What Should Be Done About Mendola?
I think the Tom Mendola case was too brief to really figure out who was to blame. It was clear cut: he was a kid, he had A.D.D., and he wasn’t paying attention to the duties his job required. I don’t see a way for any manager to sympathize with the guy. It is quite simple: he didn’t do his job, as was stated when he received the job. Maybe the manager expected a certain level of maturity and focus that he didn’t have. If that was the case, then the manager should figure out a new way to test employees before he hires them, e.g. see if the prospect can do his job in an environment of constant distractions. If the prospective employee leaves every time he hears the ice cream truck roll around, then the manager knows he’s no good. Focus is a really important aspect of any job. If a worker does not have discipline and focus, then that worker needs outside training, most likely by his parents. Tom, if ever he is to raise a family and make a decent income, needed more discipline instilled in him. As sad as it may be, that is not the job of the employer. Their job is to hire him and, if he doesn’t perform well, fire him. There is no room for a manager to level with the employee in terms of sympathizing with his situation. That would not work out for the good of the company. If every manager got involved in their employees’ personal lives than the company would eventually be overrun my competitors.
Comments
Posted by: Josiah Boeggeman
Posted on: December 12, 2005 01:04 AM
I agree with what Matt said wholeheartedly. Although the worker is in a hard situation, that does not excuse the way he had not performed his job. In the end the only good decision to make for the company is to fire him and hire someone who is productive.