Chapter 12 Employee Discipline

Overview Importance of Discipline Categories of difficult employees Administering Discipline Discipline process Approaches to Discipline Discipline life cycle Disciplinary action procedures Counseling approaches

Discipline = Punishment Discipline = Rule compliance What is Discipline? Discipline = Punishment Discipline = Rule compliance The word of discipline comes from Latin word discipulus, pupil

What is Discipline? Discipline and punishment Two 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: Performance is unsatisfactory Lack of ability to do the job Lack of training Lack of motivation Performance is deteriorating Violate the law Consistently break company rules

Employee Discipline Disciplinary Policies and Procedures Justifiable reasons Effective policies and procedures DPP are important to provide guidelines in taking disciplinary action against an employee.

Employee Discipline Discipline Process: Establishment of rules for work and behavior Communicate rules and goals to all employees Design the assessment mechanism Evaluate employee behavior 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

Essentials of Successful Discipline 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. Great job!!! I was very impressed with guests’ comments. Thank you! You did a very good! Very fast and excellent job. Jena is awesome! Excellent job!! Thank you very much! Thank you very much for your great support! Thank you very much for the very thorough and excellent work.

Approaches to Discipline Negative 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 Discipline Positive 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 Discipline focuses on early correction of employee misconduct. Corrective Discipline disciplinary action is imposed.

Employee Discipline Censure (oral reprimand) Written reprimand Progressive Discipline System: Censure (oral reprimand) Written reprimand Suspension (1-3 days Suspension (longer than 3 days) Dismissal

Employee Discipline Factors considered in analyzing Discipline Problems: Seriousness of the problem Repeat violation Nature of the violation Mitigating factors Effectiveness of organizational communication History of the organization’s disciplines practices Management backing

Employee Discipline Life Cycle of Rules: Rule creation Rule acceptance Rule rejection moratorium

Employee Discipline Disciplinary Action Procedure: Clear statement of disciplinary Problem Gather related facts Preparing list of alternative penalties Suspension Reprimand Implementing selected penalty 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 Taking the Essential Steps Collect all the facts Discuss the incident with the employee Decide on the appropriate action Take the appropriate action Write down all pertinent details Follow up

Special Disciplinary Concerns Harassment: 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.