...Insubordination vs Attitude in the Workplace Whether you are dealing with insubordination or just a bad attitude it can be hand to handle. However, even though the two often can be mistaken for each other, they are equally different and need to be handled in their own way. In this article you will learn how to tell the difference between the two, some underlying causes, and ways to successfully shut it down. What is Insubordination? This comes in several different forms and has a few different reasons it happens. However, what it comes down to is a problem with authority. Whether this authority issue is with the law, with a teacher, or employer, it just comes down to having an issue with someone who is in charge and gives you orders. But what drives insubordination?...
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...productivity and confidence. 3.What are Ways of teamwork in the physician’s office? Developing an effective and highly functional staff that puts practice performance first, though, is easier said than done. To a large degree, that’s because medical practices are comprised of a small group of people who work together but perform very different roles. As practice administrator, you can encourage teamwork by modeling good business behavior yourself. That means meeting regularly with your physicians and shareholders to discuss financial performance and opportunities for growth, maintaining open lines of communication, and resolving conflicts as quickly and professionally as possible. 4. What is the meaning for insubordination and why it is grounds for dismissal? Insubordination is considered one of the deadly...
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...Rodman v. New Mexico Employment Security Department, 764 P. 2d 1316 (N.M. 1988) Facts: Ms. Billy J. Rodman, appellee had been employed by Presbyterian Hospital as a unit secretary for nearly eight years when, on February 17, 1987, she was terminated under hospital personnel policies following a "third corrective action" notice. Before her termination restrictions had been placed on Rodman's conduct due to personal problems adversely impacting her place of work. Ms. Rodman was reprimanded in June of 1986 for receiving an inordinate number of personal telephone calls and visitors at her work station, which was disruptive to her own work and to her co-workers. The formal reprimand set forth conditions to prevent further corrective action. Ms. Rodman was to have no personal telephone calls during work hours outside of a designated break or dinnertime, in which event they were to occur in an area not visible to patients, physicians, or other department staff. When leaving the department for dinner, Ms. Rodman was to report to her immediate supervisor and was not to leave the hospital. Ms. Rodman was to make every effort to resolve the matters in her personal life that were causing problems at work. According to the testimony of her supervisor, extremely disruptive telephone calls continued. The doctors were beginning to comment on it. The staff was getting more distressed. According to her supervisor, "Again we talked about the visits, and the behavior at the desk. When the...
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...Boyce, Chief Executive Officer From: Student, Personnel Management Consultant Subject: Karen Carlin Case Study: Issue Analysis and Proposed Solutions Date: 21 October 2010 INTRODUCTION The purpose of this memo is to analyze and propose solutions for the issues Karen Carlin faces as she takes on the supervisor role for the schedule typist department of Hepplewhite & Boyce. The three issues to be analyzed are (1) lack of productivity, (2) insubordination and abuse of company resources, and (3) staff mismanagement. First, the problems will be defined and probable causes discussed. Then, recommendations will be made to resolve these issues. DEFINITION OF PROBLEMS AND PROBABLE CAUSES The problems identified in this memo are ones Hepplewhite & Boyce can easily resolve with a few simple actions. Doing so will not only be good for the company but will be good for the employees as well. The end goals should be as follows: (1)Increased productivity within the schedule typist department. (2)An end to the insubordination and abuse of company resources. (3)Improved management of the schedule typist staff. The issues within the department will be explained in further detail next. Lack of productivity The first issue within the schedule typist department of Hepplewhite & Boyce is a lack of productivity on the part of two of the employees, Pat and Pauline. In order to do the least amount of work possible, Pat and Pauline are purposely not updating the tax schedules...
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...your vision into your future reality. Setting goals also helps a person achieve career success because once you set your short term goals and long term goals then start breaking them down it will help you get where you want to go. 3. Identify specific ways teamwork can be promoted in the phycian's office. · One of the best tenets for promoting teamwork is that there has to be an increased interaction amoungst employees or team members. This helps tem in learning to understand each other and deal with the different aspects of their behavior, both negative and positive within the context of the organizational tasks. 4. Discuss the meaning of insubordination and why it is ground for dismissal. · Insubordination is difined as disobedience to authority. Depending on the insubordinations severity and the number of times it's occurred it may or may not be a discharegeable offense. This often may be the result of inexperience or bad judgement that can be remedied with a quick word. When it's chronic and willful it's adifferent matter entirely and termination can be pushed...
