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Security Management
home page > Unit 12: summing up / study guide
How does the shift to a learning organization play out in terms of the management functions we have studied?
- Problems:
- While most organizations rely on the punitive model, that takes negative actions against the individual, but it may just be seen as punishment, with no beneficial outcome -- may antagonize other workers.
- "Arbitrary, unreasonable, and discriminatory practices by the employer will decrease morale, increase employee turnover, expose the organization to lawsuits, and reduce the credibility of the supervisor, employer or organiation."
- If some of the work rules are
outdated, or vague, may not be workable. That can lead to conflict
over their interpretation and worker cynicism. The text book
suggests this guideline: " If the policy cannot be enforced
on a consistent and fair basis, management should reevaluate
and subsequently eliminate or redesign the policy"
- New Realities:
- "Without a disciplinary program that is aligned with the core philosophy of the organization, a discipline program could impair productivity and decreases morale in the workforce." (example of a company that wants to foster creativity, but has penalties for failing to adhere to established standards: "with creativity and experimentation, however, workers may make mistakes. Hence, the disciplinary program is inconsistent with the organization's philosophy, and creativity and experimentation will be limited or not occur, out of fear of punishment...Conversely, a team-based, or employee-empowered, organization will need a different disciplinary program, one that meets the open management styles and organizational philosophy. This is the difficult responsibility of the organization: to establish and maintain a disciplinary program that balances the needs of the organization with the needs of the workforce."
- "Discipline must be consistent with the underlying philosophy of the organization," especially with new emphasis on employee empowerment -- forces more of a reliance on non punitive forms of discipline.
- "Instead of coercive techniques,
these non-punitive forms of discipline will correct the employees'
deficiencies while improving their work ethic, self-esteem, and
commitment to the organization.
- New Practices:
- Effective discipline both:
- formal: written policies and procedures, collective bargaining agreements, relevant legislation
- informal: informal workplace "codes" by employees and groups of employees that reinforce the formal ones.
- An appraisal system's primary goal must be to be reliable (i.e., if it was done again, the result would be the same) and valid (i.e., it accurately measures performance issues). The evaluation criteria must be known to both parties, and the process must be appropriate to the employee (i.e, a person with limited literacy skills shouldn't be expected to answer essay questions).
- should be "Progressive"
This means the organization addresses disciplinary problems or concerns in a fair and equitable way. Typically, the first offense is met with minimal discipline, then it increases, up to point of dismissal (bear in mind that some violations may be so serious that first offense results in dismissal). Should be timely, and give workers reasonable amount of time to improve their performance. In addition to correcting behavior, it:- keeps employees' behavior within acceptable standards
- deters other employees
- maintains control in workplace.
- include some due process
- must be clearly understood by workers. "The employer must also show consistency in the application of discipline. Workers have the right to consistent and predictable employer actions when a rule is violated. Arbitrary, unreasonable, and discriminatory practices by the employer will decrease morale, increase employee turnover, expose the organization to lawsuits, and reduce the credbility of the supervisor, employer or organiation."
- Positive discipline:
".. goal is to correct future behavior rather than punish previous behaviors, educate employees, and make individuals accountable for their actions." - make certain employees are involved in creating and administering the system.
- make it consistent with corporate
culture
For example, if the company claims it is a "learning organization" and encourages risk taking, can't punish people for that. Or, if you emphasize teamwork, members of teams may assume some of the role of administering discipline: have to let that happen - make it consistent with legislation
and case law, collective-bargaining agreements, and any other
contracts between the employer and employee
"Disciplinary activities are employment practices in that the outcomes could raise a claim of disparate treatment against an employee or of disparate impact against a group of employees affected by the outcomes of the disciplinary process."
- Effective discipline both:
- Benefits:
- can be an opportunity to learn new behaviors
- hidden benefits:
- may enhance teamwork.
- can be an asset to the training program, complement it
- "Discipline, in effect, becomes a positive means to meet organizational objectives, educate the employee, and provide a source of guidance for employee actions and conduct in the workplace. Progressive discipline is not the responsibility of one individual or department in the organization but rather the responsibility of the entire organization."
- if employees are involved in creating and administering the system, it gives them a stake, and increases commitment to the rules.