Approaches to Workplace Discipline - Industrial Relations

Approaches to Workplace Discipline Industrial Relations

Prepared By

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Manu Melwin JoyAssistant Professor

Ilahia School of Management Studies

Kerala, India.Phone – 9744551114

Mail – [email protected]

Approaches to Workplace Discipline

• Handling employee misconduct is a

very critical task to be performed by

the senior managers. Misconduct

and other offensive behaviors often

lead to decreased levels of

productivity as they affect the

individual performance of the

employees.


• To manage discipline among

employees, every company opts

for a discipline policy which

describes the approach it will

follow to handle misconduct.


• Broadly defined, there are two

workplace discipline approaches to

handle employees misconduct of

employees. They are:

– Positive Discipline Approach

– Progressive Discipline Approach

Positive Discipline Approach

• This approach is based on the

premise that role of a discipline

approach should not always be to

punish; rather, it should try to

regulate the negative behavior of

employees to make them better

workers.


• Positive discipline is a corrective

action which results in

improved performance, more

productivity and effective

workforce.


• Harsh and negative punishment

might work in the short term, but

the end result will eventually be

employee dissatisfaction, low

productivity, higher rate of

absenteeism and high turnover.


• This approach tries to mend the

negative behavior of employees

by first providing them counseling

in terms of what is expected out

of them and then giving oral and

written warnings to them.

Termination or discharge in

extreme cases may also take

place.

Steps of positive discipline approach

• Counseling.

• Written warning.

• Final warning.

• Discharge.

Counseling

• Counseling is an important part of

the discipline process, because it

gives a supervisor the opportunity

to identify employee work behavior

problems and discuss possible

solutions with him. The goal of this

phase is to make employee aware

of organizational policies and rules.

Counseling

• Counseling by a supervisor in the

work unit can have positive

effects also. Often, employees

simply need to be made aware of

rules.

Counseling• In oral warning can also be given

to employee during counseling.

Confrontation helps to

understand the employee point

of view as well. However, proper

training should be given to the

supervisors regarding counseling

skills to make this process

successful.

Written Writing• If employee behavior has not

been improved by counseling

sessions, then a second

conference is held between the

supervisor and the employee.

This stage is documented in

written form.

Written Writing

• As part of this phase, the

employee and the supervisor

develop written solutions to

prevent further problems from

occurring.

Final Warning• When the employee does not

follow the written solutions, a

final warning conference is held.

In that conference the supervisor

emphasizes to the employee the

importance of correcting the

inappropriate actions.

Final Warning• Some firms incorporate a

decision-day off, in which the

employee is given a day off with

pay to develop a firm, written

action plan to remedy the

problem behaviors.

Final Warning

• The idea is to impress on the

offender the seriousness of the

problem and the manager’s

determination to see that the

behavior is changed.

Discharge

• If the employee fails to follow

the action plan that was

developed and further problem

behaviors exist, then the

supervisor will discharge the

employee.


• The positive aspect of this

approach is that it focuses on

problem solving rather than

punishing and penalizing. This

approach involves positive

confrontation with the problem

employee and thus gives him an

opportunity to justify himself.

Positive Discipline Approach• The supervisor makes him aware

of the company policies. The greatest difficulty with this is the extensive amount of training required for supervisors and managers to become effective counselors. Also, the process often takes more supervisory time than the progressive discipline approach.

Progressive Discipline Approach

• It is a step by step program

designed to correct performance

problems arising out of

employee misconduct. This

approach typically follows four

progressive steps to rectify

offenses committed by an

employee.


• It suggests that actions to modify

behavior become progressively

more severe as the employee

continues to show improper

behavior.

Verbal Reprimand

• It is a verbal interaction between

the employees and supervisor

where they discuss the problem

behavior and the expectations to

change the behaviors. An oral

warning is issued as an informal

reprimand that is simply noted in

the record.

Written Reprimand• It involves the documentation

between employees and supervisor if the behavior continues or if the employee further commits a serious offense. A written warning is more official and summarizes the previous oral attempts. This written feedback is discussed with the employee and then placed in his personnel file.

Suspension

• The third step is suspension

without pay; its purpose is to

emphasize the seriousness of the

offense and necessity of change.

Dismissal

• The final step is dismissal of

employee and is used only when

previous steps have failed to

change unacceptable behavior.


• The progressive discipline model

has two advantages for

managers:

– It gives the employee additional

opportunities to correct his

performance prior to discharge.

– It stresses the seriousness of

repeated violations to employees.

Progressive Discipline Approach• This progressive discipline has the

following disadvantages:– Progressive discipline may result into

bitter relationships between supervisor and employee.

– Supervisor may feel obligated to address every performance offence and assign an appropriate punishment to it, even though it may not be required.

– Management may focus only on the problem employees at the expense of the good performers, thereby consuming too much of a manager’s time.

Approaches to Workplace Discipline - Industrial Relations

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