People problems: the office entrepreneur
Article Abstract:
The office entrepreneur - an employee who uses company time to conduct personal business - can harm the productivity and morale of the entire office. This is especially true if the entrepreneur is selling goods to coworkers, since this distracts the other employees from their duties and can cause resentment. This problem may be compounded if the entrepreneur is an outgoing and pleasant person. If the employee's work has suffered due to outside interests, the problem must be dealt with immediately and the employee must choose between jobs. If a disciplinary review is necessary, the manager should have tangible evidence that office productivity or morale has suffered because of the entrepreneur's activities.
Publication Name: Management Solutions
Subject: Human resources and labor relations
ISSN: 0889-0226
Year: 1986
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Supervising the office socializer
Article Abstract:
Workers who spend an excessive amount of time talking or socializing with other workers hinder productivity. Socializing employees may keep other workers from performing their duties, even though they may be productive workers themselves. The problem is compounded by office socializers' popularity among co-workers, so reprimanding socializers may therefore breed co-worker resentment. One option is to discuss the matter with the problem employee in a non-threatening matter and point out that socializing hurts the productivity of other workers. Excessive socializing may also signify that the employee does not have enough work to do, in which case assigning more work may be appropriate.
Publication Name: Management Solutions
Subject: Human resources and labor relations
ISSN: 0889-0226
Year: 1987
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Supervising employees with job insecurities
Article Abstract:
Previously competent employees introduced into new work situations may demonstrate work-related insecurity through performance problems and decreased productivity. The less assertive or adaptive employee may even become antisocial because they cannot cope with change. An orientation program may help ease such transitions for employees. Some employees may require further support in terms of additional training, but the personnel department should be consulted when the supervisor believes the extra effort with the employee is ineffective or if the employee shows inadequate potential.
Publication Name: Management Solutions
Subject: Human resources and labor relations
ISSN: 0889-0226
Year: 1987
User Contributions:
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