority complex before so I didn't know what to do. I know she's a manager but sometimes she'd be out of control.

However, some employees choose to cross the line to near combative and threatening a legal push, with that came my next question: how would you cope with an employee that became combative and tried suing you? Mrs. Aksamit dove into this question, describing in great detail how she would handle this situation.

at him lying there exposed on the floor, and why is he swollen on his entire right side? It doesn’t take a genius to figure that out, it was from the fall. That goofy looking doctor offered me some off-the-wall excuse, it’s fluid, as if I was just going to accept the nonsense. Expressing my indignation at their incompetence and unprofessional conduct toward my husband I literally told him, “you don’t know what you are doing and you look like you don’t know what you are doing.” Someone else need to be taking care of my husband and not you because you are not caring for him you don’t know what you are doing.

Today after I cleaned two office in place of employee on vacation. I spotted Richard G. Stroupe standing at the back door. He asked why he was not allowed back at the facility. I plainly told him it was because of his poor job performance.

Today someone fell outside our office. A man was coming in while I was coming out with the manager to check on the person who fell. The man said it was his wife who fell. Then the manager was talking to the lady who fell. Then an EMT-firefighter happened to be checking out from the office and came out to help. I went inside and bought out a wheelchair for her husband to sit in, since he kinda went down too. He wouldn't sit down. Then he was saying to his wife you better call your daughter.

It is too bad that the company you work for did not have or follow a performance policy. It is hard to work with someone who does not do what they are supposed to do. The problem with your story is that you had to get so upset with the person before management stepped in. They should have stepped in before the problem escalated.

You are a Human Resources Specialist and work for a staffing services company. Early Monday morning you receive a phone call from one of your most important clients. They want to get rid of one of your assignment employees (is a temporary employee of your company). The employee has been absent for several days because she is pregnant. She has been working as a banking receptionist, a position that requires consistent attendance and a cheerful disposition towards bank clients.

I did however apprise him you are staying in proximity and inclined to come by and collect the product.

Afterwards, I would request to meet one-on-one with the manager to discuss what I (and other members of the organization) have observed pertaining to the situation, to see if it is a professional or personal issue. If professional, I would discuss what can be done so we, the team, the organization, can help make for a better workplace environment. If it is personal, I would state that I hope things work out and let me know how the organization can help. However, personal or professional, if one individual continues to create an unwelcoming workplace environment for myself and my team -I would elevate the issue to higher management if it is not resolved. Employees are entitled to have a bad day or times when they may not appear so