According to the four step control process, the first step would be to set performance standards. In this scenario Lei would first need to update the employee handbook. Updating the handbook would clearly set new employee standards. Lei would also need to make it mandated that every manager review the new updated version with their staff.
Measuring performance is the next step. With this process Lei would need to sit down with the management team and conduct an evaluation on the employees. This would allow them to see who was upholding the rules and regulations in the handbook. This will lead to areas of opportunity and also areas of correction. Buy measuring the performance level this would give the team the ability to give recognition to those that deserve it.
Step three is comparing the performance, this step will be challenging for the team. The team will need to evaluate the performance of the employees before the updated handbook. This will give the management team the ability to discuss what further changes need to be made. Also in the evaluation they will be able to evaluate the employees that did not need to make an adjustment with-in the new handbook.
Step four is to take action to correct problems and reinforce successes. In my opinion this is the last and most critical step. The individual incorrectly imputed wrong working time, or time that they did not work. This can be handled in a number of ways. They can have the employee make up the hours, and not get paid for them. Another option is that they can deduct the time paid out of their paycheck. This will allow the other employees to be aware that this type of action will not be overlooked. The manager should also be held accountable for his or her action. A manager should not authorize any action that is not cleared or allowed in the handbook. The only way to be fair on both sides is to write the manager up.
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