Analysis
The case study talks about Maryam Qureshi who is a very hard working lady.At the beginning, she has an outstanding performance report at her place of work. She arrives at work on time and does her duties efficiently and with a lot of determination.The management of the organisation was satisfied with her work until she started showing some change in behaviour. She reported late at her work place and also wasted a lot of time during lunch breaks.She frequently returned late from lunch breaks. Her supervisor, Haleema noticedthat Maryam had difficulty in completing her assigned tasks. She also faced a lot of difficulty in making decisions and also in solving problems at her place of work. She had at one time had a heated argument with her work colleagues. This is unacceptable and against the principle of productivity at work. Her work performance speedily fell. The management also noticed her negative attitude towards work.
The management warned her on a number of occasions over the same. However, every time she gave an excuse to the management every time she was warned. She claimed that she had family problems that caused her a lot and therefore led to her changed attitude at work. She would also claim to have fallen illwhen compelled to account for why she kept away from job. The management carried out a thorough research to find out what exactly may have led to her changed attitude and behaviour.Finally, it was realised that Maryam Qureshi had a drinking habit that adversely affected her productivity at work. Finally, Maryam was fired by the management. Her unduly cases had gone overboard. She wasn’t regular at work, shouted at her colleagues and fought everyone.
- Can Haleema Terminate Maryam Without Running Into Legal Problems?
Yes, Haleema can terminate Maryam’s contract and evade getting into any legal problem. Maryam had gotten into so many problems. She had shouted at her colleagues, she had fought with them and she was no longer productive at her place of work. Maryam had acted againstthe work ethics. Haleema, the supervisor had done her part by finding out what would have gone wrong with Maryam.She has also warned Maryam on three occasions to check on her behaviour. However, Maryam didn’t take any notice from the warnings. She had no remorse regarding her conduct and made no effort to correct it. Haleema had exhausted all the available measures that could be taken against Maryam. The only option that remained was termination of Maryam’s contract with the company.
- Should Halima Have Acted Sooner?
Yes. As a supervisor, Haleema should have looked at ways of assisting Maryam at the earliest stage possible. She should have contacted the Employee assistance program to come to the aid of Maryam the moment she realised that everything wasn’t well with her. Maryam had been very outstanding at her place of work prior to her changed attitude. Any serious supervisor would have therefore not wished to lose her.
- How Maryam Can Be Motivated From My Opinion
First we must understand that Maryam was never born a drunkard. She was initially a very hard working lady at her place of work and her work was recognised by the management.She must have fallen into the habit of drinking following the stress that might have been caused by her family problems that she frequently raised. It is therefore inorder that we make her motivated and feel accepted in the society. I would reach out to Maryam to find out the root of the problems that she had raised all along. I would then guide her on the best ways to solve the problems. I would also ensure that she attend the employee assistance programme. The programme would be of great benefit to her as she would be provided with guidance and counselling services.
- Do you think Maryam behaviour negatively affected her colleagues?
Yes, Maryam’s behaviour must have negatively affected her colleagues. This is because Maryam had initially been a very hard working lady and suddenly changed her attitude and behaviour. Several unanswered questions must have crossed the minds of her colleagues as to why it happened like that. Equally hard working employees as Maryam was at one time must have lost home and could not continue working hard. Some of the employees may have developed the fear that the same situation may happen to them. The colleagues were also negatively affected by the disruptions that were caused by Maryam at the place of work. Maryam shouted at the employees and also fought everyone.
- How Nikat Should Deal With This Matter
Nikat should not have fired Maryam instantly upon receiving the news. He should have done his own investigations and probably found out if there were any ways that could be used to assist her. Furthermore, it is very clear that no employee should be sacked before the Employee assistance programme is consulted. Nikat should have consulted EAP to seek for advice on the best action to be taken against Maryam. Nikat should deal with the case with a lot of caution. He needs to understand that Maryam had initially been an outstanding performer at the organisation. As a result, she might have been a role model to some other employees. The kind of action taken against her will therefore in one way or another have an impact on her colleagues.
Reference
Rashid, M. Z. (2012). Role of “haraam” practices on behavior and performance of employees:a case study of business organization. Emerald Emerging Markets Case Studies, Vol. 2 Iss 8 pp. 1 - 3.
