Employee Responsibility In The Workplace
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All companies, whether large or small, rely on people to fulfill a set of responsibilities to ensure the proper operation of the business. Employees need to be aware of what is expected of them, while owners and managers need to make sure that policies are followed and expectations are being met. Some employees may be given more responsibilities than others, but everyone must maintain the basic requirements of a productive worker.
Job-Specific Responsibilities
Each employee in a company, whether hourly or salaried, at an entry-level position or in upper management, operates daily based on a specific job description for their position. It is the employee's responsibility to perform the duties of that position to the best of their ability while adhering to company policies and protocols. They should come to work when expected, manage their time well and seek to be a positive part of the corporate team. Workers should address management with any questions or problems they encounter and work for the good of the company.
Personal Performance Accountability
Another general responsibility for all employees is owning up to mistakes and being held accountable for your actions. Rather than putting the blame on a co-worker or making excuses, employees who accept responsibility for their mistakes or poor judgement become positive assets to the organization. Managers may need to have some difficult conversations with employees in order to establish this expectation, but ultimately, accountability as an office standard will create a positive and productive work environment.
Managerial Oversight and Leadership
A manager's primary responsibility is to keep their team or department on track to meet goals and measure up to company standards. A good manager is also responsible for developing the skills and performance quality of the employees under their supervision. By offering feedback, training and opportunities for advancement, managers create a positive work environment and commitment to the company. Conversely, leadership that seems disinterested in its staff's well-being will not earn the respect and loyalty of its employees.
Provision for a Safe Workplace
By regulation of the U.S. Department of Labor, the Occupational Safety and Health Administration (OSHA) requires that all employers provide for the safety of their workers. Workplace environments must meet OSHA standards and are subject to possible inspections. Employers must provide and maintain equipment that is safe to use, post signs reminding workers of safety protocols, provide regular safety training and keep records of work related injuries or illnesses.
Handling of Financial Obligations
Some employees, particularly those in the accounting or payroll departments, are responsible for correctly handling the finances of the company. Careful attention to accurate record keeping is important as well as following standard accounting and business practices. Others who have access to office petty cash or discretionary funds should use them only for official business purposes and should turn in accurate receipt records to the accounting department. Employees who submit requests for reimbursements should also maintain integrity when recording mileage and meal expenses.
General Professional Conduct and Representation
In every company, all employees from top management on down, should seek to conduct themselves professionally, not only in their work, but outside of work as well. Business policy guidelines and codes of conduct should be followed by everyone and seen as a standard for representing the company not only to vendors and customers, but to the general public as well. Outside of work, personal integrity, or lack thereof, can reflect back on a company.
For example, if an employee of an appliance repair shop who regularly enters customers' homes is arrested for petty theft, customers may assume the company itself is a dishonest operation, even if the employee simply proved to be a poor hire.
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About the Author
Elisabeth Natter is a business owner and professional writer. She has done public relations work for several nonprofit organizations and currently creates content for clients of her suburban Philadelphia communications and IT solutions company. Her writing is often focused on small business issues and best practices for organizations. Her work has appeared in the business sections of bizfluent, azcentral and Happenings Media. She holds a Bachelor of Arts degree in journalism from Temple University.
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Much has been written about business owners' and managers' responsibilities regarding discrimination in the workplace, but creating a company culture free of discrimination relies on the efforts of each and every employee in the company. Om namah shivaya words. Even though it is companies which most often land in legal trouble for discrimination issues, it is the people working together in the company who set the stage for a discriminatory or culturally aware workforce.
Follow Company Policies
The simplest way for employees to stay out of trouble with co-workers, employers and the law is to follow company policies and guidelines regarding workplace discrimination. Following your company's rules of conduct regarding discrimination can keep your decisions at work in line with your employer's ethical commitments.
If your company does not have discrimination policies in place, be the first to speak up and request that new policies be drafted. Small business owners often make the mistake of waiting to draft discrimination policies until an issue actually arises; speaking up about adding a discrimination policy can save your employer from costly litigation in the future.
Diversity Training
Discrimination stems from lifelong prejudices, cultural assumptions and the spread of stereotypes. These things tend to develop on their own throughout a person's life, but discrimination never goes away on its own. Employees have the responsibility to study cultural diversity and anti-discrimination techniques, including effective intercultural communication, conflict management and the ability to recognize your own cultural assumptions or fears. Employers can provide diversity training to their employees, but it is the employees' responsibility to absorb the information and put it to use in the real world.
Be Open-Minded
Employees have the responsibility to approach cultural differences with an open mind at work. Learning to recognize your own prejudices and cultural assumptions is the easy part; learning to cast these hindrances aside when working with others is more challenging. You have the responsibility to ask questions if you are curious about certain aspects of diverse cultures, and to receive and discuss the answers to your questions with respect and more open-mindedness.
Speak Up and Report
Marginalized employees in the workforce may be afraid to stand up for themselves or report discriminatory behavior, fearing political consequences and further alienation from co-workers. Non-minority employees have the responsibility to speak up and stand up for employees who are being discriminated against, and to report serious hostile actions to management or the Equal Employment Opportunity Commission in cases where discrimination comes from upper management.
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About the Author
David Ingram has written for multiple publications since 2009, including 'The Houston Chronicle' and online at Business.com. As a small-business owner, Ingram regularly confronts modern issues in management, marketing, finance and business law. He has earned a Bachelor of Arts in management from Walsh University.
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- business colleagues image by Vladimir Melnik from Fotolia.com