Q. Discuss the use of disciplinary action in managing human resources?
Human Resource Management is the backbone of every company. From a business standpoint, Human Resource Management does many things from being a strategic partner with the corporate structure, dealing with job analysis, employee testing, recruiting and hiring, training and developing employees, establishing pay appraisal techniques, managing careers, and establishing employee compensation. Let's not forget that, since HRM (Human Resource Management) deals with employees it also has to discipline them when they create problems. A disci¬ple learns self-discipline by observing a disciplined teacher. Similarly, employees learn about discipline from their supervi¬sors. What the supervisor chooses to teach them is a choice; he can model respect, compassion and responsibility, or he can behave in an arrogant, demeaning and insulting manner.
Common categories of disciplinary problems are attendance, poor performance, or misconduct. Attendance problems include unexcused absence, chronic absenteeism, unexcused or excessive tardiness, and leaving without permission. Poor performance includes failure to complete work assignments, producing substandard products or services, and failure to meet established production requirements. Misconduct includes theft, falsifying employment application, willfully damaging organizational property & punching another employee's time card. An employee not performing up to the agreed upon standards or not following the understood rules is subject to punishment, i.e., disciplinary action. The dirty secret about managing is that most business owners hate to discipline employees who are falling down on the job; they tend to put it off, hoping the problems resolve themselves. But things just get worse. Most entrepreneurs have limited experience getting a positive response when and if they do discipline their employees. Traditionally, slumping workers were simply fired. Maybe the boss went through a scripted "disciplinary procedure" suggested by lawyers to avoid possible wrongful termination lawsuits, but a focus on actually changing employee behavior was rare.
Disciplinary Action
When a problem occurs, the manager/supervisor will have to determine the seriousness of the situation and the appropriate response. In making this decision the manager/supervisor needs to be fair towards the employee. Being thirty minutes tardy for work the fourth time in two weeks has to be handled differently from being thirty minutes tardy for the first time in two years. An employee should be disciplined because of what he did, not who he is and never because of race, colour, gender or anything else. Some factors to consider in making this determination are:
Past Record What is the employee like?
The popular sitcom that is now one of today’s pop culture`s favorites, is based on the original British sitcom The Office and later began to air on NBC. With characters that are relatable to any office environment, The Office does cause many to question the violation of ethics in this sitcom. The show features Michael Scott the manager at Dunder Mifflin, who is the center of many questionable actions. Because every show needs a good love story; Pam and Jim are introduced as the office lovers who win the award for “relationship goals”. Besides the main characters, the cast consists of unmotivated employees.
A few months ago while eating at Skylight Restaurant in Tumon, I witnessed a supervisor displaying incivility in the workplace. One of the workers handling the crepe section of the buffet was taking a great amount of time making crepes, which garnered a long line of customers. The supervisor saw this and started scolding the worker right in front of the customers and other workers around the
A meeting has to be scheduled between the person who has raised the complaint of discrimination and the person against whom he has raised discrimination complaint. Opportunities must be given to both of the people to put forward their views. All these things must be happening in the presence of the management representative. The points discussed by both the people must be considered and appropriate action must be taken in this regard. The punishment levels also must be decided in the meeting itself, if it is decided by the management representative to punish any employee on the basis of racial
While managers must discipline employees for organizational behaviors from time to time, what are some of the challenges one faces; and what type of plan of action can one implement to put an end to the issues being presented. So, what is discipline, it’s a way for manager to instill learning, by helping one to improve their behavior; through that of corrective actions. Although, discipline has been classified as being harsh and unjustifiable towards employees not meeting company standards, and can be avoidable, others feel its beneficial in helping to improve one’s behavior through that of using corrective actions; instead of punishing them for their mistakes. However, for this concept to be the best alternative, managers need to approach the situation head on and quickly for it to be
The manager has more responsibility and authority in the relationship and it is their job to keep the business running as smoothly as possible. Mangers are put through training and have the resources provided to them to ensure they can fulfill their duty of keeping everything under control and running efficiently, but a manager cannot do their job effectively if they are not respected by their staff. Managers will have to use greater discipline on a staff member that will not cooperate and that is being unruly. They may do this by fining the employee or even terminating their employment. If the manager did not set certain expectations and rules for employees, the work that needed to get done would not be completed as efficiently or be as consistent and controlled. If a disciplinary system was not in place and the employees were not punished when they broke the rules set by the management, they would gain too much authority and become unruly and worse in terms of actions. But where the opposite has often been neglected the employee also needs to be respected by the employer. If the employee is not respected, they feel as though their actions and opinions do not matter and may rebel to gain the respect and attention they want through strikes or even more violent outbursts. The Police have the funding and are trained to protect the community, but to fulfill their
Personnel problems often have a way of leaking into your employees’ work lives. People are often distracted by the things that affect them outside of the workplace. This causes the individual to lose focus on the important things such as getting the responsible assignments done. Difficult people in the workplace come in every conceivable variety. These coworkers would talk constantly, and never listen. Some just have to have the last word; they criticize and compete with you for power, privileges, and the spotlight. Disciplining employees is a necessary matter in each organization. Effective discipline can help to correct employee behavioral issues and can increase productivity.
Has the Employer applied its rules, orders, and penalties evenhandedly and without discrimination to all employees? Discipline must be the same for everyone. For example, people committing the same or similar offenses should receive the same discipline. Difference in treatment can be considered disparate treatment and discriminatory.
It could be for tardy, safety violation, negligence, not taking proper breaks, etc. It is important that the employee knows this fact within employee handbook. I strongly recommend that you provide the employee with a copy of your employee handbook on their first day and then once annually thereafter. However, if an employee destroys company property because they failed to follow proper safety procedures... It is very hard to include every type of poor behavior within your progressive discipline policy so making sure that it is understood that the real key is that you cover the idea that an employee will be subject to progressive discipline when they exhibit poor behavior.
1.1. Introduction According to Venter & Levy (2009), an employment relationship consists of two sectors; a primary employment relationship and a secondary employment relationship. The secondary employment relationship is a relationship between the employer, employee and the state.
Human resource management (HRM) encompasses the activities of acquiring, maintaining, and developing the organization's employees (human resources). "The traditional view of these activities focuses on planning for staffing needs, recruiting and selecting of employees, orienting and training staff, appraising their performance, providing compensations and benefits, and making their career movement and development." HRM involves two aspects:...
There are a range of strategies managers could use to minimise instances of dysfunctional discrimination occurring in their workplace. These selected strategies aim to reduce the frequency of dysfunctional discrimination, rather than the severity. Some of these strategies include; a discrimination audit, enforced policies, selection procedures, and providing an effect complaint handling system.
According to this definition, we can see that human resource management should not merely handle recruitment, pay, and discharging, but also should maximize the use of an organization's human resources in a more strategic level. To describe what the HRM does in the organization, Ulrich, D. & Brocklebank, W. (2005) have outlined some of the HRM roles such as employee advocate, human capital developer, functional expert, strategic partner and HR leader etc.
There are certain guidelines and standards that each employee should be aware of, and expected to follow. This is what is normally used to measure a person’s job performance. When not living up to these qualifications, an employee may a gentle reminder of his failure to comply. If held accountable for unacceptable behaviors, it will often turn this performance around. If not, after a certain amount of warnings, it becomes obvious that this person does not take his job very seriously, and therefore may be dismissed.
Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.
A human resource manager needs to plan ahead and know what is going on. in and outside the company labour market. He needs to be aware of the past, present and future trends of employment in a particular area. of the specialisation of the. He needs to know if there are available skills needed or if there are few people with the type of skills needed by the company.