Dishonest Behavior At Slade Company

Ralph Porter, who is a production manager at the Slade Company, was concerned of other employees that were dishonest regarding the time card. This paper focuses on the situation, the issues, and alternatives that may be brought up to the attention to end the employees’ dishonest behavior. The author will then evaluate the alternatives and develop an action plan for a better solution. Slade Company was a small but successul manufacturer of metal products with 500 workers. Worker’s felt secured, with no layoffs within the company. Working hour in the plating room was long, in order to cut costs, the company increased overtime instead of hiring new workers. Supervisors should conduct proper trainings to avoid unethical behaviors, revisit

Therefore, the workers abuse this fact and does unethical and dishonest behavior. If this fact is ignored, the company will face more cost towards employees and other problems may arise. Alternative solutions may be supervisors monitoring the workers on a daily basis, one supervisor in the morning from 7AM, and the other supervisor starting from 9AM which will cover the regular schedule work for workers from 7AM to 7PM. The second alternative solution may be conducting trainings from the Human Resources department to improve the worker’s performance levels. This may be added with more disciplinary action for those who break the rule, and recognize and appraise those who are ethical. The final alternative is to change the time card machine to biometric hand scan that prevents other from clocking in or out for other co-workers. The decision criteria for this case analysis is equality amongst others, approval from the General Manager/headquarter, new machines installed to increase speediness coming in and out of work, strengthening the employee morale, and may able to cut costs.Alternative solutions may be supervisors monitoring the workers on a daily basis, conducting trainings from the Human Resources department to improve the worker’s performance levels, and to change the time card machine to biometric hand scan that prevent other from clocking in or out for other co-workers. The first two solutions are easier to handle since the two alternatives does not impact much on the cost. Moreover, with the last changing the time card machine to biometric hand scan may be costly. However, this would be a solution that may change the workers mind and will prevent dishonest time in and out in the workplace. Therefore, the preferred alternative for this case study may be the last solution which