Explain how you would ensure fairness in disciplining, discussing particularly the prerequisites to disciplining, disciplining guidelines, and the discipline without punishment approach.
Disciplining without punishment has become an up and coming trend in just about every field because the intention is to instill awareness and educate, rather than apply a consequence to an act that may have been done precisely due to lack of awareness.
The issue with traditional disciplinary actions is that they ask too little of the employee: do and be done. Yet, a progressive approach such as discipline without punishment can actually achieve the unthinkable: the employee may actually become disciplined!
The fairness in disciplining will go as follows:
- informal conversations- the supervisor will tell employees whether there is a problem. He will explain the extent to whch the problem affects the company and the consequences that employee performance affects the company as a whole.
- remote consequence- the supervisor/leader explains in frank and palpable steps how termination will ultimately be the only solution to a problem that does not get fix in the long run.
- instill awareness- why is this happening? is this worth closing the company? is the bad employee behavior worth leaving some without money to feed their families?
In today's society, immature/bad parenting has brought up a lot of socially isolated and narcissistic individuals who seem to only operate through instant gratification. These are the individuals that we see acting in these extreme ways. When edification (re-building personality traits, awareness) is what is actually needed, the process of disciplining without punishment is perhaps a lesson that a rowdy employee needs because he or she has never had it. Hence, what the supervisor wants is progressive intervention and not terminal.
- verbal warning
- written warning
- interview (what is bringing up this behavior regardless of warning) with union leader
- final warning
- suspension without pay
Even the staunchest union will have a problem arguing against terminating a problematic employee after all of these steps have been taken.