Explain how you would ensure fairness in disciplining, discussing particularly the prerequisites to disciplining, disciplining guidelines, and the discipline without punishment approach.

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M.P. Ossa | College Teacher | (Level 1) Distinguished Educator

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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
  • interview
  • written warning
  • interview (what is bringing up this behavior regardless of warning) with union leader
  • final warning
  • suspension without pay
  • termination

Even the staunchest union will have a problem arguing against terminating a problematic employee after all of these steps have been taken.

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