Dealing with a Difficult Employee: Equal Employment Opportunity Commission (Essay Sample)

Dealing with a Difficult Employee
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In every organization, managers try to get employees, or staff who are enthusiastic, highly motivated, and with flawless personalities. However, they will end up getting a few who do not possess the needed characteristics. The managers will have to accept the behavior of the staff and react on devising ways to solve the problem. These problems warrant urgent solutions before reaching a certain stage that become difficult to solve. Naturally, no one is happy working with difficult staff, but they should be accepted and assisted. The recognition of difficult employees is easy in that they are always late, frequent absenteeism, and early departure of the work place (Bacal, 2000, p. 91).
As per case of sally, the manager should not ignore the problem. The manager should assume that sally provides value to the company and has some redeeming qualities. Ignoring the problem is not the right solution. This is because in most cases, managers decide to drop the employee and get others to assist. The new employee might be worse than the current one. The manager should intervene on the situation and work on it. Employees with problems as Sally might not be aware that their negative behavior is a problem. Thus, majority of them react negatively to their actions. This is because most of the problematic employees put up with the negative behavior and end up going along with it. In addition, some manager might fear to react on such behaviors because they want to be friendly or liked by the colleagues (Bacal, 2000, p. 221).
The manager should go deep by inquiring about Sally from fellow employees and closer friends. This will enable the manager create a basis that will assist him on the procedures of handling Sally’s problem. After collecting the necessary data, and information, the manager should invite Sally to a conference room without the knowledge of the other employees, where she will interrogate and advise her accordingly. The manager should look on the reactions of Sally because she might accept the behavior or negatively by rejecting the behavior. If Sally rejects the behavior, the manager should give her examples of how she has behaved.
The manager should consider the workload Sally has been given. Sally might be having a lot of work, and that might be the reason as to why she delivers the reports late. If the manager finds out that Sally has many tasks to handle, and this is the cause of the problem, he/she needs to react by either reducing the workload, or getting an assistant for Sally. In addition, Sally an excuse of being given time to work outside the organization to complete the report. This indicates that Sally might be uncomfortable working in the organization, or she might be disturbed. The manager needs to consider this in her investigation and react swiftly. The manager raised an issue that the report submitted by Sally needs to be redone. This may be due to Sally’s work under pressure, or having many tasks that leave her, no time to work on her reports (Pincus, 2004, p. 67).
Another problem Sally has is that the management does not give her enough time for lunch. The manager should consider giving enough time for employees and even organizing them to have some time to go for leave. The manager should give some motivation to employees like promotion, organizing trips, and seminars where the employees get the certificates of attendance. Such moves make employees feel recognized, and thus increase their level of commitment to the organization. Another problem Sally has is that she needs time to study, in this regard; the manager should consider giving some time for employees to study. The manager, together with the stakeholders should set aside the staff development fund, which may cat...