The Sunday Mail
HUMAN beings by their very nature have different cultures, beliefs and values.
However, work ethics are cross cultural. Certain behaviour is simply not appropriate for the workplace. Usually, employee behaviour is defined as an employee’s reaction to a particular situation at the workplace.
Companies can have a different set of rules and regulations and when an employee is recruited, they go through induction and are groomed on what is expected at the company. But with time, employees tend to break some of the rules.
With the current challenges on the local job market, one needs to be thankful if they have a job.
Any behaviour that disturbs the smooth working environment is counter-productive and likely to attract sanctions from the human resources department.
A professional working environment should have a modicum of respect, integrity and ethical application. Many employers are currently finding it increasingly difficult to pay their employee’s wages and salaries on time.
In most cases, the employer will be genuinely struggling to meet their obligations therefore this must not be the reason for disharmony and indiscipline at the workplace.
Though the circumstances might heavily weigh on the workers, the employees must carefully consider their reaction, lest they further harm the business.
Furthermore, if someone is not happy with what is happening at work, there are clearly laid down grievance procedures within the framework of labour relations that have to be considered. If all these avenues do not suffice, there is always the option to resign.
Employees need to respect each other at the workplace irrespective of their differences. Harassing other employees has the adverse effect of undoing the glue that binds the organisation together.
For a company to work, all units that make up the organisation must work harmoniously and seamlessly.
Office gossip also can create a tense atmosphere that is inimical for development. Professional conduct is a very fundamental building bloc for any organisation.
In an organisation where there is a disconnect between the employer and employees, the latter often feel that they are not obliged to follow rules and regulations.
In such circumstances, it is therefore uncommon to find workers who pilfer the company resources; be they pens, pencils, bond paper and any such materials.
Though it is unethical and criminal, stealing has the effect of eventually haunting the perpetrators as a slump in the company’s revenues will also adversely affect them.
Most importantly, employees need to understand that some information is confidential and cannot be discussed, especially with outsiders. Sharing a company’s secrets can seriously erode its competitive advantage in the market.
Every employee is therefore duty-bound not to break the company’s trust. So, the bond between the employees and the employer needs to be strengthened regularly.
There must be mutual trust and respect between the two parties.
Respect and trust most often comes out of the realisation that people are imperfect.
If there are problems at work and management identifies a weakness, it is advisable to discuss the problem with the individual concerned.
Managers should not only depend on human resource professionals to manage the behaviour of employees. In fact, everyone can take the initiative.
However, such matters need to be discussed in privacy.
Embarrassing an employee in public is very counter-productive. It is damaging in the long run.
Sometimes, the way the employers react has a bearing on how employees behave. For example, managers cannot splurge on material goods at a time when their subordinates are not being paid. It is in these situations that workers are likely to sabotage the business.
When staff morale is low, customer care also declines. It is necessary to continue to remind each other that sound employer and employee relations are important in determining the success or failure of companies. Business must therefore try as much as possible to be ethical.
Taurai Changwa is an articled accountant and has vast experience on tax, accounting, audit and corporate governance issues. He is the managing director of SAFIC Consultancy. He writes in his personal capacity and can be contacted at [email protected] or whatsapp on 0772374784.
