Relevance of the topic. Morality, productivity and customer service are higher when the employees work effectively in a team and they practice the basic principles of politeness and respect. However, employees demonstrate inappropriate and disorganizing behavior. it has significant negative consequences for the organization and its people and can increase the organization's potential legal liability [2].
Formulation of the problem. In order to determine the basic models of management of employee behaviour, it is necessary to consider in detail the most common models of employee behaviour.
Presentation of the main material. There is a wide range of employee behaviour that can create risks for other people and organizations. Some general examples include:
- Gossiping. Although this is usually both harmless and vicious, gossip is usually about the actions of a person who habitually reveals personal or sensational information about others, whether it is factual or not. Examples include speculation about the reasons for a colleague's divorce, the repetition and embellishment of overheard conversations intended to be private, and the creation or restate of rumours about individuals or a company that should have been upset or shocked.
- Rudeness and impudence. This includes rude, disrespectful speech or behaviour and physical intimidation, such as insulting and derogatory statements; use of angry, hostile tones; scolding staff and colleagues in public; and shouting, throwing things or slamming doors in bad mood. Such behaviouris often aimed at those with whom the employees disagrees or who causes them pressure.
- Bullying. Although bullying can certainly involve unsocial behaviour, intimidators often use less visible means of harming other workers, such as social isolation, indulgent or derogatory communication, and manipulation. Bullying is often directed at specific individuals who are characterized by persistent abusive and intimidating behaviour or unfair actions (commissioning too much work, constantly changing deadlines, low efficiency ratings, etc.), causing the recipient to feel threatened, bullied, humiliated or vulnerable. Intimidation has the power over someone who may seem weaker.
- Showing disobedience. Disobedience means the intentional refusal of an employee to comply with lawful and reasonable orders of the employer. This can occur as a single event or as a series of small events that over time undermine the authority of the leader [3].
In fact, the best way to solve employee problems is to discuss it with the person concerned. Ignoring the problems only makes the situation worse. Problems need to be solved in time to avoid big problems later. Not every employee is the same. Everyone has different problems and issues. It is necessary to find out the root of their problems.
Never discuss problems and complaints in public. Ask the employee to meet you in your lounge or meeting room. It is not necessary to make the other person feel anxious. Dismissal of employees is not the only way to solve their problems. What is the guarantee that the new employee will not cause problems in future?
Consulting works. Motivate employees to open up and come out with their problems. In most cases, employees are unaware of their negative traits and believe that their behaviour is ethical in the workplace. It is necessary to make any employee be aware of how their irrational behaviour affects other workers and spoils the overall corporate culture. Stay calm to workers who make any troublesto avoid worsening of the situation.
Employees need to be informed about the rules and regulations of the organization when they join it. Give them guidelines for later use. The rules must be the same for everyone, regardless of its purpose.
Employees should feel comfortable in the workplace. Make sure that job responsibilities are distributed according to the person's knowledge, skills and experience. The work should be delegated equally among team members. No employee should be overburdened [4].
No employee should receive special benefits. Favouritism leads to problems. When the employees feel like outsider, theyoften lose interest to the work. Managers should regularly meet their team members, monitor their results and give them the right feedback. Stay close to your team members during a crisis or adversity if you really want them to stay in your company for a long time. Knowing them on a personal level also helps. Encourage employees to respect female colleagues.
Conclusions. Replacing employees is not a pleasant task, but do not delay. Highly productive employees do not tolerate employees who just want to earn money without working hard, and you should not tolerate them too. Getting rid of lazy staff is a necessary part of managing perfectly. This raises the efficiency of the company.
Recognize hard work of your staff and appreciate them in public. Rewarding them properly also greatly contributes to fostering a sense of pride in employees. They develop a sense of commitment to the organization and they do not even think to change the company.
Literature:
1. Changing employee behaviour. URL: https://www.imd.org/research-knowledge/articles/how-can-you-motivate-employees-to-change-their-behavior/
2. Managing Difficult Employees and Disruptive Behaviours. URL: https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/managingdifficultemployeesa.aspx
3. Managing Employee Behaviour and Performance With Employee Engagement. URL: https://www.thebalancesmb.com/managing-employee-performance-2892152
4. Managing Employee Behaviour Problems. URL: https://www.managementstudyguide.com/managing-employee-behaviour-problems.htm
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