Here is your for assignment this week: Discuss and compare
how you would reprimand an employee. The 4th person in your group will write out the process on the blog. 1point.
how you would reprimand an employee. The 4th person in your group will write out the process on the blog. 1point.
This assignment is due 8/29/2011.
Our group discussed the topic via text message.
ReplyDeleteFor reprimanding an employee we believe a lot would depend on the severity of the infraction that they are being punished for. Some things would require immediate termination of their employment while others would be less severe. This would all be laid out in an employee hand book for their understanding. A good place to address situations would be in weekly meetings. Depending on the situations it may be ok to address it in front of everyone, but in other cases individually may be more appropriate. For the less severe we believe a kind of three strikes policy would work best. The first infraction would serve for a verbal warning then onto a written warning with possible suspension of work and pay then termination.
Group 5 discussed via text, email, and phone calls.
ReplyDeletePerson # 1 said: It depends on what the employee did first of all. I would sit down with them one on one and talk about the situation. I would give them a verbal warning and hopefully that would be the end of it.
Person # 2 said: I would talk to the person individually and hear their side of the story and tell them what they should or shouldn't have done.
Person # 3 said: If it was the first time I would give them a verbal warning. If it was the second or third time I would suspend them or fire them depending on the severity of what they did.
Person # 4 said: I would calmly sit down with the person one on one and ask them exactly what happened or why they acted in such a way. I would tell them what they need to do if the same situation arises in the future. If the same things keeps occurring they will get fired eventually.
Person # 5 said: I would call them out for whatever they did wrong and tell them what they should have done instead. I would do this privately or during weekly meetings. Hopefully the one time is all that's needed but if the problem keeps arising I would probably let the person go.
We discussed this as a group via text and phone calls.
ReplyDeleteThe group all agreed that first and foremost it depends on what the employee did to get reprimanded. Depending on the seriousness of the incident, it could range from a written warning to termination. Everything must be documented in case the employee felt that they were being treated unfairly and decides to take you to court. Before any decisions are made, we would all sit down in a private meeting to discuss what happened and what the employee was thinking at the time of the incident. If the answers are unacceptable to the doctor's liking (and depending on the severity of the situation) then we believe that the employee should be terminated. If the incident was not that extreme then a documented written warning will be issued and then signed by the employee. If there is another incident then they can be suspended or fired. You have to be able to trust everyone in your office and if at any time you can't trust an employee, then it is time to let them go.
We discussed this as a group via email
ReplyDeleteAs a group we agreed that it depends on the severity of the action of the employee to determine the punishment that is handed out. As a group we feel that communication is a very important part of running an office, and every employee must be on the same page for the office to run smoothly and effectively. We decided that if an employee was behaving in a way that was not appropriate that it was very important to sit them down and explain to them what this office expects from them as an employee and face of this business. If the behaviour continues termination will ensue and a better fit will be found for the office. If the offence is something more serious such as stealing from the office immediate termination will occur without any questions asked.
Group 12 discussed the question over email and in person. We agreed on the following:
ReplyDeleteany reprimand of course will depend on the severity of the infraction, however in general it should be done in private with no other employees around. Never have the conversation in front of other workers. Also, the doctor should have a list of problems at hand so they can point out specific examples of things the employee has done, instead of making broad generalizations. Additionally, the doctor should wait until he/she is calm/rational to have the conversation, instead of immediately having the conversation and saying things in the heat of the moment that can't be taken back. Before the doctor addresses the issue, he/she should make sure that the issue at hand is covered in the manual, meaning the employee is aware they have done something wrong, because of course it’s unfair to reprimand the employee when they were unaware that they were doing something erroneous. Additionally, the doctor should allow the employee to make suggestions of how the issue can be fixed/changed/prevented in the future. The doctor should be clear about what he/she expects from his/her employees and should let them know that any questions or concerns that arise should be discussed with him/her.
6.4
ReplyDeleteOur group differed on specifics but we agreed overall that the problem needs to be pointed out and explained to the employee. Depending on the situation the employee may need to be re-trained in a specific area. We feel that this should be done in private and the employee should be reassured that they do add positive attributes to the business so they do not feel degraded. If the business is large enough to have staff meetings any of these problems need to be presented so they do not happen again. Depending on the severity of the situation would depend on how you would reprimand the individual. Our group agreed if they were minor incidents then there would be 2 warnings verbal or even documented on paper followed by termination of their position. If it was a serious, harmful, or deliberate offense then the employee would be terminated of their position immediately.
Group #24 Discussed this scenario in class, and we all had the same opinion about this situation.
