Effective Approach to Deal with Unwanted Employee Behavior - Term Paper Example According to Javitch (1), the first step involves an intervention; whereby, there is a need to take action in response to the negative behavior portrayed by the employees. In fact, if the problem is not addressed in a timely manner there are high chances of escalation. On the other hand, as a manager, it is wise to understand that an employee may have no idea that their behaviors are causing problems such as a negative reaction from others. In this case, these employees consider the negative reaction to being a form of frustration in their working place. In addition, there is a need to speak up in case there is a problem, and the manager has the responsibility of taking the necessary action to solve the problem. This involves taking responsibility for changing predicament by addressing an issue in the situation when there is no feedback projection. Moreover, this step requires the gathering of information from the employees for the discerning extent of the issue through a personal evaluation of employee reaction towards different conditions. The next step involves a personal research on the problem, whereby a manager should gather relevant information through an interview in the conference rooms or offices. When information is gathered through a research, a manager can be able to address the issue effectively. At this stage, the manager seeks to understand whether the employees are fully aware of the problems, and through this way, a manager can determine whether the employees are aware of their unwanted behaviors. Moreover, in case the employee is not aware of their unacceptable behaviors, the manager gets the chance to describe the problem caused by the employee behavior to them. However, this step may involve disagreements, interruptions as the employees try to deny the issue; thus, the manager should use good examples to describe the unwanted behavior.
12/19/2019 0 Comments
Reflective report on business law - Essay Example I was tasked with researching and preparing a presentation on the advantages and disadvantaged of Limited Liability Partnerships. Despite the initial hiccup, we were able to complete the assignment by week 3 and as such we had ample time to compile everything, rehearse, make corrections and managed to make a confident presentation in week 4. This reflective report briefly outlines the Limited Liability Partnership Act 2000, and the Partnership Act 1890, that we discussed in our presentation and reflects on our experience with regards to the preparation of the assignment in a group. It looks at the challenges we encountered in the group, the strengths we had as a group and our experience during the oral presentation. Finally, it outlines the lessons learned from both working in a group/team and carrying out oral presentation. A brief outline of the Limited Liability Partnership Act 2000 The Limited Liability Partnership Act, also known as the LLPA, is an act that provides for a framework under which limited liability partnerships are created. This act was developed in the United Kingdom as a result of corporate accounting firmsâ€™ pressure with regards to the need for the creation of a framework that combines both the benefits of limited liability and the flexibility of partnerships (Legislation.gov.uk n.d.). According to the Limited Liability Partnership Act 2000, Limited Liability Partnerships are characterized by certain features including limited liability for partners/members; LLPâ€™s are taxed as partnerships; they are separate legal entities; have organizational flexibility such as that enjoyed by partnerships; the filing and accounting requirements of LLPâ€™s are similar to those of limited liability companies; any agreements between members are deemed as private and confidential, and LLPâ€™s have the ability to develop floating charges. A limited Liability Partnership is not a partnership, and as such, the laws, rules and regulations that apply to partnerships do not apply to it, except in situations or circumstances provided for in the LLPA (Statham 2002). As such, it is right to define an LLP as an alternative business framework that combines the benefits enjoyed of limited liability and the flexibility of partnerships. According to LLPA 2000, limited liability is possible in LLPâ€™s because an LLP is a legal entity entirely separate from its members and as a result, is liable for its own debts and owns the business assets. Partners or members act as the LLPâ€™s agents, thus, have limited liability, at least up to their contribution-monetary-to the LLP. The Limited Liability Partnership Act 2000 provides for mechanisms in which the provisions of insolvency law and company law can be applied to LLPâ€™s, at least with appropriate modifications. These mechanisms are used to put in place important safeguards for those willing to deal, or dealing with Limited Liability Partnerships. Such safeguards are expected to include provisions for public disclosure of LLPs information such as finance; and provisions with regards to what happens in the event that an LLP becomes insolvent (Legislation.gov.uk n.d.). A brief outline of the Partnership Act 1890 The Partnership Act 1890 defines a partnership as relation that exists between persons that are in a business to make profits. According to this act, the relationship between members of any association or
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