Summary
Tardiness in the office is an ongoing concern. Managers needs to be proactive in combating this “drug” that has taken over our office atmosphere. Many issues resembling dictating your staff’ reporting time in advance, outlining penalties of being late, and coping with tardiness because it happens might be executed to try to alleviate this downside which prices firms billions of dollars in misplaced manufacturing alternatives.
In a survey that I carried out, my preliminary observations involving my coworkers had been confirmed as out of 40 surveys that I despatched out, nearly 30 folks responded precisely as I anticipated.
The abuse of being tardy is obvious throughout us as suspense dates are typically not met, duties aren’t achieved, and work orders aren’t accomplished. It is just by ones intrinsic motivational dedication that his downside might be eradicated. Many steps might be taken to assault and try to treatment this “illness”.
INTRODUCTION
Essentially the most constant violation of loyalty and dedication to at least one’s employer is being late to work and sometimes prices companies billions of dollars in misplaced manufacturing alternatives. Tardiness prices U.S. companies greater than $Three billion annually in misplaced productiveness (DeLonzor, 2011, p. 1). This irresponsible act happens every day, particularly amongst authorities staff right here at Fort Bliss, Texas. Seeing this act every day has develop into a private pet peeve and I maintain my coworkers accountable continuously. An occasional occasion poses no actual concern, however repeated episodes of tardiness are trigger for motion (Mooney, 2012). There are a number of methods to try to fight this ongoing violation of punctuality: dictate staff’ reporting time in advance, define penalties of being late, and cope with tardiness because it happens.
THE PROBLEM
How can a enterprise, company, or firm achieve success if it’s not working at 100% continuously? To be able to maximize productiveness, staff should be at work at their prescribed time. Being late to work is arguably the most evident cause why duties don’t get achieved, suspense dates aren’t met, and work doesn’t get accomplished. Tardy staff have an effect on extra than simply their very own productiveness; sure, they aren’t technically getting work executed when they’re late (Belcher, 2012). Clients are what make a enterprise profitable. If the staff of a enterprise don’t make themselves obtainable persistently, then a enterprise dangers the chance of them trying elsewhere for well timed providers.
REASONS WHY EMPLOYEES ARE LATE TO WORK
In an try to realize a transparent understanding as to simply why staff report back to work late, I carried out a ballot in my place of employment and gained some attention-grabbing perception on this concern. On the survey, I inserted a piece the place staff may pencil in their very own causes for being late. Surprisingly, nobody took the freedom of penciling in some other cause(s) than the ones that I offered.
Out of 40 surveys that I despatched out to my coworkers, solely 30 responded. Out of the 30 respondents, 27 staff reported being late to work as a result of extreme site visitors for a complete of 90%; 28 out of 30 reported being late as a result of waking up late for a complete of 93%; 29 out of 30 reported being late as a result of gate congestion when attempting to entry Fort Bliss for a complete of 96%. My numbers are graphically expressed under:
One more necessary statistic is that out of 30 respondents, 28 reported being late to work a median of 1-Three occasions per week for a median of 94% whereas a modest two respondents reported being late a median of Four-5 occasions per week for a median of 6%. My numbers are graphically expressed under:
SOLUTIONS/RECOMMENDATIONS
In all probability the most necessary factor that we as enterprise leaders have to do is make sure that we clearly inform staff about when and the place they are going to be nicely in advance. Give every worker a duplicate of his or her work schedule no less than one week in advance (Mooney, 2012). Make no mistake about it, if an worker is aware of the place they should be and at what time, then there shouldn’t be an excuse for not assembly the reporting necessities. Lame excuses resembling extreme site visitors, waking up late, or in the case of Fort Bliss – gate congestion, is not going to be tolerated. Administration needs to be proactive and supply their staff a piece schedule nicely in advance so staff can plan forward and know the place they may should be.
