jump to navigation

Terrible Worker March 6, 2007

Posted by wilson7 in Workplaces.
trackback

Clark Glave does a thorough interviewing process of all his future employees which includes: a seven-page questionnaire that asked about such topics as job expectations and potential ethical dilemmas, person’s references, driving record, health record, and then asks for a drug test. This still did not prevent him from hiring the wrong type of worker. He did not reveal this person’s name but he said for the first couple of months everything was great but after Glave stopped making his routine checks everything went down hill. Why the sudden change? The employee began to get cocky, he started not showing up for work on Saturday, did not implement the new system for cataloging, and he complained that the workload was too much. Clark hired one of this worker’s friends to help with the implementation of the new catalog system and for the first couple of weeks everything was working well but it took a drastic change. Neither employee had established a system for tracking the 140 storage areas in the warehouse, the place was filthy, there were six cases of empty beer cans and bottles in my dumpster, and the wall it shared with an adjacent tenant had been bashed in. Why do employees abuse the power that they have? If Glave had established a better organizational culture would this have happened?

The productivity reading was revised to an annualized 1.6 percent pace, down from the original reading of 3.0 percent gain, according to government data on Tuesday. The slowdown in nonfarm business productivity, a measure of how much any given worker can produce in an hour, matched a forecast of analysts polled by Reuters.


Why are people working slower each year? Are we getting lazier as a country or is the workload getting more complicated? It might be a combination of both but no one really knows.

Advertisements

Comments»

1. collage9 - March 7, 2007

I also happened to stumble upon this article CNN.com. Even though he seemed to do a thorough check of his employee, he had way too much of a hands off approach. He should have remained there for a while longer to make sure that the worker established good work habits and came up with a solid system. If he would have stayed and noticed the man could not handle the job, all of his problems could have been avoided. The second big mistake he made was letting the man hire one of his friends. The resulting work habits of the two men seemed to be driving around the warehouse on the forklifts drunk, which was probably not in the best interests of the company. I think Glave should not have put so much trust in his worker just because he put him through a thorough background check and interview process.

2. Lady - March 9, 2007

I think this situation can be tied to Abby’s post titled “What an Interview!”. The problems that arose in Glave’s organization were a result of the false security provided by his “interviewing process”. The extensive process that included a seven page questionairre was obviously not enough. Just as I mentioned with the RA hiring process, more tactics than a resume and application are necessary in order to decide if a person is fit for the job.

I have known of RAs who work well for the first weeks of the semester, and then start to slack off. Residents are no longer able to depend on their RA. The RA stops handling his administrative duties such as meeting with his supervisor, and updating bulletin boards. But unfortunately, their supervisor is stuck in a difficult position because no matter how bad of a job that RA might be doing, it is a hassle to fire that RA and bring another one in. It may disrupte the “community” of the hall or cause more work for OHRL.

Glave may be in a similar situation where it may cost too much to simply fire these nonproductive workers. That’s why it is crucial to have that interviewing process discussed in Abby’s recent post so that the employer can be sure that productivity will be sustainable in the future.

3. Elaine - March 19, 2007

I do not believe that workers today are getting lazier. I blame the system. If the system is not working, there will obviously be incompetent workers. The managers should take responsibility in making sure that their workers are following orders and are fulfilling their duties.

4. Jordi - April 13, 2007

Link is dead.

Most of the labor statistics I have seen show labor productivity UP. Maybe in thsi case it is not up as was expected, but, in general for the last 25 years, US productivity is up,up,up even as avergae or working class wages are pretty flat..

5. clark glavé - June 29, 2007

Just so you know, I spent months training and supervising this employee before I left him to his own devises. I live in a different state than where the business is located and had done what I considered to be my best before I left him in charge of day to day activities. He worked very well for about six months before things fell apart. If you would read the entire article called the employee from hell in forbes small business magazine you will see that you are working with only part of the facts.

6. Jordi - July 19, 2007

Clark,

Thank you for your response. This is a student-written blog for a class that has now concluded. Its too bad you didn’t find this earlier, as your input would have been very helpful. I will see if I can contact Terrance, the author of this post, as I am sure he would like to see your response.

My read of Terrance’s post was that what you had done was commendable and the worker still caused a problem. What partial facts is he working with in your estimation?


Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s

%d bloggers like this: