Employees Undisciplined Behaviour Appraising and Managing Performance Abu, a machine operator, worked as a mechanist for Zainal, the supervisor. Zainal told Abu to pick up some trash that had fallen from Abus work area, and Abu replied, I wont do the Janitors work. Zainal replied, when you drop it, you pick it up. Abu became angry and abusive, calling Zainal a number of names in a loud voice and refusing to pick up the trash. All employees in the department heard Abus comments. Zainal had been trying for two weeks to get his employees to pick up trash in order to have cleaner workplace and prevent accidents. He talked to all employees in a weekly departmental meeting and to each employee individually at least once. He stated that he was following the instructions of the general manager. The only objection came from Abu. Abu has been with the company for five years, and in this department for six months. Zainal had spoken to him twice about excessive alcoholism, but otherwise his record was good. He was known to have quick temper. This outburst by Abu hurt Zainal badly. Zainal told Abu to come to the office and suspended him for one day for insubordination and abusive language to a supervisor. The decision was within company policy, and similar behaviours had been punished in other departments. After Abu left Zainals office, Zainal phoned the HR manager, reported what he had done, and said that he was sending a copy of the suspension order for Abus file. Questions 1. How would you rate Abus behaviour? What method of appraisal would you use? Why? 2. Do you assess any training needs of employees? If yes, what inputs should be embodied in the training programme?