Behaviour aspects

Employee attending observe in the party had been ineffective collect to the fall outdated form of punching time cards. At time some employees were punched in by their friends or coworkers pull down if they had not so far arrived. Thus, concern could not trace how numerous times an employee was tardy or absent. The job on employee tardiness had reached tremendous proportions that an employee had missed two hundred proceedings of work in a month. Considering that the fraternity relies on their employees to provide the serve that they market to their customers, tardy employees negatively strike the operations of the go with.However, the company was worried that the employees would disapprove a novel attendance supervise arrangement. From the workforce point of view, the old system is easier and much more employee-friendly in the sniff out that there atomic number 18 really times when they do not intend to be tardy but circumstance out of their control would caus e them to be tardy. Moreover, the system was easy to manipulate and employees justify that they proceed the same productivity and output even if they were tardy a number of times. The company justified that chronic tardiness is a line that has reached epidemic proportions because employees abuse the old system.Employees are paid in full per hr and if they come in 20 minutes late would mean a ample disjointed for the company. In order to meliorate the attendance monitoring of the company, the management invested on a biometric system, wherein employees have to press their thumbs on a scanner and the system logs the employee in or out. The time noted is in addition more accurate as it includes seconds. However, before the biometric attendance system could be apply it has to be set-up and provide be a major trade for the employees.To aid in the implementation of the change in the attendance monitoring system, a plan was devised wherein employees will be do to become sensib le of the worry, the implications of the problem to the overall productivity of the company and the best possible solution to the problem would be the changing of the system (Cameron & Quinn, 2006) . To grade the transition to the biometrics attendance system, a normal assembly was called for and the attendance floor for the whole company was presented to the body.The presentation contained further the percentage of work hours, the number of hours lost due to tardiness and the frequency of tardiness for the past year. The school term served as the unfreezing of the status quo since employees are made to confront the issue and that change is inevitable. later on the presentation, the biometrics was then presented to the employees and what the new system would be (Palmer, Dunford, & Akin, 2009). The employees were asked to go to the HR surgical incision for the entering of their thumbprints and personal data. The employees were given a specific menses of time to survey with t he required information.The HR then assured the workforce that a trial period for the new system will be set wherein employees would get used to the new system. This corresponds to the implementation of the actual change. After the 2 months in which the biometrics had been implemented, another general assembly was called, this time it was to present the obtrusive improvement of employee attendance and punctuality. This would be the refreezing present wherein the employees are made to accept the change and that the new system is better than the antecedent system.Hopefully, the new system will touch on to improve the attendance and tardiness in the company to the point when it would cease to be a problem. In order to motivate employees, the management will award those who have holy attendance. References Cameron, K. S. , & Quinn, R. E. (2006). Diagnosing and changing organizational culture. (2nd edition) San Francisco Jossey-Bass. Palmer, I. , Dunford, R. , & Akin, G. (2009). Ma naging organizational change A multiple perspectives approach. (2nd ed. ) capital of Massachusetts McGraw-Hill Irwin.