Electronic filing implementation: communication, organization, and employee responsibility

¶ … e-filing have been well documented and, the majority of the time, are very cost-effective. One expert wrote "I think the benefits vs. The costs for electronic filing are now well balanced. From my perspective this should be reason enough to switch" (Paulsen, 2000, p. 24). Perhaps the lack of communication as to the benefits of electronic filing should be enhanced and clarified in this particular case. Communicating the benefits derived by the employees would be one method of garnering support for the project, but certainly would not be the only method employed.

Another area in this case which was lacking organization should be addressed as well. That area is that it seems as if there was not one person in charge of the entire project. Holding someone responsible for the completion of the project oftentimes ensures that the project does get completed. The individual in charge should also develop a plan to complete the project and share that plan with the key individuals involved. The plan should highlight what areas and assignments are to be the focus of each individual and the accountability of the individual to complete each of those assignments.

Designated individual responsibility in this case was sorely lacking as well and this is a top-down issue. By assigning responsibilities for each area of the project, and by making mandatory attendance at the meetings, the seriousness of the project is deemed as much higher priority than just requesting employees to show.

Finally, by requiring ongoing updates at the meetings on the project progress throughout the different areas and departments, the employees should recognize the overall importance of the project and buy-in to providing the required response.

Second Case

The problem here might lie with the employee. The employee states that "eventually I had to bow to my a principles." Eventually? Meaning that the employee viewed himself as above the other workers and after having worked for the company for a few months (and not receiving promotions as quickly as possible) decided his principles were in the way. The company may or may not have been hiring ethnically diverse individuals or ex-convicts but that is the company's prerogative. Oftentimes this situation is exaggerated when other employees believe that they are 'better'. One expert recently espoused "practice issues concerning multiculturism and the role of ethnicity in patterns of oppression have revealed that current interpretations and applications of the principle of respect for human diversity often result in self contradictions and conflicts" (Goldberg, 2000, p. 13).