ReplyDeleteWe felt that all our employees will be well trained and aware of breaking the rules and the consequences that are included for such wrong doings. We will meet with the employee and discuss what they did, and give them the opportunity to explain there side of the story. Depending on the severity of their infraction, they will be reprimanded appropriately. If it was a minor incident, they will be given a warning. If the incident was severe, or they intentionally harmed someone or the business, they their employment will be terminated.
Our group would reprimand an employee by sitting the employee down and having a one on one conversation in which we could talk about the subject as a professional employer and employee. If an understanding is not met, the employee will have to be let go. But hopefully a resolution can be found after the meeting, because the practice needs to be run the way the owner wants and its basically his/her way or the highway.
ReplyDeleteGroup #21 Discussed this scenario via text
ReplyDeleteWe as a group agreed that the first approach to handle the situation is to communicate verbally. Discuss and document the problem and how it can be improved and prevent from happening again. If the problem persists then the employee will have a written warning, If there is a third time the employee will be terminated. If the offense committed by the employee is harmful to the business or people, the employee will be terminated immediately
Group 16 says:
ReplyDeleteIt would depend on the nature of the situation… However we think communication is the key, so perhaps the rules/regulations were not conveyed enough so a verbal warning or written warning would be the first call of action.
A follow-up of a staff meeting to discuss the issue further and to make sure that everyone knows the requirements so further mistakes do not occur in the future would also be implemented.
Group # 10 Discussed via a group meeting.
ReplyDeleteOur group felt that their should already be a policy in place with regards to the proper way of documenting and dealing with an action that requires reprimandation. The employer and employee should both be aware and understanding of the consequences and punishment of an act of wrong doing. The exact reprimand depends on numerous factors including, the degree of the situation, how it affected the clinic, and whether or not this has happedned before. A guideline can be followed on proper ways to deal with these situations, but each situation has to be dealt with individually and given special consideration. The reprimandation can be as simple as a verbal warning and viewed as constructive criticism if the act was innocent, or it can be dealt with as a formal sit down meeting to discuss the impacts of the event and how it will effect future business and the employees future with the company.
The members of group 8 would reprimand our employees in the same way. It all depends on how serious of a mistake that the employee made. If it was a minor mistake give them a warning and show them how to do it correctly. If it was a major mistake we would have a meeting with the employee and discuss what may happen. It could go as far as them being fired if this has happened multiple times or a decrease in their hours that they would work. They could also lose their end of the year bonus amount as well. It really all depends on how big of a mistake that they made.
ReplyDeleteGroup 8 got together over dinner to discuss what we would do to our employees if they made mistakes.
Group #22
ReplyDeleteWe sat down and discussed the issue in person and came up with the following conclusion:
First off, the action taken would depend on the situation and what the problem was that would require reprimand. And second, we would want to address the problem as soon as possible so that the employee would know and the problem would not continue. With that said we decided that there could be roughly three overall types of severity that would be addressed differently. First being smaller problems- these would require taking the employee aside and briefly explaining what the problem is and reminder of how the situation should be handled. If there were continued problems with the same issue it may become a larger problem. Second, larger problems- these could be repeat offenses of the same smaller problem or an individual instance of more significance. This we decided would require some kind of remediation with repeating employee training in the area of the issue. Finally, extreme cases- these could be repeated offenses of larger problems with failed remediation or a single event of extreme magnitude, most likely something done maliciously that could threaten the continued function of the business. These situations would result in the employee being let go.
Group #23: Discussed via text messages and email.
ReplyDeleteWe felt that first off repremanding an employee depends on the serverity of the transgression. Communicating effectively is the key to cutting down on issues with employees. If a problem is to arise the employee should be sat down privately to discuss the issues so they know how to correct the situation and what you expect from them. Obviously, if an employee is stealing, mistreating patients, or otherwise causing purposeful or significant harm to patients, then they will be fired. Otherwise, with smaller issues will be outlined in an employee handbook, which the employee should review. We would use the three strike approach where first strike is a general warning. Second strike would be suspension witout pay, and the third strike will be termination. There needs to be full trust in an office, if an employee is dishonest or continuely causing problems, eventually they will have to be let go.
Group 9 discussed this week's topic on how to reprimand an employee via text message and email.
ReplyDeleteWe determined that the employee would be reprimanded according to the gravity of the situation. If the offense was minor or it was the first incident from the individual, we would meet with the employee and discuss how the incident should have been handled and go over the employee handbook if necessary. Verbal warnings and formal write-ups would be utilized as a penalty for additional violations. A more serious infraction would lead to time off without pay or potentially termination of employment, depending on the situation.
