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8/22/2019 Employee Dicipline and Misconduct
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EMPLOYEE DICIPLINE
Anita.Apiit.
Managing People and PerformanceBM036-3-3
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Module Code and Module Title Title of Slides
Learning Outcomes
Describe ways of dealing with problem
employees
Describe ways of dealing withemployees problems
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Module Code and Module Title Title of Slides
CASES
Slide 3 of 20
Covington Fire Chief Disciplined For Drinking, Driving
POSTED: 11:34 am EST February 14, 2008
Comcast employee fired for sleeping on customer's couch
Copyright 2006 by The Associated Press
Worker Snooping on Customer Data Commonhttp://ap.google.com/article/ALeqM5ghPenZUJTE7BfSfgQbj6RX597DEAD8V019TG0
Boeing Employee Charged With Stealing 320,000 Sensitive Files
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Module Code and Module Title Title of Slides
DICIPLINE AT WORK
The state of employees self controland
orderly conduct.
A procedure that corrects or punishes asubordinate because a rule or procedure
has been violated.
The purpose is to encourage employees tobehave sensibly at work.
Dicpline is called for when one of these
rules or regulations is violated.
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Module Code and Module Title Title of Slides
REASONS FOR DICIPLINE ACTION
Absenteeism
Possession or use ofdrugs or alcohol
Tardiness
Use of abusive languageor profanity
Sexual harassment
Falsifying employmentapplication
Racial slur -Obscene or immoralconduct
Falsifying companyrecords
Gambling
Damage to or loss ofmachines/materials
Theft
Unsatisfactory performance
Moonlighting
Participation in prohibited
strike Abusing or upsetting
customers
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Module Code and Module Title Title of Slides
FROM MANAGEMENT VIEWPOINT
DICIPLINE is action
taken against an
employee who has
violated the rules oforganisation or
performance has
deteriorated to the
point where corrective
action is needed.
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2 TYPES OF DICIPLINARY ACTION
Poor job performance
or conduct that
negatively affects an
employeesperformance. Eg:Frequent or pro-longed
absenteeism or
negligence
Action that indicates
poor citizenship
Eg: Fighting, theft
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POOR PERFORMANCE
Persistent poor performances will
necessitate the use of disciplinary
actions to rectify the problems
Discipline: The state of employee self-
control and orderly conduct; indicates
the extent of genuine teamwork within
an organisation (Mondy, Noe &
Premeaux, 2002)
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QUIZ??
Minor or major misconduct?
-Absenteeism
-Drug use at work-Dress code at violation
-Theft
-Sleeping on the job
-Physical assault
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Dealing with Problem Employees
There are many ways to deal with problem
employees
Disciplinary action: The invoking of apenalty against an employee who fails
to meet organisational standards or
comply with organisational rules
Disciplinary Action Process
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DICIPLINE PROCESS
Establish Work
Rules
&
Performance
Requirement Communicate
these
To employees Application ofCorrective
Action
(The enforcement)
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DISCIPLINARY ACTION PROCESS
Set Organizational Goals
Establish Rules
Communicate Rules to
Employees
Observe Performance
Compare Performancewith Rules
Take Appropriate
Disciplinary Action
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APPROACHES TO DISCIPLINARY ACTION
The Hot Stove Rule
The discipline is immediate with warning and is
impersonal.
Gives consistent punishment
Positive Discipline- A discipline procedure that encourages employees to
monitor their own behaviours and assume responsibility
for their actions.
Progressive Disciplinary Action
An approach to disciplinary action designed to
ensure that the minimum penalty appropriate to the
offense is imposed
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Progressive Discipline
A series of management interventions that
gives employees opportunities to correct
undesirable behaviours before being
discharged.
It increases in severity the longer the
undesirable behavioural persists.
P i di i li ti
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Progressive disciplinary actionIMPROPER BEHAVIOUR
Does this act warrant
disciplinary actions?
Does this act warrant more
than an oral warning?
Does this act warrant more
than a written warning?
Does this act warrant
more than a suspension
TERMINATION
NO
NO
NO
NO
YES
YES
YES
No discipline action
Oral Warning
Written Warning
Suspension
YES
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FOUR STEPS IN A
PROGRESSIVE DICIPLINE
PROCEDURE The employee has an unexcused absence from work. He receives a verbal
warning from the supervisor and is warned of harsher punishment if it repeats.
