Regulatory Review Commission Case Analysis Essay

Words: 2479
Pages: 10

Regulatory Review Commission
Inefficiencies in Operating the Operations Centre

Executive Summary
Overview
The Regulatory Review Commission's (R.R.C.) operations centre has recently run into issues with handling an employee, Brian Coffey. Coffey's manager, Monique Ricard, is contemplating how to handle Coffey's behaviour, who has been consistently late to work, is missing deadlines, and even not showing up to work. Ricard is looking for an answer as to how she can possibly terminate or transfer Coffey, as his behaviour has not been documented sufficiently.
Problems
The R.R.C.'s problems stretch beyond just Coffey, but it may take an outside perspective to notice them. While Coffey's behaviour is definitely an issue, it is an
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This is an issue with Coffey, as there is insufficient documented evidence of his ineffective behaviour, and he refuses to sign a statement of objectives.
The R.R.C. doesn't appear to have the staff to properly operate as needed. Numerous positions have vacancies and it is affecting operations. When Coffey was absent from work, Ricard was forced to stay in the office during operating hours. This is inefficient to operations, especially citing the significance of the operations centre. It is imperative that the operations centre staffs properly in order to operate effectively.
Causes
There is a lack of fit between process and people. The process called into question is the process of terminating or transferring employees. It is important to understand that the processes in place may not be effective in dealing with employees. When an employee is hired to work for the R.R.C. it takes excessive time and effort to remove the employee from the company, or even to transfer them to another position. In theory this could be attributing to Coffey's underperformance, as he may feel the time and money it will cost the company to demote or fire him, exceeds the benefit it will provide. Coffey also may recognize that he has never had a performance appraisal. The onus can not entirely be placed on Coffey, as the processes in place to document behaviour are ineffective in motivating employees to put their best effort into their work,