Transcript Chp12- Employee Discipline

Chapter 12
Employee
Discipline
Overview
Importance of Discipline
Categories of difficult employees
Administering Discipline
Discipline process
Approaches to Discipline
Discipline life cycle
Disciplinary action procedures
Counseling approaches
What is Discipline?
Discipline = Punishment
Discipline = Rule compliance
The word of discipline comes from Latin word discipulus, pupil
What is Discipline?
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Discipline and punishment
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Two definition of discipline:
 “Following the rules and procedures”
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 “Action to ensure orderly conduct and
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compliance with rules and procedures”
Discipline refers to action to ensure orderly
conduct
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and compliance with rules and
procedures
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Discipline:
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 Treatment that punishes
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 Orderly behavior in an organizational setting or;
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 Training that molds and strengthen
desirable
conduct
Employee Discipline
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Categories of Difficult Employees:outline text format
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1.
2.
3.
4.
Performance is unsatisfactory
 Lack of ability to do the job  Second Outline
 Lack of training
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 Lack of motivation
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Performance is deteriorating
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Violate the law
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Consistently break company rules  Fourth
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Employee Discipline
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Disciplinary Policies and Procedures
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1.
2.
Justifiable reasons
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Effective policies and procedures
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DPP are important to provide
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guidelines in taking disciplinary
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action against an employee.
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Employee Discipline
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Discipline Process:
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1. Establishment of rules for work
and behavior
2. Communicate rules and goals toSecond
all employees
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3. Design the assessment mechanism
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4. Evaluate employee behavior
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5. Administering punishment or motivating
change
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Essentials of Successful
Discipline
Four Essentials of Successful Discipline
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A complete set of rules that everyone knows and
understands
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A clear statement of the consequences of failing to observe
the rules
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Prompt, consistent, and impersonal action to reinforce the
rules
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Appropriate recognition and reinforcement of employees’
positive actions
Essentials of Successful
Discipline
A complete set of rules that everyone knows and understands
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Company policies, and directives and procedures relating to
disciplinary action.
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Work rules relating to hours, absences, tardiness, sick days
meals, use of facilities, and equipment, uniforms and
grooming
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Legal requirements and restrictions, such as health code
provisions, fire and safety regulations, liquor laws.
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Job requirements, performance standards, job procedures.
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Quality and quantity standards required.
Essentials of Successful
Discipline
If you do not set your
own rules
Everyone will set their
own
Essentials of Successful
Discipline
Recognition and reinforce your employees’ positive
actions
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Discipline is not only following rules, but also includes
recognizing those who are following rules and performing
standards.
Great
job!!! I was very impressed with guests’ comments.
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Take
to say
hallo,
or fill out
a positive
memo.
Very
fast and action
excellent
job.
Thank
you!action
You did
a very
good!
Jena is awesome!
Excellent job!! Thank you very much!
Thank you very much for your great support!
Thank you very much for the very thorough and excellent work.
Approaches to Discipline
Negative Approach
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Four step formula to
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action
(fear and punishment approach)
 Old theory of motivation, the Theory X
(progressive
discipline)
 If employee breaks rules they’ve got to be Second
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Oral warning
punished
Level Written warning
 Fear and punishment are demotivators
Punishment
 Shortcoming of supervisors have a substantial Third Outline
Termination
contribution to nondisciplinary environment
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 It is widely used with hourly employees in all
types of industries
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 It creates underground power struggle
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between employee and boss.
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Approaches to Discipline
Positive Approach (Corrective Approach)
The first action is to inform and correct
 Continuous education and corrective training
 The philosophy behind the corrective approach is the Theory Y.
 They will do their job right if you tell them what you want them to do.
 This approach to discipline is the extension of coaching process
Three stage formula to disciplinary action (positive discipline)
 Oral reminder
 Written reminder
 Punishment
 Termination
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Positive Discipline Works
Approaches to Discipline
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Preventive Discipline
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focuses on early correction of employee
misconduct.
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Corrective Discipline
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disciplinary action is imposed.
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Employee Discipline
Progressive Discipline System: Click to edit the
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1. Censure (oral reprimand)
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2. Written reprimand
3. Suspension (1-3 days Level
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4. Suspension (longer than 3 days)
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5. Dismissal
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Employee Discipline
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Factors considered in analyzing Discipline
1. Seriousness of the problem outline text format
2. Repeat violation
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3. Nature of the violation
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4. Mitigating factors
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5. Effectiveness of organizational communication
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6. History of the organization’s
disciplines
practices
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7. Management backing
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Employee Discipline
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Life Cycle of Rules:
1. Rule creation
2. Rule acceptance
3. Rule rejection
 Rule creation
 moratorium
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Employee Discipline
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Disciplinary Action Procedure:
1. Clear statement of disciplinary Problem
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2. Gather related facts
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3. Preparing list of alternative penalties
 Suspension
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 Reprimand
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4. Implementing selected penalty
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5. Follow up
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Administering Discipline
 Enforcing the rules is one
of the most reactive aspects of
the supervisor’s job.
 A uniform discipline system
 Seldom are disciplinary
situations black and white
Some supervisory mistakes
applying discipline
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 You may handle different
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people differently for the same
violation
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A new supervisor starts off being to
easy about enforcing the rules.
Acting in anger
Threatening to take any action that
you do not carry out.
Putting somebody down in front of the
other people
Exceeding your authority
Shifting disciplinary action to your
boss, personnel department or
someone working under you.
Administering Discipline
Taking the Essential Steps
1.
2.
3.
4.
5.
6.
Collect all the facts
Discuss the incident with the employee
Decide on the appropriate action
Take the appropriate action
Write down all pertinent details
Follow up
Special Disciplinary
Concerns
Harassment:
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Intimidating, hostile, or offensive behavior toward someone
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Sexual harassment: “unwelcome advances requests for sexual
favors, and other verbal or physical conduct
a sexual nature”
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“It is a form of gender discrimination underLevel
Civil Right Act”
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Quid pro quo: “… something is given in exchange for something
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else” Only supervisors or members of management
can engage in
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quid pro quo harassment.
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Environmental sexual harassment: outline
“..comments
of a sexual
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nature or innuendoes of a sexual nature or physical contact are
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considered a violation”
Third-party sexual harassment:” involves
a customer
or client
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or an employee”
Special Disciplinary
Concerns
Substance Abuse: “ Working under the influence of,
using, or being impaired by alcohol or any drug”
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It is estimated that one in five American workers has a
drug and alcohol problem
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About 4 percent of foodservice workers (400,000) use
illegal drugs.
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Drug abuse costs us business between $75 billion and $
100 billion in lost time, accidents, breakage, healthcare,
and workers’ compensation costs.
Thank you!
Group Work:
Disciplinary Action
Or
Code of Discipline