Define Insubordination From a Business Perspective
Insubordination in the workplace happens when an employee refuses to obey specific and reasonable requests placed by a person in charge or authority over them. Insubordination in business can come in many forms and have many outcomes and results which can cost a business money, reputation and loss of good employees. Dealing with insubordination is regulated by legal parameters.
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Definition
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According to businessdictionary.com, insubordination is when "Refusal or deliberate failure to carry out a legal assignment entrusted by a superior." An employee may refuse the request of a supervisor if she believes the request being made is illegal and not be reprimanded for the refusal on such grounds. However, the correct procedure is to do the work requested, even in such a case, and follow up the incident with a grievance letter to the company and labor board.
Examples
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Insubordination can take many forms. Generally, insubordination occurs when a request is made by a supervisor, the employee hears and acknowledges the request and either refuses to meet the request or simply does not perform without words. Additionally, foul language directed at a superior, not provoked by the superior and that cannot be viewed as "shop talk" can be considered insubordination.
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Costs
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Employees with insubordinate behavior cost companies money as they generally work at a slower pace due to dissatisfaction with their job. They also cost the business reputation as bad attitudes and negative comments are seen by customers and the business loses out on sales and loyalty as a result. Finally, insubordinate employees decrease morale amongst coworkers and cause other employees to dislike their jobs and begin to look for other places to work with a better work environment.
Addressing Insubordination
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According to Dan Betts, author of the Employee Termination Guidebook, employees with insubordinate behavior should be addressed immediately. Keeping an open door policy as a business strategy allows employees to speak freely about their lives and hardships. Understanding if behavior is work-related or personal is more easily detected when employees are allowed and encouraged to speak. When insubordination occurs, according to Betts, the employee should be given at least one warning. Upon further instigation, the insubordinate act should be written down and the employee signed as an admission of receipt. Generally, a three strikes rule is a fair business practice. This will protect your business legally and prevent the employee from filing for unemployment, if terminated.
Termination
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Firing of an employee should be handled as discreetly and efficiently as possible, according to the Employee Termination Guidebook. Requiring the terminated employee to leave the premises as quickly as possible minimizes disruptive actions that can hinder business and work flow. If written warnings have been served previously, telling the person over the phone their services are no longer required is also a legitimate way to handle termination. According to the Employee Termination Guidebook, the employee's final paycheck needs to be presented to them upon termination to follow the law.
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References
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