Ramdeo, a workman in the Fire and Safety Department of a manufacturing unit of a factory is addicted to alcohol. He has been warned many times for coming on duty in an inebriated state. He has been served charge-sheet and awarded punishment. Still there was no improvement in his chronic absenteeism. He is also deeply in debt and hardly takes a couple of hundred rupees as his take home salary. Instead of resorting to progressive punishment, the management, with the help of a social worker, counselled him and also made house visits and contacted his family members. Finally, he was sent to a hospital which specialised in de-addiction. His three months of treatment in the hospital was considered as special leave with wages which were paid to the family members. The company bore the entire hospital expenses. After discharge from hospital, Ramdeo resumed his work. There are no more complaints about him. His performance is satisfactory. During her regular visits, the social worker received satisfactory reports about Ramdeo from his family members. In fact they were grateful to the company for saving their family from certain destitution.

Questions

1. In these fast-paced times, is it possible for any management to stretch that far to reform a person?

2. Is it obligatory on the part of the management to take care of a workman beyond his working hours?

3. What did the management achieve by this action?

Answer rating: 100% (QA)

1 It is possible for management to go the extra mile to reform an employee but it is not always feasible In this particular case it seems like the company made a significant investment in time and res... View the full answer