Corrective action is a process of communicating with an employee to enhance behavior or productivity after other methods, such as performance appraisal, fail. In every organizational setting, all employees must behave appropriately as well as meet the performance standards. The underlying goal is to guide employees’ appropriate behaviors by pinpointing the challenges, causes, and solutions rather than punishing the employees. For this reason, correction actions ought to be progressive, commencing with the lowest severity actions to the highest severity actions (Okes, 2019).
To address the issue of absenteeism in the workplace, the first aspect that should be done is the issuance of a verbal warning. The staff should be reminded about the acceptable standards and behaviors within the workplace. Besides, the ramifications of failure to demonstrate immediate alongside sustained improvement should also be highlighted during the discourse. In the event the behavior persists, the next step should involve using a written warning (Badubi, 2017). The written warning may come in the form of a warning letter that delineates the performance challenges or the violation of the work rules, highlights the previous steps taken to acquaint the employee, delineates the implication of the challenge, and highlights the expectation concerning behavior or performance.
The next phase in the progressive corrective action immediately after a written warning is suspension without remuneration. Essentially, the suspensions will prevent the staff from working and will require the human resource department to hold remuneration for up to 14 days. Another alternative that can be utilized, particularly in instances where the supervisor does not want to terminate the employee’s contract, is the reduction of pay within a specific class or demotion to a lower classification (Okes, 2019). Without a doubt, the employee would be motivated to quit the undesirable behavior of absenteeism within the workplace.
Badubi, R. M. (2017). A critical risk analysis of absenteeism in the workplace. Marketing, 2(6), 32-36.
Okes, D. (2019). Root cause analysis: The core of problem-solving and corrective action. Quality Press.
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This course is comprised of a series of Individual Project assignments that will contribute to a Key Assignment submission at the end of the course. The final Key Assignment is due in Week 5.
As a healthcare department manager, you have 10 employees under your supervision. The attendance policy at your facility requires employees to uphold good attendance. If an employee is late more than 5 times in 1 month, the department manager must begin corrective action. One employee has been late to work 10 times this month.
How will you handle this employee? Discuss the following in your paper:
- Describe what is involved in corrective action. • Describe a plan of corrective action for this employee.
- Would an employee be motivated or empowered to improve after corrective action is implemented?
For assistance with your assignment, please use your text, Web resources, and all course materials.
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