Quote:
Originally Posted by Jim 9922
At least in private businesses you can easily get rid of worthless employees! For me, accepting or continually working with bad employees is not acceptable or a good life.
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Worthless employees are worthless employees from day one. Employees don’t start off like a productive “house on fire” and then suddenly become worthless. It is management’s responsibility to evaluate these employees before giving them job security (which came about for on-the-job political reasons), and if that manager is a “worthless employee,” he or she may well contribute to keeping other worthless employees working.
I might add that this type of job security is not set in stone; the law still allows management to correct the malfeasance (or nonfeasance) of one of its own who allowed job security to a “worthless employee.” But this is a sword with (at least) two edges. Here’s a true story:
Does anyone remember keypunch operations, back in the days when computers were mainframes in large, air-conditioned rooms and info was batch-fed to it? A woman who had started out as a consistently hard-working keypunch operator with a high accuracy rate evolved into one with a poor rate. Now remember, this is objective; her accuracy rate was not anyone’s opinion or based on personality or political issues but was simply measured as a percentage. The division head just wanted this woman out of her job, since she simply wasn’t appropriately productive in terms of his needs.
Here comes the rub. This was an older woman but not yet of retirement age, a member of a minority group, who was raising and supporting her grandchildren, who had developed arthritis in many parts of her body, including her hands, and added to this was the onset of some uncorrectable vision problems. The division head assumed that human resources personnel would handle her “being brought up on charges” (sounds awful, but that’s the language of the law). When he was told that no, he would have to address the board in her presence in terms of presenting the “charges,” he changed his mind very quickly! Instead, he transferred her to another department in his division where her limitations did not impact--or did not impact anywhere near as much--her job performance.
How sad that in the private sector, a person like this can simply be fired without recourse.