Human Resource Management 15th Edition by Robert Mathis,John Jackson,Sean Valentine ,Patricia Meglich

Exercise 1

Working with Slackers Hurts Motivation
Research suggests that a large majority of employees report having to deal with slackers who intentionally don't work hard enough, making this issue a key ethical concern that relates to both workplace justice and fairness. Unfortunately, only a small percentage of individuals actually "cry foul" on colleagues who shirk their work responsibilities, which can perpetuate the problem and harm the motivation, satisfaction, and performance of other workers. Coworkers also end up working about four to six more hours each week to make up for the allocation of work that slackers don't complete, which can harm their own ability to perform at high levels.
But why don't people report slackers so that something can be done? At a minimum, employees should confront individuals who don't do their assigned work. Quite often, it's just easier for people to look the other way because they believe confrontation isn't worth the hassle. Unfortunately, most hardworking employees overlook all the risks associated with letting slackers get away with their selfishness and poor performance.
Companies much teach employees how to respond to workplace loafing. Situations should be handled diplomatically, but shirkers need to be "called on the carpet" for their lack of conscientiousness. In particular, training can be provided to help workers address slacking so that their motivation remains high. Companies should consider the following issues as they provide training to help employees deal with slackers: coworkers:
• Don't be judgmental. Start talking to your slacking coworker with an open mind and a curious demeanor. The individual might not understand how his or her slacking negatively affects you.
• Make you coworker feel comfortable. Show respect and describe how there are work objectives that you share in common.
• Share your perceptions. Talk about the behaviors you are witnessing in an impersonal way and convey how such conduct is not meeting expectations.
• Talk about the challenges. Describe how the slacking behavior is adversely impacting your own efforts and productivity.
• Ask for feedback. Determine if your coworker views the situation in a different light. You may not fully understand some of the circumstances that lead to the slacking behavior.
Slacking is a common problem in business, and HR professionals should be sensitive to the inherent challenges so that these issues can be effectively addressed. Consider the following questions:
What kinds of signs might you look for when determining whether slacking is a problem? How should you encourage employees to report such poor performance?