Dealing with performance problems and taking disciplinary action are two of the most frustrating and stressful issues that management has to face. But they are also the most important aspects for an effective manger or leader. Having clear policies in place—as well as procedures for enforcing them—is one of the key elements of running an efficient organization.

1. Employee Discipline
Jyothsna Aavla
Norther Arizona University
Presentation prepared for ADM 650

2. Dealing with performance problems and taking disciplinary action are two of the
most frustrating and stressful issues that management has to face. But they are
also the most important aspects for an effective manger or leader. Having clear
policies in place—as well as procedures for enforcing them—is one of the key
elements of running an efficient organization. (Alexander, M. 2000; Ravi S,
Nagi. 2015).
Figure 1: Source discipline-policy-that-makes-sense/ (Ravi. S. 2015)
EMPLOYEE DISCIPLINE
DISCIPLINE is not just punishment
Punishment is an undesirable response that is a result of an unacceptable behavior and is
intended to decrease frequency of that behavior.
Discipline has not only corrective component but also educational one.
• Punishment of violation of a work rule or direct order
• Training that molds and strengthens the employee’s behavior
• And control gained by enforced obedience.
(Guffey, & Helms, 2001)

3. AN APPROACH TO AVOID DISCIPLINARY PROBLEMS
Note. Reprinted from Employee Performance and Discipline Problems: A New Approach: retrieved from: https://irc.queensu.ca/sites/default/files/articles/employee-performance-
and-discipline-problems-a-new-approach.pdf (Alexander, M. p.18, 2000)
The aim of the
approach is to involve,
develop, educate, avoid
problems and retain.
Leadership skills and abilities in the areas of :

4. To be successful, it requires collaboration between management and labour in
• undertaking a joint assessment of the impact of current practices on employee relations,
• developing new policies and procedures for diagnosing problems and taking the
appropriate action,
• training shop stewards and supervisors in the new approaches,
• communicating the new approaches to employees, developing the skills needed by shop
stewards and supervisors to work together in a problem-solving manner, and
• monitoring the implementation of the program.
WHAT IS NEEDED FOR IMPLEMENTING?

5. PROGRESSIVE DISCIPLINE
Figure 3: Source: HRdirect Smart Apps. n.d.,
Progressive discipline notifies employees of the issue,
gives them an opportunity to improve and warns them
of the consequences of not improving. It also creates a
record of the issue and actions — essential
documentation that can protect business in a legal
dispute. (Gaur, 2013)

6. PROGRESSIVE DISCIPLINARY PROCESS
Verbal Warning
Written Warning
Suspension
Termination
“A written warning is more serious and official. It summarizes the previous
oral attempts. The written feedback is discussed with the employee and then
placed in the employee’s personnel binder.”
“An Oral warning is issued as an informal reprimand. This is to fulfill corrective
training purposes. Managers are to keep notes of what transpired during this initial
meeting.”
“The process of this layoff without pay is to impress on the employee the
seriousness of the offense and the necessity of change.”
“Unlike the previous steps, termination is not a corrective measure. It is used
only when the previous three steps have failed to help the employee change
or the offense is of a highly serious nature.”
(Guffey, C. J., & Helms, M. M. p.112. 2001)

7. As per Taft – Hartley act, the Labour
management relationship act imposes a
duty upon employers to bargain with
representatives of their employees “ with
respect to wages, hours and other terms
and conditions of employment ..”
(Alchian, A. A, p. 235,1982)”.
Employee voice is defined as “promotive
behavior that emphasizes expression of
constructive challenge intended to
improve rather than merely criticize” (Van
Dyne & LePine, 1998, p. 109)
EMPLOYEE APPEAL
Note. Reprinted from Source: Adapted from New York State Unified Court System, http://www.nycourts.gov/ip/adr/images/continuum2.jpg.

8. Employee Attitudes and Effects based on proposed approach
As quoted by Cascio, W., & Boudreau, J. “Higher employee satisfaction drove innovation and execution, which, in turn, enhanced
customer satisfaction, customer purchasing behavior, and eventually, long-term profitability and growth” (p.138, 2008). With the
proposed approach, that educates and involves the employees and its representatives by training and educating about the policies,
procedures and facilitation to avoid disciplinary issues, is a step towards increasing employee satisfaction and reaping its benefits one of
it being retention and reduced turnover.
Data in the table is of SYSCO companies for FY 2005, one of
the companies with “most satisfied employees consistently
receive highest scores from their customers and have higher
retention of marketing associates and drivers” (p. 141).
Note. Reprinted from Investing in People: Financial Impact of Human Resource Initiatives: retrieved from: (Cascio, W., & Boudreau, J. . p.142, 2008)

9. REFERENCES
Alexander, M. (2000). Employee performance and discipline problems: a new approach. IRC Press.
Gaur, V. (2013). Effective Industrial Discipline. Asia-Pacific Science and Culture Journal, 1(1), 19.
Guffey, C. J., & Helms, M. M. (2001). Effective employee discipline: A case of the Internal Revenue Service. Public Personnel Management, 30(1),
111-127.
Dessler, G. (2011). A Framework for Human Resource Management. New Jersey: Pearson Education Inc.
Cascio, W., & Boudreau, J. (2008). Investing in people: Financial impact of human resource initiatives. Ft Press.
Alchian, A. A. (1982). Decision sharing and expropriable specific quasi-rents: A theory of First National Maintenance Corporation v. NLRB. Supreme
Court Economic Review, 1, 235-247.
Van Dyne, L., & LePine, J. A. (1998). Helping and voice extra-role behaviors: Evidence of construct and predictive validity. Academy of Management
journal, 41(1), 108-119.
Ravi, S. N. (2015, December 29). Set Up an Employee Discipline Policy That Makes Sense. Social Media Today RSS. Retrieved from
https://lawblog.vilaw.com