Policies and Procedures Essay

One employee was experiencing personal problems she deep gave birth and at the same time, she has to tidy sum with estrangement from her partner. An opposite employee steps in to do the work of the troubled integrity, doing her charge tasks and assuming all responsibilities for her, without prior leave of the supervisor. Although the intentions of the sympathetic employee argon noble, the mistake of the set-up is that one employee should not shoulder the responsibilities of an other without sack through the formal channels of authority. each employee is hire to accomplish tasks within his bloodline description and could only assume other responsibilities under the authority and consent of a higher office such as the supervisor or division manager, and level(p) then, only if the superior thinks that the other employee could fare beyond and more than what he was hired and being paid to do. If I were the operate of the organization where the said incident happened, I would ens ure to pr charget the same from casualty again.Although the second employee could perform the job of the tortuous employee, I would not be appeased sagacious that my people are switching jobs and even out decisions without the prior knowledge of a supervisor. They are simply driven to the act by their personal instincts rather than as approved by the companion. The distribution of tasks in a company should be directed by a certain structure that eliminates as much as possible, if not completely, erratic or emotion-driven decisions by the module that multifariousness expected routines.Firstly, I would institute a indemnity, or reiterate through a memorandum if a certain policy has already been included in the staff guidebook only it is hidden among the hundreds of other rules there, that no employee should undertake the responsibilities of other employees even if both employees occupy the same staff in the company hierarchy and thus, tolerate similar job descriptions. Responsibilities carry their several(prenominal) accountabilities.If the substitute performs poorly or actualise a serious mistake, he should be held accountable along with his superior who designate him to do the task. Substitution of tasks if ever it is inevitable should be made official and accompany with the corresponding paperwork so that the substitute give not only assume right for the additional assigned task including the bill for any mistake committed and give back for any achievement attained, but overly get remuneration for it.Those who disobey this policy would be sanctioned with a create verbally and verbal warning. Continued violation would usurp the regular deed evaluation of the wrongdoer and in turn, his future prospects with the company. For employees with personal problems, I would hire a part-time psychologist as part of the clinic staff so that these employees would be encouraged to frank up slightly personal troubles that may affect their jobs without veneration of getting fired or their dedicate being modify from non-performance or incur absences.A psychologist could to a fault guide employees to argue with their personal problems while not neglecting their duties. In consonance to this, I will also make it another policy of the company that no employee should be fired or fined for having personal problems that may affect his performance on the job unless the problems would permanently make him unable to perform it for the rest of his vitality although these troubled employee would be asked to avail of the company-provided captain help.For problems that would affect the financial stability of the worker, the company would also institute a low-interest bring scheme. The endpoint of these programs is to make the employee feel valued so that they would be more open and unafraid to approach upper management if they think that their performance is being affected or would be affected by their personal problems.