Chapter 7: The Discipline Process Flashcards
How should most acts of misconduct be handled?
progressive discipline
Some problem employees require more severe discipline before what?
before they change their behavior
Rarely are two individual misconduct cases ____.
alike
Some acts of misconduct will immediately lead to what?
termination
Definition: “Seriously bad or dishonest behavior, especially by someone who has a position of responsibility.”
misconduct
Definition: “the practice of making people obey rules of behavior and punishing them if they do not” or “strict control to enforce obedience.”
discipline
____ is the amount of punishment necessary for an employee to change their behavior.
Discipline
When addressing improper behavior or misconduct, what are three questions to ask?
- result of lack of knowledge or training?
- result of a personal issue?
- result of deliberate and intentional act?
If misconduct is due to the lack of training or knowledge, how should it be handled?
educate and train them
What is the approach for dealing with employees who have violated policy due to lack of knowledge or clear understanding of it?
- discuss the policy and how their behavior resulted in the violation
- instruct to read the policy and report back in 2-3 days
- when the employee returns, have them teach the policy as if you have no knowledge of it
In the author’s approach to dealing with violations of policy due to lack of knowledge or training, what three learning styles did he engage?
auditory, visual, kinesthetic
If misconduct is the result of a personal issue, it is important to address what?
the underlying personal issue
What are some excuses for deliberately not following the policy?
- bad policy
- busy and needed to quickly handle the situation
- under stress and forgot
- normally follow policy, but forgot this time
- told by previous supervisor I could do it this way
- though the policy had changed
The responsibility for performance is placed on the ____, not on the ____ of the organization - Paul Hersey
employee, manager
What are the author’s principles for dealing with problem employees?
- employees will modify behavior when consequences outweigh benefits of misbehavior
- do not concern yourself with whether the discipline is seen as fair, because problem employees never see being held accountable as fair
- should you really care that the problem employee acknowledges and respects your right as a supervisor to impose discipline?
- don’t be concerned that the employee may feel resentful or cause further disruption at work
What is the process of using increasingly severe steps of discipline, when an employee fails to correct a behavior problem or continues the misconduct?
progressive discipline
What is the underlying principle of progressive discipline?
use the least amount of discipline to correct the behavior
What are some examples of progressive discipline in increasing order?
verbal, informal documented counseling, formal written reprimand, suspension, demotion, transfer, termination
Progressive discipline should be used as a ____, not as an absolute rule of progression.
guide
What are some considerations when determining the appropriate level of discipline?
- how serious was the misconduct?
- was the employee previously disciplined for the same misconduct?
- does the employee have a prior history of misconduct or behavior issues?
- is this a problem employee (10%)?
The ___ ___ is a formal schedule that specifies the level of discipline that is appropriate for a particular set of facts. This exemplifies the basic concept of progressive discipline.
discipline matrix
What is the primary purpose of the discipline matrix?
achieve consistency in discipline,
eliminate disparities,
and similar forms of misconduct will receive similar discipline
What must the discipline matrix do to accomplish its goal?
- ensure misconduct will not be overlooked and that some form of discipline will result
- ensure that the discipline is reasonable related to the seriousness of the misconduct
- ensure that the disciplinary response takes into consideration both aggravating and mitigating factors
The discipline matrix is not a ___, ___ document. It must be subject to review and revision, in order to better address changes in organizational values and priorities.
permanent, unchangeable
