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Guidance In Schools, Industries And Government Agencies.
Transcript of Guidance In Schools, Industries And Government Agencies.
What is the place of guidance in industries and government
what is the effect of stress on the workers and managers?
H0w guidance in government agencies?
THE CIVIL SERVICE RULES AND REGULATIONS IN GOVERNMENT OFFICES MAYBE USED AS A REFERENCE OR GUIDE IN THE FORMATION OF REGULATIONS, IMPOSITION OF PUNISHMENT AND DISCIPLINARY ACTION.
HOWEVER, PRIVATE AGENCIES MAY FIND GOVERNMENT REGULATION TOO SLOW OR INADEQUATE IN ACHIEVING THE GOALS OF A PRIVATE COMPANY.THIS SO BECAUSE GOVERNMENT AGENCIES PRINCIPALLY ARE MOTIVATED BY THE SENSE OF PUBLIC SERVICE AND NOT NECESSARILY THE NEED FOR PROFIT.
How may illegal work stoppage be prevented?
Illegal strikes sometimes do occur in an organization. A perceptive supervisor should quickly detect changes in mood and attitudes of employees.
The supervisor must be aware of his
subordinates needs ambitions,
and possible personal problems to properly understand is actions
and performance of duties.
Guidance In Schools, Industries And Government Agencies.
How is constructive discipline implemented in an organization?
IT SHOULD CONDEMN THE EMPLOYEES WRONGFUL ACT NOT THE EMPLOYEE AS A PERSON. THIS COULD AVOID RESENTMENT,GRUDGES, PERSONAL ANIMOSITY AND VINDICTIVENESS.
THE DISCIPLINARY ACTION SHOULD BE RELATED TO THE MISCONDUCT AND APPLIED AS SOON AS THE CIRCUMSTANCES SURROUNDING THE VIOLATION OF THE RULES ARE FOUND OUT.
Education may be conceptualize as a system consisting of three major sub functions:
this element is the teaching function
this element is the helping function
this element is the management function
test and personality inventories are useful in human resources procurement.
job,employees can develop various symptoms of stress that can lower their job performance.
stressors-conditions that lead to stress
HIGH BLOOD PRESSURE
NERVOUSNESS AND TENSION
INABILITY TO RELAX
EXCESSIVE USE OF ALCOHOL
PROBLEMS OF SLEEP
NEW WORK PROCEDURES
POOR QUALITY OF SUPERVISION
DIFFERENCES BETWEEN COMPANY AND EMPLOYEES VALUES
ROLE OF AMBIGUITY
Why is there a need for counseling people at work?
FEELING INSECURE ABOUT REQUIREMENTS. THE RISK REQUIRED BY GETTING A PROMOTION FEELING UNSTABLE IN JOB -KEITH DAVIS
1. ADVICE – THIS IS THE ACT OF TELLING A PERSON WHAT YOU THINK SHOULD BE DONE.
2. REASSURANCE – THE AIM IS TO GIVE THE EMPLOYEE COURAGE AND CONFIDENCE TO FACE A PROBLEM AND THAT COUNSELEE IS PURSUING A SUITABLE COURSE OF ACTION.
3.COMMUNICATION – COUNSELING CAN BE IMPROVE BOTH UPWARD AND DOWNWARD COMMUNICATION.
4. THE UPWARD DIRECTION ENABLES THE EMPLOYEES TO EXPRESS THEIR FEELINGS TO MANAGEMENT.
5. THE COUNSELORS JOB IS TO DETERMINE EMOTIONAL PROBLEMS TO TOP MANAGEMENT. THEY ALSO INTERPRET COMPANY ACTIVITIES TO EMPLOYEES SO THEY DISCUSS PROBLEMS RELATED TO THESE IN DOWNWARD COMMUNICATION.
6. RELEASE OF EMOTIONAL TENSIONS – THIS IS AN IMPORTANT FUNCTION OF NEARLY ALL CONSELING.THE RELEASE IS CALLED EMOTIONAL CATHARSIS.
7. CLARIFIED THINKING – THIS IS THE PROCESS OF ENCOURAGING MORE COHERENT AND RATIONAL.
8. REORIENTATION – THIS FUNCTION OF COUNSELING ENCOURAGES AN INTERNAL CHANGE IN BASIC GOALS AND VALUES
HOW CAN EMPLOYEES BE HELPED THROUGH COUNSELING?
How can a healthy climate for construction criticism be made possible?
employees should know understand the rules and their rationale so that may intelligently adhere to them.
Be sure of facts
Evidence must be establish by the superior to show that a violation or offense has been committed. He must keep a good record to be justify the disciplinary measures taken.
