Chapter 12

EmployeeDiscipline

Overview

Importance of DisciplineCategories of difficult employees

Administering DisciplineDiscipline process

Approaches to DisciplineDiscipline life cycle

Disciplinary action proceduresCounseling approaches

Discipline = Punishment

Discipline = Rule compliance

What is Discipline?

The word of discipline comes from Latin word discipulus, pupil

What is Discipline?Discipline and punishmentTwo definition of discipline:

• “Following the rules and procedures”• “Action to ensure orderly conduct and

compliance with rules and procedures”Discipline refers to action to ensure orderly conduct

and compliance with rules and procedures Discipline:

• Treatment that punishes• Orderly behavior in an organizational setting or;• Training that molds and strengthen desirable conduct

Employee Discipline

Categories of Difficult Employees:1. Performance is unsatisfactory

Lack of ability to do the job Lack of training Lack of motivation

2. Performance is deteriorating3. Violate the law4. Consistently break company rules

Employee Discipline

Disciplinary Policies and Procedures1. Justifiable reasons2. Effective policies and procedures

DPP are important to provide guidelines in taking disciplinary action against an employee.

Employee DisciplineDiscipline Process:

1. Establishment of rules for work and behavior2. Communicate rules and goals to all employees3. Design the assessment mechanism4. Evaluate employee behavior5. Administering punishment or motivating change

Essentials of Successful Discipline

Four Essentials of Successful Discipline A complete set of rules that everyone knows and

understands A clear statement of the consequences of failing to observe

the rules Prompt, consistent, and impersonal action to reinforce the

rules Appropriate recognition and reinforcement of employees’

positive actions

A complete set of rules that everyone knows and understands Company policies, and directives and procedures relating to

disciplinary action. Work rules relating to hours, absences, tardiness, sick days

meals, use of facilities, and equipment, uniforms and grooming

Legal requirements and restrictions, such as health code provisions, fire and safety regulations, liquor laws.

Job requirements, performance standards, job procedures. Quality and quantity standards required.

Essentials of Successful Discipline

If you do not set your own rules

Everyone will set their owns

Essentials of Successful Discipline

Recognition and reinforce your employees’ positive actions

Discipline is not only following rules, but also includes recognizing those who are following rules and performing standards.

Take action to say hallo, or fill out a positive action memo. Thank you! You did a very good!

Thank you very much for your great support!

Very fast and excellent job.

Excellent job!! Thank you very much!

Great job!!! I was very impressed with guests’ comments.

Thank you very much for the very thorough and excellent work.

Jena is awesome!

Essentials of Successful Discipline

Approaches to DisciplineNegative Approach (fear and punishment approach)

Old theory of motivation, the Theory X If employee breaks rules they’ve got to be

punished Fear and punishment are demotivators Shortcoming of supervisors have a substantial

contribution to nondisciplinary environment It is widely used with hourly employees in all

types of industries It creates underground power struggle

between employee and boss.

Four step formula to disciplinary action (progressive discipline)

Oral warning Written warning Punishment Termination

Approaches to DisciplinePositive 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

Positive Discipline Works

Approaches to Discipline

Preventive Disciplinefocuses on early correction of employee misconduct.

Corrective Disciplinedisciplinary action is imposed.

Employee Discipline

Progressive Discipline System:

1. Censure (oral reprimand)2. Written reprimand3. Suspension (1-3 days4. Suspension (longer than 3 days)5. Dismissal

Employee DisciplineFactors considered in analyzing Discipline Problems:

1. Seriousness of the problem2. Repeat violation3. Nature of the violation4. Mitigating factors5. Effectiveness of organizational communication6. History of the organization’s disciplines practices7. Management backing

Employee Discipline

Life Cycle of Rules:1. Rule creation2. Rule acceptance3. Rule rejection

Rule creation moratorium

Employee Discipline

Disciplinary Action Procedure:1. Clear statement of disciplinary Problem2. Gather related facts3. Preparing list of alternative penalties

Suspension Reprimand

4. Implementing selected penalty5. Follow up

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• You may handle different people differently for the same violation

Some supervisory mistakes applying discipline

• 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

1. Collect all the facts

2. Discuss the incident with the employee

3. Decide on the appropriate action

4. Take the appropriate action

5. Write down all pertinent details

6. Follow up

Taking the Essential Steps

Special Disciplinary ConcernsHarassment: Intimidating, hostile, or offensive behavior toward someone

Sexual harassment: “unwelcome advances requests for sexual favors, and other verbal or physical conduct of a sexual nature”

“It is a form of gender discrimination under Civil Right Act” Quid pro quo: “… something is given in exchange for something

else” Only supervisors or members of management can engage in quid pro quo harassment.

Environmental sexual harassment: “..comments of a sexual nature or innuendoes of a sexual nature or physical contact are considered a violation”

Third-party sexual harassment:” involves a customer or client or an employee”

Special Disciplinary Concerns

Substance Abuse: “ Working under the influence of,

using, or being impaired by alcohol or any drug”

It is estimated that one in five American workers has a

drug and alcohol problem

About 4 percent of foodservice workers (400,000) use

illegal drugs.

Drug abuse costs us business between $75 billion and $

100 billion in lost time, accidents, breakage, healthcare,

and workers’ compensation costs.