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Magandang topic ito, ano opinion nyo?

pingles · 31 · 6430

pingles

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on: Dec 16, 2011, 09:20 AM
Heto yung scenario:
Sa isang company may isang empleyado(pangalanan na lang natin na si 'Eba') na hindi nag-perform. Halimbawa, may project sya na kayang gawin ng 5 days, nagagawa nya ng 50 days. Minsan napasam sya sa project na kailangan ng team-work at as usual, ganun pa rin sya, subra bagal, sige andyan na yung mahina sya. Di kalaunan, may nakapansin sa ginagawa nya dahil apektado yung task nya na related dun sa task ni Eba. Hanggang sa kalaunan ay nabulyawan nya si Eba.

Nagsumbong si Eba sa manager nila na unprofessional yung nagbulyaw sa kanya,

Kung kayo yung manager ni Eba, sino sa tingin nyo ang dapat parusahan? At bakit?

Critical and topic na ito kase may mga kompanya na nakakasuhan dahil sa tulad ni Eba.
« Last Edit: Dec 16, 2011, 09:29 AM by pingles »


GoodSteward

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Reply #1 on: Dec 16, 2011, 09:25 AM
magabdabg? Typo po ba yan or pang attract sa thread?


pingles

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Reply #2 on: Dec 16, 2011, 09:26 AM
ok hayan na modify ko na


GoodSteward

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Reply #3 on: Dec 16, 2011, 09:32 AM
Hehe ayun ü

Kung ako yun manager at alam kong may performance issue si eba, di ko masyadong papatulan sumbong niya. Ill listen to the other side of the story din...and kung wala akong grounds para sibakin ang isa sa kanila, ill make sure di ko sila pagsasamahin sa isang team....


pingles

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Reply #4 on: Dec 16, 2011, 09:37 AM
so ibig sabihin apektado rin talaga yung nagbulyaw kay Eba? Up to what degree naman? Isnt it honorable thing to do how to let Eba know what she is doing?

Post Merge: Dec 16, 2011, 09:46 AM
pero alam mo sa totoo lang, marami pa rin talagang managers na papatulan ng todo-todo and sumbong ni Eba, it is an opportunity for them to get rid of potential threats lalo na kung hindi nila ally yung isinumbong ni Eba
« Last Edit: Dec 16, 2011, 09:46 AM by pingles »


GoodSteward

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Reply #5 on: Dec 16, 2011, 10:11 AM
Ya, bulyaw kasi di ba is a shouted rebuke, hindi rin magandang way....buti kung kinausap siya ng maayos....Its good to tell people their weaknesses in workplace with the intention of uplifting the person...

Opinion ko lang naman :)



ferrariEverest

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Reply #6 on: Dec 16, 2011, 10:28 AM
Heto yung scenario:
Sa isang company may isang empleyado(pangalanan na lang natin na si 'Eba') na hindi nag-perform....
ano purpose mo for posting this issue here? real scenario ba to sa kumpanya mo ngayon?

anyway, lalo lang inexpose ni Eba sarili nya nung nagsumbong siya.
kung ako yung manager, i'll have a close door meeting with both of them. tapos kung may ibang witnesses/employees na pwede/kailangan kausapin para makakuha ng further info, kakausapin ko rin sila.
pagsasabihan ko yung taong bumulyaw kay Eba. pero mas pagsasabihan ko si Eba. either ililipat ko sya ng department dahil super incompetent niya (5 days task finished in 50 days... hindi ba ito exaggerated?? ) or i'll warn her na ayusin ang kilos&performance nya else candidate siya for termination.
sa isang kumpanya/organization, importante ang efficiency at kailangan tanggalin constantly ang inefficiencies/"weakest links" gaya ni Eba.

ibang issue at usapan na yung kampihan, favoritism, competitive threats.


pingles

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Reply #7 on: Dec 16, 2011, 11:25 AM
hindi ah, naisipan ko lang, may blog kase ako related to these topics

