44.312
Security Management
home page > Unit 9: discipline and discharge
Topics:
Deviant behavior
Defining discipline
Aspects of discipline
Creating and designing the disciplinary program
Administering the disciplinary program
Conducting disciplinary investigations
Discipline and discharge in a union setting
Fundamentals of discharge
Legal issues in discipline and discharge
(based on Ch. 9, Principles of Security Management)
Deviant behavior
employee deviance is
behavior "that violates significant organizational noms
and in so doing threatens the well being of an organization,
its members or both. Employee deviances is voluntary in that
employees either lack the motivation to normative expectations
of the social context or become motivated to violate expectations."
Manifestations range from the minor to major, and interpersonal to organizational include:
- theft, computer fraud, embezzlement, vandalism, absenteeism
- use of drugs, alcohol, other anti-social behavior
- workplace violence.
4 major categories:
- production deviance: violate formal norms for minimal quality and quantity of work
- property deviance: unauthorized employee acquisition or damage of the company's tangible property or assets
- political deviance: minor and interpersonally harmful deviant behavior, especially social interactions putting other individuals at a personal or political disadvantage
- personal aggression: serious and interpersonally harmful hostile or aggressive action.
A well designed and administered
disciplinary program will reduce deviant behaviors.
Defining
discipline
common element is that
discipline is corrective action designed to change an individual's
behavior. It also sets and controls standards of behavior to
ensure conformity and to build group cohesion.
Two types:
- summary actions: focuses on punishing or correcting past behavior by corrective strategies
- corrective actions that attempt to alter future behaviors through sanctions such as counseling.