Disciplinary Procedure and Its Effects on Employees
CHAPTER ONE
1.0 INTRODUCTION
1. BACKGROUND
The research focused on disciplinary procedures and its effect on employee’s performance.
As we all know that discipline is the major factor to be considered in every human being and in every aspect of life, and so are disciplinary procedures are regarded as a critical tool for management to succeed. Many people associate disciplinary procedures with negative feedback. If implemented properly, these procedures will positively affect the relationship between a manager and their employees. Employees embrace accountability and it actually improves employee job satisfaction. Correcting employee performance issues is a procedure. Effective interpersonal communication, written communication and the management skills list must be utilized to assist the employees. Poorly implemented procedures may negatively impact work place performance. The following must be present for employees:-
I. Clear expectation must be established before disciplinary procedures can be implemented; the employees have to know exactly what is expected of them. (Job description outlining is expected).
II. Process, good employees will not perceive corrective procedures negatively if there is a clear process. Managers must implement a process that addresses issues before they create a problem.
III. Consistency, managers must be committed to put forth the time and effort required to properly implement the procedures. Employee issues must be addressed consistently to be successful.
IV. Follow up / feedback, disciplinary procedures must provide employees feedback on their progress when asked to correct and issue managers need to address and follow up on.
1. STATEMENT OF THE PROBLEM
In this research study it is noted that various organizations have their own codes of conduct and ethics intended to establish standards of ethical conduct of employees and to be applied consistently with the organizational requirements.
The research study
1.0 INTRODUCTION
1. BACKGROUND
The research focused on disciplinary procedures and its effect on employee’s performance.
As we all know that discipline is the major factor to be considered in every human being and in every aspect of life, and so are disciplinary procedures are regarded as a critical tool for management to succeed. Many people associate disciplinary procedures with negative feedback. If implemented properly, these procedures will positively affect the relationship between a manager and their employees. Employees embrace accountability and it actually improves employee job satisfaction. Correcting employee performance issues is a procedure. Effective interpersonal communication, written communication and the management skills list must be utilized to assist the employees. Poorly implemented procedures may negatively impact work place performance. The following must be present for employees:-
I. Clear expectation must be established before disciplinary procedures can be implemented; the employees have to know exactly what is expected of them. (Job description outlining is expected).
II. Process, good employees will not perceive corrective procedures negatively if there is a clear process. Managers must implement a process that addresses issues before they create a problem.
III. Consistency, managers must be committed to put forth the time and effort required to properly implement the procedures. Employee issues must be addressed consistently to be successful.
IV. Follow up / feedback, disciplinary procedures must provide employees feedback on their progress when asked to correct and issue managers need to address and follow up on.
1. STATEMENT OF THE PROBLEM
In this research study it is noted that various organizations have their own codes of conduct and ethics intended to establish standards of ethical conduct of employees and to be applied consistently with the organizational requirements.
The research study