Supervisors Problem

Not only dress code there are some areas where an employee can become a problem. Let's look at some of the most common causes, and briefly discuss some of the ways to deal with these problems. First, poor performance may be due to one of the several factors: lack of skill, disorganized or sloppy habits, a lack of motivation, or being habitually late. If poor skills are the cause, then additional training may be helpful. Second, employees may just be disorganized or sloppy. These workers possess varying degrees of competence and present problems for agencies in some ways, including abusing sick time, coming to work conducting personal business, or having a just-a-job attitude. Such behaviors create a negative environment for coworkers and supervisors.
However, managers should strive to effectively deal with these workers to the satisfaction of the employee, as well as the employer. Considering the effects that these individuals can have in the department and the community, supervisors must

Unfortunately, no formula for categorizing them exists. Variables, such as industry, level or status of job, race, sex, ethnicity, or any other category, prove meaningless. Sometimes, the problem in recognizing these workers may rest with the manager. For instance, supervisors may not want to admit they have a problem employee for fear that it will reflect poorly on their skill in managing people. In other cases, a worker may exhibit such strange ability in certain areas that the supervisor is willing to overlook weaknesses in other endeavors. As another possible scenario, an employee may have a manager with relaxed standards. An uncomfortable situation also may exist when the supervisor and worker share a friendship or genuine fondness for each other. Alternatively, managers may feel so overwhelmed with professional responsibilities or personal crises that they choose just to ignore the problem (Weitzel,