Post Merge: Dec 16, 2011, 11:27 AM
wow, may hero pa pala sa Pinas, hahaha

Post Merge: Dec 16, 2011, 11:28 AM
pero would you agree na malaki factor sa karamihan yung politics sa pag-decide?
« Last Edit: Dec 16, 2011, 11:28 AM by pingles »


joconcepcion

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Reply #8 on: Dec 16, 2011, 12:02 PM
Ask ko lang po. paano nakapasok si eba sa company na ito.,? nakapasa ba siya sa written exams, at oral interview? :huh:


ferrariEverest

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Reply #9 on: Dec 16, 2011, 12:06 PM
pero would you agree na malaki factor sa karamihan yung politics sa pag-decide?
siguro, hindi na ko magtataka. hindi ako sure kasi d pa ko naemploy e.
if ever, isa yan sa pangit sa employment.

ang galing mo naman magisip ng topic para sa blog mo. hindi tipikal na topic. :D


Bp22estafa

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Reply #10 on: Dec 16, 2011, 01:25 PM
baka kinain ni eba ang saging ni adan ba pangalan ng manager? kaya hindi masibak sibak  :D tapos yung nangbulyaw e eba rin pero mukhang adan hindi kaya?

just a thought...


health_blogger

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Reply #11 on: Dec 16, 2011, 01:41 PM
Ask ko lang po. paano nakapasok si eba sa company na ito.,? nakapasa ba siya sa written exams, at oral interview? :huh:
uu nga no? in the first place bakit ba sya nakapasok  sa kompanya? yan na lang dapat ang pag-isipan, sa pagpasok pa lang nya may corruption na


joconcepcion

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Reply #12 on: Dec 16, 2011, 02:15 PM
sa akin lang, Hindi dapat lumala ang kaso, on the first place sa umpisa pa lang... may saction agad yun o oral reprimand, ganun kasi ang alam kong processo. :coffee:

Post Merge: Dec 16, 2011, 02:18 PM
Walang ibang puedeng sisihin dito kundi ang immediate superior ni Eba, siya ang may pagkukulang dito..
« Last Edit: Dec 16, 2011, 02:18 PM by joconcepcion »


Lightwind_99

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Reply #13 on: Dec 16, 2011, 05:12 PM
by all means malaman ng manager yung pagkukulang ng dalawa. Di magkakaroon ng issue kung between Eba at yung nagbulyaw kung ang performance ni Eba pantay sa requirement ng kanyang trabaho.

yung nagbulyaw kay Eba dapat ibigay nya ang kanyang rason or proof kung talagang slow poke gumalaw itong si EBa, aba hindi kikita ang Companya sa ganyang empleyado. yun ang puntos ng bulyaw.

Pabor naman kay eba ang hindi wastong pagwarning sa kanya kung under perfomance sya, lahat naman pwede madadaan sa wastong pagsasabi.

Para sa manager naman isang magandang opportunity ito na malaman nya yung kahinaan ng kanyang companya. dapat umaksyon sya, kung hindi nga maganda ang work performance ni eba dapat bigyan nya ng order (memorandum) whatever you call it na dapat magampanan nya yung task in time at walang over due.

sa nagbulyaw naman since pwede itong maging isolated case kung gagawing personalan na ito between him and Eba. the outcome is something i cannot discern.


alx

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Reply #14 on: Dec 16, 2011, 06:52 PM
That is why my probationary period na 5 months before i regular yung isang empleyado. At also dapat may annual performance evaluation sa lahat ng empleyado to check progress and underperformance. Di na sana umabot sa ganito ang sitwasyon if properly manage ang company.

Letter of apology naman para kay eba ang i request sa isang empleyado na yun. With matching few days suspension without pay or kung ano yung nka saad sa policy ng kompanya. Lahat naman yata ng kompanya may policy and rules na dapat naka saad, para hindi na mangapa yung mnagement kungano ang gagawin sa cases.


 


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