Managemet

Key Points:

• Non union and high paid employees.

• Reprimand system was introduced 3 years ago.

• Yearly revision if any on consulting the employees.

• The written reprimands must be issued within 5 working days.

• Four reprimands within six months – discharged.

• If progressive discipline is observed in six months of first reprimand – previous reprimands are disregarded.

Question: Indicate the measures management could adopt to ensure high performance of the operative employees without creating alienation as perceived by them.

If I use authority in the above situation, there are chances the employees ignore it and at the same time become more discontent about the problem. They could totally depreciate me leading to further problems. Instead, influence tactics can be extremely useful where I could act in ways that are consistent with the desires of the employees to achieve a win-win situation.

• Firstly, I would use ingratiating tactics and take a chance to tell how important all the employees are to the organization and its performance; that every employee is equally contributing to the success of the organization and unanimity is highly necessary to get going.

• Later, through rational persuasion I would relax the reprimands to a level where the reprimands stand in place and also the employees feel good about it. Instead of disregarding the previous reprimands based on six months (for progressive discipline), I would consider it every quarter where the employees are given better scope.

Although, coercive power can also be exercised, I strongly believe that influence tactics give me more productive results without damaging my relationship with the employees and by avoiding any aggressive responses from the employees that can become a cost to the company.