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.