Bob Smith is one of the best apprentices on the job. However, he has been about 15 minutes late a couple of times a week. The foreman talked to him. Bob said there is no problem getting up, no transportation problem, and he likes the job. But the late-arrival routine continues. Finally, Bob admits to being late to avoid cleaning up the supply room and restocking the supply bin. What leadership action should the supervisor use?

Bob Smith is one of the best apprentices on the job. However, he has been about 15 minutes late a couple of times a week. The foreman talked to him. Bob said there is no problem getting up, no transportation problem, and he likes the job. But the late-arrival routine continues. Finally, Bob admits to being late to avoid cleaning up the supply room and restocking the supply bin. What leadership action should the supervisor use?

• A. Directive
• B. Supportive
• C. None required
• D. Coercive

Answer: (B)

When lateness is tied to avoidance of an undesirable task, respond with a supportive leadership approach. Start by privately talking with Bob to express trust in his abilities and concern for the ongoing pattern. Ask open questions to uncover why the cleanup and restocking duties feel objectionable and how the situation affects the team’s workflow. The goal is to address the motivation behind the behavior, not just punish it. Work with him to create a plan that makes the task more manageable and fair. This could involve clarifying that cleaning up and restocking are part of the job, redistributing the workload so the task isn’t singled out, or establishing a quick, repeatable cleanup routine. Reinforce that reliability and timely attendance are valued and can lead to better opportunities, while outlining clear follow-up if lateness continues. This approach supports the employee while maintaining accountability, which is why it’s the best fit in this scenario.

When lateness is tied to avoidance of an undesirable task, respond with a supportive leadership approach. Start by privately talking with Bob to express trust in his abilities and concern for the ongoing pattern. Ask open questions to uncover why the cleanup and restocking duties feel objectionable and how the situation affects the team’s workflow. The goal is to address the motivation behind the behavior, not just punish it.

Work with him to create a plan that makes the task more manageable and fair. This could involve clarifying that cleaning up and restocking are part of the job, redistributing the workload so the task isn’t singled out, or establishing a quick, repeatable cleanup routine. Reinforce that reliability and timely attendance are valued and can lead to better opportunities, while outlining clear follow-up if lateness continues. This approach supports the employee while maintaining accountability, which is why it’s the best fit in this scenario.