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Fallaria
Course: MAEd Mathematics
Subject: Human Resource Management
Professor: Dr. Linda Simon
TEXT of REPORT
I. APPROACHES TO DISCIPLINE
Disciplinary actions are taken to remedy a problem and to help employees
achieve success in their work. The following are ways to handle misconduct and
violations by employees which are directly related to the performance of their
assigned duties.
B. Progressive Discipline
The goal is to build a discipline program that that progresses from less severe
to more severe in terms of punishment. Most employers apply this to entail
stronger penalties for repeated offenses. Its purpose is to instill in the
employee an opportunity for self-correction in order to avoid further
infractions.
D. Negative Approach
This approach emphasizes the punitive effects of undesirable behavior.
However, it only motivates employees to achieve minimum acceptable
performance. Motivated by fear, they are motivated to just avoid failure and to
produce only minimum amount of work to avoid punishment.
E. Preventive Discipline
This approach encourages employees to follow standards and rules by letting
them know firsthand what the rules and regulations are.
F. Counseling Approach
The erring employee is counseled rather than progressively penalized. This
approach believes that employees can be constructively corrected without
penalty.
First Offense- given a private discussion
Second Offense- entails a corrective approach
Third Offense- entails evaluation of the whole management schema,
focuses on fact-finding and guidance to encourage
desirable behavior instead of using penalties to discourage
undesirable behavior
2. Verbal Warning- a comment to warn employees that certain acts are not
acceptable, letting them know what is expected of them
3. Verbal Reprimand
The supervisor informs the employee when situation is not acceptable,
encouraging the employee to be committed to improve, and discussions are
properly documented.
4. Written Reprimand
A written description of the problem and the disciplinary action, where the
supervisor prepares a written record that summarizes what has been said and
decided when the problem was is discussed to the employee. Both the
supervisor and the employee concerned should sign the reprimand.
5. Suspension
It is applied when employee fails to respond to the written reprimand and
persists in wrongdoing. The length of suspension should be considered in
light of the seriousness and type of offense.
6. Demotion
This step will occur when it becomes necessary to use against the employee
before termination.
7. Discharge/dismissal
If progressive discipline failed to correct the employee, termination will result.
It should be guaranteed that sufficient cause exists for it to be implemented. It
should only occur after all reasonable steps to rehabilitate employee has
failed.