Assure the privacy of the disciplinary action
the objective of disciplinary is to correct the fault of the employee and no to punish or humiliate him.
promptness here does not mean the supervisor should immediately reprimand the employee even in public
FEELINGS OF INABILITY TO COPE
What are the causes of stress while in the job?
Be consistent but not rigid
in enforcing rules.
rules are made to be followed and every violation acted upon should carefully consider the facts and circumstances surrounding it.
Avoid double jeopardy
once the penalty has been imposed, an employee should not be punish again for the same offense even if additional evidences came up making the offense graver and the previous penalty lesser.
Do not use demotion as a penalty
Demotion may be only justified when an employed fails to meet the requirement or standard of his position or is unable to perform his work properly or if there is a reduction in manpower.
Restore or develop the normal relationship with the employee as quickly as possible after punishment
the attitude of the supervisor towards the erring employee should be fair and impartial to make him realized that he is being helped in his job.
Remember to give credit
A supervisor should be alert in giving the employees due credit or recognition for good suggestions, work well done, setting good examples, cooperation to fellow workers, commendable initiative or performing better than was expected.
What are the stages involved in disciplinary action?
this is a friendly and unofficial warning done in private by the supervisor to the offending employee.
if the employee disregards the supervisors first unofficial warning. he should be informed in writing that his misconduct is in violation of the rule of the organization.
if the employee has totally both the oral and written warning, a supervisors can suspend the employee for a period of time consistent with seriousness of the offense.
the ultimate disciplinary action is the dismissal of the offending employee from work. It should be used only for extremely grave offenses or for continuous and willful violations of company rules and regulations.
Is the employee guilty of the offense?
What is the past record of employee?
Do I have all the facts that bear in this situations?
Was the employee been given reasonable chance to improve himself?
What actions have been taken in similar cases?
To what extent should the employee be punish?
What effects will this action have to the rest of the Department?
When was the employee given a fair warning of the suspensions or of his misconduct?
In determining what actions to take, a supervisors may be guided by asking the following questions:
When is constructive discipline not accomplished?
Constructive discipline is not accomplished when one loses his temper.
What are the most common offenses in work organization which need constructive discipline?
According to Dale the most common ones are:
1. Minor and Moderate offense
a. habitual tardiness
b. unexcused absences in one or more schedule works day
c. failure to report accidental injury
d. leaving job or work area without authorization
e. loafing, fighting, horseplay, sleeping in the job
f. individual gambling in company property
g. unauthorized selling or canvassing in company premises
h. smoking in a prohibited area
i. failure to obey safely rules
j. reporting for work or being in duty while intoxicated SSSS
k. excessive defective work due to employee’s own error, etc.
2. Serious offense
a. malicious damage or instruction of company property b. gross insubordination
c. gross immoral, indecent, or disgraceful conduct
d. stealing, carrying canceled weapons
e. promotion of gambling in company property
f. deliberate falsification of records
g. attacking another with intent to seriously injure someone
How can disciplinary troubles arise in the job?
A supervisor must immediately investigate its nature and extent and implement corrective measures. Some of the disciplinary problems are:
Illegal work stoppage.
What are the causes of absenteeism?
There are two causes of this, unavoidable and avoidable:
absences are caused by illness and accidents.
absences may also be classified into domestic affairs, lassitude, lack of interest in the job, and malingering.
Why is high rate of absenteeism costly for the work organization?
Lost time means lost output. It interrupts schedules, slows down production, causing inconvenience to company and customers. It also increases cost of operation due to increased training of substitute.
There is also higher waste and greater inefficiency that can be traced from inexperienced substitute. There can also be more unneeded overtime pay for the substitutes and absent employees who do overtime work to finish a job. The hiring of unneeded employees only serves as back up for absent employees to avoid delay in operation.
How must tardiness in the job be handled?
are closely related.
The latecomer should be made to realize that his tardiness is being observed and his promptness necessary for the accomplishment of the goals of the group or organization.
Tardiness may be caused by accidental future or unavoidable circumstances like traffic jam, accident, or minor illness. A supervisor must not overlook tardiness.
“A good example is the best teacher.”
Why does insubordination among workers happen?
A supervisor cannot just charge with insubordination without first checking on the conditions. Failure to do a job may be due to improper communication or misunderstanding.
An insubordination should not be tolerated and in case it arises, the superior must check or investigate the causes. He must makes sure that appropriate corrective measures are timely taken or applied.
When a strike is over or settled, there should be no hostility, resentment or discrimination. Management and labor should return to normal conditions, cultivate mutual respect and harmonious cooperation and maintain a climate of positive discipline.
In view of his responsibilities as good leader.
A supervisor must have a sound training to help develop his subordinates to acquire the knowledge and skills necessary for a particular job.
Poorly trained employees are unhappy and disciplined.