Sumague PT4 HRM

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1) What will be the impact 

to the company of the sales and


marketing director's attitude in dealing with his subordinates, particularly
the new employees?

- Employee performance is directly influenced by the behaviors and techniques


employed by managers in the workplace. Employees' relationships with, and
the performance of, their supervisors are two of the most significant variables
in determining whether they thrive and prosper or suffer. Because team
members are rushing to avoid criticism from the top, inappropriate treatment
of teams can have a short-term "positive" influence on the team's work rate.
This leads many employers to believe that this is the best approach to
“motivate” their employees. The fact is that if nothing is done to modify their
boss's conduct, work rate and quality will begin to decline, team turnover will
increase, and because this is the company's financial engine, revenue will
suffer.

2) What would you do if you are Lalaine?

- If I were in Lalaine's shoes, I'd go to the manager privately and tell him that
what he was doing was wrong, and that it may be the reason why the
company's employees departed, and the company started to go bankrupt.

3) What could the beer company do to avoid problems like this?

- For me, the beer company may avoid this situation if all their employees take
the appropriate seminar on how to interact, regardless of their level of
education, because all people are equal in God's sight.
Introduction

As one of the most successful beer companies in the Philippines, Lalaine wants
to be part of it, and she decided to apply for the job because one of the best reasons is
because the beer company has a reputation for being like “family”, but it turned out that
it was like no family she had ever known. She discovered that the sales and marketing
director have a bad attitude for treating their employees in a wrong manner.

Background Information

Lalaine Buenaobra is a college graduate and she take a job in a very popular
beer company, and she thinks she should pursue her interest in sales. The beer
company had a reputation for being like a “family”, but it turned out it was like no family
she had ever known. Because the sales director in this company had a bad attitude.

She had to spend her first year working for the company and was now trying to
figure out whether to leave for another company, find a small one, or chare career
altogether. And it is the summer of 2023 she was facing a very tight job market and had
not been able to save money for a year. All she knew was that she was miserable.

Alternatives

1) Train.
2) Take notice and listen.
3) Provide honest feedback.
4) Document and follow disciplinary policies.
5) Follow up with the employee.
Solution

1. Train.
- Preventive, continuous training may help employees understand their
behavioral expectations and managers be ready to intervene when
employees fail to meet those standards. A smart place to start is with basic
training in people management and dispute resolution. Many companies
provide in-house or outsourced people management programs, with some of
them including 360-degree assessments to determine where a manager's
people skills need to be improved. When dealing with tough workers,
providing your managers with assistance, including the tools they need to
succeed, can help them feel more secure.

2. Take notice and listen.


- Employees who do not believe they are being heard are one of the primary
reasons they engage in disruptive conduct. When undesirable behaviors
emerge, smart managers will begin to pay close attention to what is going on,
rather than ignoring issues they would rather avoid. Make a list of particular
behaviors to address, as well as when and who witnessed them. Take your
time to gather facts and gain a thorough understanding of the problem. Make
sure to get the viewpoint of the troublesome employee; doing so frequently
leads to the discovery of anything that is impeding the person's growth and
causing them stress, which can then be addressed and remedied.

3. Provide honest feedback.


- The key to dealing with tough or disruptive workers is to separate the person
from their actions. Discuss the inappropriate actions with the employee but
avoid making personal assaults on who the individual is as a person.
Personal judgements such as "You're a troublemaker" or "You have anger
issues" can put the employee on the defensive and stymie any meaningful
conversation. Instead, concentrate on the behaviors by stating, "Your
behaviors work here; they don't work here." So, the employee does not have
to guess, give concrete examples of when he or she was exhibiting the
undesirable behaviors.

4. Document and follow disciplinary policies.


- Employers frequently overlook the fact that behavioral standards are part of
the work performance objectives. Managers may talk to employees about
their disruptive activities numerous times, but the discussions are never
documented. Then, if they come to the conclusion that the employee should
be fired, there is no record of the talks that took place or the clear
expectations that were established. Managers understandably hope that the
behaviors would go away, but if they don't, having the evidence helps back an
employer's decision to reprimand or terminate if the situation becomes
unsustainable.

5. Follow up with the employee.


- One of the most typical mistakes managers do is to have a proper talk with an
employee, then consider the situation resolved and file the file away. Follow-
up is the most important component in maintaining performance gains.
Employees should be held accountable for failing to alter their conduct when
they make improvements. Nothing lowers employee morale quicker than
seeing bad performance go ignored or, worse, addressed and then tolerated,
implying that the manager is incapable of handling the problem. However,
working with an employee and providing him or her the opportunity to develop
may be a powerful morale booster.

Recommendation

The best employees, in truth, are well-rounded. They produce outstanding work
and possess other personality qualities that make them a valuable team member.
These qualities aren't often as visible as work accomplishment, but the impact they
make on the organization is priceless. They should hold a seminar so that they are
aware of the fact that what they ate is unhealthy and that they are in discomfort.

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