The Discipline Dilemma You Were Recently Promoted To Intern

The Discipline Dilemma you Were Recently Promoted To Internal Audit Dir

The Discipline Dilemma you Were Recently Promoted To Internal Audit Director and now manage a team of 12 individuals, who are highly educated and experienced professionals, including an Audit Manager named Elizabeth. Elizabeth has been with the company for over 10 years and has accumulated 36 absences in the past 12 months, primarily calling in on Mondays or Fridays. Despite her frequent absences, her work gets completed, but she often operates in "crisis mode" to meet deadlines, which impacts her colleagues’ workloads and morale. The company has no formal attendance policy, and employees are expected to attend unless there are emergency circumstances, with extended absences requiring documentation. You are considering whether to discipline, dismiss, or take no action regarding Elizabeth’s attendance record and behavior.

Your task is to analyze the pros and cons of each alternative, choose an appropriate course of action, and develop a strategy for discipline if you decide that is necessary, considering the impact on employee relations and following Chapter 12 guidelines on disciplinary procedures.

Paper For Above instruction

The delicate situation concerning Elizabeth’s frequent absences presents a complex challenge for a new internal audit director seeking to balance enforcement of attendance expectations with maintaining positive employee relations. Each potential action—disciplining, dismissing, or taking no action—carries distinct pros and cons, and selecting the most appropriate strategy requires careful analysis grounded in organizational policies, employment law, and ethical management principles.

Pros and Cons of Disciplinary Action

Implementing disciplinary measures allows the organization to address attendance issues directly, signaling that such behavior is not tolerated and reinforcing workplace standards. Formal discipline can include verbal warnings, written reprimands, or probationary measures, each escalating in severity. The immediate benefit of this approach is the potential for Elizabeth to modify her behavior, improving morale among her colleagues who may feel burdened by her unpredictable absences. It also demonstrates managerial accountability and adherence to internal policies, promoting fairness and consistency.

However, there are significant drawbacks. Since the company lacks a formal attendance policy, discipline could expose the organization to legal vulnerabilities if procedures are not clearly defined and consistently applied. Additionally, disciplining a long-tenured employee like Elizabeth might damage her engagement and productivity, especially if her absences are connected to underlying health or personal issues. Such action could also be perceived as punitive, leading to decreased morale within the team and potential risks of workplace conflict or turnover.

Pros and Cons of Dismissal

Termination might seem like a definitive solution to eliminate ongoing attendance problems. It provides a clear message that the company enforces its standards and is committed to fairness. From an organizational perspective, dismissing Elizabeth could restore team productivity and morale, and set a precedent for addressing similar issues in the future.

Conversely, dismissing a seasoned employee with extensive tenure and experience could have negative repercussions. It may lead to perceptions of unfairness, particularly if the absence issue is linked to health concerns or personal circumstances not fully addressed. Moreover, without a formal attendance policy, justifying dismissal may be procedurally complex and could potentially lead to legal challenges. The loss of institutional knowledge and the cost of recruiting and onboarding a replacement further complicate this decision.

Taking No Action

Choosing to take no action might be justified if Elizabeth’s work output compensates for her absences and her behavior does not significantly disrupt the team. This approach avoids conflict and preserves her long-standing employment relationship.

However, neglecting the issue can result in ongoing morale problems, perceptions of favoritism or unfair treatment, and setting a poor example regarding attendance expectations. It may also encourage other employees to imitate Elizabeth’s behaviors, undermining discipline and organizational standards in the long run.

Recommended Alternative and Rationale

Given the absence of a formal policy, and considering Elizabeth’s lengthy tenure and overall contributions, a balanced approach would involve taking disciplinary action focused on providing clarity and support rather than punishment. This aligns with the principles outlined in Chapter 12, emphasizing fair, consistent, and progressive discipline procedures.

Strategy for Discipline

Following a structured disciplinary strategy, I would initiate a private discussion with Elizabeth to express concern over her attendance record and its impact on the team. Recognizing her experience and past contributions, I would approach the conversation with empathy, seeking to understand any underlying issues contributing to her frequent absences, such as health or personal challenges.

Subsequently, I would establish clear expectations moving forward, including the importance of attendance and participation, and inform her of potential consequences if absenteeism persists. Since extended absences are treated as short-term disability with documentation, I would encourage her to explore this avenue if appropriate, providing guidance on company procedures.

To reinforce organizational standards, I would document the discussions and any agreed-upon plans, ensuring transparency and fairness. If behavior does not improve within a specified timeframe, progressive discipline steps—such as written warnings—would be implemented to underscore accountability. Throughout, I would emphasize support and flexibility where appropriate, aiming to foster a respectful and fair workplace environment.

Impact on Employee Relations

This approach balances accountability with compassion, aiming to maintain a positive relationship with Elizabeth while addressing the attendance issue. It signals to the team that management enforces standards consistently but also values employee well-being, which can boost morale and trust. Additionally, documenting the process helps protect the organization from legal risks and provides a clear record of efforts to resolve the issue amicably.

Conclusion

Addressing Elizabeth’s attendance problem requires a nuanced approach that recognizes her value to the organization and addresses the behavioral concerns appropriately. By implementing a fair, transparent, and supportive disciplinary strategy grounded in the principles of Chapter 12, the organization can improve attendance, uphold standards, and foster a positive work environment that respects employee dignity and organizational integrity.

References

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