State if you agree or disagree with the discussion summary below and why? Please

Question

State if you agree or disagree with the discussion summary below and why? Please reframe from using ambiguous terms " it, this, they,

As managers, we make so many mistakes when we’re dealing with problem employee issues. Managing is not an exact science; managing is like a doctor’s service. We are in the business of practicing what is expected of us. However, if I must list two of the most important mistakes that managers make when dealing with problem employee behavior I would have to list the lack of documentation as the main mistake that most managers make. The premise that the manager can just talk to the employee regarding the problem issue and not document the facts has caused many lawsuits because documentation is the key to protecting yourself, the organization and the employee themselves. Without the documentation, the employee can bring lawsuits against the manager and the organization for wrongful disciplinary actions.

            The second most egregious mistake that managers make is not talking to all of the parties involved with the situation. As research has shown, when investigating employee problem behavior documentation is paramount and speaking to the individuals involved as well as anyone else who might have some insight into the situation can provide valuable information into the matter at hand. Managers sometimes become complacent with just speaking with the employee themselves or employees that are involved in the situation. The information that can be gathered by interviewing others in the surrounding areas can be the difference between an appropriate disciplinary action and a lawsuit brought by offending employee because the manager did not conduct their due diligence to get all the facts from every person that could possibly provide indispensable information in regards to the situation.

Explanation / Answer

I agree with the discussion above. The common mistakes done by managers has been duly identified here. As rightly said, not documenting the mistakes committed by employees can prove to be costly to the organization as well as to the manager involved. Such scenarios where there is no documentation of a offense committed can lead to situations where the organization may end up paying heavily in case of lawsuits filed against the company.

In case of a lack of suitable document to support the offense committed, the charged employee can file lawsuits claiming discrimination, harassment or wrongful termination from the job. Such lawsuits can cause excessive damages to the company, both financially and to the reputation of the company.

Thus, managers must always keep the right documents which hold the required details of any wrongdoings done by the employee. Also, documentation would help in the future to deal with problematic employees by providing a detailed report of any past misdoings.

Another mistake committed by managers, as rightly pointed out in the article is the refusal to talk to all the concerned parties involved in a situation. By talking to all the people involved, managers can gather information which might not have been explicitly understood. Several insights can be gathered about the situation by talking to all the parties involved. Information thus gathered can prove beneficial if the company is facing a lawsuit filed by the charged employee and this information can help to save the company from facing irreparable damages.

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