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Security Management
home page > Unit 9: discipline and discharge
Defining discipline (continued)
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. However, a "learning organization" can also
see them as opportunities to learn new behaviors, may enhance
teamwork. Disciplinary problems may alert management to problems
that must be addressed.
"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."
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.
"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."
"Progressive Discipline"
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 (but 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.
"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."
Gives worker some due process (you don't have full constitutional rights in workplace, such as free speech: "codes of conduct and policies and procedures dictate what en employee can do."
To work, the program 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 credibility of the supervisor, employer or organiation."