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Discipline (FACTORS EXCLUDED IN MANAGING EMPLOYEES (Fail to Get to Know…
Discipline
FACTORS EXCLUDED IN MANAGING EMPLOYEES
Fail to Get to Know Employees as People
Fail to Provide Clear Direction
Fail to Trust
Fail to Listen and Help Employees Of Their Opinions
Make Decisions without asking others
Fail to React to Problems and Issues
Not Treating All Employees Equally
STANDARDISED DISCIPLINARY POLICIES AND PROCEDURES
Setting Organisational Rules
Rules of the organisation should adopt and implement:
Reasonable rules that relate to the safe and efficient operation of the organisation
Consequences for breaking rules should be written down and widely spread to all employees
Rules should be clearly explained and understandable
Prepare a document for employees that prove that they read and understood the rules
Rules should be reviewed periodically/ annually
Approaches to Disciplinary Action
Progressive Discipline
Four steps for progressive discipline procedure:
(i) Start with oral warning/ counseling
(ii) Progress to written warning
(iii) Suspension without pay
(iv) Discharge as a last resort
Positive Discipline
Three steps for positive discipline:
(i) The conference between employee and supervisor to find a solution to solve the problem.
(ii) If improvement does not occur, the supervisor will hold a second conference with employee and find why the first solution does not work. A written reminder will be given to the employee.
(iii) When both conferences failed, supervisor will give employees a one-day decision-making leave (a paid leave).
Discharging Employees
Should be assured after a deliberate and thoughtful review of the situation.
The Result of Inaction
Alternative Dispute Resolution Procedures
Step-Review Systems
Peer-Review Systems
Open-Door Policy
Ombudsman System
Mediation
Arbitration
Investigating a Disciplinary Problem
Documenting Misconduct
A manager’s records of employee misconduct are considered business documents as they are admissible evidence in courts of law.
The Investigative Interview
Before disciplinary action is apply, an investigative interview should be conducted to ensure the employee is aware of the organisation’s rules.
DISCIPLINE PRINCIPLES
Announce disciplinary policy with advance warning
Impersonality
Consistency
Decide what action to take
Give employee an opportunity to explain
Disciplinary action as a tool
IMPORTANCE OF DISCIPLINE
Ensure rules are being followed by employees
Helps in effective management of modifying employee’s behaviour and performance
Ensure any breaches of the rules are dealt with fairly and consistently
Minimise the need of retrenchment
DISADVANTAGES OF DISCIPLINE
Guilt
Fear of loss of friendship
Lack of Support
Organizational culture of avoiding discipline
DEFINITION OF DISCIPLINE
Promote standard behavior that are required with rules and regulations for employees.
Fairness in discipline:
Rules and regulations
A system of progressive penalties
An appeal process
Ensures smooth functioning and helps in leading the individuals work towards the same goal.
POSITIONS THAT ARE RESPONSIBLE FOR DISCIPLINE
Line supervisor
responsible for maintaining discipline and morale among the employees
enforcement of company rules
understand the purposes of disciplinary action
Management
Train line supervisor on the techniques of handling the day-to-day disciplinary problems
Responsibility of management to equip supervisors with the knowledge and skill for doing a good job of supervising through the training program