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QUESTION
Define non-punitive discipline and outline the process for applying non-punitive discipline to gain employees’ acceptance of company rules.
350 words...if possible.
Use 1 reference.
Use this textbook:
A Framework for Human Resource Management
Gary Dessler, 2013
Prentice Hall
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| Subject |
Business |
Pages |
2 |
Style |
APA |
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Answer
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Application of Non-Punitive Discipline in Companies
Non-punitive discipline refers to a program that replaces unpaid suspensions with a disciplinary letter that equates to a suspension, indicating that previous discipline was administered if misconduct and unacceptable behavior occur again (Gary, 2013). Non-punitive discipline guarantees positive aspects from a managerial perspective. A worker is not necessarily required to exit a workplace, hence avoiding workflow disruptions and unnecessary costs associated with replacing the worker (Gary, 2013). The first step is to assess whether there is a need for formal action before planning to commence a disciplinary process. The disciplinary committee should weigh options and strategize the planning process that should include assessing the worker's disciplinary committee's requirements and selecting an appropriate investigator at each stage.
The investigation should be conducted before any disciplinary move is adopted. However, it heavily depends on the severity of the action, circumstances underlying the issue, or the subject's sensitivity (Gary, 2013). The investigation should be held sensitively, bearing in mind that guilt must not be presumed. Company employers must consider the individuals obliged to conduct the investigations (Gary, 2013). Most companies prefer tasking the immediate line manager with the obligation or any other individual with specialist knowledge regarding the case. Afterward, the details should be disclosed to the employee before the disciplinary hearing (Gary, 2013). The organization should then write to the employee and inform him/her of the outcomes of the investigation.
The letter should detail sufficient information concerning the allegations and likely consequences to enable the worker to prepare in advance. The employer should provide copies of evidence or any supporting documents, and a copy of the disciplinary procedure sent to the employee (Gary, 2013). The process should pay heed to statutory rights and keep records of the case for future reference or analysis. The person in charge of the disciplinary process should thereafter communicate the employee's decision and let them know and understand the way forward. Appeals can be made after that before the case is put into organizational records of misconduct and other undesired character traits (Gary, 2013). If the employee is found guilty of the offense, then non-punitive discipline can commence.
References
Gary Dessler., (2013). A Framework for Human Resource Management, Prentice Hall. ISBN.13: 978-0-132-57614-7
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