Q#1: Best Practices
There are four key best practices identified for inducing proper functioning and essential management of disruptive behaviors in an organization. They include training, taking notice and listening, providing honest feedback, documenting and following disciplinary policies as well as following up with the employees (SHRM, 2020). Training can be mismanaged by introducing irrelevant content that employees go against, rendering the approach ineffective. The capacity to listen effectively, provide honest feedback, and follow up with the employees can create a sense of playing favorites or bias in resolving the problem. This could, instead, prompt an escalation of the problem more severely. The use of disciplinary policies may prove to be hostile in cases where the problem has been misunderstood.
Q#2: Examples in Real-life
The prevalence of disruptive behaviors and difficult employees are common aspects of an organization. My experience involves that of an employee who comes to the workplace drunk. The act of coming into the workplace drunk creates an unhealthy environment that makes other employees uncomfortable. Also, the problem can escalate fast due to the uncontrollable state of the employee. However, a further problem in resolving the issue was associated with the fact that the employee was a sibling to the boss.
Q#3: Prevention of the Problem
The problem could have been prevented. Disciplinary actions should have prevailed and avoid nepotism rule over the organization. Nepotism creates an immoral trend that erodes the organizational culture and demoralizes other employees. A call for immediate termination of the employee should have been the step taken to portray the seriousness of the matter towards the employees, organization, and management.
At this point in my career – the best description that fits me is on employee development. In several instances, I have been involved in employee training programs and inductions to build on my capacity and competence as an employee. For example, on the introduction of the new Statistical Package for the Social Sciences (SPSS) in the organization – the employer ensured that all employees were trained on how to use the application. This was crucial for the development of employees’ competence by making it easier for them to use new technologies in the organization.