Employee Relations and Employee Discipline Essay

The Importance of Employee RelationsThere are several issues on which an individual cannot take decisions alone. Work becomes easy if it is shared among allThe organization becomes a happy place to work if the employees work together as a family. An individual feels motivated in the company of others whom he can trust and fall back on whenever needed. Healthy employee relations also discourage conflicts and fights among individuals. A healthy employee relation reduces the problem of absenteeism at the work place. It is wise to share a warm relation with your fellow workers, because you never know when you need them.

Prevention of Employee misconduct1. Setting an example by their own conduct, maintaining high professional and ethical standards. 2. Providing a high-quality work environment3. Establishing and communicating clear guidelines concerning their expectations for the operation of their office 4. Establishing objective, understandable, obtainable, and measurable performance standards and communicating them clearly to employees 5. Monitoring performance and giving frequent feedback6.

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Holding employees accountable for results and recognizing and rewarding good performance 7. Providing opportunities for individual growth and developmentCategories of Difficult/Problem Employees1. Ineffective employee/with unsatisfactory performance2. Rule Violators3. Illegal or dishonest acts4. With Personal Problems5. Substance abuseDiscipline or Infraction Cases1.

Against Person2. Against Property3. Orderliness/good conduct4. Attendance and punctuality5. Morality6. Conflict of interest7. Non-performance8.

Honesty/integrityAddressing Employee Conduct Problems (How to Discipline an Employee?) Steps1. Why Discipline?2. Be Specific3.

Put it in Context4. Specify Changes5. Provide support6. Disciplining your friendsApproaches to Discipline1. Hot Stove Rule by Douglas McGregora. Warning system – before any behavior occurred, consequences are communicated for undesirable behavior b.

Immediate burn – discipline must occur immediately after undesirable act. c. Consistency – same undesirable act will be disciplined similarly d. Impersonal – disciplinary action is directed against the act, not at the person. 2. Progressive DisciplineGoal: build a discipline program that progress from less severe to more severe in terms of punishment.

Purpose: Instill in the employee an opportunity for self-correction in order to avoid further infractions. Major Requirements:Presumption of innocence until reasonable proof is presented Right to be heard and representedPunishment must fit the crime3. Positive/Corrective DisciplineFuture orientedFollows the infraction of a ruleObjectives:Positive in natureReforming the offenderDeterring others from committing the same infractionsMaintaining the smooth flow of effective group standards4. Negative ApproachPunitive effects on an desirable behaviorPurpose:Punish employees for mistakesRemind others of the consequences of wrongdoingProblem: Motivates employees to achieve only the minimum acceptable performance 5. Preventive DisciplineEncourage employees to follow standards and rules so that infractions do not occur. Basic Objective: Encourage self-discipline through the self-actualization of its employee needs and wants 6. Counseling ApproachEmployees can be constructively corrected without penaltyFirst violators – private discussionSecond violators – corrective approachThird violators – evaluation of the whole management schema Focus: Fact finding and guidance to encourage desirable behavior.Elements of a Discipline Program1.

Code of Conduct2. Knowledge of disciplinary punishments3. Appeal Procedure4. Reservation of Right5.

Fair DisciplineThe Disciplinary Process (Progressive Discipline)1. Informal Talk2. Verbal Warning3.

Verbal Reprimand4. Written Reprimand5. Suspension6. Demotion7. Discharge/DismissalsGrounds for Dismissala. Unsatisfactory performanceb. Misconduct/insubordinationc. Lack of qualifications for the jobd.

Changed requirements of the jobDealing with Dismissals1. Senior Management Approval2. The need for a business related rationale3.

Pre-termination review of the personnel file4. Communicating the discharge decision5. Exit interviews6. Severance agreement and releasesDue ProcessThe concept that employees have the right to be treated fairly when being disciplined Employees are aware of the company’s policy and the consequences of violating those expectations of the company Consequences must be predicable and consistentInvestigate all incidences before taking actionEmployees have the right to be heard and have the situation explained from their point of view Lessen legal confrontationDiscipline Mistakes1. Being inconsistent2. Losing your temper3.

Praising too little or too much4. Avoiding disciplinary action entirely


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