Employees are a company’s most valuable resource. Management has expectations for the employees to meet workplace standards of behavior and performance. This may include (and not limited too): following workplace rules and practices, accepting job assignments, working well with other employees, or even coming into work in time. When management expectations are not met, the need for disciplinary acts arises. However, sometimes management delays or does take disciplinary action. This can lead into improper discipline, grievances, or wrongful termination. If proper discipline is used, a positive impact such as early employee resolution can occur. In the end, management disciplinary actions can create positive or negative on employee relations.
Why do we discipline employees? A traditional view approach to discipline is to punish employees for violating rules. Discipline, however, is not meant to punish but to change employees deficient behavior by effectuate a positive change. Aren’t we all adults and can follow rules? We are all human, and as humans we choose what to do or not to do. When we choose not to follow rules, reinforce standards take place. Management wants to ensure Strong standards of conduct and help employees better their behavior and performance and keep employees from engaging in improper or deficiency behavior. Management who is seen as unfair by their employees when disciplining may be just ineffective. If management is being ineffective, then they may have no respect from the employees. If discipline was to take place, the employee would not respond well and not change the improper behavior. Instead, the employee may engage in self-discipline. The employees regulate their own behavior; the regulation maybe influence by an outside force. However, it becomes necessary for management have an influence the behavior of employees through the use