“What about Bob?”

A problem employee is a major issue in most organizations today. Every organization is prone to the problem and consequently giving the HR department an enormous responsibility of dealing with the problem in a way that will ensure maximum productivity and desired levels of employees’ satisfaction. Failure to address problem employees in a proper way can be very costly to the organization. Bob Hill is a good example of a problem employee, and Clyde must take proactive measures to ensure that the company achieves its goals. Although Bob is a very productive man and his experience in the organization is incomparable, the hot temper redness, lateness, and attendance problem are issues that require urgent attention (Shepard, 2013). It is alleged that he recently injured himself as well as his colleague, an indication that he is spreading his problems to the rest of the workforce. It is, therefore, essential for Clyde to carry out investigations and take the necessary measures to ensure there are desired workplace relations and the company achieves its objectives.

The actions that Clyde will take must be guided by the outcome of the investigations on the matter. It is essential to note that there are different accounts of what transpired on that material day when Bob injured himself and a colleague. In case the results of the investigations approve that Bob was intoxicated and high at work, the company should take stern disciplinary action on him. Clyde should forget the productivity and experience that Bob brings to the company and take necessary steps (Hanna, 2007). It should be noted that attending to his duties while intoxicated is a hazard to him and also to his colleagues. Bob should be sent on a compulsory leave for some time without pay. Although the company can also consider terminating the employment, it is imperative also to take care of costs involved in recruiting new employees. After some time, he should be allowed back to the company after apologizing to the injured colleague and sign a contract that will ensure he is fired in case he repeats the same mistakes in future.

On the other hand, if the investigations conclude that Bob was not high and intoxicated, Clyde also has to take some disciplinary actions to make sure that the company does not experience a repeat of the same again. For instance, both the injured colleague and Bob must be warned against quarrels at the workplace. Although suspending them from work will seem to be quite unfair to them, the company could force the two to write a formal apology to the organization. The firm must be very cautious as it embarks on disciplinary measures to ensure that their actions do not anger the union steward who is closely following the investigations (Hanna, 2007). Any action that could be against the will of the workers union could lead to unrest and legal tussles thus hindering the productivity of the firm.

Although problem employee is a common problem in several organizations, it is prudent to point out that there are measures that can help in reducing and preventing such problems. For example, in this case, Clyde had been so tolerant on Bob’s attendance problem as well as his hot-temper redness.  This tolerance is to blame for the happenings in the organization. To effectively deal with this issue, Clyde and the organization ought to have created a zero tolerance policy for the organization (Shepard, 2013). Such a system would ensure that all the employees in the organization, including Bob, adhere to the rules and regulations that govern the company. A strong attendance policy would also be essential in dealing with the attendance problem.

References

Hanna, T. (2007). The employer’s legal advisor (1st ed.). New York: Amacom.

Shepard, G. (2013). How to manage problem employees (1st ed.). Hoboken, N.J.: Wiley.

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