I would say that it is unfortunate that we must use the 3-Step Problem Solving Approach,
but it is good that it is in place. We can implement these steps in both our personal and
professional life and assess ourselves to keep the plan of action in place. Defining the
problem, identifying the cause, and recommending the solution, I have seen in present and
previous positions how problems start and are ignored only to grow into major problems.
It is has led up to and included one employee quitting or the entire staff walking out all
at once. Managers have a very important job to make sure they are upholding the
standards of the company and not fall into favoritism. When employees notice that some
co-workers are allowed to be treated differently that is a mole hole that never needs to
transition into a mountain. This leads to constant staff turnover, division among
employees, a lack of togetherness, employees talking about others in remaining ways, and
ultimately can and will affect your customer base. In my current position, one of my
coworkers received a promotion and a salary increase while the others with the same title
and do the same job duties did not receive a promotion. The other employees have been
asking for a raise/promotion for over a year. This problem is an “individual, group/team,
and the organizational process” was caused because of a “faulty reward system”, it has
caused employees in the same position to lose interest in the job and job duties that they
need to preformed daily. This also caused the other employees to feel unappreciated,
causing disengagement and even causing a higher turnover of several staff members. The
manager can review the performance of each employee in that position and the job duties
that are performed on a daily, weekly, monthly basis. Together, the employee and the
manager can set individual goals that are going to set that employee put for success and
for the employee to be able to meet or excessed the performance. Exceeding the goals
and performance of the job duties can help the leadership to decide on whether that
employee deserves a raise and how to be fair and transparent with the other staff
members. All employees in this position should have a review of the goals and job duties
and all should be evaluated individually for a salary increase or a promotion. This is great
timing for this discussion as I have been involved with an ethical dilemma at work
throughout the past couple of weeks. I have been struggling with the fact that ethically
someone made the wrong decision, but I believe their motives behind the decision were
in the right place. Learning about the three-step process has helped me lay the foundation
for recommendations.
First, I defined the problem, an employee sold merchandise without prior approval from
the correct decision maker. The payment was made to this individual rather than the
company.
Second, I identified the causes. The product that was sold should have either been
donated, thrown away, or taken back for future use by the employee. The problem was
no one was available to pick up donations, discarding of the product would have included
a hefty fee from the facility, and the product was too large to be taken back by the
employee for future use.Third, my recommendation would be to have the payment
submitted to the company rather than the employee. While the outcome still benefitted the
company overall, ethically it was wrong for the individual to accept payment for the
company’s product. I see an employee that is very hardworking and exceed the
expectation of the company. I see an employee that has multi recognitions by multiple
departments. I also see an employee that is a resources company wide. On the other hand,
I see an employee that was given a promotion because she applied to a different position.
My recommendations are still the same. Each employee should be evaluated by
management individually and goals should be set that will benefit both the employee and
the company. many managers fall into favouritism to one or more employees. My current
company has a manager that will make accommodations for a few staff members that
have a social life with that manager, and it is noticeable by the other employee. This has
caused a higher turnover of staff in the last two years. This favouritism has caused staff
dissatisfaction and the rating for the department to be significantly lower due to the staff
shortness. The customer is not getting the services that they deserve or need daily. I
believe that the cause is "unethical behaviour is The Slippery Slope" which is defined as
"We are less able to see others’ unethical behavior when it develops gradually." (Chapter
1.2, page 17, table 1.2) With that being said I believe that managers can adjust their
behaviours to meet the ethical criteria that the company has and the policies. Favouritism
is unethical, but it is not illegal, which is hard for the other employees to prove that the
manager has favourites in the department. I feel that it happens too often, especially when
it is a higher person trying to make themselves look good at another worker’s expense. It
needs to be addressed more often, and investigated more to benefit the employee who is
the one who accomplished it. Also yes, especially when they don't know or understand
hpow to do it, they should ask instead of taking someone else's credit. Being a manager
I know many times the three step approach came in handy. Especially when you are
managing a group of employees, I know problems come about and you have to handle
them in a professional manner. The three-step approach for me helps solve problems and
prevent things from going in the wrong directions. Stopping and thinking about the
problem and just taking the approach step by step helps solve problems easier.
