Workplace Supervision: Tardiness Problem Identification

Workplace Supervision: Tardiness

Problem Identification

Tim Hicks (2010) notes that problems are an inherent element in the workplace situation. The problem is therefore not so much that there are problems, but rather the way in which managers handle -- or fail to handle -- these problems. In George Mason's situation, the problem he faces in terms of his own view is the fact that he is not certain how to obtain a solution to the problem. It appears that he feels the need to find the right solution right away. The problem here is the fact that he does not recognize the need to obtain a variety of solutions, evaluate them, and implement the most likely solution. George firstly needs to recognize the need to follow a variety of steps from identifying the problem to its resolution.

From the workplace point-of-view, the main problem is Paula Whisler's tardiness. This has resulted in two difficulties, namely time-intensive projects that are not finished on time, and resentment from other employees. Paula's colleagues feel that she is receiving preferential treatment because of her race. This in turn has a negative effect on both employee performance and company reputation.

Hicks (2010) also emphasizes that the root of the problem should be identified and addressed, rather than only symptoms of the problem. Resentment from other employees, the company's reputation, and projects that are not finished on time are all results of the main problem, which is Paula's tardiness. However, the tardiness is also a result of a root cause in Paula's life.

By her own admission, Paula's main challenge is getting her five small children ready for school and daycare on time to also make it to work within an acceptable time frame. Another problem is that she is a widow; there is no partner to help her with the children's transport and other needs in the morning. These may therefore be regarded as the root cause for Paula's tardiness problem, and for all the problems resulting from this. Because Paula is such a good worker, it is also understandable that George does not want to either let her go or reprimand her very strictly. Hence the general feeling among her colleagues that she is receiving favoritism. If George would therefore do best to first address the root cause of the problem; Paula's home situation.

2. Possible Solutions

Some authors suggest that a "light chat" is generally useful in discouraging tardiness, especially if the employee in question is a good worker (Businesstown.com, 2003). Although Paula is a good employee, this solution is not likely to be feasible. Indeed, Paula appears to be well aware that her tardiness is a problem. Her home circumstances are unlikely to change as a result of simply reprimanding her. The problem here is however that the other employees have begun to notice that Paula is not reprimanded for her tardiness, and are experiencing this as unfair treatment.

Employee perception and resentment are results of Paula's root problem, but should also be addressed. This is however not the main priority, and can be addressed when the root problem has been addressed.

Garry Stern (2010) suggests additional ways to talking in which tardiness can be handled: the employee can be subject to penalties when arriving late, or the person can be offered a different shift. It is unlikely that the first would be feasible, as Paula's home situation makes it unlikely for the problem to be resolved in this way. Furthermore, penalties would make her negative towards her workplace, which in turn could affect her performance negatively. In addition, such a measure would defeat its own purpose, as the tardiness problem would remain, while additional problems would appear.

One of the most feasible problems is to change Paula's hours. She could be given a shift that begins at 10 am, for example. This would solve multiple problems; George would know when to expect her for work, Paula would be more able to take care of her children's needs, and her fellow employees would no longer feel that they are disadvantaged. This is one of the ways in which the root problem can be addressed.

Another possible way is to address Paula's childcare needs. Daily transport can for example be arranged for her children to their respective daycare and school centers. This would cut a lot of travel time for Paula, and also help to relieve some of the burden of being a single mother. The effect of this would be that the company would gain a reputation as one that cares for the needs of single parents and other challenged employees. In addition, employees who were resentful of Paula's situation would have a better understanding of and empathy for her situation.

Finally, once Paula's root problems have been addressed, George can implement a policy to address tardiness that would apply universally to all employees. Employees who are tardy can for example be called into the office for a "chat" if they display such a tendency for three times in a row. Disciplinary measures can be applied with increasing severity should the problem continue. The purpose of the initial "chat" should be to determine if there are personal or other problems that need to be addressed, or weather the tardiness is simply an attitude problem.

Addressing problems from a solution-oriented viewpoint would provide employees both with a structural work paradigm, with the understanding that their problems will be addressed in a fair and considerate manner. According to Stern (2010), this is a much better basis for dealing with tardiness than simply firing a tardy employee. This should only be used as a very last resort, as the company stands to lose more from firing a tardy employee than from implementing measures to solve the problem.

3. Evaluating the Alternatives

There are two feasible alternatives that should be evaluated in terms of their effectiveness. The first is to change Paula's shift times, and the second is to provide Paula with transport services for her children.

If Paula is required to be at work only from 10 in the morning, this would have the effect of removing resentment from her employees, while George will know when to expect her. Gloria would also feel better about her own ability to balance her work and life situation, providing her with greater control over her time management abilities. Although she is already a good worker, her performance may be even more enhanced because her stress levels will be lower.

Time-intensive projects will however not benefit from Paula's expertise and work ethic, as meeting tight deadlines would mean using other employees to perform the work required. This can be addressed by providing Paula with supervision and training responsibilities. She can teach others to perform her work in her absence, while she will supervise and assess their performance when her shift begins. In this way, Paula can also build better relationships with her co-workers by providing them with the tools they need to handle their responsibilities better. It is however also possible that this will result in further resentment for co-workers who feel that Paula has received promotion opportunities she was not entitled to.

As for the second possibility, providing Paula with transport for her children will help her to both be at work on time and handle her responsibilities in a timely and effective manner. While this will eliminate the problem of her absence at time-intensive projects, it will also be more costly to the company in terms of financial investment. Furthermore, Paula may feel that such measures are invasive of her parental duties, and she may resent the effort to help her with her duties as a mother.