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...I do not. How do you feel about insubordination and discipline? My feelings towards insubordination is rather negative as I find it unprofessional not to follow a direct order or task. I think that insubordination shows how immature you can be if you are unable to follow something that has been told by a higher officer. I do not see someone fit in C platoon that shows clear sign of insubordination and is not willing to work by the orders given by a higher officer. I personally feel that discipline is an important thing to possess as it'll show your maturity. Being able to take direct orders and follow them is important thing to have in C Platoon. I feel that more discipline you possess, the more you can accomplish in the department. Showing clear signs of you being able to take orders and remain calm is important and someones life could depend on your disciplinary training. I personally feel that I have no insubordination problems as I've not yet failed to take orders from a superior officer. I'm a well disciplined person and I got to thank my dad that taught me the roots of disciplines at an early age. I'm that type of person that is disciplined and is not afraid to do something that could save...
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...It goes on to state that after the employee makes the request, the supervisor has three options. 1. Grant the request and delay the interview until the Union representative arrives and has a chance to consult privately with the employee. 2. Deny the request and end the interview immediately. 3. Give the employee a choice of having the interview without representation or ending the interview. Additionally, if the supervisor denies the request and continues to ask questions, this is an unfair labor practice and the employee has a right to refuse to answer. The employee cannot be disciplined for such refusal but is required to sit there until the supervisor terminates the interview. Leaving before this happens may constitute punishable insubordination (umass.edu,...
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...makes a person feels good about him or herself as well. 3. Identify specific ways teamwork can be promoted in the physician's office. Team work in a physician’s office can be promoted by going a job even if it is not your job to do so. Doing that tells your physician and co-workers that you are dependable when needed and that you don’t want to risk your employment by being insubordinate. Another way team work can be promoted in the office is by putting your personal feeling to the side while at work; at work you are there to do your job and care for the patients in any way possible because they are the reason the office even exist. 4. Discuss the meaning of insubordination and why it is grounds for dismissal. Insubordination according to out textbook is defined as disobedience to authority. Insubordination...
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...intending to obstruct the war drafts and weaken the soldiers’ loyalty. Schenck was then arrested and charged in Philadelphia, PA, for violating the Sedition Act for: “attempting to cause insubordination in the military and naval forces of the United States” and was convicted. A few days later after he was convicted, he appealed his case to the Supreme Court. The Supreme Court agreed to hear his case and his case was tried on January 9th, 1919. During the trial, many questions were brought up. One of which was whether or not the first amendment could be limited during wartime and whether or not if the Sedition Act was constitutional. “I don’t believe that freedoms should be limited at all during wartime.” said Schenck’s lawyers. “There would be no point in the constitution if freedoms are limited.” What follows is an excerpt of an interview with Schenck’s lawyers during a brief intermission. Q. As addressed during the trial, Do you believe your client has endangered the American people by promoting the burning of draft cards? A. No Schenck has not directly told the recipient to burn their draft cards, it is only inferred that he has. Q. Even so, would it not cause insubordination among the people? Would this not affect the safety of our citizens? A. No it would not cause insubordination… It would not affect the safety of our citizens because the pamphlet is harmless and is merely speaking out the opinions of Schenck. Q. Do you believe that during wartime, our rights can...
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...Military Orders 1 To Obey or Not to Obey: Unethical Military Orders Richard Cuoco SOC 120 : Introduction to Ethics and Social Responsibility Instructor : Stacey Hiles February 27th 2012 Military Orders 2 In a military environment following orders is essentially the top priority. Insubordination is generally defined as a willful or intentional failure to obey a lawful and reasonable request of a supervisor.1 Following orders shows that the organization is well structured and disciplined. Sometimes though an order comes down from above that you may feel is not ethical or it goes against your standard thought of what is right or wrong. Here I plan to discuss my thoughts on this topic as well as supporting my claim that through the use of utilitarianism, a solution to this issue could be reached. In the recent past the image of our military has been tarnished in perspective of the public eye as a result of some officers not following ethical conduct of the force. They believe that their thoughts and ideas about what can come from their orders are the only thing that matters and what you feel shouldn’t matter because you are a subordinate and should follow orders. With that said I believe that there should be an ethical process involved when making certain decisions. I also believe that all subordinates should let their superiors know what they think of certain common situations so there is no need to question someone’s ethics when there isn’t time to do so...
