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W is the supervisor of the house-keeping team in a large hotel. X, a member of the team, is consistently late to work which means that other team membershave to perform extra work. A number of team members have also complained to W about X's aggressive behaviour. Two months ago W spoke to X informally about these issues and for a short period things improved.
But it is now clear that X is again displaying unacceptable behaviour and upsetting colleagues. W knows further action must now be taken to deal with the situation.
With reference to the disciplinary process, which isthe best course of action for W to take?
Suggested Answer: A
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38 comments · newest first
WI
William
11 months ago
I doubt X will change after just a chat.
RO
Roxane
11 months ago
Why not just talk to X again?
BO
Bonita
11 months ago
Reducing hours? That seems harsh!
SU
Susana
12 months ago
I think a verbal warning is more appropriate.
CA
Casie
12 months ago
Sounds like a formal warning is needed.
KA
Kanisha
1 year ago
I feel like just talking to X informally again might not work since it didn’t last last time. We need something more structured.
LI
Lilli
1 year ago
I practiced a similar question where the supervisor had to choose between informal and formal actions. I think a formal verbal warning could be effective.
LA
Laticia
1 year ago
I'm not sure if reducing hours is a good idea. It feels a bit harsh and might not address the underlying issues.
JO
Johanna
1 year ago
I remember we discussed the importance of following the disciplinary process properly. I think a formal warning might be the right step here.
CL
Clarence
1 year ago
I'm leaning towards option B as well. A formal verbal warning with documentation seems like it would provide a clear record and set expectations for the employee to improve their behavior.
EA
Earnestine
1 year ago
Option A seems a bit harsh, especially if the previous informal discussion led to some temporary improvement. I'd be cautious about jumping straight to a threat of dismissal.
AS
Ashanti
1 year ago
I think option B is the way to go - a formal verbal warning with a record kept on file. That seems like the appropriate next step given the ongoing issues.
AF
Afton
1 year ago
Hmm, I'm a bit unsure here. The question mentions previous informal discussions, so I'm wondering if a formal warning might be the next logical step.
CA
Carma
1 year ago
This seems like a straightforward disciplinary case, but I'll need to carefully consider the options to determine the best course of action.
HE
Helene
1 year ago
This is a good opportunity to apply what I've learned about Value Stream Mapping in the course.
MO
Monroe
1 year ago
I'm not so certain, but I think the inclusion of more programming languages in the code was mentioned in a different context? It feels like it might not directly relate to modules.
AL
Alonso
1 year ago
I'd go with option E: lock X in the broom closet until they learn some manners. No more problems with tardiness or aggression after that!
AJ
Aja
1 year ago
I'm torn between B and C. Reducing X's hours could be an effective temporary measure, but the formal warning paper trail is also important. Hmm, maybe I'll just flip a coin!
RA
Raina
1 year ago
D) Speak to X informally in a private office and ask that X improves their behaviour and apologises to colleagues.
CO
Cora
1 year ago
I think a formal warning would be more effective in the long run.
WI
Willodean
1 year ago
B) Issue a formal verbal warning via a formal interview, with a record of the interview kept on file.
ST
Stanford
1 year ago
A) Write a formal letter to X stating that if the unacceptable behaviour does not stop immediately X will be dismissed without further notice.
CA
Carmelina
1 year ago
I'm going with D. An informal chat and apology might be all that's needed to get X back on track. Why go straight to the big guns when a softer approach could work just as well?
CA
Carmela
1 year ago
I agree with you. A warning might make X realize the seriousness of the situation.
QU
Quinn
1 year ago
But what if X doesn't take it seriously? Maybe a formal warning would be better.
AN
Annamaria
1 year ago
I think D is a good idea. X might just need a reminder to behave better.
LA
Lauran
1 year ago
I disagree, I think A is the right choice. A formal letter stating immediate dismissal if the behavior continues will send a strong message and prompt X to shape up or ship out.
JU
Junita
1 year ago
I agree with you, B seems like a fair approach before jumping straight to dismissal.
MA
Marshall
1 year ago
A is too harsh, I think B is a better option. Giving a formal warning will give X a chance to improve.
GL
Gladys
1 year ago
B) Issue a formal verbal warning via a formal interview, with a record of the interview kept on file.
ED
Edna
1 year ago
A) Write a formal letter to X stating that if the unacceptable behaviour does not stop immediately X will be dismissed without further notice.
EN
Ena
1 year ago
I think B is the best option. A formal verbal warning with a record on file will hold X accountable and make it clear that the behavior needs to change. Keeping it on file also provides documentation if further disciplinary action is needed.
ZA
Zachary
1 year ago
Hopefully this warning will be a wake-up call for X to improve their behavior.
DE
Delfina
1 year ago
X needs to understand the seriousness of the situation and the impact on the team.
HO
Hortencia
1 year ago
I agree, a formal verbal warning is necessary to address the behavior.
KI
Kimberlie
2 years ago
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JU
Julieta
2 years ago
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CL
Claribel
2 years ago
I think W should give X Claribel formClaribell verbClaribell wClaribelrning.