Subject: Business    / Accounting    

Question
Negative or Disruptive Employees Most of the management positions that I have held have been as part of an outsourced entity brought
in by a separate company to manage departments for them. The employees of these companies are
already embedded into a routine that has been at least partially unsuccessful or non-productive. The
premise that these employees have been engaging in routines that are less than stellar is supported
solely by my presence. In other words, if things were going well, then there would have been no need to
bring me in to manage the employees.
Without exception, there have always been several employees that were so convinced of their
abundant value to the department, that they felt that I was merely there to bully them or to be a
disruption to their fine-tuned work routine. These employees viewed themselves as indispensable. They
often attempted to openly rally the rest of the work group to defy any changes put in place. The arrived
late and quit early all while bragging about how much they accomplished. When I established rules to be
followed by everyone, they almost always questioned my authority to do so. Many times, these
employees were very extroverted and were the comedians within the group as well. They saw
themselves as the anything but a disruption. In their opinion, they were leaders fighting the good fight
for the betterment of the department. Also without exception, these are the employees that when they
were held accountable for their behavior, they claimed that they were being harassed and singled out.
Most never saw anything wrong with their behavior.
As a manager, these employees can dominate your time. They can deflate the morale of the department,
and they can make the manager look weak and ineffective. It is my desire to produce a paper that will
explain the proper way for a manager to deal with these employees effectively. Jaurequi, B. (2013, August 21). Employees with 'Attitude': How to Reverse the Entitlement Attitude of
Your Problem-Staffers, ForConstructionPros.com. Retrieved from
http://www.forconstructionpros.com/business Gould, T. (2015, March 25). Dealing with acidic attitudes: Help for your managers, HR Morning.
Retrieved from http://www.hrmorning.com/managers-dealing-with-negative-attitudes/
Miksen, C. (2016). How to Deal with a Defiant Employee. Chron. Retrieved from
http://smallbusiness.chron.com/deal-defiant-employee-21536.html