Federal Crown Corporation Canada

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Management communication

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Letter of Transmittal
March 21, 2020
Federal Crown Corporation
Canada
Dear,
I submit herewith a proposal in support of providing the solution for the misbehaviour of
employees in your organization. Training and development sessions will be conducted to
overcome the employees behaviour towards work. The various investigations will be conducted
for the misbehaviour are discrimination, policy violations, employee misconduct and workplace
assessment. We will help you be conducting independent fact-finding investigations which will
help you informed decision and meeting obligation and reducing the legal risk.
It will require $10,200 in total estimated cost for the period April 1, 2020 to March 31, 2021.
Questions relating to any aspects of the proposal should be directed to me.
Your consideration of my proposal is greatly appreciated.
Sincerely,
XYZ

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Executive summary
This report includes the misbehavior of employees which was threatening to the well-being of
the organization. The Canada news which is considered in the report is that federal public
servants were fired for misconduct at the workplace. In the federal government department, the
numbers of people were fired for conducting the misbehavior at the workplace. The report
discussed the problem of misbehaving employees and recommendations will be provided as a
consultant for handling the problem in an effective manner. The steps were discussed in the
report for solving the problem.

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Contents
The problem in the federal crown corporation...........................................................................................4
Recommendations.......................................................................................................................................4
Next steps for solving the problems............................................................................................................6
Conclusion...................................................................................................................................................7
Reference....................................................................................................................................................8

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The problem in the federal crown corporation
Crown corporations fired the employees when the misbehaviour of employees was threatening
the well-being of the organization. The Treasury's report on this issue states that the Crown
Corporation creates for advancing the various policy objectives, and in this case, it is a "public
policy tool." But some of them must also conduct business with commercial capabilities, which
means that it includes that commercial interest and impact on competitive pressure and to
compete with them may sometimes conflict with their policy mandates (Daunt and Harris, 2014).
Crown companies includes the industries like transport, telecommunication, utility, and power
generation, but it have expanded the economy of many parts, which includes sales of alcohol,
finances, business development, insurances, agriculture, and cultures.
It is analysed that, employees who work effectively in team and practices in civilized and mutual
respect, the morale, productivity and customer service level of employees will reach the highest
level. It is not necessary in all the cases that employees show inappropriate behaviour (Daunt and
Harris, 2014). Conduct that is inconsistent with professional expectations can have a serious
negatively impacts on the organization and the personnel and may increases the organization's
potential legal liability.
Gossip means that it has both harmless and harmful meanings, while gossip usually refers to a
person's behavior that habitually reveals personal or sensational information about others,
whether factual or not. Examples include speculating on the cause of a colleague's divorce,
repeating and modifying eavesdropping conversations designed to be conducted in private, and
creating or repeating rumors about an individual or company to cause a sensation or shock.
Recommendations
Disruptive behavior impacts on the organization is wide: Declining in productivity, performance,
employee engagement and company reputation affects the profits, turnover costs, use of sick
leave, disability claims and legal costs will increase.
As a consultant, it is necessary to overview these kinds of problems. Human resources
professionals plays an integral role to provide guidance and training to employees' difficult
managers. The human resources department should play the role of a business partner and help

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managers review the issues raised and identify potential issues. The crucial step is to make the
manager aware of the problem. Managers often avoid dealing with interpersonal issues, as these
issues can be difficult to resolve (Albarran, et al., 2018). Human resources professionals can
assist managers in identifying problems and developing possible solutions. Employers must
ensures that conflicts should be resolved are early stage in the overall organization strategy to
prevent workplace violence.
It is suggested to the organization that to disciplining the employees, the employer must consider
factors like seriousness and frequency of the problem, work history of employees, mitigating
factor, degree of orientation and implications for other employees.
If an employer considers it necessary to take disciplinary action, it is the responsibility of
employer to conduct a thorough investigation of the situation. In investigation, the employees are
required to be given opportunity for the perspective of employees. Without a full understanding
of the facts, disciplinary measures should not be taken. This is especially true when considering
dismissals (Albarran, et al., 2018).
Progressive discipline are used for improving the performance of employees as well as enforcing
rules at the workplace. Low attendance, procrastination and disobedience are three main
violations of workplace rules that lead to advanced discipline. Employer are required to use
progressive discipline to correct employees' bad attitudes towards their work (Watts, 2018).
Generally, a progressive discipline system has various steps, which includes the verbal warnings,
written warnings as well as suspensions. In case of bad job performance, some employers
downgrade incompetent workers to positions with lower responsibilities. Dismissal should only
be considered if employees cannot responds to the measures to improve job performance and to
avoid rule violation. In case of complaint about unfair dismissal under the Canadian Labor Act is
submitted to the mediator, the principle of gradual progress will have a significant impacts on the
process of settlement. It is not adequate for employers for establishing a progressive discipline
system (Southey, 2010).