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...Sample Written Warning Letter for Insubordination June 1, 2011 Dear Mr. John E. Adams: World English Dictionary: not submissive to authority; disobedient or rebellious This written warning is being issued to you for violating our company policy on insubordination as stated in our company employee handbook. Specifically, on May 27, 2011, at approximately 9:35 am you refused to take direction from your supervisor when they directed you to shut down the conveyor belt you were working on and move to the loading dock to help with unloading a delivery. Although you finally did follow their direction it wasn't until they made three separate requests to do so. Mr. Adams, it is important that you follow your supervisors direction at all times. The only exception to this would be if you were directed to perform a task that was unethical, illegal, or unsafe. In the future if you fail to follow any company policy you will be subject to disciplinary action up to and including possible termination. Sincerely, Robert R. Smith Supervisor John E. Adams Employee My signature does not necessarily indicate that I am in agreement with the above statements; however, it does indicate that I was informed of the contents of this letter. Sample Employee Conduct Policy Every individual is expected to execute their assigned duties as directed during on duty time. Insuring quality in everything we do requires attention to detail and working quickly or carelessly has...
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...his long years in service. He is known in Canalven as a “Career Man” and energetic and proud of his job. His pride is shown in the yellow inscription bearing his name in the machines he designed. However, he is disliked by many workers because of being full time grumbler. He shows insubordination with his superior, Stone, by ignoring his instructions as in the case of the furnace incident. Moreover, Alvarez is influencing other workers to follow his orders instead of Stone. Stone believed that other workers don’t trust him because Alvarez is demoralizing them and brought the issue to the higher management. This case will be analysed and dealt with the point of view of the Assistant Plant Manager, Pinto, as he will be responsible in the course of action to take on the Alvarez case. Analysis: Stone and Alvarez are having problems from the beginning. Alvarez would not accept Stone’s authority because he believed that Stone do not know anything about machines and are changing “things” that had worked for years. Stone do not like the yellow inscriptions that Alvarez is printing on the equipment as he believed that these are company’s assets. He is also having problem with Alvarez’ insubordination and the other workers lack of trust in him. Listed below are the observed behaviour/ personality and attributes of Stone and Alvarez to better understand each central characters of the case. Stone | Alvarez | Positive: young | Positive: energetic, talented, clever, | Negative:...
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...In the case of Daniel Dean VS. United States Parcel of America, Mr. Dean was terminated unfairly. Dean worked for UPS for 24 years. He was a dedicated, motivated individual who made UPS his life. He worked long hours and was promoted to a Manager position. Alas, then the trouble began. In November 2004, Dean was instructed to oversee and retain employees to account for all vehicles, equipment, and unload contents to be sorted and ready for delivery. The project he was managing was transferring oversight from one district to another. Dean ended up performing a portion of the training with an employee, resulting in the employee not completing a lot check. Additionally, a driver ended up leaving with the wrong load, which provided...
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...or mobs in the Capitol and encompassing Districts because of the pulverization of District 13 after its revolt and the execution of the Hunger Games as method for consistent update that insubordination is not permitted. This backings Gluckman's contention about custom uprisings as demonstrated in this citation, "I would mainly push that the defiant custom happens inside a made and unchallenged social request" (207). Since President Snow now sees Katniss as a danger since her insubordinate demonstrations have now begun to shape privileges of resistance, he changes the standards the 75th Hunger Games to incorporate a male and female tribute who were past victors, putting Katniss and Peeta once more in a battle for their lives with the expectation that she won't survive this time. President Snow additionally debilitates Katniss' family in the event that she can't make him accept...
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...Employment-At-Will Doctrine Strayer University Professor LEG 500 Law, Ethics, and Corporate Governance The Employment-At-Will doctrine continues to be favored by employers and employees in various forms thru out numerous types of companies. The doctrine gives employers and employees the right to terminate terms of their employment “for a good reason, a bad reason, or no reason at all” (Halbert Ingulli, 2012, page 46). There are some restrictions to the at- will doctrine in which an employer may not terminate an employee’s employment. Some of the following restrictions are “employer from terminating employees in violation of well-established public policy of the state”, “filing a workers' compensation claim after an on-the-job injury” and/or “refusal to violate the law at the employer's request” in the article Employment-At-Will Doctrine. The following violations can best be classified under three main exceptions to the At-Will place of employment. They are Public Policy, Discrimination or retaliation, and Implied Contract. We will discuss the three examples of scenarios and one real world situations and see if they fall into one of the three exceptions to At-Will employment. The first example is scenario three, Bill using his company-issued BlackBerry to run his own business on the side. Let’s assume that when Bill was given the blackberry, he signed a company property agreement form stating usage and restrictions. In the company property agreement form, it never...
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