One other necessary factor that a supervisor should do is define and talk the penalties of being late to all staff and make sure that they’re understood. This needs to be executed throughout the first few days that the worker begins to work ideally in writing. Personally, when my staff are late to work, I see it as an indication of disrespect that ought to not and can’t be tolerated. In a world the place there are fewer hours in a day than it takes to get all the things achieved, you make somebody waste their valuable time on you by selecting one thing over them; that is the final signal of disrespect (“Being tardy – An indication of disrespect,” 2012). Typically, managers have strict timelines to fulfill.
Conferences or different engagements with staff are sometimes scheduled round the managers’ timeline. Due to this fact, staff are anticipated to be at the applicable place at the applicable time. Deviations from this schedule can typically deliver disciplinary actions on staff through a adverse write up, for instance. Worst case, extreme lateness can result in being fired from ones job. Motivation comes from inside; staff must wish to be on time and managers can’t power staff to do one thing that they don’t wish to do. You may solely present an atmosphere at work that’s conducive to and supportive of staff selecting to develop into motivated about points associated to work (Heathfield, 2012). Lastly, tardiness must be handled aggressively because it happens.
The one solution to mend the results of fixed tardiness is to repair the downside at its root (“Being tardy – An indication of disrespect,” 2012). A manger ought to maintain a counseling session to search out out what the base of fixed tardiness is. Issues resembling utilizing a planner to write down appointments or conferences down, setting your alarm to ring sooner than regular, or calling forward to tell that you may be late are only a few issues that managers can recommend to staff in order that they will fight being late.
Managers hate making final minute changes to the work schedule so making ready them forward of time for an staff’ lateness or absence is the sensible factor to do. Though termination is all the time an choice for workers with extreme tardiness, there are occasions when an in any other case great worker merely wants a nudge in the proper path. Workers who’ve points with tardiness typically are the youthful, much less skilled technology; most of the time, all they want is to be steered in the proper path.
CONCLUSION
Although many individuals are late to work every day, the treatment to treatment this continuously abused “drug” lies inside. The small survey carried out clearly concludes that there’s a treatment for being late to work though the actual treatment lies inside every particular person individual.
A very powerful factor is the willingness to being punctual and self-awareness of the cause for being late after which the trigger must be rooted out (“4 Causes Overpowering Particular person Thoughts”, February 27, 2009). There isn’t any room for tardiness in the office. If managers dictate staff’ reporting time in advance, define penalties of being late, and cope with tardiness because it happens then there will probably be no excuse for being tardy to work.
References
Being tardy – An indication of disrespect. (2012). Retrieved April 30, 2012, from http://www.professors home.com/Relationships/Basic/Articles/Being-Tardy—A-Signal-of-Disrespect/ Belcher, L. M. (2012). The Impact of Tardiness on Companies. Retrieved Could 1, 2012, from http://smallbusiness.chron.com/effect-tardiness-businesses-19150.html DeLonzor, D. (2011). Working late: coping with chronically late staff who value the firm in productiveness and morale. Retrieved Could 1, 2012, from http://discover articles.com/p/articles/mi_m3495/is_11_50/ai_n15863701/ 4
Causes Overpowering Particular person Thoughts from Being Punctual. (February 27. 2009). Retrieved Could 2, 2012, from http://www.ayurvediccure.com/womenshealth/four-reasons-overpowering-individual-mind-from-being-punctual/ Heathfield, S. M. (2012). Human Assets: The underside line for motivating staff. Retrieved April 30, 2012, from http://humanresources.about.com/od/motivationreward retention/a/motivating_employees.htm Mooney, L. (2012). How one can cope with tardiness in the office. Retrieved April 26, 2012, from http://smallbusiness.chron.com/deal-tardiness-work-place-21373.html
You might also have an interest in the following: essay about tardiness, tardiness essay, tardiness thesis, conclusion about tardiness, survey questionnaire for thesis about tardiness, statement of the problem about tardiness