VERBAL WARNING
After another unexcused absence , he receives a written warning, This warninggoes into the employees personnel file.
WRITTEN WARNING
If the empoyee fails to show up at work for two consecutive days, he is
suspended from work without pay for a week. A final warning is given alertingon possibility of ternimation.
SUSPENSION
If employee does not comply, he is discharged.
DISCHARGE
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APPROACHES TO DISCIPLINARY ACTION
Disciplinary Action without Punishment
A process in which a worker is given time
off with pay to think about whether he or
she wants to follow the rules and continueworking for the company
Problems of approach:
- Lack of training - Loss of friendship
- Fear - Time Loss
- Being the only one - Loss of Temper
- Guilt - Rationalization
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OFFENCES
-Unauthorized absence from job
-Poor performance
-Inefficient performance
-Sleeping on the job-Failure to report to work two days
in a row without notification
-Negligent use of property
--Theft
-Fighting in the job
-Falsifying informationIMMEDIATE DISCHARGE
WRITTEN WARNING AND
THEN TERMINATION
STARTS WITH AN ORAL
WARNING
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Module Code and Module Title Title of Slides
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Module Code and Module Title Title of Slides
Describe some of employee problems
These problems must be dealt with
properly in order to avoid demotivating the
staff
Dealing with Employees Problems
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Module Code and Module Title Title of Slides
GRIEVIENCE
An employees dissatisfaction or feeling of
personal injustice relating to his or her
employment.
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Module Code and Module Title Title of Slides
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Module Code and Module Title Title of Slides Slide 23 of 20
THE GRIEVANCE PROCEDURE
Grievance Common characteristics:
Grievances should be adjusted promptly
Procedures and forms used for airing
grievances must be easy to utilize and well
understood by employees and their
supervisors
Direct and timely avenues of appeal fromrulings of line supervision must exist
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Module Code and Module Title Title of Slides
Handling Grievance
--Proper grievance procedures should be established
and communicated toemployees in every organisation
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Module Code and Module Title Title of Slides Slide 25 of 20
THE GRIEVANCE PROCEDURE
Arbitration It is the final step in most grievance
procedures
The parties submit their dispute to an
impartial third party for resolution
Must provide proof that disciplinary action
needed
Weaknesses of arbitration:
Length of time long
High cost
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Module Code and Module Title Title of Slides Slide 26 of 20
ALTERNATIVES FOR ACTION
Alternative Dispute Resolution Termination
Employment at will
Demotion as an alternative to
termination Downsizing and layoffs
Transfers, Promotions, Resignations
and Retirements
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Module Code and Module Title Title of Slides
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Module Code and Module Title Title of Slides
Quick Review Question
State the differences between problematic
employees and employees problem
The principal purpose of disciplinary procedures is not to
punish employees but to make them aware of the
expectation of employees and allow an improvement of
performance and behaviour. Discuss the statement.
Two employees violate the same work rule. One is aboveaverage in performance and has been with the company
for 8 years. The other is an average performer who has
been with the for less than a year. Should they receive the
same punishment.
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Module Code and Module Title Title of Slides
Follow Up Assignment
Read Chapter 14 of Human Resource
Management by Noe, Hollenbeck, Gerhart &
Wright
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Module Code and Module Title Title of Slides
Summary of Main Teaching Points
Dealing with Problem Employees
Dealing with Employees Problems
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Module Code and Module Title Title of Slides Slide 31 of 20
Summary of Main Teaching Points
Discipline should be administered
when faced with poor
performances However, the way to resolve the
problem need to be carefully
considered
Grievances similarly requires
proper consideration depending
on the circumstances
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Module Code and Module Title Title of Slides Slide 32 of 20
Key Terms you must be able to use
If you have mastered this topic, you should be able to use the following terms
correctly in your assignments and exams:
Discipline
Grievance Arbitration
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Discussion Question
1.The principal purpose of disciplinary procedures is not t
punish employees but to make them aware of the
expectation of employers and allow an improvement of
performance and behavior
2.Discuss this statement within the context of disciplinary
procedures
3. Describe what matters you would include in a new
disciplinary policy and procedure for your company and
explain why you include them