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Next steps for solving the problems
Documented personnel files are a tool that employers can use effectively before the adjudicator.
Disciplinary history and performance evaluation records for each employee shall be maintained.
The document should include a copy of the assessment, the date and details of the violation, the
supervisor's opinion, the disciplinary action is taken, the employee's remedy, and a letter which
includes the job performance and misconducting the relation of employee and employer.
The adjudicators used "aggressive" and "mitigated" factors for determining the type and cruelty
in crime and necessary to take the appropriate disciplinary actions, and whether the expulsion
was fair. These factors will be taken into account when the referee assesses the significance of
the crime and the corrective actions taken by the employer. The fact that misconduct is isolated
and not premeditated can reduce the severity of the crime (Karlsson, 2011).
Misconduct that can lead to immediate dismissal varies by situation or industry. It may be a
serious crime in business and may not be measured a serious crime in another type of business
like industrial employers may not consider theft as serious as financial institutions. With
productivity bonuses paid to employees, forgery of production records is considered more
serious. When employees' actions may endanger the safety of others, drunkenness at work or
intoxication at work is the most serious (Kirchhoff and Karlsson, 2013).
In order to solve the problem and deal with the employees is necessary so that the next time it
will not happen in the organization. It is required to overcome with the issue as a consultant is to
help with the difficult employees for getting back on the track as I believe that Once employees
begin for understanding that these negative behaviors includes the real experiences and
experiences of others in the business, managers or HR personnel should begin for guiding
difficult employees to exhibit more acceptable and effective behaviors. Employees need time and
practice to "try" new, more appropriate behaviors. Human resources and / or managers need to
provide employees with specific feedback on the success or failure of their efforts to minimize
negative behaviors and implement more positive behaviors (Echeverri, et al., 2012).
The next step is the prevention strategy in which people with these kinds of traits must not be
hired. The approaches must be adopted which includes the self-assessment instruments as well as
360 degrees. In preventing the hire employees, it is necessary to identify problems early and

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intervening for minimizing the harmful effects (Thompson, 2018). It includes that identifying the
behaviour at early is to minimizing the effect. It also includes to provide education as well as
guidance on poisoning behavior at beginning of employment and the behavioural assessment will
be monitored by "360-degree" format which will be feedback whether oral or written and
focused relief (coaching) /training program. It will also include tertiary prevention which is
effective for the employees and documents are required to be verified for the smooth process
(Ackroyd and Thompson, 2016). It is required to solve the problem of the organization by
managing the behavior of employees. It is recommended to the organization to contact and
provide the training to the employees regularly and communicate the goals and objectives
(Lukacs, et al., 2009).
Conclusion
In order to conclude the report, it is analysed in the organization that the issue of misbehaviour of
employees is affecting the well-being. If employees continue to deny their wrongdoing and
refuse to attempt to improve the situations, the manager requires putting the people on the fast
tracks for terminating the employee. It also includes recording a series of oral statements and
then writing a feedback about the behavior. The organization required following strict rules and
regulations, employees should have time to resolve suspicious behavior. As the trial period does
not improve behavior, the employees are required to be terminated.

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Reference
Ackroyd, S., & Thompson, P. (2016). Unruly subjects: Misbehaviour in the workplace. The Sage
handbook of the sociology of work and employment, 11(1), 185-204.
Albarrán, D. G., Alcorso, C., Harrison, G., Alkhatib, A., Bernstein, M. S., & Crowd, M. L. E.
(2018). This list excludes newspaper and equivalent articles cited in the text. Ackroyd,
Stephen and Paul Thompson. Organizational Misbehaviour. London: Sage, 1999.
ACTRAV Bureau for Workers’ Activities. Just Transition towards Environmentally
Sustainable Economies and Societies for All. Geneva: International Labour. Atlantic.
Daunt, K. L., & Harris, L. C. (2014). Linking employee and customer misbehaviour: The
moderating role of past misdemeanours. Journal of Marketing Management, 30(3-4),
221-244.
Echeverri, P., Salomonson, N., & Åberg, A. (2012). Dealing with customer misbehaviour:
Employees’ tactics, practical judgement and implicit knowledge. Marketing
Theory, 12(4), 427-449.
Thompson, P., (2018). More than 1,000 CRA employees disciplined for misconduct over past 4
year. Available on https://www.cbc.ca/news/politics/cra-misconduct-discipline-
employees-1.4679116
Karlsson, J. C. (2011). Organizational misbehaviour in the workplace: Narratives of dignity and
resistance. Springer.
Kirchhoff, J. W., & Karlsson, J. C. (2013). Expansion of output: Organizational misbehaviour in
public enterprises. Economic and Industrial democracy, 34(1), 107-122.
Lukacs, E., Negoescu, G., & David, S. (2009). Employees Misbehaviour: Formes, Causes and
What Management Should do to Handle With.

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Southey, K. (2010). A typology of employee explanations of misbehaviour: An analysis of unfair
dismissal cases. Journal of Industrial Relations, 52(1), 81-102.
Watts, B. S. (2018). Canadians Misbehaving: A Quantitative Analysis of the Factors
Contributing to Perceived Frequency of Organizational Misbehaviour by Employees and
Employers.