Allemployees are expected to meet specific pre-set performancestandards, and behave appropriately within the workplace. Failure todo this, corrective actions followed by disciplinary actions are inorder (Olmstead, 2010). As a shift supervisor, I was faced by adilemma whereby one operator approached me worried that she may haveforgotten to open the lubricating oil to the fan bearings until afterthe fan had been in operation. Opening the lubricating oil to the fanbearings is a critical step, and may cause severe equipment damage orinjury if not attended to.Though it was a near miss, I wascompelled to take action. I could adopt the "No harm, no foul"approach. Counseling is another possible approach I would employ.This way, I review the proper startup procedure and record theincidence in my files, or write to my supervisors for appropriateaction (Sahni & Vayunandan, 2010). Of the three courses ofaction stated above, I would opt to counsel the employee. This isbecause this approach has numerous positive impacts as highlightedbelow.
Itis worth noting that, each of the probable actions have theirpotential benefits and disadvantages. Adopting "No harm, nofoul" approach is advantageous in that, I will save the employeepossible punitive measure. Some of the among them may include losingher job or the possibilities for promotion despite her being one ofmy better hands. However, this approach may prove catastrophic as theoperator may one day forget to open lubricating oil to the fan, andcause untold damage to her and the plant. Additionally, I may be heldculpable to my seniors as I am supposed to report such cases(Olmstead, 2010). Alternatively, I could counsel her and review theproper procedure for start-up, and explain to her what could havehappened. Then keep the record of incident in my files, and informher of possible consequences such as reporting the seniors in case ofreoccurrence. This action is advantageous in that, it motivates theemployee for not getting stern punitive measure.
Further,it would edify the operator on proper start-up procedure andpotential risks for missing each of the steps. This way, the operatoris likely not to ever forget the process. Recording the incidence inmy files will be effective way of ensuring her optimal care in thestart-up procedure fearing the possible consequences. However, I willstill be answerable to the senior management for not reporting.Finally, I can write to my supervisor describing the situation. Thisis advantageous since I will have accomplished my responsibility asthe plant supervisor. However, I may deny the operator chances ofpromotions, and also lead to dismissal or firing (Sahni &Vayunandan, 2010).
Byadopting such an approach, it is clear that it will create a win-winsituation to all the concerned parties. This way, the employee willbe extra vigilant not only when opening the lubricating oil to thefan bearings, but also when carrying out activities within thecompany. It is also worth noting that, being the first time such anissue took place there are minimal chances that the senior managementwould take any course of action to this dedicated employee includinglimiting chances of possible promotion. This way, she will bemotivated to work harder as well as increase her loyalty to the firmin a great way both in the short and long-run.
Olmstead,J. (2010).Executiveleadership.London: Routledge
Sahni,P., & Vayunandan, E. (2010). Administrativetheory.New Delhi, India : PHI Learning