Group 11 discussed the topic via email:
ReplyDeleteWe decided that the severity of the employees’ infraction should determine how they are reprimanded. Our primary course of action would be a verbal warning during which we would discuss the concern specifically. In addition, we feel that it’s best to do this as soon as possible and discuss the concerns in private. During that discussion we felt it important to avoid any personal attacks and allow the employee to respond. After discussing the issue with the employee we will monitor the situation and give encouraging feedback to the employee. The employees’ second infraction would warrant a written warning, and possible suspension from work. Upon the third infraction, or any infraction found to be harmful, deliberate, or malicious, the employee would be terminated. We also discussed the importance of well organized staff meetings during which the D.C’s expectations should be clearly discussed with the entire staff.
Group 2: Discussed on campus
ReplyDeleteWe all agreed it needs to be addressed as soon as possible. If it is something small, it could be told the staff at a meeting with out identifying who did it. Just point out how/what was done wrong, and how it is correctly to be done or handled. If it is something more than a minor incedent that could be handled like that, we would take that person aside into our office and discuss it privately. We each thought it was best to have a handbook specifically outlining the office rules and duties. We would let the employee know what exactly they did wrong, show them what they violated in the handbook, and inform them that it would be recorded in their personal file. Everyone in the group said there must be limits, and that would be up to each Dr. to set. The employees would be aware of how many violations they currently have, and what the maximum allowed is before termination. We all agreed that communicating expectations to everyone would help things run smoother, at least letting everyone know where you stand.
Group 17. Discussion over text from alaska and over friendly card game.
ReplyDeleteWe all agreed upon a few things.
Communacation is a key component to cut down on infractions in an office. If an issue comes about it is very important do find the proper time and place to bring up the issue in a calm and professional setting. Issues should all be outlined in an employee handbook and how infractions should be handled should be in there as well. Severity of issues should be pointed out as well. The basis of how to respond should be proper to what the offense it. Communication and trust need to be number 1 priority in an office to avoid major conflicts and to take care of issues that need to be addressed in a professional way.
After a 1st offense happens a written and verbal warning would be given. After a 2nd offense another written warning will be sent. And after a 3rd offense "i think it is time to part ways"
This is what the individuals thought from group 3!
ReplyDelete3.1 - Privately firmly in a quiet tone and explain what the employee did wrong and how to correct the error. 1st time = a warning
3.2 - First of all, I would make sure each employee has reviewed and understands the office manual. If something occured that is unexceptable i would weigh it on severity. If it was something small, a warning would suffice. If it was something drastic i would reliese the employee because my name and reputation could be impacted.
3.3 - I would talk to the employee in private and inform them of what had occured and depending on the severity of the situation would determine how I would finish the conversation. I would tell them how they could correct it and if they are unsure or ever have a question to first look at the office manual and if no answer then come and inform me of what should be done.
3.4 The doc needs to have a meeting, face to face with the employ where no other people can hear the conversation and address the situation with them. The doc needs to decide before hand if the employee's action deserves them to be let go or if they can be warned for their actions. Then let them know how they can fix it for next time.
3.5 I think a reprimand should be a critical teaching moment for the boss and employee. There needs to be exact statements of what the employee did wrong. Its very important to leave the emotion out of it. Make sure they understand what went wrong. Then devise a plan of how to avoid making the same mistake. Layout consequences to not following the plan so they know exactly what will happen if they don't follow it. Have compassion, courtesy, and no contention but firmness of approach.
Group #1
ReplyDeleteOur group corresponded via text and we came to a conclusion as follows:
If the employee has done something significant enough requiring a reprimand then it would be a violation of a written expectation included in their employee policy and resource binder. After a verbal reprimand we would then follow with a written reprimand. First quote the expectation not met or disregarded and note where it is outlined for their reference. Next discuss their reason for their performance and offer direction on how to fulfill their responsibility. After an understanding has been met a verbal and written commitment will be obtained to follow through with their obligations at the level discussed with next step of action for subsequent violations clearly stated. If necessary their current status would require verbal consent of approval for task completion from the office manager or DC during the next opportunity for completion of task. Subsequent violation correction steps would consist of dismissal from work for a specified time using designated time off or with out pay, and finally termination. If the violation was significant enough, termination may be the next step for any subsequent violation or substandard quality of work.
Group #18
ReplyDeleteCommunicate, Communicate, Communicate. This is the number one rule in our group. There should be clear guidelines in the office handbook, so people know when they are doing something wrong and what the repercussion will be before the rules are broken. The doctor also needs to be the team captain in the office. It is hard for employees to do the right thing when the boss is doing unethical things as well, so the doctor needs to lead by example. The doctor also needs to respect his employees, it is more difficult to faultier someone when they treat everyone with respect.
Lastly when an issue arises, it may be a good idea to open communication to all who are involved. This levels the playing field for everyone, and gives them a fair chance to explain the situation in their terms. In the end though, this is your office and your rules, so if no decision can be made by all then the doctor needs to hold their ground because in the end this is their office.