Question: How should such incidents be handled?
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I am a technical worker in a state-owned enterprise’s workshop. During my rounds, I noticed widespread violations of safety rules at the operation stations. Normally, there would be nothing to say about such incidents – they should simply be dealt with according to the regulations. But one employee, who was very upset due to family matters, became enraged upon hearing about this assessment; he then went to the office, made a lot of noise, and even made threats against me. This incident was mainly caused by the class leader’s inaction, which led to group behavior. In the daily management of workshops, most managers at all levels act as pushovers, while only a few carry out their duties; as a result, these few become objects of resentment. Please share your thoughts on how this should be dealt with, or how work should be carried out in the future
Upon identifying a problem, it should be discussed with the workshop supervisor; before deciding on any punishment, the person who will be punished or the team leader should be informed.
Upon identifying the problem, it should be discussed with the workshop supervisor, and action should only be taken after obtaining their approval.
I am under management; as long as it is fair and just, with equal treatment for everyone, reasonable punishments are acceptable. I don’t agree with the idea of ignoring such things just because it involves me
If the group violations are serious, I think the team leader should be removed from his position; I agree with what the other people have said. You should also seek the opinion of the workshop supervisor. If the amount determined according to the regulatory requirements is substantial, it can be deducted over several months.
Handle it in accordance with the law – don’t we have assessment guidelines and procedural rules?
The problem is, does this require the approval of the workshop supervisor first? It’s already under our control; does that mean no one can be held accountable just because there are many people involved? I don’t understand. I really don’t.
This post was last edited by arpcd on 2015-9-20 23:52. Does the original poster know how to manage? ? Management – it’s two characters: one is \"guan\" and the other is \"li\". \"Guan\" refers to systems and rules, while \"li\" relates to people’s hearts, and more specifically, to their kindness and compassion. . Do acts of failing to fulfill duties occur only in this class? Or is it a common behavior? If it’s a common behavior, you only ask this class to establish rules – what about the rest? As a manager, you first need to understand these questions: 1. Why don’t so many people follow the rules? Why is that? 2. Why do those who follow the rules become targets of criticism? 3. Why are there so many nice people? 4. Why are employees so emotional? What exactly is going on in his family? If one were to write, a whole bunch could be written. . In a nutshell — the original poster did not work carefully enough, failed to take concrete action, did no investigation or research, and failed to demonstrate the coordination skills and problem-solving abilities necessary for someone in a managerial role. . If you’re given command of troops in the army, it won’t be many – just a platoon, maybe a few dozen people. Once you go into battle, be careful of being betrayed by your own soldiers. . Carefully~~~~
The principles of fairness and impartiality; being a pushover harms both oneself and others. Even if there are problems, communication is necessary; appeal to emotions and reason, as violations are no trivial matter.
It is right and necessary to stick to principles; one just needs to hold onto those principles. If everyone is treated equally, that’s fine. And it’s still important to communicate well about such matters! Communicate more with everyone, and never get angry, at least not on the surface; it’s normal to offend others sometimes! Stick to principles, support!
So let me ask again: I’m just a workshop technician, with no chance for promotion. You mentioned that equal treatment is applied, and that the same standards are used for everyone, without any differences based on the shift. My question is: since there are supervisors and deputy supervisors in the workshop, what can I do?