Most organizations have policies and practices regarding absence from the workplace. These same organizations usually track...

 

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Most organizations have policies and practices regarding absence from the workplace. These same organizations usually track and monitor attendance and will take action when absence appears to be excessive. But what does the company do if a superior performer is frequently absent? Caleb has been with a sales organization for about 10 years and has consistently met and exceeded his objectives each year. The company feels its success and growth have been accomplished partly through Caleb's good work. Over the past several months, Calebis manager, Anjana, has noticed that the times Caleb is late or absent have been increasing. The manager asked that an analysis be done of Caleb's attendance over the previous 12 months and discovered a consistent pattern of Caleb being absent on either a Friday or a Monday every few weeks. This information only provided full-day absences and didn't identify the number of times he was late. Anjana only had her anecdotal memories of the tardiness. With his superior performance, she was reluctant to bring it up with him. After several months, other employees spoke to Anjana about Caleb's absences and the increased pressure it was putting on them to handle his clients. Anjana knew she had to do something as tensions in the work environment were increasing. When Anjana met with Caleb about it, he immediately became defensive and explained that he wasn't absent very often, and even if he was, that shouldn't matter given his supe- rior performance. Anjana decided it was important to clarify expectations about his atten- dance even with superior performance. Caleb wasn't happy but said he did understand and would improve. However, the attendance didn't change, and Anjana had another discussion with him. She warned Caleb that any further patterns of absenteeism would result in his termination. Unfortunately, Caleb's pattern of absences continued and, after another 3 months of repeated warnings, Anjana terminated him. Questions: 1. Do you think Anjana was correct in deciding to terminate Caleb when she did? Why or why not? 2. Was there something else Anjana could have donet If so, what? 3. If you were Anjana, what would you have done? Most organizations have policies and practices regarding absence from the workplace. These same organizations usually track and monitor attendance and will take action when absence appears to be excessive. But what does the company do if a superior performer is frequently absent? Caleb has been with a sales organization for about 10 years and has consistently met and exceeded his objectives each year. The company feels its success and growth have been accomplished partly through Caleb's good work. Over the past several months, Calebis manager, Anjana, has noticed that the times Caleb is late or absent have been increasing. The manager asked that an analysis be done of Caleb's attendance over the previous 12 months and discovered a consistent pattern of Caleb being absent on either a Friday or a Monday every few weeks. This information only provided full-day absences and didn't identify the number of times he was late. Anjana only had her anecdotal memories of the tardiness. With his superior performance, she was reluctant to bring it up with him. After several months, other employees spoke to Anjana about Caleb's absences and the increased pressure it was putting on them to handle his clients. Anjana knew she had to do something as tensions in the work environment were increasing. When Anjana met with Caleb about it, he immediately became defensive and explained that he wasn't absent very often, and even if he was, that shouldn't matter given his supe- rior performance. Anjana decided it was important to clarify expectations about his atten- dance even with superior performance. Caleb wasn't happy but said he did understand and would improve. However, the attendance didn't change, and Anjana had another discussion with him. She warned Caleb that any further patterns of absenteeism would result in his termination. Unfortunately, Caleb's pattern of absences continued and, after another 3 months of repeated warnings, Anjana terminated him. Questions: 1. Do you think Anjana was correct in deciding to terminate Caleb when she did? Why or why not? 2. Was there something else Anjana could have donet If so, what? 3. If you were Anjana, what would you have done?