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Introduction Employee discipline is the concepts that go hand-inhand in the area of human resource management. Employee discipline mean Employee performance and behaviour is expected to contribute toward the achievement of the organization 's goals and objectives. When an employee 's performance or behaviour is unsatisfactory, corrective action must be taken. Corrective action will follow the process of progressive discipline when the situation is a result of inappropriate behaviour or unsatisfactory performance when the employee has the ability to perform at an acceptable level but chooses not to do so.
Lack of consistent discipline can also come back to haunt you at trial. For example, if Maria is written up three times for tardiness and then fired, but Hank is written up six times over the same time period for tardiness, and does not receive any discipline, you can bet that Maria is going to win her sex discrimination case, even if the supervisor did not have any specific gender bias against her. It is enough that Maria was treated more harshly than her male colleague.Thus, your disciplinary procedure must be applied fairly to your employees.The best way to gauge fairness is to compare employees files to make sure that equal discipline is out for similar misconduct.
In addition to good disciplinary procedures, employers y need to keep some other concepts in mind. Gone are the days when you could write up an employee three times and then summarily fire him.These days, due to the large amount of capital employers have invested in training employees, and the costs to replace an employee, many employers are interested in how to turn bad employees into productive employees
Progressive disciplinary action
In general progressive discipline is a process for dealing with job-related behaviour that does not meet expected and communicated performance standards. The primary purpose for progressive discipline is to assist the employee to
Lack of consistent discipline can also come back to haunt you at trial. For example, if Maria is written up three times for tardiness and then fired, but Hank is written up six times over the same time period for tardiness, and does not receive any discipline, you can bet that Maria is going to win her sex discrimination case, even if the supervisor did not have any specific gender bias against her. It is enough that Maria was treated more harshly than her male colleague.Thus, your disciplinary procedure must be applied fairly to your employees.The best way to gauge fairness is to compare employees files to make sure that equal discipline is out for similar misconduct.
In addition to good disciplinary procedures, employers y need to keep some other concepts in mind. Gone are the days when you could write up an employee three times and then summarily fire him.These days, due to the large amount of capital employers have invested in training employees, and the costs to replace an employee, many employers are interested in how to turn bad employees into productive employees
Progressive disciplinary action
In general progressive discipline is a process for dealing with job-related behaviour that does not meet expected and communicated performance standards. The primary purpose for progressive discipline is to assist the employee to
References: Sesco Management Consultant. (2010, June 7).Retrieved august 31, 2013, from a positive approach to employee discipline. http://sescomgt.com.php?id=98 The Notes Corporation. (2011, December 20). Retrieved august 30, 2013 from e-Notes website: http://www.e-notes.com/homework-help/what-difference between-progressive-discipline-303391 Bohlender S. (2009). Managing Human Resources 16th edition. London: Chegan education Grote R.C. (2006). Discipline Without Punishment. New York: American Management Association H.M.R (2004). Human Resources Management 12th Edition. London: Thomson Learning Inc.